New guide sets SR20,000 fine and a 3-year ban on recruitment for erring employers

Employers in Saudi Arabia face serious consequences under new regulations for domestic workers, with penalties reaching SR20,000 in fines and a 3-year recruitment ban for violations. The Ministry of Human Resources and Social Development’s updated guide targets employers who charge illegal fees or fail to meet their legal obligations to domestic workers.

This comprehensive guide is essential reading for current and prospective employers of domestic workers, recruitment agencies, and legal professionals working in Saudi Arabia’s labor sector. The regulations aim to protect domestic workers while establishing clear standards for employers.

We’ll break down the new penalties and enforcement measures that could impact your recruitment rights, explore the prohibited practices that trigger these hefty fines, and examine the expanded rights package that domestic workers now receive under Saudi law.

New Penalties and Enforcement Measures for Employers

SR20,000 Maximum Fine for Violations

The new regulatory framework establishes a maximum penalty of SR20,000 for employers who violate domestic worker regulations, representing a significant enforcement measure.

Three-Year Recruitment Ban for Non-Compliant Employers

Non-compliant employers now face a comprehensive recruitment ban lasting up to three years, effectively restricting their ability to hire domestic workers during this period.

Permanent Ban Extensions for Repeat Offenders

The recruitment ban may be extended to become permanent for repeat offenders, ensuring that employers who consistently violate regulations face permanent consequences for their non-compliance.

Double Penalties for Recurring Violations

Penalties are doubled in the event of a repeat violation, creating a progressive punishment system that escalates enforcement measures against employers who continue to breach domestic worker protection regulations.

Prohibited Employer Practices and Fee Restrictions

Ban on charging recruitment fees to domestic workers

Employers are strictly prohibited from imposing any recruitment-related charges on domestic workers, ensuring financial protection from the hiring process onset.

Prohibition of work permit and transfer fees

All work permit costs and service transfer fees are banned, eliminating financial burdens that previously fell on workers during employment transitions.

Elimination of profession change charges

Domestic workers can now change their professional designation without incurring any charges, providing greater career flexibility without financial penalties.

Free residency permit processing requirements

Employers must cover all expenses for issuing and renewing residency permits and legal licenses, ensuring these essential documents remain completely free for workers throughout their employment.

Comprehensive Rights Package for Domestic Workers

Weekly Rest Day Entitlements

Domestic workers are guaranteed a weekly rest day as specified in their employment contract, ensuring regular time off from duties.

Minimum 8-Hour Daily Rest Periods

Workers must receive continuous daily rest periods of no less than eight hours, providing adequate time for sleep and personal activities.

Full Month Vacation After Two Years of Service

Following two years of continuous service, domestic workers are granted a full month’s leave if they choose to renew their employment contract.

Retention of Personal Identification Documents

Domestic workers maintain the right to keep their personal identification documents, including passports and iqamas, preventing employer confiscation of these essential items.

Financial Benefits and Travel Allowances

Financial Benefits and Travel Allowances

Now that we have covered the prohibited practices and comprehensive rights framework, let’s examine the specific financial benefits employers must provide to domestic workers under the new regulations.

Regular wage payments according to unified contracts

Employers are legally required to disburse wages consistently according to the unified contract terms signed with their domestic worker. This standardized payment structure ensures transparency and prevents wage disputes.

Biennial travel tickets at employer expense

The new guide mandates that employers provide travel tickets to workers’ home countries every two years, with all costs covered by the employer. This benefit supports workers’ connection to their families and home communities.

End-of-service gratuity after four consecutive years

Workers who complete four consecutive years of service become entitled to an end-of-service gratuity equivalent to one month’s salary. This provision rewards long-term employment relationships and provides financial security upon contract completion.

Paid sick leave up to 30 days annually

Domestic workers are entitled to receive paid sick leave for up to 30 days annually, contingent upon presenting an approved medical report. This benefit ensures workers can recover from illness without losing income or facing employment termination.

Employer Legal Obligations and Responsibilities

Now that we have covered the penalties and worker rights, let’s examine the critical legal obligations employers must fulfill. Under the new guidelines, employers face comprehensive responsibilities spanning contractual, housing, healthcare, and communication requirements.

Official Employment Contract Requirements

Employers must conclude an official employment contract according to Ministry of Human Resources and Social Development mechanisms, ensuring all employment terms are formally documented and legally binding.

Suitable Housing and Food Provisions

Employers are obligated to provide suitable housing and food for domestic workers, or alternatively, offer a financial allowance to cover these essential needs, guaranteeing workers’ basic living standards.

Healthcare Coverage Obligations

Employers must provide healthcare coverage for workers, ensuring access to medical services and treatment throughout the employment period as a mandatory requirement under the new regulations.

Communication Access for Workers with Families

Employers must enable workers to communicate with their families in a normal manner, recognizing the fundamental right to maintain family connections and preventing isolation from loved ones.

Permitted Domestic Worker Professions

Standard household positions and private drivers

The new regulations encompass standard household positions including housekeepers, cleaners, and private drivers as permitted domestic worker professions.

Specialized roles including nurses and cooks

Specialized domestic positions are explicitly allowed, including home nurses providing medical care, professional cooks managing household meals, skilled tailors for clothing services, and butlers offering comprehensive household management.

Supervisory and management positions

The framework includes leadership roles such as supervisors overseeing other domestic staff and house managers responsible for coordinating multiple household operations and personnel.

Additional service professions and expansion provisions

Beyond traditional roles, permitted professions extend to home guards providing security services, personal assistants handling administrative tasks, farmers managing property grounds, physical therapists offering wellness services, and home coffee makers. The regulations include provisions for adding other relevant duties as household needs evolve.

Worker Obligations and Behavioral Standards

Proper conduct and family environment maintenance

Domestic workers must maintain proper conduct and actively contribute to creating a stable family work environment while performing all duties under direct employer supervision.

Property care and confidentiality requirements

Workers bear responsibility for preserving and caring for the family’s property and work tools, while maintaining strict confidentiality regarding household secrets without any disclosure to external parties.

Respect for Islamic religion and Saudi customs

All domestic workers are required to demonstrate respect for the Islamic religion, applicable regulations, customs, traditions, values, and public morals that define Saudi society’s cultural framework.

Work commitment and loyalty expectations

Workers must demonstrate unwavering work commitment and cannot leave their employment or work for other employers without legitimate justification, ensuring dedicated service to their designated household.

The new guide from the Ministry of Human Resources and Social Development represents a significant step forward in protecting domestic workers’ rights while establishing clear boundaries for employer conduct. With comprehensive penalties including fines up to SR20,000 and recruitment bans lasting up to three years, employers now face serious consequences for violations. The regulations create a balanced framework that ensures domestic workers receive fair wages, proper rest periods, healthcare, and travel benefits, while clearly outlining their professional obligations and behavioral standards.

These strengthened protections reflect the Kingdom’s commitment to fostering work environments based on justice and human dignity. Employers must now adapt to these enhanced legal requirements, understanding that compliance is not optional but essential for maintaining their ability to hire domestic workers. By establishing this comprehensive rights package alongside strict enforcement measures, the Kingdom sets a new standard for domestic worker protection that benefits all parties involved in the employment relationship.

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