Our services include:
- Preparing, approving and ratifying mandatory and indicative labor regulations.
- Develop human resources policies and procedures manuals, such as bonuses, vacations, secondments, work environment, training, salaries, benefits, promotions, bonuses, evaluation, penalties and termination of service.
- Drafting employment contracts according to the client’s requirements and in a manner that does not conflict with the regulations.
- Representing the client in labor lawsuits.
- Providing periodic legal support and advice.
- Organizing development workshops to enhance employees’ knowledge of the work system.
- Monitor legal compliance to ensure that contracts, regulations, forms and procedures comply with relevant standards and regulations.
How we help
Most labor cases start with an unclear contract, an unapproved work regulation, or a termination that did not follow the law. Our approach is to protect the employer before a dispute arises, while remaining ready to represent it firmly when one does.
- Gap reviews: we examine a sample of contracts, personnel files and decisions, then deliver a report of gaps and a remediation plan ranked by priority and impact.
- Updating employment contracts and work regulations to reflect the Labor Law amendments that took effect in February 2025.
- Case assessment: reviewing the contract, the work regulation, correspondence and the record of actions taken before any step is decided.
- Handling the amicable settlement stage at the Ministry of Human Resources, through which labor claims usually pass before reaching court.
- Preparing memoranda, defences and evidence before the Labor Court, then following the judgment through appeal and enforcement.
- Closing the gaps a dispute reveals in contracts or policies, so the same issue does not recur.
Our work is grounded in the Labor Law and its Implementing Regulations, the Social Insurance Law, and ministerial decisions on Saudization and work regulations.
Who we serve
- Companies and establishments preparing or updating their work regulation.
- HR departments that need policies and procedure manuals aligned with the law.
- Employers facing labor claims or disputes with employees.
- Start-ups building their employment framework from the ground up.
Warning signs that call for a review include outdated contracts, a work regulation that does not match actual practice, disciplinary penalties applied without a written procedure or documented investigation, repeated complaints or post-termination claims, and rapid growth without updated policies.
Frequently asked questions
Is a work regulation mandatory?
The Labor Law requires employers to adopt a work regulation based on the model approved by the Ministry. Some establishments use the unified model as is; adding special provisions requires review and ratification by a licensed entity before adoption.
How can I end an employee’s contract without facing a claim?
It depends on the contract type and the reason for termination, observing the notice period, paying statutory entitlements and documenting each step. We recommend a legal review before the decision is taken.
Do you represent employees as well?
This service focuses on establishments and HR departments. You are welcome to contact us to discuss any other situation.
Free tool: End-of-service benefits calculator (Arabic).
Contact Alburhan Law Firm in Riyadh to discuss your matter.
