The probation period lets the employer assess a new worker, and the worker assess the job, before the contract becomes firm. In Saudi Arabia, it is governed by Articles 53 and 54 of the Labor Law, amended in 2025. During this period, either side can end the contract easily, without notice, compensation or end-of-service award, so it is worth knowing exactly how long it lasts and which days do not count.
In short: probation must be written in the contract, can last up to 180 days, and does not count Eid holidays, National Day, Founding Day or sick leave. Either party can end the contract during probation without compensation or end-of-service award.
The rules at a glance
| Rule | Detail |
|---|---|
| In writing | The probation and its duration must be stated explicitly in the contract |
| Maximum | 180 days in total |
| Split | Possible into consecutive periods, if stated when signing |
| Days not counted | Eid al-Fitr, Eid al-Adha, National Day, Founding Day, sick leave |
| Ending the contract | Either party, without compensation or notice |
| End-of-service award | Not due if the contract ends during probation |
| Second probation | Only for a different job, or after a 6-month gap, in writing |
What changed in 2025
| Before the 2025 amendments | Since the 2025 amendments | |
|---|---|---|
| Duration | 90 days, extendable in writing up to 180 days | Up to 180 days in total, stated in the contract |
| Days not counted | Eid al-Fitr, Eid al-Adha and sick leave | Set by the regulations; the HRSD lists Eids, National Day, Founding Day and sick leave |
| Who can end the contract | Both parties, unless the contract reserved the right to one of them | Both parties |
All employment contracts must also now follow the Ministry’s unified model and be documented on Qiwa. The model includes the probation period, if any.
How long does it really last?
The 180 days are a maximum: your contract can set a shorter period. Then add the days that do not count:
Example. Your contract sets a 90-day probation starting 1 January. During that time you take 5 days of sick leave and the 4-day Eid al-Fitr holiday falls in the period. Your probation is extended by 9 days and ends 99 days after it started.
Dates of the holidays: see public holidays in Saudi Arabia. Sick leave rules: see leave entitlements.
Worked examples with the 2027 holidays
Using the expected 2027 holidays (Founding Day on 22 February, Eid al-Fitr from 9 to 12 March, Eid al-Adha from 15 to 18 May, National Day on 23 September):
| Probation | Start | Holiday days falling inside | Expected end |
|---|---|---|---|
| 90 days | Monday 1 February 2027 | Founding Day (1) + Eid al-Fitr (4) = 5 | Thursday 6 May 2027 |
| 180 days | Sunday 3 January 2027 | Founding Day (1) + Eid al-Fitr (4) + Eid al-Adha (4) = 9 | Saturday 10 July 2027 |
Add any days of sick leave on top. The Eid dates are calculated with the Umm al-Qura calendar and may move by a day after the official moon sighting: see public holidays in Saudi Arabia.
Tip: ask HR to confirm in writing the date your probation ends. It avoids doubt about whether a later termination falls inside or outside the probation period.
Ending the contract during probation
Either party can end the contract during probation:
- no notice period is required;
- no compensation is due by either side (Article 54);
- no end-of-service award is due (Article 54, and Article 80 for the employer).
The worker is still owed the wages for the days worked. More on the award: end-of-service award in Saudi Arabia.
Watch out: once the probation period has ended, the employer can no longer use it. A dismissal after that date must respect the normal rules: valid reason, notice and, otherwise, compensation. Check the end date carefully.
Expatriates: what happens next?
If the contract ends during probation, an expatriate either:
- moves to a new employer through the job transfer service on Qiwa; or
- leaves Saudi Arabia with a final exit visa.
For domestic workers, Absher has a dedicated service to issue a final exit visa during the probation period. The Absher guide lists conditions: the worker is not registered as dead, absent or outside the Kingdom, there are no unpaid traffic violations, the passport is valid for at least 60 days, and the employer has no more than 100 domestic and non-domestic workers in total.
Domestic workers recruited through an office
The Ministry’s guide on the rights of domestic workers adds a rule specific to recruitment: if the recruitment company or office breaches the terms and specifications agreed with the employer, the employer can refuse the worker and return them during the trial period. The office must then provide a replacement worker or refund the recruitment costs, according to the contract between them.
