كل أنواع الإجازات التي يكفلها القانون

Unused annual leave = CASH at end of employment. Formula: (Monthly salary ÷ 30) × unused leave days. This applies whether you were fired or resigned. Article 119: cannot waive leave rights during employment, but cash compensation is mandatory at termination. www.my-sanad.com

(اردو) Unused annual leave = CASH at end of employment. Formula: (Monthly salary ÷ 30) × unused leave days. This applies whether you were fired or resigned. Article 119: cannot waive leave rights during employment, but cash compensation is mandatory at termination. www.my-sanad.com www.my-sanad.com

(हिन्दी) Unused annual leave = CASH at end of employment. Formula: (Monthly salary ÷ 30) × unused leave days. This applies whether you were fired or resigned. Article 119: cannot waive leave rights during employment, but cash compensation is mandatory at termination. www.my-sanad.com www.my-sanad.com

(বাংলা) Unused annual leave = CASH at end of employment. Formula: (Monthly salary ÷ 30) × unused leave days. This applies whether you were fired or resigned. Article 119: cannot waive leave rights during employment, but cash compensation is mandatory at termination. www.my-sanad.com www.my-sanad.com

(Filipino) Unused annual leave = CASH at end of employment. Formula: (Monthly salary ÷ 30) × unused leave days. This applies whether you were fired or resigned. Article 119: cannot waive leave rights during employment, but cash compensation is mandatory at termination. www.my-sanad.com www.my-sanad.com

(नेपाली) Unused annual leave = CASH at end of employment. Formula: (Monthly salary ÷ 30) × unused leave days. This applies whether you were fired or resigned. Article 119: cannot waive leave rights during employment, but cash compensation is mandatory at termination. www.my-sanad.com www.my-sanad.com

(Français) Unused annual leave = CASH at end of employment. Formula: (Monthly salary ÷ 30) × unused leave days. This applies whether you were fired or resigned. Article 119: cannot waive leave rights during employment, but cash compensation is mandatory at termination. www.my-sanad.com www.my-sanad.com

Maternity leave under Saudi Labor Law (Article 151 as amended 2024): 12 FULL weeks paid leave (up from 10 weeks). 6 weeks mandatory AFTER birth. Remaining 6 weeks flexible starting 4 weeks before expected birth. Special case: child with disability/illness = additional 1 month paid + 1 month unpaid. Dismissal during maternity leave = illegal. www.my-sanad.com

(اردو) Maternity leave under Saudi Labor Law (Article 151 as amended 2024): 12 FULL weeks paid leave (up from 10 weeks). 6 weeks mandatory AFTER birth. Remaining 6 weeks flexible starting 4 weeks before expected birth. Special case: child with disability/illness = additional 1 month paid + 1 month unpaid. Dismissal during maternity leave = illegal. www.my-sanad.com www.my-sanad.com

(हिन्दी) Maternity leave under Saudi Labor Law (Article 151 as amended 2024): 12 FULL weeks paid leave (up from 10 weeks). 6 weeks mandatory AFTER birth. Remaining 6 weeks flexible starting 4 weeks before expected birth. Special case: child with disability/illness = additional 1 month paid + 1 month unpaid. Dismissal during maternity leave = illegal. www.my-sanad.com www.my-sanad.com

(বাংলা) Maternity leave under Saudi Labor Law (Article 151 as amended 2024): 12 FULL weeks paid leave (up from 10 weeks). 6 weeks mandatory AFTER birth. Remaining 6 weeks flexible starting 4 weeks before expected birth. Special case: child with disability/illness = additional 1 month paid + 1 month unpaid. Dismissal during maternity leave = illegal. www.my-sanad.com www.my-sanad.com

(Filipino) Maternity leave under Saudi Labor Law (Article 151 as amended 2024): 12 FULL weeks paid leave (up from 10 weeks). 6 weeks mandatory AFTER birth. Remaining 6 weeks flexible starting 4 weeks before expected birth. Special case: child with disability/illness = additional 1 month paid + 1 month unpaid. Dismissal during maternity leave = illegal. www.my-sanad.com www.my-sanad.com

(नेपाली) Maternity leave under Saudi Labor Law (Article 151 as amended 2024): 12 FULL weeks paid leave (up from 10 weeks). 6 weeks mandatory AFTER birth. Remaining 6 weeks flexible starting 4 weeks before expected birth. Special case: child with disability/illness = additional 1 month paid + 1 month unpaid. Dismissal during maternity leave = illegal. www.my-sanad.com www.my-sanad.com

(Français) Maternity leave under Saudi Labor Law (Article 151 as amended 2024): 12 FULL weeks paid leave (up from 10 weeks). 6 weeks mandatory AFTER birth. Remaining 6 weeks flexible starting 4 weeks before expected birth. Special case: child with disability/illness = additional 1 month paid + 1 month unpaid. Dismissal during maternity leave = illegal. www.my-sanad.com www.my-sanad.com

