SAUDI LABOR LAW

 

The Saudi Labor Law

 
Expatriate and local workers, and their employers, alike are now covered new labor laws in the Kingdom of Saudi Arabia. 
 
 Some key provisions:
 
* It increases annual leave from 15 to 21 days and to 30 days for those who have completed five years of service.
* The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.

* A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if he uses the weekly criterion. During the month of Ramadan, the actual working hours for Muslims  shall be reduced to a maximum of six hours a day or thirty-six hours a week.

* The number of working hours may be raised to nine hours a day for certain categories of workers or in certain industries and jobs where the worker does not work continuously. It may be reduced to seven hours a day for certain categories of workers or in certain hazardous or harmful industries or jobs.

* In firms where work is done in shifts, an employer may, with the ministry’s approval, increase the number of working hours to more than eight hours a day or forty-eight hours a week, provided that the average working hours in three weeks time shall not be more or less than eight hours a day or 48 hours a week.

* The employer pays the fees pertaining to recruitment of non-Saudi workers, the fees of the residence permit (iqama) and work permit together with their renewal and the fines resulting from their delay, as well as the fees pertaining to change of profession, exit and re-entry visas and return tickets to the worker’s home country at the end of work contract.

THE FULL TEXT BELOW:

Important Note: This English translation of the regulations is for general information only. The Arabic text is the official text that has legal force.

Rules & Regulation

Labor Law : 6-2007
Annouced By : Labor and Civil Care Laws
Section : Labor Law

Kingdom of Saudi Arabia
Bureau of Experts at the Council of Ministers
Official Translation Department

Translation of Saudi Laws

LABOR LAW
Royal Decree No. M/51
23 Shaban 1426 / 27 September 2005

 

First Edition
2006

In the name of God
the Compassionate
the Merciful

This translation is provided for guidance. The governing text is the Arabic text.

PART I
DEFINITIONS AND GENERAL PROVISIONS

Chapter One
Definitions

Article (1):
This law shall be called the Labor Law.

Article (2):
The following terms and phrases, whenever mentioned in this Law, shall have the meanings expressed next to them, unless the context requires otherwise:

Ministry: Ministry of Labor.

Minister: Minister of Labor.

Labor Office: The administrative authority assuming jurisdiction over the labor affairs within an area specified by a decision of the Minister.

Employer: Any natural or corporate person employing one or more workers for a wage.

Worker: Any natural person working for an employer and under his management or supervision for a wage, even if he is not under his direct control.

Minor: Any person of fifteen and below eighteen years of age.

Work: The effort exerted in all human activities in execution of a (written or unwritten) work contract regardless of their nature or kind, be they industrial, trade, agricultural, technical or otherwise, whether physical or mental.

Original Work: For individuals: Their usual business activities. For firms: The activities for which the firm has been established as stated in its articles of incorporation, franchise contract – if a franchise company- or Commercial Register.

Temporary Work: Work considered by its nature to be part of the employer’s activities, the completion of which requires a specific period or relates to a specific job and ends with its completion. It shall not exceed ninety days in either case.

Incidental Work: Work that is not considered by its nature to be part of the usual activities of an employer, and its execution does not require more than ninety days.

Seasonal Work: Work that takes place in known periodical seasons.

Part-time Work: Work performed by a part-time worker for an employer and for less than half the usual daily working hours at the firm, whether such a worker works on a daily basis or on certain days of the week.

Continuous Service: Uninterrupted service of a worker for the same employer or his legal successor from the starting date of service. Service shall be deemed continuous in the following cases:
(1) Official holidays and vacations.
(2) Interruptions for sitting for examinations in accordance with the provisions of this Law.
(3) Worker’s unpaid absences from work for intermittent periods not exceeding twenty days per work year.

Basic Wage: All that is given to the worker for his work by virtue of a written or unwritten work contract regardless of the kind of wage or its method of payment, in addition to periodic increments.

Actual Wage: The basic wage plus all other due increments decided for the worker for the effort he exerts at work or for risks he encounters in performing his work, or those decided for the worker for the work under the work contract or work organization regulation. This includes:
(1) The commission or percentage from sales or profits paid against what the worker markets, produces, collects or realizes from increased or enhanced production.
(2) Allowances the worker is entitled to for exerted effort, or risks he encounters while performing his job.
(3) Increments that may be granted in accordance with the standard of living or to meet family expenses.
(4) Grant or reward: What the employer grants to the worker and what is paid to him for honesty or efficiency and the like, if such grant or reward is stipulated in the work contract or the work organization regulation of the firm or if customarily granted to the extent that the workers consider it part of the wage rather than a donation.
(5) In rem privileges: what the employer commits himself to provide to the worker for his work by stating it in the work contract or the work organization regulation and its estimated at a maximum of two months basic wage per annum, unless it is otherwise determined to exceed that in the work contract or the work organization regulation.
Wage: actual wage.
Firm: Any enterprise run by a natural or corporate person who employs one or more workers for a wage of any kind.
Month: Thirty days, unless it is otherwise specified in the work contract or the work organization regulation.
Regulations: The Implementing Regulations of this Law.

Chapter Two
General Provisions
Article (3):
Work is the right of every citizen. No one else may exercise such right unless the conditions provided for in this Law are fulfilled. All citizens are equal in the right to work.

Article (4):
When implementing the provisions of this Law, the employer and the worker shall adhere to the provisions of Shariah.

Article (5):
The provisions of this Law shall apply to:
(1) Any contract whereby a person commits himself to work for an employer and under his management or supervision for a wage.
(2) Workers of the government and public organizations and institutions including those who work in pastures or agriculture.
(3) Workers of charitable institutions.
(4) Workers of agricultural and pastoral firms that employ ten or more workers.
(5) Workers of agricultural firms that process their own products.
(6) Workers who operate or repair agricultural machineries on a permanent basis.
(7) Qualification and training contracts with workers other than those working for the employer within the limits of the special provisions provided for in this Law.
(8) Part-time workers with respect to safety, occupational health and work injuries, as well as what is decided by the Minister.

Article (6):
Incidental, seasonal and temporary workers shall be subject to the provisions on duties and disciplinary rules, the maximum working hours, daily and weekly rest intervals, overtime work, official holidays, safety rules, occupational health, work injuries and compensation therefore as well as whatever is decided by the Minister.

Article (7):
The following shall be exempted from the implementation of the provisions of this Law:
(1) The employers family members, namely, the spouse, the ascendants and descendants who constitute the only workers of the firm.
(2) Domestic helpers and the like.
(3) Sea workers working on board of vessels with a load of less than five hundred tons.
(4) Agricultural workers other than the categories stated in Article (5) of this Law.
(5) Non-Saudi workers entering the Kingdom to perform a specific task for a period not exceeding two months.
(6) Players and coaches of sports clubs and federations.
The Ministry shall, in coordination with the competent authorities, draft regulations for domestic helpers and the like to govern their relations with their employers and specify the rights and duties of each party and submit the same to the Council of Ministers.

Article (8):
Any condition that contradicts the provisions of this Law shall be deemed null and void. The same applies to any release or settlement of the worker’s rights arising from this Law during the validity of the work contract, unless the same is more beneficial to the worker.

Article (9):
Arabic shall be the language used for data, records, files, work contracts and the like as provided for in this Law or in any decision issued in implementation of its provisions as well as the instructions issued by the employer to his workers.
If the employer uses a foreign language beside Arabic in any of the mentioned cases, the Arabic text shall prevail.

Article (10):
All periods and schedules provided for in this Law shall be according to Hegira calendar, unless otherwise stated in the work contract or the work organization regulation.

Article (11):
(1) If the employer assigns all or part of his original business to a natural or corporate person, the latter shall give his workers all the rights and privileges which the original employer gives to his workers, and both of them shall be jointly and severally liable.
(2) In case of multiple employers, all of them shall be jointly and severally responsible for the fulfillment of the obligations arising from this Law and the work contracts.

Article (12):
Both the employer and the worker shall be familiar with the provisions of the Labor Law in all its contents so that each of them shall be aware of his position and of his rights and duties. Any employer who employs ten or more workers shall submit to the Ministry, a work organization regulation including internal work provisions, within a year of the effective date of this Law or from the date of reaching the quota. Such regulations shall include the work organization rules and all related provisions including the provisions related to privileges, violations and disciplinary penalties, not contradicting the provisions of this Law.

Article (13):
The Ministry shall approve the work organization regulation and all amendments to it within sixty days from the date of its submission to the Ministry.
If such period elapses without approval or objection, the regulation shall be considered effective as of the end of such period.
The employer shall announce the regulation by displaying it in a prominent location in the firm or by any other means that ensures the workers’ awareness thereof.

Article (14):
A model(s) work organization regulation shall be issued pursuant to a decision by the Minister for the guidance of employers.

Article (15):
An employer shall, upon commencement of work in the firm, notify the competent labor office in writing of the following data:
(1) Name, type and headquarters of the firm, as well as its mailing address and any information that facilitates contact therewith.
(2) Line of business for which it is licensed, providing the number of the Commercial Register or the license, its date and issuing authority, together with a copy thereof.
(3) Number of workers to be employed in the firm.
(4) Name of the firm’s manager in-charge.
(5) Any other data required by the Ministry.

Article (16):
(1) If the employer is unable to run the business in person, he shall designate a representative at the workplace. In case of multiple partners or managers in the firm, one of them, from among those residing at the place of work, shall be nominated to represent the employer and be liable for any violation of the provisions of this Law.
(2) The employer shall notify the competent labor office in writing of the name of the partner or manager, and, in case of his replacement, he shall notify the labor office of the name of the new partner or manager within seven days at most of the date of the latter’s assuming the job.
(3) In case no manager is appointed to be in charge of the firm, or if the appointed manager does not assume his duties, then the person who actually runs the firm or the employer himself shall be considered the manager in charge of the firm.
In all cases, the employer is ultimately liable.

Article (17):
An employer shall maintain at the workplace records, statements and files the nature and contents of which shall be specified in the regulations. He shall display at a prominent location at the workplace a schedule of working hours, breaks, weekly rest days and time of start and end of each shift, when operating in shifts.

Article (18):
If the ownership of a firm is transferred to a new owner or a change takes place in its legal form through merger, partition or otherwise, the work contracts shall remain in force in both cases and service shall be deemed continuous. As for workers’ rights accrued for the period prior to the change such as wages or unrealized end- of- service award on the date of transfer of ownership and other rights, the predecessor and the successor shall be jointly and severally liable. However, in the case of transfer of ownership of individual firms, for any reason, the predecessor and the successor may agree to transfer all the previous rights of the worker to the new owner with the written consent of the worker. If the worker disapproves, he may request the termination of his contract and collect his dues from the predecessor.
Article (19):
Amounts due to the worker or his heirs under this Law shall be deemed first rate privileged debts and the worker and his heirs shall, for the purpose of settling them, be entitled to a privilege over all the employer’s properties. In the case of bankruptcy of the employer or liquidation of his firm, the aforementioned amounts shall be entered as privileged debts and the worker is paid an expedited amount equivalent to one month wage prior to payment of any other expenses including judicial, bankruptcy or liquidation expenses.

Article (20):
An employer or a worker may not perform any act that may abuse the provisions of this Law or the decisions or regulations issued for its implementation. Neither of them may undertake any act that infringes upon the freedom of the other or the freedom of other workers or employers to realize any interest or impose a point of view that conflicts with the freedom of work or the jurisdiction of the competent authority in charge of settlement of disputes.

Article (21):
The Minister, in implementing the provisions of this Law, shall coordinate with relevant authorities whenever necessary.

PART II
ORGANIZATION OF RECRUITMENT

Chapter One
Employment Units

Article (22):
The Ministry shall provide employment units, free of charge, at locations convenient for employers and workers, which shall undertake the following:
(1) Assisting workers in finding suitable jobs and aiding employers in recruiting suitable workers.
(2) Gathering necessary information on the labor market and its developments and analyzing such information to make it available to various public and private organizations concerned with economic and social planning affairs.
(3) Performing the following duties:
(3-1) Registration of job seekers.
(3-2) Obtaining data on vacant jobs from employers.
(3-3) Referring workers’ applications to suitable vacant jobs.
(3-4) Providing advice and assistance to job seekers with respect to vocational qualification and training or the required retraining to fill vacancies.
(3-5) Other matters decided by the Ministry.

Article (23):
Every citizen of working age who is capable of and willing to work may register his name at the employment unit, his date of birth, qualifications, previous employment, preferences and address.

Article (24):
The regulations shall specify the rules for work progress and procedures at the employment units, forms of registers, notices and others used for its work as well as the job classification tables, according to the official job classification, which shall be the basis for organization of recruitment.

Article (25):
Every employer shall send the following to the competent labor office:
(1) A statement of vacant and new jobs, their types, locations, wages, and qualifications within a period not exceeding fifteen days from the date of vacancy or creation.
(2) A notice of measures taken to employ the citizens nominated by the employment unit within seven days from receiving the nomination letter.
(3) A list of names, jobs, professions, wages, ages, nationalities of his workers, numbers and dates of work permits for non- Saudis and other data specified in the Regulations.
(4) A report on the status, conditions and nature of work and the anticipated increase or decrease in jobs during the year following the date of the report.
(5) The statements specified in Paragraphs (3) and (4) of this Article shall be sent during the month of Muharram every year.

Article (26):
(1) All firms in all fields, and regardless of number of workers, shall work to attract and employ Saudis, provide conditions to keep them on the job and avail them of an adequate opportunity to prove their suitability for the job by guiding, training and qualifying them for their assigned jobs.
(2) The percentage of Saudi workers employed by the employer shall not be less than 75% of the total number of his workers. The Minister may temporarily reduce this percentage in case of non-availability of adequate technically or academically qualified workers or if it is not possible to fill the vacant jobs with nationals.

Article (27):
The Minister may – when necessary in respect of certain activities and professions and in some provinces and counties – require employers not employ workers until they have been registered at the employment units under the terms and conditions specified pursuant to his decision.

Chapter Two
Employment of the Disabled

Article (28):
Each employer employing twenty- five workers or more where the nature of his work allows recruitment of the professionally disabled shall employ a number of disabled that represents at least 4% of the total number of his workers whether through nomination by the employment units or otherwise, and he shall send to the competent labor office a list of the jobs and posts occupied by the professionally rehabilitated disabled persons and their wages.

Article (29):
If a worker sustains a work injury that results in a loss in his usual capabilities that does not prevent him from performing another job, the employer, in whose service the work injury was sustained, shall employ said worker in a suitable job for the wage specified for such job. This shall not prejudice the workers compensation for the injury.

Chapter Three
Private Offices for Recruitment of Citizens
and Private Offices for Recruitment from Abroad

Article (30):
A natural or corporate person may not engage in the recruitment of Saudis or in the recruitment of workers from abroad unless licensed for the same by the Ministry. The Regulations shall determine the functions of these two types of activities, the conditions for granting and renewing a license to each of them, the duties and prohibitions as well as rules for non-renewal or revocation of the license and the consequences thereof and other conditions and controls necessary for ensuring the proper conduct of business.

Article (31):
The Saudi workers to whose employment the recruitment offices contributed and the workers recruited from abroad on behalf of the employers shall be deemed workers of the employer and bound to him by direct contractual relation.

PART III
EMPLOYMENT OF NON-SAUDIS

Article (32):
Recruitment from abroad for the purpose of work may not be undertaken without the approval of the Ministry.

Article (33):
A non- Saudi may not engage in or be allowed to engage in any work except after obtaining a work permit from the Ministry, according to the form prepared by it for this purpose.
The conditions for granting the permit are as follows:
(1) The worker has lawfully entered the country and is authorized to work.
(2) He possesses the professional and academic qualifications which the country needs and which are not possessed by citizens or the available number of such citizens is insufficient to meet the needs, or that he belongs to the class of ordinary workers that the country needs.
(3) He has a contract with the employer and is under his responsibility.
The word “work” in this Article means any industrial, commercial, agricultural, financial or other work, and any service including domestic service.

Article (34):
No permit or license required by any other agency for engaging in a work or a profession may substitute for the said work permit.
Article (35):
Prior to renewing the work permit, it shall be ascertained that none of the Saudi applicants possesses the required qualifications and is willing to undertake the same work.

Article (36):
The Minister shall issue a decision specifying the professions and jobs which are prohibited for non-Saudis.

Article (37):
The work contract for non-Saudis shall be written and of a specified period. If the contract does not specify the duration, the duration of the work permit shall be deemed as the duration of the contract.

Article (38):
An employer may not employ the worker in a profession other than the one specified in his work permit. Before following the legal procedures for changing the profession, a worker is prohibited to engage in a profession other than his.

Article (39):
(1) Unless he has followed the stipulated legal rules and procedures, an employer may not allow his worker to work for others, and a worker may not work for other employers. Similarly, an employer may not employ workers of other employers.
(2) An employer may not allow a worker to work for his own account and a worker may not work for his own account.

Article (40):
(1) An employer shall incur the fees pertaining to recruitment of non-Saudi workers, the fees of the residence permit (Iqama) and work permit together with their renewal and the fines resulting from their delay, as well as the fees pertaining to change of profession, exit and re-entry visas and return tickets to the worker’s home country at the end of the relation between the two parties.
(2) A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.
(3) An employer shall bear the fees of transferring the services of a worker who wishes to transfer his service to him.
(4) An employer shall be responsible for the cost of preparing the body of a deceased worker and transporting it to the location where the contract was concluded, or where the worker was recruited unless the worker is interred in the Kingdom with the approval of his family. The employer shall be relieved if the General Organization for Social Insurance (GOSI) undertakes the same.

Article (41):
The Regulations shall specify the conditions for recruitment from abroad, transfer of services and change of profession, and the controls and procedures thereof.
PART IV
TRAINING AND QUALIFICATION

Chapter One
Training and Qualification of the Employer’s Workers

Article (42):
An employer shall be required to prepare his Saudi workers and enhance their technical, administrative, vocational and other skills for the purpose of gradually replacing non-Saudis.
The employer shall keep a record showing the names of the Saudi workers who have replaced the non-Saudis in accordance with the conditions and rules set forth in the Regulations.

Article (43):
Without prejudice to the conditions set forth in concession and other agreements relative to training, qualification, education, and scholarships, every employer employing fifty or more workers shall annually train, in his business, a number of his Saudi workers not less than 6% of the total number of his workers. The Minister may raise this percentage in certain firms pursuant to a decision by him.

Article (44):
The training program shall provide for the rules and conditions to be followed in training, its duration, number of hours, the theoretical and practical training programs, method of testing and certificates to be granted in this regard. The Regulations shall set forth the general criteria and rules to be followed in this regard to raise the worker’s level of performance in terms of skills and productivity.

Chapter Two
Qualification and Training Contract
of Workers other than the Employer’s

Article (45):
The training or qualification contract is a contract which commits the employer to train and qualify a person for a specific profession.

Article (46):
The training or qualification contract shall be in writing, indicating the profession for which the training is contracted, the duration of training and successive stages, and the allowance to be paid to the trainee in each stage, provided that it is not based on piecemeal or productivity.

Article (47):
The Minister may require the firms, to be identified pursuant to a decision by him, to accept a certain number or percentage of the students and graduates of colleges, institutes and centers to receive training and supplementary practical experience in accordance with the conditions, circumstances, durations and trainee allowances to be specified in an agreement to be concluded between the Ministry and the management of the relevant firm.
Article (48):
The employer may terminate the training or qualification contract if the trainee, in his opinion, is not amenable to or incapable of completing the training program in a beneficial manner. The trainee, his guardian or trustee shall have the same right. The party wishing to terminate the contract shall notify the other party at least one week prior to the date of cessation of the training. The employer may require the trainee to work for him upon completion of the training period for a period not to exceed twice the duration of the training or one year, whichever is longer.

Article (49):
The training and qualification contract shall be subject to this Law’s provisions on annual vacations, official holidays, maximum working hours, daily and weekly rest periods, occupational health and safety rules, work injuries and their conditions as well as whatever is decided by the Minister.

PART V
WORK REALATIONS

Chapter One
Work contract

Article (50):
A work contract is a contract concluded between an employer and a worker, whereby the latter undertakes to work under the management or supervision of the former for a wage.

Article (51):
The work contract shall be in duplicates, one copy to be retained by each of the two parties. However, a contract shall be deemed to exist even if not written. In this case the worker alone may establish the contract and his entitlements arising therefrom by all methods of proof. Either party may at any time demand that the contract be in writing.
As for workers of the government and public corporations, the appointment decision or order issued by the competent authority shall serve as the contract.

Article (52):
The work contract shall primarily include the name of the employer, venue, the name of the worker, nationality, identification, wage agreed upon, type and location of work, date of employment, duration of the contract if fixed, subject to the provisions of Article 37 of this Law.

Article (53):
If the worker is subject to a probation period, the same shall be expressly stated and clearly indicated in the work contract. Such probation period shall not exceed ninety days, exclusive of Eid al-Fitr and Eid al-Adha holidays and sick leaves. Each party shall have the right to terminate the contract during this period, unless the contract embodies a clause giving the right to terminate the contract to only one of them.

Article (54):
A worker may not be placed on probation more than once by the same employer. As an exception to this, the worker may, with the approval of the contract parties, be subjected to another probation period of not more than ninety days on the condition that this period involves another profession or work. If the contract is terminated during the probation period, neither party shall be entitled to compensation nor shall the worker be entitled to an end-of-service award.

Article (55):
(1) The fixed-term contract shall terminate upon expiration of its term. If the two parties continue to implement it, it shall be deemed renewed for an indefinite period of time, subject to the provisions of Article (37) of this Law for non-Saudi workers.
(2) If the fixed-term contract incorporates a clause providing for its renewal for a similar term or a specified term, the contract shall be renewed for the period agreed upon. If the contract is renewed for two consecutive terms or if the original contract term and the renewal period amount to three years, whichever is less, and the two parties continue to implement it, the contract shall become an indefinite term contract.

Article (56):
In all cases where the contract term is renewed for a specific period of time, the contract renewal period shall be an extension of the original term in determining the worker’s rights which takes into account the worker’s period of service.

Article (57):
If the contract involves performance of a specific work, it shall terminate with the completion of the work agreed upon.

Article (58):
The employer may not transfer the worker from his original workplace to another place that entails a change in his place of residence, if such transfer is likely to cause serious harm to the worker and is not justified by the nature of work.

Article (59):
A monthly-paid worker may not be reclassified as a daily-paid, a weekly-paid or an hourly-paid worker nor as a worker paid by piecework, unless the worker agrees thereto in writing and without prejudice to the rights he has acquired during the period he spent as a monthly-paid worker.

Article (60):
Without prejudice to the provisions of Article (38) of this Law, a worker may not be assigned duties which are essentially different from the work agreed upon without his written consent, except in cases of necessity dictated by transient circumstances and for a period not exceeding thirty days a year.

 
Chapter Two
Duties and Disciplinary Rules

First: Employers’ Duties

Article (61):
In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to:
(1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof. The employer shall treat his workers with due respect and refrain from any action or utterances that may infringe upon their dignity and religion.
(2) Give the workers the time required to exercise their rights as provided for in this Law without any deductions from their wages against such time. He may regulate the exercise of this right in a manner not detrimental to the work progress.
(3) Facilitate for the employees of the competent authorities any task related to the enforcement of the provisions of this Law.

Article (62):
If the worker reports to work on the prescribed time or expresses his readiness to perform his work at such times but is prevented from doing so only by a cause which is ascribed to the employer, the worker shall be entitled to the wage for the period during which no work is performed.

Article (63):
The employer, his agents, or any person having authority over the workers shall forbid entry of any illegal substances into the places of work. Anyone who is found in possession of or consumes such substance shall be subject to the punishments provided for in this Law on, without prejudice to the other punishments provided for in Shari’ah.

Article (64):
Upon expiration of the work contract, the employer shall be required to:
(1) Give the worker, upon his request and free of charge, a certificate of work experience, indicating date of his employment, date of end of work, his profession, and the last wage received. If the certificate contains any remarks that are prejudicial to the worker’s reputation or likely to limit his employment chances, the reasons shall be given.
(2) Return to the worker all certificates and documents he had submitted.

Second: Worker’s Duties

Article (65):
In addition to the duties provided for in this Law and the regulations and decisions in implementation thereof, the worker shall be required to:
(1) Perform the work in accordance with the trade practice and the employer’s instructions provided that such instructions do not conflict with the contract, the law or public morality and that they do not expose him to any undue hazards.
(2) Take due care of the employer’s machinery, tools, supplies and raw materials placed at his disposal or in his custody and return to the employers the unused materials.
(3) Abide by proper conduct and ethical norms during work.
(4) Extend all assistance and help without making it contingent on additional pay in cases of disasters or hazards threatening the workplace or the persons working therein.
(5) Undergo, upon the employer’s request, the medical examinations required prior to or during employment to ensure that he is free from occupational or communicable diseases.
(6) Keep confidential the technical, trade and industrial secrets of the products or which he directly or indirectly contributed to their production, as well as all trade secrets related to the work or the firm, the disclosure of which is likely to cause damage to the employer’s interests.

Third: Disciplinary Rules

Article (66):
The disciplinary penalties that the employer may inflict on the worker:
(1) Warning.
(2) Fines.
(3) Withholding allowance or postponing it for a period not exceeding one year if prescribed by the employer.
(4) Postponement of promotion for a period not exceeding one year if prescribed by the employer.
(5) Suspension from work and withholding of wages.
(6) Dismissal from work in cases set forth by the law.

Article (67):
An employer may not inflict on a worker a penalty not provided for in this Law or in the work organization regulation.

Article (68):
The penalty shall not be made harsher in the event of repeated violation if one hundred eighty days have elapsed since the previous violation was committed, calculated from the date the worker is informed of the penalty for that violation.

Article (69):
A worker may not be accused of any offense discovered after the elapse of more than thirty days, nor shall he be subjected to a disciplinary penalty after the elapse of more than thirty days from conclusion of the investigation and establishment of the worker’s guilt.

Article (70):
A worker may not be subjected to disciplinary penalty for an act committed outside the workplace unless such act is related to the job, the employer or the manager in-charge.
Nor may a worker be fined for a single violation an amount in excess of a five-day wage, and no more than one penalty shall be applied for the same violation. No more than a five-day wage shall be deducted from his wages in one month in payment of fines, or his suspension from work without pay may not exceed five days a month.

Article (71):
A disciplinary action may not be imposed on a worker except after notifying him in writing of the allegations, interrogating him, hearing his defense and recording the same in minutes to be kept in his file. The interrogation may be verbal in minor violations the penalty for which does not go beyond a warning or a deduction of a one-day salary. This shall be recorded in minutes.

Article (72):
The worker shall be notified in writing of the decision of imposing the penalty on him. If he refuses to receive the same or if he is absent, the notice shall be sent to the address shown in his file by registered mail. The worker may object to the decision of imposing the penalty upon him within fifteen days, excluding official holidays, from the date of notifying him of the final decision. The objection shall be filed with the Commission for the Settlement of Labor Disputes which shall be required to issue its decision within thirty days from the date of registering the objection.

Article (73):
Fines imposed on the workers shall be entered in a special record, showing the worker’s name, his wages, the amount of the fine, reasons and date of the fine. Such fines may not be disposed of except for the benefit of the firm’s workers, upon the Ministry’s approval.

Chapter Three
Termination of Work Contract:

Article (74):
A work contract shall terminate in the following cases:
(1) If both parties agree to terminate it, provided that the worker’s consent be in writing.
(2) If the term specified in the contract expires, unless the contract has been explicitly renewed in accordance with the provisions of this Law in which case it shall remain in force until the expiry of its term.
(3) At the discretion of either party in indefinite term contracts.
(4) The worker attains the age of retirement, which is sixty years for males and fifty five years for females, unless the two parties agree upon continuing work after this age. The retirement age may be reduced in cases of early retirement as provided for in the work organization regulation. If it is a fixed-term work contract which extends beyond the retirement age, it shall terminate at the end of its term.
(5) Force majeure.
The provisions of Paragraph (4) of this Article shall apply two years after this Law enters into force.

Article (75):
If the contract is of an indefinite term, either party may terminate it for a valid reason to be specified in a written notice to be served to the other party at least thirty days prior to the termination date if the worker is paid monthly and not less than fifteen days for others.
Article (76):
If the party terminating the contract does not observe the period provided for in Article (75) of this Law, such party shall be required to pay the other party compensation equal to the worker’s wage for the duration of the notice or the balance thereof. The last wage received by the worker shall serve as the basis for estimating the compensation for workers who are paid by the time frame criterion. For workers who are paid by another criterion, the estimation shall take into account the provisions of Article (96) of this Law.

Article (77):
If the contract is terminated for an invalid reason, the party who is harmed by such termination shall be entitled to indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained.

Article (78):
A worker who has been dismissed from work without valid reason may demand reinstatement. Such claims shall be considered in accordance with the provisions of this Law and the Litigation Regulations before the Commissions for the Settlement of Labor Disputes.

Article (79):
A work contract shall not expire by the death of the employer unless his person has been taken into consideration in concluding the contract, but shall expire with the death or incapacity of the worker in accordance with a medical report approved by the competent health authority or the authorized physician designated by the employer.

Article (80):
An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination:
(1) If, during or by reason of the work, the worker assaults the employer, the manager in-charge or any of his superiors.
(2) If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place.
(3) If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
(4) If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence.
(5) If the worker resorts to forgery in order to obtain the job.
(6) If the worker is hired on probation.
(7) If the worker is absent without valid reason for more than twenty days in one year or for more than ten consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for ten days in the first case and for five days in the second.
(8) If the worker unlawfully takes advantage of his position for personal gain.
(9) If the worker discloses work- related industrial or commercial secrets.

Article (81):
Without prejudice to all of his statutory rights, a worker may leave his job without notice in any of the following cases:
(1) If the employer fails to fulfill his essential contractual or statutory obligations towards the worker.
(2) If the employer or his representative resorts to fraud at the time of contracting with respect to the work conditions and circumstances.
(3) If the employer assigns the worker, without his consent, to perform a work which is essentially different from the work agreed upon and in violation of provisions of Article (60) of this Law.
(4) If the employer, a family member or the manager in-charge commits a violent assault or an immoral act against the worker or any of his family members.
(5) If the treatment by the employer or the manager in-charge is characterized by cruelty, injustice or insult.
(6) If there exists in the workplace a serious hazard threatening the safety or health of the worker, provided that the employer is aware thereof but fails to take measures indicating its removal.
(7) If the employer or his representative, through his actions and particularly his unjust treatment or violation of the terms of the contract, has caused the worker to appear as the party terminating the contract.

Article (82):
An employer may not terminate the worker’s services on account of illness prior to availing him of the period designated for sick leave as provided for in this Law. The worker may request that his sick leave be combined with his annual leave.

Article (83):
If the work assigned to the worker allows him to get acquainted with the employer’s customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties.

Chapter Four
End-of-Service Award

Article (84):
Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.

Article (85):
If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.

Article (86):
As an exception to the provision of Article (8) of this Law, it may be agreed that the wage used as a basis for calculating the end-of-service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the worker which are by their nature subject to increase or decrease.

Article (87):
As an exception to the provisions of Article (85) of this Law, the worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his control. A female worker shall likewise be entitled to the full award if she ends her contract within six months from the date of her marriage or three months from the date of giving birth.

Article (88):
Upon the end of the worker’s service, the employer shall pay his wages and settle his entitlements within a maximum period of one week from the date of the end of the contractual relation. If the worker ends the contract, the employer shall settle all his entitlements within a period not exceeding two weeks. The employer may deduct any work-related debt due to him from the worker’s entitlements.

PART VI
WORK CONDITIONS AND CIRCUMSTANCES

Chapter One
Wages

Article (89):
The Council of Ministers may, when necessary and upon a proposal by the Minister, set a minimum wage.

Article (90):
(1) The worker’s wages and all other entitlements shall be paid in the Country’s official currency. Wages shall be paid during working hours and at the workplace in accordance with the following provisions:
(1.1) Workers paid on a daily basis shall be paid at least once a week.
(1.2) Workers paid on a monthly basis shall be paid once a month.
(1.3) If the work is done by the piece and requires a period of more than two weeks, the worker shall receive a payment each week commensurate with the completed portion of the work. The balance of the wage shall be paid in full during the week following delivery of the work.
(1.4) In cases other than the above, the worker’s wages shall be paid at least once a week.
(2) Wages may be paid through accredited banks in the Kingdom, with the consent of the worker, provided that their due dates do not exceed the dates specified above.

Article (91):
(1) If the worker, as a result of his own fault or violation of the employer’s instructions and not as a result of a third party’s fault or a force majeure, causes loss, damage or destruction to machineries or products owned by the employer while in his custody, the employer may deduct from the worker’s wage the amount necessary for repair or restoration to the original condition, provided that such deductions do not exceed a five-day wage per month. The employer may file a grievance, if necessary, demanding more deductions if the worker has other properties from which collections may be made. The worker may file a grievance with the Commission for the Settlement of Labor Disputes regarding the allegations leveled at him or the employer’s estimation of the damages. If the Commission rules that the employer is not entitled to claim such deductions or if it awards the employer a lower amount, the employer shall return to the worker the amounts unjustifiably deducted, within seven days from the date of the award.
(2) Either party shall file its grievance within fifteen work days; otherwise, it shall forfeit his right thereto. For the employer, the date of filing the grievance shall be from the date the occurrence is discovered, and for the worker from the date of his notification of the same by the employer.

Article (92):
No amount shall be deducted from the worker’s wages against private rights without his written consent, except in the following cases:
(1) Repayment of loans extended by the employer, provided that such deductions do not exceed 10% of his wage.
(2) Social insurance or any other contributions due on the workers as provided for by law.
(3) Worker’s contributions to thrift funds or loans due to such funds.
(4) Installments of any scheme undertaken by the employer involving home ownership programs or any other privilege.
(5) Fines imposed on the worker on account of violations committed, as well as deductions made for damages caused.
(6) Any debt collected in implementation of a judicial judgment, provided that the monthly deduction shall not exceed one quarter of the worker‘s wage, unless the judgment provides otherwise.
First to be collected is alimony, followed by food, clothing and accommodation debts, before other debts.

Article (93):
In all cases, deductions made may not exceed half the worker’s due wage, unless the Commission for the Settlement of Labor Disputes determines that further deductions can be made or that the worker is in need of more than half his wage. In the latter case, the worker may not be given more than three quarters of his wage.

Article (94):
(1) If any amount is deducted from the worker’s wages for reasons other than those specified in this Law without his written consent, or if the employer delays, without a valid justification, payment of the worker’s wages beyond the due date set forth in the Law, the worker, his representative or the head of the competent Labor Office may submit a request to the Commission for the Settlement of Labor Disputes to order the employer to return to the worker any wrongfully-deducted amounts or to pay him his outstanding wages.
(2) The said Commission may, if it establishes that the employer has unjustifiably deducted the said amounts or delayed the payment of the wages, impose on the employer a fine not exceeding twice the amount deducted from the worker’s wage or twice the outstanding wages.

Article (95):
(1) If the work contract or the work organization regulation does not provide for the wage binding on the employer, the wage estimated for the same type of work in the firm, if any, shall be adopted; otherwise, the wage shall be estimated in accordance with the profession’s norms at the place where the work is performed. In the absence of such norms, the Commission for Settlement of Labor Disputes shall estimate the wage in accordance with the dictates of justice.
(2) The same shall also apply in determining the type and scope of the service that the worker is required to render.

Article (96):
(1) If the worker’s wage is determined on the basis of piecework or productivity, the average wage which the worker receives for his actual workdays during the last year of his service shall be used as the basis for calculating any entitlements determined for the worker under this Law.
(2) If the entire wage is the amounts received as commissions, a percentage of sales or the like which are by nature subject to increases or decreases, the daily average wage shall be calculated on the basis of the amounts the worker receives for the actual work days, divided by them.

Article (97):
If a worker is detained or taken into custody by the competent authorities in cases related to work or occasioned by it, the employer shall continue to pay the worker 50% of the wage until the case is decided, provided that the period of detention or custody shall not exceed one hundred eighty days. If said period exceeds that, the employer shall not be required to pay any portion of the wage for the excess period. If the worker is acquitted or the investigation is closed for lack of evidence or invalidity thereof, the employer shall return to the worker the amount previously deducted from his wage. However, if he is convicted, none of the payments made shall be recovered unless the judgment provides otherwise.

Chapter Two
Working Hours

Article (98):
A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if he uses the weekly criterion. During the month of Ramadan, the actual working hours for Muslims shall be reduced to a maximum of six hours a day or thirty-six hours a week.

Article (99):
The number of working hours provided for in Article (98) of this Law may be raised to nine hours a day for certain categories of workers or in certain industries and jobs where the worker does not work continuously. It may likewise be reduced to seven hours a day for certain categories of workers or in certain hazardous or harmful industries or jobs. Categories of workers, industries and jobs referred to shall be determined pursuant to a decision by the Minister.

Article (100):
In firms where work is done in shifts, an employer may, with the Ministry’s approval, increase the number of working hours to more than eight hours a day or forty eight hours a week, provided that the average working hours in three weeks time shall not be more or less than eight hours a day or forty eight hours a week.

Chapter Three
Rest Periods and Weekly Rest Days

First: Rest Periods

Article (101):
Working hours and rest periods during the day shall be scheduled so that no worker shall work for more than five consecutive hours without a break of no less than thirty minutes each time during the total working hours for rest, prayer and meals, provided that a worker shall not remain at the workplace for more than eleven hours a day.

Article (102):
The periods designated for rest, prayers and meals shall not be included in the actual working hours. During such periods, the worker shall not be under the employer’s authority. The employer shall not require the worker to remain at the workplace during such breaks.

Article (103):
The Minister may specify, pursuant to a decision by him, the cases and jobs where work shall, for technical reasons or operational conditions, continue without breaks. In such cases and jobs, the employer shall allow prayer, meal and rest periods to be scheduled during working hours by the management of the firm.

Second: Weekly Rest Days

Article (104):
(1) Friday shall be the weekly rest day for all workers.
After proper notification of the competent labor office, the employer may replace this day for some of his workers by any other day of the week. The employer shall allow the workers to perform their religious obligations. The weekly rest day may not be compensated by cash.
(2) The weekly rest day shall be at full pay and shall not be less than twenty-four consecutive hours.

Article (105):
As an exception to the provisions of Article (104) of this Law, in remote areas and in jobs where the nature of work and operational conditions require continuous work, weekly rest periods accruing to the worker may be consolidated for up to eight weeks if the employer and the workers agree to that effect, subject to the Ministry’s approval. In calculating the consolidated weekly rest periods, it shall be taken into consideration that said periods begin at the hour the workers arrive at the nearest city with transportation services and end at the hour the workers return to it.

Article (106):
An employer may not comply with the provisions of Articles (98), (101) and Paragraph (1) of Article (104) of this Law, in the following cases:
(1) Annual inventory activities, preparation of the budget, liquidation, closing of accounts and preparations for discount and seasonal sales, provided that the number of days during which the workers work shall not exceed thirty days a year.
(2) If the work is intended to prevent a hazardous accident, remedy its impact or avoid an imminent loss of perishable materials.
(3) If the work is intended to meet unusual work pressure.
(4) Eids, other seasons, occasions and seasonal activities specified pursuant to a decision by the Minister.
In all of the above cases, the actual working hours shall not exceed ten hours a day or sixty hours a week. The maximum overtime hours allowed per year shall be determined by a decision of the Minister.

Article (107):
(1) The employer shall pay the worker for overtime working hours an additional amount equal to the hourly wage plus 50% of his basic wage.
(2) If the firm is operated on the basis of weekly working hours, the hours in excess of the hours taken as the criterion shall be deemed overtime hours.
(3) All working hours performed during holidays and Eids shall be deemed overtime hours.

Article (108):
The provisions of Articles (98) and (101) of this Law shall not apply to the following cases:
(1) Persons occupying high positions of authority in management and policy, if such positions grant the persons occupying them authority over workers.
(2) Preparatory or supplemental works which must be completed before or after commencement of work.
(3) Work that is intermittent by necessity.
(4) Guards and janitors, excluding civil security guards.
The Regulations shall specify the jobs listed under paragraphs (2), (3) and (4) of this Article and their maximum working hours.

Chapter Four
Leaves

Article (109):
(1) A worker shall be entitled to a prepaid annual leave of not less than twenty one days, to be increased to a period of not less than thirty days if the worker spends five consecutive years in the service of the employer.
(2) A worker shall enjoy his leave in the year it is due. He may not forgo it or receive cash in lieu during his period of service. The employer may set the dates of such leave according to work requirements or may grant them in rotation to ensure smooth progress of work. The employer shall notify the worker of the date of his leave in sufficient time of not less than thirty days.

Article (110):
(1) A worker may, with the employer’s approval, postpone his annual leave or days thereof to the following year.
(2) An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.

Article (111):
A worker shall be entitled to a wage for the accrued days of the leave if he leaves the work without using such leave. This applies to the period of work for which he has not used his leave. He is also entitled to a leave pay for the parts of the year in proportion to the part he spent at work.

Article (112):
Each worker shall be entitled to full-pay leave on Eids and occasions specified in the Regulations.

Article (113):
A worker shall be entitled to one day of paid leave in the case of childbirth and three days for marriage or in the case of the death of a spouse or one of his ascendants and descendants.
The employer may request supporting documents for cases referred to.

Article (114):
A worker shall be entitled to a paid leave of not less than ten days and not more than fifteen days, including Eid Al-Adha holiday, to perform Hajj only once during his service if he has not performed it before. To be eligible for this leave, the worker must have spent at least two consecutive years of service with the employer. The employer may determine the number of workers who shall be given this leave annually in accordance with work requirements.

Article (115):
A worker enrolled in an educational institution shall have the right to a fully paid leave to sit for an examination of an unrepeated year. Days of leave shall be based on the actual number of the examination days. However, for the examinations of a repeated year, the worker shall be entitled to unpaid leave to sit for the examinations. The employer may require the worker to submit documents in support of the leave application as well as proof of having taken the examination. The worker shall apply for the leave at least fifteen days ahead of the due date. Without prejudice to disciplinary action, the worker shall be denied the wage if it is proven that he had not taken the examination.

Article (116):
A worker, subject to the employer’s approval, may obtain leave without pay for a duration to be agreed upon by the two parties. The work contract shall be deemed suspended for the duration of the leave in excess of twenty days, unless both parties agree otherwise.

Article (117):
A worker whose illness has been proven shall be eligible for a paid sick leave for the first thirty days, three quarters of the wage for the next sixty days and without pay for the following thirty days, during a single year, whether such leaves are continuous or intermittent.
A single year shall mean the year which begins from the date of the first sick leave.

Article (118):
A worker may not work for another employer, while enjoying any of his leaves provided for in this Chapter. If the employer proves that the worker has violated this provision, he may deprive him of his wages for the duration of the leave or recover any wages previously paid to him.

PART VII
PART-TIME WORK

Article (119):
Full-time workers who are affected by a collective temporary reduction in their normal working hours for economic, technical or structural reasons shall not be considered part-time workers.

Article (120):
The Minister shall issue the necessary rules and controls for organizing part-time work, indicating therein the obligations of the part-time workers and employers. To the exclusion of the protection extended to the similar full-time workers in terms of occupational health and safety and work injuries, the provisions of this Law shall apply only to the extent determined by the Minister.

PART VIII
PROTECTION AGAINST OCCUPATIONAL HAZARDS,
MAJOR INDUSTRIAL ACCIDENTS AND WORK INJURIES,
AND HEALTH AND SOCIAL SERVICES

Chapter One
Protection Against Occupational Hazards

Article (121):
An employer shall maintain the firm in a clean and hygienic condition. He shall provide lighting, supply potable and washing water and comply with other rules, measures and standards of occupational protection, health and safety in accordance with what is specified in the Minister’s decision.

Article (122):
An employer shall take the necessary precautions to protect the workers against hazards, occupational diseases, the machinery in use, and shall ensure work safety and protection. He shall post in a prominent place in the firm the instructions related to work and workers safety in Arabic and, when necessary, in any other language that the workers understand. The employer may not charge the workers or deduct from their wages any amounts for the provision of such protection.

Article (123):
An employer shall inform the worker, prior to engaging in the work, of the hazards of his job and shall require him to use the prescribed protective equipment. The employer shall supply the workers with the appropriate personal gear and train them on their use.

Article (124):
A worker shall use and preserve the personal protective equipment designated for each process and shall carry out the instructions established to protect his health against injuries and diseases. He shall refrain from any action or omission that may lead to failure to implement the instructions, misuse or impair the devices provided to protect the workplace as well as the health and safety of fellow workers.

Article (125):
An employer shall take necessary precautions for protection against fire and provide the technical means to combat it, including safety exits which shall be maintained in working condition at all times. He shall post in a prominent location in the workplace detailed instructions for fire prevention devices.

Article (126):
An employer shall be responsible for emergencies and accidents which may affect persons, other than his workers, who enter the workplaces by virtue of their official duties or with the approval of the employer or his agents, if such emergencies and accidents are due to negligence in taking the technical precautions required by the nature of his work, and he shall compensate them for damage and harm they may sustain in accordance with the general laws.

Chapter Two
Protection Against Major Industrial Accidents

Article (127):
The provisions of this Chapter shall apply to high risk firms.

Article (128):
1- The term “high risk firm” shall mean the firm which produces, prepares, disposes of, handles, uses or stores, on a permanent or temporary basis, one or more hazardous substances, or categories of these substances in quantities that exceed allowable limits the exceeding of which results in listing the firm among the high risk firms.
2- The term “hazardous substance” shall mean any material or a mixture of substances that constitutes a hazard on account of its chemical, physical or toxic properties either alone or in combination with other substances.
3- The term “major accident” shall mean any sudden occurrence such as a major leak, fire or explosion in the course of an activity within the high risk firm and which involves one or more hazardous substances posing a great immediate or potential danger to the workers, the public or the environment.

Article (129):
The Ministry shall establish controls to identify the high risk firms according to the hazardous materials list, their categories or both.

Article (130):
The employers shall coordinate with the Ministry to determine the status of their firms on the basis of the controls referred to in Article (129) of this Law.

Article (131):
The Minister shall issue the regulations and decisions embodying the necessary arrangements at firm level for protection against major hazards, related duties of the employers, arrangements for protecting the public and the environment outside the site of each high risk firm, the worker’s rights and duties, and other measures necessary to prevent major accidents, minimize their the risks of their occurrence and mitigate their impacts.

Chapter Three
Work Injuries
Article (132):
The provisions of this Chapter shall not apply to the firms subject to the Occupational Hazards Branch of the Social Insurance Law.

