Huroob-Saudi Labor Law


Huroob is a common phenomenal in Kingdom of Saudi Arabia now. All categories of employees included in Huroob menace irrespective of profession, status, wealth. Surprisingly, among Huroob victims, 10 % belong to the high profile job category. Only 1 % fights against illegal Huroob and rest of the 99 % leave the Kingdom to their home country through Tharheels with frustrated mind and empty savings.
Huroob is not defined in Saudi labor law. It is an Arabic term which means Absconder/Escapee. It is a kind of termination of work contract in a special situation. It is true that, as per Saudi labor law a Sponsor/ employee has to report his expatriate employee’s absence in employment site for a specified period of time to the passport authorities to declare him as Huroob (Absconder / Escapee), in order to escape liability of illegal activities of the employee during his absence. It is mandatory in Saudi labor law. Otherwise the sponsor will be penalized. Unfortunately now a day’s many sponsors misuse this protective provision of law for ulterior motives. If one becomes Huroob, his residency permit in Saudi Arabia will be cancelled and his stay in the kingdom will be illegal. In this circumstance, his all rights and benefits as a legal employee will be cancelled and he can leave the country only through Deportation (Tharheels) centers.
In Saudi Arabia, the Sponsor (Kafeel) has immense controls over his foreign worker. The Sponsor can only take work permit, Resident permit (Iqama) and Exit / Re-Entry visa of the employees legally. Even though Saudi labor law has given many rights to worker, but many of them cannot avail directly by the worker because of these controls. So if a person wants to return to his mother country, he has to depend Sponsor or Labor Court. Even though Saudi authorities prohibit taking possession of Passport of the worker by their Sponsor/employer, around 99 % of the employers possess the passport of their employees and give only Iqama with them. This is to prevents the worker run away from his employer, even if in the worst cases and he has to depend his employer in case of Exit.
Misuse of Huroob provision: Sometimes the issue of Huroob may be very complicated. The authorities cannot identify the real victims and problem makers in many cases. Some employers misuse this provision in a very cleaver manner. Somebody use this legal provision as an opportunity. If an employee is going to approach labor court against his employer for nonpayment of salary, mistreatment or any other causes, the employer may make a complaint against the worker stating that the worker did not report to him for the last few days consequently worker shall be declared Huroob and consequently the sponsor will be escaped from the allegations and payments and the Huroob employee will be deported to his home country at the State expense also.
Many allegations have come out in regard to the mediators/agents also in between sponsors and worker. Many occasions the mediators/agents mislead sponsors for their own profit motive. Sometimes some sponsors procure work visas from the Saudi Ministry of Interior to recruit expatriate workers to Saudi Arabia. They sell these visas to local agents in Asian countries etc, and make a high profit. When employee reach in Saudi Arabia, the mediator / agent will mislead and Saudi sponsor submit application to declare him as a Huroob, so that the Saudi sponsor can approach the authorities and ask for the same number of visas again that he made Huroob. Some Saudi sponsors themselves doing like this for getting new visa’s.
Legal provisions in Saudi Labor Law: Articles’ 74 to 83 deal with termination of work contract. It is stated that there should be a valid reason behind all terminations and other stringent conditions in favor of the employees as well as protect the rights of employees as well as employers. Saudi labor law does not discriminate rights of employee/ expatriate/ employer etc. it is a fair law. Some clever persons are behind the sabotage of these noble provisions.
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13 thoughts on “Huroob-Saudi Labor Law

  1. Assalamu allaykum, Sir/Maam kakadating langnpo namin ng saudi arabia nitong May 14 2016 po. ngayon po nangyare po na umalis kami sa employer namin dahil hindi nasunod ang contrata na hawak namin. 400$ po hawak namin contrata ang kaso ay pinapasahod lang po kami ng 300$. 12hours duty po ito straight walang breaktime waiter nga po pala ako. ngayon po i dine-demand po namin sa employer namin ito. at ayaw nia ibigay ang nasabing kontrata na 400$. tapos sabi po namin na mag rereklamo kami sabi nia sge umalis kayo walang problema mag reklamo kayo. at kinuha nga po namin mga passport namin ngayon. pumuntabpo kami sa POLO ang sabi po sa polo ay magbalik kami. ayaw po namin at natatakot po kami baka maltratuhin kami. pinapatuloy dn po kami sa steraha hindi rn po kami tumuloy at sumama nalang po sa kaibigan sa bahay nia kase takot po kami maikulong. ngayon po pano ako makakauwi sa ating bansa pilipina?. ano po ang marapat gawin?. salamat po

    • Wa alaikum assalaam..

