The two parties may agree to place the domestic laborer under trial for no longer than 90 days, whereby the employer can check the laborer’s competency and behavior.
An employer cannot place a domestic laborer under trial period more than once unless both parties agree that the laborer would do a different job than the original one.
The recruitment office/company commits to deporting the laborer, issuing another visa and paying all its fees in order to recruit a replacement within the period specified in the “mediation services” contract. The recruitment office has to pay all expenses related to this procedure, including providing the replacement for the same salary that has been agreed upon earlier.
1- When the laborer refuses to work for reasons not related to the employer. 2- When the laborer refuses to perform their duties according to the contract that has been signed with the employer. 3- When the laborer lacks the experience required by the employer in the “mediation services” contract. 4- When the laborer has an illness and cannot perform their job or when the medical tests report is found to be inaccurate. 5- When the laborer leaves their job for reasons not related to the employer.
The work relationship between a domestic laborer and an employer is regulated by a written contract, where, in case of discrepancy, the Arabic version is the reference. The contract and its translation, if available, are issued in three copies. Each party keeps one copy while the third is kept at the local recruitment office.
When the contract is signed, 25% of the contract’s value is paid and the remaining value is paid when the domestic laborer arrives.
The local recruitment office does not offer any guarantees for the laborers chosen by the employer nor does it specify their names in the mediation services contract.
Local recruitment companies commit to receiving and hosting the domestic laborers until they are handed over to their employers.
The maximum recruitment duration is 60 days.
The Ministry of Labor has issued regulations that have defined the maximum limit for recruitment expenses and domestic labor wages. For more information, kindly visit the following link. (Place link to expenses and wages page here)
Delay fines are calculated when the contract period ends, which does not exceed 30 days, after which the contract is automatically terminated, the 25% of the contract value which has been previously paid is returned. The Delay fee (under 30 days) Fine value = number of delayed days *100
The employer signs a contract with the domestic laborer which clearly states the following key terms: 1. The job that the domestic laborer is supposed to do. 2. The salary that the employer is supposed to pay. 3. The rights and duties of both parties. 4. The trial period. 5. The contract period and how it can be extended.
Yes, there is a standardized contract which can be found on Musaned domestic labor program website and all local recruitment companies.
An employer can terminate the contract at his own will during the trial period without having to bear any responsibilities if the domestic laborer is proven incompetent by official authorities.
If the contract expires, or if either the employer or laborer decide to terminate the contract for no valid reason, then the employer must pay for the laborer’s return flight ticket.
The contract is terminated when either the employer or domestic laborer dies. If the employer’s family wishes to keep the laborer then they must refer to the recruitment office in order to change the employer’s name.
When the laborer leaves their job, the employer must report their escape to the nearest police department who must ensure the following: 1. Report the escape of the laborer to the Passport General Department so that they may take necessary measures. 2. Inform the recruitment office about the escape in order to ensure that the laborer has not filed a suit against the employer or vice versa. In case of a lawsuit, the recruitment office must inform the Passport General Department. 3. Supply the reporter with a copy of the escape report.
You can visit Absher website to make sure. Just click the following link: https://www.eserve.com.sa/VVSWeb
The employer must make sure that:
1. They do not assign any other jobs than the ones agreed upon in the contract to the domestic worker nor ask them to work for other people except in urgent cases, provided that their tasks are not fundamentally different from their original ones.
2. They do not assign tasks that are hazardous to their health and safety or those that are dishonoring or degrading.
3. They do not offer their domestic laborers’ services for lease or allow them to work on their own.
The domestic laborer must also make sure that:
1. They obey their employer and his or her family’s orders regarding the tasks that they are supposed to do upon agreement and commit to their care.
2. They don’t refuse to work or leave their home for no valid reason.
3. They don’t work on their own.
1. A letter from the employer or their legal representative that is signed and authenticated by the Commercial Chamber stating that the passport is not detained or placed with any governmental authority
2. An advertisement notifying of the lost passport published in a local newspaper
3. A copy of the lost passport, if available
4. A copy of the iqama of the passport holder
5. An investigation form on the reasons why the holder had lost their passport that is stamped by the relevant company or employer
1. Notifying a relevant Passport Department or Police Department when a Passport Department is not available about the lost iqama.
