Quick Summary
- Saudi Arabia enacted a dedicated Anti-Harassment Law in 2017
- Sexual harassment at work carries criminal penalties including imprisonment
- Employers are legally obligated to provide a harassment-free workplace
- You can report to HR, HRSD, the Public Prosecution or police
- Retaliation against someone who reports harassment is itself a criminal offence
- You can resign and claim full EOSB if harassment forces you to leave
What Does Saudi Law Say About Workplace Harassment?
Saudi Arabia's Anti-Harassment Law (Royal Decree M/96 of 2017) specifically prohibits all forms of harassment in public and private spaces including the workplace. The law defines harassment broadly to include:
- Sexual harassment — any unwanted sexual advance, request for sexual favours, verbal sexual comments, inappropriate touching or conduct of a sexual nature
- Verbal harassment — repeated insults, shouting, belittling, humiliation or abusive language
- Physical harassment — unwanted physical contact, intimidation or physical threats
- Digital harassment — unwanted messages, calls, emails or social media contact of a harassing nature from a colleague or manager
- Discriminatory harassment — targeting someone based on nationality, religion, gender or other protected characteristics
Penalties for Harassment Under Saudi Law
| Harassment Type | Criminal Penalty | Additional Consequences |
|---|---|---|
| Sexual harassment | Up to 2 years prison + SAR 100,000 fine | Doubled if repeat offence or by manager |
| Harassment with force or threat | Up to 2 years prison + SAR 100,000 fine | Aggravated penalties apply |
| Retaliation against reporter | Criminal prosecution | Additional labour law violations |
| Employer fails to act on complaint | Employer liability | HRSD fines and sanctions |
Employer Obligations — What Your Employer Must Do
Saudi Labour Law and the Anti-Harassment Law place specific obligations on employers:
- Maintain a workplace environment free from harassment and discrimination
- Have a clear internal harassment reporting procedure that employees are informed about
- Investigate all harassment complaints promptly and confidentially
- Take disciplinary action against employees found to have committed harassment
- Protect the person who reported harassment from any retaliation — including from management
- Not require the victim to continue working directly with the harasser during an investigation
How to Report Workplace Harassment
Document Everything First
Before reporting, build your documentation. Keep records of incidents with dates, times, locations and witnesses. Save any messages, emails or digital evidence. The stronger your documentation the more seriously your complaint will be treated.
Report to HR Internally (If Safe to Do So)
If you feel safe doing so, file a formal written complaint with your HR department first. Request written acknowledgment of your complaint and a timeline for their investigation. Internal reporting creates a record and gives the employer a chance to act. If HR is unresponsive or the harasser is in HR — skip directly to step 3.
File with HRSD
File a workplace harassment complaint at hrsd.gov.sa. HRSD has a specific harassment complaint category. Include your documentation and internal complaint record if you filed one. HRSD can conduct investigations and impose penalties on employers who fail to act.
Report to Public Prosecution for Criminal Cases
For serious harassment — particularly sexual harassment or physical assault — you can file a criminal complaint directly with the Public Prosecution (النيابة العامة). This triggers a criminal investigation under the Anti-Harassment Law. You can also report to the nearest police station.
Contact Your Embassy if Needed
If you feel unsafe or vulnerable — particularly if your harasser controls your iqama status — contact your home country's embassy in Saudi Arabia. Embassy consular sections provide support and can assist with safety planning and ensuring your rights are protected.
Resigning Due to Harassment — Your Rights
If harassment makes your working conditions intolerable and you are forced to resign, you may be able to claim full EOSB as if you were terminated under Article 81 of Saudi Labour Law. This applies when:
- The employer knew about the harassment and failed to take action
- The harassment was by a manager or senior person in the organisation
- The working conditions created by harassment made continuation impossible
- You documented the harassment and the employer's failure to act before resigning
Document everything before resigning and file an HRSD complaint simultaneously. A consultation is strongly recommended before resigning due to harassment to ensure your rights are fully protected.
Protecting Yourself During the Process
- Check Absher regularly — some employers retaliate by filing Huroob after a harassment complaint. Monitor your status daily.
- Keep copies of everything offsite — store documents in personal cloud storage or email to yourself at a personal account the employer cannot access.
- Tell a trusted person — inform a trusted colleague, friend or family member about the situation so someone outside the workplace is aware.
- Do not confront aggressively — document and report through official channels. Direct confrontation can escalate situations and complicate the legal process.
Frequently Asked Questions
I am afraid of losing my job or iqama if I report. What should I do?
This fear is understandable and common. Retaliation for reporting harassment is itself a criminal offence under Saudi law — your employer faces serious penalties if they retaliate. Filing with HRSD creates a formal record that protects you. If retaliation does occur, it significantly strengthens your legal position. Contact your embassy for additional support and safety planning before filing if you are concerned.
The harasser is my direct manager who controls my iqama. What are my options?
This is the most dangerous scenario. Go directly to HRSD and your embassy — do not attempt internal reporting. Monitor Absher daily. Consider whether a sponsorship transfer to a new employer is possible as a safety exit. Your embassy can provide safe space and advice. Do not delay — these situations tend to escalate.
Can a male employee be harassed in Saudi Arabia?
Yes — the Anti-Harassment Law protects all workers regardless of gender. Male employees can be harassed by managers, colleagues or others in the workplace. The same reporting channels and legal protections apply. Harassment of male employees by female managers or colleagues is equally prohibited.
How long does an HRSD harassment investigation take?
HRSD aims to resolve complaints within 21 days for initial response. Complex harassment cases involving criminal elements may be referred to the Public Prosecution which operates on a separate timeline. Stay in contact with your HRSD case officer and follow up regularly if you do not receive updates.
Experiencing Workplace Harassment?
Harassment situations require careful handling to protect your rights and safety. Book a consultation for confidential guidance on your specific situation and the safest course of action.