Article 28 of the Saudi Labor Law
المادة 28 من نظام العمل · الباب الثاني: تنظيم عمليات التوظيف
Article 28 requires every employer with 25 or more workers, where the nature of its work allows, to employ at least 4% of its workers from vocationally qualified persons with disabilities and report their details to the Ministry.
Official text after amendments (Arabic)
Compiled from the original text and every officially published amendment; the amendments are shown in full below for comparison.
على كل صاحب عمل يستخدم خمسة وعشرين عاملاً فأكثر ، وكانت طبيعة العمل لديه تمكنه من تشغيل المعوقين الذين تم تأهيلهم مهنيًّا أن يشغل 4% على الأقل من مجموع عدد عماله من المعوقين المؤهلين مهنيًّا، سواء أكان ذلك عن طريق ترشيح قنوات التوظيف أو غيرها.
وعليه أن يرسل إلى الوزارة بيانًا بعدد الوظائف والأعمال التي يشغلها ذوو الإعاقة الذين تم تأهيلهم مهنيًّا، وأجر كل منهم.
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 28 explained in plain English
Article 28 of the Labor Law places an obligation on employers to provide a share of jobs for persons with disabilities who have undergone vocational qualification, with the aim of integrating them into the labor market. This obligation applies when two conditions are met together:
- Size of the establishment: the employer employs 25 or more workers.
- Nature of the work: the nature of its activity allows the employment of persons with disabilities who have been vocationally qualified.
If both conditions are met, the employer must make at least 4% of its total workers persons with disabilities who are vocationally qualified. The ratio is a minimum, so the employer may exceed it. The Law does not require any particular way of reaching these workers; it may be through nomination by the employment channels or by any other way the employer chooses.
The article imposes a second obligation of an administrative nature: the employer must send the Ministry a statement containing:
- The number of jobs and positions occupied by vocationally qualified persons with disabilities in its establishment.
- The wage of each of them.
This article was amended by Royal Decree No. M/44 dated 8/2/1446 AH, with the amendment effective from 20/8/1446 AH, and the text shown is the text in force after the amendment.
This article falls among the articles that organize hiring. Article 27 allows the Minister to require employers in certain activities and regions not to hire workers until they are registered with the employment channels, the same channels that Article 28 refers to as one source for nominating persons with disabilities. Article 29 deals with a special case: a worker who suffered a work injury that reduced their abilities. It requires the employer in whose establishment the injury occurred to employ them in a suitable job at the wage set for that job, without prejudice to their right to compensation.
If your establishment has a question about whether the two conditions apply to it or how the ratio is calculated, it is appropriate to consult a lawyer specialized in labor cases.
Practical example
An industrial company in Dammam employs 200 workers, and includes administrative, accounting and customer service jobs that persons with disabilities can perform after vocational qualification. Under Article 28, vocationally qualified persons with disabilities must fill at least 4% of its workers, that is, at least 8 workers. The company hired 8 employees with disabilities, some through nomination by the employment channels and some through its own advertisements, and then sent the Ministry a statement of the number of jobs they occupy and the wage of each, so it met the two obligations the article imposes.
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 28 of the Saudi Labor Law
Whom does Article 28 of the Labor Law apply to?
It applies to every employer who employs 25 or more workers, provided that the nature of its work allows the employment of persons with disabilities who have been vocationally qualified.
What percentage of persons with disabilities must an employer employ?
At least 4% of its total workers, who must be vocationally qualified persons with disabilities. This ratio is a minimum that may be exceeded.
Must persons with disabilities be hired only through the employment channels?
No. The article provides that employment may be through nomination by the employment channels or otherwise, that is, in any way the employer chooses.
What data must the employer send to the Ministry?
A statement of the number of jobs and positions occupied by vocationally qualified persons with disabilities in its establishment, and the wage of each of them.
