Quick Summary
- First 30 days sick leave per year — full salary
- Next 60 days sick leave — 75% of salary
- Next 30 days sick leave — unpaid
- Total maximum sick leave: 120 days per year
- Sick leave requires a medical certificate from a recognized medical facility
- Employer cannot terminate you during sick leave — with conditions
- Sick leave and annual leave are completely separate entitlements
Sick Leave Entitlement Under Article 113
Article 113 of Saudi Labour Law provides every employee with a structured sick leave entitlement per year. This applies to all workers in Saudi Arabia — both Saudi nationals and expatriates.
| Sick Leave Period | Days | Pay Rate | Cumulative Total |
|---|---|---|---|
| First period | 30 days | 100% full salary | Days 1–30 |
| Second period | 60 days | 75% of salary | Days 31–90 |
| Third period | 30 days | Unpaid | Days 91–120 |
What Salary Is Paid During Sick Leave?
Sick leave salary is calculated on your total salary — the same basis as annual leave salary. This includes basic salary plus all fixed monthly allowances.
Medical Certificate Requirements
To claim sick leave you must provide a medical certificate from a recognized medical facility. The rules around medical certificates are:
- Certificate must be from a licensed hospital, clinic or doctor recognized by the Saudi Ministry of Health
- The certificate must state the diagnosis, the recommended rest period and the treating doctor's details
- For sick leave within Saudi Arabia, the certificate should ideally be from a Saudi-licensed facility
- For sick leave while abroad on annual leave, a medical certificate from your home country is generally accepted — but your employer may require an official translation
- Some employers require the certificate within a specific number of days — check your company HR policy
Can Your Employer Fire You During Sick Leave?
This is one of the most important protections in Saudi Labour Law. Under Article 113, your employer cannot terminate your employment specifically because of your illness, but there are nuances:
- During the first 120 days — You cannot be terminated for being sick. If terminated during this period the employer must pay full EOSB and compensation.
- After 120 days of sick leave — The employer may terminate employment but must still pay full EOSB. This is one of the few cases where termination during illness is permitted.
- Chronic illness — If an illness is documented as permanent or chronic and prevents you from performing your duties, the employer can terminate after following proper procedures — with full EOSB.
- Pre-existing conditions at hiring — If you concealed a serious illness when hired that directly affects your ability to perform the job, different rules may apply.
Sick Leave During Annual Leave
If you fall genuinely ill during your annual leave and have documented medical proof, you may request that those sick days be treated as sick leave instead of annual leave. This would preserve your annual leave days.
However this requires:
- Proper medical certificate from a recognized facility
- Employer agreement to reclassify the days
- Notification to the employer during or immediately after the sick period
Employers are not legally obligated to reclassify these days in all cases — it depends on company policy and the circumstances. However many reasonable employers do accommodate this.
Sick Leave During Probation
You are entitled to sick leave during your probation period. However the interaction is important:
- Sick leave days during probation may pause or extend the probation period — depending on your contract
- Your employer cannot terminate you specifically for taking sick leave during probation — that would be considered discriminatory dismissal
- Full salary must be paid for the first 30 sick days even during probation
Sick Leave and EOSB — Does It Affect Your Gratuity?
Sick leave does not reduce your EOSB entitlement. Your EOSB is calculated based on your total service period including any time on sick leave — sick days count as working days for EOSB purposes.
The only exception is if sick leave days push you past the 120-day threshold resulting in termination — in that case EOSB is still paid in full based on total service.
Frequently Asked Questions
Can my employer force me to use annual leave instead of sick leave?
No. Sick leave and annual leave are completely separate entitlements under Saudi Labour Law. Your employer cannot force you to take annual leave when you are genuinely ill with proper medical documentation. File an HRSD complaint if this happens.
I took 35 days sick leave. How much salary do I get?
First 30 days at full salary, then days 31–35 at 75% of your daily rate. If your total monthly salary is SAR 6,000 — days 31–35 are paid at SAR 150/day (6,000 ÷ 30 × 0.75) instead of SAR 200/day full rate.
My employer deducted my full salary for 5 days sick leave I took. Is this legal?
No — this is illegal. The first 30 days of sick leave per year must be paid at full salary. File a written request to HR for the deducted amount. If not paid, file an HRSD complaint for wage theft.
Does sick leave reset if I change jobs within Saudi Arabia?
Yes. When you join a new employer your sick leave entitlement resets from scratch. Sick leave is not transferable between employers. Your new employment year starts from your first day with the new company.
Can I be put on a performance improvement plan for taking sick leave?
A PIP cannot legally be based on legitimate sick leave taken with proper medical documentation. If a PIP is being used as retaliation for taking sick leave, this could constitute discriminatory treatment and grounds for an HRSD complaint.