Article (133):
If a worker sustains a work injury or an occupational disease, the employer shall be required to treat him and assume directly or indirectly all necessary expenses, including hospitalization, medical examinations and tests, radiology, prosthetic devices and transportation expenses to treatment centers.

Article (134):
An injury shall be deemed a work injury in accordance with the provisions of the Social Insurance Law. Occupational diseases shall also be considered work injuries and the date of the first medical diagnosis of the disease shall be treated tantamount to the date of injury.

Article (135):
Any relapse or complication arising from an injury shall be deemed an injury and shall be treated as such in terms of aid and treatment.

Article (136):
Occupational diseases shall be determined in accordance with the Occupational Diseases Schedule provided for in the Social Insurance Law. Degree of total or partial disability shall be determined according to the Disability Percentage Guide provided for in the said Law.

Article (137):
In the case of temporary disability arising from work injury, the injured party shall be entitled to financial aid equal to his full wage for thirty days, then 75% of the wage for the entire duration of his treatment. If one year elapses or it is medically determined that the injured party’s chances of recovery are improbable or that he is not physically fit to work, his injury shall be deemed total disability. The contract shall be terminated and the worker shall be compensated for the injury. The employer may not recover the payments made to the injured worker during that year.

Article (138):
If an injury results in a permanent total disability or the death of the injured person, the injured person or his eligible beneficiaries shall be entitled to a compensation equal to his wages for three years, with a minimum of fifty four thousand riyals.
If the injury results in a permanent partial disability, the injured person shall be entitled to a compensation equal to the percentage of the estimated disability in accordance with the approved disability percentage guide schedule multiplied by the amount of compensation for the permanent total disability.

Article (139):
An employer shall not be required to comply with the provisions of Articles (133), (137) and (138) of this Law if any of the following is established:
(1) If a worker deliberately injures himself.
(2) If an injury is caused by intentional misconduct on the part of the worker.
(3) If a worker refuses to be examined by a physician or refuses to accept treatment by the physician designated by the employer without a valid reason.

Article (140):
Liability of previous employers of a worker suffering from an occupational disease shall be determined in light of the medical report of the attending physician. Previous employers shall be required to pay the compensation provided for in Article (138) of this Law, each in proportion to the period such worker has spent in his service, provided that the industries or occupations they engage in cause the disease the worker suffers from.

Article (141):
The procedures for reporting work injuries shall be determined pursuant to a decision by the Minister.

Chapter Four
Medical and Social Services

Article (142):
An employer shall make available one or more medical aid cabinets, supplied with drugs and other necessities required for first aid.
The Regulations shall specify the contents of such cabinets of first aid means, numbers of such means and quantities of drugs and shall also regulate the method of keeping them and the conditions and requirements to be satisfied by first aid providers.

Article (143):
An employer shall assign one or more physicians to provide, at least once a year, a comprehensive medical examination for his workers who are exposed to any of the occupational diseases listed in the Schedules of Occupational Diseases provided for in the Social Insurance Law. The findings of the examination shall be kept in the employer’s records as well as in the workers’ files.

Article (144):
An employer shall provide his workers with preventive and therapeutic health care in accordance with the standards set forth by the Minister, taking into consideration whatever is provided for by the Cooperative Health Insurance Law.

Article (145):
An employer may, subject to the Minister’s approval, set up a saving and thrift fund provided that the workers’ contribution is optional. The provisions regulating the operations of such funds shall be made public.

Article (146):
An employer shall provide at his own expense all or some of the following, as may be determined by the Minister, to those who work in remote locations:
(1) Stores for selling food, clothing and other necessities at moderate prices in places where such stores are not available.
(2) Suitable recreational and educational services and sports facilities annexed to the workplaces.
(3) Necessary medical arrangements to protect the workers’ health and provide comprehensive treatment for their families (family shall mean spouse, children and parents residing with the worker).
(4) Schools for the workers’ children in the absence of sufficient schools in the area.
(5) Mosques or prayer areas at the workplaces.
(6) Literacy programs for the workers.
The Regulations shall specify the remote locations.

Article (147):
An employer operating in remote locations, mines, quarries and oil exploration centers shall provide his workers with accommodation, camps and meals.
The Minister shall determine, pursuant to a decision by him, the conditions and specifications of the accommodations and camps as well as the charges for the accommodations, the number of meals, quantities and kinds of food and related conditions, cost of meals to the worker and any other requirements necessary for the workers’ health.

Article (148):
An employer shall provide means for transporting his workers from their place of residence or from a certain gathering point to the places of work and bring them back daily, if the places of work are not served by regular means of transportation at times compatible with the working hours.

PART IX
EMPLOYMENT OF WOMEN
Article (149):
Taking into consideration the provisions of Article (4) of this Law, women shall work in all fields suitable to their nature. It is prohibited to employ women in hazardous jobs or industries. The Minister pursuant to a decision by him shall determine the professions and jobs that are deemed detrimental to health and are likely to expose women to specific risks; in which cases, women’s employment shall be prohibited or restricted under certain terms.

Article (150):
Women may not work during a period of night the duration of which is not less than eleven consecutive hours, except in cases determined pursuant to a decision by the Minister.

Article (151):
A female worker shall be entitled to a maternity leave for the four weeks immediately preceding the expected date of delivery and the subsequent six weeks. The probable date of delivery shall be determined by the physician of the firm or pursuant to a medical report certified by a health authority. A woman may not work during the six weeks immediately following delivery.

Article (152):
During the maternity leave, an employer shall pay the female worker half her wage if she has been in his service for one year or more, and a full wage if she has served for three years or more as of the date of commencement of such leave. A female worker shall not be paid any wages during her regular annual leave if she has enjoyed in the same year a maternity leave with full wage. She shall be paid half her wage during the annual leave if she has enjoyed in the same year a maternity leave at half wage.

Article (153):
An employer shall provide medical care for female workers during pregnancy and delivery.
Article (154):
When a female worker returns to work following a maternity leave, she shall be entitled, in addition to the rest periods granted to all workers, to a rest period or periods not exceeding in aggregate one hour a day for nursing her infant. Such period or periods shall be calculated as part of the actual working hours and shall not entail any reduction in wages.

Article (155):
An employer may not terminate the employment of a female worker or give her a warning of the same while on maternity leave.

Article (156):
An employer may not terminate the employment of a female worker during illness resulting from pregnancy or delivery, and such illness shall be established by a certified medical report, provided that the period of her absence does not exceed one hundred and eighty days. The employment of such female worker may not be terminated during the one hundred and eighty days preceding the expected date of delivery in the absence of one of the legitimate causes provided for in this Law.

Article (157):
A female worker shall forfeit her entitlements under the provisions of this Part if she works for another employer during her authorized leave. In such event, the original employer may deprive her of her wage for the duration of the leave or recover any payments made to her.

Article (158):
In all occupations and places where women are employed, the employer shall provide them with seats for resting.

Article (159):
(1) An employer who employs fifty female workers and more shall provide them with a suitable place with adequate number of babysitters to look after the children under the age of six years, if the number of children reaches ten and more.
(2) The Minister may require the employer who employs a hundred women and more in a single city to set up a nursery, either on his own or in conjunction with other employers in the same city, or alternatively to contract with an existing nursery to care for the children of the female workers who are under six years of age during the work periods. In such case, the Minister shall set forth the terms and conditions regulating such facility as well as the charges imposed on the female workers benefiting from service.

Article (160):
A female worker whose husband passes away shall be entitled to a fully paid leave for a minimum period of fifteen days as of the date of death.

 
PART X
EMPLYMENT OF MINORS

Article (161):
Minors may not be employed in hazardous jobs or harmful industries or in occupations or jobs that may endanger their health, safety or morals due to the nature or conditions of the same. A Minister’s decision shall specify such jobs, industries and occupations.

Article (162):
(1) Any person under the age of fifteen years may not be employed or allowed to enter places of work. The Minister may, pursuant to a decision by him, raise this age limit in certain industries or areas or for certain categories of minors.
(2) As an exception to Paragraph (1) of this Article, the Minister may allow the employment or work of persons between 13 and 15 years of age in light works, subject to the following conditions:
(2.1) Such jobs shall not be potentially harmful to their health or growth.
(2.2) Such jobs shall not hinder their school attendance, participation in orientation or vocational training programs, or impair their ability to benefit from their schooling.

Article (163):
Minors may not work during a period of night the duration of which is not less than twelve consecutive hours, except in cases determined pursuant to a decision by the Minister.

Article (164):
Minors may not be made to perform actual work for more than six hours a day for all months except for the month of Ramadhan when the actual working hours shall not exceed four hours. The minor shall not stay at the workplace for more than seven hours. Working hours shall be organized so that a minor may not work for more than four consecutive hours without one or more periods, each not less than half an hour, for rest, food and prayers, provided that the minor does not remain at the workplace for more than seven hours.
Minors may not be made to work during the weekly rest days, Eids, official holidays or annual vacations, nor shall they be subject to the exceptions provided for in Article (106) of this Law.

Article (165):
Prior to employing a minor, the employer shall obtain from him the following documents:
(1) The national identification card or an official birth certificate.
(2) A report of physical fitness for the required job issued by a competent physician and duly certified by a health authority.
(3) The consent of the minor’s guardian.
Said documents shall be kept in the minor’s personal file.

Article (166):
An employer shall notify the competent labor office of the employment of each minor within the first week of such employment, and shall keep at the workplace a register for employed minors, showing the name of the minor, his age, full name of his guardian, his place of residence and date of his employment.

Article (167):
The provisions provided for in this Part shall not apply to work undertaken by children and minors in schools for general, vocational or technical education, and in other training institutions, nor shall they apply to work undertaken in firms by persons who are at least fourteen years of age if such work is performed in accordance with the conditions set forth by the Minister and the work constitutes an essential part of the following:
(1) An educational or training course the primary responsibility for which lies with a school or a training institution.
(2) A training program all or the major part of which is implemented in a firm if approved by the competent authority.
(3) An orientation program aimed at facilitating the selection of the career or type of training.

PART XI
MARINE WORK CONTRACT

Article (168):
The following words and phrases, wherever mentioned in the provisions of this Part, shall have the meanings expressed next to them, unless the context requires otherwise:

Vessel:
A floating craft registered in the Kingdom of Saudi Arabia, whose tonnage is not less than five hundred tons.

Vessel chandler:
A natural person, public or private firm for whose account the vessel is being rigged.

Captain:
A seaman qualified to command a vessel and assume responsibility for it.

Seaman:
A person working aboard a vessel on a marine work contract.

Marine work contract:
A work contract for a wage concluded between the vessels owner or chandler or the representative of either of them and a seaman to work on board. Such contract shall be subject to the provisions of this Law, unless they are in conflict with the provisions of this Part and the decisions issued hereunder.

Article (169):
All persons working on a vessel shall be subject to the authority and orders of its captain.

Article (170):
All work contracts of seamen working on a vessel shall be entered in the vessel’s records or appended thereto. Such contracts shall be drafted in a clear language, and shall indicate whether they are made for a specified period or for a single voyage. If the contract is made for a specified period, this period shall be clearly specified. If it is made for a single voyage, it shall specify the city or harbor where the voyage ends, and at what stage of unloading or loading the vessel at this harbor the contract terminates.

Article (171):
The marine work contract shall provide for date and place of its conclusion, name of the chandler, name of the seaman, his surname, age, nationality and homeland, type of assigned work, method of performance, certification for work in sea navigation, the personal marine card, wage and duration of the contract. If the contract is for a single voyage, it shall specify the city or harbor where the voyage ends and at what stage during the unloading or loading of the vessel at the harbor the work ends, and other details of the contract.
Such contract shall be made out in triplicates, one copy for the vessel’s chandler, and one for the captain, to be kept aboard the vessel and a copy for the seaman.

Article (172):
The work terms and rules aboard the vessel shall be posted in the crew quarters. These terms and rules shall include the following:
(1) Seamen’s obligations and duties, organization rules for work aboard the vessel, service timetables and daily working hours.
(2) Obligations of the vessel’s chandler towards seamen in respect of fixed wages, rewards, and other types of wage.
(3) Method of suspending payment of wages and deductions therefrom and method of advance payments.
(4) Place and time of settlement of wages as well as final calculation thereof.
(5) Rules and ways for provision of food and accommodation aboard the vessel.
(6) Treatment of seamen’s illnesses and injuries.
(7) Conduct of seamen and conditions for their repatriation.
(8) Seamen’s paid annual leaves.
(9) End-of-service award and other indemnities payable upon termination or expiration of the work contract.

Article (173):
A seaman shall satisfy the following:
(1) He shall have completed eighteen years of age.
(2) He shall hold a certificate allowing him to work in marine service.
(3) He shall be physically fit.

Article (174):
All the seaman’s entitlements shall be paid in the official currency. They may be paid in foreign currency if they become due while the vessel is outside the territorial waters, subject to the seamans approval.
The seaman may ask the employer to pay his due monetary wage to the person designated by him.
Article (175):
If the voyage is cut short for any reason, voluntarily or forcibly, this shall not entail reduction of the wage of the seaman employed on a marine work contract for a single voyage.

Article (176):
If the wage is set as a share of the profits or the proceeds of the vessels charter, the seaman shall not be entitled to compensation if the voyage is cancelled nor to a wage increase if the voyage is delayed or extended. If the delay or extension is due to the action of the shippers, the seaman shall be entitled to compensation from the chandler.

Article (177):
A seaman shall be eligible for pay, through the day of occurrence, if the ship is captured, sinks or becomes unseaworthy.

Article (178):
Seamen shall be provided with food and accommodation at the expense of the vessel chandler. This shall be regulated by a decision to be issued by the Minister.

Article (179):
Working hours aboard the vessel while on the high seas shall not exceed fourteen hours in a twenty four hour period and not more than seventy two hours in a seven-day period.

Article (180):
A seaman who contributes to aiding or rescuing another vessel is eligible to a share of the reward that the vessel on which he worked is entitled to, regardless of the type of wage of the work performed.

Article (181):
If a seaman dies during the voyage, his heirs shall be eligible to receive his wages through the date of his death, if the wage is on a monthly basis. If the wage is on a voyage basis, the heirs shall be entitled to the full voyage wage, and if the wage is a share of profits, it shall be fully payable. The dues of the deceased or missing seaman, or who is unable to collect his wage shall be deposited with the labor office at the port of destination in the Kingdom.

Article (182):
An employer may terminate the contract without prior notice and without compensation in the following cases:
(1) If the vessel sinks, is confiscated, goes missing or becomes unseaworthy.
(2) If the voyage is cancelled at the outset, for reasons beyond the chandler’s control and the wage is on a single voyage basis, unless the contract provides otherwise.

Article (183):
If the contract expires or is revoked, the employer shall be obligated to:
(1) return the seaman to the port of departure at the commencement of the contract.
(2) provide him with food and accommodation until he reaches that port.

Article (184):
A chandler shall return the seaman to his country in the following cases:
(1) If the chandler cancels the voyage after the vessel sails off.
(2) If the voyage is cancelled after the vessel sails off on account of prohibition of trading with the destination.
(3) If the seaman is removed from the vessel due to illness, injury or disability.
(4) If the vessel is sold in a foreign country.
(5) If the seaman is dismissed from service during the voyage without a legitimate justification.
(6) If the contract concluded with the seaman expires at a port other than the one provided for in the contract.

PART XII
WORKING IN MINES AND QUARRIES

Article (185):
Working in mines and quarries shall mean the following:
(1) Operations involving prospection, detection, extraction or manufacture of (solid or liquid) mineral substances, including precious stones, in the area for which the license has been issued.
(2) Operations involving extraction, concentration or manufacture of mineral sediments on or under the ground surface in the area of the license.
(3) Construction works, installation of structure and equipment related to the operations referred to in Paragraphs (1) and (2) of this Article.

Article (186):
No person under the age of eighteen or any woman regardless of her age shall be employed in a mine or quarry.

Article (187):
No person shall be allowed to engage in operations subject to the provisions of this Part until he undergoes a complete medical examination and proven to be physically fit for the required work. Such examination shall be repeated periodically. The worker may not be required to bear the costs of necessary medical examinations. The Minister shall set forth pursuant to a decision by him the terms, conditions and periods that must be complied with.

Article (188):
The actual working hours spent by the worker underground shall not exceed seven hours a day. No worker shall be kept at the workplace, above or under ground, for more than ten hours a day. If the work is conducted underground, such a period shall include the time needed for the worker to reach the underground and the time needed to return to the surface.

Article (189):
Access to the work location and facilities shall be prohibited for people other than the workers, persons authorized to inspect the mine or the quarry and persons holding special permits from the competent authority.
Article (190):
An employer shall keep a record to register and count the workers before their entry into the workplace and at the time of their exit therefrom.

Article (191):
An employer or the manager in-charge shall draft a list of orders and instructions related to the public safety.

Article (192):
An employer shall establish a rescue point in the vicinity of the workplace, equipped with necessary rescue and first aid equipment. Said point shall be equipped with suitable means of communication for immediate access and the employer shall appoint a trained technician to supervise the rescue and first aid operations.

Article (193):
Without prejudice to the provisions of Article (142) of this Law, the employer of each mine or quarry with at least fifty workers shall set up a suitable location with a room equipped with rescue and first aid equipment, another room for nursing and one or more locker rooms. As for quarries and mines with less than fifty workers located within a twenty-kilometer radius of each other, employers may pool their resources to establish a place of rescue and first aid in between such quarries and mines, or else establish their own places of rescue and first aid.
The Minister may determine the rescue and first aid equipment, protection and prevention measures in mines and quarries as well as employers’ responsibilities and workers’ rights and duties.

PART XIII
WORK INSPECTION

Article (194):
Work inspection shall be undertaken by competent inspectors to be named pursuant to a decision by the Minister. They shall have the powers and authorities provided for in this Law.

Article (195):
In addition to the general conditions for appointment of employees, a work inspector shall satisfy the following requirements when performing his duties:
(1) Total impartiality.
(2) Absence of any direct or indirect relation with the firms he inspects.
(3) Passing a conduct examination following completion of a training period of at least ninety days.

Article (196):
Work inspectors shall have the following powers:
(1) Monitor the proper implementation of the provisions of the Labor Law and its implementing regulations and decisions.
(2) Furnishing employers and workers with technical information and guidelines that enable them to follow the best means for implementing the provisions of the Law.
(3) Reporting to the competent authorities the shortcomings which the existing provisions fail to remedy and providing relevant suggestions.
(4) Recording violations of the provisions of the Labor Law and its implementing decisions.

Article (197):
Before assuming their official duties, work inspectors shall take an oath before the Minister to discharge their duties honestly and sincerely, and not disclose the secrets of any industrial invention or any other secrets which may come to their knowledge by reason of their offices, even after leaving such offices. A work inspector shall carry an identification card issued by the Ministry.

Article (198):
Work inspectors shall have the right to:
(1) Access any firm that is subject to the provisions of the Labor Law at any time, day or night, without prior notice.
(2) Perform any examination or investigation required to ascertain proper implementation of the Law. They may in particular:
(a) Question the employer, his representative or the workers in private or in the presence of witnesses about any matter relating to the implementation of the provisions of the Law.
(b) Review all books, records and other documents required to be kept pursuant to the provisions of this Law and related decisions, and obtain any copies or extracts therefrom.
(c) Take sample(s) of the materials used or handled in the industrial and other operations subject to inspection and believed to have a harmful effect on the health or safety of workers, for the purpose of analyzing such samples in government laboratories to determine the extent of such effect, and duly notify the employer or his representative of the same.

Article (199):
Employers and their agents shall facilitate for the inspectors and officials entrusted with work inspection the performance of their duties. They shall provide them with required data related to the nature of their work, respond to requests to appear before them and dispatch a representative when asked.

Article (200):
A person conducting inspection shall notify the employer or his representative of his visit except where he believes that the task for which the inspection is being made requires otherwise.

Article (201):
A work inspector may instruct employers to amend the rules for operating their equipment and machinery at deadlines he specifies, to ensure compliance with the provisions pertaining to workers’ health and safety. In the event of a hazard threatening the workers’ health and safety, the inspector may request the immediate implementation of measures he may deem necessary to prevent such hazard.

Article (202):
A work inspector shall treat with absolute secrecy complaints he receives regarding any shortage in equipment or any violation of the provisions of the Law, and shall not disclose to the employer or his representative the existence of such complaints.

Article (203):
If, in the course of inspection, the inspector concludes the existence of a violation of the provisions of this Law or of any decisions issued hereunder, he shall, provide advice to the employer on how to avoid such violation, serve the employer with a verbal notice or a written warning to rectify the violation within a certain period or else draft a report recording the violation, depending on the seriousness of the violation and the other circumstances that are left to his discretion.

Article (204):
Whenever the need arises, physicians, engineers, chemists, and specialists in occupational health and safety shall participate in the inspection. If necessary, the director of the labor office and inspectors may request the competent executive bodies to extend the required assistance.

Article (205):
The work inspection chief at the labor office shall prepare a monthly report on the work inspection activities, the aspects of inspection, the firms inspected, the number and type of violations committed and the actions taken with respect thereto. He shall also prepare an annual report on the inspection undertaken within the jurisdiction of the labor office, its findings and effects, and include therein his comments and proposals. Copies of both reports shall be submitted to the Ministry.

Article (206):
The Deputy Minister for Labor Affairs shall prepare, within a period not exceeding one hundred eighty days from the end of the year, a comprehensive annual report on work inspection in the Kingdom, addressing all matters relating to the Ministry’s monitoring of the implementation of the provisions of the Labor Law. In particular, the report shall include the following:
(1) A statement of the provisions regulating inspection.
(2) A list of the officials in charge of inspection.
(3) Statistics on firms that are subject to inspection and number of their workers.
(4) Statistics on inspectors’ visits and inspections.
(5) Statistics on the violations committed and the penalties imposed.
(6) Statistics on work injuries.
(7) Statistics on occupational diseases.

Article (207):
The Ministry shall prepare forms for recording violations, inspection records, notices and warnings, and shall establish the provisions necessary for the filing and use of such forms and for their distribution to labor offices.

Article (208):
Training courses shall be organized for work inspectors, and shall in particular include the following:
(1) Principles for organizing inspection visits and communication with employers and workers.
(2) Principles for auditing books, records and computers, as well as principles for organizing inspection reports and interrogation of persons.
(3) Principles for guiding employers on the requirements of statutory provisions and the benefits of their application, and assisting them in such application.
(4) Fundamental principles of industrial technology and means of protection against work injuries and occupational diseases.
(5) Fundamental principles of production efficiency and its relevance to providing conditions conducive to a proper work environment.

Article (209):
The Council of Ministers shall issue the Implementing Regulations needed to regulate and organize the inspection activities as provided for in this Part.

PART XIV
COMMISSIONS FOR SETTLEMENT OF LABOR DISPUTES

Article (210):
Commissions for settlement of labor disputes are:
(1) The Preliminary Commissions for Settlement of Disputes.
(2) The High Commission for Settlement of Disputes.

Article (211):
Pursuant to a decision by the Minister and following the approval of the President of the Council of Ministers, members of the preliminary commissions shall be named from among holders of degrees in Shari’ah or law.

Article (212):
Based on a decision by the Minister, a preliminary commission comprising one or more one-member circuits shall be formed in each labor office specified by the Minister. Each of these circuits shall decide the cases referred to it. If the commission comprises more than one circuit, the Minister shall name a head from among the members, who shall, in addition to his duties, assign the cases to commission members and organize the administrative and clerical work.

Article (213):
If no preliminary commission is formed in a labor office, the Minister shall, when necessary, delegate the commission formed at the nearest labor office with the duties and jurisdictions of the commission which has not been formed.

Article (214):
The Preliminary Commission shall have jurisdiction to:
(1) Render final decisions on:
(1.1) Labor disputes, irrespective of their type, the value of which does not exceed ten thousand riyals.
(1.2) Objection to the penalty imposed by the employer upon the worker.
(1.3) Imposition of the punishments provided for in this Law for a violation of which the punishment does not exceed five thousand riyals and violations with a combined punishment not exceeding five thousand riyals.
(2) Render preliminary decisions on:
(2.1) Labor disputes the value of which exceeds ten thousand riyals.
(2.2) Disputes over compensations for work injuries, irrespective of the amount of the compensation.
(2.3) Disputes over termination of service.
(2.4) Imposition of the punishments provided for in this Law for a violation the punishment of which exceeds five thousand riyals and violations with a combined punishment exceeding five thousand riyals.
(2.5) Imposition of punishments on violations punishable by fines and consequential punishments.

Article (215):
The High Commission for Settlement of Disputes shall be comprised of several circuits, each comprising not less than three members. The chairman and members of the commission who shall be holders of degrees in Shari’ah and law with expertise in labor disputes shall be named by a decision of the Council of Ministers, based on a nomination by the Minister. A decision by the Minister, based on a recommendation of the Chairman of the Commission, shall specify the number of circuits of the High Commission and their venue jurisdiction. The Chairman of the Commission shall select the heads of the circuits, assign the duties of each and supervise all administrative functions of the circuits.

Article (216):
Each of the circuits of the High Commission shall have jurisdiction to decide finally and definitively on all appeals brought before it against decisions of the circuits of preliminary commissions.

Article (217):
Decisions may be appealed within thirty days from the date of utterance of the preliminary circuit’s decisions made in the presence of the parties and from the date of notification in other cases.

Article (218):
If the decision of the preliminary circuit is not appealed within the period specified in the previous Article, the decision shall be deemed final and enforceable. All decisions of the circuits of the High Commission shall be deemed enforceable from the date of their issuance.

Article (219):
Each of these Commissions shall solely have exclusive right to consider all disputes relating to this Law and the disputes arising from work contracts. It may summon any person for interrogation or assign one of its members to conduct such interrogation. It may also require submission of documents and evidence and take any other measures it may deem fit. The Commission shall also have the right of access to any premises of the firm for the purpose of conducting the investigation and reviewing all books, records and documents it deems necessary.

Article (220):
Cases shall be filed through the competent labor office with the preliminary commissions in whose locality or under whose jurisdiction the place of work falls. Prior to referring the dispute to the Commission, the labor office shall take the necessary measures to settle the dispute amicably. The Minister shall issue a decision setting forth the relevant procedures and rules.

Article (221):
Cases arising from the provisions of this Law shall be reviewed promptly.

Article (222):
(1) No case shall be accepted by the commissions provided for in this Law involving a claim of the rights provided for in this Law or arising from a work contract after twelve months following termination of the work relation.
(2) No case involving a claim of the rights provided for in the previous Labor Law shall be accepted after twelve months following the effective date of this Law.
(3) No complaint regarding violations of the provisions of this Law or the regulations and decisions issued hereunder shall be accepted after twelve months following the date of the occurrence of the violation.

Article (223):
None of the commissions provided for in this Part shall abstain from rendering its decision on the pretext of the absence of applicable provisions in this Law. In such case, the commissions shall resort to the principles of Shari’ah, established judicial precedents, norms and the principles of justice.

Article (224):
The work contract parties may incorporate a clause in the work contract providing for settlement of disputes through arbitration or may agree to do so after the dispute arises. In all cases, the provisions of the Arbitration Law and its Implementing Regulations in force in the Kingdom shall apply.

Article (225):
Neither of the disputing parties may bring the dispute, upon which a final decision has been rendered by one of the commissions provided for in this Part, before this Commission or other judicial bodies.

Article (226):
During the reconciliation or arbitration proceedings or while the case is under review before one of the commissions provided for in this Part, the employer may not change the terms of employment applicable before the initiation of the proceedings in a way that would cause harm to the worker.

Article (227):
The Commission may order the losing party to pay the other party all or part of the costs incurred by him.

Article (228):
The Council of Ministers shall issue the regulations for litigation before the commissions for settlement of labor disputes.

 
PART XV
PUNISHMENTS

Article (229):
The punishments provided for in this Part shall apply in the absence of harsher punishments provided for in any other laws.

Article (230):
A fine of not less than three thousand riyals and not more than ten thousand riyals shall be imposed on any person who violates any of the provisions related to the vocational preparation of Saudi workers to replace others, as provided for in this Law and the decisions issued hereunder.

Article (231):
Violators of the provisions of Articles (16), (25), (33), (37) and (38) of this Law shall be subject to a fine of not less than two thousand riyals and not more than five thousand riyals. The fine shall be multiplied by the number of workers subject of the violation.

Article (232):
Violators of the provision of Article (30) of this Law shall be subject to a fine of not less than ten thousand riyals and not more than thirty thousand riyals.

Article (233):
Violators of the provision of Article (39) of this Law shall be subject to a fine of not less than five thousand riyals and not more than twenty thousand riyals, and the fine shall be multiplied by the number of persons subject of the violation. The worker shall be repatriated at the expense of the person who employs him.

Article (234):
An employer or any person responsible for violation of the provisions of Chapters Two, Three and Four of Part VI of this Law, or any decisions issued hereunder shall be subject to a fine of not less than two thousand riyals and not exceeding five thousand riyals for each violation.

Article (235):
An employer who violates the provision of Article (90) of this Law shall be subject to a fine of not less than five hundred riyals and not more than three thousand riyals. The fine shall be multiplied by the number of the workers subject of the violation.

Article (236):
Any person who violates the provisions of Chapters One and Two of Part VIII of this Law and the rules issued in accordance with the provision of Article (121) of this Law shall be subject to a fine of not less than three thousand riyals and not more than ten thousand riyals for each violation or closing down the firm for not more than thirty days or permanently. The fine and the closing down may be combined along with the elimination of the source of the hazard.

Article (237):
Without prejudice to the punishment provided for in other laws applicable to those who obstruct an official in the course of his duties, violators of the provisions of Article (199) of this Law shall be subject to a fine of not less than five thousand riyals and not more than ten thousand riyals.

Article (238):
Any employer, project manager or worker who refuses or delays execution of an arbitration award or a final decision rendered by any of the labor dispute settlement commissions shall be subject to a fine of not less than ten thousand riyals and not more than thirty thousand riyals.

Article (239):
A violator of any of the provisions of this Law and the regulations and decisions issued hereunder shall be subject to a fine of not less than two thousand riyals and not more than five thousand riyals, for punishments not provided for herein.

Article (240):
If the violation is repeated within ninety days or the violator fails to correct it within the specified period, the fine shall be doubled.

Article (241):
In all cases, the violator may pay the maximum prescribed fine as provided for in this Part without resorting to the Commission for Settlement of Labor Disputes.

Article (242):
Proceeds of fines collected on account of violations of the provisions of this Law and the regulations and decisions issued hereunder shall eventually be deposited with the Human Resources Development Fund.

PART XVI
CONCLUDING PROVISIONS

Article (243):
The Minister shall issue, within one hundred eighty days from the effective date of this Law, the decisions and regulations necessary for implementing the provisions of this Law. The Implementing Regulations shall be published in the Official Gazette.

Article (244):
This Law shall supersede the Labor and Workers Law promulgated by Royal Decree No. (M/21), dated 6 Ramadan 1389H and shall repeal all the provisions that are inconsistent with it. Regulations and decisions issued prior to the effective date of this Law shall remain in effect until they are amended.

Article (245):
This Law shall be published in the Official Gazette and shall come into effect one hundred eighty days after the date of its publication.

For your copy, please click  Saudi-Labour-Law  in pdf file.

The Philippine Embassy in Riyadh  has the following  Question and Answer format  in their website. Just click the article title for your guide.
  
# Article Title  
1 Saudi Ministry of Labor Guide Book for Expatriates  
2 Full Text of the Saudi Labor Law  
3 Saudi Labor Law – General  
4 Saudi Labor Law – Work Relations  
5 Saudi Labor Law – Contract Substitution  
6 Saudi Labor Law – Duties of Workers and Employers  
7 Saudi Labor Law – Wages, Deductions, Delayed Payment  
8 Saudi Labor Law – Working Hours, Overtime, Leaves, Vacation  
9 Saudi Labor Law – Transfer, Reassignment and Transportation  
10 Saudi Labor Law – Work Injuries  
11 Saudi Labor Law – Termination of Contract and Resignation  
12 Saudi Labor Law – Repatriation  
13 Saudi Labor Law – End of Service Award  
14 Saudi Labor Law – Term of Contract  
15 Saudi Labor Law – No Objection Certificate, Transfer of Sponsorship or Release  
16 Saudi Labor Law – Procedures to File Complaints and Remedies  

894 comments on “SAUDI LABOR LAW

  1. Magandang Araw sir,

    tanong ko lang kung bibigyan ka ba ng company dito sa saudi arabia ng Exit Visa ay pwedi ka ring hindi makablik sa saudi dahil pwedi silang maglagay ng remarks sa Immigration na hindi ka pweding makabalik? salamat po.

    • We can’t do anything about it Trish. Nasa discretion ng previous employer mo to issue or not. Wala po sa batas ng Saudi na ito ay compulsory or dapat ibigay sa expatriates kapag ito ay mag exit.

  2. Sir Bong,

    Magandang araw po. Sir may tanong lang po ako, Hired po ako sa isang manpower services provider na contractor na assigned sa malaking company. Nagkataon po Sir na nagkaron ng opening sa ibang department na direct hire at tinulungan po ako mag apply sa isa sa mga kababayan natin. Natanggap po ako Sir ang problema hinihinga po ako ng NOC ng inaplayan ung company which is client namin. Ano po pwede kung gawin para po ma releasan ako ng NOC? Thank you ang more power..

    • Ang NOC ay makukuha lamang or bibigyan ka lamang kung gusto ng kompanya. Ibig pong sabihin nasa diskresyon lamang ng employer kung bigyan ka or hindi. Wala pong batas ng kaharain na ino-obliga na dapat bigyan ng NOC ang lahat ng kanilang workers.

  3. Dear Sir,
    Good day!
    Nagtatrabaho po ko as a Nurse sa isang private clinic dito sa AL AHSA, KSA. Nung September 2013 po nagpasa ako ng letter sa amo ko na hindi na ako magrerenew. Tapos nung January 2014 po nagpaalam na ako sa amo ko na gusto ko ng umuwi ng Pinas kasi meron ako mahalagang bagay na aasikasuhin, sinabi q din na ako ang magbabayad ng ticket ko pauwi. Hindi po sya pumayag, sabi nia sakin kelangan tapusin ko ang contrata ko. Matatapos na po ang contratra ko sa MARCH 18, 2014. Nagbigay ulit ako ng letter para iremind sila na gusto ko ng umuwi at wala ako balak na magrenew. Nagkasaad po sa letter ko na MARCH 23, 2014 dapat pauwi na ako ng Pinas kasi may importante akong aasikasuhin. Pero ayaw po pumayag ng amo ko dahil wala daw ako kapalit. ayoko pong hintayin ang kapalit ko at gustong gusto ko na po talaga umuwi. ano po ba pwede ko gawin para makauwi ako sa petsa na binigay ko. Thank you po

    • Puwede mo pong kausapin ng masinsinan ang pinaka-mataas sa HR or personnel Dept ng hospital, dala dala ang iyong mga sulat na nagbigay notisya sa kanila na ayaw mo ng e-renew ang iyong kontrata at gusto mo ng mag exit dahil sa isang personal na mahalagang gawin sa Pinas. Ang lahat po ng ito ay madadaan sa magandang usapan at valid reason kaya gusto mong umuwi sa takdang panahon na matapos ang iyong kontrata.

      NGUNIT sa kabilang dako may karapatan po ang iyong employer na hingin sa iyo ang palugit na huwag munang umuwi habang wala ka pang kapalit. Ito ay kung talagang nagahahanap sila ng kapalit mo. Ito ay dapat mong alamin dahil ang Batas Paggawa ng Kaharian ay may probisyon na nakasaad ang puntong ito sa English:

      “An employer may postpone, for a period of not more than ninety days, the worker’s leave or Exit after the end of the year it is due or the contract is concluded with a valid reason; if required by work conditions or a replacement is require prior leaving his/her post.”

      However, after 90 days, if work conditions requires an extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year the leave is due.” – (Art. 110 paragraph 2, Saudi Labor Law)

  4. sir
    18 years npo ako sa company at every 2 years po ang bakasyon.evry vacation natatanggap po namin ang 1 month vacation pay at EOS benifit,gusto ko lang pong malamn kung paanu at mag kano dapat ang matatanggap kung above 10 years ?
    salmat po.
    ahllaguerta

    • The first 5 years po ay half month wage. After 5 years, 1 month wage na po for each of the following years. Kaya lang, usually ang ESB po ay natatanggap at the end of your service or contract kaya nga End of Service Benefits. Now, kung ang employer mo ay nagbibigay ng ESB every time you take your vacation, it means to say bayad na po siya sa tuwing nagbabakasyon ka.

  5. hi i’m jhonmark…kindly help me to clarify about the article in saudi labor law about the part time job..i’m working as computer programmer..was it okey if mag work ako ng part time sa ibang company…please reply

      • Good day sir,

        Gusto ko lang po sana humingi ng advise regarding sa exit ko sa company namin, nilipat po kasi ako ng department kaya ngdeside ako na mag exit nalang at humanap ng panibagong chance sa ibang country, nag file po ako ng exit notice nuong october 27 base sa company rules namin after po ng 5 days pinatawag ako ng personnel manager namin at tinanong po ako kung desidido na ako sa pag exit matapos ko po ma assure sa kanya na sigurado na ako ngbigay po sya ng schedule ng flight ko bale november 7 ang date kaya ngclearance na din po ako. Nuong november 6 po kinuha na ng company ang iqama at driving license ko kapalit po sana ng plane ticket at benefits ko pero bigla po dumating ang hr manager namin at kinancel po ang pag uwi ko ang masakit po dun hndi n po binalik ang iqama ko at driving license dahil yun po ang order ng hr manager, bale 24 days na po ako tengga dito sa campo nmin dahil sabi ng polo dapat daw po 30 days notice dapat kaya hinihintay ko po ang exact date. di ako mkalabs para bumili ng kailangan ko dahil wala po ako papeles. at isa pa po ang sabi ng opisina sa akin na wala n daw po ako sasahurin this month. nagverify naman po ako kanina maga para sa schedule ko pero sabi po ng opisina kung di raw po papayag ang hr manager ay hindi raw po ako mbibigyan ng schedule. Tapos n po ang 2 years contract ko since july pa kaya nais ko po sanang malaman kung anu ba ang dapat kung gawin ng makauwi na po ako sa pinas. sana po ay matulungan nyo. maraming salamat po

        JEFFERSON TAMBALQUE

        • Tapos na po ang inoyng kontrata, may karapatan po kayong umuwi kung ayaw nyo ng mag renew ng kontrata. Ngunit kung may sapat na dahilan kung baki ka na hold may karapatan rin po ang employer na maipag-liban ang inyong pag uwi. Ngunit sa sinabing mong nasa camp ka lang ibig pong sabihin non hinarass lang kayo ng employer or sa medaling salita ini-inis po kayo. Huwag mo itong pansinin dahil ditto sa Saudi inis-talo po ang kalagayan nating mga OFW. Kaya hintayin mong darating ang 30 days na ipinayo sa inyo ng POLO. Pag walang mangyari sa 30 days notice, bumalik po kayo sa POLO kung ano ang dapat na susunod na hakbang na gawin mo. Payo ko lang huwag mainis at huwag painitin ang ulo, kung kinakailangan mag pakumbaba. Ang lahat ng problema ay may solusyon ayon sa mahinahon na aksyon.

  6. Dear sir Bong,

    Good day.

    Nabasa nako ang uban sa mga problema sa mga OFW ug ang imo mga tambag kanila dinhi sa imo webpage ug nagpasalamat sad ko labaw sa tanan kay usa sab d i ka ka bisaya mao nga wala ko na gi lisod lisod ang ako kaugalingun ug namasin nga unta imo ko mahatagan sa imo nga mga opinyon loyo sa imong ka bz.

    Usa ako ka OFW dri sa saudi arabia nga taga Agusan del Norte usab sama kanimo sir. Nag trabaho ako sa usa ka dakong Construction Company dri sa Saudi Arabia sulod sa 2 katuig. Tungod sa kalisod ni decide ko sa pagpangaplay sa Canada mao nga naghinayhinay nko sa akong mga papiles sa pag process usa na ani ang passport para sa CANADIAN WORKING VISA. Pero ang advise sa akong kauban mukuha lang kuno ko ug Passport pero ingnun lang nako ang taga Philippine Consulate nga nawala ang ako Passport para mahatagan ko ug BAG-O kay maglisod man gud ko ug kuha sa akong passport nga toa gehawiran sa akong employer. Okay lang ba kini nga mga pamaagi? Pananglitan ok xa ug makuha nko after 2 months, dili ba kini magka conflict unya puhon kay mubakasyon raba ko sa December unya ang magamit nko nga passport kadto man ang toa sa employer gehawiran? Let say, kung dili man gani problema sa pagbakasyon nko puhon sa december sir, ang ako na sad gehunahuna, dili ba kaha ko ma problema puhon kung ma issuehan nako ug CANADIAN WORKNING VISA gamit ang new passport unya mao ni akong gamitun pag padulong nako didto sa canada gkan dri sa Saudi?

    Salamat sa imong panahon nga gehatag sa pagbasa aning akong problema sir ug manhinaut ko nga bisan sa imo kakapoy ug ka bz makahatag ka kanako sa imo mga maayo nga mga opinyon. Hinaot unta nga daghan pa kaayo ka matabangan.

    God bless sa imo ug sa imong mga pamilya.

    Janjan

    • Jan,

      Ang tanan nga hiwi nga pamaagi para mapadali ang gustong makuha kasagaran kini ang mahimong balakid sa mga plano for the future. SA pagmakakak lang daan nga kono nawala ang passport usa na kini ka sayop nga pamaagi. Ang akong matambag nimo, istoryahan nimo ug maayo ang imong employer nga naay maayong opurtunidad sa ubang nasod. Secondly, kung dinhi ka mogikan sa KSA to Canada, you need permission from your employer and besides you also need police clearance from a country you worked for six months or more. Kini nga requrements dili puwede ipamakak kay you need it to booster your employment to Canada.

      If I were you, go first to Canadian Embassy here in KSA and ask for guidance on what to do.

      Regards.

      Bong

  7. hi sir,

    Meron po ba sa Labor Law na bawal pagsamahin sa isang flat ang magkaibang lahi? puro pinay po xe kami noon tapos ngaun isinama sa amin ang isang indian na nurse at ngayon gusto pa nila dagdagan ng isang sri lankan na cleaner sa flat namin? tama po ba un?

    meron pa po isa about sa electric bills kami po xe ang ngbbayad ng kuryente every month. di ba po dapat kasama na un sa free housing ?

    Thank you. God Bless po..

    • Krizz,

      Wala pong batas na nagbabawal na pagsamahin sa isang flat ang magkaibang lahi. Kung gusto po ninyo, kayo po ay mag request sa inyong employer na ihiwalay kayo sa ibang lahi. Kung aprobahan po nila, salamat po, pag hindi wala po kayong magagawa tungkol dito.

      Ang electric bills po ay daapt kargo ng employer, kasama po ito sa tinatawag na free accomodation. Pakitingnan po ninyo ang inyong kontrata kung may nakasaad po ba doon na kayo ang mabayad nito, kung wala may karapatan po kayong magreklamo.

      Bong

  8. Dear Sir,
    Have a good day!
    My wife was arrived on May 07, 2013 in the Kingdom respectively in JEDDAH, KSA.
    She hired by one of the hospital to work as MIDWIFE, however when she started to work by next day they didn’t give even orientation and she was assign to WARD section as we know that this is a NURSE job. She don’t have an idea about it. Furthermore, they told my wife to pay her IQAMA knowing that the agreement between the agency in the Philippines and my wife has employer should pay it. Moreover, for her four (4) days staying on their Accommodation, she don’t have even her own bed, she was sharing on her room mate when they go for duty. They didn’t provide her bedding’s like blanket, pillow, and foam. Even her hospital uniform didn’t provide, again she was sharing other uniform to used while on duty.
    My wife is urgently needed an advise if:
    1.) If she can break her contract because her agency in the Philippines didn’t give a fall information as mention above?
    2.) Is it possible that she can go back to the Philippines and who will provide her plane ticket back home?
    Hope that you can give us an advise how to process legally to leave in the Kingdom without facing difficulty from her current employer.
    Thank you and more power!
    God bless you always Sir.

    • Bons,

      Habang maaga pa, papuntahin mo ang iyong wife sa POLO upang mabigyan ng abiso ang agency sa Pinas. Marami pong nilabag ang ang employer at ang agency nito sa atin at kung mapatunayan ng POLO na may nilabag ang employer at agency puwede po niyang iterminate ang kontrata, of course with the help ngating POLO sa Jeddah. In your case wife kung maagapan, the recuitment agency sa Pinas ang mag shoulder ng kanyang ticket pauwi sa Pinas.

      Bong

  9. Good morning po!!

    Sir Bong, puwede po bang mag early exit ang isang employee for example mga 2months before the finish contract po? … totoo po ba yong pag 18months kana sa company puwede ka nang mag exit at makukuha mo rin ticket mo??anu po ba ung patakaran about sa pag exit po?

    • Kung papayag ang employer sa request mo na early exit, wala pong problema ngunit kung hindi papayag, dapat lamang po na sundin ang nakasaad kung ilang taon ang kontrata.

      Wala po akong nabasa na batas or polisiya na kung 18 monnths na ang worker puwede na po itong mag exit. Depende po ito sa napagkasunduang kontrata kung kailan po ito matatapos. Ibig sabihin po, makapag exit lamang ang worker kung tapos na ang kanyang kontrata.

      Tungkol sa ticket, malinaw po na nakalagay sa kontrata ito, na kung saan ang employer ay ang mag shoulder ng ticket sa isang worker kung natapos po nito ang kontrata, “free air fare ticket upon completion of contract.”

  10. Dear Sir Bong,
    Magandang araw po…Gusto ko po sanang itanong kung sino po ba talaga ang dapat magbayad ng OFW Inssurance? ang employer o yung OFW? kasi po sa case namin kami po ang mag shoshoulder ikakaltas po sa sahod namin woth 540sr. kung maari po sana mabigyan nyo kiami ng guideline o maturuan kung saan pwede makakuha ng guideline tungkol sa bagay na ito na pwede naming maipakita sa employer namin. Maraming salamat po

  11. Magandang araw po!!

    Sir bong, itatanong ko lang po kung pwede mag exit ng 4months before po ng finish contract at kung may karapatan po akong kunin ung ESB ko. . pang dalawang kontrata ko na po eto pero baka hindi ko na taposin kasi binabalak kung mag aral ng masteral degree (MAN) etong june. .mga october 12 po kasi ung finish contract ko e sayang naman din po ung panahon. . Salamat po!!

    • Sa article 85 po ng SLL makikita ang sagot ng inyong tanong.

      Article 85: If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.

