SLL Basic Information

Saudi Labour Law (Basic Information)

Introduction:

Al Faisaliah Tower, Riyadh, KSA

The Ministry of Labour in the Kingdom of Saudi Arabia welcomes all people coming to work and wishes that they have a successful period until they complete their work and return to their home countries. The Ministry, along with all concerned agencies, would like to assure all workers that they arc guests of the Ministry, and is keen to take care of them in accordance with the Islamic Lain (Shari’ah), applicable rules and International Charters. The Ministry of Labour has prepared this Manual Guide for migrants coming to work in the Kingdom of Saudi Arabia in order to provide basic information on the Kingdom and to illustrate the provisions of the Labour Law and its rules of implementation that determine the relation between worker and employer which in turn would result in providing a suitable work environment for migrants, preserving their rights and establishing an appropriate work relation between the two parties of production. This Guide will lead to a better understanding of the labour market in the Kingdom. The Ministry hopes that this Manual Guide would achieve its expected access and the meant objective. Also the migrant worker will find between this Guide’s pages the answers to what questions he/she has in mind. The Ministry wants to prepare the worker to know about the work environment in the Kingdom and then coping with it when arriving. However, embassies and consulates working in the Kingdom of Saudi Arabia hopefully will coordinate with the concerned agencies in their own countries to consider this Manual a basic source guide for migrant workers by which they can get to know what lawfully rights they have and what they arc obligated to do. The Ministry of Labour wishes you a successful and prosperous work period .

Basic Information on the Kingdomeof Saudi Arabia

The Kingdom of Saudi Arabia consists of thirteen regions, they are:
1. Riyadh region

2. Makkah region

3. Eastern region 4. Madinah region

5. Qassim region

6. Aseer region

7. Jazan region

8. Najran region

9. Tabuk region

10. Northern Border region

11. Hail region

12. Baha region

13. Jouf region
.:. Capital: Riyadh
.:. Population: 20.8 Mil1ipn
.:. Religion: Islam
.;. Official Language: Arabic
.:. National Day: The first day of Libra, corresponding to September 23.
.:. Currency: Saudi Riyal (SR. = 100 Halala) US. $1 = SR. 3.75.
.:. The state adopts free market economy method. It opens its doors to workers from all over the world with no limitations, provided that they meet the physical, professional, educational and training conditions. Employers may apply to recruit labours from all countries around the world within the framework of the Labour Law, implementing decisions and other related applied laws.

General Guidelines

In the Kingdom of Saudi Arabia, the Labour Law is a comprehensive law which regulates all aspects of work relation. It is also a balanced law which provides for both workers and employers what is needed to regulate work relation between the two parties. This law is applicable to all workers, with no exceptions, whether they were Saudis or non-Saudis. Respecting the laws and considering their provisions assist to achieve the stability of work relation, and such stability is the key to progress and development. Based on this concept, the Ministry of Labour published this Manual for workers and for all who are interested in work relation in the Kingdom. The Ministry also advices, especially workers, to consider the following:

  1. Make sure that the work contract is made in writing.
    2.Being punctual in work timing.
    3.Try not to be absent from work without a prior permission or an acceptable excuse.
    4.Comply with the orders of your superiors at work.
    5.Do not misuse tools and machineries at the establishment and work place.
    6.Do not make any hostile act against your superiors by word or deed.
    7 .Do not fake illness.
    8.Do not ignore the instructions of occupational safety and health.
    9.Try not to run away from the work place unless it is an emergency.
    10. Resume work immediately after the annual vacation or any other leaves.

11 .After entering the Kingdom of Saudi Arabia, make sure that the employer had started in the procedures for issuing work permit and resident permit within (90) days of your arrival. Any permit or license required by other agencies to conduct a work and profession will not replace the need for the work permit.

12 .Work only for the employer who recruited you. If you work with other than your employer, this would be considered illegal, unless formal procedures are done.

13. Do not engage in a profession other than the one registered in your work permit before performing regulatory procedures.

14. In case you face any problem or grievance from certain individuals within the establishment in which you work, and you could not friendly resolve it, then approach the concerned labour office in your area.

15. Trade of people or visas is considered illegal practice and who conducts such action would be punished according to the law.

16. The establishment shall bear the costs of medical care for its workers according to the Labour Law and the rules of implementation for regulating the establishment work approved by the Ministry of Labour.

17. The establishment should register all its w9rkers in the Occupational Hazards Branch. In the event of occupational injuries and diseases, rules and provisions of the Occupational Hazards Branch of the Social Insurance Law will be applied.

Work Permit, Resident permit and Recruitment Fees

1. The employer must obtain a work permit and resident permit for the recruited worker within (90) days as of the arrival date of the worker in the Kingdom. In case the work permit and resident permit were not obtained, the employer shall be deemed responsible to pay penalties accordingly. Moreover, the work conducted by the worker, in this case, is in violation of the Law and the decisions regulating the recruitment of non-Saudi. Workers in such circumstances may report this case to the concerned labour office in order to make the necessary procedures towards the employer.

2. The worker should be physically fit to do the work  he/she was recruited for and should not be suffering from any diseases proved by a medical report issued for each worker from one of the specialized medical centers in the Kingdom, according to applicable instructions made for this purpose.
3. Work permit is issued for one or two years renewable for a same period of validity with the approval of the employer and the worker for renewal. In this case, the work permit should immediately be renewed upon expiry, if the employer fails to renew the work permit and the resident permit, the applicable penalties to those who violate the laws of residence and labour shall be imposed on that employer. Whereas the worker is the one aggrieved for not renewing such permit, he/ she shall ask the employer to renew the work permit and the resident permit as long as the work relation remained ongoing. If the employer did not respond to that, the worker should report this to the concerned labour office to make the proper procedures towards the employer.

4. The employer is obligated to bear the fees for worker entry visa, in addition to the fees for resident permit, work permit and transferring the worker’s services in relation to work. Also the employer shall bear the fees for issuing Exit and Return Visa.

5. All workers should carry with them the work permit and the resident permit whenever they travel within the Kingdom, and they should present such permits to officials from related governmental agencies, such as labour offices and the Directorate General for Passport.

How can the work permit and the resident permit be obtained?

I. Work Permit.  

The Ministry of Labour (Labour Offices) issues the work permit according to certain conditions. As for the worker, the following conditions must be met:

1. Worker entry to the Kingdom must be legal.

2 .Worker should be contracted with a Saudi employer or with an authorized non-Saudi employer under the Investment Law.

3. Worker should have occupational ability or hold educational qualifications required by the state.

4. Worker should hold a valid passport for at least six months.

5 .Worker should be physically fit and not suffering from any diseases.

II. Resident permit

The resident permit is issued by the Directorate General for Passports located all over  the Kingdom’s regions according to specified conditions. (Note: Most companies retained a copy of Residence Permit  in the expat 201 file since Work Permit and Residence permit are one in nature).

Work Contract

The work contract is a contract signed by both of the employer and the worker, where the latter is obligated by this contract to work under the management and supervision of the employer in turn for a wage. It also includes the terms of work agreed upon between both parties.
1. Before arriving in the Kingdom, the worker should have obtained a work contract signed by the worker and the employer (or a representative) with whom the worker will work. This contract should be written in Arabic. It may be written in another language in addition to Arabic, knowing that the Arabic version is the one that will be considered. There must be no other contracts signed.

2.The worker should obtain his/her copy of the contract and should hold on to it during the work period in the Kingdom.

3. The work contract should state the date of signing and the date of commencement. The location and period of work should also be specified in case the contract is time-limited. Additionally, the wage and allowances must be mentioned in the contract as well as the worker occupation.

4. The worker shall be under a probational period for three months as of the date of starting work. The worker should not be subjected to a probationl period more than once with any employer. It must be stated in the contract, clearly and in writing, that the worker will be subjected to a period of probation. Also the period must be clearly specified.

Working Hours and Vacations

1. The maximum limit for regular working hours is eight hours per day or (48) hours per week. The working hours may increase or decrease by the approval of the Ministry of Labour in accordance with the provisions of the Labour Law. Such change depends on the type of activity and the nature of work. The period of time the worker spends on commutation, prayer and rest shall not be accounted for in working hours. However, during the month of Ramadan, working hours will decrease by two hours for the workers who perform Fasting.

2. The worker is paid an extra amount of wage for over-time working hours equals the wage he/she receives in a regular day plus (50%), whereas one hour of over time equals (150%).

3. Friday is an official holiday (day oft) with full pay. After the approval from the concerned labour office, the employer may replace that day for some of the workers with any day of the week, provided that the number of working days shall not exceed six days. The workers are to be allowed in all circumstances to perform their religious obligations.

4. The worker is entitled to an annual vacation no less than a period of fifteen days if he/ she had spent in service one full year and this period is fully paid in advance. The vacation may increase to twenty one days whenever the worker spends ten consecutive years in service with the employer. It may be agreed upon to extend such vacation period if such extension is provided in the work contract or the labour rules of implementation for regulating work for the establishment. The employer may decide the start of such vacation according to work needs. The worker may take unpaid vacation no longer than ten days in one year, provided that the employer approves this.

4. The worker is entitled to a full pay sick leave for the first thirty days of his/her sickness, then 3/4 of wage pay for the following sixty days in one year. The sick leave is provided according to a “medical report issued from a physician approved by the employer. If the employer has no authorized physician, the medical report may be issued by a physician assigned by the specialized agency of the government.

5. The worker is entitled to other paid vacations as follows:
a. Three days in case of marriage.
b. One day in case of child birth..
c. Three days for Eid Al fiter holiday as of the following day o fthe  twenty ninth of Ramadan.
d. Four days for Eid Aladha as of the day Pilgrims a represent in Arafat.
e. One day for the National Day of the Kingdom corresponding to the first of Libra (23 of September).
f. The employer (upon his wish) may extend periods of Eid holiday vacations more than what were mentioned above whether before or after the specified dates.
g. For female workers, pregnancy and birth vacation is detailed as follows:

(1) The female worker is entitled to a period of vacation for ten weeks, four of such are prior to the expected date of delivery and the other six weeks are after delivery. The expected date to give birth is estimated by the establishment’s physician or by a medical report certified by the Ministry of Health. The employer should not make any female worker conduct her duties during the first six weeks after she gives birth. During the pregnancy and delivery vacation, the female workers are paid half of their wages if they spent one year or more in service with the employer. They will be paid their full wages if theyhad three years or more of service as of the start date of the vacation.

(2) The female worker, after returning to work from pregnancy and delivery vacation, may take rest breaks no longer than one hour per day in order to nurse her baby, in addition to rest breaks given to all workers.

(3) The employer shall bear the expenses of physical examination, treatment and delivery.

(4) The employer should not dismiss the female worker during her pregnancy and birth vacation.

Termination of Work Contract

The work contract signed by the worker and the employer IS terminated in the following cases:

 1. If both parties agreed to terminate the contract, provided that the worker approval should be in writing.

2.  If the contract specified period has ended.

3.  The work contract specified period shall be terminated by the end of the work contract period. If the employer and the worker continued with the contract execution, the contract shall be considered without a specified period for its termination.

4. The employer and the worker may terminate the work contract which do not has a specified period, due to a legitimate reason after notifying the other party in writing thirty days before termination.

5. The worker should not be dismissed from work without a justified reason. In case the worker was dismissed without a justified reason, he/she may approach the concerned labour office within two weeks of termination.

6. The employer may dismiss the worker without a prior notice in any of the following cases:

a. If the worker impersonate a fake personality or a nationality, or had submitted false certificates or documents.

b. If the worker was under the probational period or prior to the end of the probational period.

c. If the worker intentionally or negligently made a mistake in which a sizable financial loss inflected on part of the employer, provided that the employer reports this to the concerned agencies within (24) hours as of the time the employer knew about such mistake or neglect.

d. If the worker violates the instructions of work safety or place of work.

e. If the worker did not care for the main duties on his/her part according to the work contract.

f. If the worker was legally convicted or sentenced by a court for a moral crime or an offence that affects honor, trust or morals.

g. If the worker discloses any secrets of the establishment in which he/she works.

h. If the worker assaults the employer or the responsible manager during working hours.

i. If the worker was absent without a. justified reason for more than twenty non-consecutive days or ten consecutive days during one year.

