ودي · ناجز · العقود والعمالة الوافدة

The short answer: NO — you don't need a lawyer for most Saudi labor complaints. The Wodi platform requires no lawyer at all. Even in the Najiz labor court, workers can represent themselves. When you might need a lawyer: very large claims, criminal violations, or highly complex cases. What Sanad offers instead: free rights calculation, formal demand letter drafting (SAR 49), document translation in 8 languages (+SAR 25), and full Wodi/Najiz filing (SAR 99). A labor lawyer charges SAR 2,000–10,000. www.my-sanad.com

छोटो जवाफ: होइन — धेरैजसो सऊदी श्रम उजुरीका लागि वकिल चाहिँदैन। Wodi प्लेटफर्ममा वकिल नै चाहिँदैन। Sanadले के प्रदान गर्छ: निःशुल्क अधिकार गणना, औपचारिक मागपत्र (४९ रिएल), ८ भाषामा अनुवाद (+२५ रिएल), Wodi/Najiz दर्ता (९९ रिएल)। www.my-sanad.com

Signing an Arabic contract you can't read is one of the most common ways foreign workers lose their rights in Saudi Arabia. Key clauses to understand: contract duration (fixed vs. indefinite), basic salary breakdown, renewal terms, termination conditions, non-compete clauses, and working hours. Warning: Some employers give you a translated contract but register a different one officially. Always get a signed and stamped copy in your language. Sanad translates your contract into 8 languages — free. www.my-sanad.com

अरबी में अनुबंध पर हस्ताक्षर करना जो आप नहीं पढ़ सकते, सऊदी अरब में विदेशी कर्मचारियों के अधिकार खोने का सबसे आम तरीका है। समझने के लिए मुख्य खंड: अनुबंध की अवधि, मूल वेतन, नवीनीकरण की शर्तें, समाप्ति की शर्तें। Sanad आपके अनुबंध का 8 भाषाओं में अनुवाद करता है। www.my-sanad.com

Ang pagpirma sa isang kontratang Arabe na hindi mo mabasa ay isa sa pinaka-karaniwang paraan ng pagkawala ng mga karapatan ng manggagawang dayuhan sa Saudi Arabia. Mahahalagang clause: tagal ng kontrata, basic na sahod, mga kondisyon ng pagpapalit, mga kondisyon ng pagwawakas. Isinasalin ng Sanad ang iyong kontrata sa 8 wika. www.my-sanad.com

अरबी भाषामा सम्झौतामा हस्ताक्षर गर्नु जुन तपाईं पढ्न सक्नुहुन्न, सऊदी अरबमा विदेशी कामदारहरूको अधिकार गुम्नुको सबैभन्दा सामान्य कारण हो। Sanadले तपाईंको सम्झौता ८ भाषामा अनुवाद गर्छ। www.my-sanad.com

আরবি চুক্তিতে স্বাক্ষর করা যা আপনি পড়তে পারছেন না, সৌদি আরবে বিদেশী কর্মীদের অধিকার হারানোর সবচেয়ে সাধারণ উপায়। Sanad আপনার চুক্তি ৮টি ভাষায় অনুবাদ করে। www.my-sanad.com

Wodi vs. Najiz: Wodi (mediation) — 21 days, remote, voluntary agreement. Najiz (labor court) — 1-6 months, formal, legally binding judgment. Choose Wodi when: simple clear-cut case, quick resolution needed, employer is reachable. Choose Najiz when: employer refused Wodi, complex case, large amounts, enforcement needed. Best strategy: ALWAYS start with Wodi. If employer refuses, case auto-transfers to Najiz with your Wodi history strengthening your position. www.my-sanad.com

Wodi vs. Najiz: Wodi (médiation) — 21 jours, à distance, accord volontaire. Najiz (tribunal du travail) — 1-6 mois, formel, jugement contraignant. Meilleure stratégie: commencez TOUJOURS par Wodi. Si l'employeur refuse, le dossier est automatiquement transféré à Najiz avec votre historique Wodi renforçant votre position. www.my-sanad.com