2. Presenting a letter from the employer or head of household to the Passport General Department clarifying the reasons behind the loss of the iqama and where it was misplaced.
3. Bringing along a valid passport for the laborer who benefits from the iqama, in addition to a copy of the lost iqama, if available.
4. Filling a “lost documentation form” that is available at the Passport General Department.
5. Filling an “iqama issuance form” whose data is identical to that of the passport’s and then having it signed and stamped by the employer.
6. If the remaining iqama period is one year or less, a one-year iqama fee of 500 SR needs to paid through Sadad.
7. Providing two recent (6×4) color photographs.
8. In case of failing to report the loss within 24 hours, a minimum fine of 1000 SR would then need to paid, according to item 61.
9. Fingerprints must be registered.
For more information, please visit the following link:
The employer must commit to:
1. Paying the agreed upon wage at the end of every hijri month unless both parties agree otherwise – in writing.
2. Paying the wage and other due payments in cash or check and documenting their payment in writing unless the laborer wishes to have their salary transferred to a specific bank account.
It is only permissible to deduct from the laborer’s salary in the following cases, provided that the value deducted does not exceed half their salary:
1. The cost of things they damaged either on purpose or as a result of neglect.
2. An advancement payment the employer had provided.
3. The execution of a court order or a decision issued against the laborer unless there’s an article that states that this deduction exceeds half their salary.
The domestic laborer is given their end-of-service reward, which is equal to a month’s salary if they had spent four consecutive years at their employer’s.
The employer must find suitable housing for the domestic laborer.
The employer must allow the laborer some time to relax that is not less than nine hours a day.
A domestic laborer may be given one day off if both parties agree on that in the contract.
A domestic laborer is allowed a paid sick leave that does not exceed thirty days a year as per a medical report that proves their need for a vacation.
A domestic laborer is allowed a one-month paid vacation if they had completed two years at the employer’s and wish to renew their contract for a similar duration.
Yes, provided that the employer:
1- Gets an exit and entry visa for their domestic laborer through the Absher website
2- Gets a visa from their destination country through its embassy.
Healthcare should be provided according to the rules and regulations of the Kingdom of Saudi Arabia.
The domestic laborer must safeguard their employer’s and his or her family’s properties.
The domestic laborer must refrain from:
1. Harming their employer’s family members including children and the elderly.
2. Exposing their employer and his or her family members’ secrets which they may find out about being a part of the household.
3. Offending the employer and his or her family and interfering in their affairs.
An employer who violates any item in this regulation, and other regulations, must face the following:
1- Pay a minimum fine of 2000 SR or be prohibited from recruiting domestic laborers for one year, or both.
2- If the violation is repeated then they shall either pay a fine ranging between 2000 SR and 5000 SR, or they shall be prohibited from recruiting domestic laborers for three years, or both.
3- If the violation is repeated a third time, then they shall be prohibited from recruiting domestic laborers permanently.
4- The penalties are multiplied in proportion to the employer’s violations.
A domestic laborer who violates any item in this regulation, and other regulations, must face the following:
1. Pay a fine that does not exceed 2000 SR or be prohibited from working in the Kingdom permanently, or both.
2. The penalties are multiplied in proportion to the laborer’s violations.
The domestic laborer must also pay for all expenses of returning to his or her country. In case they have no money to pay for their fines then they shall be deported to their countries at the government’s expense.
Fines go to a designated bank account that covers expenses related to offering shelter and deporting female housekeepers and male workers, as instructed by the Minister of Labor.
Provided that other regulations are not violated, recruitment offices are responsible for handling complaints and detecting violations that both employer and laborer commit.
The employer must present themselves - in person or through a legal representative – to the committee who will look into the complaint filed against them, according to a specific time schedule.