End Of Contract Notice To Employer Template for Saudi Arabia

When you decide to terminate your employment contract in Saudi Arabia, submitting a formal End Of Contract Notice To Employer is not just professional courtesy—it's a legal requirement under Saudi Labor Law. This document serves as your official declaration of intent to end the employment relationship and must comply with specific statutory requirements to protect your rights and ensure proper final settlement.

When do you need this document?

You need to submit an End Of Contract Notice To Employer whenever you voluntarily decide to terminate your employment contract in Saudi Arabia. This applies whether you're a Saudi national or expatriate worker, and regardless of your contract type—fixed-term or indefinite. The notice is required when you're resigning to join another employer, starting your own business, leaving the country permanently, or simply ending your current employment without immediate plans for new work. For expatriate employees, this notice is particularly crucial as it affects your Iqama status and may trigger sponsorship transfer procedures if you're remaining in Saudi Arabia for new employment.

Key legal considerations

Your notice must comply with the notice period requirements specified in Article 75 of Saudi Labor Law, which varies based on your wage payment schedule—typically 30 days for monthly-paid employees and shorter periods for weekly or daily-paid workers. The notice must be submitted in writing and should clearly state your last working day, ensuring it provides adequate notice as required by law. Include references to your end-of-service benefits entitlement under Articles 84-88 of Saudi Labor Law, as your notice triggers the calculation and payment of these benefits. Remember that failing to provide proper notice may result in compensation deductions from your final settlement, so accuracy in dates and compliance with contractual terms is essential.

Legal requirements in Saudi Arabia

Under Saudi Labor Law (Royal Decree No. M/51) and Ministerial Decision No. 1982, your End Of Contract Notice must include specific information: your complete employee details, employer information, clear subject line indicating contract termination, and formal notice statement. The document must specify your intended last working day and acknowledge your understanding of notice period requirements. For expatriate employees, you should reference any sponsorship transfer intentions, as this affects the employer's obligations regarding your Iqama status. The notice should also mention your expectation for final settlement including outstanding salary, end-of-service benefits, and any accrued leave compensation. Ensure your notice is delivered through official channels and request written acknowledgment from your employer or HR department to maintain proper documentation of the termination process.