Amendment history
Royal Decree No. M/44 — 8/2/1446 AH
In effect from 20/8/1446 AH
Official amendment text (Arabic)
- صدر المرسوم الملكي رقم (م/44) وتاريخ 1446/2/8هـ، وذلك بالموافقة على تعديلات بعض مواد نظام العمل (ويعمل بها من تاريخ 1446/8/20هـ)
وعدلت هذه المادة على النحو الآتي:
- إحلال كلمة "قنوات" محل كلمتي "وحدة" و "وحدات" أينما وردت في المادة.
-إحلال كلمة "الوزارة" محل عبارة "مكتب العمل المختص". أينما وردت في المادة.
- إحلال عبارة "التي يشغلها ذوو الإعاقة" محل عبارة "التي يشغلها المعوقون".
Original text before the amendments (Arabic)
على كل صاحب عمل يستخدم خمسة وعشرين عاملاً فأكثر ، وكانت طبيعة العمل لديه تمكنه من تشغيل المعوقين الذين تم تأهيلهم مهنيًّا أن يشغل 4% على الأقل من مجموع عدد عماله من المعوقين المؤهلين مهنيًّا، سواء أكان ذلك عن طريق ترشيح وحدات التوظيف أو غيرها.
وعليه أن يرسل إلى مكتب العمل المختص بيانًا بعدد الوظائف والأعمال التي يشغلها المعوقون الذين تم تأهيلهم مهنيًّا، وأجر كل منهم.
More articles on Recruitment and Employing Non-Saudis
- Article 11Amended (1436 AH)
Article 11 requires anyone entrusted with the employer's original work, or part of it, to give his own workers all the rights and benefits that the original employer gives his workers.
إذا عهد صاحب العمل لأي شخص طبيعي أو معنوي القيام بعمل من أعماله الأصلية، أو جزء منها؛ وجب على الأخير أن يعطي عماله جميع الحقوق والمزايا التي يعطيها صاحب العمل ا
- Article 11 bisAmended (1436 AH)
The article gives the Minister the power to take measures that ensure better labor market performance and regulate the movement of labor, without prejudice to the provisions of the law and related laws.
مع عدم الإخلال بأحكام هذا النظام والأنظمة ذات العلاقة؛ للوزير أن يتخذ الإجراءات التي من شأنها أن تكفل تحسين أداء سوق العمل، وتنظيم حركة انتقال الأيدي العاملة
- Article 21
Article 21 requires the Minister to coordinate with the relevant bodies whenever needed in order to implement the provisions of the Labor Law.
على الوزير- في سبيل تنفيذ أحكام هذا النظام- التنسيق مع الجهات ذات العلاقة كلما اقتضى الأمر ذلك.
- Article 22Amended by M/44
Article 22 requires the Ministry to provide free employment channels that connect workers and employers, collect labor market data, register job seekers and guide them toward suitable training.
توفر الوزارة قنوات للتوظيف دون مقابل، تقوم بما يأتي: 1 - مساعدة العمال في الحصول على الأعمال المناسبة، ومساعدة أصحاب الأعمال في إيجاد العمال المناسبين. 2 - جمع
- Article 23Amended by M/44
Article 23 gives every citizen of working age who is able and willing to work the right to ask for their name to be registered with the employment channels, providing basic personal details.
لكل مواطن في سن العمل قادر على العمل وراغب فيه أن يطلب قيد اسمه في قنوات التوظيف، مع بيان تاريخ مولده ومؤهلاته وأعماله السابقة ورغباته وعنوانه.
- Article 24Amended by M/44
Article 24 refers to the Regulations the rules of operation, procedures, forms of records and notices, and occupational classification tables of the employment channels, as the basis for organizing hiring operations.
تحدد اللائحة قواعد سير العمل وإجراءاته في قنوات التوظيف، ونماذج السجلات والإشعارات والأوراق المستخدمة في أعمالها، وكذلك جداول تصنيف المهن وفقًا للتصنيف المهني ا
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.