  12. Good day po!

    merong lang akong mga katanongan kasi gusto kong mag resign sa napasukan kong company dito sa jeddah…. ano ang mga dapat kong gawin at kong meron man akong bayaran gusto kulang malaman kong mag kano aabotin… bago palang ako dito sept. 18, 2012 kami dumating dito sa jeddah…. at kong hindi man pwede ngayon… hingi nalang kami nang payo kong ano at kailan pwede mag resign or mag pa cancel nang visa…. maraming salamat poh…

    • Depende po sa nagastos ng inyong employer. Iyan kung papayag silang mag resign kayo pero kung hindi wala po tayong magaawa. Ang kontrata po or iqama ang binabasihan hindi na po ang visa.

  13. Magandang araw po sa inyo.natutuwa po ako at nagpapasalamat dahil meron po tayong kababayan na tulad nyo na walang sawang tumutulong sa ating mga OFW dito sa KSA. Sa kabila nang pagsu-surf ko sa mga blogs dito, may mga nakita ako ngunit di halos pareho ng mga hinaing ng iba ang nais ko pong malaman or kulang pa ang aking pagkaunawa. Ako po ay dumating dito sa aking kumpanya noong march 10, 2010 bilang isang technician. Nakasaad sa kontrata ko na 21days paid vacation for 1st yr and 30days paid vacation from 2nd yr w/free ticket.
    Una po akong nakapagbakasyon noong April 2011 at na-renew ang aking Iqama bago ako magbakasyon. Ang bagong Iqama ay may expiration ng 1434/06/26 kung hindi po ako nagkakamali ay sa june 2013 pa po ito mag e-expire. Nakapagbakasyon po ulit ako nitong April2012 lamang dala ang pangako ng Boss regarding new position at increase ng salary without black and white. Sa madalit sabi bumalik po ako galing bakasyon ngunit hanggang sa ngayon di natupad ang pangako at wala ng balak tuparin ayon sa mga alibi ng boss ko (Take note na nagfile po ako ng letter of non-renewal of contract o exit sa kagustuhang humanap ng ibang mas magandang kumpanya at mataas na salary ngunit pinigilan nga po dahil sa offer nila na nagtiwala naman ako.)
    Considering na unspecified yung kontrata ko dahil wala po akong pinirmahan na renewal of contract,
    1.) Pwede po ba akong magfile ulit ng letter of not tending to renew my unspecified contract sa kumpanya namin ANYTIME kahit kababalik ko pa lang galing ng bakasyon noong June2012? 2.)na sa ayaw at sa gusto nila ay dapat masunod ang kagustuhan kong mag-exit na ASAP or 90days maximum pagkatanggap ng notice? 3.) wala po ba akong babayaran sa pag-repatriate sakin?
    4.) Ibibigay po ba kaya sakin ang esb ko.?

    Maraming salamat po sa ang inyong pagtugon…MABUHAY PO KAYO!
    Ariel of Dammam

    • Riel,

      Salamat!

      Malinaw po sa batas paggawa na nasa diskresyon ng dalawang partido (Employer-Employee) to terminate the contract in an unspecified or indefinite term of contract. Pero kailagan po ang notice, sa madaling salita sulat to be served to the other party at least 30 days prior to the intended termination date (Art. 75 SLL).

      At dahil po kayo ay nasa indefinite term of contract, ibig pong sabihin mag end po ang inyong kontrata sa May 7, 2013 katumbas ng 1434/06/26. Article (37): The work contract for non-Saudis shall be written and of a specified period. If the contract does not specify the duration, the duration of the work permit shall be deemed as the duration of the contract.

      Wala kang dapat bayaran kung aprobahan ang iyong Exit.

      OO naman, dapat pong ibigay nila ang ESB mo in full kung taposin mo ang iyong iqama. Pero kung hindi, ito po ay nagangahulugan na resignation at hindi finish contract.

      Bong

      • Kabayan Bong,

        Maraming maraming salamat po sa inyong pagtugon.Naway nakatulong din po sa iba pa nating kababayan ang naging suliranin kong ito. Actually inindorse ko po sa iba pang mga pinoy d2 sa company ang site na ito, hindi yung puro Facebook lang inaatupag pagkabukas ng laptop nila, para lagi silang aware sa kanilang karapatan bilang ofw sa ksa at sa mga payo ninyo. ika nga nila – “ignorance of the law excuses no one”..siempre nasa huli ang pagsisisi…Naway pagpalain kayong lagi ng Lumikha! More Power!

        • Salamat Riel. Hindi man ako physical na nakausap ninyo at nakandaupang-palad, sana naman sa paraan ng internet a sa blog na ito nakapag share man lang ako ng konting kaalaman sa ating hanay. Hindi ko sinabing lahat ay alam ko na pero sa pag share nito sa iba ay isang accomplishment na walang katumbas na halaga. SAbi ni Alfred North Whitehead “Wisdom alone is true ambition’s aim, wisdom is the source of virtue and of fame; obtained with labour, for mankind employed, and then, when most you share it, best enjoyed.”

          Tama ka Riel, ignorance excuses no one but according to Aldous Huxley, isang Essayist “Facts do not cease to exist because they are ignored.”

          Sa makabagong technology katulad po ng internet, wala na pong imposible nowadays, the only basic thing you do is to SEARCH and SURF.

          Salamat muli sa iyong tiwala. MABUHAY ang OFW.

          Bong Amora

  14. Good evening po.
    I have a brother working in dammam,saudi arabia..according to him yong contract nila is SETTLE?Ano po bang ibig sabihin if your contract is SETTLE.Im not familiar with the types of working contract. And according to him slave level po ang treatment sa kanila dun since majority of the workers are egyptians and pakistani.Tanong ko lang po pwede po ba siyang makauwi thought hindi pa cya nakaabot ng 1year dun sa work nya at may babayaran po ba?If ever may babayaran po cya magkano po?(estimated lang po) at sino po ang magsesecure ng airfare ticket nila?

    I hope you can help me with this so that i can advice him what to do. He is also confused dahil first time nya pong mag abroad..Thank you!

    anne corrales

    • May karapatan pong hingan ng kabayaran ng employer ang iyong brother dahil sa hindi pag kompleto ng kanyang kontrata. Hindi po natin makwenta ang eksaktong amount ngunit kasama na dito ang Visa at Airfare ticket ng worker. May kompanya na sila ang mag shoulder ng ticket pero napaka bihira po.

  15. Mr. Bong,

    Please explain further this Law,obligado ba ang employer na bigyan ng annual vacation ang OFW pauwi and panu po yung air ticket? papayag ba sila sa bayarin
    tungkol dito?

    Please advice.

    Article 109 of Saudi LABOR LAW:

    2) A worker shall enjoy his leave in the year it is due. He may not forgo it or receive cash in lieu during his period of service.
    The employer shall notify the worker of the date of his leave in sufficient time of not less than thirty days.

    • Depende po sa kontrata, may contract na yearly vacation at meron din pong vacation after two years. Meron din pong 2 years contract but yearly vacation. DEpende po sa kung anong nakasaad sa kontrata kung sino ang mag shoulder ng ticket kung papayagang magbakasyon ang worker every year in a two year period of contract.

      “A worker shall enjoy his leave in the year it is due” Art. 109 can be enjoyed by the worker if it is stated in the contract. Thus a work contract providing the vacation to be availed after two years is valid and binding.

      When it comes to the ticket, the law is silent on this regards, what the law said is the employer should bear the cost of the ticket upon completion of work relation between the two countries. Meaning after the contract is completed.

      Kaya sa kontrata dapat lamang po na naka specify ang vacation kung kailan at sino ang mag shoulder ng pamasahe tuwing magbabakasyon or final exit ng worker.

  16. SIR:

    Maiksi lng po tanung tungkol po sa weather condation ano po ang pinaka mataas na temperatora para mag deklara ng black flag i mean no working hour sakop po ba ito ng Saudi labour code?

    • Wala pong hottest temp to declare black flag ang Saudi Arabia at wala rin po ito sa Saudi Labor Law. Ngunit ang Labor Ministry ay may kautusan sa taong ito na working ban between 12:00 Noon up to 3 pm sa buwan ng Hulyo at Agosto lalo na po sa mga constuction sites at sa mga oil companies. The order says “workers in Saudi Arabia will not be working from noon to 3 PM until after August”.

  17. Dear Sir,
    Good day!
    Ako po ay nagtratrabaho ng 1 year at 18 na araw sa kompanyang Hamad Al Zami’h Contracting Est.,nakatatlong buwan na kami ngayong walang sahod. Sahod namin sa April hindi pa namin natanggap. Puro pangako lang ang alam nilang gawin ngunit hindi naman tinutupad. May project ang kompanya ngunit walang kapasidad para sa pasahod sa mga tao at financial na support para tumbasan ang mga pangangailangan ng materyales at proyekto. palagay ko gasgas na yata ang kompanya namin sa dami ng reklamo sa labor.

    Kung magkataon saan kami lalapit at dudulog….
    Please po tulungan niyo po kami. Maraming Salamat po sa site niyo! Hopefully po ma resolved itong issue na ito with ur help. Please guide us po.

    • Kung nasa Red catagory po ang kompanya ninyo, ibig pong sabihin puwede po kayong lumipat ng ibang kompanya. Samantalaahin po ninyo na nasa Red ito. Makipag-ugnayan sa ating POLO sa nararapat na gawin upang may guide kayo at hindi mapahamak sa aksyon na inyong gawin.

  18. Asalamo Alaikom… Pwede ho bang makahingi ng tulong. Ito ay tungkol sa Vacation roundtrip ticket po namin, ang pagkakalam ko po ay kapag tapos na po ang contrata ng isang OFW sa kanyang company ay sagutin po nila ang roundtrip ticket kung ikaw po ay magbabakasyon. Ang nangyayari po kc ngayon ang aming kompanya pinapipirma po kami ng declaration letter, sa kadahilan po na ang budget po ng Ticketing Department namin ay 2,060 Riyal po kung sosobra po sa budget na yun ay sasagutin po namin ang halagang sobra po sa kanilang budget.

    Please!!! naman po sana matulungan nyo naman po kami sa aming problema karamihan po sa amin dito gustong gusto na pong magbakasyon. Kaso nga lang po dahil sa bagaong patakaran ng aming kompanya ninanais na lang po nilang di umuwi. Hamakin nyo po na kung minsan umaabot po sa 500 riyal ang hinihingi nilang dagdag kung minsan naman ay 800 to 900 riyals.

    GOD BLESS!!!

    • Yes, if it is agreed upon in the Work Contract. Otherwise, the law is silent with respect to the provision of plane ticket to a worker going on annual vacation. What the law requires is for the employer to bear the cost of the return plane ticket to the worker’s home country at the end of the relation between the two parties. (Art. 40 par 1, SLL)

      As a matter of business practice or company policy, most employers however provide for round-trip plane tickets to workers availing of annual vacation leave as part of the benefit package of their workers. And this provision must be found in the contract.

  19. Sir bhong,

    Greetings of peace!

    Magtatanong lng po sana ako kung ano ang normal wage ng mga nurses hir in saudi.Finish contract na po ako this june 10,2012 and I plan to renew my contract.I am asking for an increase of salary pero sabi ng moder namin na above the average na po daw ang salary namin wich is 2000 SAR.Sabi niya na 1500 lng daw po ang normal wage ng mga nurses dito.

    Sir bhong can u giv me an advise on how much salary will i take if i will renew my contract?

    thanks and more power!

    ANA

  20. Hello Sir Bong,
    Gusto ko humingi ng payo sa iyo about the situation of my company.

    Ako po ay first time sa Saudi. Presently working sa Riyadh at matatapos na po ang aking contract this coming Oct. 2012. Ang aking position po dito ay engineer at nag work naman as enginner pero sa aking iqama ang status ko ay worker at eto ay mag expire this Dec. 2012. Sa ngayon po ay may problema ang aming company. Ang aming pong project ay may pending na sahod na 5 months. At ang aming system sa process ng iqama at pagkuha ng visa para exit o vacation at naka closed daw ayon sa company. Sa ngayon po an gaming kompanya ay din maka transact sa banko dito sa Saudi dahil may kaso ang company sa korte. Sa ngayon po marami po ang naka line up na exit at bakasyon dahil sa problemang ito n gaming company. Ang feel kop o ay mukhang sinasadya ng company naming na gawin ito kasi mostly sa umaalis for vacation ay din a bumabalik. At sa exit naman po ay naghihigpit sila sabi nila wala exit na available. Marami na po ang terminate nila sa dahil ganitong pangigipit at pag buburo nila.
    Kaya ako po ngayon ay nagiisip kung ano po ang tamang approach o gawin para ako maka exit agad pagkatapos ng contract ko.
    1.) Tama po ba na mag stop work na ako after 90 days ng finish ng contract ko? Para mapuwersa sila na pauwiin ako.
    2.) Sabi po ng matagal na pinoy dito ang POLO daw ay di nakakatulong sa problemang ganito. Totoo po ba ito? Kasi may ilang pinoy na na terminate na dito na tapos ang kontrata nila pero nag stop work sila na di sila pinayagan ng project manager nila. At hindi sila na help ng POLO then wala silang nauwing pera sa exit nila.
    3.) Kung ang aking notice for non-renewable of contract ay di acknowledge ng aking boss ano ang aking gagawin?
    4.) Tama po bang kulitin ko ang aking boss from time to time para maka exit agad ako?
    5.) Ang POLO o embassy natin ay pwedeng kausapin ang immigration at labor ng Saudi na dapat ng pauwiin ang mga expire na visa at iqama namin?

    Sana po ay masagot nyo mga mga tanong at mabigyan ng payo.

    Maraming Salamat po at God Bless.

    Tolits

    • Hindi po tama ang mag stop work. Bawal po ito sa KSA at ito ay maiituturing na sit down strike na may kaukulang parusa.

      Ang atin pong POLO ay namamagitan lamang sa mga employee – employer na problema. ibig pong sabihin mag mediate po lamang para sa isang magandang solusyon na hindi maagrabyado ang isa man sa magkabilang panig. Pag walang mangyari sa usapan ng worker at kompanya, ang POLO ay magbigay ng guidance or assistance sa OFW upang makapag file ng formal complaint sa Saudi Labor Office. At pag may hearing na ang kaso na naisampa ng worker, ang translator ng POLO ay handang sasama sa worker sa mga hearing schedules hanggang sa matapos ito.

      Para po maunawwan ninyo ito, paki click lamang po ang link http://ofwempowerment.com/ofw-guide/patnubay/ ng Patnubay sa ating blog.

      Pasensya na po sa late na reply. Isa rin po lamang akong OFW sa kaharian na dapat pong unahin ang trabaho bago ang lahat.

  21. sir gandang araw po…. sa pinas po ba nag entertain ng individual processing ang saudi embassy for visa stamping and other matters related to visa processing? nasa abroad pa ako now and will have my vacation next month balak ko pong mag resign after then mag process ng docs dyan kasi yan ang advise ng new employer ko dyan sa saudi.. in case hindi po pwede may ma suggest ba kayung pwede nating ma contact na agent para ma process ang papeles ko.. pls give me the number and contact number .. maraming salamat po…

    • Hindi po nag entertain ang Saudi Embassy ng individual application realted to Visa. Magahnap po kayo ng agency sa Pinas, marami po sila pero hanapin po ninyo yong matibay at mapagkatiwalaan na agency.

  22. Gud pm Sir:

    Magtatanong lang poh ako regarding sa situation namin dito.. We are working as nurses dito sa Jeddah. We finished our contract January 18, 2012. Our iqama expired last March 26, 2012. Ngayon poh, hinihiling poh namin na pauwiin kami this week but still they were refusing. Dinadaan poh kami sa after 2 weeks ng after 2 weeks. And we informed them regarding our exit as early as November 2011. So, 2 days na po kmi hindi pumapasok sa work kasi ang sabi namin is hindi na po kami makapgtrabaho ng ayos at baka magkamali pa. Nagsubmit din po kami ng exit letter before, stating that we will work until May 3 and both our headnurse and Medical Director signed it. Tinatakot pa kami na hindi kami bibigyan ng certificates and benefits and ibblock kami for 5 years dito sa Saudi. So ano po bang laban namin regarding this matter? And wala poh ba kaming right na magdemand na pauwiin kami even less than 60 days which is written sa exit visa namin? Sana po matulungan nio kami kung anong mas mabuting gawin. Salamat po and Godbless.

    • Ken,

      May right po kayong mag demand na pauwiin dahil tapos na po ang inoyng kontrata, ngunit ang paghinto sa work ay hindi po solosyon sa inoyng problema. Ito ay maging butas pa upang madagdagan ang inyong problema. Ngunit ag hindi kayo bigyan ng EC at benepisyo ayon sa batas PAggawa ng KSA ay hindi po tama.

      Una po ninyong gawin ay gumawa po kayo ng sulat reklamo address kay Phil. Overseas Labor Office or POLO Labor Attache Vicente Cabe, ilahad po ninyo ang lahat ng inyong problema lalo na po ang tungkol sa pag-uwi sa Pinas. Perimahan nyo po ito lahat at personal na puntahan si Labatt Vic Cabe sa kanyang opisina. Tawagan nyo po muna siya para sa appointment, sa numeron ito: 0546088934. Pakisabi, ni refer po kayo ng ofwempowerment blog. Pag nandoon na kayo, dumaan na rin kayo kay Consul General NOrman Garibay para malaman niya ang inyong problema. Pakisabi banggit na lang ang aking pangalan, baka hindi pa niya ako nakakalimutan.

      Bong Amora

  23. Good Day Sir,

    Matanong ko lng po..
    Pano po ang process ng Transfering of Sponsor Ship..
    me nabasa akong article na pwedeng mag Change ng Sponsorship after two years.. matanong ko lang po kung paano ang process at kung me guide how to do that

    • Have to work at least two years with their present employer in order to get approval for the transfer of sponsorship to another. Transfer of sponsorship is subject for approval by the sponsor, kung hindi papayag ang sponsor, walang magagawa ang worker.

      The first thing that the worker should do is to secure the consent and approval of his sponsor to transfer to another employer. The procedure then is for his prospective sponsor to write a letter expressing his interest in the worker’s service and requesting for his release. If the
      conditions are so acceptable to the present sponsor, he should formally consent thereto and sign the release papers. Thereafter, the prospective
      sponsor should present these documents with the application for transfer of sponsorship and iqama for official approval of the Ministry.

      Unless the legal rules and procedures are followed, an employer may not allow his worker to work for others and a worker may not work for other employer. Similarly, an employer may not employ worker of other employers. An employer may not allow a worker to work for his own account and a worker may not work for his own account. (Art. 39, SLL)

  24. sir,
    good day po sa inyo..itanong ko lang po kung ano po ang batas sa 10 yrs kana dito na nag tratrabaho pero ang contract mo every two years, meron po bang bagong batas na nag sasabing pwede na humingi ng contract na maging yearly? maraming salamat po.
    rolly

    • Nasa diskresyon po ng employer or mapagkasunduan ng dalawang panig tungkol sa duration ng contract.

      Kung 2 taon ang kontrata pero nakasampung taon ka sa iisang employer, ibig pong sabihin naka 10 years kang nanilbihan sa kanya kahit ni-renew mo pa ang iyong kontrata every two years. Sa pag kwenta ng benepesyo, ito po ay dapat 10 taon.

  25. dear sir,
    gusto ko lang po sanang malaman if my makukuha akong ESB if ndi ko po natapos ang 2 years kong kontrata? actually po nakaka 20 months na apo ako sa kompanya ko ngayon, tinanong ko po ang payroll dept. namin sabi po wala daw po akong makukuhang ESB kasi daw po hindi ko daw po natapos ang aking 2 taong kontrata? gusto ko lng pong malaman kung totoo po ba yun? kasi po sa dati kong kompanya ndi ko din po natapos ang ang aking kontrata pero po naka receive po ako ng ESB.. sana po matulungan nyo po ako sa aking katanungan maraming salamat po..

    • Malinaw po sAudi Labor Law “Upon the end of the work relationship, the employer shall pay the worker an end-of service award of a half-month wage for each of the first five years and one-month wage for each of the following years. (Art. 84, SLL)

  26. ask k lng po sir,if pwede ako magreklamo about s work ko dito s riyadh, ang nasa contract ko po eh staff nurse pero ang work ko po eh dental assistant s isang clinic…and hindi po nsunod ung salary n pinirmahan ko,…anu po b ang pwede kong gwin?

  27. sir magandang hapon hingi sana ako nang tulong sau sir dalawang taon na po ako d2 saudi jeddah tapos na po ung contrata ko hanggang ngaun ndi pa ako naka tanggap nang iquama at nag file na ako nang final exit sir isang buwan na ako naka tambay sir at nagtanong ako sa main office namin sir palagi nlang cnbi na pinapa process pero hanggang gnaun wala..sir kailangan ko tulong mo gusto kna mka uwi..tnxs sir

    • Dalawang taon kang walang iqama? Paano ka makauwi kung walang iqama, dapat po may iqama ka bago ka bigyan ng exit or re-entry. Tawagan po ang numberong ito: 0561956142 at isangguni mo po doon ang nararapat mong gawin.

  28. good day sir!
    ask ko lng po kung magkano mkukuha na END OF SERVICE AWARD kapag ikaw ay naka 2years lng sa company?
    pwede n po b ako mag exit kung ang contract ko may balance pa na 15 days bago matapos?
    salamat po sir at more power sa inyo!

    • Nakapaghintay ka nga ng isang taon at 11 months and 15 days – yong 15 days lang hindi mo kaya? Taposin mo na ang iyong kontrata upang maganda ang iyong Exit.

      Tungkol sa ESB, Upon the end of the work relationship, the employer shall pay the worker an end-ofservice award of a half-month wage for each of the first five year…..(Art. 84, SLL)

  29. gud day, sir my mga questions lng po ako, sir pag po terminated k sa work mu.. anu po maillagay sa passport mu ? is it exit, o deported or terminated??
    i need your response, sir is it true n pag napauwi k sa pinas di k na mkkbalik sa saudi?? for 5 years??

  30. salam sir; gud day po ! kung hindi po sakop ng saudi labor law ang mga hsw household service worker ? ano po ang bisa o tibay ng contract na pino process dyan sa consulate at sa poea saan at kanino po pwedeng humingi ng assisstance kung may pag labag sa pinirmahang kasunduan ? ang imployer ? ako ay mag sa sampong taon nang family driver dito sa jeddah from 26 october 2002 to present ? ni rerequest ko po ang aking 15 days paid vacation for every yr of service total of 7,500 riyals po for 10yrs ! nakasaad po ito sa second page terms and condition no. 9 sa contract pilit pong itinatanggi ng employer ko wala daw po kontrata ? every 2 yrs po pag vacation ko remind ko sya hanggang sa mag reform po noong Dec 16 2006 and march 1 2007 naging hsw po gusto ko pong mapakinabang ang benipisyong ito sir sa 10 taon kung sakripisyo parang wala pong atay at puso ang aking amo ? pwede pong makabili ng isang motor na pang hanap buhay kung ipag kakaloob ! nitong mga nakaraang araw po buwan ng marso parang naging mainitin sya na ipinagtataka ko ?hindi naman sya ganon dati lahat ng gawin ko lagi syang may puna ? parang demanding na sya ? lahat ng gawin ko parang mali ? sinabihan ako ng lying and playing games sa telepono habang nag lilinis ako ng kotse 7 po ang kotse nya pinag papalit palit nililinis ko pong lahat yon bago gamitin at pagkatpos gamitin ginigising po ako ng alanganing oras sa gabi minsan madaling araw na pra balutin lang ? March 15 po pag ka sabi nya ng lying n playing game sinurender ko po ang susi ng kotse kinuha din yung ibang susi then kinuha po ang aking iqama at licensya? sinabihan akong mag mula ngayon kalas naraw ? pilit akong kinakausap ako nunga ama na mag balik ? sabi ko sir ayaw ko na ! ang problema yung anak ang sponsor yung ama nag papasweldo? madalas silang mag argue ? pag may utos ako unahin mo ako sponsor mo yung isa naman ako unahin mo ako nag papasweldo sayo ! lito po ako ? dalawa siang umuutos ng sabay? ngayon po naka standby ako sa kwarto hintay lang kung ano gagawin nila? nag file po ako ng notice effective 01 april 2012 pro nakiusap yung amo ng misis ko na maghintay hanggang june pag tapos ng skwela baksayon po ang misis ko para sabay na kami ! kapatid po ng amo ko ito mutawwah mabaiit po sya na ang mag papasweldo sa kin hang gang june pag uwi isang villa lang po silang magkakapatid nasa 1st floor yung amo ng misis ko nasa second floor naman amo ko tumutulong ako sa trabaho ng misis ko hangang sa pag uwi lang ? Sir kailangan ko po ng inyong payo o tulong sa pinakamaagap na panahon ! salamat po romeo !

    • Hindi sa ibig sabihin hindi kayo cover sa batas paggawa ng kaharian e wala na rin po kayong karapatan na magreklamo. Puwede po kayong magreklamo sa ating Embahada or POLO upang malaman ang side ng inyong employer. May korte rin po na puwedeng litisin ang reklamo ng FHSW sa kanyang employer kung ito ay kinakailangan or may solid na ebendensya ang FHSW na nilabag ng employer ang mga sumusunod:

      Please find below Shoura Council’s directives on this regards.

      - Require employers not to demand the workers to undertake chores that were not mentioned in the work contract or to send them to work for someone else.

      - A worker should get nine hours of rest every day; he or she should not be asked to do a job that is injurious to health or damaging to honor, and he or she should be provided with suitable accommodation and allowed breaks for entertainment, prayer and food.

      - The employer should prepare three copies of the contract in Arabic with translation. The employer and the worker will each keep a copy while the third copy is to be filed in the recruitment office.

  31. good day,

    meron lang po akong mga katanungan. ano po ang pwede kong ilaban kung ako ay tanggalin ng employer sa trabaho kung wala naman akong ginagawang masama.

    3 po kaming pinoy IT sa Aramco, 2 (software) at 1 (hardware printer).
    yung hardware po namin ay nilipat sa riyadh at pinalitan ng saudi.
    di sa pagmamayabanag pero ito pong saudi eh walang ka alam alam sa pag a-IT mapa software man o hardware. sa tingin ko dahil lang sa saudization kaya ito nilagay sa area namin. kinukulit ko po kasi na magpadala ng hardware printer technician sa lugar namin at di naman kami ganun kahusay pagdating sa hardware problem. sa madaling salita halos kaming 2 lang ang nagtatrabaho dito at yung saudi eh petiks lang. ang panakot ng employer eh kailangan daw alisin ang isa sa amin para lang maglagay sila ng printer technician. nagsasawa na po ako sa ganung salita nya at gusto ko na po silang hamunin.

    kung sakaling magka ganun at ako naisipan nila pauwiin ng pinas, ano po ang mga pwede kong ilaban at makuha?

    maraming salamat po

    • Article (80):
      An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination:
      (1) If, during or by reason of the work, the worker assaults the employer, the manager in-charge or any of his superiors.
      (2) If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place.
      (3) If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
      (4) If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence.
      (5) If the worker resorts to forgery in order to obtain the job.
      (6) If the worker is hired on probation.
      (7) If the worker is absent without valid reason for more than twenty days in one year or for more than ten consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for ten days in the first case and for five days in the second.
      (8) If the worker unlawfully takes advantage of his position for personal gain.
      (9) If the worker discloses work- related industrial or commercial secrets.

  32. good day!

    sir, ask ko lang po if dapat ba mag terminate ang company na hindi pa tapos ang contract? … dahil ang reason po nila sa company namin … wala na daw silang project na makukuha so tenirminate nila kami i was working all most 9 months palang …

    Question:
    1. dapat ba silang mag bayad sa remaining months
    2. pwede ba namin silang eriklamo sa owwa if ever hindi sila mag bayad

    salamat

    • Puwede po ninyong ireklamo ang employer sa Saudi LAbor Court at hindi po sa OWWA. Puwede rin kayong dumolog sa ating POLO for exact advise kung ano ang nararapat ninyong gawin.

  33. Dear Sir,
    Nag apply po ako ng Dental Technician sa pilipinas march 2001 kahit graduate po ako ng Dentistry at pinayagan namn po nila at work po ako for 10 years sa isang Polyclinic as dent tech ang iqama. Mag business partner po ang dalawang amo ko. Nag bakasyon po ako nitong Sept.2010. Pag balik ko nag hiwalay na daw ang dalawang amo ko, at yung anak ng amo ko ang nag manage. Napalitan ng bago ang iqama sa pangalan ng bago kung amo. So tinuloy ko po ang work hanggang dec. 2011 sinabi ko po na exit na ako sa march 2012. Kinukuha ko po ang ESB ko for 11 years sa anak ng amo ko pero ayaw nya ibigay, pina labor ko po sya, ang sagot nya sa labor pag meron dw akong shahada or papers na nagpapatunay na pwede akong mag work as dent. tech kahit dentistry ang papers ko ay bibigay nya ang ESB ko. sabi ko noon ko pa nga binigay pero wala kayong ginawa, nakapagtrabaho ako ng 11 years tapos ngaung pa exit na ako eh kukunin nyo ulit.
    Sabi sa labor hintayin ko daw yung papel ko kung ok o pwedeng mag work ako kahit dentistry ang papel, kasi po pinadala sa riyadh. Sabi ko nga sa kanila na ano pa silbi ng papel ko eh pauwi na ko ayoko ko ng mag work sa kanya.
    Tanong ko lang sir, Makukuha ko po ang ESB ko kung hindi pumayag na mag work ako as dent. tech?

    • Kung kinakailangan ng Labor office ang dokumento or shahada, dapat po kayong mag comply. Kung nakasampa na ang complaint mo sa labor Saudi Labor Office, hintayin na lang po natin ang pasya nito.

      Kung ano man ang profession na nakalagay sa iyong work permit, ito po ang dapat ninyong trabaho. At kung mapapatunayan na natupad mo naman ang tungkulin bilang Dental Technician sa kabila na ikaw ay Dentistry graduate, maaaring ang batas ay panig sa iyo upang makuha mo ang ESB.

  34. Sir bong,

    Good Day…

    i am planning to resign coz i have a new offer from qatar. I arrived here in ksa last january of 2010 on visit visa and i had made 2 exits before i was given a working visa last november 2011. i did not receive any contract when i joined the company, i only signed an offer letter two years ago but no contract was ever made after that. technically, i completed the two-year duration of the contract last january 2012. am i allowed to resign considering that my iqama is less than 1 year? some peps are saying that i might be allowed to resign but i might also pay them back with all the expenses incurred. this cannot be called a breach of contract since i started two years ago and technically my contract if you wanna call it, ended last january 2012. and heres the thing, they had let me sign a new offer letter before i came back last november but i had kept conversations between me, the HR supervisor and my project manager that the offer is only just a “dummy” so i have something to present to the poea for exit clearance. nothing was changed in the offer except for the date. i believe i can leave this company if ill make up stories and file for an emergency leave. what is important to me is a graceful exit. i dont want to be banned from coming back to ksa again if had to coz my name is on the blacklist.

    please advise.

    best regards,
    joe

    • Sabi mo nakatapos ka na ng 2 years even in the absence of a work contract, and no contract was made after that – therefore, your contract is indefinite term of contract. It means either party can terminate the contract. Tungkol sa ticket, sabi mo wala kang kontrata, ibig sabihin di natin alam ang arrangement ninyo ng iyong employer. Pero usually ang ticket ay tuka na ng employer pag natapos ang kontrata.

      The employer shall bear the cost of exit visa and return ticket to the worker’s home country at the end of the relation between the two parties. (Art. 40 par 1, SLL).

    • Sir bong,

      Greetings of peace!

      We would like to seek for an advice as to what & whom we could possibly reach out regarding our problem here in King Abdullah Hospital,Bisha (under Self Operating Program/MOH). It regards to financial issues focusing on our salary situation. Actually, we were staff nurses before who’s been doing charge nursing duties in critical areas when they demoted us to nursing assistants due to the process of accreditation for CBAHI standards. We’ve been denied of 60% allowance from our salary as per recommendation from our Director of Nursing addressed to the FINANCE DEPARTMENT. Automatically,they deducted 60% from our salary when it must have been only 20% deduction (40% allowance for the ward & 60% allowance for special area). It was a year ago, when they deprived us with this allowance. The written contract we signed was 3 years back when we are still in special areas. So far, we never signed an updated contract stating the nature of our job and the corresponding salary.3 months back, we were called for salary settlement in MUDERIYA here in the province.It was fair enough with computations done & approved by the committee basing on our credentials regardless of the fact that we don’t have registration from our country. They gave us basic salary mainly focusing in which degree we finished in college (either diploma or bachelor’s degree), years of experience & 40% allowance in the ward we are deployed to.Lately, the finance secretary told us that the salary settlement done in MUDERIYA is a mistake & cancelled. But upon inquiring to the same officer in charge it is not cancelled & was never a mistake.

      We’ve been following up regarding this matter to the Nursing Administration (Director of Nursing) and to the Hospital Administration itself for 3 months now. And we couldn’t hardly get the appropriate answers regarding to our concerns. This issue had been circling around the hospital right now and too many were affected.

      Would u mind to lend us your time and share us some advice as to what we must do? Because honestly po naging miserable na mga buhay namin dito at hindi na namin alam kung sino pong dapat naming pagkatiwalaan regarding this issue kahit lantaran na po ang panloloko sa amin at paglabag sa karapatan naming sumahod ng tama. May mga hawak po kaming mga ebidensiya na magpapatunay na tinanggalan kmi ng sobra2 sa sahod basing on our latest salary certificate compared to the last contract we signed.

      Please po tulungan nio po kami. Maraming Salamat po sa site niyo! Hopefully po ma resolved tong issue na to with ur help. Please guide us po.

      More power sir Bong & GOD bless!

      • Sir bong,

        Greetings of peace!

        We would like to seek for an advice as to what & whom we could possibly reach out regarding our problem here in King Abdullah Hospital,Bisha (under Self Operating Program/MOH). It regards to financial issues focusing on our salary situation. Actually, we were staff nurses before who’s been doing charge nursing duties in critical areas when they demoted us to nursing assistants due to the process of accreditation for CBAHI standards. We’ve been denied of 60% allowance from our salary as per recommendation from our Director of Nursing addressed to the FINANCE DEPARTMENT. Automatically,they deducted 60% from our salary when it must have been only 20% deduction (40% allowance for the ward & 60% allowance for special area). It was a year ago, when they deprived us with this allowance. The written contract we signed was 3 years back when we are still in special areas. So far, we never signed an updated contract stating the nature of our job and the corresponding salary.3 months back, we were called for salary settlement in MUDERIYA here in the province.It was fair enough with computations done & approved by the committee basing on our credentials regardless of the fact that we don’t have registration from our country. They gave us basic salary mainly focusing in which degree we finished in college (either diploma or bachelor’s degree), years of experience & 40% allowance in the ward we are deployed to.Lately, the finance secretary told us that the salary settlement done in MUDERIYA is a mistake & cancelled. But upon inquiring to the same officer in charge it is not cancelled & was never a mistake.

        We’ve been following up regarding this matter to the Nursing Administration (Director of Nursing) and to the Hospital Administration itself for 3 months now. And we couldn’t hardly get the appropriate answers regarding to our concerns. This issue had been circling around the hospital right now and too many were affected.

        Would u mind to lend us your time and share us some advice as to what we must do? Because honestly po naging miserable na mga buhay namin dito at hindi na namin alam kung sino pong dapat naming pagkatiwalaan regarding this issue kahit lantaran na po ang panloloko sa amin at paglabag sa karapatan naming sumahod ng tama. May mga hawak po kaming mga ebidensiya na magpapatunay na tinanggalan kmi ng sobra2 sa sahod basing on our latest salary certificate compared to the last contract we signed.

        Please po tulungan nio po kami. Maraming Salamat po sa site niyo! Hopefully po ma resolved tong issue na to with ur help. Please guide us po.

        More power sir Bong & GOD bless!

        • Ang Bisha ay sakop po ng Jizan province, di po ba? Kung sakop ito ng Jizan, ibig pong sabihin nasa jurisdiction ng ating POLO-JEDDAH ang inyong area.

          Pakitawagan po ang numerong ito: 0546088934, cp no. po ito ng ating POLO LAbor Attache sa Jeddah na Atty. Vic Cabe. Sabihin mo po sa kanila ang inyong problema at itanong mo na rin kung kailan mobile outreach nnila sa Jizan upang makausap mo siya ng personal.

          Pakibanggit na lang na ako po ang nag refer sa inyo para humingi ng payo or ano ang nararapat ninyong gawin.

          Salamat sa pagbisita sa ating blog.

      • Ang inyo pong problema ay isa pong legal matters pertains to breach of contract where you need to file a case against your employer in the Saudi LAbor Court. However, as OFWs I advise you not to decide or mak action na maging dahilan pa ng mas malalang problema sa hinanaharap.

        Dahil nga po legal matters ang inyong problema, dapat pong humingi kayo ng legal advise sa ating POLO upang ma guide tayo sa dapat po nating gawin or baka ma-mediate nila ang problema na hindi aabot hukuman.

        Pasensya na po sa mabagal ko pong kasagotan dahil na rin po sa rason na isa rin po akong OFW dito sa kaharian. Dahil nasa Bashir po kayo at ito ay sakop ng Asir REgion nasa jurisdiction po kayo ng Phil. Consulate General Office and POLO Jeddah. Ito po ang numero ni Labor Attace CABE 0546088934. Makipag-ugnayan po kayo sa kanya at humingi ng appointment. Bigyan mo ng oras na makipagkita sa kanya or humingi po kayo ng pabor na mabisitahan kayo mismo ng taga POLO.

  35. Hello Sir,

    Im OFW dito sa Khobar, KSA. Sir me rights ba ko na humingi na bakasyon after 1 year sa employer ko ? Base po kasi sa Confirmation of Acceptance na pinirmahan ko sa Agency is:
    Duration of Contract : 2 years
    Vacation Leave : 21 Days

    Jun

  36. Sir,

    Ano po ba ang dapat naming gawin,kasi tatlo kami dito nag file ng EXIT nung first week of January 2012 sa supervisor namin tpos nag stop work kami Feb. 26,2012 at pinayagan naman kami at agad na pirmahan yung clearance namin tapos yung kulang nalang ang HR kasi may nasilip siya na March 01,2012 daw matapos contract namin so ang nangyari nag resign daw kami.Ang tanong po diyan,bat pinirmahan ng General Manager yung application for EXIT at yung Manager namin eh maliwanag naman ang nkasulat ay EXIT at meron kaming photocopy.Heto pa yung nangyari Sir,yung supervisor namin nag bakasyon last week of January 2012 at ang sabi niya pinasa na yung application namin sa HR manager tpos ang sabi ng HR wala daw sya natangap dahil bago lang siyang HR manager.Ano ba ang dapat naming gawin Sir kasi until now andito pa kami at wala pang sahod kaming natangap this month of February.
    Pasensiya na Sir,kasi wla na kaming pera pag tatagal pa kami dito sa Riyadh..Salamat Sir

  37. good po.. im working as a nurse, my contract will end on june 5, 2012 but i, planning to resign on april 30 due of my health condition. (carpal tunnel syndrome) i asked my head nurse to assign me in different area (few patients) coz im working in area which aggravates my condition but she didnt even do any action for that. so maybe i could go home to get some rest. can i get all the benefits like the separation fee? or what can i get? thanks a lot!

    • If the work relationship ends due to the worker’s resignation, he shall be entitled to one-third of the award after a service of not less than two consecutive years but not more than five years, two-thirds if his service is in excess of five consecutive years but not less than ten years and to the full award if his service amounts to ten or more years. (Art. 85, SLL)

  38. hi sir bong,

    itatanong ko lang po sana kung entitled pa ba ako makakuha ng annual bonus namin kasi nag end na ung 2yr contract ko by march 6 tapos nag file na rin ako ng exit for april 5.ang release ng annual bonus namin is march 15. im stiill working on my office and ang stop work ko will be march 31, sa tingin nyo po ba eh dapat pa nila ako isama sa head count nila for the annual bonus?

    kung sakali po na dapat pa nila ako isama sa head count nila for the annual bonus at hindi nila ibingay sa akin un saan ko po kaya pede ilapit ung bagay na ito?

    maraming salamat and godbless!

    • Kung ito ay nakasaad sa kontrata puwede mo itong ipaglaban pero kung wala, wala po tayong magagawa, hindi po ito nakasaad sa Saudi LAbor Law na kailangan na may bonus ang worker taon taon.

  39. hi, good day! i just want your opinion about my situation. i’ve read the saudi law but its not clear to me regarding the indefinite contract, if it is applicable to my situation or not. i am working here in KSA for more than 2 yrs already. i finished my first contract july last year but my company did not give me new contract because they said it is renewed automatically even without my signature affixed on it. so now, i am continuously working because as they said, as per company policy,there’s no need for contract renewal, after the end of our contract, it is automatically renewed for another 2 years. hoping for your opinion about this. thank you!

  40. Dear Bong,

    May isa po akong SUPPLIER based on Al Khobar po siya na ipapakulong nya daw po ako dahil po nag threat daw ako sa kanila. Kasi po yung rate per hour ko in Saudi Riyal eh di po nagkakasundo tapos 3 to 4 months pa daw ibibigay yung extra time ko na yun. Kaya po nag email po ako sa kanila na isusumbong ko sila sa MAIN CONTRACTOR namin at sa POLO Office kung di nila ibibgay gusto ko. Tapos bigla sila tumawag na pwede daw ako idala sa jail sa threat daw ko na pagsusmbong. Gaano po katotoo yun? Asa SAUDI LABOR po ba yun. Salamat po.

    • Makukulong lamang ang isang tao mapa Saudi man or sa ibang bansa kung ito ay may mabigat na kasalanan at siyempre po dadaan po ito sa proseso upang maparusahan ang nagkasala.

      Hindi po puwedeng makulong ang isang tao dahil sa ipinaglaban na karapatan. Karapatan mong singilin sila dahil pinagtrabahoan mo ito.

  41. good day sir Bong,

    nandito po pala ako sa riyadh ngayon sir working as PDN sa bahay, simula pa po nang dumating ako dito ayaw ko na po talaga ugali nang employer ko kasi hindi po kami pinapakain ako po yung bumibili nang food ko sa 1500sr nasahod,then wala pong standard na binabasihan sa work ko as a private nurse kahit sino po ang nagbibigay nang utos kahit bata kasama,kahit alam ko pong mali ginagawa ko nalang po kasi nagagalit sila pag ayaw ko silang sundin kahit maysapat na rationale ako, noon ko pa po gusto lumipat nang employer may tumawag po sa akin bagong employer from jeddah babayaran niya po lahat kahit mag kano hilingin nang previous employer ko pero hindi nila ako pinayagan umalis then nagyon po 4months to go nalang sir matatapos napo contrata ko pero walang araw kaming hindi nag aaway sa mga tao dito,hindi po nila ako binigyan ng vacation sir kahit humingi ako then wala then po akong day off kasi sabi nila no need daw nasa bahay lang naman daw ako nag tatrabaho pero nakakapagod sir kasi ako lang mag isa yung nurse dito tapos big bedridden yung patient.nasa contract ko po na entitlled po ako nang once a year vacation sir , then ngayong bago lang po they assault me , 10 times ko na pong hiniling sa kanila na i balik nalang nila ako sa agency dito sa riyadh but ayaw nila sir. sir my question is
    1. pwde po bang advance yung uwi ko instead of july3,2012? kasi wala akong vacation at day off.
    2.kailangan ko po bang gumawa pa nang formal letter to informed them na gusto kung umuwi at the end of my contract?
    3.pag uwi ko sir ano po ba mga benefits na pwede ko hingiin sa kanila?
    4.then sir what if po hindi nila ako pauwiin pagkatapos ng contrata ko?pwede po ba ako umalis dito sa bahay at mag stay nalang mona sa agency hanggang sa makauwi ako?
    sir im waiting for your express reply thank you

    more power to you and god bless you sir Bong

    • 1) Puwede mong hingin ito sa amo na uuwi ka ng mas maaga dahil hindi ka naman nakapag-bakasyon. Although sa sulat mo, parang malabo na papayag ang amo mo. Pero wala namang mawawala kung mag try ka uling sumulat at magpakumbaba na aprobahan ang iyong request. Kung may magandan kang reason, mag isip ka na kung ano yon.

      2) Para dokumentado ka kung sakaling hindi ka pauwiin at least may sulat ka na pruweba at magagamit pagdating ng araw na nag-abiso ka sa kanila. Itago mo ito, mas maganda kung may acknwledgement na na-receive nila ang sulat notisya mo.

      3) Ang private nurse po ay kahalintulad po ng Filipino Household Worker dahil nasa bahay ka anag-work. Sorry at hindi po kasama ang mga ito sa Saudi LAbor Law kaya wala po kayong makukuhang benepisyo kundi kung ano lang ang maibigay nila.

      4) Kung gusto mong mag stay sa local agency, magpaalam ka muna sa agency na gawin mo ito. Pangalawa, dapat rin po na mag report ka rin sa ating POLO/OWWA or embahada upang ma-monitor nila ang iyong situwasyon at alam nilang nasa local agency ka tumuloy. Sa ganitong paraan, alam ng lahat kung nasaan ka at madali ang pag-monitor sa iyo.

      Pero payo ko, kausapin na lang ng mahinahon ang employer mo na yaw mo na talaga. Malay mo at maawa rin sila at maka-uwi ka na walang problema. Good luck!

  42. Sir Bong,

    Ask ko lang po tapos na po ang kontrata ko sa isang kumpanya sa Jeddah na tatlong taon and then umuwi po ako ng pilipinas para sa bakasyon and then suddenly napilitan na akong magresign sa kadahilan na maraming problema d2 pumayag po ang aking boss at may katibayan pong email na pumapayag sya hindi nga lang po formal letter. Meron po ba akong karapatang makuha ko pa ang ESB ko?

    • OO naman. Please read:

      Article 85. If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.

  43. Sir,

    Hindi po malinaw sa akin ang policies regarding NOC at pagreresign s pagbabasa ng blog nyo. Gusto ko sana malaman ano ang mga implications at pwedeng mangyari. Una ay nais ko magresign at lumipat sa ibang company within the kingdom pero stated sa contract ko na i-shoulder ko lhat ng expenses incurred pagpunta dito if i wish to terminate my contract. Tanong ko lang po kung pwede itransfer ang visa sponsorship sa lilipatan ko at hindi ko n kailangan mag exit, at kung mageexit naman ako irerequire ba ako ng saudi embassy o ng ahensya sa pinas ng NOC para makabalik. Gaano katagal po kaya makakbalik once na magresign ako para lumipat sa ibang company.

