{"id":880,"date":"2026-05-14T12:12:03","date_gmt":"2026-05-14T12:12:03","guid":{"rendered":"https:\/\/classification-ksa.com\/?p=880"},"modified":"2026-05-14T12:24:15","modified_gmt":"2026-05-14T12:24:15","slug":"key-provisions-of-the-contract-termination-system-in-the-human-resources-law-2","status":"publish","type":"post","link":"https:\/\/classification-ksa.com\/ar\/key-provisions-of-the-contract-termination-system-in-the-human-resources-law-2\/","title":{"rendered":"\u0623\u0628\u0631\u0632 \u0623\u062d\u0643\u0627\u0645 \u0646\u0638\u0627\u0645 \u0625\u0646\u0647\u0627\u0621 \u0627\u0644\u0639\u0642\u0648\u062f \u0641\u064a \u0646\u0638\u0627\u0645 \u0627\u0644\u0645\u0648\u0627\u0631\u062f \u0627\u0644\u0628\u0634\u0631\u064a\u0629"},"content":{"rendered":"

1 – Contract termination upon expiration<\/h2>\n\n\n\n

For non-Saudis, the establishment and the employee are provided with a valid work permit for a minimum of 60 days.<\/p>\n\n\n\n

Acceptance of the notice period if the employment contract stipulates a renewal condition.<\/p>\n\n\n\n

2 – Based on the unilateral will of one party in contracts of indefinite duration, by Article 75 of the Law.
<\/h2>\n\n\n\n

– Available to the establishment and the Saudi employee with a valid, notarized, indefinite employment contract.<\/p>\n\n\n\n

– Compliance with the notice period specified in the employment contract, as stipulated in Article 75 of the Labor Law.<\/p>\n\n\n\n

3 – By agreement of both parties, by Article 74 of the Law.<\/h2>\n\n\n\n

– A valid, notarized employment contract for Saudis and expatriates.<\/p>\n\n\n\n

– A valid work permit for a minimum of 60 days for non-Saudis.<\/p>\n\n\n\n

4 – Permanent closure of the establishment, by Article 74 of the Law.<\/h2>\n\n\n\n

Service is available to the establishment if it receives notice of cancellation of the commercial registration or other licenses.<\/p>\n\n\n\n

– A valid, notarized employment contract and a valid work permit with a validity period of no less than 60 days for non-Saudis<\/p>\n\n\n\n

– Adherence to the notice period specified in employment contracts based on Article 75<\/p>\n\n\n\n

5- Establishment of the activity in which the worker works by Article 74 of the Law<\/h2>\n\n\n\n

– Service availability to the establishment if there is a notice of change in the economic activity in the registry within 60 days<\/p>\n\n\n\n

– Existence of a valid, authenticated employment contract<\/p>\n\n\n\n

– A work permit valid for a minimum of 60 days for non-Saudis<\/p>\n\n\n\n

6- The worker has reached retirement age by Article 74 of the Law<\/h2>\n\n\n\n

– Service is available to workers and establishments if the worker is 60 years of age or older based on the Hijri calendar<\/p>\n\n\n\n

– Existence of a valid, authenticated employment contract<\/p>\n\n\n\n

– A work permit valid for a minimum of 60 days for non-Saudis<\/p>\n\n\n\n

7- Force Majeure by Article 74<\/h2>\n\n\n\n

– A valid, authenticated employment contract must be available<\/p>\n\n\n\n

– A valid work permit for non-Saudis<\/p>\n\n\n\n

8- Transfer of ownership of the establishment to a new owner by Article 18<\/h2>\n\n\n\n

– The establishment must be a sole proprietorship with notice of change in the registry<\/p>\n\n\n\n

– A valid, authenticated employment contract and a valid work permit for non-Saudis<\/p>\n\n\n\n

9- Termination of the contract During the probationary period, by Article 53<\/h2>\n\n\n\n

The service shall be available to the employee and the establishment based on the probationary period specified in the contract. The existence of a valid employment contract.<\/p>\n\n\n\n

<\/p>","protected":false},"excerpt":{"rendered":"

1 – Contract termination upon expiration For non-Saudis, the establishment and the employee are provided with a valid work permit for a minimum of 60 days. Acceptance of the notice period if the employment contract stipulates a renewal condition. 2 – Based on the unilateral will of one party in contracts of indefinite duration, by […]<\/p>\n","protected":false},"author":1,"featured_media":852,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[11,9,10,1],"tags":[],"class_list":["post-880","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-bulletin","category-etmaam-news","category-social-responsibility","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/posts\/880","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/comments?post=880"}],"version-history":[{"count":1,"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/posts\/880\/revisions"}],"predecessor-version":[{"id":881,"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/posts\/880\/revisions\/881"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/media\/852"}],"wp:attachment":[{"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/media?parent=880"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/categories?post=880"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/classification-ksa.com\/ar\/wp-json\/wp\/v2\/tags?post=880"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}