Article 119 of the Saudi Labor Law
المادة 119 من نظام العمل · الباب السابع: العمل لبعض الوقت
A full-time worker does not become a part-time worker if their ordinary hours are reduced collectively and temporarily for economic, technical or structural reasons.
Official text (Arabic)
This article has not been amended since the law was issued.
لا يعد العاملون طوال الوقت الذين يتأثرون بتخفيض جماعي ومؤقت لساعات عملهم العادية لأسباب اقتصادية أو تقنية أو هيكلية عاملين لبعض الوقت.
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 119 explained in plain English
This article opens Part Seven of the Labor Law on part-time work, and its aim is to identify who is not considered a part-time worker even if their hours of work actually decrease. The rule is that a worker hired full-time keeps that status, and is not treated as a part-time worker, if the following conditions are all met:
- The worker must be full-time to begin with, that is, their contract and agreement with the employer are based on working the full ordinary hours.
- The reduction must be collective, meaning it covers a group of workers and not a particular worker.
- The reduction must be temporary, not permanent.
- Its reason must be economic, technical or structural, such as a decline in activity, a change in systems and machinery, or reorganization of the establishment.
The importance of this distinction appears when reading Article 120, which provides that the provisions of the Labor Law apply to part-time workers only within the limits the Minister sets in the rules and controls he issues, except for protection relating to occupational safety and health and work injuries. If a full-time worker were treated as part-time merely because their hours were temporarily reduced, that could weaken the scope of the law's application to them; Article 119 therefore protects them by keeping their status as a full-time worker, with the full application of the law's provisions that follows from it.
In practical terms, this article settles only the question of legal characterization, that is, the worker's status, and does not itself address the effect of the reduction on wages or the conditions for agreeing to it; those are matters governed by other provisions of the law and the contract. If the reduction is individual, or permanent, or for reasons other than those mentioned, the conditions of this article are not met, and reference is then made to the law's definition of part-time work and to the rules the Minister issues under Article 120. A person facing a change in their working hours who fears for their rights is advised to consult a lawyer who specializes in labor cases to assess their position precisely.
Practical example
A factory in Dammam saw its orders fall because of market conditions, and decided for 3 months to reduce the daily working hours of all production-line workers from 8 hours to 6, with hours to return to normal after this period ends. Saad is one of these workers and is hired on a full-time contract. Under Article 119, Saad is not considered a part-time worker during these months, because the reduction is collective and temporary and its cause is economic; he therefore remains a full-time worker, the provisions of the Labor Law apply to him in full, and he is not subject to the limited scope that Article 120 provides for part-time workers.
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 119 of the Saudi Labor Law
Do I become a part-time worker if my employer reduces my hours?
No. If you are a full-time worker and the reduction is collective and temporary and for economic, technical or structural reasons, Article 119 expressly provides that you are not considered a part-time worker and you keep your status.
What conditions does Article 119 require for a worker to remain full-time?
The worker must be full-time to begin with, and the reduction of their ordinary hours must be collective and temporary and due to economic, technical or structural reasons. These conditions must all be met together.
Why does the distinction between full-time and part-time work matter?
Because Article 120 provides that the provisions of the Labor Law apply to part-time workers only within the limits the Minister sets, except for protection in occupational safety and health and work injuries, whereas the full provisions of the law apply to a full-time worker.
Does Article 119 address the effect of reduced hours on wages?
No. The article only determines the worker's status and confirms that they remain a full-time worker, and it contains no ruling on wages or the conditions of the reduction. Those matters are governed by other provisions, and it is advisable to consult a labor lawyer about them.
More articles on Part-Time Work
- Article 5Amended (1436 AH)
Article 5 sets the scope of the Labor Law: every paid employment contract under an employer's management, government and public-body workers, charity workers, training contracts, and part-time workers within set limits.
تسري أحكام هذا النظام على الآتي : 1 - كل عقد عمل يلتزم بمقتضاه أي شخص بالعمل لمصلحة صاحب عمل وتحت إدارته أو إشرافه؛ مقابل أجر. 2 - عمال الحكومة والهيئات والمؤسس
- Article 120
Article 120 authorizes the Minister to set the rules for part-time work and each party's obligations; the law applies to these workers only within the limits he sets, with safety, occupational health and work injury protection fully ensured.
يصدر الوزير القواعد والضوابط اللازمة لتنظيم العمل لبعض الوقت، يحدد فيه الالتزامات المترتبة على كل من العامل لبعض الوقت وصاحب العمل، ولا تسري أحكام هذا النظام إل
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.