Attention, expat workers and employers in Saudi Arabia! 🇸🇦 Article 40 of the Saudi Labor Law lays out the essential responsibilities that employers must bear for their non-Saudi or expat workers. Let's break it down:

Recruitment Fees: Employers are obligated to cover all recruitment fees associated with bringing an expat worker to Saudi Arabia. No financial burden should fall on the employee.

Iqama and Work Permit: The employer should take care of the expenses related to issuing the Iqama (residence permit) and the work permit.

Renewals and Fines: Employers are responsible for the costs involved in renewing the Iqama, work permit, and any fines incurred due to delays in renewal.

Profession Change: Fees for changing an expat worker's Iqama profession are also the employer's responsibility.

Exit Re-Entry Visa: When an expat worker needs an exit re-entry visa, the employer should cover the associated fees.

Return Flight Ticket: At the end of the contractual relationship, it's the employer's duty to provide the worker with a flight ticket to return to their home country.

Worker's Responsibility: However, if a worker decides to return home without a valid reason, they are responsible for the associated costs.

Transfer of Services: When a worker wants to transfer their services to another employer, the new employer is responsible for the necessary procedures and costs.

Deceased Worker: In the unfortunate event of a worker's passing, the employer is responsible for preparing and transporting the deceased employee's body unless the worker's family consents to burial in the Kingdom. If the General Organization for Social Insurance (GOSI) handles this, the employer is relieved of responsibility.