      Tanging ang makapagbigay sa iyo ng clearance to exit ay ang inyong employer. Ngayong alam na ng POLO ang inyong situwasyon dapat lamang na tulongan kayo ng POLO. Isa sa mga hakbang na magawa nila ay ang pag mediate sa inyo at sa inyong employer tungkol sa inyong hinaing at hindi lamang na pabalikin kayo without talking to your employer. Balikan nyo ang POLO at sabihin ninyo na mag-trabaho naman sila. Kaya nga merong POLO para mapangalagaan ang ating mga karapatan. Kunin nyo nga ang pangalan ng POLO/OWWA na opisyal na yan at iwagayway ko sa ating blog at masulatan ang DOLE dito sa Pilipinas.

      Bumalik kayo sa POLO dahil baka dini-declare na kayo ng employer na takas. Payo ko lang, huwag kayong gumawa ng hakbang na siyang magdulot ng mas malala pang problema.

    • John michael, same tayo ng sitwasyon. kaso ang sabi sakin ng Polo, dalhin ko raw kaso sa Labor office. 3 months palang ako dito, pagkapasa ko ng complaint sa labor office sila na mismo nagsabi sakin na wag na akong bumalik sa employer ko dahil baka gawan lang ako ng masama. at yung mga kasamahan kong 6 sa employer ko, naiwan sila dun. nung tatawag na sila sa polo jeddah pinagpasapasahan sila ng mga officer at binabaan pa ng telepono. Pls do communicate with me, you can reach me tru facebook DAVE DANIEL name ko sa fb pero Ramil Padilla real name ko, dp ko may hawak akong Cat

  2. Gusto ko po sanang iterminate ang sarili ko sa kasalukuyang trabaho sa kadahilanang pangigipit ng aking amo pangkaraniwan na ang kaso ko pinag oo vertime ng walang bayad sampung oras na trabaho ngunit sa pinirmahang contract 8 hours only pumirma ako ng contract iba ang name ng employer ko pag dating dito binago contratct ko may pinirmahan din akong cut salary na isang bwan pero wala naman yung pangalan ng amo ko sa contract na nasabi. pag nag absent dahil nagksakit ka cut salary namatayan ka ng pamilya at di ka pumasok cut salary.. gusto ko ng umalis sa workshop ng amo ko pero kailangan kuraw bayaran yung gastos nya sa pinas na halagang 1300 dollor plus iqama plus health insurance.. maraming mali sa amo ko pero parang sa bandang huli di ako pwedeng mag reklamo..help naman po sir bong

    • Puwede po kayong magreklamo, pasyalan ang ating POLO at hanapin si Welfare Officer Romeo Pablo at ilahad po sa kanya ang inyong problema. Unang gawin ng POLO is to inform your employer about your complain at sa mga nilabag nila sa Saudio Labor LAw. Kung hindi po mag aksyon ang inyong employer, tulungan kayo ng POLO para maisampa ang reklamo sa Saudi LAbor Office.

      Ang termination of contract according to SLL Article (74) (1) If both parties agree to terminate it, provided that the worker’s consent be in writing.. The party who is harmed by such termination shall be entitled to indemnity (ARt. 77 of SLL). Kung decided ka na e-terminate ag iyong kontrata at nakahanda kang lumaban dapat handa ka rin sa mga consequences nito. Kung sa tantiya mo ay kalabisan ang hinihinging kabayaran puwede mo rin itong ireklamo sa Commission for the Settlement of Labor Disputes para ma-asses ang tunay na halaga ng dapat mong bayaran. in this manner natural lamang na hintayin mo ang resulta ng iyong reklamo.

  3. almost a year na po ako d2 pa saudi, ngyn ko lang po ipapaalam sau ang situation na ito.
    kahit magkasakit ka at ma absent ka sa trabaho, kaltas sa sahod mu. huh. help me po kung anung gagawin ko, dami po kaming pinoy d2 peo ako lang po naghanap ng paraan for matter. restaurant po ako nagtratrabaho.

    maraming salamat po.

    • Article 117 of Sudi Labor Law explains:

      Sick leave – continuous or intermittent during a single year & illness has been proven.

      – 1st 30 days- full-pay

      – next 60 days- 75% of wage

      – following 30 days- no pay

  4. ako poy kakauwi lang galing sa atin at laking gulat ko ng sabihin ng amo ko na may kaso ako sa pulis at ako daw po ay tumakas.sa ngayon po ay di nila marenew ang iqama ko at dito lang ako sa workshop.pinasasahd nmn po ako ng tama.

    • Dapat mo pong malaman kung anong kaso ang kinasasangkutan mo kung sakali man na ikaw ang taong ito na may kaso. Dapat rin pong ayosin mo ito dahil pag tumagal mas lalo pong maging mahirap ang pag clear ng pangalan mo kung mag exit ka na. una mong gawin, puntahan mo ang police precinct na kung saan nagsimula ang record ng kaso, kung sakali man na ikaw ang sinasabing tao.

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