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Amendment To Employment Agreement

Amendment To Employment Agreement Template for Saudi Arabia

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Key Requirements PROMPT example:

Amendment To Employment Agreement

"I need an Amendment to Employment Agreement under Saudi law to document an employee's promotion to Senior Project Manager with a 15% salary increase, effective March 1, 2025, while maintaining all other terms of their current contract."

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Document background
The Amendment To Employment Agreement is a crucial document used in Saudi Arabia when there is a need to modify existing employment terms while maintaining the underlying employment relationship. It is commonly required when implementing changes to position, salary, working hours, or other employment terms, and must comply with Saudi Labor Law requirements. This document type is particularly important in the Saudi Arabian context due to strict labor regulations and the need for clear documentation of any changes to employment terms. The amendment should be drafted in Arabic (or bilingually with Arabic) and may need to be registered with relevant authorities. It's essential for employers to maintain proper documentation of such amendments to ensure compliance with local employment laws and protect both parties' rights.
Suggested Sections

1. Parties: Identification of the employer and employee, including full legal names, addresses, and relevant identification numbers

2. Background: Reference to the original Employment Agreement, its date, and brief context for the amendment

3. Definitions: Key terms used in the amendment, including reference to definitions from the original agreement that remain applicable

4. Amendment Effective Date: Specific date when the modifications take effect

5. Amendments: Detailed description of specific clauses being modified, showing both original and new language

6. Ratification of Original Agreement: Confirmation that all other terms of the original Employment Agreement remain in full force and effect

7. Governing Law and Jurisdiction: Confirmation of Saudi Law application and jurisdiction

8. Execution: Signature blocks for both parties, including space for witnesses if required

Optional Sections

1. Consideration: Required if the amendment involves changes to compensation or benefits

2. Regulatory Compliance: Include when amendments need specific regulatory approvals or notifications

3. Translation Clause: Required if the amendment is bilingual Arabic/English, specifying which version prevails

4. Additional Representations: Include when parties need to make new representations related to the changes

5. Notice Provisions: Include if changing any communication or notice requirements

6. Electronic Execution: Include if the amendment may be executed electronically, ensuring compliance with Saudi electronic transaction laws

Suggested Schedules

1. Schedule of Amended Terms: Detailed tabulation of specific terms being modified, showing before and after versions

2. Updated Compensation Schedule: If salary or benefits are being modified, detailed breakdown of new compensation structure

3. Regulatory Approvals: Copies of any required regulatory approvals or notifications related to the amendment

4. Job Description: If the amendment involves role changes, updated job description and responsibilities

5. Compliance Certificates: Any required certificates or documentation showing compliance with Saudi labor regulations

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

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alex.den.21@genieai.co
Relevant Industries

Banking & Financial Services

Manufacturing

Technology

Oil & Gas

Construction

Retail

Healthcare

Education

Professional Services

Telecommunications

Hospitality

Real Estate

Transportation & Logistics

Mining

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Personnel Administration

Corporate Governance

Executive Management

Relevant Roles

HR Director

Legal Counsel

HR Manager

Compliance Officer

HR Business Partner

Legal Manager

Employee Relations Manager

HR Administrator

Chief Human Resources Officer

Employment Lawyer

HR Specialist

Recruitment Manager

Personnel Manager

HR Operations Manager

Chief Legal Officer

Industries
Saudi Labor Law (Royal Decree No. M/51): The primary legislation governing employment relationships in Saudi Arabia, covering all aspects of employment including contract modifications, working conditions, and termination rights
Ministerial Resolution No. 70273 of 1440 H: Regulations regarding work contract authentication and documentation requirements, which would apply to any amendments to existing employment contracts
Wage Protection System (WPS) Regulations: If the amendment involves compensation changes, compliance with the mandatory wage protection system requirements must be ensured
Nitaqat (Saudization) Program Regulations: Relevant if the amendment affects job positions or roles, ensuring compliance with Saudi nationality quotas in private sector employment
Ministry of Human Resources and Social Development (MHRSD) Implementing Regulations: Detailed rules and procedures for implementing the Labor Law, including specific requirements for contract modifications
Saudi Anti-Commercial Fraud Law: Relevant for ensuring transparency and authenticity in employment documentation and amendments
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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