Saudi Arabia's Ministry of Human Resources and Social Development (MHRSD) has clarified the duration and regulations of probationary periods.

As stated on its labor culture website, if a worker is subject to a probationary period, it must be stated in the work contract and clearly defined, so that it does not exceed 90 days.

A written agreement between the worker and employee is required for extending the probation period, provided that it does not exceed 180 days, and the holidays of Eid Al-Fitr and Eid Al-Adha, as well as sick leave, cannot be included in the calculation of the probation period.

The Ministry added that each party is free to terminate the contract during this period, unless the contract includes a provision giving one of the parties the right to end it.

A worker may not be placed on probation more than once with the same employer. It is permissible by agreement of the two parties in the written contract to subject the worker to another period of probation, provided it is in another profession or other work and at least six months have passed since the end of the worker's relationship with the employer.

If the contract is terminated during the probationary period, neither party is entitled to compensation, and the worker is not entitled to an end-of-service bonus.

SOURCE : SAUDI EXPATRIATES