In Saudi Arabia, the Ministry of Human Resources and Social Development emphasizes the pivotal role of the employment contract in determining salary increments and allowances for workers.

According to the Ministry, the specifics of salary and benefits are contingent upon agreements outlined in the employment contract or as per the regulations stipulated by the employer.

This clarification follows a query raised by an employee who reported a prolonged period without any adjustments to their allowances or salary despite nine years of service with an undisclosed company.

Saudi Arabia, with its substantial expatriate workforce, has been actively reforming its labor market to enhance competitiveness and attractiveness.

Dual Employment Opportunities:

In a notable development, the Saudi labor ministry announced in November the legalization of simultaneous employment in the private sector.

However, it underscores the importance of reviewing employment contracts and company bylaws to ensure there are no prohibitive clauses against holding multiple jobs concurrently.

The Ministry has also introduced an authentication initiative via the Qiwa platform, mandating private sector entities to authenticate a percentage of employee contracts progressively throughout 2023.

This initiative aims to safeguard the rights of all parties, foster a conducive work environment, and bolster job opportunities within the kingdom.

Significant labor reforms were enacted in 2020, including an overhauled sponsorship system. The subsequent year saw the implementation of regulations governing the issuance of exit and re-entry visas for expatriate workers, along with provisions facilitating employment transfers.

Moreover, post-contract expiration, employees with mobility rights are empowered to transition between companies without prior employer consent.

Additionally, revisions to the exit and re-entry visa system now permit expatriate workers to apply for travel outside Saudi Arabia without employer approval.