An employee who was dismissed from service without citing any legitimate reason was ordered by the Labor Court in Riyadh to receive wage arrears, end of service allowances, and an experience certificate.

As the employer failed to attend the court proceedings, the verdict was issued. The judgment was final and the employer is not entitled to appeal against the verdict, the court has said.

A former employee filed a lawsuit against the company after being terminated from service due to the closure of one of its branches. The worker stated that the employer failed to grant him the end-of-service gratuity, some of his salaries, and the service certificate. The employee substantiated his claim by producing a letter received from the company’s human resources department informing him about the termination of service.

In accordance with Article 77 of the Labor Law, the worker requested compensation for the unlawful dismissal equivalent to two months' salary.

In spite of being notified electronically through the portal of Najiz Center for Judicial Services, the company ignored the court's directive to respond to the worker's claims. Subsequently, the judge asked the plaintiff to undertake an oath to prove his claims due to the company’s lack of response or attendance, so he submitted the oath stipulated by Shariah law.

In accordance with the Labor Law, the company must pay the delayed monthly wages, a half-month's end-of-service gratuity for each year of the first five years, as well as two months' worth of financial compensation for the illegal termination.

Furthermore, the court ordered that a free experience certificate be given to him with the condition that its content does not harm his reputation. The court considered that the employee’s obtaining an end-of-service certificate aims to enable him obtaining a new job. The certificate must include details such as the date of joining, the date of ending the labor relationship, the profession he was holding, and the amount of the last wage he was drawing, the judge said while pointing out that this right is established by Article 64 of the Labor Law, and it is not legal for the defendant to refuse to exercise it.