Saudi Annual Leave & Overtime Pay Calculator (Labor Law)

About the Saudi Annual Leave & Overtime Pay Calculator (Labor Law)

Work out annual leave and overtime the way the Saudi Labor Law sets them. A worker gets at least 21 days of paid annual leave a year, and at least 30 days once five consecutive years with the same employer are completed; leave not taken is paid when the employment ends, with the part of the last year in proportion. Overtime is paid at the hourly wage plus 50% of the basic wage for every extra hour, and every hour worked on a holiday or an Eid day is overtime. On a SAR 12,500 wage with SAR 10,000 basic and 8-hour days, an overtime hour pays SAR 72.92.

The calculator counts the month as 30 days, as the Labor Law does unless the contract says otherwise, and takes the full wage — the basic wage plus allowances — for the daily and hourly wage. Nothing you type leaves your browser. Without a pass the page gives a free preview of your own result: the entitlement and the rules that apply, with every amount hidden until you unlock it with a Pro pass.

Annual leave

A worker is entitled to annual leave of at least 21 days for each year, raised to at least 30 days after five consecutive years of service with the same employer, with the pay for it paid in advance (Labor Law, Article 109). The leave is taken in the year it is due: it cannot be given up, nor paid in cash instead of being taken while the employment lasts. The employer sets the dates to suit the work and gives at least 30 days’ notice.

With the employer’s approval the worker may carry leave, or part of it, to the next year. The employer may postpone it after the end of its year for up to 90 days when the work needs it; any longer postponement needs the worker’s written consent and cannot go beyond the end of the following year (Article 110).

Unused leave when the employment ends

A worker who leaves before using the leave due is paid for those days, and is also paid leave for the part of the last year worked, in proportion (Article 111). The calculator accrues 21 days a year for the first five years and 30 a year after, takes away the days taken and pays the rest at the daily wage: the monthly wage ÷ 30.

Overtime pay

For each hour of overtime the employer pays the hourly wage plus 50% of the basic wage (Article 107): a worker paid entirely in basic wage gets 1.5 times the hourly wage, and allowances raise the hourly part but not the 50% premium. All hours worked on holidays and Eid days are overtime; where the employer uses the weekly standard, the hours beyond it are overtime. With the worker’s consent the employer may give paid compensatory leave days instead of the overtime pay.

The normal limit is 8 actual hours a day or 48 a week, 6 a day or 36 a week for Muslims in Ramadan (Article 98); no one works more than five hours in a row without a break of at least half an hour, nor stays at the workplace for more than 12 hours a day (Article 101). In the exceptional cases of Article 106 — stocktaking, closing the accounts, preventing an accident, unusual pressure of work — actual hours can reach 10 a day or 60 a week.

Which wage counts

The Labor Law’s wage is the actual wage: the basic wage plus the allowances and increments due for the work, such as housing and transport allowances, commission and regular bonuses; benefits in kind count at up to two months’ basic wage a year (Article 2). A month is 30 days unless the contract or the work regulations say otherwise. So the daily wage is the monthly wage ÷ 30. The law does not define the hourly wage itself: the calculator takes the daily wage ÷ the normal hours of a day, which you can change — 8 on the daily standard, 6 for Muslims in Ramadan, or the hours in your contract.

Other paid leave

• Marriage, or the death of a spouse, parent, grandparent, child or grandchild: 5 days; the death of a brother or sister: 3 days; the birth of a child: 3 days, within seven days of the birth (Article 113).
• Hajj: 10 to 15 days, including the Eid al-Adha holiday, once during the service, after two consecutive years with the employer (Article 114).
• Sick leave: the first 30 days on full pay, the next 60 at three-quarters and 30 more unpaid, within a year counted from the first sick leave (Article 117).
• Examinations: the actual exam days on full pay for a non-repeated year when the employer approved the studies (Article 115).

Limitations

• The hours are entered for the month as a whole: the daily and weekly limits and the yearly maximum of overtime set by the Minister are not checked day by day.
• Leave days are counted as you enter them; whether rest days and holidays inside a leave count follows the implementing regulations and your contract.
• Unpaid leave of more than 20 days suspends the contract unless agreed otherwise (Article 116): leave such periods out of the service dates yourself.
• A contract or the work regulations may give more than these minimums — more leave days or a higher overtime rate.
• For private-sector workers under the Labor Law; domestic workers and civil servants have their own rules.

Privacy

Everything happens in your browser. What you enter or open here is not uploaded or stored by MySmartCoPilot.