Notice Of End Of Probationary Contract Template for Saudi Arabia

When you need to terminate an employee during their probationary period in Saudi Arabia, you must follow specific legal procedures outlined in the Saudi Labor Law. The Notice Of End Of Probationary Contract is a mandatory document that formalizes this termination process and ensures compliance with local employment regulations.

When do you need this document?

You need this notice when terminating employment during the probationary period, which cannot exceed 90 days (or 180 days with written extension) under Article 53 of the Saudi Labor Law. Common situations include when an employee's performance fails to meet established standards, when behavioral issues arise that make continued employment unsuitable, or when the role proves incompatible with the employee's skills. You also need this document when restructuring leads to position elimination during probation, or when mutual agreement determines that the employment arrangement is not beneficial for either party. The notice is required regardless of who initiates the termination—employer or employee.

Key legal considerations

Your notice must clearly reference the original employment contract and specify the probationary period clause to establish legal basis for termination under Articles 53 and 54. You must provide proper justification for the termination decision, whether based on performance, conduct, or mutual unsuitability. The document should include the employee's last working day and outline any final settlement procedures, including end-of-service benefits if applicable. You need to ensure the notice complies with Article 75 requirements for written termination documentation and follows proper notification procedures. Consider including witness signatures when termination involves disciplinary issues, and ensure the authorized signatory has proper delegation of authority to execute the termination.

Legal requirements in Saudi Arabia

Under Saudi Labor Law, your probationary termination notice must be in writing and properly documented to comply with MHRSD regulations. The document must specify that termination is occurring during the probationary period and reference the applicable articles of Saudi Labor Law. You must provide reasonable notice or payment in lieu, even during probation, unless termination is for cause under Article 80. The notice should be issued on official company letterhead with proper reference numbering for record-keeping purposes. You must ensure the employee receives a copy and maintain documentation for labor inspection compliance. Additionally, you need to coordinate with MHRSD systems for proper termination registration and ensure any work permit cancellation follows immigration requirements for foreign employees.