The Firing Notice is a crucial legal document used in Saudi Arabia to formally terminate employment relationships in compliance with local labor laws. This document is required whenever an employer wishes to terminate an employee's contract, whether for performance reasons, organizational restructuring, or other valid grounds under Saudi Labor Law. The notice must adhere to strict legal requirements including proper notice periods, clear stating of termination reasons, and calculation of end-of-service benefits. The document serves as official documentation for both employer and employee, protecting both parties' rights and ensuring compliance with Saudi labor regulations, particularly Royal Decree No. M/51 and its amendments. Proper execution of this notice is essential to avoid legal disputes and ensure smooth employment termination processes.
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1. Company Letterhead: Official company letterhead with full legal name, commercial registration number, and contact details
2. Date: The official date of notice issuance
3. Employee Details: Full name, employee ID, position, and department of the employee
4. Subject Line: Clear indication that this is a termination notice
5. Notice Period: Specification of the notice period as per Saudi Labor Law (30 days for monthly-paid workers, 15 days for others)
6. Effective Date: Clear statement of the final working day
7. Reason for Termination: Brief, clear statement of the reason for termination in accordance with Saudi Labor Law
8. End of Service Benefits: Statement regarding the calculation and payment of end-of-service benefits
9. Company Property: Instructions regarding the return of company property
10. Final Settlement: Information about the final settlement process and timing
11. Authentication: Authorized signatory details and company stamp
1. Performance History: Include when termination is performance-related, summarizing key performance issues and previous warnings
2. Severance Package: Include when offering additional benefits beyond statutory requirements
3. Non-Compete Reminder: Include when employee is bound by existing non-compete agreements
4. Transition Plan: Include when handover of duties is required during notice period
5. Reference Policy: Include when specifying company policy on providing references
6. Legal Rights Statement: Include when there's a need to explicitly state employee's legal rights under Saudi Labor Law
7. Exit Interview: Include when company policy requires an exit interview
1. Performance Review Documents: Copies of relevant performance reviews or warnings (if performance-related termination)
2. End of Service Calculation: Detailed calculation of end-of-service benefits and final settlement
3. Handover Checklist: List of items, documents, and responsibilities to be handed over
4. Company Property List: Itemized list of company property to be returned
5. Exit Clearance Form: Standard company exit clearance form listing all departments' approvals needed
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