Article 54 of the Saudi Labor Law
المادة 54 من نظام العمل · الباب الخامس: علاقات العمل
Article 54 prevents placing a worker on probation more than once with the same employer except on conditions, and provides that ending the contract during probation gives rise to no compensation or end-of-service award.
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 وضع العامل تحت التجربة أكثر من مرة واحدة لدى صاحب عمل واحد.
واستثناء من ذلك يجوز باتفاق طرفي العقد - كتابة - إخضاع العامل لفترة تجربة أخرى بشرط أن تكون في مهنة أخرى أو عمل آخر، أو أن يكون قد مضى على انتهاء علاقة العامل بصاحب العمل مدة لا تقل عن ستة أشهر. وإذا أنهي العقد خلال فترة التجربة فإن أيًّا من الطرفين لا يستحق تعويضاً، كما لا يستحق العامل مكافأة نهاية الخدمة عن ذلك.
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 54 explained in plain English
Article 54 of the Labor Law puts a limit on repeating the probation period, so that it does not become a means of keeping the worker in an unsettled position. The basic rule is that an employer cannot place the same worker on probation more than once. This article complements Article 53, which requires probation to be expressly stated in the contract and its duration clearly set, with the total not exceeding 180 days in any case.
However, the article allows an exception permitting another probation period, provided two things are met together:
- The parties agree to it in writing.
- One of two cases applies: either the new probation is in another profession or job different from the work in which the worker was first tried, or at least six months have passed since the end of the worker's relationship with the employer before returning to it.
If there is no written agreement or neither case is met, the worker may not be subjected to a new probation.
The article also sets the financial effect of ending the contract during the probation period, which is a period in which either party may end the contract under Article 53:
- Neither party is entitled to compensation for the termination, whether it is the worker or the employer who ended the contract.
- The worker is not entitled to an end-of-service award for the probation period during which the contract was ended.
This text is the version in force after the amendment issued by Royal Decree No. M/46 dated 5/6/1436 AH. As for the details of calculating the period and the leaves not counted within it, Article 53 referred them to the Implementing Regulations. If a worker doubts the lawfulness of a second probation period imposed on them, or their rights on termination of the contract, it is appropriate to consult a lawyer specialized in labor cases.
Practical example
Ahmed worked as an accountant at a company in Riyadh under a contract providing for a 90-day probation period, and then continued working afterward. After a year, the company wanted to move him to a sales manager job and asked to subject him to a new probation period. This is permitted under Article 54 because the new work is different from his previous work, provided it is agreed in writing. By contrast, if the company wanted to put him on probation again in the same accounting job without a break, it could not do so. If the company ended Ahmed's contract during the new probation in the sales job, he would not be entitled to compensation for this termination, nor to an end-of-service award for that probation period.
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 54 of the Saudi Labor Law
May an employer put a worker on probation twice?
As a rule no; Article 54 prevents subjecting a worker to probation more than once with the same employer. The exception is a written agreement on another probation if it is in a different profession or job, or if at least six months have passed since the end of the previous employment relationship.
Is a worker entitled to an end-of-service award if their contract is ended during the probation period?
No. Article 54 expressly provides that the worker is not entitled to an end-of-service award for the probation period if the contract is ended during it, and neither party is entitled to compensation for the termination.
Is a worker entitled to compensation if the employer dismisses them during probation?
No. Article 53 gives each party the right to end the contract during the probation period, and Article 54 provides that neither is entitled to compensation for this termination.
What is the maximum total probation period?
According to Article 53, the total probation period must not in any case exceed 180 days, and the Implementing Regulations specify the leaves that are not counted within this period.
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 :
"لا يجوز وضع العامل تحت التجربة أكثر من مرة واحدة لدى صاحب عمل واحد.
واستثناء من ذلك يجوز باتفاق طرفي العقد - كتابة - إخضاع العامل لفترة تجربة أخرى بشرط أن تكون في مهنة أخرى أو عمل آخر، أو أن يكون قد مضى على انتهاء علاقة العامل بصاحب العمل مدة لا تقل عن ستة أشهر. وإذا أنهي العقد خلال فترة التجربة فإن أيًّا من الطرفين لا يستحق تعويضاً، كما لا يستحق العامل مكافأة نهاية الخدمة عن ذلك".
Original text before the amendments (Arabic)
لا يجوز وضع العامل تحت التجربة أكثر من مرة واحدة لدى صاحب عمل واحد، واستثناء من ذلك يجوز باتفاق طرفي العقد إخضاع العامل لفترة تجربة ثانية لا تتجاوز مدتها تسعين يومًا، بشرط أن تكون في مهنة أخرى أو عمل آخر، وإذا أنهي العقد خلال فترة التجربة فإن أيًّا من الطرفين لا يستحق تعويضًا، كما لا يستحق العامل مكافأة نهاية الخدمة عن ذلك.
More articles on Probation Period
- Article 48Amended by M/44
Article 48 regulates termination of a training or qualification contract by either party on one week's notice, and allows the employer to require the trainee to work for it for a similar period or reimburse the costs.
1 - لصاحب العمل أن ينهي عقد التأهيل أو التدريب إذا ثبت له عدم قابلية أو قدرة المتدرب أو الخاضع للتأهيل على إكمال برامج التدريب أو التأهيل بصورة مفيدة، وفقاً لتق
- Article 53Amended by M/44
Article 53 requires the probation period to be expressly stated in the employment contract with its duration clearly set, up to a maximum of 180 days, with each party free to end the contract during it.
إذا كان العامل خاضعاً للتجربة، وجب النص على ذلك صراحة في عقد العمل، وتحديد مدتها بوضوح، على ألا يزيد مجموع المدة في جميع الأحوال على (مائة وثمانين) يوماً. وتبين
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.