Termination Letter Due To Attendance Template for Saudi Arabia
Generate a bespoke document
What is a Termination Letter Due To Attendance?
This Termination Letter Due To Attendance is a crucial document used when ending employment relationships in Saudi Arabia due to attendance-related violations. It is implemented when an employee has exceeded the acceptable limits of unauthorized absences as defined by Saudi Labor Law (typically 30 non-consecutive days per year or 15 consecutive days) or has demonstrated persistent attendance issues despite previous warnings. The document must comply with Saudi Labor Law requirements, including proper documentation of violations, reference to previous warnings, and clear communication of termination terms. It serves as official documentation for the termination process, protecting the employer's legal position while ensuring transparent communication with the employee regarding the reasons for termination and final settlement details.
Frequently Asked Questions
Is a termination letter due to attendance legally binding under Saudi Labor Law?
Yes, when properly executed according to Articles 75 and 80 of Saudi Labor Law, this termination letter is legally binding. It must document specific attendance violations, provide written notification as required, and follow proper procedures to terminate employment without end-of-service benefits for unauthorized absences.
Can an employee challenge termination if the attendance letter is missing or incomplete?
Yes, incomplete or missing documentation can result in successful employee challenges through Saudi labor courts. The employee may be entitled to wrongful termination compensation, end-of-service benefits, and reinstatement if proper procedures under Articles 75 and 80 weren't followed.
How many days of absence trigger termination rights under Saudi Labor Law?
Under Article 80 of Saudi Labor Law, employers can terminate without end-of-service benefits for unauthorized absence exceeding 30 days per year or 15 consecutive days. The termination letter must specifically document these thresholds and provide evidence of the attendance violations.
How is this different from a general termination letter in Saudi Arabia?
An attendance-based termination letter specifically references Article 80 violations and allows termination without end-of-service benefits, unlike general terminations which typically require notice periods and full benefits. It must document specific absence patterns and unauthorized leave violations as grounds for immediate dismissal.
How long does it take to prepare a proper attendance termination letter?
Preparation typically takes 1-3 business days, including time to gather attendance records, document violations, and ensure compliance with notification requirements. The process may take longer if you need to review employee files or consult legal counsel for complex cases.
Can I terminate immediately for attendance issues without prior warnings?
No, Saudi Labor Law Article 75 requires written notification and documentation of violations before termination. You must provide evidence of the specific attendance violations and typically issue warnings before proceeding with termination, unless the absence pattern clearly exceeds Article 80 thresholds.
Which attendance records must be included in the termination letter?
The letter must include specific dates of unauthorized absences, total days absent per year or consecutive absence periods, documentation of any warnings issued, and evidence that the employee exceeded the 30-day annual or 15-day consecutive limits under Article 80 of Saudi Labor Law.
About the Termination Letter Due To Attendance
A Termination Letter Due To Attendance is a critical legal document that formally ends an employment relationship when an employee has violated attendance policies under Saudi Labor Law. This letter serves as official notification of termination and provides documented evidence of the employer's compliance with legal requirements for dismissing employees due to attendance issues.
When do you need this document?
You need this document when an employee has exceeded the legal limits for unauthorized absences as defined by Saudi Labor Law Article 80, specifically when they have been absent for more than 30 non-consecutive days per year or 15 consecutive days without valid justification. It's also required when an employee demonstrates persistent tardiness or attendance problems despite receiving previous written warnings. The document becomes necessary when you've exhausted progressive disciplinary measures and need to terminate employment for cause, allowing you to avoid paying end-of-service benefits that would otherwise be required under normal termination circumstances.
Key legal considerations
Several critical legal elements must be included to ensure your termination letter complies with Saudi Labor Law. You must reference specific dates and instances of unauthorized absences, provide clear documentation of previous warnings issued under Article 72, and include details about the employee's opportunity to respond or object as required by Article 75. The letter must specify the exact grounds for termination under Article 80, ensuring that the attendance violations meet the legal threshold for dismissal without compensation. Additionally, you should include information about final settlements, return of company property, and the employee's right to file complaints within the timeframes specified in Article 85.
Legal requirements in Saudi Arabia
Saudi Labor Law imposes strict requirements for attendance-related terminations that must be carefully followed. Article 71 mandates that employers maintain detailed attendance records and documentation of all unauthorized absences. Before termination, Article 72 requires you to issue written warning notices to employees regarding their attendance issues, giving them an opportunity to improve. Article 75 specifies that written notification must be provided before termination, including specific reasons and allowing the employee to state objections. The termination must fall within the grounds outlined in Article 80 to justify dismissal without end-of-service benefits. Finally, you must ensure the employee is informed of their right under Article 85 to object to the termination and file complaints with labor authorities within the specified timeframes, typically 60 days from the termination date.
GOVERNING LAW
Applicable law
This Termination Letter Due To Attendance is drafted to comply with Saudi Arabia law. Key legislation includes:
Saudi Labor Law - Article 75: Requires written notification before termination, including specific reasons for termination and providing the employee an opportunity to state their reasons for objection
Saudi Labor Law - Article 71: Mandates maintaining attendance records and documentation of unauthorized absences
Saudi Labor Law - Article 72: Requires written warning notices to be issued to employees before termination due to attendance issues
Saudi Labor Law - Article 85: Specifies employee's right to object to termination and file a complaint within specified timeframes
Saudi Labor Law - Article 64: Defines working hours and attendance requirements in the workplace
Saudi Labor Law - Article 88: Details the final settlement requirements and payment timeline upon termination
Explore 208,390+ legal templates
Explore 208,390+ legal templates
Genie's Security Promise
Genie is the safest place to draft. Here's how we prioritise your privacy and security.
Your data is private:
We do not train on your data; Genie's AI improves independently
All data stored on Genie is private to your organisation
Your documents are protected:
Your documents are protected by ultra-secure 256-bit encryption
We are ISO27001 certified, so your data is secure
Organizational security:
You retain IP ownership of your documents and their information
You have full control over your data and who gets to see it