Saudi Labour Law Calculator
Three calculators in one: overtime pay (Article 107), annual leave entitlement (Article 109) and notice periods (Article 75). The rates come from the published Labour Law, and every figure stays editable so the math stays right if practice changes.
General information from the published Saudi Labour Law — not legal advice. Figures checked October 2026. Confirm your own case on the HRSD / Qiwa portal.
1. Overtime pay — Article 107
The law prices an overtime hour at your hourly wage plus 50% of your basic hourly wage. Enter your contract figures; the divisor and premium are shown so you can match them to your company regulation.
Basic + housing, transport and other fixed allowances.
Standard Saudi payroll practice: 30 days × 8 hours = 240. Editable — some company regulations use a different figure.
Article 107 sets the premium at 50% of the basic wage.
2. Annual leave entitlement — Article 109
Minimum paid leave is 21 days a year, rising to 30 days once you complete five consecutive years with the same employer. A contract can give more; it cannot give less.
Used only to value the leave days. Daily wage uses the standard ÷ 30 payroll convention.
3. Notice period — Article 75
Article 75 notice applies to indefinite contracts. Either side needs a valid reason, stated in a written notice. Tell the calculator your contract shape and who is ending it.
This page gives general information from the published Saudi Labour Law (Ministry of Human Resources and Social Development), checked October 2026. It is not legal advice. Your contract, your company regulation, and later amendments can change the answer. Confirm your case on the Qiwa platform or with HRSD before acting on a figure.
The Three Rules This Calculator Uses
Saudi overtime pay comes from Article 107 of the Labour Law: an overtime hour is paid at the hourly wage plus 50% of the basic hourly wage. Two wage figures enter the formula. The hourly wage is worked out on the total (actual) wage, which is the basic salary plus fixed allowances such as housing and transport. The 50% premium is worked out on the basic wage only. Payroll teams convert a monthly wage into an hourly wage with a divisor; the standard figure in Saudi practice is 240, from 30 days at 8 hours a day. Because the divisor sits in company regulations rather than in the article itself, the calculator shows it as an editable input prefilled with 240. Check your payslip or company regulation if your employer uses a different divisor, and the result updates to match.
Annual leave comes from Article 109. The minimum is 21 days of paid leave for each year of service, and the minimum rises to 30 days after five consecutive years with the same employer. Leave pay is paid in advance. The employer sets the leave dates around work needs and must tell the employee at least 30 days ahead. Leave cannot be handed back or swapped for cash during service; when employment ends, unused days are paid as wages under Article 111. Contracts often grant more than the minimum, so treat 21 and 30 as the floor the law guarantees.
Notice periods come from Article 75, as amended. The article covers indefinite contracts: either side may end the contract for a valid reason given in a written notice. When the wage is paid monthly, the employer must give at least 60 days of notice, and the employee must give at least 30 days. When the wage is paid on another basis, the minimum is 30 days for both sides. Article 76 adds the consequence of skipping notice: the side that ends the contract without observing the period pays the other side compensation equal to the wage for that period, unless both sides agreed on more. Fixed-term contracts sit outside Article 75 notice; they normally run to their end date, and ending one early usually needs agreement or compensation under Article 77.
Read your payslip the same way
Find the basic salary line and the total wage line on your payslip, count the overtime hours on your timesheet, and run the same formula. A gap between the two numbers is a question for HR, with the article number ready: Article 107 for overtime, Article 109 for leave, Article 75 for notice.
Where to confirm your case
Your contract record and wage history sit on the Qiwa platform, and HRSD publishes the Labour Law text and runs the labour dispute service. Check both before you sign a settlement or accept a final payslip figure.
Sources
Saudi Labour Law text published by the Ministry of Human Resources and Social Development (HRSD): Article 107 (overtime at the hourly wage plus 50% of the basic wage; holiday and official-vacation hours count as overtime), Article 109 (21 days of annual leave, 30 days after five consecutive years), Article 111 (unused leave paid at the end of service), Article 75 as amended (60 days employer notice and 30 days employee notice for monthly-paid indefinite contracts; 30 days where pay is not monthly), Article 76 (compensation equal to the wage for an unobserved notice period). Divisor of 240 hours: standard payroll practice, 30 days × 8 hours. Checked October 2026.
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