    Regards,
    Gbernabe

    • Simple lamang po sa tagalog.

      NOC – ang NOC ay No Objection Certificate na hinihingi ng Saudi Embassy sa atin pag nakita nilang dati kang worker dito at babalik sa Saudi na kung saan ang bago mong employer ay kapareho ang linya ng bisnis nito sa dati mong employer. At ang posisyon na hinahawakan mo ay naging daan upang malaman mo ang mga sikreto ng kanyang bisnis.

      Ang NOC po ay hindi po COMPULSORY at ang NOC po ay binibigay lamang ng employer sa worker kung gusto niya or hindi. Ibig sabihin, nasa diskresyon po ng employer kung bigyan ng NOC ang worker or HINDI, kung ang worker ay hihingi nito.

      Kung ikaw naman ay mag-resign at binigyan ka naman ng EXIT clearance ng iyong employer, anytime po kayong bumalik sa KSA kung gusto mo. Pero, tandaan mo, huwag kang pipirma ng anomang undertaking or promissory note na nakasaad doon na hindi ka babalik sa Saudi sa loob ng isa o dalawang taon. At kung arabi man ito, may karapatan kang tumangging pumirma.

      NGUNIT bago ang lahat, tingnan ang iyong kontrata at alamin kung may nkasaad ba doon, na kung sakaling matapos ng worker ang kontrata at umuwi na sa kanyangbansang pinanggalingan, muli lamang siyang makabalik sa KSA pagkalipas ng dalawang taon.

      Kung wala ito sa iyong kontrata, YOU ARE FREE TO COME BACK TO KSA, anytime of the day!

      Sa english naman po tayo.

      Can the employer be obliged to issue a No-Objection Certificate (NOC) in favor of the worker?

      Answer: No. A worker cannot compel the employer to issue a no-objection certificate for the purpose of returning to the Kingdom. However, the employer is required to give the worker upon his request and free of charge, a Certificate of Work Experience, indicating the date of his employment,
      date of end of his work, his profession, and the last wage received. If the certificate contains any remarks that are prejudicial to the worker’s reputation or likely to limit his employment chances, the reasons shall be given. (Art. 64 par 1, SLL)

      When is a No-Objection Certificate needed in case of workers who want to return and work again in the Kingdom?

      Answer: As a general rule, a worker would not need a No-Objection Certificate to return to the Kingdom for work. However, if he had been previously holding a sensitive or highly confidential position where he was privy to his employer’s business or trade secrets, he needs NOC if he returns for
      work within 2 years. This is necessary especially if the Work Contract of the worker contains provision prohibiting reemployment within two years. (Art. 83, SLL)

      Article 83: If the work assigned to the worker allows him to get acquainted with the employer’s customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties.

  44. dear sir bong,

    Salam!
    ASSALAMOALAIKOM! I am an employee of Al Takamul Medical Group and I file this complain against my employer Mr. Raad Saad Arim for not following the contract.
    The Al Takamul Medical Group has four branches: Khamis Mushait (main office), Al Wadiyen, Azisia, and Khamis Al Bahr. Almost all the employees have the same complain against this employer.

    In my 3 months of stay here in Khamis Al Bahr Polyclinic under Al Takamul Medical Group, my life here did not please my needs as an individual or even as an employee because of neglect of an inconsiderate Modir, Dr. Ibrahim Mohammad Ghanim and Employer Mr. Raad Saad Arim.

    The Modir did not even ask what I need, did not even ask Ali (cleaner) to clean and prepare my house, did not even orient me about the house rules and regulations in handling and giving patient care at GP and same with his wife, did not also orient me what to do in Dental Assistance during my first day of arrival until first day of duty. Ms. Priya Jeganathan, my co-nurse, did all these orientations to me and helped me clean the nurses’ house.

    I arrived here at October 7, 2011 (Friday) and started my duty on October 8, 2011 (Saturday). I did not have salary for the month of October and already received my first salary on November 30, 2012. I signed for a total of 2,200 SR or equivalent to one month salary for my deductions. It is written on my contract, No. 14: Remittance: The Employer shall assist the Employee in remitting __% of his basic salary to his beneficiaries and dependence or to his own bank account in the Philippines through the proper banking channels or other means authorized by Law. But on my case, the employer or Modir never asked that’s why I ask Mr. Ibrahim Macabuat and Mr. Mohaimen Dimaro to send money to Philippines for me. Where is his concern? I tried to ask my co-employees why they allow these things to happen, it’s even legally written in our contract what should be followed and the grounds to complain if some things are not right. Then, that was the time when they told me that the employer does not follow the contract that we signed and that this polyclinic has no license given by the Ministry of Health of Kingdom of Saudi Arabia. This clinic has been also closed many times already because of not passing the requirements of the Ministry.

    It’s my 4th month here now; allow me to report to you the things I noticed from the start since I got here. Dr. Ibrahim is choosing his patients depending on his mood. He doesn’t even go down at 9 in the morning and 4 in the afternoon for duty- he is always on-call, same with his wife, Dra. Shaimah. There will be time that he refuses many patients because he doesn’t want to go down and sometimes he even says he will stop work but after some time he will again receive patients. There is also this time that he tells some of the patients who need suture that we don’t have suture materials here even though we have it. Most of the time also, he tells me to Marry him and even ask some of our patients if they want to marry me or if I want to marry them which is a disgrace to a woman like me.

    Last November 2012, I complained to my employer and agency because the two doctors let me take over on their children while we are on duty. Like when, I am assisting Dra. Shaimah at dental, and her child Ahmed is crying, she will ask me to get him and to make him stop crying; I do this while suctioning the saliva of the dental patient on my other hand. Also at ER, if we have GP patients, Dr. Ibrahim will tell me “catch him marj” and then he will give me his child Ahmed. It is good that my employer called them, but what’s not good is that they confronted me and asked who complained to our employer and that they asked me if I get angry when they ask me to look after their children, as if it’s me who lied to the employer. They denied to our employer that they make me a babysitter most of the time during duty. Most of the nurses who came here, knew and experienced being babysitter.

    As we all know, Doctors should be one of the best models when it comes to cleanliness and proper hygiene. Ever since I came here, he comes down and interacts with the patients without wearing appropriate clothing (soiled white Saudi dress of men and boxer shorts inside). In addition, most of the time he brings down their trash which includes the soiled diapers of his children even after Ali cleaned the clinic. This is already a health hazard to our patients because he leaves it just near the reception area wherein patients pass by. Is this how a good model for health should be?

    I don’t know how long he has been doing these things to other nurses and to your clinic and what other cheating he has been doing because I am just new here, but it doesn’t mean if I am new that I will not voice out the bad things that are going on here- I guess it is my right to speak out and your right to know.

    Last January 26, 2012 at around 10:20 in the evening, a patient who has a large abscess on the left foot came. I assessed the abscess and presumed that it is for incision. So, I asked Ali to call Dr. Ibrahim but no one answers their phone at house, then I also tried to ring their phone while Ali went outside the clinic, still no one answers. Since I am not yet that good in speaking in Arabic, I told Dra. Noor that no one answers the phone at Doctor’s House so she can tell the patient and if they want they can just go Muhail (next town) but the patient asked what time will he be around tomorrow, and we said at 9 or 10 in the morning. The patient said they will just come back tomorrow.

    It was January 27, 2012, between 10:45 to 11 in the morning, the same patient came and Dr. Ibrahim and I attended on the patient. The patient told him that they came here last night and told them that the doctor is not around. He then shouted at my name and asked why we did not call him. I told him that we tried to ring their house phone twice but he insisted that no one did it. He is opposing with the truth and it makes trouble here.

    Last January 29, 2012, at around 9:30 in the morning, Dr. Ibrahim and I had an outside patient; he brought with us his two children which gave me another responsibility to take care of. The travel was so long, it took us two and half hours to get to the patient’s house. So, after we attended on that patient, when we are about to ride the car to go home, Dr. Ibrahim told me to sit in front beside the driver so that he can look after his children at the back. I refused because I know that it is not right to sit beside a man if he is not my husband and bad thing is that the man is also married. He insisted that it’s alright, “no problem”, good thing that the driver is in his proper state of mind and also refused and said “it will be a problem”. We got back at the clinic at already 1:45 in the afternoon. At night of the same day, during my duty time I already felt weakness and almost chilled, I resisted that feeling and wait for the duty to end. After duty, I told Dra. Noor, who was with me in the house, that I am not feeling well. Priya gave me Glucose 5% for some strength. I had worse body malaise due to fatigue because of working alone for two doctors and I still have on-call for 24 hours. I had no more enough time to rest and sleep and my meals are not on the right time. I informed Dr. Ahmed Arim, the brother of my employer who is now taking charge of all the polyclinic branches that I am already getting sick and tired of working alone. I told him to send another nurse here, but he just ignored my message, no reply and did not answer any of my call.

    Once, we also had an outside patient which is just near the clinic although, after assessing the patient, we had to go back to the clinic to get some paraphernalia which we need to give the patient and I admit that my fault that I forgot to put in the bag because I also had my patient in the ER just before we leave for this outside patient. So, when we are about to go back at the patient, he just let me go alone with the driver and attended the patient by myself while Dr. Ibrahim went to Suk (market) to buy their food. Sometimes also, when he is lazy to go down, he only talk to the patient and then let me write prescriptions and in worse case, he lets me give medications without him seeing the patient. I refused but he said it’s ok, but I know that if something adverse happened to the patient, he will not stand for me. With this, my life here is highly risk.

    Since I noticed that nothing is happening about my concerns, I already asked my agency in the Philippines; Al Sadiq Manpower Corporation, to help me communicate with my employer. They promised me to help me solve my problem. Every now and then I follow up, but it seems that nothing happens. Everything is just the same, I’m still working alone and honestly I am suffering.

    Yesterday, February 27, 2012, I received my salary and I had two days cut salary without any legal reason. I am on my 4th month here and still I don’t have my IQAMA (Residence Permit), I already have a total of 4,311SR deducted from my salary including my October month salary which I did not receive. I informed my agency again regarding this, but they just promised me again to wait until they talk to my employer. I told them that if they can’t help me, just tell me so that I will not expect for nothing and that I could find another who can help me get out of this employer.

    As my POEA contract (Standard Employment contract for Filipino contract workers in Saudia Arabia) No. 15 b. states that: Termination by the Employee. The Employee may terminate this contract on the following grounds namely:
    Serious insult, inhuman and unbearable treatment, violation of the Terms and Condition of the employment contract by the Employer of his Representative. Sub- human working and living conditions, failure on the part of the Employer to pay the salaries/ wages of the Employee.
    The Employer shall pay the repatriation expenses back to the Philippines.

    Thus, the above mentioned article of my contract, legalize my will to terminate my contract without any expense from me.

    The complainant wish to be sent home as soon as possible and already talked to her agency in the Philippines- Al Sadiq Manpower Corporation to help her communicate with the employer. The employer told the agency to just wait but there is no further action from the employer. The complainant also tried to call the Philippine Embassy for assistance but no one answered the call.

    P.S.
    Last thursday, March 1, 2012, hapon at around 4:00pm, tinawagan ko ang modir ko, nagpaalam ako na hindi ako makapagduty dahil halos po matumba ako sa hilo at naduduwal ako, ang isinagot nya sakin ay on-call nalang daw muna ako, tatawagan nalang daw po ako pag may pasyente., ang kaso po, sunod-sunod din ang mga pasyente kaya akyat-baba din ako, mas nakakapagod kaya bumaba nalang din ako at nagduty.nagpapresyon po ako sa modir ko dahil wala na pong ibang pwedeng gumawa nun, bumagsak po ang BP ko sa 80/60mmHg. Binigyan nya ako ng Normal Saline na swero ngunit pagkatapos ng 500ml na swerong yun ay hindi parin bumuti ang pakirmdm ko. Hilong hilo padin po ako pero pinilit kong tapusin ang duty ko hanggang 10pm.
    The next day, Friday, March 2, 2012. Nilagnat na po ako, ang nasa reception area ay yung cleaner namin, dahil hindi pumapasok yung receptionist namin na saudi pag friday. kaya sya ang nagbabantay sa ibaba kahit hiindi marunong magsulat at magbasa. Ngayon po, may on-call na pasyente, tinawagan ako ni Ali, ang sabi ko hindi ako makakababa dahil may sakit ako, nagsusuka at hinang-hina ako. Habang ako po ay nagpapahinga, nagising na lamang po ako sa ingay sa may pintuan ko, halos magiba yung pintuan ko pinipilit buksan, pinuntahan ko at binuksan, pagkabukas ko po yung modir ko, galit na galit saken at pinapababa ako dahil may pasyente daw po. Pinipilit po ako magtrabaho khit may sakit ako, ininform ko na sya na may sakit ako at nagtext din po ako sa employer ko kung maaari ako magfile ng sick leave ngunit walang sagot galing sa kanila..

    SIR BONG, ANO PO DAPAT KONG GAWIN?? Gusto ko na po iterminate yung contract ko, isn’t i have enough grounds to terminate it as my statutory rights?

    Thank You po..

  45. Hi Bong,

    Good day!
    Sana matulungan mo ko kasi di ko alam kung may karapatan pa ko maghabol sa kumpanya na pinag trabahuan ng Mister ko for 29 years. 4 years ago May 2008, umuwi sya na nakatulala. I had him checked after 2 weeks and he was diagnosed with Dementia. Nagpunta ako ng OWWA pra makahingi ng tulong, but they told me na wla daw sila magagawa kasi wla akong medical certificate para patunayan na ganun na ung sitwasyon nya issued by the accredited doctor ng kumpanya nya. Ngayon ko lng nalaman na hindi sya nag resign sa work nya kundi pra magbakasyon lng. But due to his condition, di na sya nakabalik. May habol pa po ba kami? thank you po and more power!

    • Mariam, matagal na ang 2008, wala ba kayong ginawang communication man lang sa kanyang employer tungkol dito. Sayang po ang makukuha niya na benefits for 29 years na paninilbihan sa employer. ibig po ba ninyong sabihin, sa loob ng 4 na taon ngayon lang ninyo ito nalaman na nagbakasyon lamang siya?

  46. Sir Bong

    ask ko lang po if may laban ako sa company ko, tapos na po yung 2 yrs contract ko last February 19,2012, at nag file ako ng exit sakanila, but they not allowed me na mag exit. im working for them as secretary, at ang reason nila kung bakit di nila aq pdeng i-exit dahil wala pa raw akong kapalit, . . actually hindi po talaga ako secretary ng mapunta ako dito, i work as a Labor at nilagay lang nila ako dun nung makita na may alam ako sa computer and software, ang mahirap po eh ung sahod ko eh pang Labor lang po, e samantalang ako na ang gumagawa ng trabaho ng accountant and production supervisors, hanggang ngaun po ay hindi paren nila tinataasan ang sahod ko at madalas delayed pa. wala ren kameng safety sa Factory .. , at anytime pdeng ikamatay ng tao namen. meron na po akong nahanap na trabaho now, hinihintay na lamang nila ang pag eexit ko, bibigyan na nila ako ng visa bago ako bumalik pinas at ang problema ko nlamang ay ang company ko ngaun. ano po ba pdeng laban ko upang ibigay nila saakin ung Final Exit visa.

    sana po matulungan nyo ako… GODBLESS po

    • Wala po silang magagawa kung ayaw mo ng magtrabaho dahil finish contract ka. Sulatan mo sila uli at sabihin na kung hindi ka pauwiin magrekalmo ka sa Saudi Labor office.

      Ngunit ang iyong employer ay may karapatang humingi ng palugit kung ito ay talagang valis reason, katulad ng pag hintay sa iyong kapalit at kailangan ka sa trabaho sa mga oras na ito. Ito ay nakasaad sa batas.

      Sana nong araw na tinaggap mo ang trabaho bilang Secretary, dapat lamang na humingi ka ng additional compensation regarding your new position. Karapatan mo ito.

  47. Good Morning Sir Bong,
    May tanong lang ako regarding exit re-entry, last year ng bakasyon ako pero d ako nakabalik, na expire ang visa at iqama one week before may flight tumawag ako sa employer ko 4 days dahil may emergency na nangyare sa na expire un visa ko padalhan daw nila ako within two days pero hindi sila nagpadala ng visa. 1 year na ako dito sa pinas pwede na ba ako bumalik sa KSA. hope you will answer me. thank you and good health.

  48. Dear Sir,
    Hello! i have read the articles and yet i need some clarifications po.i finished my 2-year contract na po and nakapagbakasyon na rn last december.now i came back and signed a resumption of duty po. i plan to go after 1year ulet po sna but for exit n po,possible po ba yun?and if possible po, aling month po ang dapat kong sundin s pag alis – yung nasa original contract ko or yung pgkabalik ko after bakasyon?sana po matulongan nyo ako,thank you very much po.godbless po.

    • Kung wala kang bagong pinirmahang kontrata, ang ibig pong sabihin ay ni-renew mo ang dating contract at ang contract duration ay katulad rin po sa dating kontrata which is 2 years. Ngayon nasa unspecified period of contract ka, it means your contract will expire upon expiration of your work permit.

  49. Magandang araw po.Ako po si Emmanuel Del Castillo, 35 yrs. Old, taga Cebu, nagtatrabaho sa kompanyang National Telecommunication Co.Ltd. bilang Transmitter Technician ng Radio Station dito sa Dammam.

    Sumulat po ako sa inyo dahil nais ko lang po’ng magtanong sa inyo tungkol sa pag e exit namin, dahil sinabi ng companya namin na hindi raw kami pwedi mag exit dahil hindi pa raw tapos ang bidding at wala pa silang tao na ipapalit sa amin.Pahihintayin pa raw kami ng dalawang buwan bago kami makapag exit.Hindi na kami makapaghintay pa ng matagal kasi may importanting bagay din kaming aasikasuhin sa pilipinas kaya gusto na naming umuwi.Patapos na ang kontrata namin ngayong March 25, 2012 at mag e expire na rin ang Iqama naming ngayong May 22, 2012.Paano na kami makapag exit nyan eh kung expire na Iqama namin? Matagal na kaming nakapag file ng Exit last Novemver 29, 2011.Halos Tatlong buwan na.

    Ang tanong ko po ay “ May karapatan ba kaming makapag reklamo laban sa konpanya namin kung hindi talaga kami pa uuwiin pagkatapos ng kontrata namin?” “ May Laban ba kami rito?”

    Gusto na naming umuwi pagkatapos ng kontrata namin.May kontrata kami diba?Ano ba ang purpose ng kontrata kung hindi naman sinusunod?

    Sana po ay masagot nyo po ang mga tanong namin at mapayuhan nyo po kami kung ano ang dapat naming gawin kung sakali hindi talaga kami pa uuwiin ng kompanya.

    Salamat Po and God Bless..

    • An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year the leave is due. (Art. 110 par 2, SLL)

      Kung gusto nyo pong magreklamo, bakit hindi? kung iyan ang inyong desisyon. Pero huwag po kayong huminto sa trabaho habang may complaint kayo laban sa employer, ito po ang nakasaad sa batas.

  50. Greetings of Peace Sir Bong!

    I am working now for 6 years and 3 months as a Lab Tech in one of the Charitable Dispensaries in Eastern Province. My Manager planned to resign his post last year and in his good intention to secure my situation especially with regards to my salary before he leaves, a 3rd time 2-year contract has been signed almost 2 months before it’s renewal. That time, I haven’t find any new job yet within nearby places. My 2-year contract ends every November 30 and by December 04, 2011, I applied in one of the MOH’s Hospital in Dammam since my husband works there also. After few days, I was called for an interview. January 04, 2012, I was given notice to submit for an NOC. January 14, I submitted my resignation letter as a Lab Tech and I even asked for an NOC and the effectivity will be after 3 months, April 30, 2012. This to give them chance to find for a replacement. The first thing they asked was why and I answered them that my husband works there and he wants me to live under a single roof and to work with him under same company. In fact, from the job application til my medical exam, they know about my plans because I am feeding them informations regarding my on- going job application. Now, the Hospital made a letter regarding my transfer of sponsorship from my present employer to the Hospital. But sad to say, after reading the letter I handed to our Manager, he refused on the ground that they will be penalized for more than 100k once they will release me to the company. That decision was only on his level only and the letter was not given chance to be read by the General Manager.I respected his decision so we will return the letter back to the HR of the hospital. Now, in the NOC, it’s stated that I will be repatriated in my homeland and come back for a new working visa. Here comes the dilemma. My husband is here but I am afraid they will not give me release to him. Can I ask for a legal advice on what to do? Or let’s say, how will I convince them to release me to him in form of writing. I don’t want to leave the place I’ve stayed for 6 years with bad feelings in case they will repatriate me to Philippines at the end of April 30, 2012. Furthermore, my husband will be on his annual vacation next month, March. Also I think, there’s no available new working visa for me to be sent once I go for an exit. Kindly help me regarding my case. A million of thanks and appreciation for whatever reply.

    • Sorry for late reply. I am also an OFW whose priority is work for my family.

      Anyway, your employer has the right to send you home with an NOC on hand. This is your employer’s discretion, meaning wala po tayong legal na paraan para bigyan ka ng release dahil ang release ay nasa desisyon yan ng employer at walap o sa batas na kung hihingi ang employee ng release bibigyan ito agad. Wala po. for me you are lucky enough na bibigyan ka ng NOC dahil ang NOC ay nasa disesyon rin ng employer kung bibigyan ang worker or hindi.

      So payo kung kung puwede pa, kausapin mo ng masinsinan ang iyong present employer, malay mo maintindihan ka nila at bibigyan ka ng release na ma-transfer habang nandito pa sa KSA.

      Good luck.

      Bong

      • Gud day po! magpapatulong po sana sa kalagayan ng asawa ko diyan sa Riyadh, last July 2011 pa po ntapos contract pero matagal na po cya jan since 1996 pa po,nag expire po yata ang iqama nya pero di siya ma2lungan ng bago company nla ngaun n irnew e2 gus2 n rin sna nya mkauwi pero ayw po yta makicooperate ng dati nya amo?

        • Dapat pong ma-renew ang kanyang iqama para siya maka-uwi, ano po ba ang dahilan na ayaw itong ayosin ng employer. Siguro po, sabihin ninyo sa Mister ninyo na pasyalan ang ating POLO OWWA.

  51. Hello po. Sir Bong tanong ko lang po kapag final exit ka na ba di na po ba pwedeng bumalik ng saudi? Kc ang visa na binigay sa kaibigan ko ay isang visit visa, wala po siyang Iqama. Ngayon po pinapauwi na po siya ng Pilipinas para daw sa bago niyang visa ang working visa na ifinile dito sa Pilipinas, ganon po ba ang patakaran dapat dito sa Pilipinas ang pagfafile ng working visa. Sabi din po sa kanya na babalik siya ng Saudi sa same company within 3 weeks. Binigyan po siya ng FINAL EXIT nakatatak na po un sa passport niya. Makakabalik pa po ba siya sa Saudi? Ano po ba ang ibig sabihin FINAL EXIT na tatak. Malinis po ba ang patakaran na iyon? Sana po ay matulungan niyo po kami ng kaibigan ko. Marami pong salamat at more power.

    • Tama po. May exit po siya, ibig sabihin nag exit na po siya pagkatapos ng kanyang vist visa. Tama rin po na sa Pinas ayosin ang kanyang dokumento para magkaroon siya ng working permit pagdating niya dito sa KSA. Makakabalik siya sa Saudi sa dati niyang kompanya na binibisitahan kono. Pero ngayon hindi na KONO kundi DOCUMENTED OFW na siya dahil dadaan napo siya sa POEA.

      • Sir Bong good day po.. lubos po akong nalugod sa walang sawa nyong pagbigay liwanag sa tulad kong ofw. Asahan nyo po ang pagpapala ng langit sa inyo at sampu ng inyong mahal sa buhay. Ako po ay 12 taon na sa HULYO,2012 sa aking employer.May asawa po ako at isang anak na naka “kapil” sa akin at may pribilehiyong 2 round tickets+health insurance ang aking asawa mula sa aking kompanya kada taon. Nais ko lang po malinawan kung sakaling mag-resign po ako sa ABRIL ng taon na ito kung makukuha ko pa ang katumbas na halaga ng tickets namin itong 2012 (equivalent to 4 plane tickets+ 1 month paid vacation) at kung full 12 years serbis award din ang matatanggap ko.. mabuhay po kayo.

        • Don,

          Salamat. Tungkol sa iyong inquiry-finish contract ka ba? Kung wala kang pinirmahan na ibang kontrata everytime ni-renew mo ito, it means you are in unspecified contract kaya check your iqama expiration date dahil iyan na ang duration or expiration ng iyong kontrata.

          Kung resignation man ito or finish contract, natural na sundin ng iyong employer ang batas paggawa tungkol dito.

          Upon the end of the work relationship, the employer shall pay the worker an end-ofservice award of a half-month wage for each of the first five years and one-month wage for each of the following years. (Art. 84, SLL) If the work relationship ends due to the worker’s resignation, he shall be entitled to one-third of the award after a service of not less than two consecutive years but not more than five years, two-thirds if his service is in excess of five consecutive years but not less than ten years and to the full award if his service amounts to ten or more years. (Art. 85, SLL)

          Tungkol sa ticket, dapat pong basahin ninyo ang inyong kontrata kasi usually when it comes to ticket, ito ay naka specify mismo sa kontrata lalo na tungkol sa family status.

          Kung ang tanong mo ay “katumbas” or puwede bang ma en-cash ang halaga ng ticket, ang sagot ko po ay depende po sa employer kung ibigay ang katumbas ng halaga ng ticket into cash at kung hindi ito ibibigay wala pong magagawa ang worker. Please note na wala sa batas ang tungkol sa encashment ng ticket.

          Bong

  52. Sir, I came to work as Electrical Technician for maintenace in a pre-cast company i finish 10 month from my 2 year contract. Nag-flie ako ng resignation letter one month before Dec.15 attached together are my complains e.g not paying overtime,transfer of work to pruduction crew for pre cast not related to my work. Unjust treatment of my superiors to supress me to hide thier shortcomming regarding works. Also telling lies to our manager unfortunatly he believes them.
    I stop working Dec. 16 to this date . I am still waiting to my exit for 2 month now with out incom. I believed i complated all requirments, only plane tiket are not because they told me they will buy it for me. beforehand i was advised by a certain Ziad from HR office to work while waiting but our plant manager disagree.Ziad said they respect the manager decision.
    Sir, Please help me ,…I need your advice para masolve ko ang aking problima.
    Sir , Salamat po. more power to ofwempowerment. May GOD bless you of your good deeds.

    • Sa mga huminhingi po sa akin ng payo kung mag stop work ba sila kung gusto nilang mag-resign. Ang palagi kong sinasabi, huwag po ninyong gawin ang mag stop work dahil maging daan pa ito sa mas malala pong problema. Dito sa KSA mga suwapang ang mga modir, hindi naman po lahat pero usually po ang mga nag stop work ay BINUBURO or pinapatagal nila itong maka-uwi hanggang maiinis ang worker dahil wala ng pangastos sa araw2 dahil wala ngang pera or sahod. Kung tutuosin po, pwede kayong pauwiin kahit bukas kung gusto nila, may mga gimik ang mga ito para ka patatagalin.

      Puntahan mo uli ang iyong employer at huwag mo ng hintayin na sila ang bibili ng iyong tiket, maghanap ka ng paraan para ikaw na abibili nito dahil kung batas po ang ating babasihan, ikaw talaga ang mag-shoulder ng ticket dahil hindi mo tinapos ang iyong kontrata. Kung sakali man na medyo nahalata mo na patatagalin pa nila ang iyong pag-uwi, dalawa lamang po ang ating option, lapitan mo uli ang HR at bumalik sa trabaho or lapitan ang ating POLO para ma-mediate ang problema at ma-padali ang iyong pag-uwi. Ngunit don’t expect na maayos ang lahat “in a blink of an eye” – you need to be patience, taasan mo pa ang lubid na hawak mo ngayon upang makapag-isip ng tama at nasa lugar.

  53. Hi

    Ako po ay nagtratrabaho sa malaking kumpanya etong project na ginagawa naming ay natapos na, natransfer ako sa ibang project ngayun ay nasa Kuwait ako noong January 28,2012.. tanong ko po pwede po ba ako bumalik ng Saudi? Kahit natransfer ako sa Kuwait meron akong papeles na nakasaad na “notice of repatration” pero hindi ako binigyan ng NOC bago ako matransfer sa Kuwait kailagan ba palitan ang passport pag babalik ka ng saudi, Kasi ang balak ko po magbabakasyon ako at hindi na babalik dahil sa pangit ang pamamalakad ng administrasyon sa Kuwait..

    • Kung naka base po ang inyong kompanya sa KSA, maaaring makabalik ka dito at dito mangagaling before ka ma-repat back to Pinas. Hindi ko lang po kabisado kung ang “Notice of Repat” mo ay puwedeng galing ka sa Kuwait going back home kung ang employment status mo ay nakabase sa Saudi Arabia. Payo ko sa iyo, ayosin mo na lang ang pag exit para wala kang iisipin na problema kung gusto mo pang babalik sa KSA. Ang NOC po ay nasa diskresyon ng employer kung bigyan ka or hindi.

      • yung head office mo sa korea pa… tsaka po yung repatration o exit ko ay galing pang saudi… ngayun yung employment status ko po ang nakabase na d2 sa kuwait.. hindi po kasi nagbibigay ng NOC ang company ko.. ilang taon po ba ang banned sa saudi? kung exit po..

  54. sir,
    May contract po akong 2years at sa ngayon po eh mag 1year at 6 mos na po ako.Ang tanong ko lang po eh kung paano po ako makakalipat ng kumpanya ng hindi ko tatapusin ang kontrata ko dahil nagiintay na po sa aking yung kumpanya na lilipatan ko at sabi po sa akin ay sa lalong madaling panahon.Ano po ba ang paraan ang maaari kong gawin para makalipat ako?Ano po ba ang pwedeng mangyari sa akin kung sakali?

    Sana po ay matulungan nyo ako.Salamat po at More Power!

    • Hindi ka puwdeng lumipat dahil ikaw ay may kontrata pa sa iyong employer. Taposin mo muna ang iyong kontrata at humingi ka ng release para makalipat ka. Ngayon kung ayaw magbigay ng release wala klang choice kundi mag exit at kung kailangan ka talaga ng lilipatan mo, humingi ka ng visa at dlahin mo ito sa iyong pag-uwi sa Pinas para mas madali ang iyong pagbalik.

  55. Hi Sir Bong,
    magpapatulong lang po sana ako, umalis po ung husband last jan.31, 2012 to work as auto denter in jeddah..nung ngsign pa lang po cya ng contact sa agaency nya dito sa Pilipinas my nakita na po akong mali dun sa contract nya..He signed two contacts po kc, ung sa agency nya at sa employer nya..ung salary po kc na nkasaad sa employer contract nya mas mababa compare dun sa nkasaad sa contract ng agency nya..ang sabi po ng agency , ung contract daw po nila dito sa pilipinas ang ssundun na salary pgdating dun sa jeddah…ngaun po nung nandun na cya, according sa kanyang kasamahan nya which is iisa lang ung agency nla na nauna ng 3mos sa kanya,hindi daw po sinusunod ng employer nila ung contrata ng agency…they workd po 7 am to 7pm ..2hrs po ung lunch break nila so ngtatrabaho po cla ng 10 hrs a day…at nkasulat po dun sa contract nila na, ung placement fee nila na bbayaran nila which is salary deduction is ung 1month salary lng nila..and according dn po sa kasamahan niya after 3mos pa dw po nila makukuha ung full sahod nila kc ung 1st and 2nd month na sahod nila ay un daw po ung ipambabayad ng employer nila sa agency nila..
    Parang kinakabahan po kc ako na baka po ung nangyari sa kasamahan nya ay mangyayari dn po sa asawa ko kc they both hve the same employer and agency…so itatanong ko lng po sana kung anu po ung dapat kong gagawin since na nandito po ako sa pilipinas, at natatakot dn po kc ako na if ever mgrereklamo po ung asawa ko sa employer nya ay my gagawing masama sa kanya…pwede po ba ako pumunta sa agency nya at mgreklamo dun if ever po na mangyari un? at sabi dn po pla ng employer nya, after 3mos dw my ppirmahan na contrata ung asawa ko dun sa employer nya kc inoobserve pa po ung trabaho nya..parang nguguluhan lng po kc ako at natatakot pra sa kanya…anu po ba sir ung dapat kng gawin.?
    Sna naman po sir, matugunan nyo po ung mga katanongan ko…Maraming salamat po..God bless..

    Ghee,

    • May mga agency po sa Pinas na dalawa ang nakahandang kontrata, isa ang sa agency at isa ang format ng employer. Pero dapat po magtugma ang laman o nakasaad na mga terms and conditions sa dalawang kontrata. Usually rin po pagdating ng worker sa KSA, may pipirmahan na naman na kontrata which is Arabic and with English translation at dapat kung ano ang napag-usapan at napgkasunduan sa Pinas ay iyon rin po ang nakalagay sa bagong kontrata. Puwede itong mabago kung sakaling may permiso or consent ang worker. Sa nangyari sa kasamahan ng iyong asawa kung ito man ay totoo na sobra sa nakatakdang oras; ito po ay bawal sa Batas Paggawa, “A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if he uses the weekly criterion.. Puwede pong maging 9 hours for certain categories of workers or in certain industries and jobs where the worker does not work continuously. .

      Tungkol naman po sa salary deduction ng placement fee, ito ay napagkasunduan ng worker at employer through recruitment agency, ito po ay dapat sundin at hindi mabago. Dito sa KSA, nakasanayan na ang ganitong kasunduan na bayaran ng worker ang employer in a certain amount hangang mabuo ito. Halimbawa kung USD400 dollars ang sahod nila, bayaran po ito ng USD 100.00 every salary hanggang mabuo po ang USD 400.00. Maliban sa placement fee na ito ay dapat wala na pong ibang bayarin ang worker.

      Ang probationary period na 3 months ay nakasanayan na dito sa KSA, ngunit dapat po nakasaad ito sa Kontrata.

      Kung sakali man na mangyari rin sa kanaya ang sinapit ng nauna niyang kasamahan dapat po puntahan ninyo ang POEA bago ka magreklamo sa Recruitment agency, dahil kadalasan po, wala napong PAKI ang agency pag na-deploy na ang worker kaya dapat itembre mo muna sa POEA bago mo puntahan ang agency. Siyanawa maging maganda ang kahinatnan ng iyong asawa. Lets pray for the best.

  56. hello po,

    ask lang po ako ng tulong if yung computation po ng OT per hour according sa Saudi Law ay hourly rate+ 50% ng hourly rate or hourly rate + 50% ng basic salary … tapos legal po bang i-fix in a certain amount ang OT per month, tapos po yung computation po ng off is same din sa OT ng regular days halimbawa po 12 hrs ka nagduty sa off mo, hourly din po ba bayad dun? ……. Tapos po legal din po kaming pauwiin ng employer dahil hindi po kami pumirma dun sa bagong patakaran nila na regarding OT na 400sr/ mo kapag 12 hrs duty ka and may 1day off ka then 800sr/mo kapag stay-in ka? tapos legal din po bang ipadala ka sa Jeddah, Dammam etc ng employer tapos nakalagay sa contract mo riyadh lang tapos wala ka pang iqama. Tapos ilalagay ka for stay-in na work kahit hindi po nakalagay sa kontrata mo. May legal rights po pa kami umayaw sa ganitong kaso and may laban po ba kami if yung sa OT namin ay hindi tama? feeling ko po kasi inaabuso na kami ng kumpanya namin, tinatakot din kami kahit na lumapit kami sa Phil. Embassy dito sa Riyadh hindi kami papansinin at sila pa daw ang papanigan. Pwede din po kami humingi ng employment certificate in case na mapauwi kami tapos 9 months plang kami dito? … pacencia na po madami akong tanong sana po matulungan nyo ako.

    • Kung pagbabasihan po natin ang batas paggawa ng Saudi Arabia, malinaw po na hindi po dapat mag trabaho ang worker ng sobra sa 8 oras, 48 hours a week. Ngunit puwede po itong madagdagan depende sa klase ng trabaho at ito ay may pahintulot ng Mininistry of Labor. Kung ang patakaran nila ay may pahintulot ng Min. of Labor, ito ay dapat masunod. Pero kung wala, ito po ay illegal.

      About overtime, workers should receive one and a half times of your hourly rate. To get your hourly rate divide your monthly salary by 30.4 (basis of calculating your daily rate per month) and again by 8 (the number of hours in daily work shift) Then multiply the sum by 1.5. The answer is your hourly ovetime rate.

      TRANSFER from one Place to Other: As a general rule, the right to transfer or reassign worker from one place to other flows from the employer’s right to exercise his management prerogative in line with his interest. This right however is subject to recognized limitations, either by contract or law. Under the Saudi Labor Law, “the employer may not transfer the worker from his original workplace to another place that entails a change in his place of residence, if such transfer is likely to cause a serious harm to the worker and it is not justified by the nature of work.”(Art. 58, SLL)

      Kung ang pakiramdam ninyo ay inabuso kayo sa kabila ng mga explanation sa itaas, puwede po kayong bumisita sa ating POLO, at huwag matakot. Humingi po kayo ng tamang guide kung ano ang nararapat na gagawin or action. Kung sakli man na hindi po kayo pakinggan ng ating POLO at pakiramdam ninyo ay pumanig pa sila sa employer, kunin po ninyo ang mga panglaan ng mga kawaning ito at iparating po natin sa mas nakakataas pa sa kanila sa Pilipinas.

      Tungkol sa CErtificate: Ito po ang nakasaad sa batas.

      Article 64: Upon expiration of the work contract, the employer shall be required to:

      1. Give the worker, upon his request and free of charge, a certificate of work experience, indicating date of his employment, date of end of work, his profession, and the last wage received. If the certificate contains any remarks that are prejudicial to the worker’s reputation or likely to limit his employment chances, the reasons shall be given.

      2. Return to the worker all certificates and documents he had submitted.

  57. Sir,

    Saan po ba kukuha na NOC?ayaw ata magbigay ng NOC ang company namin.
    End of contract ko po ay Feb. 27,2012,may kasamahan po kami nag EXIT tapos to be followed lang daw yung mga benefits nila pero naka-uwi na sila sa Pinas and until now hndi pa napadala yung pera.Ano ang dapat naming gawin?…Thanks

    John.

  58. Dear Bong,

    Please enlighten me with this situation:

    A construction company hired me as an accountant and I signed their contract stating their that I will be working as an accountant of the said construction company.

    When I came here in KSA, they assigned me as an accountant of their affiliate company which is providing catering services for their projects and company itself.

    Is this violation of the provision of my contract because I agreed to work as an accountant of a construction company?

    Thanks and God Bless.

    JC

    • What you mean “affiliate” – a sister company, owned by the same owner of the construction company? Is your company engage in sub-contracting or a manpower agency? Ang sweldo pAreho lang ba sa nakasaad sa kontrata?

      If we will look at the legal side of the contract – it is a violation of the provision in the contract.

      If we look at the big side of the issue, the SLL says: SLL Article 38: An employer may not employ the worker in a profession other than the one specified in his work permit……..

      • Dear Bong,

        Yes, it is owned by the same owner of the construction company but the construction company is in a partnership form and owned by Korean (1) and Saudi (1) while the catering business is solely owned by a Saudi national.

        Our company is engaged in sub-contracting and also manpower services. They are giving me the same salary as what is stated on my contract.

        My concern is that I did not expect to work as accountant in a catering company but in a construction company.

        My profession in my iqama is electrician but i sign a waiver in the Philippines as per the agency’s standard operation procedure.

        Sir, can I terminate my contract with valid cause based on this scenario?

        Thanks in advance for your advice and looking forward to hear from you again.

        JC

        • Kung nailipat ka sa isang kompanya na pag mamay-ari ng iyong employer, AT engage in manpower and subcontracting services ang iyong employer, maaaring ito po ay hindi puwedeng basihan upang ma-terminate mo ang iyong kontrata.

          Kung napalitan ang iyong actual work ayon sa kontrata, at binabaan ang iyong sahod, maaaring may laban ka for termination of contract.

  59. Dear Sir,

    Good day!
    Ako po ay nagbabalak magbakasyon sa buwan na ito at wala na po akong plano pa na bumalik dito sa Saudi, ilang taon po ba ang banned ko sa bansang ito? Isa pa po may salary loan pa po ako na hindi ko pa tapos nabayaran,mahabol pa po ba nila ako sa pilipinas para pagbayarin sa aking utang?

    Thank you,
    ERIC

    • Dahil balak mong hindi na babalik sa kabila ng exit re-entry visa at may utang ka pang iiwanan, puwede pong mag sumite ang iyong employer will all their evidence at hand sa immigration/passport department na ma-ban ka in an indefinite period of time.

  60. Dear sir,

    This is second time I came to saudi.
    I hve joined a compny 2 weeks ago.
    But recently i hve got another offer in saudi.
    If I go back to my country on final exit, Can I come back and join the new compnay?

    Pls reply ASAP

    - Regards
    Sameer

    • Ha ha! Parang ginawa mong bakasyonan ang KSA kabayan. Joke lang dre!

      Kung Final Exit ang clearance na ibigay sa iyo ng iyong employer, No probs!!! Pero nakakasiguro akong may papirmahan sa iyong undertaking kung sakaling aprobahan nila ang iyong resignation.

      Good luck!

  61. helo sir,

    Kung sa kaling may problima po sa aking resignation hindi nila ako e reles saan ako pwede tumawag o kayay mag reklamo, nandito ako sa saudi arabia ngayon…

    salamat….

  62. Helo po sir,

    Tanong ko lang sayo nandito ako sa saudi arabia pwede ko bang iwanan ang aking pwesto na pinag trabahuan ko pagtapos na ang petsa nah nilagay ko sa resignation kahit wala pang aprobal sa employer at doon nalang ako mag antay sa opisina nila..wala bang kaso yan kasi ngayon nag extend cla nang contrata tapos hindi ako bnigyan nang panibagong contrata..

    paki bigay naman nang opinion..salamat

    • Ang resign at non renewal of contract ay magkaiba.

      Kung non-renewal man or resignation, hindi po puwedeng huminto sa trabaho. Maaari kang kasohan ng employer kung gawin mo ito. Wala pong strike or sitdown or stop work dito sa KSA. Maari ka pang buruhin or pahintayin ng mahabang panahon lalo na pag walanghiya ang employer mo.

      Ang kontrata ay puwedeng walang dokumento dito sa KSA, at kung nag work kapa in the absence of contract, it means you already renew your contract automatically. Ito yong sinasabing UNSPECIFIED contract ng Saudi LAbor Law. Sa usaping ito, ang expiration date ng iyong iqama ang expiration rin ng iyong kontrata.

  63. MAGANDANG HAPON PO MAG TATANONG LANG PO KUNG PWEDE PO BA MA CLAIM NG LIVEIN PARTNER ANG DEATH INSURANCE NG KANYANG KINAKASAMA MAY ANAK PO CLA KAHIT WALA PO SYANG KAUKULANG PAPELES AT PWEDE PO BA NYANG BALIWALAIN ANG CONSETN NG MGA KAPATID NG NASAWI?

  64. Dear Sir Bong,

    Bago pa lamang ako tagasubaybay ng blog ninyo, naghahanap po ako ng kasagutan – sa ngayon po under 90 days probationary period ako at gusto ko po terminate ang contract ko. Kailangan po ba ng valid reason? Ano po ba ang babayaran ko dito sa company ko sa Saudi? Sa agency sa Pilipinas di pa ako nagbayad ng placement fee, may kasunduan po kami ng agency na salary deduction ito. Kung may valid reason po ako mayroon din ako babayaran?

    • Valid or hindi valid ang iyong rason, babayaran mo parin ang nagastos ng iyong employer sa pagkuha sa iyo sa Pinas. ikaw rin ang bibili ng iyong tiket pauwi. Tungkol sa placement, makipag-ugnayan sa inyong agency. Kung may probisyon sa iyong kontrata tungkol sa probationary period, basahin mo ito at makipag-ugnayan sa POEA/OWWA.

  65. Sir…
    gud pm po sir bong..sir mag ask lang po ako kung my basihan po na kaltasin sa akin yung naibigay na pera ng company namin..ako po ay kasalukuyang nagtratrabaho dito sa riyadh bilang isang plumber,sa kasamaang palad na aksidenti po ako habang ako ay nagtratrabaho.nagkaron po ako ng 3 months na sick leave pero tuloy tuloy po ang sahod ko habang naka sick leave ako..nung nakabalik na po ako sa work ko nabigyan po ako ng cheque na nagkakahalaga ng 2700SR ang pagkaka alam ko po ay sa insurance galing yun,ang diku po ma intindihan eh kung bakit ngaun kinaltas sa akin lahat ang naibigay nilang pera,nag ask po ako sa company namin kung bakit nagka ganun ang sabi nila cash advance daw yun kz tinanggap ko ang cheque..sir my basihan po ba na kaltasin nila yun,anu po ba ang dapat kung gawin…maraming salamat po sir

    WILLY

  66. sir magandang araw.. tnong ko lang ulit kasi di ako pinayagang mag exit.. sabi ng liason namin na sa june 2012 pa daw ang end of contrak ko.. ask ko lng sir kasi sa unang kontrata ko nun ay nag extend ako ng 3 months bago ako nagbakasyon.bale ang nangyari ngayon di na isinama yung extention ko nung pagbalik ko at di naman yun binayaran nung nagbakasyon ako.kaya ang nging end of kontrak ko ay itong pagbalik ko.. tama ba yun sabi ng liason namin na ang umpisa ng bagong kong kontrata ay yung pagbalik ko galing bakasyon..

  67. gud day po sir Bong,

    makakabalik po ba kami ng saudi with different employer given a formal letter of resignation and one month notice. and a final exit? no contract violated. hihingi pa ba ng noc ang saudi embassy s pinas para maka kuna ng bagong visa? thanks po. 6 yrs na po kami s saudi open contract.

    thanks po,

    Arhnell

  68. sir magandang araw.ask ko lng po kng pano i calculate ang benifits ko.kasi balak ko na po mag exit.ang basic salary ko po ay SR2300+200 food allowance.mag 4 years na po ako,bale magkano po ang makukuha ko kng saka sakali..maraming salamat po at more power. godbless you ang your family.

