Article 35 of the Saudi Labor Law
المادة 35 من نظام العمل · الباب الثالث: توظيف غير السعوديين
Article 35 allows the Ministry to refrain from renewing a non-Saudi worker's work permit if the employer violates localization standards or the Regulations, while protecting the worker by allowing transfer of service without the violating employer's consent.
Official text after amendments (Arabic)
Compiled from the original text and every officially published amendment; the amendments are shown in full below for comparison.
للوزارة -لاعتبارات تقدرها- أن تمتنع عن تجديد رخصة العمل متى خالف صاحب العمل المعايير الخاصة بتوطين الوظائف التي تضعها الوزارة، وأيًّا من الاشتراطات أو الضوابط الأخرى الواردة في اللائحة. وتبين اللائحة الإجراءات التي تكفل عدم تأثر العامل من عدم تجديد رخصة العمل، بما في ذلك إمكانية نقل خدمة العامل إلى صاحب عمل آخر دون موافقة صاحب العمل المخالف.
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 35 explained in plain English
Article 35 of the Labor Law gives the Ministry a discretionary power to refrain from renewing the work permit of a non-Saudi worker, in two cases:
- If the employer violates the standards for the localization of jobs set by the Ministry.
- If the employer violates any of the other requirements or controls set out in the Implementing Regulations.
The phrase in the text "for considerations it assesses" means that refraining from renewal is not automatic, but a decision that rests on the Ministry's assessment in light of the violation that occurred. Note that the violator here is the employer, not the worker.
Because non-renewal of the permit may harm a worker who has committed no fault, the article includes an important safeguard: the Regulations must set out the procedures that ensure the worker is not affected by the non-renewal of their work permit, including expressly the possibility of transferring the worker's service to another employer without the need for the violating employer's consent. The details of these procedures and their conditions are set by the Implementing Regulations, and the text of the article itself does not contain them.
This article complements Article 34, which confirms that the work permit is required in its own right and is not replaced by any other permit or license required by another body to practice the work or profession, and Article 36, which authorizes the Minister to specify by decision the professions and jobs that non-Saudis are prohibited from working in. Together the three articles form a framework for regulating the employment of non-Saudis and linking it to the localization policy.
This article was amended by Royal Decree No. M/46 dated 5/6/1436 AH, and then by Royal Decree No. M/44 dated 8/2/1446 AH, effective from 20/8/1446 AH, and the version explained above is the text in force.
If a worker or an employer is in a situation connected with the application of this article, it is appropriate to refer to the Implementing Regulations or consult a lawyer specialized in labor cases.
Practical example
A contracting company in Riyadh has a number of non-Saudi workers, among them a worker named Mohammed. When the time came to renew his work permit, the Ministry found that the company had not complied with the job localization standards it had set, so it decided, for considerations it assesses, to refrain from renewing the permit. Here Mohammed is not left to bear the result of a violation he did not commit; the procedures set out in the Regulations apply to ensure he is not affected, including the possibility of transferring his service to another compliant company without the need for the violating company's consent.
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 35 of the Saudi Labor Law
When may the Ministry refuse to renew a work permit under Article 35?
If the employer violates the job localization standards set by the Ministry, or any of the other requirements or controls set out in the Implementing Regulations, and this is according to the Ministry's assessment.
Is the worker harmed if their work permit is not renewed because of the employer's violation?
The article provides that the Regulations set out the procedures that ensure the worker is not affected, including the possibility of transferring their service to another employer without the consent of the violating employer.
Does the worker need the violating employer's consent to transfer their service?
No. The article expressly provides for the possibility of transferring the worker's service to another employer without the violating employer's consent, according to the procedures set by the Regulations.
Does a permit from another body replace the work permit?
No. Under Article 34, no permit or license required by another body to practice the work or profession replaces the work permit.
Amendment history
Royal Decree No. M/46 — 5/6/1436 AH
Official amendment text (Arabic)
تم تعديل هذه المادة بموجب المرسوم الملكي رقم ( م/ 46) وتاريخ 5 / 6 / 1436 هـ ؛ لتكون بالنص الآتي :
"للوزارة أن تمتنع عن تجديد رخصة العمل متى خالف صاحب العمل المعايير الخاصة بتوطين الوظائف التي تضعها الوزارة".
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 لتكون بالنص الآتي: "للوزارة -لاعتبارات تقدرها- أن تمتنع عن تجديد رخصة العمل متى خالف صاحب العمل المعايير الخاصة بتوطين الوظائف التي تضعها الوزارة، وأيًّا من الاشتراطات أو الضوابط الأخرى الواردة في اللائحة. وتبين اللائحة الإجراءات التي تكفل عدم تأثر العامل من عدم تجديد رخصة العمل، بما في ذلك إمكانية نقل خدمة العامل إلى صاحب عمل آخر دون موافقة صاحب العمل المخالف".
Original text before the amendments (Arabic)
يجب التأكد قبل تجديد رخصة العمل من أنه ليس بين طالبي العمل من السعوديين من تتوافر لديه الشروط المطلوبة ويرغب في القيام بالعمل نفسه.
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.