Notice For Discontinuation Of Services Template for Saudi Arabia

When terminating employment in Saudi Arabia, you need a legally compliant Notice For Discontinuation Of Services that meets the strict requirements of Saudi Labor Law and Ministry of Human Resources and Social Development regulations. This formal document provides written notification of employment termination while protecting both employer and employee rights under local legislation.

When do you need this document?

You must issue this notice whenever terminating an employment relationship in Saudi Arabia, whether initiated by the employer or employee. The document is required for voluntary resignations, contract non-renewals, redundancies, and disciplinary terminations. International companies operating in Saudi Arabia particularly need this notice to comply with both local labor laws and their internal HR policies. The notice becomes essential when processing final settlements, organizing handover procedures, or initiating visa cancellation processes for expatriate workers. Government authorities may also request this documentation during labor dispute proceedings or routine compliance audits.

Key legal considerations

Your notice must specify the exact termination date and applicable notice period as defined in the employment contract and Saudi Labor Law provisions. Include detailed handover requirements listing company property, documents, and access credentials that must be returned. Address final settlement calculations including end-of-service benefits under Article 84 of the Labor Law, outstanding wages, and accrued leave entitlements. Consider the impact on company Saudization status under Nitaqat program regulations, particularly when terminating Saudi national employees. Ensure the notice references specific contractual clauses and legal provisions to prevent future disputes. Include clauses addressing post-employment confidentiality obligations and non-compete restrictions where applicable.

Legal requirements in Saudi Arabia

Saudi Labor Law mandates specific notice periods ranging from 30 to 60 days depending on contract terms and employee tenure. Your document must be issued in Arabic, with English translations acceptable for international organizations operating under Ministry of Investment licenses. Submit copies to the Ministry of Human Resources and Social Development when required, particularly for large-scale redundancies or when terminating employees with special visa categories. Ensure compliance with Wage Protection System requirements for final payment documentation and timing. The notice must reference Royal Decree No. M/51 and applicable ministerial resolutions to demonstrate legal compliance. For expatriate employees, coordinate with the General Directorate of Passports for visa cancellation procedures and include relevant reference numbers in the notice documentation.