The contract controls the clock
Initial period
Up to 90 days
Must be stated clearly
Maximum total
180 days
Written extension required
Excluded time
Leave and holidays
Recalculate the end date
Saudi probation is not a generic 180-day trial period. Under Article 53, it must be expressly stated in the employment contract and the initial period cannot exceed 90 days. A written agreement can extend it, but the total cannot exceed 180 days. The most important compliance step is to document the clause, each extension and the excluded leave days before the initial period expires.
Either party may ordinarily terminate during probation. The contract can reserve that right to one party. If the employment ends during a valid probation period, neither party is entitled to compensation and the employee is not entitled to an EOS award for that period. See the HRSD probation guidance for the current official wording.
Check the wider payroll cost of a Saudi hire, including statutory employer charges.
Open the Employer Cost CalculatorHow to calculate the contractual end date
Start with the start date and the explicitly agreed probation duration. Then exclude the days that Article 53 and current HRSD guidance says do not count: sick leave and listed public holidays. Do not add an extension merely because the employee has reached day 90. Before that day arrives, the parties need a written extension agreement that identifies the revised endpoint and keeps the combined period within 180 days.
| 1. Read the signed clause | Confirm duration and who may terminate |
| 2. Log excluded periods | Sick leave and applicable public holidays |
| 3. Check before expiry | Written extension must be agreed while probation remains valid |
| 4. Apply the ceiling | All periods together must not exceed 180 days |
Saudi probation notice and pay: who owes what
The first question is whether the probation period is still valid on the day it ends. Inside it, Article 53 removes notice and compensation for both sides. One day after it expires, or if the clause was never properly agreed, the normal notice rules apply. Since the February 2025 amendments, that means at least 60 days from the employer and 30 days from the worker on an indefinite contract (summary of the amendments).
| Situation | Notice | Compensation | Still paid |
|---|---|---|---|
| Employer ends it during a valid probation period | None required by law, unless your contract sets one | None, and no end-of-service award | Wages to the last day worked, plus accrued unused annual leave, within one week |
| You resign during a valid probation period | None required by law, unless your contract sets one | None, and no end-of-service award | Same items, within two weeks |
| Probation has expired, or the clause is invalid | Contract notice: at least 60 days from the employer, 30 days from you, on an indefinite contract | Possible compensation if the dismissal lacks a valid reason | Full final settlement, including any end-of-service award you qualify for |
Ending in probation does not wipe out pay you have already earned. Annual leave accrues from day one at the statutory 21 days a year, so a worker leaving after 90 days has built up roughly five days of paid leave that should appear in the final settlement. If you are an expat, also agree the exit and visa steps in writing before your last day. An employer who wants you gone quickly and an employee who wants a clean transfer usually want the same paperwork.
Recruiters and agencies placing candidates in Riyadh, Jeddah or the Eastern Province should read the probation clause before the offer is signed. A 180-day probation written as automatic is a common source of disputes, and a candidate who resigns inside it can walk away without notice.
The repeat-probation trap
An employer cannot put the same worker through probation again simply because a new contract document is issued. Article 54 permits another written probation period only where the work is different, or where at least six months have elapsed since the former employment relationship ended. A changed title without genuinely different work is not a safe shortcut.
What this guide cannot decide
A valid clause can be affected by the contract wording, job change, actual leave record and the current Saudi Labour Law. It does not resolve a termination dispute. Get Saudi employment-law advice before relying on a probation clause in a contested case.
Frequently asked questions
Is the Saudi probation period 90 or 180 days?
Article 53 sets an initial probation period of up to 90 days. It can be extended by written agreement between employer and worker, but the combined probation period cannot exceed 180 days. The contract must state the probation period clearly.
Does probation automatically extend to 180 days?
No. An extension needs written agreement. HRSD's implementing regulations say an agreement to extend must be made while the initial probation period remains valid. Do not rely on a verbal agreement or an automatic policy wording alone.
Do Eid holidays and sick leave count toward Saudi probation?
Eid Al-Fitr, Eid Al-Adha and sick leave are excluded from the probation calculation. HRSD's newer awareness guidance also lists National Day and Founding Day. Record the contract start date and each excluded period before calculating an end date.
Can either party terminate during probation?
Yes, either party can terminate during probation unless the contract gives that right to only one party. On termination during probation, neither party is entitled to compensation and the worker is not entitled to an end-of-service award for that period.
Can a worker have probation twice with the same Saudi employer?
Usually no. A new written probation agreement is allowed only for a different profession or work, or after at least six months have passed since the previous employment relationship ended.
Does probation remove GOSI obligations?
No. Probation affects termination rights, not the employer's payroll and social-insurance obligations. Employers should complete the relevant registration and payroll compliance steps from the start of employment.
Sources: Saudi Ministry of Human Resources and Social Development, Probation Period; Al Tamimi, key amendments to the Saudi Labour Law (notice periods). Checked September 2026. General information, not legal advice.