Article 13 of the Saudi Employee Discipline Law
المادة 13 من نظام الانضباط الوظيفي
The article requires the Oversight and Anti-Corruption Authority to give the Ministry of Human Resources and the employee's body, if he is still a government employee, a copy of the final judgment issued against him.
Official text (Arabic)
This article has not been amended since the law was issued.
تزود الهيئة وزارة الموارد البشرية والتنمية الاجتماعية والجهة الحكومية التي يتبع لها الموظف -إن كان لا يزال موظفًا حكوميًّا- بصورة من الحكم النهائي الصادر بحقه.
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 13 explained in plain English
This article regulates notification of the final judgment issued against the employee. The Oversight and Anti-Corruption Authority must give a copy of this judgment to each of:
- The Ministry of Human Resources and Social Development.
- The government body to which the employee belongs, if he is still a government employee.
If the employee's service has ended, the article does not mention giving it to his former body, and the copy is still given to the Ministry of Human Resources and Social Development.
This article is linked to Article 12, which sets the cases in which violations are referred to the Authority, and explains that if the Authority finds sufficient evidence it files a claim before the competent court and notifies the government body to which the employee belongs, and that the court may impose any of the penalties provided for in the Law. This article completes that path after the final judgment is issued.
The article sets no deadline for this and no method. It is followed by Article 14, which deals with an employee against whom a final court judgment has been issued in a criminal case with a penalty that does not require dismissal by operation of law.
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 13 of the Saudi Employee Discipline Law
Who is notified of the final judgment issued against the employee?
The Authority gives the Ministry of Human Resources and Social Development and the government body to which the employee belongs, if he is still a government employee, a copy of the final judgment.
Is the employee's body notified if his service has ended?
The article makes giving it to the government body conditional on the person still being a government employee.
More articles on Referral to the Anti-Corruption Authority
- Article 11
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.
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 اله
- Article 12
The article sets the cases in which employee violations are referred to the Oversight and Anti-Corruption Authority, which files the claim before the competent court, and that court may impose any penalty provided for in the Law.
أ- مع مراعاة اختصاصات الهيئة -المقررة نظامًا- يحال إليها الآتي: 1- الموظف الذي نسب إليه ارتكاب مخالفة في جهة حكومية غير التي يعمل فيها، أو الذي نقل منها بعد ارت
- Article 15
The article allows the Authority, in the cases it considers, to close the investigation or propose a penalty specifying the acts attributed, and to refer the file to the employee's body to issue the penalty decision as it sees fit.
للهيئة -في الحالات التي تنظرها- أن تحفظ التحقيق، أو أن تقترح الجزاء المناسب على الموظف، مع بيان الأفعال المنسوبة إليه على وجه التحديد، وتحيل المعاملة إلى جهته ا
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.