Article 155 of the Saudi Labor Law
المادة 155 من نظام العمل · الباب التاسع: تشغيل النساء
The article prohibits the employer from dismissing a woman worker or giving her notice of dismissal during pregnancy, maternity leave or illness arising from them, provided the illness is medically proven and absence does not exceed 180 days a year.
Official text after amendments (Arabic)
Compiled from the original text and every officially published amendment; the amendments are shown in full below for comparison.
لا يجوز لصاحب العمل فصل العاملة أو إنذارها بالفصل أثناء حملها أو تمتعها بإجازة الوضع، ويشمل ذلك مدة مرضها الناشئ عن أي منهما، على أن يثبت المرض بشهادة طبية معتمدة، وأن لا تتجاوز مدة غيابها (مائة وثمانين) يوماً في السنة سواءً أكانت متصلة أم متفرقة.
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 155 explained in plain English
This article gives special protection to the working woman in one of the most sensitive periods of her working life. It prevents the employer from taking two specific actions: dismissing the worker or giving her notice of dismissal, during three specific periods:
- During pregnancy: from the beginning of pregnancy until childbirth.
- During maternity leave: the leave the worker receives on the occasion of childbirth.
- During her illness arising from pregnancy or childbirth: that is, if she falls ill with a disease caused by pregnancy or childbirth, the protection extends to cover the duration of this illness as well.
However, protection in the third case (illness) is subject to two conditions that must both be met:
- The illness must be proven by an approved medical certificate; the worker's claim of illness without a medical document is not enough.
- Her absence must not exceed 180 days in the year, whether these days are consecutive or spread across the year.
Note that the article prohibits not only dismissal but even notice of dismissal; that is, the employer cannot serve notice of terminating the contract during these periods so that the actual termination takes place after they end.
This article is within Part Nine on the employment of women, and it complements the protection set by Article 154, which gives the worker, after returning from maternity leave, a nursing break or breaks totaling no more than one hour a day, counted as actual working hours without deduction from pay. While Article 154 protects the worker's right to care for her newborn during work, Article 155 protects her remaining in work in the first place.
This article was amended by Royal Decree No. M/134 dated 27/11/1440 AH, and the explanation above reflects the text in force after the amendment.
If a woman worker is dismissed or given notice of dismissal during these periods, it is appropriate for her to keep the medical reports and whatever proves the date of dismissal, and to consult a labor lawyer to learn the options available to her according to her circumstances.
Practical example
Noura works at a company in Jeddah. In the fifth month of her pregnancy she developed health complications arising from the pregnancy, and obtained approved medical reports proving this, and was absent from work for 60 days spread across the year. After that, the company's management served her a notice of dismissal because of her frequent absence. Here the notice violates Article 155, because Noura is pregnant, her illness arises from the pregnancy and is proven by an approved medical certificate, and her absence did not exceed 180 days in the year. But if her absence had exceeded 180 days in the year, or she had not provided an approved medical certificate, the protection this article sets for the case of illness would not apply in this way.
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 155 of the Saudi Labor Law
Can a pregnant employee be dismissed in Saudi Arabia?
No. Article 155 of the Labor Law provides that the employer may not dismiss a woman worker or give her notice of dismissal during her pregnancy, or during maternity leave.
Does the protection cover the period of illness caused by pregnancy or childbirth?
Yes. The protection extends to the duration of the worker's illness arising from pregnancy or childbirth, provided the illness is proven by an approved medical certificate and her absence does not exceed 180 days in the year, whether consecutive or not.
Can the employer give notice of dismissal during maternity leave to take effect afterward?
No. The article prohibits the notice of dismissal itself during pregnancy, maternity leave or the duration of illness arising from them, not only carrying out the dismissal.
How does Article 155 relate to Article 154 of the Labor Law?
Article 154 gives the worker, after returning from maternity leave, nursing breaks of no more than one hour a day without deduction from pay, while Article 155 protects the worker from dismissal or notice of dismissal during pregnancy, maternity leave and illness arising from them.
Amendment history
Royal Decree No. M/134 — 27/11/1440 AH
Official amendment text (Arabic)
عُدلت هذه المادة بموجب المرسوم الملكي رقم (م / 134) وتاريخ 27 / 11 / 1440هـ، لتكون بالنص الآتي: "لا يجوز لصاحب العمل فصل العاملة أو إنذارها بالفصل أثناء حملها أو تمتعها بإجازة الوضع، ويشمل ذلك مدة مرضها الناشئ عن أي منهما، على أن يثبت المرض بشهادة طبية معتمدة، وأن لا تتجاوز مدة غيابها (مائة وثمانين) يوماً في السنة سواءً أكانت متصلة أم متفرقة".
Original text before the amendments (Arabic)
لا يجوز لصاحب العمل فصل العاملة أو إنذارها بالفصل أثناء تمتعها بإجازة الوضع.
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يحق للمرأة العاملة عندما تعود إلى مزاولة عملها بعد إجازة الوضع أن تأخذ بقصد إرضاع مولودها فترة أو فترات للاستراحة لا تزيد في مجموعها على الساعة في اليوم الواحد،
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.