1. When the work contract ends, the next presumed step is for the worker to return to his/her country after receiving all entitlements. If the employer did not commit to deliver all the worker’s entitlements, the worker should report this to any labour office located all over the Kingdom.

2. The instructions state that any worker can not obtain a travel visa unless the employer submits a proof that the worker had received all his/her entitlements.

Private Recruitment Agencies

1. There is a number of authorized private recruitment agencies in the Kingdom allowed to intermediately recruit workers from outside the Kingdom.

2. These agencies work according to specific rules. They are not allowed to take any fees from the worker for intermediate recruitment. Moreover, these agencies collect their fees from employers who requested them to participate in recruiting workers from abroad. Such dealings are agreed upon between the two parties (the authorized agency and the employer).

3. In case any Saudi private recruitment agency requires to be paid any amounts of money from any worker as fees for recruitment, the worker should report this to the nearest  labour office in the Kingdom in order to take necessary procedures towards the owner of such agency. These procedures are being made because the recruitment agency is not permitted to charge any fees from workers in accordance with the provisions of the Saudi Labour Law, decisions and provisions regulating the work of the private recruitment agencies.

4. Private recruitment agencies may recruit workers for their own private work and under their supervision for the purpose of providing interested employers with labours (labour services)for a limited time period according to regulating provisions for these services, provided that such labours supplied by private recruitment agencies are only male workers. This does not apply to the provision of female workers.

5. There are restrictions for providing labour services. The most important of these restrictions are:

a-Providing appropriate accommodation for workers.

b-The signed contract between the recruited worker and the recruitment agency must state that the agency has the right to assign the worker under its supervision to provide labour services for employers interested in such tasks.

c-Complying with all obligations imposed by Labour Law, Social Insurance Law, implementing regulations and decisions issued for the application of such two laws.

d-Provision of labour services should be supplied in adequate wages.

Labour Offices and Settling Labour Disputes Committees

There are thirty seven labour offices located all over the Kingdom of Saudi Arabia distributed within its regions and most of its districts according to the table shown at the end of this Manual guide. Every worker may approach any of these offices and inquire about any issue relating to his/her work relation with the employer in order to be enlightened as to his/her obligations and rights. The worker may submit a complaint to the labour office nearest to him/her. Labour offices look into all labour disputes and seek to friendly settle these disputes between the worker and the employer. If this was not accomplished, the case shall be raised to specialized labour committees. These committees are considered as special courts to study the labour cases and make decisions in accordance with the Labour Law.

These committees are:

  1. Preliminary Committees for Settling Labour Disputes.
  2. High Committee for Settling Disputes, which has a number of divisions in the Kingdom’s regions. Ninth: List of Labour Offices in the Kingdom by Regions and Districts with their telephone numbers, and the telephone number of the Department of Migrant Labour Care in the Ministry.

    LABOUR OFFICE PHONE No.

    LABOUR OFFICE IN RIYADH REGION (RIYADH) 01 4024444
    LABOUR OFFICE IN ALKHARJ DISTRICT 01 5448231
    LABOUR OFFICE IN ADDUWADIMI DISTRICT 01 6431803
    LABOUR OFFICE IN ALMAJMA’AH DISTRICT 06 4321724
    LABOUR OFFICE IN WADI ADDAWASIR DISTRICT 01 7840264
    LABOUR OFFICE IN AZZULFI DISTRICT 06 4220235
    LABOUR OFFICE IN SHAQRA DISTRICT 01 6221342
    LABOUR OFFICE IN MAKKAH REGION (MAKKAH) 02 5420745
    LABOUR OFFICE IN JIDDAH DISTRICT 02 6311687
    LABOUR OFFICE IN ATTAIF DISTRICT 02 7461616
    LABOUR OFFICE IN ALQUNFUDHAH DISTRICT 07 7321250
    LABOUR OFFICE IN ALMADINAH REGION (ALMADINAH) 04 8272747
    LABOUR OFFICE IN YANBU DISTRICT 04 3222688
    LABOUR OFFICE IN ALULA DISTRICT 04 8840830
    LABOUR OFFICE IN QASSIM REGIONIBURAYDAH) 06 3250387
    LABOUR OFFICE IN UNAYZAH DISTRICT 06 3640285
    LABOUR OFFICE IN ARRASS DISTRICT 06 3333502
    LABOUR OFFICE IN HAIL DISTRICT (HAIL) 06 5321139
    LABOUR OFFICE IN EASTERN REGION (DAMMAM) 03 8261419
    LABOUR OFFICE IN ALAHSA DISTRICT 03 5820835
    LABOUR OFFICE IN HAFAR ALBATEN DISTRICT 03 7220220
    LABOUR OFFICE IN ALKHUBAR DISTRICT 03 8641541
    LABOUR OFFICE IN BUQAYQ DISTRICT 03 5661324
    LABOUR OFFICE IN AWUBA YL DISTRICT 03 3620150
    LABOUR OFFICE IN ALKHAFJI DISTRICT 03 7660380
    LABOUR OFFICE IN RAS TANNURAH DISTRICT 03 6670424
    LABOUR OFFICE IN ASEER REGION IABHA) 07 2242128
    LABOUR OFFICE IN BISHAH DISTRICT 07 6226718
    LABOUR OFFICE IN ALBAHAH REGION (ALBAHAH) 07 7253240
    LABOUR OFFICE IN NAJRAN REGION (NAJRAN ) 07 5221431
    LABOUR OFFICE IN JAZAN REGION (JAZAN) 07 3226446
    LABOUR OFFICE IN AWAWF REGION (SKAKA ) 04 6241766
    LABOUR OFFICE IN ALQURAYYAT DISTRICT 04 6421108
    LABOUR OFFICE IN TABUK REGION ( TABUK) 04 4221181
    LABOUR OFFICE IN ALWAJH DISTRICT 04 4421970
    LABOUR OFFICE IN NORTHERN BORDER REGION (ARAR\ 04 6627128
    LABOUR OFFICE IN TURAYF DISTRICT (AT THE MINISTRY) 04 6521029

132 comments on “SLL Basic Information

  1. magandang araw po,

    Sir magtatanong lang kasi po magsasarado na company namin at inoperan ako ng dalawang pagpipilian exit o transfer. kung alin po ba sa dalawa piliin ko ay makukuha ko ang benefit. halimbawa piliin ko exit makukuha ko benefit ko o kung piliin ko transfer makukuha ko rin po ba benefit ko Tapos na po contrata ko at wala naman ako problema sa company ko.. pang labing dalawang taon ko na dito sa company ko .
    marami pong salamat sana po masagot nyo po ito agad para makadesisyon ako kung ano pipiliin ko..God bless

    • Arnold,

      Nasa sa iyo ang desisyon kung alinman sa dalawa ang gusto nyo. Sa exit, makapagrelax ka with your family and scout for a new employer. Pag release ka naman, hindi ka mabakante at maari ka pang humanap ng employer kahit saan mo gusto. Timbangin mo ng maige para kung mag desisyon ka sarili mo ang tunay na nagpasya at hindi ang ibang tao.

      Bong

  2. Good day Po Sir.
    Just for final clarificatory question lng po Sir.. Kung bibigyan kmi nila nang Exit visa ibig sabihin wla na kaming problema at hindi nila kmi pwedeng i banned or pwede kming bumalik nang kingdom at anytime.

    Maraming salamat po Sir. May God showers you with seven folds of the blessings you’ve shared to those who needs you.

    God bless po..

  3. Magandang araw po!! Sir, may itatanong po ako; may karapatan po ba yung employer na ikulong o ipad lock ung mga employee nya pagkatapos ng duty time po sa accommodation nila?.. . may pinsan po kasi ako ganun ang kalagayan nila dito sa saudi. . after po ng duty nila kinokulong na po sila sa accommodation nila ang nakakatakot po don baka po magkaron ng sunog sa katabe nilang flat hindi po sila agad agad makakalabas kasi naka padlock po sila. .. .nagrereklamo po sila sa employer hindi naman daw po sila pinapansin ng amo nila. ..anu po ba ang magandang gawin po don?.. . at ito pa po pag friday po na day off nila hanggang 5pm lang po sila sa labas, diba po pag day off ng empliyado dapat sulitin din nila un. .. anu po ba ang magandang gawin po don sa employer nila?.. anu po ba ang nasa batas?… .

    Salamat po. .sana po matulongan niyo po yung pinsan ko. ..kahit suggestion lang po malaking tulong na un.. .GOD bless po!!!

    • Ano po ba ang business ng employer? Mga babae po ba ang mga workers?

      Dito sa Saudi Arabia, ang mga employees ng hospitals or clinics na may maraming bilang na female employees ay kasama sa iisang tirahan or building na kung saan bawal po ang umalis lalo na po kung ito ay nag-iisa or walang pahintulot sa employer. Ang mga accommodations na ito ay may mga bantay or “haris” ang tawag nito na kung saan binabantayan ang mga workers na lalabas na walang pahintulot galing sa nakakataas ng hospital or clinic. Ang ganitong problema ay hindi lamang po sa mga foreign workers na babae, ito po ay ayon sa kanilang kultura na bawal po ang babaeng Saudi na magliwaliw sa daan or sa mga malls na walang kasamang kamag-anak na lalaki. Ito po ay pinapahintulutan ayon sa kanilang batas na nakasaad sa kanilang Holy Book na siya rin ang basihan ng kanilang batas.

      NGUNIT ang pag “locked up” or pagkulong ng mga workers na nakakandado ang pintoan ay iba na pong usapan – ito ay isang paglabag sa karapatang pantao or human rights violation. Hindi po makatao ang ganitong ka-istrikto na employer. Wala pong karapatan ang employer na gawin ang ganitong paraan ng pagbawal sa mga workers na lumabas. Hindi man sila makalabas sa accommodation pero dapat they are free to roam around in their place of stay.

      Tungkol po sa Friday day Off, gaya ng sabi ko kung babae po ang iyong pinsan at Hospital or Clinic ang kanyang pinapasukan, pinapahintulutan po ang mga workers na lumabas lulan sa iisang Bus or sasakyan na kung saan may nakatakdang oras ang pag-balik nito sa kanilang tirahan. Ito apo ay hindi paglabag sa batas. Meron naman po ditong mga maluwag na employer, na kung saan puwedeng isang gabi or isang araw lumabas ang kanilang female worker ngunit ito po ay ginagarantiyahan ng isang malapit na kamag-anak na may pamilya dito sa KSA or tinatawag na “waiver” from the inviting party na siyang pupuntahan ng worker. Kasama po sa waiver ang kopya ng iqama at papeles (marriage certificate) ng mag-asawa. Nakasaad rin doon sa waiver na ang kamag-anak na ito ay siya rin ang maghatid pabalik sa tirahan ng worker na kung saan pipirmahan uli ng “couple” ang waiver na kung saan nakalagay doon na naibalik na nila ang worker sa kanyang tirahan.

      Mahigpit po ang Saudi Arabia sa usaping ito. Kaya payo ko po sa mga OFW na mahilig sa lakwatsa or may homesick pag di makalabas, na sa susunod huwag na po kayong mag-apply ng trabaho sa Saudi Arabia.

  4. Good day po Sir. Ang work ko po is a site engineer sa dammam. Yun pong tinutukoy nyo po na ;
    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.”,
    ay hindi na mn namin trabaho ang mgdeal or mkipagnegotiate sa customer sa customers kasi site implementation lng po yung work namin. At ano-ano po ba ang mga job description na pwedeng i-relate sa Article 83? dba mga managerial position lng nman yun dba?

    1. At maliban po sa Article 83 meron po bang ibang Article na nkasaad na hindi pwedeng bumalik ang worker within 2 years kahit hindi nya na violate ang Article 83?

