Sick Leave in Saudi Arabia 2026 — Complete Labour Law Guide
Under Article 117 of the Saudi Labour Law, every employee (Saudi and expat) is entitled to 120 days of sick leave per year: the first 30 days at full pay, the next 60 days at 75% pay, and the final 30 days unpaid. A medical certificate from a licensed medical provider is required. Your employer cannot deduct more than the law allows or terminate you for taking sick leave within these limits.
Sick Leave Entitlement Under Article 117
Saudi Arabia's Labour Law (issued by Royal Decree No. M/51 and most recently updated under Vision 2030 reforms) provides one of the clearest sick leave frameworks in the GCC. Article 117 establishes the minimum entitlement for all private sector employees — Saudi nationals and expatriates alike.
The 120 days is a per-year entitlement — it resets at the start of each new Hijri year of your employment. It does not accumulate: unused sick leave days cannot be carried forward or converted to cash. If you have been employed for less than one year, your sick leave entitlement is calculated on a pro-rata basis.
What Counts as "Sick Leave Wage"
| Salary Component | Included in Sick Leave Wage? |
|---|---|
| Basic Salary | ✅ Yes — always included |
| Housing Allowance (بدل السكن) | ✅ Yes — included |
| Transport Allowance | ❌ No — excluded |
| Phone / Food Allowance | ❌ No — generally excluded |
| Commission / Incentives | ⚠️ Depends on contract — check your offer letter |
Sick Leave During Probation Period
The probation period in Saudi Arabia is a maximum of 180 days (6 months). During this period, the standard sick leave entitlement under Article 117 does not apply. This means your employer is not legally obligated to give you paid sick leave while you are on probation. Some companies grant it as a goodwill gesture, but this depends entirely on the company policy.
Once your probation period ends and you become a confirmed employee, your full 120-day annual sick leave entitlement begins from that date.
How to Apply for Sick Leave — Step by Step
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Notify your employer as soon as possible Call or message your direct manager and HR department on the first day you are unable to work. While the law does not set a specific notification deadline, failing to notify promptly can be used by employers to dispute the leave. Notification via WhatsApp with read receipt is acceptable as written proof.
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Visit a licensed medical provider Go to a government hospital (MOH facility), an approved private hospital, or a licensed clinic. Ensure the facility is registered with the Council of Cooperative Health Insurance (CCHI). Your health insurance card will be accepted at any CCHI-approved facility.
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Obtain a medical certificate (شهادة طبية) The certificate must include: your full name, diagnosis or nature of illness, the recommended number of rest days, the date of consultation, the doctor's name and signature, and the hospital/clinic stamp. Without all these elements, your employer may reject it.
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Submit the certificate to your HR department Submit within the period specified in your company's HR policy — typically 2 to 3 working days of your return. Always keep a copy of the certificate for yourself. Submit by email or in person and request a written acknowledgement.
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Confirm the leave is recorded correctly on Qiwa Your employer should record the sick leave in the Qiwa platform (qiwa.sa). You can log in to your Qiwa account to verify your leave balance and confirm the leave was processed correctly.
What Documents Are Required
For sick leave to be legally valid in Saudi Arabia, you need a medical certificate from a licensed and recognised medical facility. The requirements under Article 118 of the Saudi Labour Law and HRSD guidance are:
- Certificate from a government hospital (Ministry of Health — moh.gov.sa) — always accepted
- Certificate from a CCHI-approved private hospital or clinic — accepted if the facility is licensed
- Certificate must state the recommended rest period (number of days) — not just a diagnosis
- Must have the doctor's name, signature, and medical stamp
- Certificates from outside Saudi Arabia are generally not accepted for sick leave purposes unless the illness occurred while on approved annual leave abroad, in which case the certificate must be officially attested
Can My Employer Refuse Sick Leave?
An employer cannot legally refuse sick leave when you have a valid medical certificate from a licensed provider. If your employer refuses, deducts full salary, marks the days as absent without pay, or threatens dismissal, this is a violation of the Saudi Labour Law.
Common unlawful employer behaviours include:
- Requiring you to come to work while sick and presenting a valid certificate
- Deducting more than 25% of your salary during the 60-day 75% tier
- Counting sick leave days as absent days and applying the absence deduction rate instead
- Terminating your employment during or immediately after sick leave
- Refusing to renew your Iqama while you are on sick leave as a form of pressure
What to Do if Your Employer Refuses
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File a complaint via Qiwa (qiwa.sa) Log in to your Qiwa account and submit a labour dispute (شكوى عمالية). Qiwa is the official platform managed by HRSD for labour complaints. The employer is notified and has a set period to respond. Most cases are resolved at this stage.
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Call the HRSD hotline: 19911 Available in Arabic and English. Explain your situation and request guidance. The agent can log a complaint on your behalf and escalate the case if needed.
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Visit the nearest HRSD Labour Office Bring your medical certificate (original and copy), employment contract, and your Iqama. A labour officer will mediate between you and your employer. There is no fee for this service.
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Escalate to the Labour Court if unresolved If HRSD mediation fails, you can escalate to the Labour Court (المحكمة العمالية). Cases involving clear violations like this are usually resolved in the employee's favour. The court can award back-pay for improperly deducted wages.
Sick Leave and Termination — What the Law Says
Under Article 40 of the Saudi Labour Law, an employer cannot terminate an employee if the sole reason is illness or injury, as long as the sick leave is within the 120-day annual entitlement. Dismissal during sick leave is considered arbitrary dismissal, which entitles the employee to compensation of at least two months' wage plus all end-of-service entitlements.
However, the law does allow an employer to end the contract if:
- Your total sick leave exceeds 120 days in a single year (Article 117)
- The illness is confirmed by a medical committee as a permanent incapacity to perform the job
Even in these cases, you are still entitled to receive your full End of Service (EOS) gratuity — the employer cannot forfeit your EOS entitlement due to illness. Use our free EOS calculator to check your gratuity amount.
Sick Leave and EOS Gratuity
This is a very common question among expat workers:
- Sick leave days within the full-pay and 75% tiers (days 1–90) are counted as normal working days for EOS gratuity calculations — they do not reduce your service period.
- The unpaid 30 days (days 91–120) are generally deducted from the service period used for EOS calculation.
- If your contract is ended due to illness after 120 days, you still receive your full EOS gratuity based on your complete years of service.
Domestic Workers — Different Rules Apply
Domestic workers (household workers, drivers, cooks, nannies) are covered under the Domestic Workers Law (Royal Decree No. M/189), not the main Saudi Labour Law. The sick leave provisions are different:
| Category | Sick Leave Entitlement | Reference |
|---|---|---|
| Private sector employees | 120 days per year (30 full, 60 at 75%, 30 unpaid) | Labour Law Article 117 |
| Domestic workers | 30 days per year — first 30 days full pay, after that unpaid | Domestic Workers Law Article 14 |
| Government / civil service employees | Covered under Civil Service Law — separate provisions apply | Civil Service Law |