A service certificate is an obligation, not a favour. Article 64 of the Labour Law requires the employer, on the ending of the contract, to give the worker a certificate free of charge on request, and to return everything the worker deposited with them.
The text sets out what the certificate shows: the date of joining, the date the relationship ended, the occupation, and the last wage. It then adds an important restriction: it may not include anything that may harm the worker's reputation or reduce their employment prospects.
The restriction means the certificate is a record of facts, not an appraisal. Adding the reason for leaving or performance remarks takes it outside its purpose and exposes the employer.
The statutory basis
Article 64(1) of the Law
A service certificate free of charge on the worker's request, showing the date of joining, the date the relationship ended, the occupation and the last wage, with nothing that may harm their reputation or reduce their employment prospects.
Article 64(2) of the Law
Return of all certificates and documents the worker deposited with the employer.
Article 88 of the Law
Wages and dues settled within one week of the relationship ending where the employer terminated, and within two weeks where the worker did.
Certificate text
[Establishment logo] [Establishment name] | [Commercial registration number] | [Address] Service certificate Reference: [Number] | Date: [Date] [Establishment name] certifies that: Name: [Full name as per the identity document] ID or Iqama number: [Number] Nationality: [Nationality] Joined our service on [joining date] Ended their employment relationship on [end date] Occupation: [Occupation as stated in the contract and work permit] Last wage: [Amount] riyals per month This certificate is issued on the holder's request, free of charge, and is not to be used for any other purpose Name: [Authorised signatory] | Title: [Title] Signature: [Signature] | Stamp: [Establishment stamp]
Text in square brackets marks fields to fill with your own data. The template follows the provisions cited above and does not replace professional advice in a dispute.
Drafting rules
- 1Include all four items named in the Law; omitting any leaves the certificate short of its purpose.
- 2State the occupation as it appears in the contract and work permit, since it is checked against official records.
- 3State the last wage in riyals and make clear it is monthly.
- 4Do not state the reason for leaving, performance ratings or penalties; the text prohibits anything harming reputation or prospects.
- 5Return every certificate and document the worker deposited, which is a separate limb of the same article.
- 6Issue it free of charge, as the Law expressly provides.
Mistakes that recur
Stating the reason for leaving
The certificate records facts, and noting resignation or dismissal may fall within the prohibition in Article 64.
Tying it to a release
The certificate is an independent entitlement on request and cannot be conditioned on signing a settlement or waiver.
Charging for it
The text is explicit that it is issued free of charge.
Not returning documents
Article 64(2) requires the return of all certificates and documents the worker deposited.
How the system saves the manual work
Data comes from the file
Joining date, end date, occupation and last wage already sit in the employee file, so the certificate is generated from them.
The request is recorded
The employee's request follows its route in the system, preserving proof that it was issued on request.
The settlement stays separate
The final settlement runs on its own track, so the certificate is never conditioned on it.
Sources
- Saudi Labour Law, Bureau of Experts at the Council of Ministers
- Ministry of Human Resources and Social Development
This page is explanatory guidance, not legal advice. In a dispute, rely on the official text and consult the Ministry of Human Resources and Social Development or a licensed lawyer.