Contracts
Probation:how long it lasts and ending the contract during it
Probation only exists if the contract states it. It lasts at most 180 days, it cannot be repeated with the same employer, and ending the contract during it still leaves the employee's pay and leave balance due.
- Last updated: 14 September 2026
- 5 min read
Probation is a period at the start of the contract. The employer tests the employee's performance, and the employee tests the job. During it, either side can end the contract without notice and without compensation.
It only exists if it is written down. If the contract does not state a probation period and its length, there is no probation, and the employee is treated as confirmed from day one.
This is where most mistakes happen. An establishment ends an employee's contract in their second month believing they are on probation, then finds the contract never mentioned it. The decision becomes a dismissal without lawful cause, with everything that follows from that.
Before you rely on this guide: This content is general information, not binding legal advice.
Rules vary with the contract type and the facts of each case, and provisions may have changed since the last-updated date above.
Before any decision that affects an employee, check the article in its official source or consult a specialist.
How long it lasts
Article 53 sets the maximum at 180 days in total, and the contract must state the length clearly.
The law no longer speaks of ninety days extendable to 180. The parties can agree on the full 180 days when the contract is signed. Under Article 19 of the Executive Regulations, probation may be split into several periods, provided they are consecutive and stated clearly in the contract.
Under the same article, the Eid al-Fitr and Eid al-Adha holidays, the National Day and Founding Day holidays, and sick leave do not count towards the period.
If the period ends and the employee keeps working, they are confirmed automatically.
Can it be repeated
No. Under Article 54, an employee can only be placed on probation once with the same employer. The exception requires a written agreement between the parties, in one of two cases:
- 01The new probation is for a different profession or job.
- 02At least six months have passed since the employee's previous relationship with the employer ended.
Ending the contract during probation
Either party can end the contract during probation. Article 54 states that neither side is owed compensation, and the employee is not owed an end-of-service award for that period.
The law does not require a reason to be given. Still, write the reason down and keep it in the employee's file. That record is what protects the establishment if the employee later claims the dismissal was arbitrary.
What the employee is still owed
- 01Pay for every day worked up to the termination date.
- 02Cash for the annual leave balance earned over the period worked.
- 03Any allowances the contract provides for that period.
- 04A service certificate stating how long they worked and in what profession.
Social insurance registration
An employee on probation is registered with GOSI from the first day of work. Waiting until probation ends before registering them is a breach, even if they do not stay.
Managing probation
- 01Agree with the employee at the start on what they will be assessed against.
- 02Assess them halfway through, so there is still time to correct course.
- 03Make and record the decision before the last day, because a period that ends without a decision means confirmation.
- 04Set a reminder at least two weeks before the end date.
Official sources
Article numbers cited refer to the Saudi Labor Law and its Executive Regulations. Rules and rates are subject to change, so refer to the official source whenever in doubt.
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Frequently asked questions
How long is probation under Saudi labor law?
No more than 180 days in total (Article 53). It can be split into consecutive periods stated in the contract.
Must probation be stated in the contract?
Yes. Without an express clause and a defined length there is no probation, and ending the contract is treated as an ordinary termination.
Do holidays count towards probation?
No. The Eid holidays, National Day, Founding Day, and sick leave do not count (Article 19 of the Executive Regulations).
Can an employee be placed on probation twice?
Not with the same employer, unless both parties agree in writing and the new probation is for a different job, or six months have passed since the previous relationship ended.
What is owed if a contract is terminated during probation?
Pay for the days worked, cash for the leave balance, any contractual allowances for the period, and a service certificate. No compensation and no end-of-service award.
Is an employee on probation registered with GOSI?
Yes, from the first day of work.
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Continue from here
Recruitment system
From job posting to contract, with alerts on probation expiry.
HR system
Employee file, contract, and alerts in one place.
End-of-service calculator
Compute what is due when the relationship ends, per Articles 84 to 87.
The employment contract and Qiwa
Writing the probation period into the registered contract.
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