Article 114 of the Saudi Labor Law
المادة 114 من نظام العمل · الباب السادس: شروط العمل وظروفه
Article 114 gives a worker Hajj leave with pay of 10 to 15 days, once during their service, provided they have completed two continuous years with the employer.
Official text (Arabic)
This article has not been amended since the law was issued.
للعامل الحق في الحصول على إجازة بأجر لا تقل مدتها عن عشرة أيام ولا تزيد على خمسة عشر يومًا بما فيها إجازة عيد الأضحى؛ وذلك لأداء فريضة الحج لمرة واحدة طوال مدة خدمته إذا لم يكن قد أداها من قبل، ويشترط لاستحقاق هذه الإجازة أن يكون العامل قد أمضى في العمل لدى صاحب العمل سنتين متصلتين على الأقل، ولصاحب العمل أن يحدد عدد العمال الذين يمنحون هذه الإجازة سنويًّا وفقًا لمقتضيات العمل.
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 114 explained in plain English
Article 114 of the Labor Law regulates a right specific to a Muslim worker who has not previously performed the obligation of Hajj, which is to obtain paid leave to perform this obligation. This article falls within the group of special leaves the law provides, alongside marriage, bereavement and newborn leave in Article 113 and examination leave in Article 115.
The length of the leave: not less than 10 days and not more than 15 days, and Eid al-Adha leave is counted within this period, not added to it; that is, the days of Eid are part of the Hajj leave and not an addition to it.
Conditions of entitlement as they appear in the text:
- The leave must be to perform the obligation of Hajj, that is, the obligatory Hajj, not voluntary Hajj or Umrah.
- The worker must not have performed the obligation before.
- The worker must have spent at least two continuous years working for the same employer.
- The leave is granted only once during the whole period of the worker's service with the employer.
The employer's right to organize: the law permits the employer to determine the number of workers granted this leave each year according to the requirements of the work, so that the establishment does not come to a halt if a large number of workers request Hajj in one season. This does not mean the worker's right is forfeited, but it may lead to its being postponed to a later season.
Note that Article 114 does not expressly provide the employer's right to request supporting documents, unlike Articles 113 and 115, which expressly provide for that. If a dispute arises over entitlement or postponement, it is advisable to consult a lawyer who specializes in labor cases.
Practical example
Ahmed has worked for a company in Jeddah for 3 continuous years and has never before performed the obligation of Hajj. He applied for Hajj leave before the Hajj season, and the company granted him 12 days with full pay including the days of Eid al-Adha, relying on Article 114. In the same year his colleague Khalid, who had spent only one year at the company, made the same request, and it was refused because the condition of two continuous years was not met. A third colleague, who had performed Hajj before joining the company, is not covered by this leave because it is provided for someone who has not performed the obligation before.
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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Active contributorFrequently asked questions about Article 114 of the Saudi Labor Law
How long is Hajj leave under the Saudi Labor Law?
Article 114 provides that Hajj leave with pay is not less than 10 days and not more than 15 days, and Eid al-Adha leave is counted within this period.
What is the condition for entitlement to Hajj leave?
The worker must have spent at least two continuous years working for the employer, must not have previously performed the obligation of Hajj, and the leave is granted once during the whole period of service.
Can an employer refuse Hajj leave?
Article 114 permitted the employer to determine the number of workers granted this leave each year according to the requirements of the work, that is, it can organize granting it and distributing it across the years, without forfeiting the right provided for a worker who meets the conditions.
Is Hajj leave paid?
Yes. Article 114 expressly provides that it is leave with pay.
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لا يجوز لصاحب العمل إنهاء خدمة العامل بسبب المرض، قبل استنفاذه المدد المحددة للإجازة المنصوص عليها في هذا النظام، وللعامل الحق في أن يطلب وصل إجازته السنوية بال
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لكل عامل الحق في إجازة بأجر كامل في الأعياد والمناسبات التي تحددها اللائحة.
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.