Labour Lawyer Jeddah: Dismissal, Unpaid Dues and Settlement
The labour lawyer Jeddah team at Al Safwa Law Firm follows your dispute with an employer or an employee from amicable settlement to the Labor Court: a dismissal, delayed wages, an end-of-service award that was never paid, or a disciplinary penalty you want to challenge.
Most labor disputes in Jeddah start with the free amicable settlement service (Wedy) of the Ministry of Human Resources and Social Development (HRSD), filed with the settlement office of the city where you last worked. If no settlement is reached within 21 working days, the case is referred to the Labor Court. Any claim must be brought within 12 months of the end of employment.
We start with your employment contract and documents, then explain your rights under the Saudi Labor Law as amended in 2025, the deadlines that apply and your next step. We act for employees and employers, including expats and foreign-owned companies. Our office is in Jeddah on Prince Mohammed bin Abdulaziz Street (Tahlia), Al-Yamamah Building, and office visits are by appointment only, Sunday to Thursday, 2:00 to 5:00 pm.
What should you send us?
- Your employment contract.
- The dismissal letter or penalty decision.
- Your latest payslip.
- The date the employment ended, if it has ended.
- Your amicable settlement request number, if any.
When Do You Need a Labour Lawyer in Jeddah?
Most labor disputes start with a simple question: was what happened lawful? The earlier the file is reviewed, the clearer your options are and the further you are from missing a legal deadline. These are the three situations where reviewing the file early with a labour lawyer in Jeddah usually matters most.
Dismissal and Termination of the Contract
If your contract was ended and you believe the reason was not legitimate, we review the contract type, the reason given and whether notice was respected. Under amended Article 75, an indefinite contract with monthly pay needs written notice of at least 30 days from the employee or 60 days from the employer. We then tell you whether compensation is due and how it is calculated.
Wages and Other Dues
Delayed salaries, allowances or leave pay that were never paid, or an end-of-service award calculated incorrectly. We arrange each claim according to the contract, payslips and bank statements. Where an employer fails in its essential obligations, such as paying wages, Article 81 of the Labor Law allows the worker to leave without notice while keeping their rights.
Disciplinary Penalties and Final Clearance
Before you sign a final clearance (release), or after a penalty is imposed on you, we review the wording and the time left to file a grievance or an objection. A clearance signed in haste can make it harder to claim amounts you are still owed.
Key Rights We Help You Claim
What you can claim depends on the contract type, the reason the contract ended and your length of service, so we review each right on its own before combining them in one claim.
End-of-Service Award
Article 84 of the Labor Law sets the award at half a month’s wage for each of the first five years and one month’s wage for each year after that, based on the last wage, with part years paid pro rata. If the worker resigns, Article 85 reduces the award according to length of service. Try our end-of-service calculator or read the full rules in our guide to end-of-service benefits.
Compensation for Unlawful Termination
If the contract does not set its own compensation, Article 77 gives 15 days’ wage for each year of service in an indefinite contract, or the wage for the remaining term in a fixed-term contract, and never less than two months’ wage. The 2025 amendments did not change this article. Read more on Article 77 compensation for termination without a legitimate reason.
Delayed Wages
We review payslips, Mudad wage protection records and bank transfers to identify the unpaid amounts and the months they cover. Under Article 94, the Labor Court can fine an employer up to double the amount unlawfully deducted or delayed.
Work Injuries
We explain which body is competent to compensate a work injury and which documents you need, such as medical reports and any record of the incident. Under Article 34 of the Law of Civil Procedure, labor courts hear disputes over work injuries and their compensation, and complaints after an objection to a decision of the General Organization for Social Insurance (GOSI) is refused.
Challenging Disciplinary Penalties
Under Article 72 of the Labor Law, the worker may file a written grievance with the employer within 30 days of being notified of the penalty, excluding official holidays. If the grievance is rejected or not decided in writing within 15 days, the worker may challenge the penalty before the Labor Court within 30 days.
Representing Employers
For employers in Jeddah, we review employment contracts and termination procedures before a decision is taken, and we answer workers’ claims at amicable settlement and before the Labor Court. Before dismissing a worker without notice or award, check that the facts fit one of the cases in Article 80 of the Labor Law and that the worker was given a chance to object.
The Path of a Labor Case in Jeddah
Most labor disputes pass through the same stages in order. We tell you which stage you are at and what is needed from you there.
File Assessment
We review the contract, the wage, the cause of the dispute and the deadlines before any request is filed.
Amicable Settlement (Wedy)
A free online request through HRSD, with the settlement office of the city where you last worked. Referred to court if not settled within 21 working days.
No Settlement Reached
If the parties do not settle, the settlement office records that the dispute could not be settled and the case moves to the Labor Court.
