Notice Period Calculator KSA: How It Works

The Notice Period Calculator for KSA works out how much notice an employer or employee must give to end an employment contract in Saudi Arabia, based on the contract type and the payment period. You enter whether the contract is fixed-term or indefinite and the salary payment cycle, and the calculator returns the minimum statutory notice period in days, as set out in the Saudi Labor Law. This article explains the legal basis, how the calculation works, and what to watch out for when applying it.

Formula

The statutory notice period depends only on the type of employment contract:

• Unlimited (indefinite) contract: 30 days notice.
• Fixed-term contract: 60 days notice if the employee has served more than 5 years, otherwise 30 days.

In the calculator, t is the contract type (1 = unlimited, 2 = fixed-term), and p is the salary payment period (1 = monthly, 2 = weekly). The salary payment period does not change the notice length under Saudi law, so it is included only for clarity. The output notice is the minimum number of calendar days.

Worked Example

Using the default values (unlimited contract, monthly salary):

1. Contract type = 1 (unlimited) → base notice = 30 days.
2. Salary period = 1 (monthly) → no additional days.
3. Notice = 30 + 0 = 30 days.

For a fixed-term contract with more than 5 years of service, the notice would be 60 days. For a fixed-term contract with less than 5 years, it remains 30 days.

When Is This Calculator Useful?

Use this calculator when you are planning to resign or terminate an employee in Saudi Arabia and need to know the minimum notice you must give. It is also useful for estimating the notice period when drafting a contract or when checking whether a termination is lawful. The Saudi Labor Law (Royal Decree No. M/51) sets these minimums, but the actual contract may specify a longer notice period – the law only sets the floor.

How to Read the Result

The result is the number of calendar days, not working days. If you get 30 days, that means the notice period starts the day after the notice is delivered and ends 30 calendar days later. If the last day falls on a weekend or public holiday, the notice period is not extended – it ends on that day. The employee is entitled to their full salary during the notice period, and any unused annual leave must be paid out.

Common Mistakes and Misconceptions

• Mistake: Counting working days. The law counts calendar days, so weekends and holidays are included.
• Mistake: Assuming the salary period matters. Whether you pay monthly or weekly, the notice is the same – the law does not tie notice length to pay frequency.
• Misconception: The notice period can be waived. Both parties can agree to waive the notice, but only if the employee has already served the notice or if the termination is for a legal reason like mutual consent.
• Misconception: Fixed-term contracts always need 60 days. The 60-day rule applies only when the employee has worked more than 5 years under the same contract.

Limitations of the Formula

This calculator only gives the statutory minimum. It does not account for:

• Contract terms that specify a longer notice period (which are valid).
• Probation periods – during probation, either party can terminate with no notice, but the probation period cannot exceed 90 days.
• Cases where the employee resigns without notice – the employer may deduct up to 15 days’ pay as compensation, but only if the contract allows it.
• Termination for gross misconduct – in such cases, notice may not be required at all.

For any dispute, the Labor Court and the Ministry of Human Resources and Social Development (MHRSD) have the final say.

Practical Tips for Employers and Employees

• Always put the notice period in writing and keep a copy – oral notice is hard to prove.
• If you are the employer, calculate the end date carefully and pay the employee through that date.
• If you are the employee, you must continue working during the notice period unless the employer releases you early – otherwise you may lose your end-of-service benefits.
• Check your contract – many companies specify 60 or 90 days, which is allowed as long as it is equal for both parties.

Frequently Asked Questions

What is the notice period for a fixed-term contract in Saudi Arabia?

For a fixed-term contract, the notice is 30 days if the employee has served less than 5 years, and 60 days if more than 5 years. The contract may specify a longer period, but it cannot be shorter than the statutory minimum.

Can an employer terminate without notice in Saudi Arabia?

Yes, in cases of gross misconduct as defined in Article 80 of the Labor Law, such as assault, theft, or revealing trade secrets. The employer must still follow due process and provide evidence.

Does the notice period include weekends and holidays?

Yes, the notice period is counted in calendar days. Weekends and public holidays are included, and the notice ends on the last day even if it is a non-working day.

What happens if I resign without giving notice?

The employer can deduct up to 15 days’ salary as compensation, but only if the contract includes such a clause. The employee may also lose the end-of-service benefit if the resignation is without a valid reason.

Can the notice period be waived by mutual agreement?

Yes, both parties can agree to waive the notice period, but the waiver must be in writing. The employee is still entitled to all accrued rights, such as unpaid salary and leave.

Is the notice period different for expatriates?

No, the notice period rules apply equally to Saudi and expatriate employees. However, for expatriates, the employer must also cancel the Iqama (residence permit) and pay all dues before the employee leaves the country.

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in t | Contract type | - | 1 | 1 | 2
in p | Salary payment period | - | 1 | 1 | 2
out notice | Minimum notice period | days | (t * 30) + (p * 0) | 0