Paid time off isn’t just a perk; it’s a legal right in Saudi Arabia. Whether you're an HR manager or an employee, understanding how vacation entitlements are calculated under Saudi Labor Law is essential for staying compliant and avoiding disputes.
In this 2025 guide, you’ll find everything you need to know about annual leave in Saudi Arabia: how it’s calculated, how it affects payroll, who qualifies, and how different types of leave (such as Hajj, sick, or maternity leave) are handled.
According to Article 109 of the Saudi Labor Law, all employees are entitled to paid annual leave. This applies to both Saudi nationals and expat workers under official employment contracts.
|
Service Duration |
Vacation Days Per Year |
|
1 year or more |
Minimum 21 days |
|
5+ years |
Minimum 30 days |
Employees must take their leave during the year it is earned unless postponed by mutual agreement.
📝Note: The law mandates a minimum, but some companies offer more generous policies based on contracts or internal regulations.
To qualify for full annual leave, an employee must:
However, pro-rated leave can still be calculated for employees who have not yet completed a full year.
Let’s assume an employee joined on March 1, 2024, and is still employed in 2025.
If the employee worked 9 months by December 2024:
1.75 × 9 = 15.75 days of paid leave earned
For a full year:
Round up fractions when issuing leave days—Saudi labor courts often favor employees in such cases.
Employees in Saudi Arabia are entitled to paid public holidays, including:
If a public holiday overlaps with scheduled annual leave, it should not be deducted from the employee's vacation balance.
Besides annual vacation, the law also provides for other types of paid and unpaid leave:
|
Type of Leave |
Duration |
Paid? |
Notes |
|
Sick Leave |
Up to 30 paid days |
Yes |
Then, partial pay or unpaid, depending on length |
|
Maternity Leave |
10 weeks |
Yes |
Can start 4 weeks before the due date |
|
Paternity Leave |
3 days |
Yes |
Must be taken around the childbirth date |
|
Hajj Leave |
10–15 days |
Yes |
Once during employment, after 2 years of service |
|
Marriage Leave |
3–5 days (typical) |
Varies |
Often offered as part of company policy |
|
Death of Relative |
3–5 days (typical) |
Varies |
Must be a first-degree relative |
Note: These special leaves cannot be deducted from the employee’s annual vacation balance.
Employees must receive full salary during vacation days, based on their actual earnings (not just base salary).
Formula:
(Monthly salary ÷ 30) × number of leave days = vacation pay
For example:
SAR 9,000/month ÷ 30 = SAR 300/day
→ 21 days × SAR 300 = SAR 6,300
Vacation salary should be paid in advance before the employee starts their leave, as per Article 109.
❌ Deducting public holidays from vacation balance
❌ Not paying vacation salary in advance
❌ Excluding allowances from salary calculation
❌ Failing to update leave balances in real-time
❌ Ignoring pro-rated leave for partial-year employees
❌ Assuming resignation cancels unused leave rights
Employees are entitled to at least 21 paid vacation days per year, increasing to 30 days after five years of continuous service.
Vacation pay is based on the employee’s full monthly salary, including fixed allowances. The formula is: (Monthly salary ÷ 30) × number of vacation days
No. Public holidays such as Eid, National Day, or Founding Day do not count toward annual vacation days and should not be deducted.
Yes, but only with employer approval. Unused leave should typically be used within the next calendar year unless otherwise agreed upon.
Yes. As per Article 109 of the Saudi Labor Law, vacation salary must be paid before the employee takes their leave.
Understanding and calculating vacation entitlements in Saudi Arabia isn’t just about doing right by your employees; it’s about staying legally compliant and building a healthier work culture.
By mastering the rules outlined in this 2025 guide, you’ll avoid payroll errors, reduce disputes, and ensure your employees get the rest they deserve. Whether you're processing leave in ZenHR or managing it manually, consistency and accuracy are key.