    2. If mgbigay na ang Company nang Exit visa, ibig sabihin pwede kming bumalik at wla na silang habol sa amin kung sakaling babalik kmi dto sa kingdom. Kahit may pinirmahan kaming Promissory note ( Note na ngsasaad na hindi na kmi mgpapatuloy sa pgtatrabaho sa knila)?

    • 1) Maliban sa Article 83, wala na po.

      2) Pag may exit visa, ibig pong sabihin clear na po kayo sa inyong employer sa alinmang problema. NGUNIT kung pipirma po kayo ng Waiver or Promissory Note, puwede po itong gamitin ng employer laban sa inyo kung sakaling babalik kayo with a new employer. Matatakan man ng Saudi Embassy ang iyong pasaporte ng Visa at makalabas ka sa Immigration papasok sa KSA NGUNIT kung makita or malaman ng dati mong employer na nakabalik ka sa KSA maaaring gawan nito ng paraan na mapabalik or mapa-uwi ka ka sa Pilipinas in a form a ourt order gamit ang promissory note laban sa iyo.

  5. Good Day Po Sir Bong;

    May tanong lang po ako. 3 kami sa company namin na mgtatapos nang Kontrata ngayong August 22, 2012. nagfile na po kami nang exit nito lamang July 9, 2012. Pero and response po nang Employer namin ay hindi daw sya papayag o pipirma sa Exit letter namin. If pipirma dw sya sa exit letter namin, dapat daw pumirma din daw kami sa isang dokumento na gagawin nila na nagsasaad doon na hindi kami pwedeng bumalik sa saudi arabia for two years.
    2. Tatapusin daw po yung iqama namin saka kami pwedeng umalis kahit tapos na daw ang Kontrata na min.
    3. Kami daw ang bibili nang ticket namin pauwi sa pinas kasi daw po ngbakasyon na daw po kami last year.
    Three years po kasi contrata namin tapos pgdating nang two years, ngbakasyon kami.
    Salamat po.. Sana ay maliwanagan po kami.

    • Basahin po ninyong maige at intindihin ang nilalaman ng inyong kontrata. Dahil ito po ay dapat sundin ayon sa napagkasunduan ng magkabilang panig. Kung tatlong taon po ang inyong kontrata, ibig pong sabihin nasa tinatawag po kayong “Specified Period of Contract”.

      When and how does a Work Contract terminates? If the term specified in the contract expires, unless the contract has been explicitly renewed in accordance with the provisions of this Law.

      Malinaw po sa sulat ninyo na 3 years ang inyong kontrata na magtatapos sa August 22, 2012. Ibig sabihin po, naka specify ang duration ng contract at hindi po ang expiration ng iqama ang dapat sundin.

      Puwede po kayong hindi pipirma ng promissory note, right po ninyo na hindi sang-ayonan ang ganitong paraan ng employer upang hindi kayo makabalik sa KSA sa loob ng 2 taon. NGUNIT ang batas po ay may exception at ito ay makikita sa 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.

      Tungkol sa ticket, basahin nyo uli ang inyong kontrata. Dahil po ang batas ay hindi konkreto kung ang probisyon sa ticket ang pag-uusapan tungkol sa bakasyon ng worker.

      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).

      Ibig pong sabihin, puwede po ninyong ilaban ang nakasaad sa artikulong ito, NGUNIT maaaring sabihin naman ng employer na binigay na nila ang ticket na ito noong nagbakasyon ang worker; kaya ito ay nagamit na. Kaya ang worker na ang mag shoulder sa kanyang ticket pauwi sa kanyang bansa. Alamin din po ninyo kung may pinirmahan ba kayo tungkol sa kung sino naka account ang ticket na nagamit ninyo noong kayo’y nagbakasyon.

      • Gud am Sir

        Ang aking tanong po. FEBRAURY 2009 po ako ng dumating dito sa ksa nakapag bakasyon napo ako nung march 2011 natapos napo ang aking 2YEARS na Kontrata. JUNE2011 po ako ng bumalik ulit dito sa KSA wala po akong pinirmahan na kontrata ang sabi skin ung parin dati ang aking kontrata..ngayon po balak ku napong mag EXITsa DECEMBER 2012 bale po mula nung pagbalik ko dito sa KSA. naka isang taon at kalahati na po ako hindi ko na po tinapos ung 2years ko po. Bale after 2years lang po ako pwedeng umuwi ayos sa aming company.kung uuwi po ako ng yearly sagot ko po ang aking ticket pero since exit napo ako diba dapat sila ssagot ng aking ticket..kinausap ko ang aming HR ang sabi po ay kung uuwi ka ng december 2012 sasagutin mo ang iyong ticket..tama po ba ang sabi sa kin ng HR?…At ano po ba makukuha kong benefits sa aking company. maraming salamat po ..

        Angelito Rivera

        • (1) INDIFINiTE OR UNSPECIFIED PERIOD OF CONTRACT

          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.

          Explanation: Kung ang kontratang iyong pinirmahan ay may specific date or expiration date at napag-sang-ayonan ng dalwang panig na e-renew ang kontrata na walang pormal na pirmahan or bagong kontrata – ito ay na-ngangahulugan na ni-renew mo ito na walang eksaktong period or term na napgkasunduan. Ibig sabihin at ayon sa batas Art. 37 ang expiration ng iqama ang termination date ng kontrata. 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.

          How does a Work Contract with unspecified duration terminates?

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

          Explanation: Kung nasa unspecified period po ang inyong kontrata at wala pong exact duration of term ng kontrata, puwede po ninyong i-terminate ang kontrata with a valid reason and must be written and be served to the employer at least 30 days period of notice.

          (2) FIXED TERM CONTRACT OR SPCIFIED CONTRACT ( Article 55: 1. The fixed-term contract shall terminate upon expiration of its term)

          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.

          Explanation: Kung ang iyong pinirmahang kontrata ay may nakasaad (clause provision) na puwedeng i-renew ito with a similar term, ang kontrata ay awtomatikong na-renew ayon sa napagkasunduan na dating duration ng kontrata. Kung 2 years yong dati, 2 years rin po ang susunod na kontrata maski wala po kayong pinirmahan na bagong kontrata.

          (3) ESB : The Saudi Labor Law clearly states, “The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to end-of-service award for the portions of the year in proportion to the time spent on the job.” (Art. 84, SLL)

          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)

  6. Mr. bong, gudday

    ask ko lng po kung legal aqng iterminate khit wla png contrct..? kz nung umalis kmi ng pinas e ibang contrct ang pinapirma smin ng agency then, pgdtng dw d2 s KSA e ppirmahin dn kmi ng employer, ngaun mag 1 month n kmi e hnd p kmi npirma ng contrct we followed up kung kelan kmi pirma, ang sv e pg nka 2 or 3 months n dw kmi.. pnu po kau un e tnatkot p kmi ng manager nmin ngaun e ipaterminate kmi kht wla kming 1 month d2 s KSA taz cnsv dn nya minsan n my evaluation dw kmi after 3months..? e wla p nmn kming contrct n pinipirmahan nd hnd nmin alam kung nsa contrct ung probi period n un.. tnx po in advance..

    • Ang pinirmahan nyong kontrata sa Pilipinas ay legal binding document. Kung ano man nag nakasaad doon ay siyang dapat masunod.

      Kung meron mang bagong kontrata na pipirmahan dapat lamang na ang nakapaloob sa kontratang inyong pinirmahan sa Pilipinas ang siya ring nakasaad sa bagong kontrata.

      Paki check lamang po sa kontratang pinirmahan ninyo sa Pinas kung ano ang nakasaad about probationary period.

  7. Sir Bong, good day po.. ask ko lang po if there is a way to get my retro-wages with my Employer in Saudi Arabia, The signed contract is US$ 700 or SAR2,625. However, I received only SAR1,500. My employer promise to pay my salary 2mos after I arrived in Saudi Arabia, however, now that my contract has been completed since May 2011 and yet my IQAMA (Working Permit) has not been renewed.

    To make the story short, we ask the assistance of our Consulate and presently, the case is already with the Saudi Labor and we have an hearing this coming February 2012.

    What is the possibility of my claims as per the following:

    1. To furnish my Exit VISA in the Kingdom as I completed my contract since May 2011.
    2. To pay my oneway Air ticket to Manila.
    3. To pay my benefits as per the Saudi Labor Laws.
    4. To pay my retro wages as agreed in the Employment Contract (Excel Sheet and Employment Contract are attached).
    5. To pay my 3hrs overtime everyday since more than two years.
    6. To compensate the mental torture that I had experienced as well my family.

    Thank you po in advance and Mabuhay po kayo..

    Marlon P. Zulueta
    Tailor – Bahrawi Company
    Mobile No. +966 56 670 1829

    • Marlon,

      Dahil naisampa mo na ang reklamo sa Saudi LAbor Office, manalangin po tayo na ang lahat ng claims mo ay mabigyan ng kaukolang pansin ng korte at ibigay ito lahat.

      Pero sa tanong mo sa akin na puwede na may posibilidad ba, ang sagot ko mayroon – ang Nos. 1,2 & 3. Your No. 4 concern will depend on the other side of arguments on the issue why they cut the amount of SAR 1k from the original amount that was agreen upon. Now, if ever they have reason why, it must be substantiated with evidence.

      No. 5 concern should also be based on documentation, the problem here in KSA, hindi po sila nagbibigay ng mga dokumento na magpapatunay na nag overtime ang worker. Wala nga tayong payslip dito. That is why i always emphasize in my advice with our fellow OFWs na dapat may kopya tayo ng overtime notices, like those posted on board, puwede po itong ma photocopy – let us always be smart kasi dito sa KSA sila ang may hawak ng ALAS kaya dapat maging alisto rin tayo – of course AListo pero huwag pairalin ang init ng ulo dahil wala tayong laban pag init na ng ulo ang ating pairalin.

      Mental Torture? dumaan rin ako sa ganyan, may pagkakataon nga na napaginipan ko pa ang aking dating amo na minumura ako at nilalait. At the end of the day I realized TALO ka PAg naasar ka. I don’t know if the Saudi LAbor COurt will compensate you in this regards.

      Let us pray Lon for the best. At least we all learn a lot from all of these anxieties and don’t forget…. CAST YOUR ANXIETIES IN HIM, BACAUSE HE CARES FOR YOU. God Loves Us.. malalampasan rin natin lahat ito.

      Good luck!

  8. gud am po sir bong 12 years napo ako nung sept.2011.balak ko na pong mag final exit nitong march 2012. wala po bang problema kahit nirenew nila ang equama ko ng 2 years nung oct.2011.lang..kasama po ba sa 12 years ESB ang housing allowance.at transportation alowance ko. may lilipatan po kasi akong company dito rin sa riyadh. tulad po ng mga payo nyo sa iba na kailangan final exit lang ang itatak nila. la po bang maging problema kung di ko na tapusin ang equiama ko. at sakaling exit/reentry ang tinatak nila sa pasport ko gaano po ba katagal kung ilaban ko ito sa labor. paki advise lang po..at maraming salamat..

    • 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…

      The article above is very clear that in an indefinite term of contract, both party can terminate it for valid reason.

      Ang kalkulasyon ng ESB ay binabasihan sa “Actual Wage” ng worker at ang word “wage” na ito ay kasama po ang basic salary plus allowances kaya nga lang hindi puwedenf isama ang mga komisyon ayon sa SLL Art. 86 na maaaring pagkasunduang huwag isasama sa kalkulasyon ang mga komisyon at porsiyento sa bentahan na ibinibigay sa manggagawa na ang sitwasyon nito ay tumataas at bumababa ang halaga.

      Hindi po natin alam kung gaano katagal ang paghihintay kung ireklamo mo ang employer sa Saudi Labor COurt kung ayaw ka niya bigyan ng EXit. Payo ko, kausapin na lang ng masinsinan ang employer na ayaw mo ng magtrabaho, karapatan mo itong ipaglaban dahil hindi nila tayo pag-aari.

