What are some of the key changes?
Flexible working: The law now formally acknowledges job sharing, remote, part-time and flexible work.
Employment contracts: Four original written employment contracts must now be prepared in Arabic (or bilingual) (versus the previous three). One copy must be retained by the employee, the company, the competent social insurance offices and the relevant administrative authority. The retention period for employee records has been extended to five years after employment ends.
Workplace protections: The new law introduces stricter rules on bullying, workplace violence and sexual harassment.
Wages: The new law establishes a minimum wage, and guarantees an annual salary increase at a minimum of 3% of the social insurance wage.
Leave entitlements
Annual Leave
- Starts at 15 days in the first year, increasing to 21 days from year two, and 30 days after 10 years of service or for employees aged 50 and over.
- Disabled workers receive 45 days annually.
- Employees in hazardous or remote roles get an additional seven days.
- Employees can claim up to seven days annually for emergency private matters (maximum two days at once), deducted from annual leave.
Termination of employment
- Notice period updates: For indefinite term contracts, the notice period is standardised to three months regardless of the employee’s length of service.
- Fixed-term contracts: Where the employer terminates the contract early, employees are entitled to gratuity of one month’s salary per year of service.
- Resignation ratification: Employees must submit their resignation documents to the relevant labour authority in advance for ratification prior to submitting to the company. Employees can now withdraw their resignation within 10 days of acceptance by the company (versus the previous seven).
Family-related rights
- Maternity leave: Increased from 90 days to 120 days (including at least 45 days post-birth), which is fully paid and can be claimed up to three times during service (instead of two previously).
- Paternity leave: Male employees are entitled to paternity leave on the day of their child’s birth, up to three times per employment.
- Childcare leave: An eligible female employee can now claim unpaid childcare leave up to three times during service (instead of two times previously).
- Pregnancy safeguards: There are reduced working hours for pregnant women from the sixth month of pregnancy. Pregnant women are prohibited from working overtime and for six months after giving birth.
What should employers do now?
- Review and update contracts and policies: Assess current labour practices, employment contracts and internal policies against the new reforms to identify gaps and ensure full compliance.
For further information on these changes or if you require support, please get in touch with a member of the MDR ONE team.
