Article 11 of the Saudi Employee Discipline Law
المادة 11 من نظام الانضباط الوظيفي
The article provides that a recommendation to dismiss an employee at grade 14 or 15 or their equivalents is referred to the Authority, which considers the dismissal before the competent court or returns it to the body with a proposal for another penalty.
Official text (Arabic)
This article has not been amended since the law was issued.
إذا أوصت اللجنة بإيقاع جزاء الفصل على من يشغل أيًّا من المرتبتين (الرابعة عشرة) و(الخامسة عشرة) أو ما يعادلهما؛ فيحيل الوزير المخالفة المرتكبة من الموظف إلى الهيئة -لاستكمال ما يلزم وفقًا لاختصاصها- لتنظر في إيقاع جزاء الفصل أمام المحكمة المختصة، أو إعادة إحالة المخالفة إلى جهة عمل الموظف، مع اقتراح أي جزاء آخر غير الفصل.
This is the official Arabic wording, the only legally binding version. We do not translate the law itself; the explanation below is ours. Official source: Bureau of Experts at the Council of Ministers
Article 11 explained in plain English
This article sets a special rule for senior employees: those who hold grade 14 or grade 15 or their equivalents.
If the committee for considering violations recommends imposing the penalty of dismissal on one of them, the Minister refers the violation to the Oversight and Anti-Corruption Authority to complete what is required under its jurisdiction. The Authority then has one of two courses:
- To consider imposing the penalty of dismissal before the competent court.
- Or to refer the violation back to the employee's employing body with a proposal for any penalty other than dismissal.
The article does not name the competent court.
Article 10 provides that its provisions apply subject to this article, so while the dismissal of other employees goes through a second committee formed by the Minister with the participation of a representative of the Ministry of Human Resources and Social Development, the dismissal of employees at these two grades is subject to the special path here. Article 12 lists requests to dismiss employees at these two grades among what is referred to the Authority, and explains that if the violation is established and the Authority sees dismissal as appropriate, it files the claim before the competent court and notifies the government body to which the employee belongs.
Because this path ends before the courts, anyone facing it is advised to consult a lawyer specializing in administrative cases.
Practical example
The violations committee in a ministry recommended dismissing an official at grade 15. The Minister did not issue the dismissal decision but referred the violation to the Oversight and Anti-Corruption Authority, which may consider the dismissal before the competent court, or return the violation to the ministry with a proposal for a penalty other than dismissal.
Translated from our Arabic explanation with machine assistance. For guidance only; it does not replace advice from a lawyer on your situation.
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Frequently asked questions about Article 11 of the Saudi Employee Discipline Law
How is a grade 15 employee dismissed on disciplinary grounds?
If the committee recommends dismissing him, the Minister refers the violation to the Oversight and Anti-Corruption Authority to consider imposing the penalty of dismissal before the competent court, or to return the violation to his employing body with a proposal for a penalty other than dismissal.
What does the Minister do if the committee recommends dismissing a grade 14 employee?
He refers the violation committed by the employee to the Oversight and Anti-Corruption Authority to complete what is required under its jurisdiction.
Can the employee be punished with something other than dismissal in this case?
Yes. The Authority may refer the violation back to the employee's employing body with a proposal for any penalty other than dismissal.
More articles on Disciplinary Dismissal from Service
- Article 4
The article requires the employee to be investigated, confronted and heard in writing before any penalty, with a reasoned decision, and bars filling the dismissed employee's job before the decision becomes unchallengeable or the judgment final.
1- لا يجوز إيقاع أي جزاء على الموظف إلَّا بعد التحقيق معه، ومواجهته بالمخالفة المنسوبة إليه، وسماع أقواله، وتحقيق دفاعه، وإثبات ذلك كتابة في محضر. ويكون القرار
- Article 6
The article sets the disciplinary penalties for an employee: a written warning, a salary deduction within limits, forfeiting an annual increment, not considering promotion for up to two years, and dismissal.
الجزاء الذي يجوز إيقاعه على الموظف هو: 1- الإنذار المكتوب. 2- الحسم من الراتب بما لا يتجاوز صافي راتب (ثلاثة) أشهر على ألَّا يتجاوز المحسوم شهريًّا (ثلث) صافي ا
- Article 10
The article regulates referring the employee to the committee and the Minister's approval of its recommendations, considering dismissal in a special committee, proportionality and non-duplication of penalties, and the Minister's right to refer to the Authority.
مع مراعاة ما نصت عليه كلٌّ من المادتين (الحادية عشرة) و(الثانية عشرة) من النظام: 1- إذا ظهر للجهة ارتكاب موظف لمخالفة، فيحال إلى اللجنة للتحقيق معه للنظر في إيق
- Article 17
The article lets the government body, the Authority or the court suspend an employee from duty for a period or periods not exceeding two years, and treats a dismissed employee's service as ended from the date of suspension or detention, whichever is earlier.
1- تصدر الجهة الحكومية، أو الهيئة، أو المحكمة المختصة -كل بحسب اختصاصه وبما تقتضيه مصلحة العمل، أو التحقيق، أو المحاكمة- قرار كفِّ يد الموظف لمدة (أو مدد) لا تت
The texts are reproduced from the official website of the Bureau of Experts at the Council of Ministers for reference; where they differ, the officially published Arabic text prevails. This content is not legal advice.