Unfair Dismissal & End-of-Service Lawyers in Jeddah

Unfair Dismissal & End-of-Service Lawyer in Jeddah: what you actually need to know

This specialty rests on three key articles of the Saudi Labor Law: Article 77 (compensation for unlawful termination), Article 80 (cases of dismissal without compensation), and Articles 84/85 (end-of-service gratuity). Many employees and employers in Jeddah confuse these three, which is exactly why rights and obligations often get misjudged.

Article 77: how much compensation, actually?

If your contract was terminated without legitimate cause and without a pre-agreed compensation clause: on an indefinite contract you're owed 15 days' wages per year of service, minimum two full months. On a fixed-term contract you're owed the wages for the full remaining term, same minimum.

Article 80: when is no compensation owed at all?

Only in specific enumerated cases (assault on the employer, material breach after written warning, deliberate harm to the business, unauthorized absence for set periods): and only if the employee was given a chance to respond first.

End-of-service gratuity: half a month or a full month?

Half a month's wage per year for the first 5 years, then a full month per year after. On resignation, the scale changes: nothing under 2 years, one-third between 2–5 years, two-thirds between 5–10 years, full gratuity after 10 years.

The "Wedi" platform: why every labor case starts there

Before escalating to a labor court, the law requires attempting amicable settlement through the "Wedi" platform run by the Ministry of Human Resources, which offers a virtual session between the parties overseen by a settlement officer within a defined period. Most clear-cut cases (such as calculating an end-of-service gratuity not disputed in principle) are actually resolved at this stage without needing judicial escalation, saving both sides considerable time and cost.

Calculating "actual wage," not just base salary

A common mistake among both workers and employers is calculating compensation or gratuity on base salary alone, when the law recognizes the "actual wage," which may include fixed allowances such as housing and transport if they form a regular part of the employee's monthly entitlements rather than an occasional exception. This distinction can noticeably change the value of what's due, especially for employees whose allowances make up a large share of their total monthly income.

Burden of proof: who proves what?

In an unfair dismissal claim, the burden of proving a lawful reason for dismissal falls on the employer, not on the worker to prove they didn't deserve dismissal. This means an employer who fails to document the grounds for dismissal with written warning records and concrete evidence of breach finds themselves in a weak position before the labor court, even where the dismissal was actually justified in practice.

Our service in this specialty

• Determining which article actually applies to your file (77, 80, or 84/85) and calculating your entitlement precisely
• Filing a complaint through the Ministry of Human Resources' "Wedi" platform as a first step
• Escalating to the labor court if an amicable settlement isn't reached
• Full representation before the labor office and labor court in Jeddah

Working with us

1. Send us the details of your dismissal or resignation and your actual wage over WhatsApp
2. We determine the applicable article and estimate your entitlement in the first consultation
3. We pursue an amicable settlement or the labor court case, whichever fits your situation

This is a general explanation: your actual entitlement depends on your contract, wage, and how employment ended. For an accurate calculation of your case in Jeddah, reach out to us on WhatsApp.

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