Sick leave under Article 117: First 30 days: 100% pay. Next 60 days: 75% pay. Final 30 days: 0% pay. Total: 120 days per year (consecutive or intermittent). Requirement: approved medical report. Years of service don't affect sick leave entitlement — it's the same for all employees. www.my-sanad.com

(اردو) Sick leave under Article 117: First 30 days: 100% pay. Next 60 days: 75% pay. Final 30 days: 0% pay. Total: 120 days per year (consecutive or intermittent). Requirement: approved medical report. Years of service don't affect sick leave entitlement — it's the same for all employees. www.my-sanad.com www.my-sanad.com

(हिन्दी) Sick leave under Article 117: First 30 days: 100% pay. Next 60 days: 75% pay. Final 30 days: 0% pay. Total: 120 days per year (consecutive or intermittent). Requirement: approved medical report. Years of service don't affect sick leave entitlement — it's the same for all employees. www.my-sanad.com www.my-sanad.com

(বাংলা) Sick leave under Article 117: First 30 days: 100% pay. Next 60 days: 75% pay. Final 30 days: 0% pay. Total: 120 days per year (consecutive or intermittent). Requirement: approved medical report. Years of service don't affect sick leave entitlement — it's the same for all employees. www.my-sanad.com www.my-sanad.com

(Filipino) Sick leave under Article 117: First 30 days: 100% pay. Next 60 days: 75% pay. Final 30 days: 0% pay. Total: 120 days per year (consecutive or intermittent). Requirement: approved medical report. Years of service don't affect sick leave entitlement — it's the same for all employees. www.my-sanad.com www.my-sanad.com

(नेपाली) Sick leave under Article 117: First 30 days: 100% pay. Next 60 days: 75% pay. Final 30 days: 0% pay. Total: 120 days per year (consecutive or intermittent). Requirement: approved medical report. Years of service don't affect sick leave entitlement — it's the same for all employees. www.my-sanad.com www.my-sanad.com

(Français) Sick leave under Article 117: First 30 days: 100% pay. Next 60 days: 75% pay. Final 30 days: 0% pay. Total: 120 days per year (consecutive or intermittent). Requirement: approved medical report. Years of service don't affect sick leave entitlement — it's the same for all employees. www.my-sanad.com www.my-sanad.com

Article 114 Hajj Leave: Muslim workers who have completed 2+ consecutive years with the same employer are entitled to 10-15 paid days (including Eid Al-Adha) to perform Hajj — ONCE throughout their service with that employer. Applies to non-Saudi Muslim workers too. Doesn't count against annual leave or affect EOSB calculation. www.my-sanad.com

(اردو) Article 114 Hajj Leave: Muslim workers who have completed 2+ consecutive years with the same employer are entitled to 10-15 paid days (including Eid Al-Adha) to perform Hajj — ONCE throughout their service with that employer. Applies to non-Saudi Muslim workers too. Doesn't count against annual leave or affect EOSB calculation. www.my-sanad.com www.my-sanad.com

(हिन्दी) Article 114 Hajj Leave: Muslim workers who have completed 2+ consecutive years with the same employer are entitled to 10-15 paid days (including Eid Al-Adha) to perform Hajj — ONCE throughout their service with that employer. Applies to non-Saudi Muslim workers too. Doesn't count against annual leave or affect EOSB calculation. www.my-sanad.com www.my-sanad.com

(বাংলা) Article 114 Hajj Leave: Muslim workers who have completed 2+ consecutive years with the same employer are entitled to 10-15 paid days (including Eid Al-Adha) to perform Hajj — ONCE throughout their service with that employer. Applies to non-Saudi Muslim workers too. Doesn't count against annual leave or affect EOSB calculation. www.my-sanad.com www.my-sanad.com

(Filipino) Article 114 Hajj Leave: Muslim workers who have completed 2+ consecutive years with the same employer are entitled to 10-15 paid days (including Eid Al-Adha) to perform Hajj — ONCE throughout their service with that employer. Applies to non-Saudi Muslim workers too. Doesn't count against annual leave or affect EOSB calculation. www.my-sanad.com www.my-sanad.com

(नेपाली) Article 114 Hajj Leave: Muslim workers who have completed 2+ consecutive years with the same employer are entitled to 10-15 paid days (including Eid Al-Adha) to perform Hajj — ONCE throughout their service with that employer. Applies to non-Saudi Muslim workers too. Doesn't count against annual leave or affect EOSB calculation. www.my-sanad.com www.my-sanad.com