Labor Court
We draft the statement of claim and the requests on Najiz and attend the hearings. Labor cases are examined with urgency.
Judgment and Appeal
We review the judgment and the appeal deadline shown on Najiz, then decide whether the next step is an appeal or enforcement.
Enforcement
We follow enforcement of the judgment at the Enforcement Court until the amounts are collected, within what the law allows.
The Deadline to File a Labor Claim
Article 234 of the Labor Law, as published in English by HRSD, says a claim for any right under the Labor Law or the employment contract is not admissible before the labor courts after 12 months from the end of the employment relationship, unless the claimant gives an excuse the court accepts or the defendant acknowledges the right.
So do not put off reviewing your rights after you leave a job. The amicable settlement request must also be filed within 12 months. For the steps before and inside the court, read our guide to the labour court in Saudi Arabia.
Common Mistakes in Labor Files
- Waiting until the 12-month limit has passed.
- Signing a final clearance without a review.
- Leaving the job without proof of the reason.
- Missing the settlement session, so the request is closed.
- Ending a contract without checking the Article 80 cases.
- Relying on an oral agreement about the wage.
- Not keeping bank statements and payslips.
- Calculating the award on anything but the last wage.
Our fees are agreed in writing before we start, according to the type of service and the stage of the case.
Is Your Labor Dispute at Settlement or in Court?
Send us your request or case number with your employment contract, and we will explain what can be done now, before your next session.
Documents That Help Us Assess Your File
You do not need every document to start, but each one shortens the review and makes the assessment more accurate. Under Article 9, contracts and records are governed by their Arabic text, so if your contract is bilingual, send the Arabic version too.
Send whatever you have on WhatsApp.
Employment contract and its annexes.
Dismissal or resignation letter.
Penalty decision or warnings.
Bank statements and payslips.
Social insurance (GOSI) records.
Correspondence with the other party.
Amicable settlement record.
A copy of the judgment, if issued.
FAQs About a Labour Lawyer in Jeddah
Do I have to start with amicable settlement before the Labor Court?
In most labor disputes, yes. HRSD describes amicable settlement (Wedy) as the first stage of a dispute between a worker and an employer. The request is filed online, free of charge, with the settlement office of the city where you last worked. If the parties do not settle, the case moves to the Labor Court.
How long does amicable settlement take?
HRSD sets a period of 21 working days for amicable settlement. The parties first get a week for direct negotiation, followed by settlement sessions and mediation. If no settlement is reached within the 21 working days, the case is referred to the Labor Court, where the claim continues as a statement of claim on Najiz.
How long do I have to file a labor case?
Twelve months from the end of the employment relationship. Under Article 234 of the Labor Law, a claim filed after that is not admissible unless the claimant gives an excuse the court accepts or the defendant acknowledges the right. The amicable settlement request must also be filed within 12 months, so start well before the deadline.
How is the end-of-service award calculated?
Under Article 84, the award is half a month’s wage for each of the first five years and one month’s wage for each later year, based on the last wage. On resignation, Article 85 gives one third after 2 to 5 years, two thirds after more than 5 and under 10 years, and the full award after 10 years.
Do you also represent employers?
Yes. A labour lawyer in Jeddah from our team can act for employees or employers. For employers, we review employment contracts, warnings and termination procedures before a decision is taken, and we prepare replies to workers’ claims at amicable settlement and before the Labor Court, including the written reply memo to a statement of claim.
Can my labor case be followed remotely?
Yes. You can send your documents on WhatsApp, and the procedures are followed on HRSD’s electronic platforms and on Najiz. Amicable settlement is offered in Arabic, English and Urdu. If we represent you, the power of attorney must include the powers to attend settlement and to settle or waive claims, and the power to plead in court.
Start Your File Review With a Labour Lawyer in Jeddah
Send a short summary of the dispute and the documents you have. A labour lawyer in Jeddah from our team reviews them and explains:
- Your likely rights under the contract and the law.
- The time left to bring a claim.
- Whether you start at amicable settlement or are already in court.
- Any missing documents.
- The scope of the service and the fees before we start.
- Customer service daily from 8:00 am to 12:00 midnight.
- Office visits by appointment only.
For services across Saudi Arabia: Labor case lawyer in Saudi Arabia • Labor office lawyer • Article 77 of the Saudi Labor Law • Article 80 dismissal cases
Sources (checked November 2026): Labor Law, Royal Decree No. M/51, Bureau of Experts at the Council of Ministers; Labor Relations, Articles 50 to 88, HRSD; Article 234, HRSD; Friendly Settlement for Labor Disputes service, HRSD; Law of Civil Procedure, Article 34, Ministry of Justice.