Article 153 of the Saudi Labor Law
المادة 153 من نظام العمل · الباب التاسع: تشغيل النساء
Article 153 requires the employer to provide medical care for its woman worker during pregnancy and childbirth.
Official text (Arabic)
This article has not been amended since the law was issued.
على صاحب العمل توفير الرعاية الطبية للمرأة العاملة أثناء الحمل والولادة.
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 153 explained in plain English
Article 153 of the Labor Law places a direct obligation on the employer to provide medical care for the woman working for it during two specific stages: pregnancy and childbirth. It is one of the articles of Part Nine, which regulates the employment of women and gives them additional protection that takes their health circumstances into account.
What does the article mean in practice?
- Who benefits: every woman who works for an employer covered by the Labor Law, with no requirement of a particular length of service or type of contract in the text.
- Who is obligated: the employer; the obligation falls on it, not on the worker.
- Time scope of the obligation: it begins with pregnancy and extends to childbirth, these being the two stages the text expressly mentions.
Note that the text is general: it does not specify the form of medical care or how it is provided, and does not detail its costs or the health facility that provides it. Conditions or details the text does not mention should therefore not be assumed, and the core of the obligation remains clear: the employer must provide this care and may not evade it.
This article is linked with Article 154, which completes the protection after childbirth: when the worker returns from maternity leave it gives her a nursing break or breaks totaling no more than one hour per day, in addition to the rest periods given to all workers, counted as actual working hours and not leading to a reduction in pay. Together the two articles form a chain of protection that starts with pregnancy and extends to the nursing stage.
If the employer refuses to provide medical care, the worker may claim her right under this article, and it is advisable to consult a lawyer specialized in labor cases to assess her particular situation and decide on the appropriate steps.
Practical example
Noura works as an administrative employee at a company in Jeddah and informed human resources of her pregnancy. Under Article 153, the company has an obligation to provide her with medical care throughout pregnancy and at childbirth, and it may not evade this obligation on the ground that pregnancy is a personal matter unrelated to work. After her maternity leave ends and she returns to work, Noura also benefits from what Article 154 provides: a nursing break of no more than one hour per day, counted as part of her actual working hours and without deduction from her pay.
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 153 of the Saudi Labor Law
Is the employer required to provide medical care for a pregnant employee?
Yes. Article 153 of the Labor Law expressly provides that the employer must provide medical care for the woman worker during pregnancy and childbirth.
Is a minimum period of work required to benefit from medical care during pregnancy?
The text of Article 153 mentions no condition relating to length of service or type of contract; the obligation is stated generally for every woman working for the employer.
Does Article 153 specify the type of medical care or who bears its cost?
The text is general and does not specify the form of medical care or the details of its cost; it only obligates the employer to provide it during pregnancy and childbirth.
What rights follow childbirth under the Labor Law?
Article 154 regulates the worker's right, on returning after maternity leave, to a nursing break or breaks totaling no more than one hour a day, counted as actual working hours and not reducing pay.
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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.