  9. Hello Sir Bong,
    Tanong ko lang po, pumirma ako nang Contract na nakasaad ay 12-Gregorian Months (1-Year) at matatapos po ngayong March, 2012, ngayon po gusto ko nang mag Exit at lilipat sa ibang Company.
    1. May karapatan ba akong maka-kuha nang Exit?
    2. Kailangan pa ba na maka 2-Years muna ako sa Company bago ako maka-Exit? Kahit 1-Year lang ang pinirmahan ko na Contract?
    3. Pwede ko bang ilaban o ireklamo pag binigyan ako nang Re-Entry kahit Exit ang binigay kong Letter sa kanila?

    • Kung ang nakasaad sa kontrata ay isang taon, puwede na po kayong mmag abiso na mag exit na or hindi mag renew ng kontrata. Puwde po ninyong ilaban at isumbong sa Saudi Labor Court kung Exit re-entry ang ibigay sa iyo sa kabila ng inyong abiso. Siguradohin mo lang na may receipt or receive na nakatatak sa iyong sulat abiso kung kailan or date nila ito na-receive.

  10. Sir Bong,

    Itatanong ko lang po sana kng legal ba ang 1,800sr salary ng isang hospital nurse? or ang minimum tlga dapat ay 2000 sr? at tungkol po s accommodation pinapatira kmi s isang flat ksma ang ibang lahi, my karapatan po ba kming mgreklamo? at ang dami nmin s accommodation na iisang toilet lng.. 3 rooms with 8 girls at my on going renovation pa s building nmin my mga contraction workers..

    Thanks,

    Sittie Sulfaicah Sumail

    • Legal po ang kahit magkanong suweldo mapa nurse man or Janitor na may pahintulot or sinang-ayonan ng worker. Pero kung ito ay pinalitan or binawasan na walang pahintulot ng worker, ito po ay illegal.

      Tungkol sa accomodation, may karapatan po ang worker na mag-reklamo.

  11. Greetings,

    Sir ask ko lang po, kung tama po ba ung gngawa naming working hours, umaalis po kami ng camp 5:30 AM kase work starts at 6:00 AM tapos lunch po ng 11:00 AM at babalik ng work ng 12:20 PM then finish work at 5:30 PM, wala po kaming bayad sa OT, sa lahat ng Saudi Holidays pero pinapasok kami ng employer nmin kahit friday pinapasok kami ng halfday pero walang bayad, tama po ba ung gnagawa ng company namin? sabi fix salary daw kami kaya walang bayad lahat ng OT at Holidays nmin, kung bibilangin nyo po 10 hours a day kami ngttrabaho. salamat po

    John from Ras Al Khair K.S.A
    Working Hours:

    5:30 am leave camp 6:00 am work start
    11:00 am leave work going to camp for lunch
    12:20 leave camp going to work
    12:30 work starts
    5:30 pm work finish

  12. Sir Bong ,

    Ask ko lang poh sana kung meron poh ma claim na end contract benefit for completion of contract. bali end na poh kac yung contract this oct 31st . hindi narin poh ako mag re renew. pwede ko poh ba malaman kung meron poh ma claim na benefit aside poh sa last salary payment. tsaka add ko na rin poh, if ever poh ba na ipitin nila ko na maka exit ano poh ba yung laban ko para makauwi right after i finished my contract. please poh need legal advice. para poh di magkaroon ng complication.

    Best regards,

    Carlos,

    • Sir,ask lng po ako sa situation ko, nakatapos po ako ng contrata ng 3 yrs, tapos pina-pirma uli ako ng bagong contrata na another 3 yrs. bale one year na po ako sa bago kng contrata, ngayon hnde ko na po tataposin yon bago kong contrata nag file na ako ng resignation last october 5, 2011. ang tanong ko lang po una 1. ibibigay ba sa akin ESB ko sa 3 years na contratang natapos ko? 2.at may karapatan ba akong mag resign na may dahilan.? puwede pa ba ako makabalik ulit dito sa saudi?

      salamat po, sana ay mapagbigyan nyo mga tanong ko

      ell

      • Elias,

        Ang Artikulo 85 ng Batas Paggawa ay nagsabing kung tinapos ang kontrata dahil sa resignation ng magagawam babayaran siya ng severance fee na 1/3 kung nakapag trabaho siya ng hindi bababa ng 2 taon at hindi lalagpas ng limang taon.

        May karapatan kang mag resign kung ito ay may balidong rason.

        Kung bibigyan ka ng Exit clearance puwede kang bumalik sa KSA.

        Salamt sa pagbisita.

        Bong

  13. hello po,

    ask ko lang po sana kung magkano po ang rate pag pumapasok ng fridayd2 sa kingdom? ksi kung OT e 150% papano po ung friday?

  14. sir bong,
    ask klang po kong marerefund namin ung pera na binayad namin sa agency sa pinas,kc masyadong malaki ang hiningi samin ng agency,php36,000 ipinilit kaming magbayad ng ganon kalaki,at napag alaman namin na binayaran na pala ng employer namin ang nasabing gastos,ang sabi ng agency ay para daw po sa processing fee at agency fee,nalaman din po namin na ang ibang kasama namin ay di nila hiningian ng oera kc mga ex abroad na kami po kc first timer,at kina usap ko din ang isang representative ng companya namin dito sa alkhobar,bakit daw kami nagbaigay ng pera sa agency eh bayad nadaw un ng company.kng sakali po ba ay marerefund namin ung perang hiniram pa namin sa lending agency
    salamat po naway mabigyan po ninyo kami ng tamang payo..

    • Chris,

      Sorry sa late reply, ako rin po ay katulad ninyo na naghanap-buhay dito sa Saudi. Pero hindi ko po kayo kinalimutan at ang lahat na mahigit 100 na comments na akin pang sasagotin. Salamat sa unawa.

      Chris, maari nyo po mabawi ang binigya ninyong placement fee kung ito ay pabulaanan ng inyong employer na bayad na kayo sa lahat gastosin pagkuha sa inyo sa Pinas. Kung sasang-ayon ang inyong employer, malaki itong ebidensya laban sa inyong Recruitment agency na swapang. Gaya ng sabi ng inyong representative, hindi kayo dapat nagbayad at nangutang ng pera sa lending dahil KASABWAT po ito ng agency. Naloko po kayo ng harap-harapan.

      Ngayon, mkuha nyo lang ang pera kung ilaban po ninyo sa hukuman ang panlolokong ito ng inyong agency. Kaya nga lang, humanp kayo ng representative sa Pinas na siyang mag-asikaso sa file ng kaso sa POEA upang matanggaln ng lisensya ang BUWAYA ninyong recuitment agency.

      Bong

  15. good evening sir!!

    pwede po bang magtanong kung ano po dapat naming gawin kasi po 2 months na po kaming walang sahod.. at kung magtanong po kami tungkol dito ang sagot lang po samin ay “nextweek” hanggang sa naging buwan at ngayon po e 2 buwan at mahigit ay hindi pa rin naibibigay.. bukod pa po dito hindi pa rin na re renew ang aming iqama..ng expire nung July 2011..at hanggang ngayon wala pa po yung bagong Iqama..

    Sana po masagot niyo ang aming katanungan at ano ang pwede naming dapat gawing hakbang..
    More power & Godbless

    • Kath,

      Nasagot ko na ba ito. Kung hindi pa:

      Malinaw po sa SLL na hindi dapat nakabinbin ang sahod ng worker based on 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.

      May penalties ang late renewal of iqamas. Ibig sabihin kung hindi pa ni-renew, may problema ang inyong kompanya? Alamin ang status nito.

      Bong

  16. Sir Bong pwede po kya tyong mga expat magpadala ng sulat papunta sa Hari ng Saudi Arabia tungkol sa ating mga hinaing?Nabanggit po kc ng mga kasamahan kong Arabo na merong paraan pra malaman ng Hari,kc hindi lahat malinaw ang mga patakaran d2 sa aming kompanya(HASSA IRRIGATION AND DRAINAGE AUTHORITY).

  17. Sir gud morning,tungkol po d2 s article n nabasa nmin,(http://arabnews.com/saudiarabia/article460935.ece),ndi po kc ganun kalinaw,dati po kc my ibinigay na yung Hari n 15% kung ndi po ako ngkakamali e nung 2009. Ito po kyang bagong article na nabasa nmin e another allowance? Nag pasa po kc kmi ng letter about this article two months ago sa personel ng company namin d2 sa Al Hassa Irrigation and Drainage Authority pero wala po sila reaction.Tanong ko rin po kung saang ahensya po kmi makakalapit kc hindi na normal lahat ginagawa nila. Isa pa po yung Iqama at Visa na kami pinagbabayad kahit wala naman sa pinermahan naming kontrata.

    • Bro,

      Kailan nagtapos ang kontrata mo? Kasi ang bagong 15 % COLA ay ma-implement lang pag mag renew ka ng bagong kontrata. Ibig sabihin, katulad ko na mag renew palang next year March 2012, sa date pa lang nito ako madagadagan ng 15%.

      Malinaw po sa batas ng ang iqama at visa ay sagot ng employer. Ang Al Hasa irrigation Authority, kaninong main Ministry naka attach? Doon po kayo mag complain. Kung wala silang main agency, puwede po kayonmg magreklamo sa Governor ng area ninyo.

  18. Sir,

    Tanong lang po, sir nag resign na po ako sa company hanggang 23 Sep 2011 na lang po ako, i started working in July 2007 under (Company A – ginamit lang po ang visa ng Company A) in 2009 natransfer po ang sponsorship ko sa Company B without signing any contract [it’s the same company that i have been working with since 2007).

    May provision po sa contract ko about sick leave:

    9. Annual Vacation and Sick Leave

    Annual vacation of fifteen ( 15 ) days commutable to cash if unused. Annual sick leave of fifteen ( 15 ) days shall be fully paid for every year of service and commutable to cash, if unused, at the end of the contract.

    Meron po ba akong habol to claim the Annual sick leave? Paano po yung End of Service benefits?

    I will be transferring to a new company by end of the month, pinayagan naman po akong mag transfer after giving them 30 days notice (resignation submitted in 24 Aug 2011).

    Maraming salamat po sa inyong payo.

    Gumagalang,

    William

    • William,

      Nag start ka year 2007? Linawin mo muna, Ang iqama mo ba ay nagbago ang name ng sponsor when you transfer to Company B?

      With regards to Annual vacation of fifteen ( 15 ) days commutable to cash if unused, please note that the contract says: at the end of the contract. It means in legal form there will be a problem that you can’t claim it for the reason na hindi mo tinapos ang kontrata. But try mo lang na mag-claim, lets see kung ano ang sagot nila.

      Concerning to your ESB, – assuming that your sponsor name in your iqama is the same and you are in unspecified term of contract and you resigned between two to five years of continous service, then you are entitled to 1/3 (ESB) for each year of service.

      Regards.

      Bong

  19. Sir Bong,

    I’m 6 months na here in saudi arabia & I’m planning to leave for either emergency leave or vacation after I reach 1 year at hndi na po ako babalik. Sabi kasi sa akin ng agency we will work as a company nurse at kng wala po kaming gnagawa tutulong dw kami sa computer works. Pgadating namin d2 sa saudi sabi ng company sa amin,wala po place para sa amin kaya instead na company nurse ay secretary at clerk ang pinatrabaho sa amin.Actually sir nag search po ako,hndi namn nag susupply ng company nurse ang contracting company na eto.Wala po kaming legal na days off at kng mag days off man kami ay dapat hndi ilagay sa timesheet na minsan namn hndi pinipirmahan ng amo namin. Hindi rin maganda ang accomodation ng contracting company na eto,nagsiksikan sa isang kwrto at meron pa isang kwrto na halo2x ang pinoy tska ibang lahi. Walang kaming masabi na maganda kahit isa sa company namin. Paano po pag hndi kami pinayagan mag leave after 1 year, sa bagay po ang contrata namin ay null&void. Please advice.

