RIYADH — New regulations governing the employment of domestic workers in Saudi Arabia, including those in agricultural and herding roles, were approved by Minister of Human Resources and Social Development Eng. Ahmed Al-Rajhi. The rules, effective immediately, aim to formalize and improve the working conditions for this segment of the workforce, providing them with rights previously not explicitly guaranteed under Saudi labor law. These changes impact individual employers hiring for private farms, homes, and livestock care.
The regulations apply to workers employed directly by individuals, excluding those working for established companies or businesses. According to the ministry, the reforms are intended to protect the rights of these employees and ensure fair labor practices. The announcement follows increasing scrutiny of conditions for migrant workers in the Gulf region and a broader push for labor market reforms within the Kingdom.
Enhanced Protections for Domestic Workers
The core of the new regulations centers on establishing clear standards for working conditions. Previously, employment terms were often determined solely by individual contracts, leaving workers vulnerable to exploitation. Now, the ministry mandates a minimum of 30 days of paid annual leave per year of service, with financial compensation for unused leave upon contract termination.
Leave and Working Hours
Workers are also entitled to paid holidays for Eid al-Fitr (four days starting the 29th of Ramadan), National Day, and Founding Day. The regulations limit daily working hours to eight, with a maximum of five consecutive hours without a mandatory rest and meal break of at least 30 minutes. Overtime work will be compensated at a rate of 50% above the employee’s base wage, excluding hours worked on official holidays.
Furthermore, employees are guaranteed at least 24 consecutive hours of paid rest each week. If required to work on their scheduled day off, they are entitled to an alternative rest day. These provisions address common concerns regarding excessive working hours and lack of adequate rest for household staff.
Employer Responsibilities
The regulations place significant responsibilities on employers. They are required to provide suitable housing, food (or a financial allowance for it), and transportation (or a transportation allowance) if the residence is far from the workplace. Employers are also prohibited from charging workers for visa costs, residency permits, or exit/re-entry fees, and cannot retain the worker’s passport or personal documents.
Additionally, employers are financially responsible for the costs of repatriation or burial in the event of a worker’s death. The ministry emphasized that employers must allow workers to maintain contact with their families and cannot impede this communication. These stipulations aim to reduce the potential for debt bondage and ensure basic human dignity for migrant laborers.
Worker Obligations and Restrictions
While the regulations significantly enhance worker protections, they also outline employee responsibilities. Workers are expected to adhere to the agreed-upon work schedule, perform their duties diligently, follow employer instructions related to work, and maintain confidentiality regarding employer information.
The regulations also include restrictions. Employers are prohibited from hiring individuals under the age of 21 or assigning work outside the scope of the employment contract or residency permit. A probationary period of up to 90 days is permitted, during which either party can terminate the contract without compensation, but a worker cannot be placed on probation more than once by the same employer.
The new rules are expected to have a ripple effect on recruitment agencies and the overall cost of employing domestic help. Some analysts predict an increase in demand for legally compliant employment contracts and a potential shift towards more formal employment arrangements. However, the practical implementation and enforcement of these regulations will be crucial to their success.
The Ministry of Human Resources and Social Development has not yet announced a specific timeline for monitoring compliance or penalties for violations. Stakeholders are awaiting further clarification on enforcement mechanisms and dispute resolution processes. The effectiveness of these regulations will depend on consistent application and a commitment to protecting the rights of domestic workers in Saudi Arabia.