  69. sir bong ako po ulit ito..nalaman ko po na on the process na daw po ang bago kong contract sa nilipatan po saken..and buo po ang desisyon ko na wag pumirma aksi another 2years na naman daw po yun..sinasabi po nila na di daw po ako makakaalis dito sa may ari ng clinic dahil po pagmamayari na po ako ng amo nila..balak na po namen umuwi after 1 year..sa dec 18 po kme 1year and balak po anmen sabihin sa amo namen sa january na uuwe na po kame..february po ang aming expired ng iqama..sa tngen nyo po ba valid yun rison namen na dahil inilipat kame without our consent and di po kame nmapasahod na ng amo namen kaya kame nilipat?natatakot po kasi kame.pero gusto na po namen umuwe..ang ikinakabahal lang po nmen eh kung pagbabayarin po b kame ng amo nmen.salamat po..

    • Joy,

      Kung natapos nyo ang 2 taong kontrata wala karapatan ang inyong employer na ibinbin ang inyong pag-uwo sa Pilipinas. Kayo ba ay nakapagsumite ng formal letter for non-renewal of contract? Kahit hindi kayo unspecified contract, kailangan pa rin na may notisya para sigurado na makauwi kayo.

      Pero kung hindi pa tapos ang inyong kontrata at balak ninyong umuwi or lumipat ng ibang employer, maya karapatan po ang inyong employer na singilin kayo sa lahat ng nagastos niya pagkuha sa inyo sa Pinas kasama na dito ang tiket.

      Bong

  70. Dear Sir Bong,

    Salamat po sa inyong pagtugon sa aking mga katanungan nakaraan.

    Sa ngayon nag closed na po ang company namin, at nahaharap na naman kami sa isang masalitmoot na sitwasyon. Ang company namin ay wala maibigay sa samin na mga binipesyo dahil yung princesa ay hindi nagbigay ng pera para dito. Yung natira naming sahod na dalawang buwan ay hindi rin ibinigay. Ang mga iqama po ng ibang kasamahan namin ay expired na. At ang iqama ko ay mag expired na ngayong October 21, 2011.

    Dahil closed na ang company namin. Yung inatasan ng princesa dito sa kaharian na humawak sa mga papers namin ay mag-issue sya ng release pero babayaran daw namin ito sa halagang SAR 10,000. Kung mag exit naman kami, sasagutin daw po namin ang pamasahe namin pauwi ng pilipinas.

    Sumaryo:

    1. Wala kaming benepisyo na matatanggap mula sa company namin na nag closed.
    2. Ang iqama ng mga kasama ko ay expired, at ang iqama ko ay sa Oct. 21, 2011.
    3. Hindi binigay ang dalawang buwang sweldo namin.
    4. Magbabayad kami ng SAR 10, 2011 para sa transfer of sponsorship or release.
    5. Kung mag exit kami, kami ang sasagot ng pamasahe namin pauwi.

    Tanong:

    1. May pag asa po ba na makuha namin ang aming sweldo at binipesyo? Ano po ang gagawin namin?
    2. Nasa red category ang company namin at hindi na daw maire-renew ang iqama namin. Ano na lang ang mangyayari sa amin? Paano kami makauwi kung expired na iqama namin?
    3. Kung mag apply kami sa iba, mai-tatransfer ba namin ang iqama namin sa bagong employer?
    4. Tama po bang pagbabayarin kami sa aming release paper?
    5. Tama po ba na kami ang sasagot sa pamasahe kung uuwi kami?

    Sir Bong kailangan ko po ang inyong mabilis na pagtugon. Gusto ko pong bigyan ninyon pansin ang katanungan number 3. Sir, 2 pa po ako nakapag two years dito sa kaharian dahil po nag close ang company namin, kung saan 2 years contract ang pinirmahan ko.

    Salamat po ng marami.

    Regards,

    Natz

    • Ren,

      Kung legal na pamamaraan ang pag-uusapan maaaring maibigay ng employer ang inyong benepisyo ayon sa mapagkasunduan ng bawat panig. Ito ay kung may balak ang kompanya na bayaran kayo. Maliban sa benepisyo may karapatan din kayong hingin ang isang buwang sahod habang hinhintay ninyo ang benepisyong nabanggit ko sa itaas.

      Article 19: Amounts due to the worker or his heirs under this Law shall be deemed first rate privileged debts and the worker and his heirs shall, for the purpose of settling them, be entitled to a privilege over all the employer’s properties. In the case of bankruptcy of the employer or liquidation of his firm, the aforementioned amounts shall be entered as privileged debts and the worker is paid an expedited amount equivalent to one month wage prior to payment of any other expenses including judicial, bankruptcy or liquidation expenses.

      Sa isang kompanya na katulad ng inyong employer, medyo malabong maibigay nila ang mga benepisyo ayon sa batas dahil gaya ng binanggit mo sa akin, hindi na ito nagpapakita na. Kung mag reklamo naman kayo sa Labor Court, maraming buwan or taon tayong kakainin bago maibigay ang desisyong pabor sa complainant.

      Sa iyong mga katanongan:

      1) Makipag-usap kayo sa inyong employer at pag-usapan ang lahat ng mga posibleng solusyon at kung hindi nila kayang ibigay ang mga benepisyo ayon sa batas, pag-usapan na lang kung ano ang nararapat gawin for the good of both sides.

      2) Kung pauwiin kayo as per Nitaqat, ibig sabihin makakauwi kayo maski expire na ang inyong iqama.

      3) Kung nasa Red kayo at pagdating ng December 12, ang araw ng full implementation ng Nitaqat maaaring makalipat kayo ng ibang kompanya. Hihintayin muna natin ang implementing guidelines kung papaano ang proseso nito.

      4) Hindi po tama, dahil nakasaad sa batas Article 40.3: An employer shall bear the fees of transferring the services of a worker who wishes to transfer his service to him.

      5) Hindi po tama, na-bangkarote ang kompanya, hindi po kayo nag resign sa work, hindi po ninyo kasalanan ang nangyari sa inyong kompanya. Kaya dapat lamang na obligasyon nila ang pag-pauwi ng worker.

      Dumlog kayo agad sa ating POLO upang maalalayan kayo sa tamang gawin or ma-mediate nila ang tamang solusyon ayon sa bawat kapakanan ng magkabilang panig.

      Regards.

      Bong

  71. Hello!

    I have signed a contract going to abroad, In the contract it is written that if I refused to join the company I will pay the total of 1 month salary(Php60K) for breach of contract. I was signed the contract because I am decided to work abroad and send the contract through email on a PDF file.
    Yes I have my mistakes, later on, it happened for personal reasons and that is unintentional on my part and I will no longer want to go abroad.

    my questions:

    1. I told them that I don’t have that such big money and they said I must pay the terms and condition on the contract(60K is big money for me)
    2. Will I be in prison if I didn’t pay? to tell them honestly that I don’t have that big amount?
    3. What is the best thing that I am going to do?
    4. They are company I am only one
    5. They said I will pay them on their branch here in manila but my contract is in abroad(another branch)

    Please advise.
    Thank you

    Mike

    • Mike,

      An employment contract is a legal binding document. Once you accept an offer and signed the employment contract, it means, there will be no turning back. However, if you have second thoughts about the job you have been accepted, and you don’t give an early notice and valid reason for withdrawal, there will be a possibility for breach of contract. Please consult a lawyer for exact reply on your inquiry.

      Bong

  72. Sir,

    Gud day,. GBS po ulit ito., ang nsa iqama ko ay yong sponsor ko hindi yong AQTE. Bka sbihin nla na final exit ang ibigay skin tpos kdlasan ay tska na nla ibbigay yong passport q doon sa airport tska ko nlng mkkita na re-entry pala. Pano q po maiiwasan ang gnoon na pangyyari yon pong ttingnan ko na ung passport q habang wla pa aq sa airport.

    • Gbs,

      Ang magbigay sa iyo ng final Exit clearance ay ang iyong sponsor or ang nakalagay sa iqama.

      Ganito gawin mo GBS, sabihin mo sa employer mo before one week na kukuha ka ng OEC sa Embahada natin at ang requirement ay ang Visa. Totoo naman na Visa ang requirement pagkuha ng OEC sa mga nagbabakasyon. Kaya nga lang ikaw Exit, pero puwede mong idahilan ito para makita mo kung Exit kaba sa Visa. ang Visa ay print out ng papel at hindi ito nakatatak sa passport, ibig sabihin may time ka pa para mag imbestiga kung Exit ka or Re-entry.

      Good luck!

      Bong

  73. Sir,

    Good day!Tanong ko lang po kung anong magandang gawin kung ang comp ay ayaw pag usapan ang tungkol sa pag exit ng mga tao at pinapatgal nila ang process ng mga papel hanggat posible.ssa kalagayan ko po kasi ay 3 kaming sabay sabay na finish contract this coming Oct.20, 2011 at kahit nagpasa na po kami ng notice sa kanila 3moths before the due date ay hanggang ngayon po ay wla parin kaming balita sa kung kailan ang uwi namin dahil hindi po inaasikaso ng comp namin.At posible rin po bang malaman namin agad ang halaga ng matatanggap naming halaga ng pera kaagad dahil ang mga benefits po ng mga nakaraang kasamahan ko ay natatanggap nila sa araw ng alis nila kaya hindi na po nila nagawang i-check kung tama ang nakuha nilang halaga..

    Salamat po.

    • Nald,

      Malaman natin yan paglagpas ng 20 October kung mag papauwi ba talaga sila ng worker. May karapatan ang kompany na humingi ng palugit kung ito ay kailangan. Huwag pangunahan ang situwasyon at negative thinking, trabaho lang muna at iwasan ang sobrang pag-iisip at init ng ulo.

      Keep in touch.

      Bong

  74. Sir,

    Na punta po ako dito sa Saudi Arabia, ang kumuha pa sa akin sa Pilipinas ay AQTE na Est. dito ko na lang po nalaman na iba yong sponsor ko bale yong visa ng sponsor ko binagay lang niya sa AQTE tapos hindi pa ako na bigyan ng kontrata. After several months ay na bankrupt po iyong AQTE tapos naka hanap ako ng trabaho as in supply sa isang company ang ginamit ko sa working documents ko po ay sa sponsor ko na, maayos naman magpasahod yong sponsor ko tapos ontime pa pero gusto ko po kasing lumipat sa mas maayos na company at hindi iyong single sponsor lang for my security reason kasi what if ma release or matanggal ako dito sa sinisupplyan ko wala po ability yong sponsor ko na ipasok ako sa ibang trabaho. Gusto kong mag final exit when the time comes na matapos na yong verbal or unwritten contract ko sa kanya na 2 years. What if e-deny nia or e-refusee yong kagustohan kong mag final exit.

    Thank,
    GBS

  75. gudpm po,. . first contract q po sa saudi,. and malapit npo mtpos un contract q,. . i’ve read the articles pro mdyo confusing pdn po s part q. kea gs2 ko po mgtnong. nklagay po s contract nmen 2 yrs, with annual sick leave of 15 days and vacation leave 15 days, d po aq umuwe or nagvacation,. or ngavail ng sick leave of any forms. so meaning earned or accumulated un leaves q.

    i came here april 17 2010. anu po ba dpat ang uwe q? april dn? or should be 2 months earlier dhl s accumulated leaves q? kc po. nde nman nla icococnvert into cash un vacation nmen? tama po ba?,.

    ask q dn po pla kng anu po ang law about seperation pay,. i mean pag ngexit ka and finish contract. kc po un ksmhan q,. 2 yrs finish contract dn cya pro 2 months salary lng un bngay. and exactong 24 months dn cya bgo nkauwe. gnun po ba tlga or may mali?

    hope mgreply po kau,.. malaking tulong po un info pra sa mga novice n k2lad q.. tnx. godbless po..

    • Keng,

      Malinaw sa Article 111 na karapatan ng worker na bayaran siya sa hindi niya nagagamit na bakasyon kung aalis siya sa kompanya.

      Article 111. A worker shall be entitled to a wage for the accrued days of the leave if he leaves the work without using such leave. This applies to the period of work for which he has not used his leave. He is also entitled to a leave pay for the parts of the year in proportion to the part he spent at work.

      Malinaw rin po sa baba na puweend mag request ang worker na isama sa bilang ng kanyang bakasyon ang hindi niya nagamit na sick leave.

      Article 82. An employer may not terminate the worker’s services on account of illness prior to availing him of the period designated for sick leave as provided for in this Law. The worker may request that his sick leave be combined with his annual leave.

      Tungkol sa Severance pay, sa Artikulo 84 ng SLL nakasaad doon na tig-kalahati ng isang buwang sahod para sa unang limang taon, so kung natapos ang kontrata within 24 months lang or 2 years, ang severance pay ay isang buwang sahod lamang. Kung nakadalawa siya ayon sa sulat mo, ibig sabihin isang buwang sahod plus severance fee kaya naging dalawang buwang sahod ang natanggap ng kasama mo.

      Bong

  76. Sir Bong, ako po ulet to si Ysong.

    Ako po ung may problema sa delayed salary.. Gang ngayon po ganun pa rin, more than three (3) months na walang suweldo.. I am planning to resign due to stress dahil nga po sa delayed salary.. Nag-suffer na pati ung pamilya ko sa Pinas.. Un po ang ilalagay ko sa letter. May karapatan po ba ang company na pigilan ako? At kung sakali pong mag-resign ako, ano po ang mga makukuha ko at/o babayaran? (dapat po db wala? kasi sila naman ang may kasalanan kaya ako magre-resign? OK lang po kahit ala kong makuha basta pauwiin lang nila ko). Balido naman ang rason ko sa pag-alis sa kanila.. Ano po dapat kong gawin?

    Salamat, sir Bong..

    YSONG

    • Syong,

      Wala pong karapatan na e-hold ang inyong suweldo or hindi kayo sasahoran ng inyong employer, bawal po ito sa batas Art. 61.1 ng Saudi Labor law. Huwag mag resign dahil puwede mong ireklamo ang iyong employer sa Saudi Labor Office ayon sa Art. 81. Without prejudice to all of his statutory rights, a worker may leave his job without notice in any of the following cases: If the employer fails to fulfil his essential contractual or statutory obligations towards the worker.

      Ibig sabihin puwede kang huminto sa trabaho without even a notice kung hindi ka sinasahoran ng employer. Pero huwag kang mag-resign dahil kung ito ay gawin mo, maaring singilin ka ng employer sa lahat ng ngastos niya sa pagkuha sa iyo kasama na dito ang ticket pabalik sa Pinas.

      Bong

  77. sir bong,

    sir tanong lang po ako kasi po expired na iqama namin then prior to that po nag file na kami ng exit letter namin na di na po kami mag rerenew pero till now po di pa po kami pinapauwi.sabi po dito need daw po irenew ang iqama para maka exit po.nu po yung totoo?pag expired na po ba yung iqama di po pwede mag exit at kelangan sya irenew muna bago maka uwi? thank you po

    • Chelle,

      Tama po, ang lahat ng magbakasyon or mag exit pero expire na ang iqama, sa gusto man or hindi ng worker, ipa-renew niya ito dahil requirement ito para mabigyan kayo ng Exit clearance ng Jawasat.

      Bong

  78. Hello Sir Bong,

    Salamat po sa reply nyo sa mga tanong ko previously, may tanong po ako sa bagong Saudi Labor Law kasi medyo generalized po yung mga nakasaad sa mga artikulo kung ihahambing ko po sa Code of Business Conduct sa Pilipinas o sa ibang bansa na mas detalyado. Gusto ko po kasi na mag implement ng disciplinary actions against erring technicians sa trabaho ko, ang problema na nakikita ko ngayon ay hindi specific ang mga nakasaad sa mga artikulo patungkol sa habitual work related issues.

    Sincerely,

    Roni

  79. Good Day sir! Ako po ay 1yr 1 month na sa aming establishment, 1st kinakaltasan po kami ng IQAMA 750 SR, dba ba po nilabag ng amo namin yong labor law? 2nd 8-5pm po yong work time ko pero pinapareport po kami ng 5pm sa office para sa mga paperworks, etc. minsan po ay 6:30 to 7:00 pm na kami nakakauwi sa kakahintay sa office nangyayari po ito araw-araw so lagpas 48 hrs yong working time ko nilabag na naman nila yong 48 hrs. a week na naka saad sa labor law. Ano po ang maganda kong gawin para mabigyan pansin ang rights ko. Ang sabi nila yon daw yong systema nila ehh d po ba illegel yon? Sana po ay matulongan mo po ako sir, salamat and more power! Thanks!

    • Ace,

      Mali ang sistema at labag sa batas paggawa ang ginagawa sa inyo ng inyong employer. Upang matapos na ang ganitong sistema dapat lamang na isumbong ninyo sa POLO ang inyong employer upang ma mediate ang problema. Tawagan po ng POLO ang inyong employer tungkol sa inyong reklamo. Pag walang aksyon ang employer, puwede na kayong mag file ng kaso sa Saudi Labor office laban sa employer. Please note na habang dinidinig ng Saudi Labor ang inyong reklamo, kayo ay manatiling magtrabaho at hindi kayo puwedeng pahintoin sa work ng inyong employer. Ito ay ayon sa batas.

      Bong

      • Marami pong salamat sir sa iyong payo, grabe talaga nung 4pm naman kami pumumunta sa office nagagalit bakit daw umalis kami ng site namin na hindi pa 5pm, ano pa ang gagamitin na oras para sa mga endorsements, paperworks etc. Cge sir tatawagan ko ang POLO regarding nito. Mabuhay po kayo! More Power!

  80. Hi Sir,

    3 months pa lang po ako nagwwork sa company namin.
    Additional po pala sir, in case na namatay na ang father ko (due to his serious illness) at hingi po ako ng 5-10 days vacation leave ako pa sasagot ng ticket ko, di po ba dapat ako payagan? Kasi po nung sinasabi ko na serious illness na father ko ayaw pa din po ako pagbakasyunin eh. Pero in case of death, mayroon na po ba ko right? Or kung ayaw pa din po nila wala ko magagawa?
    Hope you can help me sir because I can’t concentrate on my work anymore because of what is happening to my father. Please tell me what to do please.

    Franz

    • Franz,

      Hope your father is now in good condition.

      Dito sa Saudi bihira po ang pinapayagan na umuwi maski for emergency reason katulad ng iyong situwasyon. Lalo na na ikaw ay 3 motnhs pa lang sa work. Nadaaanan ko ang ganitong situwasyon Roy. When my mother died, wala akong magaw kundi magpadala na lang pera dahil hindi ako pinapayagan ng employer (previous).

      Just pray Roy na hipoin ng maykapal ang puso ng iyong employer at dapat maging handa ka sa maaring maging pasya nila.

      Bong

  81. Good pm. Pa ask Lang po ng current category ng company namin.. iqama # ko po xxx… Thanks hope to hear from you asap.

    regard to all OFW

  82. Good Day!

    Sir, madami po ako nalaman dito sa blog-site ninyo tungkol sa mga batas ng paggawa dito sa KSA, at napansin ko din na napakarami nating mga kababayan ang may mga hindi magagandang karanasan sa kani-kanilang mga employer.

    Tanong ko lang po sana kung may blog site/website ng mga listahan ng employer/company dito sa S.Arabia na may mga bad record, nang sa gayun naman po ay mabigyan ng babala or paunang abiso ang ating mga kababayan na nais mag abroad para nadin mabawasan ang mga naabuso nating kapwa OFW.

    Maraming Salamat Po!

    • Phil,

      Tama ka dapat lamang meron nito at ang makapagbigay nito ang POEA lamang dahil sila ay may complete list. Hayaan mo at sa pagpasyal ko sa POEA next month dadalhin ko po ang inyong suggestion sa opsina ni Admin Carlos Cao.

      Pero sana, itong mga swapang natin na recruitment agency ang siyang gumawa ng unang hakbang upang hindi malagay sa alanganin ang ating hanay, sa kanila palang dapat nag-umpisa ang lahat. Dapat inalam nila kung ano ba talaga ang status ng kanilang mga kliyente ang kaso lang PERA LANG ANG KANILANG iniisip at hindi ang kapakanan ng mga dini-deploy nilang OFW.

      Salamat sa pagbisita.

      Bong

  83. A pleasant day po sa inyo Mr. Bong,

    I will end my 2 years contract this Oct 4, 2011. The office already provided me a plane ticket as they have approved my non renewal letter which i have forwarded 3 months ago. But just last week, they called on a staff meeting and brought out the issue of cancelling our final exit. The employer said that nobody will go unless the replacement will come. We didn’t have any assurance if there is a replacement or when that will come.I have had a dialogue with him explaining my reasons of non renewal, but still he firmly denies to let me go without a replacement.

    So, I seek the assistance of POLO here in Jeddah, and told us that since our contract will end by oct 4, 2011, we have the right not to go to work after the said date. If ever we pursue the work after Oct. 4, we should ask the office to put into writing any agreement of extending the working days.Because if we continue going to work, that means the contract is automatically renewed (Art. 55 of saudi labor code)

    Article (55):
    (1) The fixed-term contract shall terminate upon expiration of its term. If the
    two parties continue to implement it, it shall be deemed renewed for an
    indefinite period of time, subject to the provisions of Article (37) of this
    Law for non-Saudi workers.
    (2) If the fixed-term contract incorporates a clause providing for its renewal
    for a similar term or a specified term, the contract shall be renewed for
    the period agreed upon. If the contract is renewed for two consecutive
    terms or if the original contract term and the renewal period amount to
    three years, whichever is less, and the two parties continue to implement
    it, the contract shall become an indefinite term contract.

    And I also consulted the Art. 110 Leaves
    An employer may postpone, for a period of not more than ninety days,
    the worker’s leave after the end of the year it is due if required by work
    conditions. If work conditions require extension of the postponement,
    the worker’s consent must be obtained in writing. Such postponement
    shall not, however, exceed the end of the year following the year the
    leave is due. — he said that this does not apply to end of service, but only to leaves.

    So, my question is – I am not violating any laws if I notify the office in writing that I will not work after Oct 4? and, do they have the right to hold me considering that there is no assurance of when the replacements will come? Also that 90 days period which you mentioned is also applicable to end of service, but the POLO said, it is only for leaves?

    Please I still need some additional advise po.

    • Jing,

      Hope hindi kayo magsawang pasyalan ang ating blog sa kabila ng mabagal kong kasagotan sa inyong inquiry. Pasensya na po, ako ay isa ring OFW dito sa KSA na may obligasyon sa aking employer, kaya minsan mabagal po ang sagot ko sa mga inquiry ninyo.

      Well, apki update ako sa iyong concern since this inquiry was dated Sept. 27.

      Hope to hear from you Jing.

      Bong

  84. Nag renew po ako ng contract dito sa company AJYAD POLYCLINIC, Dammam. 6 months pa lang po ako sa renewed contract ko and I decided to resign. I filed a resignation letter dated August 2, 2011 (almost 2 months now) and based on the article posted, 30 days lang ang kailangan na notice and no need of cceptance from the employer as long as I provided the notice prior time. Sabi naman po nila, hindi daw ako pwede umalis hanggat walang kapalit sa post ko. Emergency po ang reason ko and I cannot wait for their action for a period of time.

    • Article 75. If the contract is of an indefinite term, either party may terminate it for a valid reason to be specified in a written notice to be served to the other party at least thirty days prior to the termination date if the worker is paid monthly and not less than fifteen days for others.

  85. Good Day Sir Bong,

    Isa po ako sa 12 na Filipino na na deploy d2 sa Yanbu last Sep. 2, 2011, may bago daw po batas ang Saudi at ito daw po ay pag bibigay ng GOSI sa bawat worker, ang tanong ko lang po kung ung Annuity branch na tinatawag ay para sa Saudi at ang Occupational Hazard Branch ay sa lahat ng worker sa saudian man o expats, ilang pong porsyento ang ibabawas sa aming mga filipino, kasi po sabi ng employer namin 11% sa employer at 9% sa amin ang bawas buwan buwan. e nung nabasa ko po sa GOSI site nila ang 9% sa saudian pag annuity branch at 2% sa Occupational Hazard Branch which is where we belong. ano po dapat naming gawin dahil next month ay babawasan na kami ng 9%?

    • Chris,

      I would like to ask an apology for my previous reply in your inquiry. Yes, you are right, sa Saudi lamang po ang tinatawag na 9% which is Annuity type of Insurance for Saudi Employees. for non-saudi employees, only the employers are supposed to pay the Occupational Hazard type of Insurance which is 2%, ibig pong sabihin wala pong binabayaran ang employees. As per Saudi Arabia, Taxation of International Executives. see link : http://www.kpmg.com/Global/en/IssuesAndInsights/ArticlesPublications/TIES/Documents/SAUDI_ARABIA_2010_TIES.pdf

      And as per Saudi Legal website, ito po ang nakasaad doon.

      A workers’ compensation plan exists under the direction of the General Organization for Health and Social Security (GOSI). For both Saudi employees and expatriate employees, employers must contribute an amount equal to 2% of their salary towards a workers’ compensation and disability plan administered by GOSI, which is regulated in some detail in the Social Insurance Regulation, Royal Decree No. M/22 of 3rd Ramadan 1421 Hejra corresponding to 29th November 2000 Gregorian. The retirement scheme is administered by GOSI, but covers only Saudi nationals. Contributions on behalf of Saudi employees equal 18% of an employee’s wages, with the employer contributing 9% and the employee contributing 9%. While there is no government health plan, medical and hospital care is free for Saudi citizens. For all non-Saudi employees, and for Saudi employees who want to be covered, health benefits are required to be provided by the employer depending on the number of employees in a particular geographic area. Taken from: http://www.saudilegal.com/saudilaw/17_law.html

      You can use this web site links as source if you decide to complain this matter.

      Again, my sincere apology.

      Bong

  86. Dear Sir:

    Ang nick name ko po ay Renz, 29 years old, higit isang taon na po akong nagtratrabaho sa isang companya dito sa Jeddah, KSA. Ang companya po namin ay pag mamay ari ng Princessa.

    Nang una medyo maayos naman ang pamamalakad ng companya, minsan naman nakakaranas kami ng kaltas sa sahod dahil sa dahilan daw na mababa ang benta (sales) ng restaurant namin. Kalaunan, nagkaproblema ang Princessa dito sa kaharian kaya lumisan sya sa kaharian at naninirahan s’ya sa bansang Europa.

    Bago s’ya lumisan sa kaharian, nagapatayo sya ng bagong fine dining restaurant ngunit ibenenta nya ito kaagad. Ngunit ang tatlong branches ng Fastfood Resto nya ay hindi nabili. Kaya, hinahayaan nya na lamang itong mag operate hanggang sa ngayon.

    Naging hindi na maganda ang takbo ng companya namin dahil sa pinapabayaan na ito ng Princessa. Laging delay na ang sweldo namin at kinakaltasan ang sweldo namin sa isang mababaw na dahilan. Sa ngayon halos dalawang buwan na wala pa kaming sweldo. Halos kaming mga Pilipino na lang ang natira dahil ang ibang lahi ay pinapa-exit na. Nasasaklaw na namin ang mga trabaho na hindi nararapat sa amin. Gusto na namin umalis at mag exit na rin or humanap ng ibang mapapasukan.

    Nais ko pong humingi ng payo/kasagutan mula sa inyo sa mga sumusunod:

    1. Pwede ba kaming magreklamo sa Saudi Labor hinggil sa mga problemang nararanasan namin?
    2. Pwede ba kaming huminto sa pagtatrabaho dahil sa kapabayaan ng companya namin?
    3. Makukuha ba namin ang mga ikinaltas nila sa amin?

    Salamant po.

    • Ren,

      Sorry for very late reply, isa rin po akong OFW na katulad ninyo na may resposnsibilidad na gamapnan bilang worker sa kaharian. Talaga pong busy lang ako nitong mga huling araw at may mga personal rin na problema na dapat asikasohin. Tao lamang po tayo na magkaroon ng mga problema.

      Ren, sa una mong tanong, puwedeng puwede po kayong magreklamo at kasohan ang inyong employer sa Saudi Labor office. Ang mga dahilan ay ang sumusonod: binibinbin ang sweldo at nangangaltas sa sahod.

      Article 61. : In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to:

      1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof.

      Sa pangalawa mong tanong, huwag basta basta na lang hihinto sa trabaho baka ito ay maging dahilan sa mas malala pang problema. Puwede po kayong kasohan ng illegal strike or sit in strike at ito ay mahigpit na bawal sa KSA. Wal po kasing strike dito, ang kung gawin ninyo ito, maging susi or makakita ng butas ang inyong employer upang pababayaan na kayo ng tuluyan.

      Sa 3rd question, makukuha po ninyo ang mga kinaltas sa inyo kung mapapatunayan na nilabag ng inyong employer ang nakasaad sa batas paggawa Artikulo 92:

      Article 92. No amount shall be deducted from the worker’s wages against private rights without his written consent, except in the following cases:

      1. Repayment of loans extended by the employer, provided that such deductions do not exceed 10% of his wage
      2. Social insurance or any other contributions due on the workers as provided for by law
      3. Worker’s contributions to thrift funds or loans due to such funds
      4. Instalments of any scheme undertaken by the employer involving home ownership programs or any other privilege
      5. Fines imposed on the worker on account of violations committed, as well as deductions made for damages caused
      6. Any debt collected in implementation of a judicial judgment, provided that the monthly deduction shall not exceed one quarter of the worker’s wage, unless the judgment provides otherwise. First to be collected is alimony, followed by food, clothing and accommodation debts, before other debts.

      Article 93. In all cases, deductions made may not exceed half the worker’s due wage, unless the Commission for the Settlement of Labor Disputes determines that further deductions can be made or that the worker is in need of more than half his wage. In the latter case, the worker may not be given more than three quarters of his wage.

      Kung hindi atorisado ang pagkaltas sa inyong sahod, ireklamo ang kompanya sa opisina ng Labor dahil hindi po pwedeng bawasan ang sahod ng worker kung wala itong pahintulot. Hindi rin po pwedeng magkaltas ang employer mahigit sa kalahati ng sweldo ng worker.

      Pero bago po kayo pumunta sa Saudi Labor Office, humingi muna kayo ng payo sa ating Labor Attache Vicente Cabe ng POLO-Jeddah.

      Regards.

      Bong

  87. Hi Sir,

    Tanong ko lang po kung napapaloob po ba sa Batas ng Manggagawa ng Saudi Arabia and paghihinge ng Hazard Pay? Kasalukuyan po akong nagtatrabaho sa isang kumpanya na may pagkadelikado ang nature ng trabaho. Hawak namin palagi ang mga chemical, yung iba highly toxic. Meron pong binagay na training sa amin sa chemical handling.

    Ang tanong ko po: may karapatan po ba kaming humingi ng hazard pay?

    Maraming pong salamat.

    RB

    • Robert,

      Sorry for late reply. Like you, I am also an OFW in the Kingdom at medyo busy po talaga nitong mga nagdaang araw at may personal na mga bagay na dapat rin pong aiskasohin.

      Wala pong nakasaad sa Saudi Labor Law tungkol sa Hazard pay. Ang nakasaad lamang doon ay ang proteksyon laban sa trabahong may panganib sa mga mangagawa. Please find certain provisions found in SLL.

      Chapter VIII: Protection against Occupational Hazards, Major Industrial Accidents and Work Injuries, and Health and Social Services

      Section One: Protection against Occupational Hazards

      Article 121 . An employer shall maintain the firm in a clean and hygienic condition. He shall provide lighting, supply potable and washing water and comply with other rules, measures and standards of occupational protection, health and safety in accordance with what is specified in the Minister’s decision.

      Article 122. An employer shall take the necessary precautions to protect the workers against hazards, occupational diseases, the machinery in use, and shall ensure work safety and protection. He shall post in a prominent place in the firm the instructions related to work and workers safety in Arabic and, when necessary, in any other language that the workers understand. The employer may not charge the workers or deduct from their wages any amounts for the provision of such protection.

      Article 123. An employer shall inform the worker, prior to engaging in the work, of the hazards of his job and shall require him to use the prescribed protective equipment. The employer shall supply the workers with the appropriate personal gear and train them on their use.

      Article 124. A worker shall use and preserve the personal protective equipment designated for each process and shall carry out the instructions established to protect his health against injuries and diseases. He shall refrain from any action or omission that may lead to failure to implement the instructions, misuse or impair the devices provided to protect the workplace as well as the health and safety of fellow workers.

      Article 125. An employer shall take necessary precautions for protection against fire and provide the technical means to combat it, including safety exits which shall be maintained in working condition at all times. He shall post in a prominent location in the workplace detailed instructions for fire prevention devices.

      Article 126. An employer shall be responsible for emergencies and accidents which may affect persons, other than his workers, who enter the workplaces by virtue of their official duties or with the approval of the employer or his agents, if such emergencies and accidents are due to negligence in taking the technical precautions required by the nature of his work, and he shall compensate them for damage and harm they may sustain in accordance with the general laws.

      Regards.

      Bong

  88. ganto po ung sitwasyun ko na released po ako ng dati kong employer, ngayun po pwedi po ba ako bigyan ng exit visa ng kasalukuyang employer ko??? kung mag file po ng exit after finish my contract this year

  89. Good day po sir Bong,

    Bagong dating lang po kami ditong 12 na Filipino sa Yanbu, sabi po ng employer namin may ibabawas po sa aming sweldo na 9% buwan buwan hanggang matapos ang AMING kontrata. ito raw po ay GOSI membership. Sir tanong lang po namin.. Ang GOSI membership po ba ay mandatory or compulsatory? at kapag tapos na ang contrata namin d2 for 2 years pwede po ba naming e-reimburse yung binawas samin for the GOSI.

    marami pong salamat,

    From,

    Rene,Michael,James,Chris,Cliff, Aldwyn
    HALLA Energy & Environment

  90. sir bong

    Good day po, ako po ung nang hingi sa inyo ng payo last 2 months ago and maraming salamat po sa tulong na binigay nyo. nsa pinas na po ako ngaun. Ang problema lang po e ung apply ko ulit jan sa ibng company, tanggap npo ako pro wala pa po ung visa ko. may possibilities po ba na mka balik ako sa riyadh, balita ko po kz wala pa po mga visa na binibigay ang ministry??

    Thank you po and GOD BLESS

    Jek

  91. sir,
    Nag work po kasi ang asawa ko sa Saudi for 1 year.. Sa ngayon po kelangan nya ng Police Clearance as a requirement for application for canada Visa. kasalukuyan pong nasa saudi ang Tatay nya, pero hindi po makakuha ng police clearance. Sinasabi po na kapag nag exit na daw po sa saudi for more than 6 months hindi na daw po nag iisue ng Police Clearance ang Saudi.. Humingi rin po kami ng tulong dito saudi Embassy dito sa Pilipinas. Meron po silang ibinigay na number, pero hanggang sa ngayon po e walang sumasagot sa numerong ibinigay nila.Sinabi rin po nila na pumunta kami sa DFA. Nag punta na po kami sa DFA pero nde rin po nila kami natulungan, sinabi naman po nila na pumunta kami sa Saudi Embassy.Ano po ba ang dapat na gawin para makakuha ng Police Clearance?.. Sana po ay matulungan ninyo kami.
    Maraming salamat po.

    • Mel,

      Kung totoo na na ang police clearance ay hindi na po ma-issue after 6 months na itong exit sa KSA, wala na po tayong magagawa kung ito ang kanilang patakaran. Kung may time po kayo, bisitahan po ang Saudi Embassy upang malaman natin ang tamang gawin. Samantala paki basa lamang po itong Advisory ng DFA tungkol dito.

      Phl Embassy in Riyadh Clarifies Requirements for Police Clearance, Urges Filipinos to Obtain it Before Leaving Saudi Arabia

      Thursday, 22 September 2011 17:26 Mark-PISU . 22 September 2011-The Philippine Embassy in Riyadh reported that Filipinos who used to reside in Saudi Arabia and are seeking permanent residence or employment in other countries are often required to submit a police clearance from countries where they had previously resided.

      The Embassy has received numerous requests for such police clearance from former residents or workers in Saudi.

      The Saudi authorities have changed their rules twice in the past few years.

      As of 11 October 2009, the Saudi Embassies overseas were authorized to receive the request form and required documents including the fingerprint sheets.

      However, the Saudi Ministry of Foreign Affairs sent a circular note No. 94/70/19/373270 dated 3 November 2010 changing the procedures for former foreign residents.

      According to this circular, there is a new procedure in obtaining a Saudi police clearance for those who left the Kingdom. This new procedure involves the following:

      1.The applicant should proceed to his/her country’s embassy in the country of residence.
      2.The applicant should submit an accomplished request with an accomplished fingerprint form.
      3.This should be sent to his/her embassy in Saudi Arabia (the Philippine Embassy in Riyadh), which would endorse the request by Note to the Saudi Ministry of Foreign Affairs (SMFA).
      4.The SMFA then would authenticate the application and accomplishment fingerprint form for endorsement to the concerned local police authorities where the Filipino lived.
      5.The Embassy will then submit the authenticated Note Verbale, the SMFA endorsement and the duly-accomplished fingerprinting card to the concerned Office of the Director of the Police Department in the Kingdom of Saudi Arabia for filing and processing.
      6.After one or two months, the Embassy will claim from the concerned police authorities the police clearance and send it back to the applicant.
      The documentary requirements are:

      Duly accomplished Police Clearance Application Form that can be obtained from the Saudi Embassy in the country where the applicant is presently residing;
      Duly accomplished Fingerprinting Card obtained thru the State Police of the country where the applicant is presently residing;
      Two (2) newly taken 2 x 2 colored picture with white background;

      Photocopy of passport used in Saudi Arabia clearly showing the applicant’s photograph, all visas and exit/re-entries of the period of stay of the applicant in Saudi Arabia;
      Photocopy of iqama (residence permit);

      Photocopy of Certificate of Employment or No Objection Certificate or Release Letter issued by former employer/sponsor in Saudi Arabia;
      Request Letter addressed to the Embassy stating the purpose of the Police Clearance;

      Other relevant documents, if any, to support the application for Police Clearance;

      All non-Arabic documents should be translated into Arabic.

      The fees are:

      Embassy’s Notarial fee: SR 100.00
      Saudi MFA Authentication Fee SR 60.00
      Saudi Police Clearance Fee SR 30.00
      Courier (sending/return) – arrangement to be made by applicant with the local courier at country of residence

      Where possible, the Embassy shall continue to issue a No Derogatory Record in lieu of the requested police clearance.

      However, for countries that do not accept the No Derogatory Record issued by the Embassy in Riyadh, it is ready to continue receiving and endorsing the applications for the Saudi police clearance, but the Embassy urges applicants to be aware of the documentary requirements and duration required to obtain such police clearance.

      The Embassy strongly urges Filipinos who intend to leave the the country on final exit to secure Saudi police clearance.

      Procedure:

      1.Secure from the Embassy a Letter of Endorsement addressed to the local Saudi police authorities. Bring a copy of passport or certificate of employment. Fee: SR100.00
      The Letter of Endorsement must be authenticated by the Saudi Ministry before presenting it to the local Saudi authorities. END

      • Sir magandang araw po.. Ask lng po ako ng question.. ng-end of contract n po kze ako last dec kaso ndi po ako binigyn ng final exit ng boss ko. ang binigay nya saken eh 6 months re-entry which is nalaman ko n lng nung paalis n ako kze nung time n lng ng flyt ko nya binigy.. tpos wala din aq nkuha khit singko pwera n lng sa return ticket ko.. kung gus2 ko po bumalik ng saudi tpos hhingi n lng ako ng NOC sa dati kong boss kze balak kong lumipat.. pwede po b un?..

  92. Sir,

    Hi! Im working in KSA now for about 7months kaso ala pa rn po ako Iqama at ngyon po sabe ng company namen may babayaran dw kme penalty 500sr dw. eh! d nmn po nmin kasalanan na kung bket until now wala pa po kme Iqama kompleto nman po mga documento nmen.. meron po ba kme right para mgreklamo about sa penalty po ng Iqama… Thank you!

    • Ersie,

      Para saan itong penalty? Wala pa nga kayong iqama, may penalty na. Sus, bakit naman kayo napunta sa ganitong kompanya. Dapat kasi itong mga recruitment agency, inalam kung ano ba talaga ang estado ng kompanya bago mag deploy ng tao. Huwag kayong magbayad ng kahit halala. May karapatan kayong magreklamo kung walang basihan o konkretong dahilan para saan ang penalty na ito.

      Bong

  93. hi sir,

    im planning to work in jeddah and i had this offer letter and already signed it but idont have the visa pa… my problem is im only 20 yrs old and sa april 6 2012 p q mg21 ok lng po b un? pwd ko p po bng hnd i2loy? parang risky po kc pag tnuloy ko….

    Thanks…

    • John,

      Anong work?

      OMNIBUS RULES AND REGULATIONS
      IMPLEMENTING
      THE MIGRANT WORKERS AND
      OVERSEAS FILIPINOS ACT OF 1995,

      (vv) Underage Migrant Workers – refer to those who are below 18 years or below the minimum age requirement for overseas employment as determined by the Secretary of Labor and
      Employment.

      Regards.

      Bong

      • Sir bong,

        Food service crew po s isang restaurant…
        ok n po lahat ung visa n lng po ang hnd naayos… kc napending po s embassy at sb under age daw po… ang kelangan daw po e 21 yrs old and above…
        panu po kya un sir? kung skaling maayos po dto s pilipinas hnd po kaya mgkakaproblema pagdting ng saudi?

        salamat po sir.

  94. Dear Mr. Bong,

    Sir, salamat po sa sagot nyo sa una kung dalawang tanong.

    May dagdag pa po akong tanong. Natapos na po ung contract ko yesterday, Sept. 18, 2011, and last June 11, 2011 pa po ako nagbigay ng notice of non-renewal. Kanina po kinausap ako sa pumalit sakin na naging head sa accounting department na mag-extend up to end of this month or first week ng October 2011. Kailangan ko po bang ipa black & white yong extension na ni request nila? May karapatan po ba akong tumanggi ng any extension? Article 110 of labor law ng KSA about postponement/extension, applicable din po ba ito sa end of contract cases?

    Although accountant ang work ko at yon din nakalagay sa contract ko, at kailangan daw nila ng turn-over kahit last few weeks pa ako nagbigay ng orientation sa kanila. Pero po ung contract ko nakalagay din na “the employer shall repatriate the worker upon fulfillment of the contract period without waiting for replacement”. Can I use this statement also to demand my claim to stop working & claim my benefits and ticket for Phils?

    Thank you very much in advance. God bless.

    Arthur

    • Art,

      Dapat lang na may dokumento ang additional extension dahil na apply mo na ang SLL 110.2. Yes, applicable the word “leave” means vacation and end of contract.

      Kung ito ay nakasaad sa kontrata “the employer shall repatriate the worker upon fulfillment of the contract period without waiting for replacement” dapat noon pang June 11, 2011 nag exit ka na.

      Bong

  95. Hi Bonng,
    Tanong ko lang kung may provision ba sa labor law na pag na reach mo na ang five years of stay mo sa company ay entitled ka na as annual vacation if your orignal signed contract from the start is two years??? or it’s just internal Co. procedures…appreciate yoru concern.

    • Article 109.1 A worker shall be entitled to a prepaid annual leave of not less than twenty one days, to be increased to a period of not less than thirty days if the worker spends five consecutive years in the service of the employer.

      Wala pong nakasaad sa batas na pag naka 5 years na ang worker maging yearly na ang kontrata. Kung two years ang kontrata ng worker ganon pa rin ito not unless kung napgkasundoan ito in a new contract.

      Bong

    • Good Day!

      Sir, ako po ay nagta trabaho dito sa may Olaya St. Riyadh KSA..dumating po ako dito nung dec 2009 at ngayong darating na dec 2011 ay plano ko po sanang hindi na ituloy pa ang aking kontrata. nais ko lng po sana itanong ang ilang bagay:

      1. kung akoy magpa paalam na hindi na itutuloy ang aking kontrata, ako po bay may makukuhang benipisyo? (tatapusin ko po yung kontrata sa dec 2011)

      2. kung sakaling akoy magpa alam na hindi na nga magppa tuloy pa at hindi sila pumayag, ako po bay may habol or karapatang mag reklamo?

      maraming salamat po!

      regards,

      Phil

      • Phil,

        Kung tataposin mo ang iyong kontrata dapat lamang na may matanggap ayon sa batas paggawa Artikulo 84: Para sa kontratang nakasulat ang tiyak na panahon, at ang kontrata ay natapos na, ang trabahador ay may karapatang bigyan ng gantimpala sa kaniyang panahon ng paglilingkod na ang basihan ay ang kalahating (1/2) buwan na suweldo kada taon sa loob ng unang limang taon.

        May habol ka, wala silang karapatan na ibinbin ang iyong exit maliban lamang kung sila ay hihingi sa iyo ng palugit, at ito ay dapat may balido or valid reason. Pero kung sa tingin mo ay wala silang balidong rason at iniipit ka lang nila, ikaw ay may karapatan na mag-reklamo sa Saudi Labor Office.

        Bong

  96. Dear Mr. Bong,

    Sir, thank you for your reply to my first question, It enlightens me. I have some follow up questions.

    If in case they insist on giving me exit/re-entry instead of Final Exit, as what they usually do with other staff before who requested final exit. And I will report this act to POLO/OWWA or
    saudi Labor, how long would it take to resolve the problem?

    Thank you very much.

    Arthur

    • Art,

      May katagalan dahil may hearing ito. At kung ang employer ninyo ay tuso maaaring gagawa ng hakbang na tumagal pa lalo pero kung gusto ninyo itong labanan = Go for it, it’s our right to go home after finish contract.

      Bong

  97. Dear Mr. Bong,

    I currently am working now as accountant in Jeddah. My contract will finish this coming Sept 18, 2011. I already submitted my notice about not renewing my contract three (3) months ago. The president was not happy about my decision because he wants me to stay or to renew my contract for another years. We talk and discuss about it, and he mentioned that he will ban me from going to GCC or KSA for work if I don’t accept his offer. In my letter/notice I submitted on June 11, 2011, I mentioned that I need Final Exit. Do you think they can blacklist me or ban me from working in KSA or GCC without reason of any violation, and since I complied everything about my first contract?

    Hoping for your reply. Thank you in advance.

    Arthur

    • Art,

      Hindi totoo yan kung wala kang violation sa kompanya. Kung may violation man, may pruweba po ito ng police report or court order.

      Huwag kang pumirma ng kahit anong undertaking kung may papirmahan sila sa iyo. Wala rin silang karapatan na ipitin ang iyong uwi dahil nakapag-comply ka ng notice. Kung ayaw ka prin nilang pauwiin, puwede mo silang kasohan sa Saudi Labor.

      Bong

  98. sir,

    dito po ako sa jeddah nagttrabho, ang case ko po patapos na kontrata ko this coming month, pero ayaw pang iprocess ng company ung mga dapat iprocess for my exit, saka lang daw sila nagpprocess kapag expired na mismo ung kontrata ko. Ang pag kakaalam ko po kc a month before the expiration of the contract kelangan naka book na ang plane ticket ko at pinaprocess na ung exit ko. tama po b?