    Walid

  20. sir bong
    ako po ulit 2 si suki sir natapos kna po ang 2years ko d2 sa kumpanya nagbalik po ako ang pinapirmahan lang po sakin ay salary offer bale po sa october 25 2011 3years napo ako d2 magexit napo ako tanong ko lang sir kung 1/2salary ba ang computation nun o 1/3 lang po kasi base po sa kontrata ko pagnatapos ko ang 2years ay qualified nako sa 1/2 salary benifits kung magreresigno exit na.

    polo cabalquinto

    • Polo,

      Para sa kontratang nakasulat ang tiyak na panahon, at ang kontrata ay natapos na, ang manggagawa ay may karapatang bigyan ng ESB bilang gantimpala sa kaniyang panahon ng paglilingkod sa kanyang employer na ang basihan kalkulasyon ay ay kalahati (1/2) ng buwan na suweldo kada taon sa loob ng unang limang taon. (Art. 84,SLL)

      Bong

  21. SIR BONG,
    MAY TATANONG LANG PO AKO NATAPOS NPO ANG KONTRATA KO NG 2YEARS D2 SA ALRAHJI CONTRACT NETONG OCTOBER 25,2010 ANG PINAPIRMAHAN KO LANG PO AY SALARY OFFER BAGO PO AKO BUMALIK TINANONG KO PO SA EMPLOYER KO KUNG NASAN YUNG BAGO KONG KONTRATA ANG SABI PO SAKIN AY TULOY LANG DAW PO ANG KONTRATA KO SA NAUNA KONG KONTRATA ANG PROBLEMA SIR JOINT VENTURE PO ETO NG ALRAHJI AT EUROPEAN NAGHIWALAY NAPO SILA AT SINOLO NA NG EUROPEAN ANG KUMPANYA PERO HANGGANG NGAYON D2 PADIN KAMI SA EUROPEAN COMPANY NAGTRATRABAHO PERO PO ANG PINIRMAHAN NAMIN KONTRATA AY ALRAJHI ANU PO BA ANG DAPAT KONG GAWIN KASI PO MAGRESIGN NAPO AKO NETONG OCTOBER 25,2011 NAKA 3 YEARS NAPO AKO D2 NABASA KO PO ANG ALRAJHI KONTRACT KO 1/2 SALARY PO ANG NAKALAGAY DUN PAGNATAPOS KO PO ANG 2 YEARS NAKA 3YEARS NPO AKO NAGWORK D2.,ANG SABI PO NG EMPLOYER KO 1/3 LANG DAW PO ANG MAKUKUHA KO KASI DI KO DAW PO TINAPOS ANG KONTRATA NGUNIT NATAPOS KNA PO ANG 2YEARS KO NUNG OCTOBER 25,2010 NAGPAPIRMA PO NG SALARY OFFER SAKIN BAGO KO BUMALIK PERO DI PO NAKASULAT ANG 2YEARS NA KAILANGAN KO TAPUSIN ANG NAKASULAT LANG PO AY ADDITIONAL SALARY AMOUNT AT ALLOWANCE NGUNIT ANG SABI PO NGAYON NG EMPLOYER KO AY DI KO DAW PO TINAPOS ANG KUNTRATA.SIR ANU PO BA ANG DAPAT KONG MAKUHA BENIPISYO DAHIL SA TINGIN KO NILOLOKO AKO NG EMPLOYER KO SAN PAGESTIMA NG BENIPISYO KO.SIR KUNG MAARI MALAMAN KO ANG LABOR OFFICE D2 SA JUBAIL K.S.A. PARA NMN PO MAILAPIT KO DIN PO ANG PROBLEMA KO TULUNGAN NYO PO SANA AKO.SALAMAT PO NG MARAMI.

    GODBLESS PO

    BING DELA CRUZ

    • Bing,

      Noon bumalik ka galing sa bakasyon at tinupad ng employer ang salary increase pero wala kang bagong kontrata, ibig sabihin po noon, nasa unspecified period of contract ka. Kung ano ang duration ng contract mo sa pinirmahan mong unang kontrata ay siya ring duration ng bago mong kontrata in unspecified period or the expiration date of your contract should be based on the expiration of your work permit.

      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.

      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 (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………….

      Please read above provisions.

      Bong

  22. Hi,

    Good Day.

    I am in the Philippine right now and have some personal problems. I m still under contract at Saudi Arabia for another 6 months. I have no loans, violation or pending issues at KSA. This is my third contract. My employer did not give me my last two contracts completion benefits. Can I still claim those completion benefits for the last two contracts? What legal problems will I have in the Philippines if I dont return to Saudi Arabia? I sent my employer a letter stating that I will not return to Saudi due to personal problems… Please Advice thanks

    • Inaj,

      You can claim but since you are already in PHL, the decision lies from your employer whether he will or not to give the benefits that you are asking for.

      In PHL, No legal implications if you are not going back but in KSA, your employer might ban you from going back to KSA or your name be on hotlist in the Immigration office for not coming back to KSA despite of having exit and re-entry visa.

      Bong

      • Hi,

        You mean the immigration watch list of Saudi Arabia embassy?

        Am I free to leave the philippines for any other country like malaysia, sigapore or japan ?

        Thanks for your reply…

        No reply from my employer.. seems they dont want to pay up…

        Really appreciate your help and information.

        More power to you..

  23. sir good day po,

    sir may tatanong lang ako d2 po ako ngayon nagwork sa jubail k.s.a.ang mangyari po ay natapos kna po ang 2years contract ko po d2 sa employer ko at nagbakasyon nung dec.2010.bumalik po ako d2 sa trabaho ko sa saudi at dinagdagan po ako ng salary tapos po ang kontrata ko po ay continue lang daw po base sa luma kong kontrata ang problema ko po ay magreresign npo ako sa kadahilanan may pupuntahan po ako na mas magandang aportunidad matatapos po ang isang taon ko d2 sa october 25,2011 ngunit tinanong ko po ang employer ko kung magkanu lahat ng makukuha ko sa aking pagalis ang sabi po sa akin ay 1/3 lang po per year pero base po sa aking pinirmahan na kontrata 1/2 salary per year po ang aking makukuha anu po ba ang aking dapat gawin sir kasi sayang nmn po kasi yung pinaghirapan kong taon kung di ko din makuha ng buo sana po matulungan nyo po ako

    Polo cabalquinto

    • Suki,

      Ano po ba ang nakalagay na text sa kontrata dahil kung ang batas ang sundin natin tama po ang iyong employer kung nag resign ang worker or hindi tinapos ang kontrata.

      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.

      Bong

  24. Sir Bong,

    Tapos na po ang contract ng kasamahan ko dito sa Company sa Al-khobar at nakapagbigay na sya ng 1 month notice before the contract expires.. Tapos sabi po ng employer namin na kelangan maghintay sya na papalit sa kanya bago payagan mag-exit. Pano kung matagalan ang hinihintay na kapalit, ano po ang dapat gawin? Nasa batas po ba na kelangan hintayin ang kapalit bago payagan na mag-exit?

    Thanks,

    Mark

    • Mark,

      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

  25. sir,

    andito po aq sa riyadh, ask ko lang ano magandang gawin sa situation ko. Bali matatapos na po contract ko this Nov. 2011 hanggang ngayon ay wala pa ako IQAMA. Palagi ko pina follow up yung company ko (Under po ng SBG company ko). Wala clear na sagot sila sa akin. Marami pa kami mga filipino na walang IQAMA dito. Bali gusto ko ng mgbakasyon o exit, pwde ba ako mka uwi kahit wala akong IQAMA?
    Kailangan ko po payo nyo sir kung ano magandang hakbang na gagawin ko. Pina follow up ko rin yung agency ko dun sa Pinas. kahit sila wala ding magandang at klarong sagot,

    salamat

    • RJ,

      Dito sa amin, a government institution may nurses po kami, one of them is a male nurse who happen na hindi nabigyan ng iqama dahil hindi po siya nakapasa ng 3 beses sa Saudi Council Exam as required for the issuance of iqama. Nakauwi naman siya after 1 year and 1/2 na nag work dito. Ang hindi ko lang alam kung ang private companies ay ganon rin ang kayang gawin upang makauwi ang mga expats nilang worker na walang iqama. Pero for me naman, Saudi Binladdin Group ay isa sa mga malaking private companies sa KSA, siguro naman may problema lang NOT UNLESS kung subcon kayo ng SBG. Try to follow it up, every now and then, kahit makulitan sila, karapatan ninyong malaman kung ano ang tunay na dahilan at kung ano ang status ng inyong iqama application.

      Regards.

      Bong

  26. Sir/Madam ;

    Ako po ay family driver d2 po sa riyadh. 6 months npo ako d2 sa ngayon. Ang pangalan po ng employer ko ay si Mr. Abdullah Albabtain,celpon # 0585406791,personnel manager ng herfy food company d2 po sa riyadh. Ang agency ko nman po sa manila ay Gulf Horizon International,c/o Mr. Hashim cel. 0918-9115252 or 0580517035.
    Ang sahod ko po base sa pinirmahan kong kontrata ay 400 USD,katumbas po ng 1,500 saudi riyal. Pero pagdating ko po d2,ang binibigay pong sahod sa akin ay 1,000 saudi riyal lang po,nakalagay din po sa kontrata ko na may isang araw na day off po ako sa loob ng isang linggo,pero hndi po sinusunod ng amo ko ang nasabing kontrata.
    Sumulat nrin po ako sa Phil.Overseas Labor Office (POLO) Riyadh pero hanggang ngayon po ay wala pang action
    Gusto ko po sanang mangyari na ibigay ang talagang para sa akin,khit npo mahirap ang trabho d2 ay tinitiis ko. Sna po ay matulungan nyo ako. Maraming salamat po !

    JOSE SORIANO
    0568458606
    Riyadh

    • Bimbo,

      May pinirmahan ka bang ibang kontrata pagdating mo dito sa KSA?

      Tama ka, dapat lamang na makuha mo ang para sa iyo ayon sa pinagkasunduan or sa kontrata. Bim, bilang isang driver, continue ba ang oras sa loob ng isang araw ang iyong pag dirve sa iyong amo? Kasi kung isipin niya na may pahinga ka sa oeras na siya ay hindi mo minamaneho, hindi parin ito tama dahil nakasaad sa kontrata na may rest day ka.

      Na inform mo na ba ang Gulf Horizon tungkol sa hindi pagsunod ng amo mo sa kontrata?

      Sumulat ka uli sa POLO Bim, at e-address mo kay Welfare Officer Atty. Cesar Chavez or mas maganda pasyalan mo siya sa POLO ng personal at bangitin mo na pinapunta kita ng personal sa kanya. Ihanda mo na rin ang written complaint mo para kung hanapin, maipakita mo kaagad. Gaya ng mga detalye na naisulat mo dito like telephone numbers and contact details, isama mo na rin sa iyong sulat.

      Keep me posted.

      Bong

  27. I’m a daughter of Preciosa Gelindon, nasa Riyadh siya ngayon. Nagkaroon siya ng small accident which caused her shoulder and back pains for couple of months now. She’d been asking her employer to taker her to a doctor but they would refuse and would ask her money para dalhin siya sa doctor. Ngayon, pinalipat siya ng amo nya sa ibang employer which we don’t have idea kung anu ang name at address ng bagong employer nya. We’ve been coordinating with her agency but they said na wala silang magagawa para ipa check up ang mother ko. Pls help me naman kung anung legal action ang dapat gawin. Thank you!

          • tago lang po kc yung Saudi line nya, bawal kc yun..Maraming tnx po. Nagtext xa na niloko xa ng dati nyang employer yung pinapirmahan sa kanya na NAME na amo na lilipatan nya iba sa totoong name ngayon. Pero mas OK ang lagay nya dun kesa sa dati, Nagbabakasyon sila ngayon sa JEddah ng mga amo nya.

            • Zaila,

              Ah ganon bah, sana naman nasa maganda ang kanyang situwasyon at hindi pabayaan ng kanyang amo ang kanyang karamdaman. Apkisabi lang sa kanya na kuhanin at alamin ang cell phone at address ng kanyang tunay na amo upang sa pagdating ng araw na mag exit siya, alam niya agad saan makontak upang humingi ng Exit or re-entry clearance. Kasi dit oKSA, ang tunay na sponsor lang ang makapag bigay ng clearance sa worker.

