Estimate the probable end date of your probation period from the duration written in your employment contract, and understand the verified Article 53/54 rules — this tool cannot verify your contract or decide whether any specific termination is lawful.
📅 Article 53 & 54📆 Contract-based duration🔒 No login
⚙️ Estimate Your Probation Dates
This estimator only calculates dates from the numbers you enter. It cannot read or verify your actual employment contract — always check your signed contract for the exact terms that apply to you.
Please fix the following before calculating:
This is counted as Day 1 of probation (see note below results).
Defaults to today. Change it to check a past or future date.
Article 53 requires probation to be explicitly stated in the contract with a clear duration. If your contract is silent, this tool treats no probation as applying.
Enter the exact number of days your contract states — not necessarily 90 or 180. Maximum allowed by law is 180 days total (Article 53).
Only these three categories are confirmed by Article 53 as not counting toward probation. Leave at 0 if none applied, or if unsure.
📊 Your Probation Estimate
📐 Worked Examples
All examples treat the start date as Day 1 of probation and count calendar days.
1. Shorter contract-stated probation
Start date 1 June 2026, contract states 60 days, no excluded days. Estimated last probation day: 30 July 2026 (day 60). First post-probation day: 31 July 2026.
2. Verified maximum duration (180 days)
Start date 1 January 2026, contract states the full 180 days permitted under Article 53. Estimated last probation day: 29 June 2026. This is the statutory ceiling — a contract cannot lawfully state more than 180 days total.
3. No written probation clause
Contract does not mention probation at all. Article 53 requires probation to be stated explicitly with a clear duration — with no such clause, this tool treats no contractual probation period as applying, and no end date is estimated.
4. Check date exactly on the estimated final day
Same as example 1 (60 days from 1 June 2026). Checking status as of 30 July 2026 shows: still within the estimated probation window (day 60 of 60), 0 days remaining after today, status "last estimated day."
5. Check date after probation has ended
Same contract, checking status as of 15 August 2026 — well past 30 July 2026. Status shows probation has ended, with the number of days that have elapsed since.
6. Repeat probation with the same employer
A worker completed probation and later left this employer entirely. If more than 6 months have passed since that relationship ended, Article 54 permits a new written probation agreement for a new contract with the same employer. If less than 6 months have passed and the new role is not a different profession or job, Article 54 does not permit it. Whether a specific situation qualifies is a contract- and fact-specific question this tool does not decide.
7. Excluded-day example (officially supported)
Start date 1 March 2026, contract states 90 days, worker takes 4 days of verified sick leave during probation and the period includes the 4-day Eid Al-Fitr holiday (8 excluded days total). Estimated last probation day shifts 8 days later than a simple 90-day count, to day 98 from the start date.
⚖️ Verified Statutory Rules (Article 53 & 54)
📏 Maximum duration: 180 days total
Probation must be stated explicitly in the contract with a clear duration. The total period — including any written extension agreed by both parties — cannot exceed 180 days. There is no separate "standard" 90-day default; the contract's own stated duration governs, up to this ceiling.
Labour Law Article 53
🗓️ Excluded days
Eid Al-Fitr leave, Eid Al-Adha leave, and sick leave do not count toward the probation period — they extend the effective end date rather than being absorbed into it.
Labour Law Article 53
🤝 Termination during probation
Either party may end the contract during probation if they find the other party unsuitable, without owing compensation — unless the contract itself restricts this right to only one party. This does not mean termination can be arbitrary or discriminatory; whether a specific termination is lawful is a separate legal question.
Labour Law Article 53
💰 No compensation, no EOS
If the contract ends during probation, neither party owes the other compensation, and the worker is not entitled to end-of-service gratuity.
Labour Law Article 54
🔁 Repeat probation — limited exceptions
A worker generally cannot be placed under probation more than once with the same employer. An exception applies only by written agreement, and only if either the new role is a different profession/job, or at least 6 months have passed since the prior relationship with that employer ended.
Labour Law Article 54
🏦 GOSI registration
Multiple independent legal-guidance sources state employers must register eligible employees with GOSI from the first day of work, regardless of probation status. We could not independently confirm this against a gosi.gov.sa page directly, so treat it as well-supported but not certified.
Secondary sources — medium confidence
⚠️ Not covered by primary sources found: a specific statutory default notice period for ending a contract during probation (so this tool does not calculate notice pay); and annual-leave accrual specifically during probation (general leave-accrual rules likely apply proportionally to time worked — use the Leave Calculator for that estimate rather than relying on a figure here). If either point matters to a real decision, confirm with HRSD/Qiwa or a licensed Saudi employment-law professional.
❓ Frequently Asked Questions
How long can a Saudi probation period last?
Article 53 requires the probation period to be explicitly stated in the employment contract with a clear duration. The total probation period — including any written extension agreed by both parties — cannot exceed 180 days. There is no fixed "standard" length below that cap; the actual duration is whatever your contract states, up to the 180-day maximum.
Do public holidays or sick leave count toward my probation period?
