The Labor Court in Saudi Arabia

The Labor Court in Saudi Arabia is the court responsible for resolving disputes between workers and employers. Given the frequent conflicts that arise between employees and employers, judicial authorities were encouraged to establish the Labor Court, leveraging digital development systems. This court plays a vital role, particularly as many foreign workers face unjust treatment at work. As a result, the Labor Court serves as the primary defender of workers’ rights, enabling them to reclaim their rights through legal means.

The Role of the Labor Court in Saudi Arabia

This court is a recourse for resolving disputes between an employee and their employer or the company they work for, especially when issues cannot be settled amicably through the labor office. The court aims to provide swift resolutions that ensure justice for those who have been wronged.

Saudi Arabia has seven labor court branches located in Mecca, Riyadh, Medina, Abha, Dammam, and Jeddah. Additionally, there are 27 labor circuits across various cities and provinces, as well as nine triple labor circuits in six different appellate courts across the Kingdom.

The Labor Court operates as a first-instance court, meaning its rulings can be appealed. Dispute resolution follows a series of steps, beginning with an attempt at mediation by the labor office. If mediation fails, the case proceeds to the Labor Court, which works to reach a fair decision for both parties.

In cases where a final decision is reached that cannot be contested, the ruling is directly enforceable. However, if the decision is open to appeal, further legal procedures may delay final enforcement until all avenues are exhausted.

Jurisdiction of the Labor Court in Saudi Arabia

The Labor Court addresses various types of disputes between workers and employers, such as:

1. Issues arising from an employer’s termination of an employee.
2. Disputes related to work contracts, including wages, salaries, benefits, and compensation.
3. Issues surrounding disciplinary actions imposed by employers, as well as requests to revoke such penalties.
4. Complaints filed by employers against their employees.
5. Claims raised by workers related to labor or social insurance regulations.
6. Compensation claims due to workplace injuries and other rights stemming from these incidents.
7. Cases involving disputes between employers or workers and the General Organization for Social Insurance (GOSI).
8. Other issues concerning registration, participation, or compensation in GOSI.

Workers or employers with favorable rulings in such cases may seek additional compensation for damages incurred.

How to File a Claim in the Labor Court

Workers can file claims against employers to obtain compensation or secure their rights in labor-related disputes in two ways:

1. The Preferred Method: Hiring an experienced attorney specialized in labor law. This approach is often recommended, as the attorney can handle unexpected issues that may arise during the proceedings. Their legal expertise helps clients secure better outcomes.
2. Filing Online: Workers can also submit their claims online via the Najiz platform, operated by the Ministry of Justice in Saudi Arabia.

Dismissal of Labor Claims

For a labor claim to be accepted by the court, it must be based on solid legal grounds to achieve the intended outcome. Many labor claims are dismissed for failing to meet required standards, with common reasons including:

1. Lack of legal basis or sufficient evidence.
2. Filing of fraudulent or deceptive claims intended to mislead or harm the other party.
3. Submitting claims that conflict with other requests, especially if deadlines have been missed.
4. Filing claims with malicious intent solely to harm the defendant.

Failure to Attend Labor Court Sessions

If an employer fails to attend Labor Court sessions, the committee handling dispute resolution may suspend services the employee provides to the employer. This action prevents delays in court proceedings and serves as a deterrent against non-attendance. In such cases, the court may issue a default judgment, denying the absent employer the chance to present a defense.