              Ok, Zaila, just keep me posted.

              Bong

              • cge po sasabihin ku..pinapatanung po nya if ok lang na wala xang hawak na kahit anong papeles..la xa idea kung sino sa una o pang 2nd na amo nya may hawak.

  28. Good day sir,

    Ako po si Alvin na nagtatrabaho bilang isang photographer sa isang company dito sa riyadh. Nais ko lang pong malaman kung ano po ang aking gagawin kapag ang company ko ay hindi kami binibigyan ng sapat na pahinga sa trabaho. Mayroon po akong 2 araw n baksyon lamang sa loob ng isang buwan. Gumawa na po ako ng sulat sa aking employer upang iparating sa kanya ang aking mga hinaing subalit pinag walang bahala po ang aking hinaing. Isa po pong problema ay hindi ko nahahawakan ang aking iqama simula ng dumating ako dito sa riyadh 2 taon na mahigit ang nakakaraan hanggang sa kasalukuyan. Gusto ko rin pong malaman kung ano ang karapatan ko bilang isang mangagawa kapag ang pangalang nakalagay sa aking iqama ay hindi mismo ang kompanya na pinapasukan ko. Nais ko po sanang lumipat sa ibang kumpanya na subalit ako po ay maraming alinlanagan sapagkat hindi ko po alam kung ano ang aking mga karapatan at mga tamang hakbang na gagawin.
    Maraming salamat po.

    • Alvin,

      May nilabag sa batas ang iyong employer sa hindi pagbigay ng sapat na pahinga sa worker. Ang pagpahinga ay isang karapatan na dapat ibigay sa isang mangagawa.

      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.

      Ang iqama ay isang importanteng pagkakilanlan bilang isang lehitimong foreign worker or expatriates dito sa kaharian. Dapat ito ay nasa worker kahit saan man siya naroroon sa KSA. Walang karapatan e-hold ng employer ang iqama.

      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.

      Vin, sigurado akong isa ka sa mga nabiktima ng illegal visa trade dahil iba ang kafil at ang employer mo.

      Pumasyal ka sa ating POLO at humingi ng payo kung ano ang dapat gawin.

      Bong

  29. Magandang araw po!

    Sana po may makapag advice sa akin kung ano ang dapat kong gawin.

    Ako po ay 22 years ng nagtatrabaho sa isang kumpanya lang dito sa Riyadh. Nakatanggap kami ng email sa HR namin na para mameet nila yung saudization kailangan ilipat kame ng sponsorship sa third party company. Sa kundisyon nila na kung ano ang natatanggap namin mga benepisyo at suweldo ay walang magbabago pati ang year of service namen sa bagong sponsor ay tuloy tuloy din. Pinapasurender nila ang aming mga iqama para ilipat sa bagong sponsor. Ito po ba ay legal? Nagaalala po ako sa end of service award ko na kapag nagresign na ako baka hindi ihonored ng bagong sponsor. Kanino po ba ako pwedeng dumulog at ano ang dapat kong gawin.

    Salama po
    Red

    • Red,

      Wala kang dapat problemahin, legal po ang ganitong move at ito ay pinahintulutan ng batas paggawa ng kaharian. Kaya kayo pinatawag upang malaman ninyo ito at sang-ayonan kung kayo ay papayag na mag continue to work. Ngunit may karapatan kayong tumanggi at hingin ang lahat ng mga benepisyo na dapat para sa inyo. Kung kayo naman ay papayag, sabihin ninyo sa employer na gumawa ng kasulatan na ang inyong work contract ay hindi magbabago at ito tuloy tuloy pa rin despite of the transfer of sponsorship.

      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.

      Dumulog sa ating POLO kung gusto ninyo ng malinaw na kasagotan sa inyong concern.

      Regards.

      Bong

  30. Hi,

    I am about to surrender my IQAMA and go on final exit. I have settled all my liabilities, credit cards, car and all bills.

    My question:

    I have a bank account where i receive my salary and in-shala my final settlement. Will the account remain open even though I have been issued and exit visa and surrendered my IQAMA.. natatakot ako na kung na issuhan na ako ng exit visa that my account will be closed and hindi ako maka tanggap sa last pay ko..

    Is it ok to leave the bank account open so magamit ko ulit if babalik ako in 6 months to 1 years time ?

    Thank you..

    • Inaj,

      Better to close your account 1 week or 2 weeks before your final departure and write a letter request addressed to your employer that the ESB you will be getting from the company should be converted into cheque or cash. They will allow it for the reason that you’re going home for good. You can not use your present account if you wish to come back because your new iqama would be different from the old one. Also please take note of the below SLL provision.

      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.

      Good luck!

      Bong

  31. Hi,

    My contract in KSA is yearly. I renewed twice. The second time I renewed my contract I decided not to finish the contract and resigned. My company gave me an exit visa. But they would not issue an NOC..

    Fortunately a new company hired me in Riyadh. My question can I return to KSA in 3 to 6 months or how long do i need to wait before I can return to KSA ?

    The HR personnel i talked to of a new company said no need an NOC if you go on exit and my old company said maybe yes or no depends.. Please clarify.. thanks

    • Paul,

      If you leave the company with EXIT Visa, anytime puwede kang bumalik sa KSA.

      Tungkol naman sa NOC, nasa diskresyon ng employer kung mabigay or hindi. Ngunit pagdating sa Pilipinas, minsan hanapin ng Saudi Royal Embassy ang NOC before visa stamping. Kadalasan ito ay hinahanap kung makita ng Saudi Embassy na ang iyong lilipatan ay pareho ang linya ng business sa dati mong sponsor at makita rin nila na ang iyong trabaho ay posibleng may alam na sekreto sa dati mong employer.

      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.

      Pag ang iyong employer naman ay naka hearing na babalik ka sa KSA, at ang lilipatan ay ang kakompetensya nilang kompanya, papipirmahin ka ng kasulatan or promissory note or undertaking na hindi babalik sa KSA sa loob ng 2 taon (see condition of Art. 83).

      Bong

      • Hi, Thank you for the reply..

        This is what sepcifically is written in my contract

        “The employee is not permissible to divulge the Company’s secret and confidential information, nor allowed to work for a competitor before the elapse of two years from date of the end of his contract with the company”

        Is it safe to return to Saudi? The clause does not say anything of not returning to the county. And the company I’m transferring to is not a competitor. They are in different industries. old company Military Aircrafts and Defense.. The new company construction and consulting..

        If I do get my Visa stamped and issued.. Will everythng be ok at the immigration counter in Saudi ?

        Another question.. This new company said they will issue me a visit VISA first so I can return immediately to the kingdom then convert it to working afterwards?

        I would really appreciate any information and suggestions.. Could not sleep this passed few days… Thank you very much..

        • Paul,

          That particular clause in your contract ay mangyayari lang IF there is another written document such as undertaking or promissory note na hindi ka muna babalik sa KSA within 2 years. Kung wala ito, ibig sabihin walang problema. At kung malinis ang iyong konsensya at hindi ka talaga babalik at mag work sa competitor ng iyong dating employer, then nothing to worry.

          However, kung ako, ikaw , hindi ako babalik sa KSA with a visit visa. Try to ask your new employer to issue a working visa instead of a visit visa.

          Bong

  32. gud day to you sir,
    nabasa ko po ung reply nyo po sa tanong ni mark regarding po sa
    “pag hindi pa tapos ang kontrata.at nais na po mag resign”

    ang sitwasyon ko naman po ay ganito:

    * ako po ay naoperahan last month sa aking hemmoroid,under treatment po ako ngaun.binigyan po ako ng hospital doctor ko ng 15 days of sick live,after po ng 15 days ko na un d pa po mabuti ang pakiramdam ko.bumalik po ako sa doctor ko to get some more sick live,binigyan nya po ako ng another 10 days of rest”sick live po”.
    ngaun po natapos na po ung 10 days na un at sumubok po ako mag trabaho pero d paden po ako makapag trabaho ng maayus dahil sa may nararamdaman pa po ako na pananakit sa inopera sakin.sinubukan ko na mag paalam sa general manager ko para mag file ng “maagang bakasyon”.hindi nya po ako pinayagan at ang sabi nya ay pumunta ako sa hrd namin at doon makipag usap.

    * 18 months na po ako dito sa trabaho ko.
    gusto ko po kase sana na doon na lang sa pilipinas muna magpagiling,dahil nahihirapan ako dito na mag pagaling.
    * kung hindi po sila papayag na mag bakasyon ako,nais ko na lang po sana mag resign.

    *maari na po iyon idahilan ko?

    salamat po..

    • Arman,

      There’s no harm in trying. Visit your HRD and request for early vacation due to health concern. May mga kompanya na pinapauwi ang worker dahil sa karamdamana nito kahit hindi pa tapos ang kontrata pero ang worker ang mag shoulder ng tiket. Kung ayaw ka nilang pauwiin ng maaga, puwede kang mag resign due to health problem and still expect the cost of the ticket. Kung mayron man silang idagdag na babayaran mo sa kadahilanang hindi mo tinapos ang kontrata, umapila ka na huwag ka na lang pababayarin citing your health condition.

      Bong

  33. Sir nagbakasyon po last february 2011 and got married, and my husband i planning to come here in saudi. dammam po location nmin. and planning to live together.now po ang problem is d ko pa po napapalitan ang apelyido ko,, pwede po ba dalhin lng nya ung mariage certifcte nmin na na red ribbon and saka namin ipa translate dito and un gmitin nmin.. kht d napapalitan ung surename ko. sympre po pti n ung e cama ko. hndi po kya kami mag ka problem dun..?

  34. Sir nagbakasyon po last february 2011 and got married, and my husband i planning to come here in saudi. dammam po location nmin. and planning to live together.now po ang problem is d ko pa po napapalitan ang apelyido ko,, pwede po ba dalhin lng nya ung mariage certifcte nmin na na red ribbon and saka namin ipa translate dito and un gmitin nmin.. kht d napapalitan ung surename ko. sympre po pti n ung e cama ko. hndi po kya kami mag ka problem dun..?

    • Mae,

      You can change your personal status from single to married sa embahada. Ngunit dadaan parin ito sa proseso na medyo may katagalan dahil ipadala parin ang inyong affidavit at coressponding docs sa Pilipinas. Pag may sagot na at legal na ang inyong dokumento na galing sa Pinas tsaka lamang ito puwedeng gamitin para sa pag-bago na rin ng inyong status sa KSA gaya ng change of passport at change of surname in your iqama.

      Puwede rin po ninyong ipa-translate ang inyong dokumento galing sa malacanang at sa DFA sa atin at ipa certify ito sa Ministry of Foreign Affairs dito sa KSA. Pero sa ganitong paraan hindi parin ninyo mabago ang inyong iqama na siyang pinaka importanteng dokumentong hawak sa KSA dahil narin sa ang passport mo ay siyang requirement ng MOFA ay naka apelyido parin sa iyong pagka dalaga. MAgagamit man ang dokumentong may translation at tatak ng MOFA pero may kaba parin dahil ang iqama ay hindi pa nabago.

      Advice ko sa inyo, bisitahan ang ating embahada upang mabigyan kayo ng malinaw na payo kung ano ang dapat ninyong gawin or options. Or ang pinaka the best na gawin ay sabay kayong mabakasyon at ayosin sa Pilipinas ang lahat para mabago ang iyong personal status.

      Bong

  35. Sir,

    1 1/2 years na po ako dito sa company dito sa saudi, and 1st time ko po magwork abroad. Nagkaroon po ako ng problema sa company ko dahil hindi ko na po work ang pinapagawa sa akin. HVAC po ang work ko pero pinapagawa na po sa akin ay CIVIL work.. ano po ang batas para dito?