No, for three specific categories. Article 53 excludes Eid Al-Fitr leave, Eid Al-Adha leave, and sick leave from the probation-period count — these days extend your effective probation end date rather than counting toward it. We did not find a provision excluding other categories of absence.
Can my employer end my contract during probation without giving a reason?
Under Article 53, either party may end the contract during probation if they find the other unsuitable, without owing compensation, unless your contract restricts this right to only one party. This is not the same as saying dismissal can be arbitrary or discriminatory — whether a specific termination is lawful is a case-specific legal question this estimator does not decide.
Do I get end-of-service gratuity if my contract ends during probation?
No. Article 54 states that if the contract is ended during probation, neither party owes compensation and the worker is not entitled to end-of-service gratuity. Our EOS Gratuity Calculator can help you estimate entitlements for employment that continues beyond probation.
Can the same employer put me on probation more than once?
Generally no. Article 54 prohibits placing a worker under probation more than once with the same employer, except by written agreement between both parties, and only if either (a) the new role is a different profession or job, or (b) at least six months have passed since the end of the worker's previous relationship with that employer.
Is a notice period legally required to end a contract during probation?
We did not find a specific statutory default notice period (such as 24 hours) for ending a contract during probation in current primary sources, so this estimator does not assume one. If your contract states a notice period for probation, that contractual term applies — check your contract directly.
Where can I get help if I have a probation-related dispute?
File a complaint through the Qiwa portal (qiwa.sa). HRSD will attempt mediation first; unresolved disputes can be escalated to the Labour Courts. This estimator only calculates dates — it cannot review your contract or decide whether a specific action was lawful.
How long is the probation period in Saudi Arabia?
Probation must be stated in writing in the contract and is capped by law, with an extension possible only by written agreement and within the overall statutory limit. Days of Eid holidays and sick leave are not counted inside the probation period. Enter your start date and agreed probation length above to see the exact end date.
Can an employer terminate an employee during probation without notice?
During a valid written probation period either party may end the contract without an award for end of service, unless the contract provides otherwise. Once probation ends, the ordinary notice and termination rules apply, which is why knowing the precise last day of probation matters.
Can probation be extended in Saudi Arabia?
An extension is possible only where both parties agree in writing and the total stays within the statutory cap. A verbal extension, or one applied after probation has already expired, is not a safe assumption — ask for the amended clause in writing.
Do I get end of service benefit if I leave during probation?
Service during probation counts towards total service if the employment continues, but a contract ended within a valid probation period does not normally attract an end of service award. If you continue past probation and later leave, the probation months are usually included in the service length used for the gratuity.
📖 Official Sources & Legal Articles
Article 53 — probation must be stated explicitly in the contract with a clear duration; total duration (including any written extension) capped at 180 days; Eid Al-Fitr, Eid Al-Adha and sick leave excluded from the count; either party may end the contract during probation without compensation unless the contract restricts this to one party. Confidence: high (article text quoted consistently across independent legal-commentary sources)
Article 54 — no compensation or EOS gratuity owed if the contract ends during probation; a worker generally cannot be placed under probation more than once with the same employer except by written agreement combined with either a different profession/job or a 6-month gap since the prior relationship ended. Confidence: high
Royal Decree M/44 (8/2/1446H, ≈ August 2024) — amendment affecting the probation-duration mechanics described above. Confidence: medium — sources describe the amendment's effect somewhat differently; we did not independently re-derive the exact pre/post wording from the gazette text
GOSI first-day registration during probation — reported consistently by independent legal-guidance sources. Confidence: medium — not independently confirmed on gosi.gov.sa directly
hrsd.gov.sa — Ministry of Human Resources and Social Development, primary regulator for the Labour Law.
qiwa.sa — official portal for labour complaints, contract verification and mediation requests.
gosi.gov.sa — General Organization for Social Insurance, for registration obligations.
⚠️ For qualified review: the precise procedural mechanics of how a 180-day probation is agreed (an upfront single agreement versus an initial period plus a later written extension), whether a notice period is legally required for probation termination, and how repeat-probation exceptions apply to a specific employment history are not fully settled by the sources reviewed here. If official Arabic and English contract or policy text differ, the Arabic Labour Law text governs — confirm any of these points with HRSD, Qiwa, or a licensed Saudi employment-law professional before relying on them for a real decision.
Sources: Saudi Labour Law (Royal Decree M/51, as amended by M/44) Articles 53–54, HRSD official guidance. Figures and rules are set by the issuing authority and may change — verify current details on the official portal before relying on them. Last reviewed: July 2026.
⚠️ Disclaimer: This tool produces an unofficial date estimate only — it is not a legal-status calculator and cannot read, verify, or interpret your actual employment contract. It does not decide whether any specific termination, extension, or repeat-probation arrangement is lawful. Always verify your situation with your employer, HRSD, Qiwa, or a licensed Saudi employment-law professional.
Last reviewed and updated: · Reviewed against official Saudi government sources (HRSD, GOSI, Absher, Muqeem, MOI).