    Ano pong dapat kong gawin sa ganitong siwasyon?

  99. Good day Sir bong,

    I am currently working here in KSA for almost two(2) years as ME in one of the ministry’s of health hospital under the green colored category company. Ang tanong ko po ay ang mga sumusunod;

    1. Possible ba na maibigay ng company sakin yung pera (2000SR) na kinaltas nila sa sahod ko for the month of February, 2011 at 451SR for the month of March, 2011? ang pangyayari pong ito ay related sa pagprocess ko po ng Saudi Council of Engineers accreditation dahil due for renewal na iqama ko for March, 2011.

    2. Nagpadala ako ng letter of complain dun sa company namin regarding my unfair salary deduction without legitimate reason at may mga kopya po ako as evidence. Pwede po ba ako makihingi sa inyo ng contact or address details ng POLO at Saudi Labour Office, aking hinihingi po ang iyong paumanhin.

    Maraming salamat po, and more power sa inyo.

    • POLO ALKHOBAR
      ADAM MUSA Labor Attache
      Address: POLO Communication Center, Al Khobar
      Email: , polo_ero2005@yahoo.com
      Tel. No.: 0501269742

      ALBERT Q. VALENCIANO
      Address: Philippine Embassy, King Fahad District, Olaya Road P.O. Box 94366, Riyadh 11693
      Email: poloriyadh2010@yahoo.com
      Tel. No.: (9661) 483-22004 Fax No.: (9661) 483-2196
      Mob. 0565094862

      VICENTE CABE
      POLO-OWWA (02-665-8462 / 051-512-4793)
      Phone (02-660-0348 / 667-0925 /663-0354 / 669-6303) / Fax (02-663-0838)
      Email (pc.jeddah@gmail.com)
      Website (www.pcgjeddah.com)

  100. Sir.

    Good evening

    itatanong ko lng sana kung makatuwiran ba yung pagkaltas kaagad agad ng sahod na walang notice manlang o warning,.kasi d2 sa company gngwang pnakot yun sa mga tao, kung gnyan b sitwasyon pde b nmin ipaterminate ung contrata nmin,kc halos lhat kming pinoy d2 sa company n2 gs2 n umalis,.

    Sir pde nyo b kmi 2lungan sa problema nmin n2

    E2 ung company nmin ” ARABIANS CARE EST. Kingdom of Saudi Arabia-Khamis Mushayt-New Industrial Area-Abu Bark Al-Siddiq Street- tel: 2330002 fax: 2330164
    e-mail: Arabianscare@gmail.com

    Thank you

    Regards
    Rene

    • Saudi Labor Law

      Article (66):
      The disciplinary penalties that the employer may inflict on the worker:

      (1) Warning.
      (2) Fines.
      (3) Withholding allowance or postponing it for a period not exceeding one year if prescribed by the employer.
      (4) Postponement of promotion for a period not exceeding one year if prescribed by the employer.
      (5) Suspension from work and withholding of wages.
      (6) Dismissal from work in cases set forth by the law.

      Article (67):
      An employer may not inflict on a worker a penalty not provided for in this Law or in the work organization regulation.

      Article (68):
      The penalty shall not be made harsher in the event of repeated violation if one hundred eighty days have elapsed since the previous violation was committed, calculated from the date the worker is informed of the penalty for that violation.

      Article (69):
      A worker may not be accused of any offense discovered after the elapse of more than thirty days, nor shall he be subjected to a disciplinary penalty after the elapse of more than thirty days from conclusion of the investigation and establishment of the worker’s guilt.

      Article (70):
      A worker may not be subjected to disciplinary penalty for an act committed outside the workplace unless such act is related to the job, the employer or the manager in-charge.
      Nor may a worker be fined for a single violation an amount in excess of a five-day wage, and no more than one penalty shall be applied for the same violation. No more than a five-day wage shall be deducted from his wages in one month in payment of fines, or his suspension from work without pay may not exceed five days a month.

      Article (71):
      A disciplinary action may not be imposed on a worker except after notifying him in writing of the allegations, interrogating him, hearing his defense and recording the same in minutes to be kept in his file. The interrogation may be verbal in minor violations the penalty for which does not go beyond a warning or a deduction of a one-day salary. This shall be recorded in minutes.

      Article (72):
      The worker shall be notified in writing of the decision of imposing the penalty on him. If he refuses to receive the same or if he is absent, the notice shall be sent to the address shown in his file by registered mail. The worker may object to the decision of imposing the penalty upon him within fifteen days, excluding official holidays, from the date of notifying him of the final decision. The objection shall be filed with the Commission for the Settlement of Labor Disputes which shall be required to issue its decision within thirty days from the date of registering the objection.

      Article (73):
      Fines imposed on the workers shall be entered in a special record, showing the worker’s name, his wages, the amount of the fine, reasons and date of the fine. Such fines may not be disposed of except for the benefit of the firm’s workers, upon the Ministry’s approval.

  101. sir bong,

    kumusta po kayo,ako po ay nandito sa Saudi nasa probation period palang po ako at wala pang iqama kasi delayed mga required documents sa employer ko regarding sa membership sa SCE,pwede po ba akong mag exit nalang after may 90 days prob period kumbaga d nalang ako tutuloy sa 2yrs contract ko kasi may nag offer sa akin na x2 po yung salary ko,sa Saudi law ano po ba ang babayaran ko kasi wala panamn akong iqama,maliban dya ano pa po ba,willing naman po ako magbayad para mag transfer ako kasi ang nag alok kasi akin ng douilbe ay yung dati kung amo na nasa OMAN ang project nila,,pinadala napo nila ang acceptance letter, tapos pirma ko nalang at mga requirements ang hinintay nila para i process napo yong bisa ko…pls i need advice from you..more power to you

    salamat po

    rex

    • Rex,

      Dito sa KSA mahirapan kang mag resign kung ito ay hindi aprobahan ng employer, if ever ma-approve you will have to compensate the employer’s expenses sa pagkuha sa iyo sa Pinas. It maybe assessed by the court or without the court’s assessment, the employer has the right to ask you for payment of damages icludes, all expenses incurred, like recruitment fees, visa, iqama, and other legal expenses and you will shoulder the air ticket back to your home country.

      Article (77): If the contract is terminated for an invalid reason, the party who is harmed by such termination shall be entitled to indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained.

      Bong

  102. Sir,

    Tanong lang po.

    Tama po ba yung pag hold sa sahod ko?

    I resigned 24 August, i gave the final 30 day notice on 24 Aug bale po hanggang 24 sep na lang po ako dito sa work. Sabi po ng paymaster its a normal procedure to hold the salary at the time of the resignation. I release daw po on 24 Sep kasama ng mga claims at benefits ko.

    Salamat po sa inyong payo.

    William

    • Article (61): In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to:

      (1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof. The employer shall treat his workers with due respect and refrain from any action or utterances that may infringe upon their dignity and religion.

      Article (88): Upon the end of the worker’s service, the employer shall pay his wages and settle his entitlements within a maximum period of one week from the date of the end of the contractual relation. If the worker ends the contract, the employer shall settle all his entitlements within a period not exceeding two weeks. The employer may deduct any work-related debt due to him from the worker’s entitlements.

      Article 61: In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to: (1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof. The employer shall treat his workers with due respect and refrain from any action or utterances that may infringe upon their dignity and religion.

      If they have internal company policy rearding your concern, it should be written and workers have copy on it.

      Bong

  103. sir thank you po.opo may binigay po akong exit letter stated that as soon as my iqama expires, i want an exit po.binigay ko po yun last 3 weeks ago and my iqama po maeexpire by october 11 2011 po.so siguro naman po enough po yung time na nagbigay ako ng notice sa kanila for my exit.besides po about for my iqama they deducted from me 2000 sar for 1 year renewal..kinuha po nila iqama ko last june pa po telling ipaprocess po nila but til now po wala pa din.so gusto ko po irefund yung pera na diniduct sakin pero sabi po nila di na daw nila marerefund. ano po pwede kung gawin?thank you po ulit sir

    • Mischelle,

      Malinaw po na ayaw ka pang pauwiin dahil bakit hanggang ngayon hindi pa binigay sa iyo ang iqama kung ito nga ay na-renew.

      May pruweba ba na natnaggap nila ang iyong notice? Kung ito ay meron, itago mo ito at ito ay magamit mo pag kinakailangan. Tungkol sa iqama fees, hindi po makatarungan ang pagbayarin ang worker. Sumulat po kayo address to our Philippine Ambassador tungkol sa iqama at idetalye mo ang iyong hinaing. Kung puwede, ikaw mismo ang mag-abot nito sa Embahada and keep me posted.

      Bong

  104. sir

    ask ko lang po kasi tapos ko na po yung contrata ko for 2 yrs eh kinausap ko yung moder namin na gusto ko mag exit.sabi sa akin wala daw problema yung exit kaso di daw nila maibibigay benefits ko at di rin nila shoulder plane ticket ko.yung iqama ko po ma eexpire this ocober pero nung june kinuha na nila for renewal but unti now di pa narerenew, so i decided po na mag eexit after finishing my iqama.pero sabi sakin wala sila maibibigay na benefits ko..paano po yun?pwede ko ba to ireklamo sa polo?and one more thing po nag deduct sila ng 2k sar for renewal of iqama at insurance, sabi di daw nila marerefund yun kc they make a step na po for processing..please help me po..thank you

    • Mischelle,

      May proseso ang pag exit sa sponsor. May sulat notisya ka ba sa iyong employer na ayaw mo ng mag renew ng kontrata? Kung meron, may kopya ka ba?

      Hindi po totoo na wala kang makukuha, malinaw po sa Art. 84 ng Saudi Labor law that for the first five years of service, an expat is entitled to receive half month’s pay for each year of of service (Note that this is in case of completion of contract).

      Maaring wala kang makukuha kung ikaw ay nag resign (hindi tinapos ang kontrata) within the first two years of service.

      Ang plane ticket po ay depende kung ano ang nakasaad sa kontrata. In this case, check your contract regarding plane ticket.

      Sa iqama naman, paki print ang Saudi Labor Law provision na ito at ipakita mo sa inyong employer:

      Article 40. 1: An employer shall incur the fees pertaining to recruitment of non-Saudi workers, the fees of the residence permit (Iqama) and work permit together with their renewal and the fines resulting from their delay, as well as the fees pertaining to change of profession, exit and re-entry visas and return tickets to the worker’s home country at the end of the relation between the two parties.

      Ang reklamo ay sa Saudi Labor Office isampa at hindi po sa POLO. Ang ating POLO po ay mag mediate lamang ng problema between the employer and the worker at gumawa ng paraan upang ma-solusyonan ang problema para sa kagalingan at kapakanan ng OFW at ma-ipaglaban ang karapatan nito.

      Thanks for coming.

      Bong

  105. Good day Sir,

    Ask ko lang po,pag nagresign po ba sa isang company na hindi tapos ang contract,pwede pa ba lumipat ng ibang country gaya ng Qatar o UAE na walang ban ng Saudi?

    Thanks po.

  106. Good Morning Sir Bong, Binigyan po ako ng Final Exit Visa ng Employer ko, after 2months na hire po ako sa Saudi, wala po bang problema kung babalk ako sa Saudi para mag trabaho sa ibang Company?

  107. sir i just want to ask regarding my case,i have a exit re entry visa,i went home last october and supposed to come back on december but get pregnant when i was on vacation!i didnt go back and didnt inform my hospital employer about this matter!can i still go back to saudi if i will apply to other hospital!thank u so much for your immediate response!more power!

    • Mar,

      Medyo delikado kung babalik ka, your present status ay naka attached na sa iyong iqama and if ever your application for visa stamping (new employer) ay na-aprobahan ng Saudi Embassy, sigurado akong hindi ka lulusot sa immigration dahil makikita ito sa iyong employment record.

      I advice you not to come back to KSA but instead try your luck to another country.

      Bong

      • dear sir,
        sir ganoon po kasi ang case ko sa una kung emplyment sa saudi sa yanbu po ako galing tinapos ko din po ung contract ko and signed onother umuwi po ako dahil namatay ang nanay ko at hindi na ako bumalik after one and a half year nag re apply nga po at ito na ung second emplyment ko kaso nabuntis when i was on vacation kaya hindi na naman ako nakabalik kung magpapalipas ako ng 2 years yon po ang gusto kung tanungin sir kung puede na uliu ako mag apply sa ibang company!thanks a lot po sa immediate reply!more power!

  108. sir ..gandang umaga po…this coming ramadan…who many working hours dapat ang none muslim..at karapatan ba namen tmanggi ng wrk ng 12hrs a days during ramadan…tapos ang ibibigay lang smen na overtym is 2hrs a day…nabsa ko sa saudi labor code na none muslim wrk a day 8hrs per day…pero yun contrct namen is 10hrs a day ang wrk…pero cover naman kmi ng saudi labor code na none muslim,,ano po ba dapat gawin para maibigay samen yun karapatan namen,,or nsa tama ba kmi na habulin ang 4hrs a day over tym,,,sir advice naman po.slamat mabuhay ang lahi pinoy…

    • Cathy,

      Kung ang batas paggawa po ang ating sundin, a manggagawa ay hindi dapat magtrabaho ng sobra sa 8 oras sa loob ng isang araw, or 48 hours a week. Ngunit ito ay maaaring mabago kung ito ay may pahintulot ng Ministry of Labor ayon sa batas at ayon sa klase ng trabaho.

      Ngunit, ayon sa iyong sulat, nakalagay sa kontrata ang 10 oras, Ito ba ay sinang-ayonan ninyo? Pinilit ba kayong pirmahan ang kontrata na ito?

      If you decide to present this matter in court bring an interpreter fluent in Arabic, The Labor office will then approach the manager of your company to demand answer to your complaint.

      Regards.

      Bong

      • sir bong…gus2 ko po malaman kung.. my habol po kmi na 4hrs ang ibgay na overtym…oo wla…na ka contarct nga kmi ng per day 10hrs..but as of saudi labor during ramadan 8 hrs ang work…sa tingin nio po my habol ba kmi nun…

        maraming slamat po…

        • Cath,

          8 hours ang legal na work per day. Pero sinabi mo na nasa kontrata ito, sinang-ayonan nyo ba ito noon?

          Ang 4 na oras na overtime ay hindi na po tama. I suggest you and other employees to visit POLO and inform them of your situation.

          Regards.

          Bong

  109. SIR BONG,
    MERON PO AKONG ITATANONG SA INYO, TUNGKOL SA END-OF-SERVICE-AWARDS KUNG RETIREMENT PO ANG DAHILAN. LUMAMPAS NA PO AKO SA LEGAL RETIREMENT AGE DITO SA SAUDI ARABIA. LIMANG TAON NA ANG NAKAKARAAN. ANG MEDYO MALABO PO SA AKIN E TUNGKOL SA LENGHT OF SERVICE PARA SA COMPUTATION NG NASABING AWARD.

    ANG SERBISYO KO PO SA KOMPANYA E NAG-UMPISA NOONG 1991 HANGGANG NGAYON AY SILA PA RIN ANG EMPLOYER KO. ANG EMPLOYER PO NAMIN AY GROUP OF COMPANIES NA IISA LANG NAMAN ANG MAY-ARI. SA PANAHON NG PAGLILINGKOD KO SA KOMPANYA AY NA-TRANSFER AKO SA ISA PANG KOMPANYA NG KANILANG GRUPO NOONG 1998. PERO ITO AY DAHIL WALA NG PROJECT YUNG DATING KOMPANYA. KAYA DITO PA RIN SA PAREHONG BUILDING AT PAREHONG DEPARTAMENTO ANG TRABAHO KO. SA TOTOO LANG PO AY ANG TRABAHO KO NAMAN E HINDI LANG SA KOMPANYA KUNG SAAN AKO NAKA-PAYROLL KUNDI PARA SA LAHAT NG KOMPANYA NG GRUPO. GINAGAMIT NILANG LAHAT YUNG MGA BUSEINESS APPLICATIONS NA GINAGAWA KO.

    ANG TANONG KO PO E ANG MAGIGING COMPUTATION PO BA NG END-OF-SERVICE KO E MULA DOON SA DATE OF TRANSFER KO O DOON SA DATE OF ENGAGEMENT SA KANILANG GRUPO AT IBABAWAS KUNG ANO MAN ANG NABAYARAN SA AKIN NOONG MA-TRANSFER AKO.

    UMAASA PO AKONG MASASAGUTAN NYO ANG KATANUNGAN KO. NAGPAPASALAMAT PO SA INYO. GOD BLESS.

    GUMAGALANG

    ANTONIO TADEO

    • Ton,

      Ang iqama ang tingnan mo. Kung ang employer sa iqama mo the first day you arrived in the Kingdom is still the same up to this date, at wala ka pang natanggap na ESB mula noon, ibig sabihin kasama sa kwentada ang length ng computation from the day you arrived here up to date.

      Pero kung mayron na silang naibigay sa iyo na ESB each time nilipat ka sa mga sister company ng iyong empoyer, of course iba na po ang kwentada ng ESB. Makikita naman yan sa accounting records.

      Bong

  110. SIR BONG,
    MERON PO AKONG ITATANONG SA INYO, TUNGKOL SA END-OF-SERVICE-AWARDS KUNG RETIREMENT PO ANG DAHILAN. LUMAMPAS NA PO AKO SA LEGAL RETIREMENT AGE DITO SA SAUDI ARABIA. LIMANG TAON NA ANG NAKAKARAAN. ANG MEDYO MALABO PO SA AKIN E TUNGKOL SA LENGHT OF SERVICE PARA SA COMPUTATION NG NASABING AWARD.

    • Ton,

      Malinaw naman ang SLL, full award if the worker serve his employer to ten or more years. So ito ang dapat sundin, kung ilang taon ang paninilbihan ng isang worker sa kanyang employer ang basihan ng computation ng end of service award.

      Ibig sabihin hindi po sa edad babasihan ang ESB kundi sa taon ng kanyang paninilbihan.

      Hope this helps.

      Bong

  111. Good day Sir. I was already here in Philippines with exit visa for only one month now. My employer is requesting me to comeback. If ever I agreed, what are the processes again to be able to return.Do I need to process my papers same as I am new or just simply stamped visa again.

    Thank you very much and more power.

  112. Sir Bong,

    Sa ngayon expire na ang iqama ko, what if I will change my passport? I need your advice. I will return or not to KSA. Sabi ng iba basta expire daw un iqama ay erase na lahat ang file sa jawasat at immigration.

    thank you
    Jimmy

    • Jim,

      Na explain ko na po sa inyo ang tungkol sa proseso or ang ginagawa ng employer pag ang worker niya hindi babalik sa KSa despite of having a re-entry visa. Tungkol sa passport, ask your recruitment agency, all i know is even if you change your passport, your name still the same with the previous passport.

      Tungkol sa pag ang iqama na expire, erase na ang record ng worker. Hindi po totoo yon, imposibleng mag erase ngayon ng computer records, siguro ma archive and can be retrieve kung kinakailangan pero hindi ma erase.

      Bong

  113. sir bong ,

    Falo up lang po,,kasi sa SCE apat kasi ang pag pipilian mo eh,Engineer, Associate Engineer ,Professional Engineer at Consultant,now ang Engineer pinili ko kasi walang examination based on their regulation na nabasa ko sa website nila,yung tatlo kasi meron written exam,sa contrata ko Civil Engineer ang nakalagay pero sa visa di ko pa nakita kasi paalis palang ako, paano kaya ito…any advise

  114. sir bong ,

    magandang araw po,ako po ang isang civl engineering graduate(w/o PRC license) pero may experience po ako pero yung iba wala pong certificate at wala po akong mga seminar or workshop plainly expercience lang po ngayon ako ay natanggap sa isang company green category bilang Site Engineer(civil) ,may problema po ba ako sa SCE application,ang pinili ko kasi yung Engineer lang na walang written exam ,kasi ang alam ko requirement ito ng iquama..pls reply

    • Gab,

      Tingnan mo muna ang visa category mo kung ano ang nakalagay, Engineer ba? Kung Engineer, kailangan mong mag take na exam and of course PRC license ang isa sa mga requirement para kumuha ng Saudi Council Exam para sa iqama.

      Bong

  115. Sir Bong,

    Greeting of peace,

    My kunting katanungan po meron po ako exit re-entry last march 2011, d po ako bumalik maganda kumpanya namin problem lang ako isang civil engineer binigyan nila ako ng sasakyan kaso parang naging driver din ako. kahit hating gabi sumusundo ako ng mga tao, wala OT, ng apply ako ng exit ayaw nila, un ang dahilan kaya d ako bumalik, ngayon gusto mag aaply ulit sa saudi. pwede ba ako pumalik dun.

    thank you and god bless.

    • Jim,

      Kung umalis ka ng KSA na may exit re-entry visa at hindi na bumalik, ang gagawin ng employer mo ay ang mag report jawasat or passport department upang ipa-kansela ang iyong iqama para na rin hindi sila magbayad ng penalty for not reporting your status. Kalakip sa kanilang request ay ang kopya ng iyong pasaporte na may exit re-entry visa. Pag ma update an iyong record sa passport at immigration department natural lamang na pag dumaan ka sa immigration sa iyong pagbalik, masita ka or ma question ka. Kung sakali naman na nakalusot ka sa airport immigration, may oras na ma-update parin ang iyong record considering that the same name and the same fingerprint appeared on their records, sa puntong ito, mag report ang passport department sa previous employer ng worker na ang worker na ito ay nakapasok na sa KSA with a new employer. Then the employer will report the findings to the Office of Investigation and Tracking Foreigners for immediate legal action.

      Hope this helps.

      Bong

  116. Magandang Araw po Sir Bong,

    May kunting katanongan lang po ako sa inyo, ngayong month of september mag re-resign na po ako sa aming companya bali dalawang taon po ang aking kontrata pero isang taon lang ang aking kukunin. at ayaw ko nag mag extend pa ng iyang taon para tapusin ang 2 years na kontrata. ang tanong ko po anu pong benepisyong makukuha ko po? at makukuha ko ba yung 1 year na service ko kahit di pa tapos ang kontrata ko? or mag babayad ba ako ng lahat ng gastos ng companya? kaka tapos ko lang na paid yung placement ko sa companya namin katumbas ng isang buwan ko na sweldo. anu po ang dapat kong gawin?

    • Jay,

      Wala po kayong makukuha na kahit 1 Riyal. Kung hindi mo taposin ang iyong kontrata ang kompanya ay may karapatan na hingin lahat sa iyo ang kanilang nagastos pagkuha sa iyo sa Pinas, kagaya ng Visa Fees at Tiket. Kasama na rin dito ang cost of the tiket pabalik sa Pinas. Please read below SLL pertains to your concern.

      Article 40.2: A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.

      Article 77. If the contract is terminated for an invalid reason, the party who is harmed by such termination shall be entitled to indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained.

      Regards.

      Bong

  117. Dear sir,

    A pleasant day to you!!!
    Sir may gusto lang po sana itanong sa inyo tungkol din po sa makukuha kong benefits sir,2 yrs. po ang contract ko june 30,2011 ang finish nito,next week po ito.Nagfile po ako ng exit na di nman sana kasi po hindi na raw po pinarenew ng plant mngr. namin yung iqama ko,ibig po sabihin panexit po ako ng kumpanya.Dapat po ba ako gumawa ng resignation letter ko.Makukuha ko po ba yung vacation pay benefits ko na 21days/year bukod po dun sa end of service ko na 15days/yr=1 month sa 2yrs ko.Yung mga kasamahan ko po na nagfile ng exit pinagawa po ng letter na exit na sila,bale 72 days(42days vpb+30days esb) ang nakuha bukod po dun sa last salary nila,free po ang food,housing,transpo. namin kasama po ba sa computation to base po sa nabasa ko po d2.Ano po ba ang tamang computation ng makukuha kong benefits.
    Hoping for your fast reply sir,and thank you po in advance and more power to your blog.

    God bess,
    cheers

    • Cher,

      Kung ano ang nasa batas para sa ESB ay yon ang dapat mong makuha at sa tingin ko tama naman ang kanilang computation. Kung wala po kayong allowance sa food, housing at iba pang allowance dahil lahat ito ay free, ibig sabihin hindi kasama sa computation ang mga allowances.

      Iwasan ang term na resignation kundi non renewal of contract or final exit. Dapat lamang na may abiso ka sa kompanya na at least 30 days.

      Bong

      • Sir bong, marami pong salamat sa inyo pong kasagutan at nabigyan po ako ng kalinawan ang aking mga katanungan,sana’y marami pa po kayong matulungan na ofw katulad ko.God Bless po sa iyo at sa bumubuo po ng blog na ito.
        Thank you po and more power to your blog….

        God Bless,

        cher

  118. Sir bong may tanong lang po ako ayon kasi sa mga balita ng mga kaibigan ko mayron daw bagong labas ngayon ang saudi labor na regulasyon na ang isang ofw pag morethan 6 years na di na raw ni renew ang iqama at ini exit na daw po! totoo po ba to sir Bong? thank’s po !!!!!!!!!!

    philip/ riyadh ksa

  119. Sir,

    Eto po ang problema ko.. Meron po kong two years contract na matatapos na po by end of Jan 2012.. Ang problema ko dito sa kumpanya ay laging delay ang sahod.. May 3 buwan na po.. Ang balak ko po sana ay magpa-release na lang kung hindi nila ako kayang suwelduhan sa tamang oras.. Pede po bang gawing grounds ung delayed salary para mag-ask ng release? O mas ok po ung transfer of sponsorship kung sakaling makahanap po ako ng bagong trabaho rito?

    • Ysong,

      May bagong Saudi policy na puwede ka lang humingi ng transfer of employment kung naka dalawang taon ka na sa iyong employer. However if your company falls on yellow and red category specified in their new nationalization policy, the yellow category explained “the enterprise will lose control over its expatriate workers hence giving them the freedom to sign contracts with a new employer and transfer their services to enterprises within the green or excellent zone without the consent of the employer. But be noted that the date of the implementation still of next year Feb. 23, 2012.

      If your company falls on red category, they will lose control over its expatriate workers hence giving them the freedom to sign contracts with a new employer and transfer their services to enterprises coming within the green or excellent zone without taking the consent of the employer. Date of implementation: Nov. 27, 2011.

      Now if your company falls on Excellent and Green category but having problem of not paying salaries to their workers on time or may 3 buwan na pondo or binibinbin ang sahod ng mga workers puwede ninyo silang kasohan sa paglabag ng batas paggawa Artcle 61.1 which says “In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to: 1. Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof.

      Ang Artikulo 90 ng Batas Paggawa ay nagsabing, kung hindi nagbabayad ang kompanya ng overtime at sahod sa mga mangagawa sa takdang oras, ang kompanya ay magmumulta ayong sa Art. 235 of Saudi Labor Law which says: An employer who violates the provision of Article (90) of this Law shall be subject to a fine of not less than five hundred riyals and not more than three thousand riyals. The fine shall be multiplied by the number of the workers subject of the violation..

      Huwag basta basta padalos dalos ng desisyon, alamin muna ang karapatan at tamang proseso at huwag idaan sa init ng ulo ang pagtama sa mali ng kompanya.

      Bong

      • Sir Bong,

        Salamat sa advice, sir bong..

        May mga tanong pa po sana ako.
        (1) Pano po malalaman kung anong category ng isang kumpanya? san ko po un makikita o malalaman?
        (2) Kasi sir ala pa kong suweldo ng April and May at malabo pong maibigay ang June ko. Ang ibig sabihin po ba ng 3 buwang pondo ay kapag hindi naibigay ang June Salary ko kailangang tumakbo pa ang buong July para masabing 3 buwan ang pondo na hindi pa ibinibigay? O ngayon pa lang po pede ng maituring na violation ng kumpanya ang hindi pagbibigay ng 2 buwang sahod? {buti po nabanggit nyo ung sa OT, pati po pala OT ko hindi pa naibibigay}
        (3) Sir, where can I find or read the new Saudi Law Articles you mentioned as per first and second paragraphs of your message?
        (4) and Pertaining to Article 235, is this applicable regardless of how many months the salary delayed?

        Makakapaghintay pa naman po ako.. Ayoko pong maging masama ang mga mangyayari dahil nakasalalay ang hinaharap ng pamilya ko sa lahat ng gagawin ko sa kasalukuyan.. I just want to be ready when all things not fall to its right place.. Ayoko rin naman pong kasuhan pa ang kumpanya, ang gusto ko lang po ay makaalis sa kumpanyang ng maayos at makahanap ng mas mainam at maayos para sa ikagagaan ng sitwasyon ko..

        Salamat ulit, sir bong.

        YSONG

        • Ysong,

          Kung may time ka, lubos lubosin mo na man ang pag surf sa ating blog. Anng blog na ito ay puno ng information at dahil na rin sa isa akong OFW na katulad ninyo, may limitasyon rin ako sa oras dito sa office at sa flat kaya let’s be considerate na kung may gusto kayong itanong, hanapin muna dito sa blog.

          You can search topic in this blog in our side bar, check the ARROW “Search on this Blog”. Minsan kasi pabalik blaik na rin ang mga tanong ng ating mga kahanay. So, if you can have time, PLEASE try to surf.

          Your questions 1 check this link: http://ofwempowerment.wordpress.com/ofw-guide/new-saudization-program/

          Question 3: Hindi po sakop ng Saudi Labor Law ang Nationalization ito po ay tinatawag nilang NITAQAT: Check this link again http://ofwempowerment.wordpress.com/ofw-guide/new-saudization-program/

          Question 2 and 4 check this link: http://ofwempowerment.wordpress.com/new-saudi-labor-law/ or read carefully below provision:

          Article 90.1 : The worker’s wages and all other entitlements shall be paid in the Country’s official currency. Wages shall be paid during working hours and at the workplace in accordance with the following provisions:

          • Workers paid on a daily basis shall be paid at least once a week.
          • Workers paid on a monthly basis shall be paid once a month.
          • If the work is done by the piece and requires a period of more than two weeks, the worker shall receive a payment each week commensurate with the completed portion of the work. The balance of the wage shall be paid in full during the week following delivery of the work.
          • In cases other than the above, the worker’s wages shall be paid at least once a week.

          2. Wages may be paid through accredited banks in the Kingdom, with the consent of the worker, provided that their due dates do not exceed the dates specified above.

          Salamat po!

          Bong

      • Another thing sir Bong!

        I just to express my gratitude for this site. It is really a great help for those people who have problems here in Saudi Arabia. More Power, sir Bong.. If you need any help from regarding IT or anything to make this site stronger and better, I am very willing to help.. I am working as Graphic Designer for Print and Multimedia including web.

        Thanks again Sir Bong!
        YSONG

  120. Dear sir Bong,

    Good day!!

    sir mahigit isang taon na po ako d2 sa kumpanya namin. itatanong ko lng po kc simula po nung dumating ako dito ay hindi n po binigay ang overtym pay ko at ng umabot po ko ng isang taon d2 ay binago nila ang kontrata ko pero nakalagay parin doon ang date ng umalis ako sa pilipinas noong april 10, 2010 pero npirmahan ko un at ngaun po nag increase sila ng 200 sr. sa sahod ko pero po nabawasan po ang basic salary ko ng 1160 sr. at inilagay at hatiin nila sa mga allownces na dati ay sagot nila pati air ticket. ngaun po sa bagong papel ay sagot ko na ang mga expences. Tama po ba ang ginawa nila? at ano po ang dapat kong gawain?

    Sana po ay bigyan pansin nyo po ang tanong ko

    salamat po.,

    Jeff

  121. Dear Kuya bong,

    Ako po ay engineer (26 days ON PROBATION) sa isang construction establishment, 26 days palang po ako ay tinerminate ko na po ang kontrata sa kadahilanang sobrang gulo ng sistema at araw araw kaming nag aaway ng manager kong Indian dahil gusto niyang gawin ang paraan niya sa trabaho ko,

    Tanong ko lang po kung may karapatan ang Agency na i hold ako sa employer ko para sa aking exit?
    ito po kasi ang pinagbayad sa akin:

    Agency Service fee: 100 USD
    Agency Placement fee: 800 USD
    Agency Processing fee: 375 USD
    Agency Insurance fee: 144 USD
    Air ticket: 550 USD

    Nasa 1,969 USD po ang ipinabayad sa akin sa Saudi at dahilan upang i hold ako ng employer, cleared na po ako sa companya, yung mismong Agency pa sa pinas ang umipit sa akin.

    May karapatan po ba silang sumingil ng placement fee (1 month salary deduction), Service fee, insurance fee??? kung i terminate ng on probation employee ang kontrata?

    Regards
    Eric

    • Ric,

      Dito sa KSA, usually ang mag terminate ng contract during probationary period ay ang employer kung sa kanilang assessment sa workers performance. But it must ensure that the worker will be terminated only for justiable reasons. In your case, ikaw ang nag terminate ng kontrata within the probationary period. Medyo, ngayon ko lang narinig ito.

      Ric, I think depende yan sa usapan ng applicant at recruitment agency kung ano ang napagkasunduan. Sa iyong problema, malinaw na ang employer ang dapat magbayad sa amount na sinabi mo sa itaas. At dahil ikaw ang nag terminate ng contract, ayaw bayaran ng employer ang mga FEES na ito at instead ikaw ngayon ang sisingilin ng agency? Ito ba ang ibig mong sabihin na “cleared” ka na sa kompanya? Kasi ang pagkakaalam ko, ang tanging bayaran mo lang sa agency ay ang placement fee at wala ng iba.

      Pakilinaw lang muna.

      Bong

      • Kuya Bong,

        tama po kayo, ako po ang nag terminate ng contract within probation.

        Tama po, ayaw po bayaran ng employer ang nasabing amount, dinahilan po ng agency na na “deployed” daw ako, pero as POLO advise, within 3 months ay sakop pa daw ako ng agency. however, decision po ng Employer ay bayaran ko daw po ang amount on behalf of Agency bago makapag exit, ibig sabihin agency ang sumisingil/nag-hold sa akin at hindi ang employer.

        Ngayon po, ang advised sa akin ng POLO Saudi, Dammam ay kasuhan ko daw po ang Agency dito sa pinas dahil sobrang laki daw po ng siningil sa akin, Gusto ko lang po ma verify kung ano yung mga dapat kong bayaran sa Agency kung iterminate ko ang contract? dahil ang alam ko contract between “ako at employer” lamang ang bond na kailangang sundin.

        hindi po kasi nag aadvise ang POLO kapag usapang pera, which is yun ang pinaka importante sa akin.
        Salamat po kuya bong.

        Regards,
        Eric

      • In addition, ito po ang pinagbasehan kong article, handa po kasi akong bayaran ang damages sa kompanya:

        RESIGNATION
        Q68 Can either party (worker or employer) terminate the Work Contract for no valid reason?
        A: Yes, either party may cancel or terminate the contract for no valid reason but “the party who is harmed by such termination shall be entitled to an indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained.”(Art. 77, SLL)

      • Sir, advise lang po. gusto ko na po kasing mag file ng complaint, yung acknowledgement and undertaking lang po ang kinakatakot ko. May right po ba ako na ipaglaban yung stand ko na hindi dapat bayaran ang Ang hindi ko naman nagamit, ang alam ko po kasing term sa damage ay ibalik sa original ang lahat. Ang nangyari sa akin ay pinagkakitaan ako ng agency.

        advise lang po.
        Salamat

        Regards,
        Eric

        • Ric,

          Maaari mong kasohan ang agency pagdating mosa Pinas ay magsumite ka ng complaint sa korte. Habang nandito ka, kung ano ang dapat mong bayaran sa pagkuha ng employer sa iyo sa Pinas ay siyang dapat mong bayaran.

          Bong

  122. Sir,

    Good Day po!

    Hingi lang po ako ng copy ng computation ng end of service award kc ung daw computation ng acctng namin ay 1/3 ng salary for 2 years daw po may contract po kami na pinirmahan for 2 yrs at nag file na ko ng exit nitong july 31 july 4 po finished ng contract ko magkano po ba talaga ang marecib namin sa award.

    paki e mail na lang po un sagot nu.

    tnx po.

    Ponce Nepacena Cleveland Bridge Steel Co. Ltd. Jubail KSA

    • Ponce,

      Please find below Articles in the Saudi Labor Law which is very easy to understand. Kindly note that this provision should be followed and those companies refused to comply this provision, you can file a case against your employer in Saudi Labor Court.

      At isa pa, ang kalkulasyon ng ESB ay hindi po ma-calaculate kung walang figure or amount of salary. You can compute it by yourself based on the below articles.

      End-of-Service Award

      Article 84. Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.

      Article 85. If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.

      Regards.

      Bong

      • Sir Bong,

        Thanks po sa reply gusto ko pong hingin ay ung copy nung computation ng ESB na naka post nung Nov. 11, 2009. Maganda kc paliwanag nun tungkol sa specified at unspecified contract dun po ba ko babase sa specified dahil may 2 yrs contract akong pinirmahan. Ang basic salary ko po ay 2,200 SAR w/ free acommodation,transportation, at food allowance . Ang binigay lang po sa naunang nag exit na itik ay 42 days leave at ESB na 10 days lang po tama po ba akong maghabol dun sa 1/2 mos pay per lenght of service?

        paki e mail na lang po un sagot nu.

        tnx po.

        Ponce Nepacena Cleveland Bridge Steel Co. Ltd. Jubail KSA

  123. gud day po sir bhong..hingi lng po ako ng advice..ung asawa ko po ay na depor nung feb 3,2010 dun sa riyadh at ngayun po ay nasa bahrain cya matatapos n po ang 1 yr contract nya dun..gus2 nya pong pumunta d2 sa jeddah kc and2 po ako ngyun.. meron pmpo bang possible way n mkapunta cya d2?pwede po b cyang mag bus papunta d2 sa jeddah w/out pasport.. or may checkpoint din po ba pag nag bus or mag barko cya papunta d2 kc po bka ma trace cya sa immigration ng ssudi hingi lng po ng advice ..thanks po

  124. Isang magandang Araw po!

    Tanong ko lang po itong , new labor law ng saudi tungkol sa geen zone, red zone at yellow zone, paki paliwanag po kasi ang pagkakasabi sa bailta sa TFC , kapag wala pong saudi na empleyado sa isang establisimento o kumpanya , ang kanyang iqama o pananatili sa saudi ay 6 na taon lang.
    Umaasa po ako sa inyong dagliang pagsagot .

    Salamat po ng marami.
    Godbless.

    ron

    • Ron,

      Please find detailed information about NITAQAT.

      Bong

      New employment rules to shake up Saudi private sector

      There is a striking paradox in Saudi Arabia’s labor market. Expatriates working in the Kingdom send home more remittances than those living in any country in the world apart from the US. Yet youth unemployment among Saudi citizens is higher than every country in the Middle East and North Africa (MENA) except Iraq.

      Confronting a dilemma of youth joblessness that persists despite reasonable rates of economic growth, Saudi Arabia is unveiling a major overhaul of the long-ineffective plan to nationalize a private sector workforce dominated by foreigners to the tune of nine out of every 10 employees.

      The private sector has been creating jobs, but they do not go to Saudis.

      This month, the government will inform companies which of four categories — ‘excellent’, ‘green’, ‘yellow’ or ‘red’ — they fall under based on whether they employ enough Saudi nationals to comply with established quotas. Following a grace period, the new Saudization scheme, known as Nitaqat (or ranges in Arabic), would level severe penalties on violators and offer incentives and rewards to those firms meeting quotas.

      The government’s ambitious goal: to succeed in creating 1.12 million new jobs for Saudi nationals by 2014, or 92 percent of all new jobs created, as set out in the current development plan.

      The previous Saudization quota system required all sectors to have a blanket nationalization rate of 30 percent – although only a third of that was achieved.

      The new system is more dynamic, applying 205 categories of quotas that vary based on the line of work and size of the company. In many cases, companies achieving more than 30 percent nationalization would be classified as “excellent”.

      The state will impose a six-year cap on residency visas for expatriate workers, if their employers fail to meet quotas.

      Companies falling in the ‘red’ category would be barred from renewing the work visas of their expatriate staff entirely, while ‘green’ companies will be entitled to, for the first time, recruit foreign workers freely from the other two categories and transfer their sponsorship visas without their current employer’s consent.

      The initial shock of Nitaqat, if enforced with vigor, could lead numerous smaller businesses to shut down, shake already feeble foreign investor confidence in the economy, and further stall the private sector’s recovery.

      Private sector growth rates have lagged in recent years well below the six percent minimum we believe is necessary to stimulate enough job creation for a population that is nearing 28 million.

      In the medium- to long-term, however, Nitaqat has the potential to introduce much-needed adjustments to wages and efficiency in the private sector, so long as it is supplemented with high-quality training programs at Saudi schools and within companies.

      We expect the program will succeed at improving Saudi participation in the private sector.

      The private sector must evolve into Saudi Arabia’s main engine for job creation in order to relieve the burden from the state, which has frenetically created jobs for citizens to quell unemployment.

      This has led to unsustainable growth in its wage bill and taken a grave toll on public sector productivity.

      Beyond the Kingdom, effective implementation of Nitaqat could lead to a downturn in remittances to countries that come to rely on them heavily for foreign currency, and could prompt them to reconsider employment strategies.

      Desperate times, desperate measures

      Remedying the disparity between recruitment of expatriate workers and nationals in the private sector is one of the biggest challenges facing Saudi Arabia’s labor market.

      When authorities conducted a census last year, they discovered that the non-Saudi population had grown more quickly than earlier estimated. Since the 1990s, the ratio of expatriates to the total population remained relatively stable, fluctuating at slightly above or below 27 percent.

      But in the past five years this shifted noticeably as recruitment of expatriates intensified during an economic boom that tracked a rise in oil prices between 2003 and 2008. Since 2004, the ratio of non-Saudis to the total population rose sharply, reaching 31 percent of the 27.6 million people living in the country by the end of 2010, according to revised population data. Now, very close to one in every three Saudi residents is a foreigner.

      This substantial rise in the expatriate population likely triggered alarm bells among the Kingdom’s policymakers, who had been charged with improving the employment situation for citizens. Many new jobs were created during the boom years, but more often than not they went to foreigners rather than to Saudi nationals.

      According to official data, in 2009 alone almost 674,000 new jobs were created in the private sector, and another 42,189 in the public sector. Yet that year, unemployment among Saudi nationals rose to 10.5 percent from 9.8 percent in 2008.

      The jump in unemployment, which we believe was more-or-less sustained in 2010, resulted from a particularly sharp increase in the incidence of joblessness among youth. In 2009, some 27.4 percent of Saudis under the age of 30 were without work, including 39.3 percent of those aged 20-24.

      Due to the announcement this year that unemployment benefits will be paid for the first time, the official unemployment rate could increase this year as more individuals register their employment status.

      Saudi Arabia’s youth unemployment dilemma is acute even by regional standards. International Labor Organization data show Saudi Arabia is second only to Iraq for the highest youth unemployment in the region, and has higher joblessness rates than Tunisia, Jordan, Egypt and Lebanon.

      Time for a private sector shake-up

      In its current five-year development plan, the government wants the number of Saudis employed by the private sector to grow 5.3 percent per year.

      Of an estimated 1.22 million new jobs it estimates will be created between 2010 and 2014, some 1.12 million of them, or 92 percent, should go to Saudi nationals, according to the plan’s stated objectives.

      Yet up to now the private sector has perpetuated the Kingdom’s employment quandary rather than alleviated unemployment among nationals. As many young Saudis struggled to find work, 982,420 work visas for foreigners were issued to the private sector in 2009, more than double the number granted in 2005, Ministry of Labor data show.

      Data for 2010 has yet to be released, although the labor minister said in May that two million visas were granted to foreign workers in the past two years.

      Some 6.21 million of a total 6.89 million private sector employees in 2009 — or nine out of every 10 — were non-Saudis, up almost 30 percent from 2006.

      The trends are not surprising when pay expectations and skill level are considered. Private sector companies have greater incentives to employ foreign labor, particularly from South and Southeast Asia, because foreigners tend to demand lower wages than Saudis and are highly skilled.

      As a result, there are few incentives to improve training programs.

      Private sector firms have not been motivated to change the status quo because they save money due to the economy’s low-wage equilibrium and the government had not been aggressive in enforcing previous Saudization policies.

      The new Nitaqat scheme could drastically alter this equation by forcing companies to hire nationals, invest more in training and increase wages if they want to stay in business.

      Companies falling in the ‘red’ and ‘yellow’ categories, and hence do not employ enough Saudi nationals, will be unable to renew visas of their expatriate staff or issue new visas unless they reach compliance in the number of Saudi employees they hire.

      Nitaqat assigns different nationalization rates according to the size and activity of companies – so smaller companies have smaller overall quota requirements than larger ones do.

      As an example, a small company in the wholesale and retail sector wanting to attain ‘green’ status should have 10 percent – 26 percent nationalization, whereas a medium-sized firm needs 17 percent – 33 percent and large firm should have 24 percent – 34 percent, according to Ministry of Labor documents.

      Given the skewed balance of employment in the private sector toward non-nationals, as many as 30 percent of private sector companies, mainly smaller in size, will struggle and possibly be forced to shut down as a result of the policy if it is widely enforced.

      The Ministry of Labor said one out of every five companies falls in the ‘red’ category, while the majority are ‘green’.

      Red companies often have fewer than 10 percent Saudi nationals working for them, in many cases less than five percent. In the longer term, new companies will likely be founded on higher national labor content and could focus on productivity from the onset to save costs, but dependence on low skills will not change overnight.

      Wrong side of the line

      Companies falling in the ‘red’ category – those that “resist the Saudization process” – will be unable to get new licenses, renew their licenses, renew their employees’ visas or hire new foreign labor.

      By the end of November, companies falling in this category will have all work permit renewal services suspended.

      Firms with a ‘yellow’ label will be able to renew work permits on the condition that employees have not spent more than six years in Saudi Arabia until February 23, 2012, but their rights to new visas and transfers ends by September 10.

      By contrast, businesses that have complied with quotas will benefit from incentives.

      Those falling in the “excellent” and “green” categories will be able to recruit workers from the other categories without having to obtain their employer’s consent – which had been a drawback of the current system.

      Talented expatriates who have been working in the country for years are key beneficiaries of the new system, by encouraging companies to compete in order to retain top talent.

      The Ministry of Labor also said it intended to lift a ban on 70 professions now restricted to Saudis.

      Further, ‘green’ companies will benefit from a streamlined visa approval process that would grant their employees visas within 10 days as the ministry moves toward decentralizing visa issuance.

      If the private sector responds dynamically, there could be some much needed and welcome mergers and acquisitions that take place in order to enable smaller firms to be better able to cope with higher wages and training costs.