    Early this morning nireview ko po ung contract ko, nakita ko po na hindi pala name ng employer ko ang nakalagay sa contract, at ang position ko po ay iba hindi ung sa inaplayan ko.. Bago po kasi ako umalis sa airport sabi sa akin nung agency na inapplyan ko po ay for formality lang daw po yun? First time ko lang po umalis at sa airport na po kami nagkita at nagkapirmahan ng contract. Bale ang dala ko po now na contract ay yung pinirmahan ko po sa airport…

    ano po maadvice nyo po sa akin… pwede po ba ako magreklamo sa POEA about don sa agency? pano naman po dito sa employer.?

    thanks po…..

    Regards,
    Mark

  36. sir,

    gusto ko lang po malaman ang tamang proseso kung paano ko makuha ulit ung release paper ko.may release po ako noon ng mag apply ho ako d2 sa company na pinapasukan ko nagun.naka 4yrs na rin po ako d2 sa kompanya.ngaun po gusto kung lumipat sa ibang company na mas ok ang offer.ano po ba ang tamang proseso at ano po ang dapat kung gawin?

    salamat.

    yaco

    • Yaco,

      Ang release papers po ay hindi na makukuha pag na transer na ang iyong employment sa iyong nilipatan na kompanya. Kung sakali man na hindi nilipat sa bagong employer ang iyong iqama at gusto mong lumipat na naman sa iba, hindi na muling magagamit ang dati mong release papers na inisyo ng yong original employer.

      Bong

  37. Sir, gud am po. Kakaalis lang po ng aking fiance last sunday at parang napag-iisip ko na pauwiin na lamang sha dito sa Pilipinas. Since 2 years po ang contract nya at under po sha ng 90 days probationay period, maaari po ba na hindi na nya ituloy ang kontrata at mag resign na lang after or within that 90 days probationary period? Hindi po ba sha maiipit or kakasuhan kung sakaling ganito ang gawin namin? Natatakot po kasi kami na baka hindi sha pakawalan ng employer nya or worst pa imbes makauwi eh magdulot pa ng napakalaking problema. Hindi po ba sha gagawan ng istorya dun or gagawan ng kaso dahil po sa gagawin nyang resignation within that probationary period? Natatakot po kasi kami sa mga consequences na pwedeng mangyari. baka po i-hold or ipakulong sha ng employer nya at gawan ng kung anong istorya? Alam nmn po naman na pagbabayarin sha sa lahat ng nagastos sa kanya ng employer, ang ikinakatakot po namin ay ung gawan sha ng kaso na hindi naman nya ginawa. At kung sakali man po, gaano po ba kalaki ang sisingilin sa kanya?

    • Cris,

      May nauna ka na bang sulat tungkol dito. Hindi ko kasi makuha kung bakit takot ka or ang iyong fiancee na bigyan siya ng problema. Bakit? Sa anong dahilan?

      Well, the employer of course will ask for compensation sa lahat ng kanyang nagastos upang makuha ang worker sa Pinas. Kung aprobahan nila ang resignation at willing kayong magbayad, tapos ang problema.

      Bong

  38. good day.

    I just want to know how much the esb na makukuha ko , ngaung naka 6 years na po ako sa kompanya .1800 + 200 food allowance po ang sinasahod ko.tinanong ko po ang accountant namin,sabi ay 10 days lang daw po ang ibibigay sa kada taon.

    naway mapaliwanagan nu po ako.

  39. Ask ko lang po about sa transfer of iqama, may nag oofer po kasi sa akin na work ang kailangan daw po eh transfer of iqama, wala ko kasi ako alam sa proseso na yun, maari po ba ninyo ako tulungan ko ang mga steps para dito.

    • Sergs,

      You have to complete 2 years muna sa kasalukuyan mong employer para ka ma-transfer to another sponsor. Secondly, you need your sponsors permission through No Objection Certificate, without your employer’s permission hindi ka puwedeng ma-transfer. Pag binigyan ka ng permiso, ang bago mong employer ang gagastos sa lahat ng gastosin at maglakad ng iyong mga papeles.

      Bong

      • naka 2years na po ako, kaso hindi nag rerelease yung kumpanya namin, wala po ba sa saudi law na pede ako lumipat kahit wala na permiso nila? about sa part time, ok lang po ba na mag part time ako?? thanks sa reply

        • Sergs,

          Diskresyon ng employer ang tungkol sa release, kung hindi mag release ang iyong employer, wala tayong magagawa. Bawal mag sideline sa KSA. Puwede kang kasohan at makulong pag nalaman nilang nag sideline ka.

          Bong

  40. sir,
    greetings of peace… isa po akong staff nurse dito sa arar northern border region, gusto ko lng po malaman kung ano magandang gawin sa sitwasyon ko po. bago po ako umalis ng Pilipinas, ang sabi ng aming agency ay sa polyclinic ako maaasign. ang sabi po nila sa akin doon mas malaki daw po ito sa normal na ospital sa atin sa pinas. pero pagdating ko dito sa arar isang derma clinic ang bgsak ko. malinaw kong tinanong sa agency ko bago po ako umalis kung hospital setting po ba ang dadatnan ko,pero iba po ito keysa napag-usapan namin. hindi po ito nkaspecified sa pinirmahan naming contrata. dahil sa contract ang nakalagay po ay clinic lamang pero wala pong nklagay na derma. may pruweba po ako tungkol sa sinabi ng agency saken about sa pangako nila na polyclinic po tong papasukan ko. hindi kopo binura sa facebook account ko ung usapan namen via messaging. nadismaya po ako dahil dito. alam kopong impossible nakong matransfer sa ibang area. kaya lang naman po ako nagpunta dito ay para sana magkaroon pa po ng dagdag na experience sa hospital. Ngaun po feeling ko naloko po ako in a way. mako-consider po bang misrepresentation ang ginawa nila sa aken? Pwede ko po bang gawing ground ito para makauwe na? Hindi po kasi ito ang napagkasunduan namen. Isa pa po, bale 3 months and 5 days napo ako dito sa pinapasukan ko. ako po ay baguhan at sa totoo lng po ay diko na alam ang aking gagawin. Hanggang ngaun ay wala parin po kc ang aking certificate of employment, wala pa rin po akong iqama.. ang sabi po ng mudir namen sa mga kasama ko magbabayad cla ng penalty dhil til now wala pa po akong registration sa ministry. ilang beses ko napo pina-followup sa kapatid ko sa manila ang coe ko pero wala parin. lage nlng po akong tumatawag at nagtetext at nagmsg sa fb pero ang katwiran nila sa agency ay on process padin daw po.. lately nagmsg po ako sa fb and txt thru phone pero wala pong reply.. sobrang nkakastress napo ito.. gusto ko nalang po sanang umuwi ng Pilipinas… Sir sana matulungan nyo po ako..

    Salamat po,
    Dos

    • Dos,

      Ang pag-uwi sa Pilipinas ay hindi solusyon sa iyong problema, lalo pang magka problema ka dahil sigurado akong sisingilin ka ng iyong employer sa nagastos niya sa iyo sa pagpunta mo rito.

      Pakibigay na lang sa akin lahat ang all contact details ng iyong Recruitment Agency sa Pinas.

      Bong

  41. Sir, ask ko lng po about sa mga compensation.

    Na stroke po kc ung ksama ko sa work site during office hours po.
    then namatay po sya kinagabihan.
    Pede ko po b mlaman kung ano po ang pwede nyang makuha.tsaka kung hanggang saan po ang responsibility ng employer nya.
    thank you po!..hoping for early response.

    • Joseph,

      Makukuha niyang benepisyo like esb. Usually kasi, ang mga expats ay may GOSI para wala ng problema ang employer sa mga ga nitong situwasyon. Kaya kung meron siya, ito rin ay dapat makuha niya. Alamin lamang kung sino ang nagbabayad sa GOSI, dahil ang ibang kompanya ay instead ang worker, sila na ang magbabayad nito. Kargo rin ng employer ang lahat ng gastosin sa pag pauwi ng mga labi nito.

      Regards.

      Bong

  42. Good day Sir,
    Gusto ko itanong tungkol sa fees ng transfer of sponsorship. Ito na yong pangalawa kung
    transfer at ang mga kaibigan ko ay nagasasabing hindi ako dapat magbayad ng transfer fee.
    First yong agency ang naghire sa amin to supply to their client at ang pagkaalam ko once
    they demanded us to work on their corporate project, ay resposibilidad nila bayaran ang
    transfer of sponsorship namin. Malaking halaga ng fees, SR9,000. May pagkakaiba ba ang
    una kung transfer na wala akong binayaran halala noong 2002 kumpara ngayon?..sana mabigyan mo kami ng advise.
    Maraming salamat sa iyo Bong

    • Mer,

      Transfer of sponsorhip is also called transfer of iqama. It means your present employer’s information is in your present iqama. Therefore, pag transfer of sponsorhip mapalitan ang information ng iyong iqama sa pangalan ng bagong employer. Pag kompleto ka ng mga dokumento para ka ma transfer, the new employer should present the documents as well as the application for transfer of sponsorship and iqama for approval. At kung pag basihan natin ang Saudi Labor Law, the law says: “Art. 40.3 An employer shall bear the fees of transferring the services of a worker who wishes to transfer his service to him.” Malinaw po na walang babayaran ang worker when it comes to transfer of sponsorship whether it is for the second time or third time. Not unless there is a ruling on this regards particularly the second transfer of sponsorhip. However, wala pa akong nakikita or nababasang ruling tungkol dito.

      Regards.

      Bong

  43. Sir may nakapagsabi po sa akin na kapag ngresign ka sa Company dito sa saudi at nag-exit sa Pinas hindi ka daw po makakabalik within 6 months sa Saudi, totoo po ba ito? Sa Saudi lang po ba ito?

    If mag-apply po ako other country sa Gulf like UAE hindi po ba banned ng 6months din?

    Thanks…

    • Mark,

      Kung ikaw ay nag resign at binigyan ka naman ng EXITt ng iyong employer, ibig sabihin, ikaw ay ni-release na niya na walang problema at mga kondisyon, not unless kung ikaw ay pumirma ng UNDERTAKING or PROMISSORY NOTE na hindi muna babalik sa KSA in a certain period of time. HUWAG na huwag kang pumirma ng ganitong kasulatan dahil kung ano ang nakasaad doon ay siyang masusunod.

      Makakabalik ka sa Saudi not unless kung talagang may problema ka sa dati mong employer – sa Saudi Royal Embassy pa lang hindi na ma-aprob ang iyong visa or visa stamping. Walang rin pong problema kung mag apply ka sa GCC countries.

      Good luck!

      Bong

    • pwede po ask kung anu dpat gawin po kase endo na po ako nung January 27, tpos maeexpire po iqama ko sa april 3 sabi ko sa boss ko pauwiin na nia ako before maexpire kaso prang di nia inaasikaso. Pag naexpire po iqama ng di pa nakakauwi anu po mangyayari? At anung pwede gawin po

      • Jenna,

        Ipagpaumanhin po sa delay ng aking response. First 3 months of the year ang pinaka busy sa aking trabaho kaya late ang reply ko sa inyo at ating mga kahanay na may mga inquiry.

        Regarding iqama renewal, please note and those who read my reply to Jenna na dapat po ang ating iqama ay hindi expire in time for vacation or final exit. It means na kung kayo ay mag final exit dapat po na makauwi kayo prior to the expiration date of your iqama. Why? Lahat po ng information tungkol sa OFW ay nasa iqama, kaya dapat lamang na hindi pa ito expire upang ma update ang iqama na ikaw ay paalis na ng kaharian. It means you are cleared to go home for good or vacation as per updated information in your iqama. Once updated na ito at nasa system na, ibig sabihin pag bumalik ka sa KSA wala kang problema dahil clear ang iyong working status from your previous employer.

        However, in your case, you can ask them to renew your iqama at their own expense (as usual) kasi hindi mo naman kasalanan ito. Lugi nga lang sila dahil nagbayad sila sa renewal at penalty sa iqama ng worker na hindi na nila mapakinabangan dahil ito ay for exit na.

        Apg expired ang iqama, ito ay dapat nilang i-renew dahil hindi ka rin mabigyan ng exit kung ito ay expire na.

