Saudi Arabia approved paid holidays, overtime for agricultural workers

Saudi Arabia has approved new labour regulations granting paid annual leave and weekly rest days to agricultural and herding workers employed by individuals, marking a significant expansion of formal protections for a segment of the workforce long governed by less detailed rules.

The regulations were approved by the Minister of Human Resources and Social Development, Eng Ahmed Al-Rajhi, and apply to workers engaged in agriculture, livestock herding and similar roles for individual employers in private homes, farms or herding operations. The rules do not apply to commercial establishments.

Under the new framework, workers are entitled to a minimum of 30 days of paid annual leave for each year of service. If an employment contract ends before leave is taken, workers must receive financial compensation in lieu of unused leave. Paid public holidays will also be introduced, including four days for Eid Al-Fitr starting from the 29th of Ramadan, as well as Saudi National Day and Founding Day.

Saudi Arabia extends labour safeguards

Working hours have been capped at a maximum of eight hours per day. Employees may not work more than five consecutive hours without a break of at least 30 minutes for rest and meals, with these breaks counted as part of working hours. Workers are also entitled to a paid weekly rest day of at least 24 consecutive hours. If required to work on that day, they must be granted an alternative rest day.

Overtime will be compensated at a rate equivalent to 50 per cent of the worker’s basic wage for additional hours worked. However, hours worked on official holidays will not be treated as overtime.

The regulations introduce a range of employer obligations aimed at improving welfare standards. Employers must provide suitable accommodation, food or a food allowance and transport or a transport allowance if the worker’s residence is not close to the workplace. They are prohibited from charging workers recruitment costs or expenses related to visas, residency permits or exit and re-entry procedures, and may not retain workers’ passports or personal documents.

Employers are also responsible for burial or repatriation costs in the event of a worker’s death and must not prevent workers from contacting their families. The rules prohibit employing workers under the age of 21 and ban assigning duties outside those specified in the employment contract or residency permit.

A paid probationary period of up to 90 days may be agreed, during which either party can terminate the contract without compensation. Workers may not be placed on probation more than once with the same employer.

The regulations also set out workers’ responsibilities, including adherence to agreed working hours, compliance with instructions, confidentiality and restrictions on working for others during or after the contract, in line with applicable laws.