Jordan Employment Guide

Essential Elements of an Employment Contract in Saudi Arabia

When drafting an employment contract for Saudi Arabia, it is mandatory to use the Arabic language. While bilingual versions are permissible, the Arabic text holds legal precedence. The contract must be formalized in writing and duly signed by both the employer and the employee to be considered valid.

To ensure compliance and clarity, the employment agreement should comprehensively include the following key details:

• Full legal names of both parties
• Official commencement date of employment
• Total duration of the employment term
• A clear and detailed job description
• Specific conditions under which the contract may be terminated
• Official job title and position
• Contract validity period
• Base salary and payment structure
• Standard working hours per day/week
• Designated weekly rest days

For instance, a multinational company like SailGlobal ensures all contracts are meticulously drafted to include these elements, minimizing legal risks and fostering transparent employer-employee relationships.

Understanding the Mandatory Probation Period

A probationary period is a compulsory component of employment contracts in the Kingdom. The Saudi Labor Law stipulates a minimum probation duration of 30 days, which can be extended up to a maximum of 90 days. This period allows both the employer and the employee to assess suitability before committing to a long-term arrangement.

During this phase, SailGlobal often provides additional onboarding support to help new hires integrate smoothly, using the probation time to set clear performance expectations and provide constructive feedback.