In Saudi Arabia, the labor law outlines the regulations governing standard working hours for employees. The maximum limit for an employee's workday is 8 hours, and the workweek should not surpass 48 hours.

However, there is an exception during the holy month of Ramadan. During this period, working hours are reduced for Muslim employees. The maximum limit becomes 6 hours per day and 36 hours per week.

Friday is typically the designated weekly rest day in Saudi Arabia. However, with mutual agreement, employers can substitute Friday with another day of the week.

In Saudi Arabia, the labor law outlines the threshold at which overtime pay becomes mandatory. Any work exceeding the standard hours is considered overtime. This applies to both daily and weekly working hours.

The Saudi Labor Law mandates a specific overtime pay rate. Employees working overtime hours are entitled to an additional payment on top of their base salary. This additional amount is equal to their regular hourly wage plus 50% of their base wage.

For example, if an employee's base salary is 5,000 SAR per month and they work an additional 2 hours on a regular workday (10 hours total), their overtime pay would be calculated as follows:

• Regular hourly wage = Base salary / (Working days per month * Working hours per day) = 5,000 SAR / (22 days * 8 hours) = 28.95 SAR
• Overtime pay per hour = Regular hourly wage + (50% of base wage per hour) = 28.95 SAR + (5,000 SAR * 0.5 / (22 days * 8 hours)) = 43.43 SAR
• Total overtime pay for 2 hours = Overtime pay per hour * Overtime hours = 43.43 SAR * 2 hours = 86.86 SAR

The overtime pay calculation remains the same regardless of the day or time the overtime is worked. There's no separate rate for overtime on weekends or holidays in Saudi Arabia.

Employers are obligated to maintain clear records of employee working hours, including overtime hours. Employees have the right to refuse unreasonable overtime requests, although what constitutes "unreasonable" can be subjective. If you have any doubts or questions regarding overtime work or compensation in Saudi Arabia, it's advisable to consult the Ministry of Human Resources and Social Development (MHRSD) or a legal professional.

Saudi Arabian labor law ensures that all workers are entitled to rest periods and breaks. Here's a detailed overview of these entitlements:

Daily Breaks

• Frequency: Workers are not allowed to work for more than five consecutive hours without a break of at least 30 minutes.
• Purpose: This break is intended for rest, prayer, and meals.
• Employer Obligations: Employers are not allowed to require employees to remain at the workplace during breaks. The break period is not considered as working hours.
• Daily Maximum: The total workday, including breaks, should not exceed 12 hours.

Weekly Rest Day

• Entitlement: All employees are entitled to a weekly rest day of at least 24 consecutive hours.
• Standard Day: Traditionally, Friday is the designated weekly rest day in Saudi Arabia.
• Flexibility: Employers have the option to substitute the weekly rest day with another day of the week, but they need to notify the government.
• Compensation: The weekly rest day must be fully paid.

Saudi Arabia's Ministry of Labor and Social Development issued Resolution No. 18632 in November 2019, which came into effect in January 2020. This resolution regulates night work and outlines the rights of employees working outside standard hours.

Night work is defined as any work performed between 11 p.m. and 6 a.m. The resolution offers several benefits and protections for night shift workers:

• Employers must ensure a minimum rest period of 12 hours between night shifts for each worker.
• Workers cannot be assigned night shifts for more than three consecutive months. Employers are required to rotate workers between day and night shifts every three months. Exceptions can be made only with the written consent of the employee.
• Night shift workers are entitled to receive fair compensation that reflects the nature of their work. This may include higher wages or additional benefits. Employers must also cover transportation costs to and from the workplace during night hours.
• Employers are responsible for providing night shift workers with access to health services. Workers also have the right to provide medical documentation regarding their fitness for night work.
• The resolution emphasizes that night shift workers should have equal rights and opportunities for training, promotions, and other benefits compared to day shift workers.

The resolution exempts certain categories of employees from night work, including:

• Workers with documented medical conditions that make night work unsuitable.
• Elderly workers.
• Employees with significant family obligations.
• Pregnant women after 24 weeks of gestation.

These exemptions help to ensure the health and well-being of vulnerable workers.

There are no specific regulations outlined in the resolution regarding weekend work. However, standard work weeks in Saudi Arabia typically consist of five days, with Friday and Saturday designated as weekend days. Weekend work may require separate agreements or compensation arrangements between employers and employees.