Disputes between a domestic worker and the employer can be brought to the Ministry, which tries to settle them amicably within five working days of the complaint; otherwise the case goes to the competent court.
Under Article 40, the employer bears the worker’s return ticket, except if the worker is unfit for work or leaves without a valid reason.
Can probation be repeated?
A worker may not be placed on probation more than once with the same employer, except in two cases, and always with a written agreement:
- the new job or position is different;
- more than six months have passed since the end of the first probation (or of the previous work relationship).
After probation
Once the probation ends without the contract being terminated, the contract continues normally and all the protections of the Labor Law apply:
- notice periods for indefinite contracts (30 days for the worker, 60 for the employer, for a monthly wage);
- compensation for unlawful termination (minimum two months’ wage);
- end-of-service award.
See resignation and notice period.
During probation: your rights still apply
Probation does not suspend the Labor Law. During the probation period you keep, in particular:
- your wage as agreed in the contract, paid on time;
- the limits on working hours and the pay for overtime: see working hours and overtime;
- the weekly rest day and the official holidays;
- sick leave under Article 117, which also extends the probation;
- protection against deductions from your wage beyond what the law allows.
Probation and an indefinite contract
Probation exists in both fixed-term and indefinite contracts. Once it ends, an indefinite contract can only be ended for a valid reason with written notice: at least 30 days from the worker and 60 days from the employer for a monthly wage (Article 75, as amended in 2025).
What to check in your contract
- Is there a probation clause? Without a written clause, there is no probation period.
- Its length, and whether it is split into several periods.
- The start date (normally your first working day).
- That the contract is registered on Qiwa.
Common mistakes
- No probation clause in the contract: without a written clause, there is no probation period.
- Counting calendar days only: Eid holidays, National Day, Founding Day and sick days push the end date back.
- Accepting a second probation for the same job within six months: the law does not allow it.
- Thinking the employer alone can end the contract: since 2025, both parties have that right.
Frequently asked questions
How long is the probation period in Saudi Arabia?
It must be written in the contract with a clear duration and cannot exceed 180 days in total. It can be split into consecutive periods if this is stated when the contract is signed.
Does sick leave count in the probation period?
No. The Eid al-Fitr and Eid al-Adha holidays, National Day, Founding Day and sick leave are not counted in the probation period.
Can I be dismissed during probation without compensation?
Yes. Either party may end the contract during the probation period without compensation, and no end-of-service award is due.
Can an employer put me on probation twice?
Only with a written agreement and in two cases: a different job or position, or more than six months after the end of the first probation.
Can a contract give only the employer the right to end it during probation?
Not any more. The former Article 53 allowed a contract to reserve that right to one party; since the 2025 amendments, the text states that both parties have the right to terminate the contract during the probation period.
Is there a notice period during probation?
No. Article 80 lists the probation period among the cases where the employer may end the contract without notice, compensation or end-of-service award, and the worker can also leave without compensation.
Can a domestic worker be returned during the trial period?
The Ministry's guide for domestic workers says that if the recruitment office breaches the agreed terms and specifications, the employer can refuse the worker and return them during the trial period; the office must provide a replacement or refund the recruitment costs under their contract.
Official sources
- Ministry of Human Resources and Social Development — Awareness guide on the rights and duties of employers and workers: 180-day maximum, days not counted, repeat probation, termination and no end-of-service award, written contract on Qiwa.
- HRSD — Amendments to Labor Law articles: former and new text of Article 53, Articles 40, 51 and 52.
- HRSD — Labor Law (English translation): Articles 54 (repeat probation, no compensation or award) and 80.
- HRSD — Guidance guide to the rights and obligations of domestic workers: return during the trial period, replacement or refund by the recruitment office, settlement within five working days.
- Absher — Individuals e-services user guide (2022): final exit visa during probation for domestic workers.
This information is for guidance only and may change. Always check with the relevant authority or its official website before starting a procedure. Spotted an error? Tell us.
