Work Organization Regulation (Lāʾiḥat Tanẓīm al-ʿAmal)

WORK ORGANIZATION REGULATION (لائحة تنظيم العمل)

✓Company name (Commercial Registration No. Commercial Registration (CR) number) Current headcount: Current headcount

This regulation is issued under Articles 12–13 of the Saudi Labor Law (Royal Decree No. M/51 of 2005, as amended). An employer with 10 or more employees MUST file a work organization regulation with the Ministry of Human Resources and Social Development (MHRSD/HRSD) for approval, using the Ministry's model form; if HRSD does not respond within 60 days of filing, the regulation is deemed approved. Disciplinary sanctions and fines are lawful ONLY under an approved regulation — this is the legal foundation for the written-warning → disciplinary-decision → Article 80 dismissal chain.

1. WORKING HOURS AND SHIFTS 1.1. Working hours and shifts

2. LEAVE ENTITLEMENTS 2.1. Leave entitlements

3. VIOLATIONS AND SANCTIONS TABLE 3.1. Violations and sanctions table 3.2. Any fine sanction may not exceed 5 days' wage per month, and a sanction must be imposed within 30 days of the violation being discovered; fine amounts collected must be applied to employee welfare, not to the Employer's revenue.

4. COMPLAINTS PROCEDURE 4.1. Complaints procedure 4.2. An employee who disputes a sanction may object to the labor dispute committee within 15 days.

5. HRSD FILING 5.1. Submitted to HRSD on: HRSD submission date. 5.2. Approved (or deemed approved after 60 days of silence) on: HRSD approval date.

6. POSTING AND ACKNOWLEDGEMENT 6.1. Posted at the workplace in a visible location: Posted at the workplace. 6.2. Keep a signed acknowledgement of receipt from every employee — it is the evidentiary basis for enforcing sanctions later.

— — — ⚠️ This is a boilerplate template, not legal advice. It is written under the Saudi Labor Law (Royal Decree No. M/51 of 2005, as amended by Royal Decree No. M/44 of 23 August 2024, in force from 19 February 2025) and related regulations and digital platforms (Qiwa, Najiz, GOSI, Mudad, PDPL/SDAIA, E-Commerce Law, SFDA, Shomoos, ZATCA/Fatoora, Balady) as in effect in July 2026 — these platforms and their implementing regulations change frequently; verify against the current text before use. Have this template reviewed by a Saudi-qualified lawyer and, for HR documents, checked against your own HRSD-approved work organization regulation (لائحة تنظيم العمل) before use.