The Employee Termination Notice To Staff is a crucial document used in Saudi Arabia when ending employment relationships, whether through resignation, termination for cause, or mutual agreement. This document must strictly comply with Saudi Labor Law (Royal Decree No. M/51) and related regulations from the Ministry of Human Resources and Social Development. The notice serves multiple purposes: it formally communicates the termination decision, documents the notice period, outlines final settlements, and records any continuing obligations. It should be used whenever employment is terminated, regardless of the reason, and must include specific information such as termination date, notice period, end-of-service benefits calculation, and final settlement details. The document plays a vital role in protecting both employer and employee rights and can be critical in preventing future disputes.
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1. Letter Header and Date: Company letterhead, date, and reference number of the notice
2. Employee Information: Full name, employee ID, position, and department of the employee
3. Termination Statement: Clear statement of employment termination and effective date
4. Reason for Termination: Statement of the legal basis for termination in accordance with Saudi Labor Law
5. Notice Period: Specification of the notice period as per Saudi Labor Law Article 77
6. Final Working Day: Clear statement of the employee's last working day
7. End of Service Benefits: Overview of entitlements and final settlement
8. Company Property: Requirements for returning company property and documents
9. Confidentiality Reminder: Reminder of ongoing confidentiality obligations
10. Contact Information: Details for HR department contact for any queries
11. Signature Block: Space for authorized signatory and company stamp
1. Garden Leave: Include when employee is not required to work during notice period but remains on payroll
2. Immediate Termination Notice: Used in cases of Article 80 violations where immediate termination is justified
3. Transfer of Duties: Include when specific handover arrangements need to be documented
4. Non-Compete Reminder: Include when employee is bound by existing non-compete obligations
5. Settlement Agreement Reference: Include when termination is part of a mutual settlement agreement
6. Visa/Residency Status: Include for expatriate employees regarding sponsorship transfer/cancellation
1. Final Settlement Calculation: Detailed breakdown of end of service benefits, salary, and other entitlements
2. Handover Checklist: List of company properties and documents to be returned
3. Exit Process Guide: Step-by-step guide for completing exit formalities
4. Benefits Summary: Summary of any continuing benefits or insurance coverage post-termination
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