An expatriate worker in Saudi Arabia now has up to 60 days to either transfer to another employer or leave the country with a final exit visa, beginning from the day they cease reporting to their original employer, as announced by labour authorities.
Implications of Non-Compliance: “Absent from Work” Status
If no action is taken within the specified 60-day period, the worker’s status will be officially changed to “absent from work”, and any absenteeism report filed against the worker will not be revoked, according to the Saudi Ministry of Human Resources.
Employer Responsibilities for Final Exit Visa
Employers are tasked with ensuring that expatriate workers who have been issued a final exit visa leave the kingdom. The Saudi General Directorate of Passports emphasized that employers are also responsible for tracking the expatriate’s departure once the final exit visa is granted.
Additionally, if an employer is unable to determine the worker's location after issuing a final exit visa, they are required to cancel the visa and file an absence report with the authorities.
Recent Labour Reforms in Saudi Arabia
Job Market Reforms to Enhance Competitiveness
Saudi Arabia has implemented labour reforms in recent years to create a more attractive and competitive job market for expatriates and local workers alike. Among these changes, employers are obligated to follow measures that protect contractual rights and maintain equal opportunities among employees.
Changes to Termination Notice and Maternity Leave
Under the new regulations, an employment contract of non-specific duration can now be terminated with a 30-day notice from the worker and a 60-day notice if the termination is initiated by the employer. Additionally, maternity leave has been increased from 10 weeks to 12 weeks.
Mandatory Employer Coverage of Return Ticket Costs
In 2020, Saudi Arabia enacted a major reform to the sponsorship system, allowing expatriates to transfer jobs and obtain exit and re-entry visas without employer approval. Moreover, the reforms mandate that employers cover return ticket costs for expatriates at the conclusion of their employment contracts.
