Probation Period in Saudi Labour Law: Duration, Termination and Rights
A probation period is a term stated in an employment contract that allows the parties to assess whether the employment relationship is suitable. Articles 53 and 54 of Saudi Labour Law address its duration, termination and when probation may be repeated.
This guide covers the general rules for workers subject to Saudi Labour Law. Domestic workers and equivalent categories are governed by a separate regulation, including different probation rules; consult the regulation applicable to that category.
Must the probation period be written into the contract?
Yes. The employment contract must expressly state that the worker is subject to probation and clearly specify its duration. A probation term should not simply be assumed without a clear contractual clause.
The Implementing Regulations allow the period to be divided into consecutive periods, provided that this is clearly stated when the contract is concluded. Keep a copy of the contract and any written agreement concerning probation.
What is the maximum probation period?
The total probation period may not exceed 180 days. It must be calculated under the applicable legal rules rather than by automatically counting every calendar day.
The following are excluded from the calculation: Eid Al-Fitr leave, Eid Al-Adha leave, National Day leave, Founding Day leave and sick leave. As a result, the calendar end date may fall later than 180 calendar days after work starts.
Can the same employer impose probation again?
As a general rule, a worker may not be placed on probation more than once by the same employer. Article 54 allows an exception by written agreement if the new probation is for a different profession or type of work, or if at least six months have passed since the previous employment relationship with that employer ended.
Ask that the reason for the second period and its duration be recorded in the contract or a related written agreement.
Can either party terminate the contract during probation?
Article 53 gives both parties the right to terminate the contract during probation. Check the written contract and the rules that apply to your circumstances rather than relying on an informal verbal promise.
Under Article 54, if the contract ends during probation, neither party is entitled to compensation for that termination, and the worker is not entitled to an end-of-service award on that basis. This does not mean that wages for work already performed, or other rights not removed by this rule, are waived.
Checklist before signing or ending the contract
- Make sure the contract clearly states the probation clause and duration.
- Check whether the duration is divided into consecutive periods that were specified at the outset.
- Record excluded leave dates when calculating the end date.
- If a second probation period is proposed by the same employer, confirm that an exception applies and a written agreement exists.
- Keep the contract, notices and related correspondence, and consult HRSD if a dispute arises.
Frequently asked questions
Can probation last up to 180 days?
Yes. The total duration is capped at 180 days under the law and regulations, with specified leave days excluded from the calculation.
Does sick leave count toward probation?
No. Sick leave, along with Eid Al-Fitr, Eid Al-Adha, National Day and Founding Day leave, is excluded from the probation-period calculation.
Is an end-of-service award due if the contract ends during probation?
Article 54 states that no end-of-service award is due if the contract ends during probation. This is distinct from wages payable for work already performed.
Do these rules necessarily apply to domestic workers?
Not necessarily. Domestic workers have a separate regulation, including specific probation provisions, so the rules for that category should be checked separately.
Official sources
- Probation Period — Article 54 and current probation rules, HRSD (English)
- Saudi Labour Law — official English text from HRSD
- HRSD Awareness Guide on Employer and Worker Rights — updated probation rules (2025 English guide)
- Regulations for Domestic Workers and Equivalent Categories — separate probation rules
Before taking action about an employment relationship, consult the full official text and compare it with your contract and the facts of your case.
For the general end-of-service rules outside the probation-period exception, see the end-of-service benefits guide.
This is general educational information, not legal advice or a guarantee of a particular outcome. Rules may differ by worker category, contract and applicable special regulation.