      But small- and medium-sized enterprises have tended to be disfavored for government contracts and they may also have a harder time enforcing quotas due to their small size and inability to afford the extra costs associated with hiring nationals.

      The policy could, hence, hamper the development of the SME sector if nationalization requirements provide difficult to implement. Quotas do not address the lack of incentives in private sector work for national jobseekers.

      With Nitaqat, the cost of doing business in Saudi Arabia is likely to rise, although demand among Saudis may also rise if more are employed, thus providing greater overall momentum in the economy.

      Confusion over the program risks shaking already weak investor confidence, potentially leading to a decline in foreign direct investment (FDI) as companies wait to see how the program will be implemented.

      This would hurt the private sector’s recovery and dampen the country’s effort to support its most-important engine for job creation. A robust private sector growing at six percent or more each year is needed to create jobs for the Saudi population.

      We expect the private sector to grow 3.7 percent this year, up from 2.7 percent in 2010, too low to have a meaningful impact on job creation. Still, a less open immigration policy and sub-optimal growth may be a necessary precondition of improving the job situation for Saudis.

      Pay adjustments

      Yet the benefits of the program may outweigh the short-term costs.

      Compelling the private sector to move away from its reliance on cheap expatriate labor and pay higher wages is the right step longer term. Saudis will have greater incentive to invest in improving their skills to get better-paying jobs in the private sector, which would in turn enhance their buying power, and boost aggregate demand.

      Currently, private sector companies do not offer as high of pay and benefits as the public sector, so Saudi nationals tend to incline toward government jobs. Some 866,774 Saudi nationals worked in government sectors in 2009, according to SAMA data, 92 percent of the total workforce.

      Shorter working hours, comfortable pension schemes and higher overall pay have made the public sector the employer of choice.

      But it is the private sector that needs to carry the economy and cater to the needs of the job market.

      The average private sector wage in 2009 was SR3,137 for Saudi nationals — considerably below wages for many public sector jobs.

      The state raised the minimum wage for a public sector job to SR3,000 this year — and the pay scales reach multiples of that based on the position and tenure.

      Private sector jobs need to, over time, pay the same or more than the public sector in order to entice Saudis with higher skills and improve productivity.

      Setting and enforcing minimum wages for private sector employment and limiting the working day officially to eight hours could help boost the numbers of Saudis working in private sector roles, in addition to offering them pension plans similar to those offered for the public sector.

      Only part of the solution

      Moving away from a blanket quota for nationalisation toward a dynamic system whereby quotas are more reasonable and most companies comply with them is a smart move by the Saudi government.

      Still, forcing the private sector to be more proactive in employing Saudi nationals is only part of the solution.

      The education system has been unable in the recent past to produce enough qualified graduates who are able to fill crucial jobs in the kingdom. Humanities and arts remain the single-largest majors chosen by Saudi students, accounting for 41 percent of total university graduates in 2009.

      Yet what are needed are specialists in technical, engineering, science, computer science and medical programs.

      The Ministry of Higher Education is working toward rectifying this skills gap, but it will take many years before the skills makeup of the population changes to suit the needs of the economy and reduce the need for foreign talent.

      There is a danger, too, that Saudi nationals will be hired just to boost official employee counts, but will not be active participants in the companies they are working in. Hiring Saudis who are not productive just to have them on the payroll will simply exacerbate productivity challenges and do little to rectify longer-term job market imbalances.

      The long-term goal should be to create an education system and jobs market that is able to rely on a highly skilled indigenous labor pool. But this will demand drastic shifts in cultural perceptions of work and entitlement.

      One of the troubles with nationalization policies in the Gulf region has been that citizens will often take jobs, and private sector firms will invest in training them only to have them hop to new positions for higher pay at the earliest opportunity.

      This mentality needs to change as it has curtailed efforts to offer on-the-job training.

      The quota system should take into consideration the difficulty in recruiting citizens for certain positions.

      At present, Saudis account for more than three-quarters of all management jobs, and form the majority of employees holding clerical posts as well as technicians in humanitarian fields.

      They are, meanwhile, very inactive in many fields — auxiliary engineering, industrial, chemical and food industries, and sales positions.

      Saudis account for only 14.2 percent of auxiliary engineering jobs, and 19 percent of positions in industrial and chemical industries, CDSI data show.

      According to the 2014 plan, even in these areas the vast majority of new Interior to offer 60,000 new jobs to beef up security forces, and create almost 2,000 other jobs in market supervision and regulation.

      The state’s hiring strategy offers a short-term fix to the joblessness dilemma but it could complicate the success jobs should go to Saudis including, for instance, 85 percent of new jobs in auxiliary engineering.

      Such expectations will likely prove to be unrealistic as it will take time before investments in changing the quality of instruction at primary and secondary education are felt in the job market.

      It would be better to ease into such requirements gradually, giving the education system and community’s work ethos time to adjust.

      Otherwise, many companies could face higher human resources costs and lower productivity as more-qualified foreign employees are forced to shoulder the workload.

      This could deter many firms from expanding in the kingdom.

      Productivity problem

      A key barrier facing the Nitaqat programme’s success will be the government’s policy of creating tens of thousands of new public sector jobs this year.

      Saudis prefer public sector employment and, as such, private sector firms could face difficulty competing for qualified employees who would prefer civil service jobs.

      This month, the King ordered 66,000 jobs created in the public sector for graduate teachers and health diploma holders, including 39,000 jobs in the education sector for women.

      The King had earlier this year asked the Ministry of Interior to offer 60,000 new jobs to beef up security forces, and create almost 2,000 other jobs in market supervision and regulation.

      The state’s hiring strategy offers a short-term fix to the joblessness dilemma but it could complicate the success of Nitaqat because it may hinder the private sector’s ability to recruit Saudi staff in the medium term. It also promotes inefficiency as productivity per employee will wane further.

      Government sector productivity has suffered due to big employee additions without a simultaneous gain in the output of government services.

      Since 2004, productivity has fallen quickly in the public sector, primarily as the state struggles to offer citizens jobs in a market that favours expatriates.

      Higher productivity is essential because it contributes to better economic growth rates and acts as a sustainable engine for job creation.

      Hitting remittances

      Another implication of implementing Nitaqat would be the affect on outward remittance flows from the Kingdom.

      In 2010, expatriate workers in the kingdom sent home SR98.2 billion ($26.2 billion) in remittances, almost double the value of remittances in 2005, initial estimates released by SAMA show.

      The World Bank has ranked Saudi Arabia in second place among the world’s biggest remittance-sending countries, only behind the US, which is home to a population that is roughly 11 times larger than Saudi Arabia’s.

      Remittances from expatriate workers offer a significant source of hard currency income for oil importing states in the Middle East and Asia, such as Pakistan, India and Egypt.

      Pakistan is particularly reliant on such flows, with Saudi Arabia accounting for 25 percent of its total remittances in 2010.

      Pakistani workers in the kingdom sent home $1.92 billion last year, an amount that has almost doubled in just four years. Saudi Arabia is Pakistan’s second-most important source of remittances behind the UAE, and ahead of the US.

      Filipino workers in the Kingdom sent home almost $1.5 billion in remittances last year – more than 50 percent of the total from Middle East countries, while remittances from the kingdom also account for almost a third of Bangladesh’s total.

      Egypt, which counts remittances as among its top sources of hard currency along with tourism and Suez Canal receipts, got $1 billion in remittances from Saudi Arabia in the last fiscal year, although Egypt has become much less reliant on Saudi Arabia as a source of remittances.

      In the 2009-2010 fiscal year, 10.3 percent of Egypt’s remittances came from the Kingdom, down from almost 17 percent five years earlier. Egypt more heavily relies on remittances from Kuwait (20.4 percent), the US (29 percent) and the UAE (17.7 percent).

      While the effort to create jobs for Saudis would likely reduce reliance foreign workers in the long term, this would not necessarily lead to a rapid decline in the number of expatriates working in the country.

      With oil prices around $100 a barrel, the central bank’s foreign assets at record levels, and fiscal and current account balances likely to remain in surplus, the Saudi economy has the potential witness a good resurgence in private sector activity in the coming years under the right conditions.

      As such, a properly functioning private sector encouraging small and medium-sized enterprises would create job opportunities for nationals while continuing to open the door for foreign talent.

      This is why authorities must tread carefully with the Nitaqat program to ensure it does not wipe out small firms exhibiting potential for long-term growth. It should be balanced with adequate incentives, more streamlined rules for doing business and obtaining visas, and emphasis on quality training and instructions both in schools and in the workplace.

      — John Sfakianakis is chief economist at Banque Saudi Fransi, Riyadh
      ARABNEWS 15 JUNE 2011

      • Sir Bong,

        Good Day!

        Is this new employment rules already practiced and implemented? Or is it just a proposal as of now?

        Thank you!

        Rocky

        • Kung ang Saudi Labor Law ang inyong tinatanong, matagal na po last 2005 pa. Pero kung nitaqat or “Nationalization” ang tinatanong mo. Check below.

          The nitaqat program comes into effect as of June 11, 2011, and classifies companies as Excellent, Green, Yellow and Red, according to their rates of Saudization – now known as “nationalization” in the ministry’s new terminology. Companies are requested to visit the government website: http://www.mol.gov.sa to verify their category status.

          Please click this link for exact dates of implementation and more information: http://ofwempowerment.wordpress.com/ofw-guide/new-saudization-program/

  125. Good day sir,

    I’m writing this letter in behalf of my sister who is working at Al Nahda hospital in Taif as a nurse. She and her other Filipino co-workers are forced to work for up to 12 hours a day because of lack of staff , and they are even deprived of the day off that they much deserve. The working condition there is very dismal. There’ no cafeteria and no water at all. My sister and her other companions have just been there for just over a month sir, and they all have developed ulcers already due to the miserable working conditions there. What are their options? Where can they possibly seek help?

    • Warren,

      Are you also in KSA?

      Taif is in Makkah, Al-Mukarramah Region, ang jurisdiction po nito ay ang Philippine Consulate na nasa Jeddah. Sa iyong sulat, mahirapan nga ang mga empleyado kung ganito ang kanilang situwasyon at dapat lamang mai-report ito kaagad sa POLO upang mainspeksyon agad ang nasabing hospital.

      Sulatan mo ang Labor Attache ng Consulate, addressed your letter to Labor Attache Atty. Vicente Cabe, copy furnished mo na rin si Ambassador Ezzedin Tago at ako sa iyong sulat upang ma-follow up ko ito mismo kay Ambassador Ezzedin Tago. Ibigay mo lahat ang detalye ng probleam, pati na rin ang manager ng hospital, fax at telepono at email address. Ilagay mo na rin sa sulat ang lahat ng mga Pilipino doon at mga contact numbers na kasama ng iyong kapatid.

      Ito ang mga email addresses ng konsulado:

      pc.jeddah@gmail.com
      polo_jeddah@yahoo.com
      polo@pcgjeddah.org

      Ito naman ang hotlines ng POLO Jeddah, kung gusto ng iyong kapatid na makausap mismo ang mga kawani ng POLO:

      Hotline: 056 195 6142
      Direct Line : 676-3868
      Fax: 619-5223

      Regards.

      Bong

      • Sir Bong,

        Maraming maraming salamat po sa inyong response sa letter ko at sa invaluable information na binigay ninyo. At saka po, I really really appreciate your willingness to help. God bless people like you. I’ve already sent our conversation to my sister there, and I’m still waiting for her response Sir. If she, along with the rest of her co nurses there decides to make a formal complaint, ipapaalam ko pa sa inyo. Again, maraming maraming salamat po.

        Warren

        • Warren,

          Salamat rin Warren sa iyong tiwala at pagbisita. Ang mga katagang iyong binitiwan ay gasolina na para patuloy akong magsilbi in my own personal way para sa mga kahanay naming OFW.

          Keep me posted.

          Bong

  126. ano po ang requirements para makakuha ako ng iqama. i worked as a newly staff nurse here in jeddah. I`ve been here for 2 months. ask ko poh if ilang months ang processing poh. thanks

    • Baby,

      Madali lang ang pagkuha ng iqama kung kompleto ka sa requirements at trabahoin ito agad ng liaison officer ng inyong personnel department. Siguro sa bagong applicant, ang dalawang linggo ay napakatagal na at sa renewal naman, pinakamatagal na ang isang Linggo. Ito ang requirements.

      1) Arabic Form to be filled up as per written details in the passport
      2) Original and photo copy of passport with valid working visa and stamp of arrival
      3) SAR 500 issuance fee
      4) Attachments: Medical report/insurance; copy of company/hospital registration certificate or ID
      5) 2 copies of colred photo (size 4×6)

      Regards.

      Bong

  127. Good Day po,

    Sir ask ko lang po iyong regarding sa problema ko. Bali po isa po akong computer technician sa isang company noong una ko pong pasok ditoay iba po ang pinagawa sa akin di naaayon sa computer technician tiis ko po nang ilang linggo at nagsabi po ako na wala po ba na computer technician nilipat nila ako kung saan kasama ko ang electrical technician di na po ako nagsabi kasi baka kung saan na ako ipadala habang ginagawa ko ang mga utos nila lalong lumalayo ang position ko sa pinagagawa nila medyo hazard narin po kasi nagtitibag na kami ng semento o naghahalo ng semento kung saan all around na ako di ko man lang natikman ang position ko. Kinausap ko po iyong manager na humahawak sa amin at tinanong ko na di ko na kaya ang mga pipagawa nila at risky na ito at di narin ako fit para gawin ito nasigawan lang ako at pinagmumura na dapat daw gawin namin kung anong pina-uutos nila dahil pinapasahod naman day kami. Tinis ko po iyong isang buwan mahigit at di ko na po kaya dahil wala namn nakikinig sa hinaing ko at baka mamura lang ako. Sinabihan ko po iyong agency pero wala rin silang diretsong sagot sa akin. Kaya nagreport nalang ako sa POLO at nag file ng complain regarding nga sa estado ng work ko at problema. Advice po ako ng attorny sa polo na makipag dialogo muna at sabihin ko iyong problema kahit natatakot ako ay pumunta parin ako pero ganon din po ang naging resulta at natakot lang ako. Dahil doon lumipat po ako sa kaibigan ko ng tirahan baka pag initan ako at di na ako pumasok. Bumalik po ako sa attorny ng polo para sabihin ko na wala ring nangyari sa pinag usapan namin advice nya ako na magfile nalang ako ng formal na kaso pero parang discourage nya ako kung anong kakahinatnan di po ako nakuntento kasi ako pa po ang tinatanong nya kung anong gagawin ko at sabi niya kahit na manalo ka jan ay talo ka parin dahil babalik kalang naman sa trabaho at ibibigay iyong work na dapat pero ang sabi ko po ang kinankatakot ko kc kung babalik ako doon pag iinitan lang ako at ako pa ang sinisi bakit ako nag report sa polo dahil ang sabi niya kung di ka nagreport di magagalit ang polo kahit sa akin mangyari iyon at kung matalo ka naman sayang lang ang mga nagastos mo at hirap.

    Sir may ma aadvice ba kayo sa problema ko di pa po ako nakakapag formal na complain at balita ko sa kasama ko ay pina blotter na ako nandito ako sa mga kaibigan ko nakikitira muna dahil ayaw ko na pong bumalik sa company ko at sa villa ko. Salamat po sir

    eric

    • Ric,

      Yan ang problema nating mga OFW, sa umpisa pa lang pinabayaan na tayo ng recruitment agency at ng mga ahensya ng gobyerno na dapat sana sila ang mangangalaga sa ating karapatan bilang OFW sa bansang ito. Masakit man aminin pero mayron talagang mga kawani ng gobyerno na walang pakialam sa problema nating mga OFWs. Malinaw na umiiwas sa trabaho ang mga ganitong aksyon, puwede niyang tawagan or pasyalan ang iyong employer at siya mismo ang makipag dialog at hindi ikaw.

      Sa puntong, sabi niya na mag file ka ng kaso, puwede mong gawin ito dahil malinaw sa batas paggawa Artikulo 58. “The employer may not transfer the worker from his original workplace to another place that entails a change in his place of residence, if such transfer is likely to cause serious harm to the worker and is not justified by the nature of work.”

      Ngunit dapat sana, ipaalam sa iyo muna ang iyong karapatan, ano ang maaaring gawin at ano ang mga consequences kung sakaling mag desisyon ka na ituloy ang complain. Hindi na sa umpisa palang discouragement na agad ang ipakita sa iyo. Kung ganyan na nga lang ang attitude nila, para saan sila? bakit sila nandito? anong silbi nila?

      Puwede bang makuha ang name ng inyong recruitment agency at ang sinasabi mong abogado ng POLO.

      Hihintayin ko.

      Bong

      • Good Day Sir Bong,

        Name po ng attorny na humahawak ng case ko ay Mr. Salah Oden iyong agency ko naman ay landbase human resource, na picture ko pa iyong mga pinagagawa sa akin at iyon lang ang tanging ebedensya ko na talagang ito ang mga pinaggagawa ko sa kompanya nila . Hindi ko parin alam ang gagawin ko ang masakit po nito nabalitaan ko sa biyenan ko ay di makausap at laging nakatahimik at di na masyadong nagkakain ang asawa ko dahil sa nabalitaang pangyayari sa akin. Minsan po tinitibayan ko nalang ang loob ko na malalampasan ko ang problema na ito at sana ay makauwi nalang ako dahil nag aalala narin ako sa misis ko.

        Tanong ko lang din po sir bong kung may advantage po ba na pauwiin ako kung ako ay isa pang probationary?

        Maraming Salamat
        Frederic Abaigar

        • Fred,

          Dito kaba sa Riyadh? or sa Eastern Province?

          Fred, tibayan mo ang iyong loob, may mga pagsubok na dumarating sa ating buhay. Ang iyong na-experienced ay wala pa sa katiting ng aking mga nadaanan sa loob ng 17 taong Saudi Boy. Huwag kang bibitiw sa kanya at magtiwalang may magandang kabanata na darating sa iyong buhay.

          Email kita ng direkta at may itatanong ako sa iyong mga detalye na dapat kung malaman.

          Ulitin ko, cast all your anxieties on Him because He cares for you.

          Cheers!

          Bong

          • Sir Bong,

            Sensya na ngayon lang din ako naka replay, maraming salamat sa mga sinabi mo at nagpapalakas ng loob ko. Dito po ako sa riyadh mismo at malapit lang po ako ngayon dito sa riyadh sa mga kaibigan ko po. Ngayon po pumunta ang pamilya ko sa POEA sa pilipinas at sinabi don ang nangyari sakin kaya sabi ng kapatid ko na susulatan daw o iinformed ang agency ko at bibigyan lang ng 15 days at papauwiin na ako. Sir bong tama rin po ba ang ginawa ng kapatid ko at nasa tamang track lang po ba ako?

            Maraming Salamat,

            Frederic Abaigar

            • Ric,

              Kung iyan ang sabi ng POEA, maaaring magawan nila ng paraan na makauwi ka agad. Sana naman totohanin nila ang pag pressure sa agency upang makauwi ka. Sa ngayon hintayin natin after 15 days. All you have to do is to keep silent lang muna diyan at huwag mo munang ikwento ang mga developments para hindi mapangunahan ang desisyon ng employer mo.

              Keep in touch.

              Bong

  128. Hi Sir!

    Ask ko lang if ever na mag exit ka na with your current employer then you will be back with a VISIT VISA or TEMPORARY WORKING VISA which will be issued by your new employer, wla po bang magiging hassle eto?

    - Do i need to renew my passport first pra maging bago sia at mawala ang mga stamp?
    - do i need to secure the final exit paper just in case tanungin ako?
    - have you heard such case na rin ba?

    Maraming Salamat po and more power!

    • James,

      Kung ako ang tanongin mo, hindi ako babalik sa KSA na hawak lamang ang Visit Visa or temporary working visa.

      As per the new law, if a worker or an employer has sponsored someone on a visit visa and has failed to renew it (even by a day), he faces a penalty of SR10,000. The person who has been sponsored will be asked to to leave the country immediately.

      Nasa sa iyo iyon kung e-renew mo or hindi ang passport, as long na you have an Exit Visa stamp in your passport, wala itong problema.

      It is better to secure your exit paper, because sometimes, the Royal Embassy of KSA is asking for it, pero seldom na mangyayari ito, ang importante may EXIT Visa ka.

      Regards.

      Bong

      • Thanks a lot sir,,,one more question sana this in regards with bank loans sa saudi arabia……if ever you have an existing bank loans, may possibility ba na makuong if ever di mo mabayaran un? may mga ksama kse ako na nag loan sa bank then nag bakasyon at di na bumalik..

        was there any law sa saudi arabia na makukulong ka kung di mo mabayaran ang loan mo sa bangko?

        • James,

          Two important requirements para maka pag loan ka sa banko or magkaroon ka ng credit card dito sa KSA are the iqama and copy of your passport. Bago ka mabigyan ng exit clearance from passport department/immigration/Min. of Interior mag run check muna sa iyong iqama, ibig sabihin all your monetary transactions na hindi pa close or hindi pa nabayaran ay dapat ma clear, it means you need to pay all your financial obligation with bank or any stores using your credit card prior issuance of the exit clearance.

          Now, kung uuwi ka na may exit re-entry at hindi na bumalik sa KSA, your financial obligations in KSA will haunt you even if you are already in Pinas. Please note that our passport ay iisang file lamang at hindi ito mababago kahit pa ito ay e-renew or hindi na gagamitin. Banking institutions around the world ay may kooperasyon tungkol sa ganitong usapin, kaya don’t be surprised if someone will knock your door with a subpoena on hand. At kahit saan pa magtago ang taong ito, ay nakasunod pa rin sa kanya ang anino ng nakaraan. Worst, It will affect all your financial transactions with any banking institutions.

          Secondly, pag mag abroad uli ang expat, makikita ang nakatagong kalansay sa loob ng kahon at maaaring maging dahilan sa mas malalang problema. It will land you in jail.

          Of course may batas ang kahit sino mang bansa sa mundo tungkol dito. Kaya kung puwede, huwag ng mag loan sa banko at huwag ng mag apply ng kahit anong kalseng credit card para maiwasan ang ganitong problema.

          Bong

  129. Isang Magandang Umaga po.

    Mr. Bong,
    Nais ko lamang pong maliwanagan itong tungkol sa exit / re-entry, isang kaibigan ko po ang nais nang mag exit , subalit ayaw payagan ng company, so imbes exit ang ginawa ng kaibigan ko ay nagbakasyon at hindi na bumalik ng saudi nitong nakaraang taon 2010. Maari po ba syang bumalik ng saudi arabia? pero maari syang mag-apply o pumunta sa ibang karatig bansa na kasama sa GCC ?
    Sana po ay mabigyan nyo ng kaukulang pansin ang katanungang kong ito.

    Maraming Salamat po.
    Mabuhay po kayo.

    Ron
    Jubail , KSA

    • لعودة إلى أي من دول مجلس التعاون الخليجي :

      Employees convicted of any violations in any of the GCC countries which includes violations of any labor or immigrations rules, will not be permitted to re-enter ANY GCC Country. Example : Employees going on vacation and not returning and then trying to re-enter another GCC country will be banned.

      الموظفين المدانون بإرتكاب أي مخالفة في أي من دول مجلس التعاون الخليجي و التي تتضمن مخالفة أي من قوانين العمل أو الهجرة , لن يسمح لهم بالعودة لأي دولة من دول مجلس التعاون الخليجي. على سبيل المثال : الموظفون المغادرون في إجازة ولايعودوا, وثم يحاولون العودة إلى دولة أخرى من دول مجلس التعاون الخليجي سوف يتم منعهم.

      click link to read this post in our blog: http://ofwempowerment.wordpress.com/2011/05/11/tidbits-saudization-transfer-of-sponsorhip/

      Ang kompanya ay may karapatan na humingi ng extension (90 days) kung ito ay kinakailangan or may basihan. Article 110. 2: An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.

      Bong

  130. Dear Sir,

    naka 5 years contract na po ako sa Saudi, neagrenew po ako ulit last March 25,2011, but this month I submitted my intention to terminate my existing contract. At pauwiin ako within 30 days after submission of my letter. Kumbaga di ko na po tutuloy yung bago kung contract at mag eexit na po ako. May mga penalties po ba ako na dapat bayaran. Ano po ba ang pwede maing conflict dito kung meron man.

    • Joseph,

      Read your contract carefully. If you are resigning which is according to the terms and conditions of your contract then the company is oblige to give you all the benefits due to you including air ticket. However, if you sense that you are violating the terms and conditions of your contract then the company has the right to ask for compensation and that includes air fare ticket.

      Bong

      • But the problem sir they didn’t send me for my vacation which is due last March 2011, and during that month also I signed the new contract for 2 years, which means I still entitled for a free round trip ticket and a vacation pay as per contract, but instead of going for vacation I just filed for termination of my new contract. Whats your opinion Sir.

        • Joseph,

          Since you signed a new contract, ibig sabihin nasa SPECIFIED period of contract ka. Kung mag resign ka before expriration date of your contract, it means breach of contract ka. Kung susundin nila ang bago nyong kontrata maaaring ikaw ang mag shoulder ng iyong pamasahe pabalik sa Pinas. Kung sakali man na gawin nila ito, pakiusapan mo na lang ang employer. Sana nga hindi nila i-apply ang bagong kontrata kung sakaling ituloy mo ang iyong resignation.

          Good luck!

          Bong

          • breach of contract ako sa new contract, does it mean makukuha ko pa rin yung benefits ko for 5 years service.

            • Joseph,

              You are entitled to benefits or to the ESB from the very first day of your work. Ang unang limang taon mong serbisyo ay unspecified period and you are of course entitled to benefits. Kung aprobahan ang iyong resignation, hayaan mo muna silang kwentahin ang iyong benepesyo at tingnan mo sa kalkulasyon kung ikaw ba ang nag shoulder ng ticket.

              Good luck.

              Bong

  131. sir bong,

    gud day po! tanong ko lng po kung ok lng na patuloy po akong mag trabaho dito sa kumpanya ko kahit na wala po akong bagong kontrata? dec. 6 2010 pa po tapos ang kontrata ko, at hanggang ngaun eh di pa nila ako pina pa uwi. pede ko po ba ito idulog sa polo? ano po e mail add ng polo at telephone number?

    thanks, and God bless!

    • Jess,

      May notice of non-renewal of contract or nag sumite kaba ng sulat not to renew your contract?

      Kung wala, check your IQAMA, the expiration date of your iqama is now the end of your new contract. Puwede kang dumolog sa POLO, hanapin mo sa blog natin ang telepono para ma exercise naman yong daliri mo sa pag surf ng ating blog. Napakaraming info dito na dapat ninyong malaman. Kaya lang, you need to devote time to search for it.

      Bong

  132. Sir.

    sir bong, itatanong ko n rn po pla kung anu p ba ibig sabihin kpag “TERMINATION WITH CAUSE”? Un po kc palge gnagamit n pananakot ng aming company kpag magteterminate cla, kpag po ba ganong case, may kelangan b bayadan sa company at ano po mga pwedeng rison pra iterminate nla ng “TERMINATION WITH CAUSE”… salamat po..

    • Jace,

      Gaya ng sabi ko, ang “termination with cause” ay ang termination na may dahilan at ang dahilan na sinasabi nila ay ang “unfit for work” kung hindi nagampanan ng worker ang trabahong ibinigay sa kanya ayon sa kontratang pinag-usapan.

      Bong

  133. Sir Bong,

    Good day!

    Jace po ulit to, ung costing engr. Itatanong ko lng po kng tama b ung gnawa saken ng company namen. Ive been in this company for 6months sir, at ang salary ko po ay 3500SR, Nakatanggap po ako ng memo galing sa amo namen, dated 22-May-2011 at nkalagay po don n ayon daw sa knilang evaluation sa performance ko hnd ko daw po ngampanan ung posisyon ko as costing engr, kya pinapipili nla ako kng tatanggapin ung alok nla n maging CADD Operator ako at magiging 2500 n lng ung salary ko o mag eexit ako. Kinausap ko po ung amo namen regarding sa memo at cnbe ko po n hnd ko mtatanggap ung CADD Operator at ung salary n 2500SR, at cnbe ko n lng po n meg eexit n lng ako kng ganon mngyayari. kya lng po, pwede daw ako mag exit, basta bayadan ko ung nagastos nla saken sa pagkuha sa pinas n umaabot sa 10,000 SR. Tama po b un? anu po b ang dapat kong gawin n naayon sa batas? Sna po matulungan nyo po ako… marami pong salamat… -Jace

    • Jace,

      Sorry for late reply.

      SLL Article 40. 2. A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.

      Kung totoo ang kanilang evaluation sa iyong trabaho na kung saan sinabi nila na hindi mo nagampanan ang trabahong binigay sa iyo at ito ay kanilang napatunayan, ang unfit for work na tinutukoy sa batas ay siyang rason kung bakit nila binabaan ang iyong sahod. Sa option number 1 na kung saan babaan ang iyong sahod, ito ay dapat sang-ayonan ng worker bago ito maiipatupad.

      “Termination with cause” is option two na kung saan ikaw ay pauwiin ang worker, dito na papasok ang Art. 40.2 na kung saan ay pagbabayarin ang worker sa lahat ng nagastos nila sa pagkuha sa iyo, kagaya ng tiket, visa, iqama at iba pang gastosin.

      Maging mahinahon at pag-isipan mabuti bago ka mag desisyon.

      Bong

      • Marami pong salamat Sir. Bong… Pag iisipan ko po itong mabuti kc wala dn nman po ako pambayad sa mga nagastos nla sa akin… Sna po ay hnd kyo magsawa n tumulong sa mga OFW, sa mga kagaya po namen n nililiwanagan sa batas, sa tulong nyo po.. salamat po ulit & may god bless you always.

          • Sir Bong, Anu po mangyayari kpag nag issue cla ng termination with cause, tapos wala nman po pambayad ung worker sa mga nagastos nila? salamat po…

            • Jace,

              Puwede nilang singilin ang inyong agency. May mga employer na tsaka lang nila bayaran ang agency kung nakita nilang okey ang mga empleyado na napa-alis ng agency. Pag hindi naman okey at pinauwi kayo, sigurado akong balikan nila ang recruitment agency, katulad ng hindi pagbayad ng recruitment fees sa mga worker naman na hindi nila pinauwi. Ibig sabihin gulangan ang mangyayari. Puwede namang maghanap ng bagong agency ang mga employer.

              Bong

              • Kahit po b tapos n ung probationary period? Nkasaad po kc sa contrata n 3months lng ung probationary period, eh 6months n po ko bgo cla mag iissue ng “termination with cause”…
                Marami pong salamat ulit sir bong… Sna po ay marami pang tao n katulad nyo n walang sawang tumutulong… naway pagpalain kyo sa mga gngawa nyong kabutihan…

                Jace

  134. ask ko lng pwede ba ireklamo sa labor office ung manager at acting supervisor namin dito? kasi po lagi nilang pinapalitan ung oras ng pasok namin at kahit wala pang masyadong pahinga papapasukin nila ung mga tao. much better sana kung consistent sila sa working hours. laging naninigaw at ayaw nila tumanggap ng paliwag at lagi nilang sinasabi na mali lahat ng tao dito sa company namin. even the personal matter ay pinapakialaman nila. nakalagay sa contract namin na we have a 15 days leave and not converted in to cash un. so everytime na aabsent kami lagi nila ibinabas sa sahod namin un. meron ba kaming pwedeng gawing hakbang para matanggal ung dalawang un dito?

    Maraming salamat po.

    • Joseph,

      Ang mga kompanya sa KSA ay pareho rin sa Pinas, mayron itong sariling internal policy or rules and regulations. Dito sa KSA dapat ito ay maipatupad kung ito ay may aprobal ng Saudi Labor Ministry. Ibig sabihin, lahat po ng company rules and regulations ay dapat naka sumite sa Labor Ministry. Kung meron ang inyong kompanya at ito ay aprobado ng Labor Ministry, ito ay dapat ipatupad or ma-implement. Pero sa iyong sulat reklamo, parang wala yata itong sariling policy dahil paiba-iba, sabi mo. Puwede kayong magreklamo pero idaan sa tamang proseso. Makipag-ugnayan sa ating POLO para matawagan at makausap ang inyong employer.

      Tungkol sa sinabi mong 15 days leave, diko makuha, what you mean not converted into cash?

      Hindi kayo pagbibigyan ng inyong employer sa balak ninyong ipatanggal ang dalawa kasi mas maniwala sila sa kanilang kabaro. Huwag padalos dalos sa mga desisyon, dapat humingi muna kayo ng payo sa ating POLO bago gumawa ng mga hakbang.

      Bong

  135. Dear Sir,

    Hello po may tanong ko lang po kasi ang asawa ko supposed to be babalik ng Saudi may return ticket na po siya ang kaso lang po may emergency na nangyari at di po sya nakabalik ng Saudi tumawag po siya at nagtext sa boss nya tungkol dun sabi sa kanya padadalhan dw sya ng bagong re-entry po ba un para makapasok po sya ulit ng Saudi pero hindi po sya binigyan hanggang ngayon. Sabi ng kasamahan nya di daw siya pwedeng makabalik ng Saudi. Di naman po nagkulang ang asawa ko na abisuhan ang employer nya at ang huling OT pay po niya ay di din naibigay sa kanya ang ibang gamit niya andun pa din po sa Riyadh Saudi Arabia. Gustong-gusto na pong bumalik ng asawa ko sa Saudi pero paano po ang gagawin niya para makapasok po ulit ng Saudi. Sana po ang makatulong po kayo.

    Maraming salamat po.

    • Jar,

      Ang employer lamang ang makatulong sa iyong asawa. Ito ang pag issue ng panibagong Visa or i-renew ang visa ng iyong asawa. Nasa employer lamang po ang sagot kung bigyan siya o hindi. Tawagan at kulitin uli ang kanyang employer.

      Bong

      • hello po Sir, employer po pala nya sabi nya ay di nakaregister as company sa Saudi dahl po noong may finile po sya sa bank sa Saudi di daw po registered ung company nya kaya bumalik uli sya para humingi ng authorization o patunay na nagtatrabaho sya dun at ang ginamit na lang po nya ay ang Iqama nya di po makita ang company nya sa list ng companies na hawak ng bank.

        • Jarukz,

          Lahat tayong expats sa Saudi ay may sponsor. Puwedeng kompanya, estabishment or individual ang maging sponsor ng expats. Ma-trace naman po kung kaninong sponsor galing ang visa, ibig sabihin doon kayo humingi ng tulong upang ma extend ang visa. Kahit Embahada, agency at ako ay wala pong magaawa tungkol dito. Wala pong ibang makatulong sa iyong asawa kundi ang sponsor niya.

          Bong

  136. a pleasant day for you sir bong….salamat po n nasearch ko po ang programang ito…npakrmi pong ninyong ntulungan kagaya namin…sir gusto lng namin maliwanagan about to our contract..ganito po kasi yun pumirma po kami ng 2yrs contract sa pinas pero pinapirma po ulit kami ng blank form…patpos n po kasi contarct ko this august 2011 at iyong mga ka batch ko at blak ko n hindi bumalik…but when i try to ask my manager kng pwede ako mg file ng exit…he answered me no because your contact is three years pero pwede k magbakasyon at mgiging 2yrs ulit un pgbalik mo….my ganun po ba na contrata ang pilipino…sa pagkaalm po ninyo they have the rights n dagdagan ang kontrata…..pero ung mga naunang pilipino sa companyang ito sabi nila 2yrs lng daw contrata nila at pinayagan silng mag exit pero ung batch daw namin (2009) hnd daw pwede…sa palagay po ninyo maaari bng magkaiba ang contract ng mga pilipino sa isang company lmng na pareho ang tintrabaho at sahod. my contrata po bng broken contract…para po kmi nilng pingloloko….sana po mkpagbgay kau ng advise sa amin para makpgdecide ng mabuti at hindi mlagay sa alanganin salamat po

    • Nor,

      Wag mo sanang masamain ang una kong pasakalye. Bakit kayo pumirma ng blanko na papel? Siguro naman alam ninyo ang ibig kong sabihin. Ano ang laman ngayon sa blanko na papel na inyong pinirmahan? Kung sakali man na ito ay laman na, at 3 taon ang nakalagay na duration of contract at ito ay may arabic translation na text, alanganin tayong magreklamo dahil nga ang binabasihan na kontrata ng korte dito sa KSA ayon sa Batas Paggawa ay ang may arabic text. Sa usaping ito, puwede kayong magreklamo o kasohan ang inyong agency sa Pilipinas pag nandoon na kayo. Dahil ito ay malinaw na contract substitution.

      Maaring puwedeng magkaiba ang kontrata ninyo sa naunang batch Pero walang broken contract. At dahil nga pumirma kayo ng blanko na papel, pagdating nyo palang sito Naloko na po kayo.

      Kung sakali man na mag desisiyon kayong magreklamo huwag mag padalos dalos, pasyalan nyo muna ang ating POLO/OWWA para mabigyan kayo ng tamang payo at guide sa inyong dapat gawin.

      Salamat sa inyong pagbisita.

      Bong

  137. Sir, Mag tanong lang po ako tungkol po ito sa bayaw ko na nga tatrabaho sa dammam saudi arabia sa PBC Company Industrial Electrician po siya at two years po ang contrata nya na pinirmahan. May 26 po tapos na po nya ang Contrata nya at Nag file na siya ng Exit may pinapipirmahan po sa kanya ang kompanya nila na hindi daw po siya puidi bumalik sa saudi for 2 years, basi po sa POEA Resolution # (826) as of 05/07/1395 amended by resolution # (795) dated 11/06/1397 AH totoo po ba ito? kasi di daw siya makaka uwi ng pinas pag di nya pinirmahan ang kasulatan na yon na pilit sa kanya na pinapipirmahan ng kompanya nila.

    please advice kong ano po ba ang dapat nya gawin kasi balak po nya na mag apply uli punta saudi. sa dahilang ayaw na po nya sa kompanya nila dahil sa bukod po sa delay ng mag pasahod ang kompanya nila may isang buwan pang sahod na pundo bago sila makasahod. ok lang po sana kong wala siya binubuhay na sariling pamelya at pina pag aaral na mga anak kaya nyang mag tiis pero may pamelya po siya.

    lubos na gumagalang,

    Robert

    • Bert,

      Wala po akong batas na alam or rulings tungkol dito. Hindi ko rin makita ang POEA resolution na binangit mo. Ang date na nakasulat ay taon po ito ng Hijri calendar pero sa batas paggawa wala pong nakasaad na pag mag exit ang isang worker ay 2 years pa ito makabalik. NGUNIT, tungkol sa usaping may p inapapirmahan ang employer sa worker na hindi siya puwedeng bumalik sa KSA, ito ay ang sinasabing undertaking na nakasaad sa Batas Paggawa Art. 83If the work assigned to the worker allows him to get acquainted with the employer’s customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties.

      Kung hindi nakapaloob ang iyong kaibigan sa nabanggit na probisyon o artikulo, HUWAG siyang pumirma ng undertaking lalong lalo na pag ito ay nasa Arabic language lamang.

      Bong

  138. Sir,

    Good day.
    18 months na po akong nagwork at may nag offer sa akin ng mas mataas at sayang din ang pagkakataon. Nagresign na po ako at ako po ang bumili ng ticket ko. May dapat ba akong problemahin?

    • Vince,

      Kung pumayag na sila sa iyong resignation at bibigyan ka nila ng clearance (EXIT), ibig sabihin ni-release ka na nila at makakauwi ka at makakabalik sa KSA. Pero mostly dito sa KSA, ang employer ay naniningil sa worker ng kabayaran sa nagastos niya sa worker pagkuha nito sa Pilipinas at ito ay legal ayon sa batas paggawa ng KSA sa kadahilanan na hindi mo tinapos ang napagkasundoang kontrata.

      Bong

  139. ask lang po sa situation ko regarding sa contract na pinirmahan ko ay computer technician. pag deploy ko sa work ginawa nila akong office clerck na hindi ko naman preffered to work kaya nag ask ako na sundin iyong kontrata ko bagkus ginawa akong cctv installer kung saan lahat ay gagawin ko sa pag install ng cctv which ibang posisyon na sya at meron talaga na may nagksposisyon nyaon sinalpak ako doon sa trabaho na iyon kasi uuwi na iyong tao na naka posisyon doon. Nahihirapan ako sa pagkakabit ng cctv kasi ako na ang magsisinsil ng bato, magsesemento at magtutubo sa cable hanggang configuration ng cctv kung baga package ko na sya which hindi naman iyon ang prefered job ko. Ano po ba ang legal term na gawin ko kasi sinabihan ko na iyong hr at pati iyong nag assign sakin na anak ng may ari na hindi ko kaya lagi nyang sinasabi na kaya ko. 2weeks palang ako sa work ko. please advise naman po

  140. Sir Bong,

    Hawak ko po ung passport at multiple visa ko. May offer po sakin sa ibang bansa middle east din, triple ng sweldo ko ngaun. Pede po bang pumunta ako dun direct? Kac they need me immediately. Kung magpaalam ako dito sa company for sure bibitinin nila ako tulad ng ginawa nila sa dating kasamahan ko na nag file ng resignation pero pinatagal lang. Dito lang me maban sa kingdom? or kaya pa nilang habulin kung nasaan ako? Thanks po.

    • Vash,

      Matanong muna kita. Sponsor mo ba ang iyong employer? May residence permit kaba or iqama? Kasi kung puro Yes ang sagot mo, hindi ka basta basta makakalabas ng kaharian na hindi nila malalaman. Pero bilib rin ako sa sponsor mo, pinahawak sa iyo ang passport, bihira dito sa KSA yan.

      Bong

      • yes sir, hawak ko po lahat.. actually pabalikbalik lang me sa bahrain. kung uwi me ng pinas wala naman pong magiging problema sa immigration or tinatawagan pa ba nila ung sponsor bago makapag exit?

  141. sir. tanung ko lng po kung panu gagawin ko gus2 ko po kcng kunin asawa ko sa pinas subalit ang iqama ko po ay laborer pero ang tlgang work ko po ay process operator sa planta,,4500 po sahud ko my posibilidad po bng mkuha ko asawa ko khit gnun iqama ko at hindi family status ung contrata ko…mgkanu po b mgagastos sa pgpapaprocess…graduate po ako ng BS mechanical engineer..salamat po ..

    • Joseph,

      Hindo po ninyo makuha ang inyong pamilya kung labor po ang iyong visa or iqama. Pasyalan ang inyong personnel department at ipakita ang iyong diploma at mag request ng change of profession.

      Bong

      • my babayaran po ba dun sa pg change ng iqama?kung merun po mga mgkanu po kaya?sagut po b ng company un?at kpg po b na chnge na pede ko npo b kunin ung asawa ko khit dme family satatus ung contract ko….maraming salamt po ulit.

        • Joseph,

          Changing the profession is not at all an easy thing to do at kailangan pa ang kontrata na may family status. May bayad po ito pero minimal lamang kaya lang napaka haba po ng proseso at hindi ikaw puwedeng maglakad nito kundi ang iyong employer. Minsan at dahil narin sa mahirap nga itong ipa-lakad, mag expect kana na hihingi ng bayad sa iyo ang iyong employer or ang naglalakad nito.

          Dadalhin muna ang iyong diploma with arabic translation sa MOFA. Dahil hindi nga family status ang iyong contract, usually pag hindi family status ang iyong kontrata dadaan ka muna sa labor court kaya lalo po itong tatagal. Sa ibang requirements lusot kana nag work ka naman bilang isang engineer at qualified ka naman kung salary ang pag-uusapan.

          Regards.

          Bong

  142. Sir ask ko lng po, if sa Pilipinas kung ang Files ng mga empleyado is kailangang nakatago ng 50 years sa isang company. sa Saudi po ba gaano kataga dpat nakatago ang file ng isang empleyado. may cases po kasi na ang empleyado ay babalik sa kanyang lumang pinagtrabahuhan para sa kanya employement impformation kaso wla nang maipakita ang knyang kumpanya ngunit xa ay may mga kopya ng dokumento. kailangan ko lng po malaman salamat po.

    • Wen,

      Diko masagot ang tanong mo, medyo behind ako tungkol sa tanong mo. Pero noong nag work ako sa dati kong employer bilang may hawak ng mga 201 files, ang pinapagawa sa akin ay after 2 years, ito ay naka karton na upang ilipat sa isang malaking filing room. Pero may record pa rin kami sa computer tungkol sa empleyado.

      Ang pinagtataka ko sa friend mo, bakit pa siya babalik doon sa dati nyang kompanya na kanya ng inalisan. Pero kung wala naman siyang dapat ikatakot bakit siya mag-alala.

      Regards.

      Bong

    • Sir maraming salamat po sa tulong ninyo. sir hindi ko po siya kaibigan,sila po ay saudi national. nag apply po sila sa ibang kumpanya, ang bagong kumpanya ay gumawa ng background check. at dahil sinasabi ng mga saudi na ito na sila ay ngtrabaho sa kumpanyang eto. ngunit ang lumang kumpanya ay walang maipakitang mga dokumento na nagpapatunay na sila ay nag trabaho sa nasabing kumpanya. pero dahil my mga konya (paysleep,contract copy atbp.) ang mga empleyado, nagsampa ng kaso ang mga empleyado sa lumang kumpanya at etoy knila ipinanalo. na nag dulot ng pagmumulta ng malking halaga ang lumang kumpanya sa knilang past employees

  143. sir gud pm…last 2009 i worked in saudi arabia for a short period of time. umuwi po ako for an emergency leave at di na ako bumalik ng saudi. at ngayong april 2011, 2 years na po ako dito sa pinas at gusto ko na po ulit mag-apply sa saudi. oaky lang bumalik sa saudi sa ibang kompanya? hindi po ba ako magkakaroon ng problema sa aking pagpasok sa saudi kahit magpalit ako ng bagong passport? magkakaroon pa ba ng traces na meron akong re-entry and unfinished contract? thanks for your prompt reply! god bless!

    • Adrian,

      Sigurado ako nakapag finger print ka na dahil 2009 ka umalis dito sa KSA. Alam mo, lalo na sa ginawa mong emergency leave at dina bumalik baka may galit sa iyo ang iyong amo sa iyong ginawa. Kung hindi ka niya pina block list, ang immigration po ang haharang sa iyo sa paliparan dahil makikita po nila ang record mo na may re-entry visa.

      You will be subject for questioning and worst “port to port” po ang mangyari sa inyo. Hindi ko po kayo tinatakot pero marami na rin po akong narinig nitong nakaraang buwan na nangyari sa ating mga kahanay dahil po sa ganitong kaso. Ang iba naman po ay nakalusot pero napakahirap po kung meron kayong dala dalahin sa inyong kalooban.

