Termination Of Employment Letter Within Probationary Period Template for Saudi Arabia

When an employment relationship isn't working out during the initial trial period, you need a properly drafted termination letter that complies with Saudi Arabia's strict labor laws. A Termination Of Employment Letter Within Probationary Period provides the formal documentation required when ending employment during the probation phase, ensuring you meet all legal obligations while protecting your business interests.

When do you need this document?

You'll need this letter when terminating an employee who hasn't met performance expectations during their probationary period. Common scenarios include when new hires demonstrate inadequate job skills, fail to adapt to company culture, or show repeated tardiness or absenteeism. The document is also necessary when restructuring requires position elimination during someone's probation, or when an employee's qualifications prove insufficient for the role despite initial screening. Unlike regular terminations, probationary dismissals allow for more flexible notice periods under Saudi law.

Key legal considerations

Your termination letter must clearly reference the probationary status and cite Article 80 of Saudi Labor Law, which permits termination if an employee is found unsuitable for work. Include specific employment details such as start date, position, and confirmation that the employee remains within their probation period. The letter should outline final settlement calculations including any outstanding salary, unused vacation days, and specify arrangements for returning company property. You must also address the employee's right to receive a service certificate under Article 84, confirming employment duration, final wage, and job title. Avoid stating specific performance issues in detail, as this could create legal complications later.

Legal requirements in Saudi Arabia

Under Saudi Labor Law Article 53, probationary periods cannot exceed 90 days unless extended by written agreement to a maximum of 180 days. Article 75 allows shorter notice requirements during probation compared to regular employment termination. You must provide final settlement within the timeframe specified in Article 88, typically including salary up to the termination date. The letter should be issued on company letterhead with proper authorization signatures and include reference numbers for record-keeping. Ensure compliance with Ministry of Human Resources and Social Development requirements by maintaining copies for potential labor dispute proceedings. Consider providing the letter in both Arabic and English if your employee's primary language differs, and always deliver the letter through trackable methods to confirm receipt.