(Français) Article 114 Hajj Leave: Muslim workers who have completed 2+ consecutive years with the same employer are entitled to 10-15 paid days (including Eid Al-Adha) to perform Hajj — ONCE throughout their service with that employer. Applies to non-Saudi Muslim workers too. Doesn't count against annual leave or affect EOSB calculation. www.my-sanad.com www.my-sanad.com

Article 113 special paid leaves: Marriage: 5 days paid. Bereavement (immediate family): 5 days paid. Paternity (birth of child): 3 days paid for the father during the first week. These don't count against annual leave balance. Employer refusal = labor violation, file complaint on Wodi platform. www.my-sanad.com

(اردو) Article 113 special paid leaves: Marriage: 5 days paid. Bereavement (immediate family): 5 days paid. Paternity (birth of child): 3 days paid for the father during the first week. These don't count against annual leave balance. Employer refusal = labor violation, file complaint on Wodi platform. www.my-sanad.com www.my-sanad.com

(हिन्दी) Article 113 special paid leaves: Marriage: 5 days paid. Bereavement (immediate family): 5 days paid. Paternity (birth of child): 3 days paid for the father during the first week. These don't count against annual leave balance. Employer refusal = labor violation, file complaint on Wodi platform. www.my-sanad.com www.my-sanad.com

(বাংলা) Article 113 special paid leaves: Marriage: 5 days paid. Bereavement (immediate family): 5 days paid. Paternity (birth of child): 3 days paid for the father during the first week. These don't count against annual leave balance. Employer refusal = labor violation, file complaint on Wodi platform. www.my-sanad.com www.my-sanad.com

(Filipino) Article 113 special paid leaves: Marriage: 5 days paid. Bereavement (immediate family): 5 days paid. Paternity (birth of child): 3 days paid for the father during the first week. These don't count against annual leave balance. Employer refusal = labor violation, file complaint on Wodi platform. www.my-sanad.com www.my-sanad.com

(नेपाली) Article 113 special paid leaves: Marriage: 5 days paid. Bereavement (immediate family): 5 days paid. Paternity (birth of child): 3 days paid for the father during the first week. These don't count against annual leave balance. Employer refusal = labor violation, file complaint on Wodi platform. www.my-sanad.com www.my-sanad.com

(Français) Article 113 special paid leaves: Marriage: 5 days paid. Bereavement (immediate family): 5 days paid. Paternity (birth of child): 3 days paid for the father during the first week. These don't count against annual leave balance. Employer refusal = labor violation, file complaint on Wodi platform. www.my-sanad.com www.my-sanad.com

Article 115 exam leave: If your employer approved your enrollment in an educational institution, you're entitled to paid leave for exams of non-repeated academic years. Repeated year exams = unpaid leave. Must notify employer early with exam schedule. Failure to attend exams after taking leave = loss of pay + disciplinary action. www.my-sanad.com

(اردو) Article 115 exam leave: If your employer approved your enrollment in an educational institution, you're entitled to paid leave for exams of non-repeated academic years. Repeated year exams = unpaid leave. Must notify employer early with exam schedule. Failure to attend exams after taking leave = loss of pay + disciplinary action. www.my-sanad.com www.my-sanad.com

(हिन्दी) Article 115 exam leave: If your employer approved your enrollment in an educational institution, you're entitled to paid leave for exams of non-repeated academic years. Repeated year exams = unpaid leave. Must notify employer early with exam schedule. Failure to attend exams after taking leave = loss of pay + disciplinary action. www.my-sanad.com www.my-sanad.com

(বাংলা) Article 115 exam leave: If your employer approved your enrollment in an educational institution, you're entitled to paid leave for exams of non-repeated academic years. Repeated year exams = unpaid leave. Must notify employer early with exam schedule. Failure to attend exams after taking leave = loss of pay + disciplinary action. www.my-sanad.com www.my-sanad.com

(Filipino) Article 115 exam leave: If your employer approved your enrollment in an educational institution, you're entitled to paid leave for exams of non-repeated academic years. Repeated year exams = unpaid leave. Must notify employer early with exam schedule. Failure to attend exams after taking leave = loss of pay + disciplinary action. www.my-sanad.com www.my-sanad.com

(नेपाली) Article 115 exam leave: If your employer approved your enrollment in an educational institution, you're entitled to paid leave for exams of non-repeated academic years. Repeated year exams = unpaid leave. Must notify employer early with exam schedule. Failure to attend exams after taking leave = loss of pay + disciplinary action. www.my-sanad.com www.my-sanad.com

(Français) Article 115 exam leave: If your employer approved your enrollment in an educational institution, you're entitled to paid leave for exams of non-repeated academic years. Repeated year exams = unpaid leave. Must notify employer early with exam schedule. Failure to attend exams after taking leave = loss of pay + disciplinary action. www.my-sanad.com www.my-sanad.com