      Bong

    • Sir bong,
      Ask ko lang po if me alam kayo about sa law ng saudi council license kc hnd po sinasadya ay nawala ko ang lisensya ko na nakalagay sa frame dapat.San po ako pwede magsangguni about d2?ayaw ko po sana ipaalam sa employer namin kc hnd maganda relation namin ngayon dahil pinipilit ko cla irelease ako dahil tapos na kontrata ko.Me penalty po ba un?hindi ba sa akin dapat un kc nagbayad ak ng more than 1 thou riyals s exam ko at license na un.I work as a nurse sa clinic.
      Thanks po….

  144. Sir Bong,

    Ngfile na akong resignation letter sa amin, and pinayagan naman ako ng boss ko at managing direktor. Pagdating naman sa Main Office namin kinausap ako ng administrative officer ng main office, sabi saakin hindi raw ako makakabalik ng 2 years pagkatapos kong mgresign(yan raw ang bagong law ngayon) nd gusto pa ako ang bumayad ng tiket ko.

    Tama ba yung sabi ng admin namin and ayaw nyang mgbigay ng NOC, hindi raw sinda ngbibigay nun. Kaya ang gnawa ko sinabihan ko cya bigyan nya ako ng 3 araw para makapagisip muna and tsaka ko sasabihin yung final kong decision kung itutuloy ko resignation ko.

    Tutuo bang hindi nako makabalik pagako ngresign nd mgpapalipas muna ako ng 2 years.
    My bagong law bang ganyan na ang mgresign 2 yrs pa makakabalik d2 KSA.

    Bigyan mu po ulit ako ng payo, kasi gusto kunang lumipat ng kumpanya nd desidido naman yung lilipatan ko na kunin ako, ipapatanong raw nila sa representative nila dun sa pinas sa Saudi Embassy kung pwede akong makabalik na kahit walang NOC nd exit lng.

    Salamat po,
    Bert Jaucian

    • Bert,

      Iba ang resignation at final exit.

      Tama ang iyong Admin, ang NOC ay nasa employer kung magbigay or hindi.

      Pag ikaw mag resign dapat lamang na bayaran mo sila sa kanilang nagastos pagkuha sa iyo galing sa Pinas. Ito ay sa kadahilanang hindi mo tinapos ang kontrata or breach of contract. Kaya pati tiket ikaw ang mag shoulder, tama rin sila.

      Ang exit, ay final exit na may clearance ng employer na ikaw ay pinakawalan na sa kanilang poder. Pag mag exit ka na may magnadang relasyon sa iyong employer, maaring makabalik ka kaagad sa KSA. Pero kung mag resign ka, puwede silang mag report sa passport department or jawasat na umuwi ka na hindi tinapos ang kontrata. Ito ay maging dahilan na hindi ka maistampahan ng visa ng Saudi Embassy sa atin.

      Malalaman mo rin yan dahil kung wala namang problema, istampahan nila ng visa ang iyong pasaporte. Kung hindi, may ibig sabihin yon.

      Good luck!

      Bong

  145. dear sir.

    Galing po ako sa Saudi Arabia last year on a Business Visa then nag exit po ako before the expiration of my visa last DEC, 6 2010. Then nag issue po sa akin ng Working Visa ang company (Same Company din po) so I can work for them on a two years contract. NagKaroon po ng incident sa Dammam Airport Immigration na ayaw po basahin ang finger print ko at sinsabi po nila sa Immigration Counter eh ‘Blacklisted” daw po ako kaya pinabalik ulit ako dito sa pinas the same day which is nde ko po alam kung bakit dahil wala naman po ako kaso sa Saudi Arabia and same company then po ang babalikan ko…

    Gusto ko lang po malinawan kung bakit ganun na ayaw tanggapin ang Finger Print ko ng System nila.. And ang paliwanag sa akin ng Immigration officer eh my New Law daw sa Saudi regarding Finger Print.

    Is there a Certain ban kapag bumalik ako dun from BUsiness Visa to Working Visa kaya ayaw tanggapin ang finger print ko. Paki bigyan naman po ng linaw kung bakit nagkaganon ang nangyari sa akin sa Immigration.

    • Dell,

      Sorry for late reply, Nasa Pinas ka ba ngayon?

      Siguro po may problema ang iyong status noong nandito ka with business visa. May mga tansakasyon kaba na maaring maging dahilan? Mag appear kasi yon sa iyong previous visa pag naisumete ito sa Immigarion.

      Since you are coming back with the same employer, dapat sila na po ang humanap ng paraan upang hindi ka binalik sa Pinas.

      Ang fingerprint ay compulsory or requirement para sa lahat ng expats. Kung meron ka mang nilabag sa batas at nakita ito sa fingerprint, dapat nasa kulongan ka na ng KSA ngayon at hindi sa Pinas.

      I advice you to ask your employer to dig this matter.

      Bong

  146. Sir Bong,

    Magandang araw po. This is Jace po, bgo lng po ako dito sa Saudi & im working as a Costing Engineer, almost 5 months p lng po ko dito, & my supervisor always give a job that is not related to my position, prang nagiging secretary nya lng po ako…Ngaun po eh ntatakot ako sa pwedeng mngyari kpag nlaman nung amo nmen n hnd p ako capable dun sa position ko. Lalo n po ngaun n iiwan ako ng supervisor ko at magbabakasyon xa, ntatakot po ako n bka iterminate ako nung amo ko o kya bawasan nya ung sahod ko kpag nlaman nya n ganon ung sitwasyon. Anu po b ung mga consequenses n pwede mangyari at ano po ba dapat gawin ko? marami pong salamat & more power!

    • Jace,

      Ano ang ikinatatakot mo. This is about time to prove to yourself and to the company that you are capable of the position. Habang wala ang supervisor mo, ipakita mo sa kanila na karapatdapat ka bilang cost engineer.

      Good luck!

      Bong

        • Ntatakot lng po kc ako magkamali kc nagdededuct cla ng salary s bawat mali ng empleyado nla & bago lng ko sa line ng work n to…
          marami pong salamat… :) godbless you po!

          • Hi Jace,

            Concentrate lang sa work at kasama ang dasal na patnubayan ka sa lahat ng iyong ginagawa. Tungkol naman sa pagbabawas ng sahod, dapat ito ay may basihan at may memo ito at ipinapaalam ito sa worker.

            Just keep me posted at be cool.

            Bong

  147. sir goodday po,
    tanung ko lng po kung magkano na po dpat ang matatanggap na sahod ng mga family driver dito sa saudi

    • Leeh,

      Wala pong batas na may salary bracket ang house driver. Depende po sa iyong employer pero dapat hindi po ito bababa ng SAR 1,000. Usually po, libre po ang pagkain ngunit kung hindi ito libre or provided ng employer dapat lamang na humingi po kayo ng food allowance.

      Bong

  148. dear sir bong,

    magandang araw po sir! alam ko po na marami na kayong natulungan mga kababayan natin na nag tatrabaho dito sa saudi arabia. maraming salamat din po sa programang ito na napaka laking bagay sa mga tulad kung OWF.

    Sir! 1 year na po mahigit ang company ko dito sa riyadh simula ng magtayo sila dito ng establishment at ganun din po ako at aking mga kasamahan sa work. Ang amo ko po ay hindi saudi citizen kundi foriegn investor. Sa kasamaan palad hindi po naging maganda ang takbo ng negosyo nya mula pa sa simula dahil sa mga kakumpitensya company at basak na ang kumpanya. Last march 31, 2011 binigyan po kami ng 2 weeks notice na mag hanap na lang ng malilipatan o umuwi na lang sa pilipinas.

    mas gugustuhin ko dito na lang mag hanap kesa satin dahil panibago na naman gastusin at di ganun kadali mag apply ng work kung uwi ako. nga lang hindi daw po sila sigurado kung mabigyan daw kami ng release kasi nga investor lang amo ko at wala kasosyo na saudi citizen.

    sir ang gusto ko lang po sana malaman kung may katutuhanan po sinabi nila samin? ibig ba sabihin by chance kung may malipatan ba ako o ang mga kasama ko na magkaroon ng release? saka may benefits ba kami makukuha sa kanila sa loob ng 1 year sa ganung sitwasyon kung meron man anu po kaya yun? saka eto rin po ung month ngayong april 2011 ang expiration ng passport ko ganun din po ang Iqama ko 2 weeks n lang! anu po ba ang maganda gawin namin? ayoko naman po umuwi na lang saatin ng wala assurance na may malilipatan ako dahil marami ako bayarin, pati monthly loan at ako lang ang nag tatrabaho sa pamilya ko.

    sir nawa po eh mabigayan mo ako sana ng agarang advice sa abot ng inyong makakaya!
    maraming salamat po at pag palain kayo ng maykapal!

    • Lex,

      Salamat sa iyong sulat at sa mga salitang makapagbigay sa amin ng gasolina upang pagsilbihan ang ating hanay.

      First of all, ano ang linya ng business ng iyong amo? Is it trading or engineering jobs? Because this line of business in Saudi Arabia is required by law to have a Saudi partner.

      Lex, a new policy regarding transfer of sponsorship is that a worker should at least work in his present employer for 2 years. Ibig sabihin po, hindi kayo puwedeng lumipat ng ibang sponsor kung hindi pa kayo lumampas at least 2 yrs. sa inyong dating employer.

      Kung sakaling nakapag report na siya for bankruptcy, it means wala na po talaga kayong makukuha na mga benepisyo, not unless nailipat ito sa ibang kompanya (SSL, ART. 11:1 &2).

      Dapat lamang na ma-renew ang inyong iqama kung hindi pa kayo pauwiin dahil magka patong patong ang penalty nito at lalong mahirapan ang inyong kompanya. Tungkol naman sa passport, wala naman penalty ang renewal nito kaya hindi ito dapat ikabahala sa ngayon.

      Kung ako sa inyo, tanggapin nyo na ang laok na pauwiin kayo kaysa naman magkapatong-patong pa ang problema kung nandito kayo na walang kasiguradoan ang takbo ng inyong buhay.

      Ingat po kayo lahat!

      Bong

  149. sir bong gud day!!! ung kapatid ko ay nag work ng 4 yrs sa kanyang amo as dh ung sa 4 yrs 2 years lng po cya nkasahod ang ginawa po ng kapatid ko tumakas cya sa kanyang employer at tumakbo sa consulate jeddah..nagkaayos nmn at binayaran ung 2 yrs n unpaid salary nya at pinangako n papauwiin cya pero lage nmn pong d tinutupad pag nsa airport n cya indi nmn cya indi binibigay ung passport at ticket nya ang sbi wala p daw exit visa nka 3 beses mo ganun ang nangyayari..indi makakuha ng exit visa kc pala po 2 yrs n rin pong expired ang iqama nya..nawalan n po ng pag asa ung kapatid ko naisipan po nyang magtrabaho muna..it means po nag tnt cya..sa ngayun po gus2 n po nmin cya pauwiin anu pong dapat nyang gawin..maraming slamat po

    • Ruby,

      Pakisabi sa iyong kapatind na bumalik sa Consulate at lapitan niya ang may hwak ng ka nyang kaso noon, kung wala na doon, kahit sino po doon. Dito kasi sa KSA pag hindi po nakipag-coordinate ang employer mas lalo pong tumagal ang problema. Ganito po yon, dapat po na ma-renew ang kanyang iqama bago po siya ma-isyohan ng exit clearance. Kailangan po ma-renew ito ng kanyang amo dahil patong patong po ang penalty nito, at habang lumalaki ang penalty, ang kanyang amo po ay hindi na magpapakita kasi malaki na po ang kanyang babayaran. Kaya dapat po, puntahan agad ang Konsulada at humingi po ng assistance para makita ang kanyang amo ay maayos ang lahat. Hindi po ako sang-ayon sa planong mag TNT kasi po mas lalong magka-problema ang iyong kapatid.

      Bong

  150. sir,
    Good day po!!magbabakasakali ako baka dito makarecieve ako ng reply.Nag email na po ako s OWWA pero wala pa rin ako natatanggap na reply tungkol sa problema ko.I work as x-ray technician,tapos na po kontrata ko nitong march 23,2011 at nagbigay po ako ng resignation letter na hindi ako magrerenew pero hindi pa po ako pinapauwi kasi daw nagbakasyon ako ng 2 months after 1 year and 1 month ng kontrata ko pero ako po nagbayad ng tiket ko at visa.Gustong gusto ko na sana makauwi kasi kelangan ako ng mga anak ko ngayon.Balak ata nila ako ihold dito kasi aalis din yong isang technician at kelangan pa daw ako maghintay ng darating.Sabi ko po,matagal na ako nagbigay ng resignation letter since september 2010 at ngayon lang sila nagbigay ng job order.Isa pa dahilan nila,kelangan ko daw bayaran yong isang tao na hindi ko naman hiningian at siya yong makulit na tanggapin ko,bago daw ako pauwiin.Parang blackmail na ginagawa nila kasi personal ko na po yon,di po ba?me karapatan ako ibalik anuman binigay nya at tska siniraan nya ako sa lahat ng tao sa internet.Kung ano ano kasinungalingan sinasabi nya about sa akin na kesyo nagkaroon daw kami ng relasyon na hindi naman po totoo.
    Ano po dapat ko gawin?kasi po ginigipit nila ako at paexpired na rin ikama ko ngayon May,ayoko po sana irenew at mag extend dito dahil sa mga anak ko.Sana po this time makarecieve ako ng reply..
    thanks po…

    • Ashlanie,

      Saan ka ba dito sa KSA? Walang karaptan ang iyong employer na i-hold ka maliban sa isang request na pinapahintulutan ng batas paggawa. Ang request na ito ay puwede kang ipa-extend sa loob ng 90 days from the end date of your contract or iqama. Pero kung ayaw mo naman puwede mo itong tanggihan hawak ang sapat na dahilan. Puwede mo namang kausapin ng masinsinan at mag pagkukumbaba sa iyong employer para maayos ang lahat.

      Tungkol naman sa atraso, kung ang taong ito ay nag report sa opisina na may atraso ka sa kanya, you don’t have other choice but to settle your obligation. Pero you must be smart, may papel ba siyang maipakita na may atraso ka sa kanya? or may ebidensya ba siya? Huwag masyadong intindihin ang mga panankot na walang basihan, pinagugulo mo lang ang iyong isipan.

      Una mong gawin or hanapan ng paraan kung paano ma-aprobahan ang iyong exit. Kung talagang medyo sa tingin mo wala ka ng magawa, puwede kang bumisita sa ating embahada or POLO para humingi ng assistance at ma-mediate ang iyong problema.

      Bong

      • hnd nman po nakapangalan s akin mga bnigay nya,nakiusap xa sa mga kasma ko.Kaso inamin ko po dito na binigay nya un sa akin..sir,im so depress po kc lahat ng marinig ko na me koneksyon s embassy tintwgan ko pero wla naman po nangyayari 2lad don sa last na tinawgan ko representative daw po d2 sa aming lugar.Gus2 pa nya makipagmeet in person para maiabot sa akin ang sinsabi na notice na ibibigay ko daw dito.D2 me nagwork sa al-taraf,al ahsa..ano po ung cgrado na contact number na pwd ko po tawagan?

        • Laine,

          Malapit ka Hofuf, subukan mong tawagan ang numerong ito from 4pm to 8AM, Emergency numbers po iyan ng POLO Eastern Province:

          POLO Eastern Region 050 126 9742 For labor-related complaints and welfare issues in the Eastern Region:Dammam, Jubail, Al-Khobar, Hofuf, Ras Tanura, Hafr Al-Batin.

          Bong

  151. sir,
    tnong ko lng din po kung tama po b ung kinaltas sakin ng kumpanya ko n 600 dollars gayung ang sahod ko lng po ay 1,750+250 sr food allowance. kc po nag tataka ako parehas kc kami ng engnr ko ng kaltas gayung 3,750sr ang sahod nya.
    more power!

  152. sir bong,
    maraming salamat po sa tugon nyo sa tanong ko last 3/27/11. follow up lng po kc ni renew ng office nmn ung iqama ko, pero ang buong akala ko kinuha nla yun para i renew to process my visa for vacation. ibig po b sabihin khit tapos n kontrata ko last dec. 6,2010 at wala kaming bagong kontrta until now e,yung bagong iqama ko ang basehan para ako makauwi? next year by january pa ang paso ng iqama ko ngaun.

    regards po!

  153. Salam’
    Sir, hihingi po ng Advice kong ano po ang dapat namin gawing. ang Iqama po namin ay mag 5 months na sa April 02 ang expiration. nahirapan po ang company namin i-renew dahil sa ibang company po ang visa namin at ngayon po nagsara na ang company na ito at ang sabi samin hinihintay ang pirma ng nagsarang company nang naka pirma na maghintay naman dahil naabutan ng NEW SAUDI LAW. apat po kaming Filipino at ibang lahi ang walang iqama mga walo po kaming lahat. nung September 26, 2010 ang finished contract namin, nag-expired ang Iqama namin sa December 02, 2010. gusto po namin magpahuli sa polis para ma aksyunan nila agad, kasi parang nagtitipid yata ang company namin.

    Maraming salamat po,

    • Aljon,

      Sorry for late reply.

      Aljon, only the sponsor can obtain work-permit, (renewal) resident permit (“iqama”), final exit/ exit re-entry or any other legal documents for his/her expatriate employee. Kaya pursigihin ninyo ang dati nyong employer na maayos ang inyong work permit.

      I discourage you to have such plan like magpahuli ng polis kasi hindi naman lahat ng kahinatnan ay pare-pareho. Siguro humingi na rin kayo ng advice sa ating POLO.

      Bong

  154. gud pm po,

    kasama ko po kasi yung family ko dito sa saudi under po nung visa ko yung asawa’t anak ko.since failed po ako sa exam kailangan ko magexit po ng kingdom pero exit and reentry po daw ang ikukuha ng employer ko then after a year pa po ako pwede magtake ng exam ulit.kung ikukuha ko po ba ng exit reentry visa yung asawa ko pwede po ba sya makabalik dito sa saudi agad kahit wala po ako dito sa saudi since ako yung sponsor nya?tnx po.

    benneth

    • Dette,

      Sorry for late reply.

      Assume na natin na bigyan ka ng exit re-entry at ang iyong pamilya, pero ang iqama is yearly ang renewal and you must see to it, na pag renew nila, kailangan nandiyan rin sila sa KSA. Can you ask your employer about your concern para at least malinawan ka.

      Bong

  155. dear sir,

    tanong ko lang, kung meron bang karapatan ang employer mo na hindi ka papa uwiin sa kadahilanan na wala kang kapalit sa pwesto ko sa kumpanya, kahit na tapos na ang contrata mo?

    • Dan,

      They have the right to postpone the worker’s leave or vacation on certain grounds (arrival of replacement, completion of an ongoing project completes, etc.).

      Section Four: Leaves: Article 109.2: A worker shall enjoy his leave in the year it is due. He may not forgo it or receive cash in lieu during his period of service. The employer may set the dates of such leave according to work requirements or may grant them in rotation to ensure smooth progress of work. The employer shall notify the worker of the date of his leave in sufficient time of not less than thirty days.

      Article 110: 2. An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.

      Regards.

      Bong

      • salamat po sir Bong, bale kung kailangang2x talaga sa trabaho bale maximum of 3 month lang ang kanilang palugit? at hindi na pwede sumumbra?,, kasi mag exit na ako. kung gayun din man, what if pala kung ayoko mag extend nang 3 month, at di na ako papasok sa trabaho, para papauwiin na nila ako, may malalabag na batas ba ako nyan? at ano ang posibleng consequence ko ho dyan?

        at saka papanu yon pala, dahil kadalasan pag tapos na kuntrata mo, ma expire narin equama mo?

        • Dan,

          Ang nakasaad sa Saudi Labor Law, pah humingi pa sila ng palugit pagkatapos ng 90 days, dapat ito ay may pahintulot or consent ng worker. Ibig sabihin kung ayaw mo, wala na silang magagawa.

          Nasa sa iyo yon kung ayaw mo ng mag trabaho. Pero ang tanong, pauuwiin ka rin ba nila? Baka mamaya iburo ka lang nila, mas lalong problema. Huwag huminto sa trabaho dahil kung ayaw ka nilang pauwiin after 90 days na nakasaad sa batas, ang employer mo ay puwdeng kasohan.

          Kung ako sa iyo, magpakumbaba na lang ako at makipag-usap ng masinsinan at maghanda ng matibay at kapani-kapaniwala na rason bakit gusto mo ng umuwi.

          Ang iqama naman ay sila ang nagbabayad, kung sakaling i-renew nila, humingi ka ng written agreement na after 90 days, pauwiin ka at hindi ayon sa expiration date ng iyong iqama.

          Bong

          • tnks sir bong, kahit papa ano alam ko mga legalities,, pero kung sa simpleng intindihan lng, dapat kung ano penermahan mo, at dapat yun lng, at saka dapat ma intindihan din nang employer na, walang kwenta ang isang trabahador, kung ayaw na niya mag trabaho, kung talagang para sa kumpanya ang kanilang ginagawa, dapat ma isip din sana nila yun,, cge po maraming salamat, at God bless,

    • Sir Bong,

      Mgtatanong po sna ako tungkol sa aking sitwasyon d2 sa KSA. Bale 3 and half yrs. po ako d2 sa saudi and magfofour yrs sa Oct.10,2011. Sa hindi mu paniwalaan, ang kontrata kong pinirmahan sa agency ay 4 yrs nd 4 yrs bago ako makabakasyon. Dahil sa Mechanical Engineer ako inerase nila yung 4 yrs na kontrata nd bnago ng 2 yrs with yearly vacation. Nuong tapos na yung 2 yrs ko sa kumpanya ngfile ako ng exit kaso pinakiusapan ako ng isang manager na kailangan nya tulong ko dahil namoroblema sila sa kanilang dept. and ako lng ang pwedeng makatulong sa kanila. sinabi nya na dadagdagan nya salary ko nd benefits, kaso hindi nganangyari yun hangang ngayon.

      Balak ko snang magalis na d2 sa kumpanya ko kasi my kumukuha sa akin na magandang kumpanya nd maganda ang mga benefits, kailangan ako sa lalong madaling panahon.

      Anu po ang tama kong gagawin para makaalis ako sa present company ko, mgreresign ba ako o magfifile ng exit? pwede po ba yun? Anu po ang consequences kung ako mgfifile ng exit? o kung ako mgfifile ng resignation?

      Pwede pong pagpayuhan nyo ako sa tama kong gagawin, gusto ko pong makalipat sa kumpanyang kumukuha sa akin. Nung ngusap kami ng manager ko sinabihan ko cya na try ko nd sabi nya sa akin maski anung oras pwede akong umalis (kaso verbal lng yun nd wala kaming kasulatan, mski yung bagong kontrata wala kaming kasulatan). Please tulungan mupo ako gawin ang nararapat nd tama po, aasahan ko po ang inyong kasagutan.

      salamat,

      Robert J.

      • Sir Bong,

        Para sa inyong inpormasyon ang iqama ko pala ay matatapos dis Dec.29,2011

        salamat,

        Robert J.

        • Bert,

          Kung wala kayong pinirmahan na bagong kontrata at kung basihan natin ang iyong 4 years contract, ibig sabihin nasa specified period ang iyong kontrata, dapat lamang na masusunod ang October 11, 2011 at hindi ang expiration ng iyong iqama.

          Bong

      • Bert,

        SA aking experience with my previous employer, ang mga engineers po namin ay 4 years ang contract. Some of them may yearly vacation at ang iba ay makapagbakasyon every 2 years. Sa ganitong style ng sistema maaaring taposin ng worker ang 4 years dahil na rin sa panghihnayang sa makukuhang ESB. Mabuti nga sa iyong situwasyon binigyan kapa ng yearly vacation. At dapat magpasalamat ang iyong employer na bumalik ka.

        Tungkol sa sinabi mong increase, dapat kasi tayong mga OFW pag nag promise ang employer na may increase ka pag bumalik, idaan sa papel muna bago ka magbakasyon. Ang verbal agreement ay malabong mangyari not unless ang other party ay may word of honor.

        Tungkol naman sa sinabi mong binago ng 2 yrs ang iyong kontrata, dapat lamang na may kasulatan upang hindi tayo ma dehado pagdating ng araw. Maaaring papayag sila na mag resign ka pero ito ay may kapalit na compensation dahil kung susundin ang pinirmahan mong kontrata, ikaw ay hindi pa tapos ng 4 na taon.

        Bert ang mga professional na katulad mo ay hindi mawalan ng trabaho lalo na pag ikaw ay may experience na bilang OFW. May mga bagay nga lang na sinasabi natin na sayang ang offer pero alam kung mas marami pang darating sa iyo at kung kailangan ka ng prospect mong company, hihintayin ka nila.

        Para sakin, taposin mo na lang ang apat na taon, idaan mo na lang sa tamang lugar ang lahat. Isa pa mas maganda kung maghiwalay kayo ng employer mo na may magandang relasyon.

        Pero nasa sa iyo pa rin ang kapasyahan, kung ano ang nararapat ayon sa iyong kalooban.

        Salamat sa pagbisita.

        Bong

        • Dear Sir Bong,

          Salamat po sa advice mo na binigay sa akin, malaking tulong po e2 at naliwanagan ang isip ko. Presently po nakausap ko ang present manager ko at cnabi ko ang sitwasyun ko na gusto ko ng umalis o mgresign sa kumpanya namin sa reason na kailangan ako nd aking pamilya at my mga problema sa atin na ako lng ang pwedeng makasolusyun. Cnabi nya naman na magisip ako nd magdesisyon ng final, pero 1 month daw ang notice period namin.
          Kung sakali po magbigay nko ng resignation letter nd payagan nakong umuwi, anung benepisyo kaya ang makukuha ko sa kumpanya nmin? Sila pa ba ang gagastos ng tiket ko pabalik sa ating bansa? pagnabigyan ako ng exit visa o nkaresign nko, mkabalik kaya ako d2 sa saudi kung maprocess ko agad ang papeles ko sa agency kasi sbi ng lilipatan kong kumpanya kailangan nila akong sa madaling panahon at walang problema na sa visa. ipapareport na nila ako sa agency para makabalik agad raw ako. My exit visa po bang my conditions, halimbawa hindi ka pwedeng bumalik sa loob ng 3-6 months? Salamat po, hintayin ko ulit ang advise nyo po.

          Bert

          • Bert,

            SLL Article 85: If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years…

            With regards to ticket, kung ano ang nakasaad sa kontrata ay siyang masusunod. Ibig sabihin, if the term and conditions says that the employer will provide ticket to the worker back home upon termination of contract, means – your employer will provide the ticket upon expiration or end of the contract.

            Pero kung pipilitin mong mag resign before the expiration of your contract – means your employer have to right to ask you for the cost of your ticket back home. Depende pa rin yan sa iyong employer, halimbawa sila ang mag shoulder ng ticket, mas maganda.

            Makakabalik ka sa KSA any time, not unless pinapirma ka ng undertaking not to come back KSA in a certain period of time.

            Regards.

            Bong

  156. gud morning po sir bong!^^

    may itatanong lang po sana aq..

    malapit na po ma expird ang passport q next month,
    pero nxt year p nmn po matatapos ang contract q.
    is it a must po ba na mag renew na aq kht di p nmn po aq mag ttravel pauwi ng pinas?

    tnx poh sir. Godblez!^^

    • Jersey,

      Wala naman pong penalty pag late renewal of passport ka. Kaya hindi po tayo kabado dahil puwede namang mag renew kahit paso na at wala namang penalty. Ipa renew mo kahit 5 months before your schedule date of departure, ok lang.

      Bong

        • Jersey,

          Nasa sa iyo yon kung gusto mo ng ipa-renew, para narin wala ka ng isipin pagdating ng araw na pauwi ka na. Pero gaya ng sabi ko, walang penalty pag paso na ang iyong passport sa araw ng iyong pag renew kaya puwede mo rin ma delay ang pag renew, it maybe 5 or 3 months before your departure.

          Bong

  157. sir,
    tapos n po kontrata ko,pero ayw pa ako pauwiin kc nag vacation daw ako ng maaga kahit dpa tapos kontrata ko. sabi ko sa manager ko kayo may kagustuhan nun dahil gusto po nila mag cost cutting kc po ng tym na yun wala po kami masyado project.
    may visa po ako pabalik pero ticket wala,bago po ako lumipad pa pinas tinanong kopo employer ko kung bblik ako o hinde sabi nya balik daw ako. ng bumalik po ako ako po bumili ng ticket ko ni re enburst ko po sa opisina pero d nila binayaran. dec 6, 2010 tapos n kontrata ko. pero 1 taon pa daw bago ako mkauwi.
    may karapatan po b ako ipilit ang pg uwi ko sa kahit n ano mang petsa n magustuhan ko? wala po kaming bagong kontrta hanggang ngaun.
    may nilabag n po b clng batas sa ginagawa nila sa kin?
    more power!

    • Laron,

      Matapang silang magsalita ng ganyan dahil wala kang maipakitang papel upang patunayan na ikaw ay pina-bakasyon muna nila.

      Dito sa KSA pag hindi pa mature ang iyong kontrata at gusto mong umuwi, gastos mo talaga ang pamasahe. In your case, pianapalabas nila na ikaw ang may kagustuhan na uuwi sa Pilipinas.

      Tingnan mo rin ang iyong iqama kung kailan ang expiry. If ever next year pa ito mag-expire, it means your contract will end on the expiration date of your iqama.

      Kung paglabag sa sa kasunduan, meron, dahil hindi nila tinupad ang verbal ninyong kasundoan or ang katotohanan. Pero kung paglabag sa batas ang pag-uusapan, may pangontra or rason sila sa korte.

      Bong

  158. Sir, Good Day!
    Me tanong po kc ako regarding working hours. nagttrabho po kc ako sa hospital d2 sa abha city sa ksa. Nito pong march pngstart kme mgwork ng 12hours/day 2 days off tpos ang bbyaran lng nila e 150 SR with free meal. so bale, 54hours po kme mgwwork per week. Sbi kc nila nabago dw un working hours ng saudi. ngresearch po kme ang nkalagay dun sa saudi labor law na revised na e, pg ang work e hindi continous ska lng sya 9 hours at the same time pde mgpa12 hours ang employer bsta ang number of hours e 48 hours per week prin.

    ano po ba ang mainam na gawin, kc hndi n po namin alam ang ggwin nmn, ayaw n kc makinig ng hospital smin, ang sbi nila either we take the schedule or we go home at our own expense.

    Slamat po sa abala.

    • April,

      Tama ka sa iyong na research. Article 98. A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion or more than forty-eight hours a week if he uses the weekly criterion.

      Kung yan ang kanilang sinasabi sa inyo, you better seek assistance sa ating POLO. Check telephone numbers in our blog.

      Thanks.

      Bong

  159. Dear Sir,

    My co-worker was found doing over pricing and getting money from supplier. what penalty he will face and how long he will wait for the decision?

    awaiting for your kind response.

    Regards,

    Rem

    • Rem,

      Bribery is a serious offense in this country. It is classified under Tazir crimes in which penalties includes; fines, public or private censure, seizure of property, flogging and imprisonment. The judge are the one who set Tazir crimes and punishments. The Sharia court will issue the punishment and it depends on the nature and weight of the offense.

      Regards.

      Bong

  160. sir,

    nag serve po ako sa isang company ng 2 years at 7 months tapos po meron po akong saudi exit re-entry visa. expired po last jan.06,2011 pero hangang ngayon di pa po ako pinababalik ng company kaya nag apply po ako sa iba sa saudi din po ang punta. pasado na po ako sa employer at medical kaya lang ang agency ay hinihingian ako ng NOC yun employer ko po ay hiningian ko ng NOC pero di po ako binigyan ,may karapatan po ba akong bumalik sa saudi kahit wala ng NOC.isa po akong Electrical inspector di naman po highly confidential ang work ko.

    • Bert,

      Medyo di ko maintindihan. Usually, if you have an exit re-entry visa, it means you are in Pinas para magbakasyon, ibig sabihin may return ticket ka. In your case ba, wala kang return ticket?

      Pag bumalik ka rito na may re-entry visa sa dating employer, medyo magka problema ka sa immigration dahil makita nila na may record kapa doon na dapat bumalik, kahit na exprire pa ang iyong visa. Kaya nga siguro hinigian ka ng NOC sa bago mong employer para na rin sa iyong kapakanan ito upang hindi sila masabit pag magka-problema ka.

      Tawagan uli ang iyong employer at humingi ka ng NOC, kung ayaw mag bigay, pakiusapan mo ang bago mong employer na kausapin ang dati mong employer tungkol sa iyong problema.

      Bong

  161. Dear Sir,

    thank you for the prompt response. it helps a lot to clear my mind accordingly. more power

    Respectfully,

    Remuz

  162. good day po ulit,

    ask ko na din po kung pwede ko po ba tanggihan yung isang chance na magexam as general practioner since yung na failed ko na exam is specialization.dahil babawasan din po nya yung sahod ko after passing the general practitioner exam.mas madali daw po kasi yun ipasa. thanks again

    benneth

  163. sir,, may tatanong lang po ako,ako po ay mag exit na ngayung march.21 2011
    gusto ko lang po malaman kung mag kano po ang makukuha kung end of service( ESB)sa cumpanya ko.isa po akung pool attendat,sa isang compound
    ang sahod ko po ay 1,350 riyals+200 riyals food allowance+100riyals spescial allowance
    5years po akung nag work dito sa riyadh,gusto ko lang po malaman kung mag kano po ang kabuoan,maraming salamat po, god bless….

    • Howard,

      Kailan ba mag expire ang iyong iqama? If you say EXIT, it means your contract is unspecified, i presume, so it will end on the expiration date of your iqama.

      Ang ESB ay kinakalkula sa pinaka huling sweldo ng worker or last monthly wage (LMW) which is salary plus all allowances. Bayaran ka ng employer ayon sa haba ng iyong serbesyo na kalkulahin sa tig-kalahit ng isang buwang sahod para sa unang 5 taon at tig-isang buwan sa mga susunod na mga taon.

      Bong

      • good day sir,

        ask ko lang po kung 3x failed na po ako sa licensure exam sa saudi sabi ng employer ko automatic deportation daw po yun.sino po ba dapat ang magbayad ng ticket pauwi?since hindi naman po ako ang nagresign o terminated.slamat po.

        benneth

        • Ben,

          In SLL Article 40. 2: A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.

          The word “Unfit” is also means “Not Qualified”.

          Don’t resign and instead wait for your termination notice and ask them to shoulder your ticket back home.

          Bong

  164. dear sir.
    ako po ay empleyado sa metal services company bilang isang QC civil inspector. nag simula po ako noong may 29,2008 bilang isang civil foreman.sa loob po ng anim na taon naging qc civil inspector ako hanggang sa ngayon. kinuha ko po ang benipisyo noong anim na taon ako bilang isang civil foreman. sa ngayon po gusto nilang tangalin ako sa kumpanya. kase nag karoon ng problema sa isang resibo na binigay ko sa kanila na hindi naman ako ang naka pirma. kundi yung bumili ng asphalto. sa akin po pina amin na ako raw po ang nag dagdag ng presyo ng binbili. katunayan po hindi naman ako ang bumili nun. sa akin po pina paratang na hindi ko naman ginawa. naka receive po ako ng termination paper ngayon pero date pa po ng 14 ng febrero. ano po ang dapat kong gawin kanino po ako dapat lumapit para matulungan ako.

    thanks,

    sincerely yours,
    jose b. cabigting

    • Jo,

      Ibig sabihin before 2008, nakuha mo na ang iyong benepisyo at mula 2008 up to this date or up to 14 February 2011 ay ang bago mong 2 taon mahigit. Am I correct? In my understanding you are in unspecified term of contract. Pakitignan ang iyong iqama, your end of contract is now based on the expiration of your iqama.

      Okey, kung talagang wala kang kasalanan puwede kang mag labor, magpa-assist ka lang sa ating POLO. Pero kung ang habol mo ay ang benepisyo mo na makukuha sa loob ng 2 taon in exchange for the waste of time while waiting for the resolution of the case, kung ako ikaw, uuwi na lang ako at maghanap ng ibang employer.

      Bong

      • sir,pwede po ba ako mg exit ganung mula ng bumalik ako dito last year eh wala pa ako pinipirmahan bagong contract sa aming establishment.gusto ko na rin po kasing mg exit dahil sa pahirap ng pahirap ang sitwasyon namin.sana mabigyan nyo ko ng sagot sa aking katanungan.

        • John,

          Artikulo 51: Ang kontrata ay tig-iisang kopya sa isang partido. Gayunman, ang isang kontrata ay dapat ituring na umiiral kahit na hindi nakasulat.

          Article 51: The work contract shall be in duplicates, one copy to be retained by each of the two parties. However, a contract shall be deemed to exist even if not written. In this case the worker alone may establish the contract and his entitlements arising there from by all methods of proof. Either party may at any time demand that the contract be in writing.

          Article 37: The work contract for non-Saudis shall be written and of a specified period. If the contract does not specify the duration, the duration of the work permit shall be deemed as the duration of the contract.

          Noong ikaw ay bumalik galing bakasyon at hindi ka pumirma ng bagong kontrata, ibig sabihin, you’re employment status is in unspecified period. Ang expiration na ng iyong iqama ang basihan kung kailan magtatapos ito.

          Bong

  165. Gusto ko lng po mlaman kung meron b ako babayaran sa company if ever n iterminate nla ako after my probationary period of 3months. Sa kadahilanan po kc n hnd daw nararapat ung position n bnigay saken, at hnd ko kyang gampanan ung trabho ko. At tama po ba n babaan nila ung agreed namen n basic salary kc nga ganon ung ngyari… Maraming pong salamat & Godbless you all! More power to this site.

    • Jace,

      First, probationary period has to be mentioned in the work contract. Saudi Labor Law is silent in this regards, but if a worker is found unfit on arrival by the employer for the job for which he was recruited, the employer has the right to repatriate the worker. However, in many instances, the employer may reduce the salary of the worker and accommodate the worker in some other capacity or line of work where he can be useful to the company.

      Regards.

      Bong

          • sir bong, additional lng po… kung babawasan po b nila salary ko, at tatanggihan ko, pwede ko bng sabihin sa knila n irepatriate n lng nila ako kesa mag work ako ng hnd sa agreed salary namen.. in that case po b, meron ako obligation n babayran sa company ko? thanks po…

            • Jace,

              Nasa sa iyo yon kung ano ang gusto mo na ayon sa iyo tama. Kung tatanggihan mo at mag request ka ng repat at kung ma aprobahan, well, good. Depende sa kompanya kung pagbabayarin ka pero usually kasi pag within probationary period, pinapauwi ka at their own expense pero doon nila ibawas sa recruitment agency ang kanilang nagastos, like hindi nila bayaran ang ahensya sa napag-usapang kabayaran between the employer and the agency sa pagkuha sa iyo sa Pilipinas.

              Bong

  166. Sir Bong, si nixon po ulit..

    Tanong ko po kung pwede ko po bang iwan sa kingdom ang anak which is attached to me at the moment, kapag nag-exit ako? then ikabit na lang ulit pag balik ko? kung pwede ko po bang iwan ko sya sa wife ko physically kasi hindi rin pwedeng ikabit sa kanya as per the rules sa hospital na pinagta-trabahuan niya….

    Thanks, More Power!

      • Thanks Sir Bong…
        meron po ulit akong tanong…huwag po sana kayong magsawa sa kakatanong ko.

        anu po ba sa pagkakaalam nio: na kapag nag exit daw ang isang 10yrs na nagwork dito sa KSA, hindi na raw sya pwedeng makabalik… ito daw po ung bagong rules ng KSA..totoo po ba ito??

        thanks, more power!

  167. Thank you Sir Bong, naitanong ko po kasi iyon kung pwede makabalik dahil lumapit ako sa isang agency dito sa atin, dahil alam ko po na dapat ay magdaan ako sa isang Agency para sa legal at maayos na paraan pero ang sabi po sa akin eh after 6 MONTHS pa ako pwede makabalik kahit may mag – sponsor na sa akin sayang din po kse ang mga araw na walang work kaya gusto ko na mag-work uli. May rules po ba na ganon talaga?
    Anyway po pwede nyo rin po ako ibigyan ng step by step Guidelines How i can prepare my paper kse po ung sponsor ko eh first time po kukuha ng Filipino kse po magiging Private Tutor po ako sa mga anak nya. Kaya namn po ako nag ask ay sabi po niya may nagsabi na more than 10,000 riyals ang gagastusin nya (excluding Visa & Airfare bcoz this things my sponsor already have it). Pasensya na po at madami akong tanong. Maraming salamat po sa patuloy at walang sawang pagsuporta sa amin lahat.

    Respectfully,
    KC

    • KC,

      Hindi ko kasi kabisado ang pasikot sikot sa pagkuha ng worker sa Pilipinas. Ang alam ko lang, dapat may job order ito. Pag meron, dadaan po ng Agency para ito ang mag-asikaso sa mga dokumento. Kaya medyo wala akong alam sa kung magkano ang magastos ng employer. Pinaka maganda mong gawin, bumisita ka sa POEA at isangguni ang tungkol sa inquiry mo or humingi ng guidelines.

      Tungkol sa 6 months, wala po akong alam na batas or regulasyon or policy ng KSA na after 6 mos. pa makabalik ang isang worker sa KSA. Not unless of course kung meron kang kaso dati or isa kang absconder or takas noon dahil ito ay hindi lang 6 mos. kundi puwede ka pang ma-ban, depende sa kaso na meron ang isang worker sa KSA.

      Ano ba ang work mo dati?

      Bong

  168. Magandang Araw po Sir Bong, ask ko lang po is it possible na makabalik po ako ng Riyadh just after 1 or 2 months even last Dec. 29, 2010 lang po ako nag exit from Riyadh? Although sabi ng Manager ko ippadala na lng daw po ung NOC ko pero until now wala pa rin sabi ng kasamahan ko pero wala naman po akong liabilities or bad record sa last company. Please tell me if how long or how many months before i can comeback in riyadh coz i already have a friend who will help me find a new sponsor. If ever ba i can comeback pwede ko kayang kunin personally sa dati kong work ung NOC ko, hindi kaya nila ako gawan ng problema, anyway ibang line of work naman po ang papasukan ko.

    • KC,

      Kung maganda ang inyong employer, employee relationship, bakit hindi. Makakabalik ka anytime. Pero kung nandito ka na, bakit mo pa kunin ang NOC? Hindi mo na kailangan pa yon at hindi na rin hahanapin ng bago mong employer ang NOC dahil ang NOC po ay requirement lamang po ng Saudi Embassy sa ating bansa as required prior visa stamping. Pero hindi lahat ng panahon kailangan ng Saudi Embassy ang NOC, doon lamang po ito nila kailangan pag may ideya sila na may problema sa iyong previous employment status.

      Good luck!

      Bong

    • Good Morning po.

      Nais ko pong itanong , ang personnel Manager po namin ay nag-issue po ng STATEMENT OF UNDERTAKING , isa pong dokumento na pilit na papipirmahin ang isang magreresign sa company , upang hindi makabalik sa KSA sa loob ng tatlong taon. Ito po ba ay nasa batas ng paggawa sa KSA? nais ko pong bigyan nyo ng linaw ang katanungan ko.

      Marming salamat po

      Nuqui

      • Ron,

        Article 83: If the work assigned to the worker allows him to get acquainted with the employer’s customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties.

        Upang maging tama ang kondisyon na nakasaad sa Art. 83, ay mangyayari na sa pamamagitan ng sulat at tiyak na panahon, lugar at uri ng trabaho at sa lawak na kinakailangan upang maprotektahan ang mga lehitimong interes ng mga employer. Ang kasunduang ito ay hindi dapat lalampas ng dalawang taon mula sa petsa ng pagwawakas ng ugnayan sa pagitan ng dalawang partido.

        Samakatuwid, pinapapirma ng employer ang kanyang worker na may sensitibong trabaho sa kanyang kompanya, ibig sabihin kung ikaw ay labor, clerk, janitor, at iba pang trabaho na walang hinahawakang sensitive matters ng kompanay, ikaw ay hindi kasama sa mga nakasaad sa itaas at kung ikaw ay papirmahin ng undertaking, ipaglaban mo ito at huwag kang pumirma dahil hindi ka within the scope of the mentioned Article 83.

        Kung pipilitin kang pumirma, humingi ng agarang assistance sa ating POLO.

        Bong

        • Maraming salamat po, sa paglilinaw sa isyung itinanong ko.
          Malaking bagay po ito sa akin at para sa mga kasama kong pilipino
          dito sa kumpanya.

          Salamat po muli

          Godbless

          • Ron,

            Nandito po tayo upang kahit papaano maibsan ang inyong mga kabalisahan. Hindi man po 100% na ako ay makatulong po sa inyo, sa sulat man lang ay magkaroon po kayo ng kahit konting kapanatagan. Ako rin po ay nagpapasalamat sa inyong tiwala at dahil po sa inyo kaya po ako ay nagpupumilit na makahanap man lang kahit konting oras sa kabila ng aking trabaho upang makasama po kayo.

            Maaasahan po ninyo na habang nandiyan kayo na nagtitiwala, andito ang ating blog para sa inyo.

            Salamat sa pagbisita.

            Bong

  169. Good day, I want to know if I have to stay in my country for a period of time (1-2yrs.) before going back to KSA because I want to make an exit to my sponsor and then come back to work in a company. My Iqama as of now, states that I’m a House driver. You said that house driver is exempted to saudi labor law and does finger-printing has do with it. I already had my finger-print. Thanks!

    More Power!!!

    • Nixon,

      What country?

      Exit or Re-entry?

      Even house driver is exempted from the implementation of the provisions of the Saudi Labor Law, it doesn’t mean that you are also exempted from the regulations and policies issued by the Saudi government.

      Regards.

      Bong

    • Nixon,

      What country?

      Exit or Re-entry?

      Even house driver is exempted from the implementation of the provisions of the Saudi Labor Law, it doesn’t mean that you are also exempted from the regulations and policies issued by the Saudi government.

      Regards.

      Bong

      • Sir, EXIT from my current employer. Home country: Philippines. Can I come back again after a short period? maybe 2 months?

        Thanks Sir..God bless you..
        More Power!

        • Nixon,

          Kung exit ka at maganda naman ang relasyon mo sa iyong employer, bakit hindi? Siguradohin mo lang na hindi pareho ang line of business ng dati mong amo at sa iyong lilipatan, dahil kung nagkataon na nakita ka or may naka pag bulong na nandito ka sa Saudi, nag work sa karibal nilang kompanya at may alam ka na sikreto sa trabaho ng dati mong employer, maaring sampahan ka ng kaso.

          Tungkol sa makabalik kaba kaagad, depende po sa agency na lumalakad sa iyong travel docs.

          Bong