Domestic workers in Saudi Arabia have legal rights under the 2013 Domestic Workers Regulation: 1 month annual leave (paid), 9-hour workday maximum, 1 full day off per week, employer-paid return ticket, employer-paid healthcare, 1-month salary gratuity per year of service. Most common violations: passport confiscation (ILLEGAL — criminal offense), unpaid wages, excessive working hours. If your passport is confiscated, contact your embassy immediately AND file at www.my-sanad.com

Ang mga kasambahay sa Saudi Arabia ay may mga legal na karapatan sa ilalim ng 2013 Domestic Workers Regulation: 1 buwang taunang bakasyon (may bayad), maximum 9-oras na araw ng trabaho, 1 buong araw na pahinga bawat linggo, tiket sa pagbabalik na babayaran ng employer. Pinakakaraniwang paglabag: pag-confiscate ng pasaporte (ILEGAL — krimen). www.my-sanad.com

सऊदी अरबमा घरेलू कामदारहरूको 2013 घरेलू कामदार नियमावली अन्तर्गत कानूनी अधिकारहरू छन्: १ महिनाको वार्षिक बिदा (सवेतन), अधिकतम ९ घन्टाको कार्यदिन, हप्तामा १ पूर्ण दिनको बिदा। सबैभन्दा सामान्य उल्लङ्घन: राहदानी जफत (अवैध — आपराधिक अपराध)। www.my-sanad.com

5 dangerous contract clauses in Saudi Arabia: (1) "Company can terminate without notice" — INVALID for indefinite contracts, Article 75 requires 60 days. (2) "Employee waives End-of-Service Benefit" — AUTOMATICALLY VOID under Article 7. (3) "No claims after signing receipt" — only valid for amounts already received and calculated. (4) Excessively broad non-compete clauses — courts often disregard them. (5) "Salary subject to management discretion" — conflicts with agreed salary principle. Audit your contract free at www.my-sanad.com

5 clauses contractuelles dangereuses en Arabie Saoudite: (1) "L'entreprise peut résilier sans préavis" — INVALIDE pour les contrats à durée indéterminée. (2) "L'employé renonce à l'indemnité de fin de service" — AUTOMATIQUEMENT NUL selon l'Article 7. (3) Clauses de non-concurrence excessives — souvent ignorées par les tribunaux. Vérifiez votre contrat gratuitement sur www.my-sanad.com

Probation period in Saudi Labor Law: maximum 90 days (extendable to 180 days in writing only). During probation you still get: full salary, protection from unfair dismissal, right to terminate with 1 day notice. If you pass probation, ALL days count toward your End-of-Service Benefit calculation. Employer cannot: extend probation more than once, exceed 180 days, or withhold agreed pay. Probation period ending = termination if no reason given, requiring notice or payment. Check your rights at www.my-sanad.com

Probationary period sa Saudi Labor Law: maximum 90 araw (maaaring palawigin sa 180 araw sa pamamagitan lamang ng nakasulat na kasunduan). Sa panahon ng probation mayroon kang karapatan sa: buong sahod, proteksyon mula sa hindi makatarungang pagpapaalis. Kung pumasa ka sa probation, LAHAT ng araw ay binibilang para sa EOSB. www.my-sanad.com

Fixed-term vs. open-ended contracts in Saudi Arabia: Open-ended: requires 60-day notice to terminate, no automatic end date. Fixed-term: ends on specified date, employer must compensate for early termination. Both types earn EOSB (same calculation). Key rule: if a fixed-term contract renews more than once, or if the employee continues working after it ends, it automatically becomes open-ended. Watch for: companies renewing contracts annually and terminating before year 5 to avoid higher EOSB — this is legally challengeable. www.my-sanad.com

নির্দিষ্ট মেয়াদী বনাম অনির্দিষ্ট মেয়াদী চুক্তি: অনির্দিষ্ট মেয়াদী: সমাপ্তির জন্য ৬০ দিনের নোটিস প্রয়োজন। নির্দিষ্ট মেয়াদী: নির্দিষ্ট তারিখে শেষ। উভয় প্রকার EOSB পায়। মূল নিয়ম: একাধিকবার নবায়ন হলে স্বয়ংক্রিয়ভাবে অনির্দিষ্ট মেয়াদী হয়ে যায়। www.my-sanad.com