Article 165 of the Saudi Labor Law
المادة 165 من نظام العمل · الباب العاشر: تشغيل الأحداث
Before employing any juvenile, the employer must obtain proof of his identity or birth, a certified medical fitness certificate and his guardian's consent, and keep them in his file.
Official text (Arabic)
This article has not been amended since the law was issued.
على صاحب العمل قبل تشغيل الحدث أن يستوفي منه المستندات الآتية:
1 - بطاقة الهوية الوطنية أو شهادة رسمية بميلاده.
2 - شهادة باللياقة الصحية للعمل المطلوب صادرة من طبيب مختص ومصدق عليها من جهة صحية.
3 - موافقة ولي أمر الحدث.
ويجب حفظ هذه المستندات في الملف الخاص بالحدث.
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 165 explained in plain English
Article 165 of the Labor Law sets a precondition for employing a juvenile: the employer may not begin employing him before obtaining three specific documents from him, and then keeping them in a file specific to that juvenile.
Documents required before employment:
- Proof of age: the national ID card or an official birth certificate of the juvenile. The practical purpose is to verify his true age, because all the provisions on employing juveniles rest on age.
- Medical fitness certificate: it must be specific to the work required (not a general health certificate), issued by a specialist physician, and attested by a health authority.
- The consent of the juvenile's guardian: the juvenile's own agreement to work is not enough; his guardian's consent is required.
The duty to keep them: it is not enough to look at these documents; the article requires keeping them in the juvenile's file, so that they are available at any inspection or dispute.
Who bears the obligation? The obligation falls on the employer alone; it is the one required to request the documents, verify them and keep them, and it is not excused on the claim that the juvenile or his guardian did not provide them.
How does this article relate to those around it?
- This article comes before the stage of employment, while Article 164 regulates what follows: a juvenile may not be actually employed more than 6 hours a day, and 4 hours in Ramadan, with rest periods, and he may not be employed on weekly rest days, feasts or annual leave.
- It is completed by Article 166, which requires the employer to notify the competent labor office of every juvenile it employs within the first week of employing him, and to keep a special register of juvenile workers containing the juvenile's name, age, the guardian's full name, place of residence and date of employment.
The documents Article 165 requires are thus the basis from which the register's data under Article 166 are drawn. If a guardian or employer faces a practical problem applying these provisions, it is best to consult a lawyer specialized in labor cases.
Practical example
Khalid, a juvenile, applied to work at a bakery in Jeddah during the summer vacation. Before the bakery owner allowed him to start, he asked for a copy of his national ID card to verify his age, then asked for a medical fitness certificate proving his fitness to work in the bakery specifically, issued by a specialist physician and attested by a health authority, and also asked for his father's written consent. After receiving the three documents he placed them in a file in Khalid's name at the workplace, then notified the competent labor office within the first week and recorded his data in the register of juvenile workers under Article 166, and arranged his working hours so as not to exceed the limits in Article 164.
Translated from our Arabic explanation with machine assistance. For guidance only; it does not replace advice from a lawyer on your situation.
How we write and review contentA question about Article 165 of Labor Law?
Describe what happened and specialist lawyers answer. You can write in English.
- Completely free
- Lawyers from the directory answer
- Your name stays hidden
Labour & Employment Law lawyers: ask a specialist about your case
Describe your situation briefly and we'll suggest a lawyer who specialises in this law
Labour & Employment Law lawyers
Lawyers who handle this kind of case
شركة امتداد النظام للمحاماة والاستشارات المهنية
- Labour & Employment Law
- Criminal Law
Dr. Ali Al-Rubaie Law Office and Ittihad Al-Asr Legal Company
Active contributorFrequently asked questions about Article 165 of the Saudi Labor Law
What documents must an employer obtain before employing a juvenile?
Three documents: the national ID card or an official birth certificate, a medical fitness certificate for the work required issued by a specialist physician and attested by a health authority, and the consent of the juvenile's guardian.
Is any medical certificate enough to employ a juvenile?
No. Article 165 requires the certificate to be for medical fitness for the specific work required, issued by a specialist physician, and attested by a health authority.
Can a juvenile be employed with his own consent without his guardian's consent?
No. The article expressly provides that the consent of the juvenile's guardian must be obtained before employing him, among the three documents required.
What does the employer do with the documents after receiving them?
It must keep them in the juvenile's file. In addition, under Article 166, it must notify the competent labor office within the first week of employment and keep a special register of juvenile workers.
More articles on Employment of Juveniles
- Article 131 bisAmended (1442 AH)
Article 131 bis authorizes the Minister to specify by decision the dangerous or harmful occupations and work, and the categories barred from them or employed only on special conditions, consistent with international conventions.
يحدد الوزير – بقرار منه – المهن والأعمال التي تعد خطرة أو ضارة أو من شأنها أن تعرض العامل لأخطار أو أضرار غير عادية، والفئات التي يحظر -–دائماً أو مؤقتاً _ تشغي
- Article 161
Article 161 prohibits employing juveniles in hazardous work, harmful industries and any occupation that may threaten their health, safety or morals, with the Minister specifying such work by decision.
لا يجوز تشغيل الأحداث في الأعمال الخطرة أو الصناعات الضارة، أو في المهن والأعمال التي يحتمل أن تعرض صحتهم أو سلامتهم أو أخلاقهم للخطر، بسبب طبيعتها أو الظروف ال
- Article 162
Article 162 prohibits employing anyone under 15 or letting them enter workplaces, while allowing the Minister to permit light work for those aged 13 to 15 under set conditions.
1- لا يجوز تشغيل أي شخص لم يتم الخامسة عشرة من عمره ولا يسمح له بدخول أماكن العمل، وللوزير أن يرفع هذه السن في بعض الصناعات أو المناطق أو بالنسبة لبعض فئات الأح
- Article 163
Article 163 prohibits employing juveniles during a night period of at least 12 consecutive hours, except in cases the Minister specifies by decision.
يحظر تشغيل الأحداث أثناء فترة من الليل لا تقل عن اثنتي عشرة ساعة متتالية إلا في الحالات التي يحددها الوزير بقرار منه.
- Article 164
Article 164 sets juveniles' working hours at six a day and four in Ramadan, regulates their rest breaks, and prohibits employing them on leave days and for overtime.
لا يجوز تشغيل الأحداث تشغيلًا فعليًّا أكثر من ست ساعات في اليوم الواحد لسائر شهور السنة، عدا شهر رمضان، فيجب ألا تزيد ساعات العمل الفعلية فيه على أربع ساعات. وت
- Article 166
The article requires the employer to notify the competent labor office of each juvenile it employs within the first week of employing him, and to keep a special register of juvenile workers at the workplace.
على صاحب العمل أن يبلغ مكتب العمل المختص عن كل حدث يشغله خلال الأسبوع الأول من تشغيله، وأن يحتفظ في مكان العمل بسجل خاص للعمال الأحداث يبين فيه اسم الحدث وعمره
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.