        Regards.

        Bong

    • Alvin,

      The Answer is NO. There’s no provision written in the SLL that salaries can be delayed up to 3 months.

      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.

      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.

      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.

      Regards.

      Bong

      • 8 months na po ang husband ko sa jan sa Saudi. Dpo sila pinasweldo ng 2 months. Ibibigay daw po iyon kapag natapos na ang 2 yr contract nila.

        Sinabi nyo pong hindi po allowed ang anumang company na gawin to. What if pinapirma po ang mga empleyado para magbigay po ng consent dito? Ano po ang pedeng gawin tungkol dito?

        Pag nagresign po sya after a yr pero dpo tapos ang 2 yr contract, nabanggit nyo po sa comment sa baba na ala pong makukuhang benepisyo. Pero makukuha po kaya ung 2 months compensation na hinold ng employer?

        Salamat po

        • Doinks,

          Labag nga sa batas ang pag-hold ng sweldo sa mga mangagagawa pero kung pumirma sila at sinag-ayonan ang ganitong policy, wala po tayong magagawa dahil bakit nila ito sinang-ayonan. Puwede rin na mag complaion sa Saudi Labor Office pero maliit ang chance na sa atin papanig ang batas.

          Ipagdasal na rin natin na totohanin nilang ibigay ang na-hold na sweldo. Kung hindi, puwede nilang gawin itong pambayad sa kanilang nagastos pag-kuha sa iyong asawa sa Pilipinas.

          Bong

  44. Good day po!

    i’ve been here at KSA since sept 2009,napag-usapan po nmin ng amo ko na 27 months po ang contrata.so, by december 2011 po matatapos.ask ko lang po, renew na po ang iqama ko november 2010 pa, for year of 2011.ngyn ang sabi po ng amo ko, 2 years po valid ung iqama ko na hindi nya po muna me tinanong. so ibig sabihin po b nun hanggang nov 2012 p po ako d2?at ang usapan nuon ay 27 months lng?supposedly, by january 2012 makakauwi na po ako.

    sana po mabigyan nyu po ako ng unting linaw,maraming salamat po.

    • Marvin,

      Ang lahat ng pag-uusap lalo na po kung ang ating interes ang nakasalalay, dapat lamang po na mayrong kasulatan. If ever mayroon kayong kasulatan tungkol dito, ibig sabihin, dapat lamang na sundin kung ano ang nakapaloob nito.

      Kung sakaling walang kasulatan, kausapin mo ang iyong amo na tuparin ang usapan based on the “word of honor”. Kung ayaw pansinin, kausapin ng maige ang employer at gumawa ng valid reason kung bakit gusto mo ng umuwi.

      Bong

  45. Magandang hapon po sa inyo,ako po at sampu ng aking mga kasamahan ay tapos na po ng aming kontrata at kame po ay nag extend na rin ng 2 buwan ngunit hanggang ngayon po ay hindi pa rin po kame pinapauwi.Sa ngayon po kami ay tumigil na po sa pagtatrabaho sa kadahilanan pong puro nlng pangako ang aming pag uwi at pati po ang aming sahod hanggang ngayon ay hindi pa rin po naibibigay.Sana po ay matulungan nyo po kami.
    Maraming salamat po.
    God Bless.

  46. gud day po mag wa 1 yr plng po aq s bgo kong co. on february plano po sna ng asawa q n gwin nlng nya kong dependant under his sponsor allowed po b un?khit n against ang company ko?

    • Hi Rana,

      Ang alam ko dito sa pinaglilingkuran ko na Government institution, hindi puwede kung ang wife ng kanilang worker ay nag work sa ibang sponsor. Pero kung may mga anak kayo, puwedeng sa husband or sa wife nakakabit ang iqama ng mga anak. Medyo limitado po ang aking nalalaman tungkol dito, the best way is to ask a friend na couple at maaring makapagbigay sila ng tamang kasagotan.

      Regards and I’m sorry for my late reply.

      Bong

  47. Ask ko lang kung how many days given for vacation after 2 years of contract finished and how much you will receive as pocket money??

    • Squall,

      42 days ang puwede mong hingin sa iyong employer ayon sa batas paggawa artikulo 109.1 “A worker shall be entitled to a prepaid annual leave of not less than twenty one days“… Ang pinag-usapan dito ay annual leave. It means if your contract is 2 years then you can request for a vacation of 42 days.

      Para sa kontratang nakasulat ang eksaktong panahon, at ang kontrata ay natapos na, ang worker ay may karapatang bigyan ng ESB na ang basihan ng kalkulasyon ay kalahati (1/2) ng buwan na suweldo (last monthly wage) kada taon sa loob ng unang limang taon…..Art. 84,SLL.

      Salamat sa pagbisita.

      Bong

      • gud morning po.

        salamat po sa inyong sagot tanong ko na din po kung sakaling hindi ko tapusin yun 24 months na kontrata ko at magbakasyon ako ng mas maaga, magtatapos po kasi ang kontrata ko sa June 23, 2011 at gusto kung magbakasyon ng May 14 or. Magkano po kaya ang idededuct ng kompanya sa perang makukuha ko?

        • Squall,

          Anong ibig mong sabihin sa hindi taposin at magbakasyon?

          Kasi kung hindi mo taposin, ibig sabihin – resign ka.

          Kung magbakasyon ka lang, idaan mo sa request at baka maaprobahan ang early request for vacation mo. Wala itong kabayaran kung papayagan ka ng employer na magbakasyon ng maaga at babalik dito with exit re-entry visa. Not unless, your employer will ask you to shoulder your ticket back home for the reason na maaga kang umuwi at hindi pa sa tamang araw ng iyong pag bakasyon.

          Kung ang tanong mo – mag resign ka at hindi taposin ang iyong kontrata, your employer will surely ask for compensation for the expenses incurred in getting you to work in KSA. Hindi ko lang alam kung magkano. Kung mag resign ka rin at di natapos ang 2 years contract, wala kang makukuhang benepisyo.

          Regards.

          Bong

  48. Bago pa lang po ako dito sa Saudi, naka-1year na ako sa company ko and plan ko magresign.. Ask ko lang po kung may mga babayaran ako kung magresign ako sa company ko? At ano po ang mga babayaran ko? Makakabalik po ba ulit ako sa Saudi in how many days or months after may resignation..

    Thanks

    • Mark,

      Kung 2 taon ang pinirmahan mong kontrata, nakasaad sa batas paggawa na obligado ka or ang iyong employer na taposin ang napag-usapang taon sa kontrata. Kung sakaling isa sa inyo ang gustong putolin or i-terminate ang kontrata na walang kadahilanan, ito ay magbigay daan upang bayaran ang naagrabyadong partido. Maaring hingin sa iyo ang kabayaran ng kanyang lahat na nagastos sa pagkuha sayo sa Pilipinas, kasama na rito ang iqama at medical expenses.

      But please note, there is a new ruling for those who resign or did not complete the agreed two years contract and goes home – you can only come back to KSA or stay out of KSA for one year.

      Regards.

      Bong

      • Thanks po sa reply.. Nabanggit nyo po na dapat valid ang reason kung magreresign, pwede po ba maging dahilan na hindi maganda ang pamamalakad ng company. At pwede din po ba kung family matters ang reason?

        Maraming salamat po ulit.

        Regards,
        Mark

        • Mark,

          Valid man o Hindi, dito sa KSA basta dimo natapos ang kontrata, usually manghingi ng kabayaran. Pero baka naman maiba pag sa employer mo. Subukan mong mag resign with valid reason at tingnan mo kung ano ang reply. If ever pauwiin ka na walang kapalit, mas ok. Pero medyo positive ako na maningil talaga. Subukan mo lang, wala namang mawawala, pero kung magpabayad, nasa iyo na yon kung ituloy mo ang pag resign.

          Regards and good luck.

          Bong

    • Aj,

      There are Filipinos in the Northern part of KSA but I can’t say “a lot” of them.

      Wikipedia says: The Northern Borders is the least populated province of Saudi Arabia. It is located in the north of the country, bordering Iraq. It has an area of 127,000 km² and a population of 237,100 (1999). Its capital is ‘Ar’ar.

      Online Odyssei traveller says: It has a watering station and a power station. It engages in a wide range of agricultural activities including the production of dates, other fruit, and vegetables; and the managing of livestock (camels, goats and sheep). Ar’ar is the crossing point for many of the Iraqi pilgrims entering the Kingdom to perform Hajj.

      Hope this helps.

      Bong

    • Hi Rona,

      How many days? One day lang ang dapat ikaltas. However, there are factories and companies in KSA na gumawa ng kanilang sariling policy such as, if their worker is absent for 1 day withut a valid reason – dalawang araw ang kanilang kinakaltas pero dapat may consent ang worker or pinaalam sa worker ang rules na ito in a form of a memorandum.

      Sa batas paggawa the provision about absences that is subject for temination of the worker is – “if the worker was absent without a justified reason for more than twenty non-consecutive days or ten consecutive days during one year”.

      Regards.

      Bong

      • hello po ulit so 2 days lng po pla ang dpt ikaltas for 1 day absent mktarungan po bng kaltsan ng 5 days cut salary?mdlas po kc ang pagaabsent ng mga tao dhil d po mdaling mbigyan ng sickleave hanggat d 40 degrees ang lgnat so ngi2ng invalid ang absences ok lng po b n ganun ang gwin nilang dedeuctions?my article no. po b ang ngpa2tunay dito?salamat po

        • Rona,

          Ang sinabi ko sa inyo ay – mayrong company na gumawa ng ganitong policy, ibig sabihin sariling company policy ngunit ito ay hindi naka paloob sa batas paggawa. Ibig sabihin walang dapat magkaltas ng 2 araw sa isang absent lamang, lalong lalo na po pag 5 araw sa iisang absent lamang.

          Kung mayroon mang sariling policy ang isang kompanya tungkol dito dapat lamang naipa-alam ito sa mga workers in a form of a memorandum.

          Sana nakuha mo ang punto sa usaping ito.

          Salamat.

          Bong

        • Rona,

          Please read SLL on Offenses and Penalties as addition to my earlier reply:

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

          Regards.

          Bong

  49. Sir do you have a copy of a standard living and housing allowance that mentioning to be 3 months of basic salary per year as standard saudi policy and percentage of salary increment per contract and standard how many years per contract impose by saudi labor, bec our company are forcing us to sign 5 years every contract with only 10 percent salary increment. PLease if you have any copy about how much must be the standard housing allowance and increment that we must received and how many years is tha standard contract. please send me a copy

    • Hi Guill!

      As far as I know, theres no such thing as standard living and housing allowance, percentage of salary increment and years per contract imposed in KSA or SLL. However, some Saudi government institution do have but not all expats are covered in this policy. I mean para lang sa mga Saudi citizens ngunit may mga Saudi government institution na minsan isinama nila ang mga expats sa mga pribilihiyo na natatanggap ng kanilang mga kalahi. Please note, Saudi government institution and companies or establishments owned by the Saudi government and not private companies are covered in this policy.

      Tungkol naman sa salary increment, depende yan sa private companies or sponsors na magbigay or hindi. But in Saudi owned companies or govt. institutions mayrong tinatawag na “evaluation” or resulta ng kanilang evaluation sa workers and its up to the head of the department how many precentage will be given to their worker, it varies from 2 to 10 percent increase per year. Some companies and government institiutions give a 10 percent uniform salary increment to their workers per year. Lucky are those workers na mayroong hinihintay na 10% increase every year. When it comes to housing allowance, government instutitions and some private companies (not all) usually give to their worker an equivalent 3 months basic salary per year as housing allowance but it must be written in the contract and not just a verbal agreement. Also, there’s no such thing as standard transportation allowance, it still depends.

      As for the contract, the Saudi Labor Law is silence on this regards but for me 5 years contract is called SAKAL na kontrata dahil hindi ka puwdeng mag exit kung hindi ma tapos ang 5 years. Pero usually in KSA 1 and 2 years contract lang ang pinag-usapan.

      Regards.

      Bong

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