How to File a Labour Claim in Saudi Arabia, Step-by-step Guide

Knowing how to file a labour claim in Saudi Arabia is essential for any employee, employer or HR team facing a workplace dispute that cannot be resolved internally. The Kingdom’s labour-dispute system channels claims through two main stages: an administrative complaint and friendly-settlement process managed by the Ministry of Human Resources and Social Development (HRSD), followed, if no settlement is reached, by formal litigation before the labour courts via the Ministry of Justice’s Najiz portal. At Faisal A. Siddiqui Law Firm, we guide clients through both stages daily, and I have written this guide to give you a clear, practical roadmap from the first demand letter all the way to judgment enforcement.

The procedures described here reflect the current portals and processes as of July 2026, though I always recommend verifying exact steps on the official HRSD and MOJ websites before you file.

Quick Answer, How to File a Labour Claim in Saudi Arabia

If you need a concise overview before reading the full guide, here is the standard path. First, attempt to resolve the dispute internally and send the employer (or employee) a written demand. Second, file an administrative complaint through the HRSD portal or the National Platform (my.gov.sa), which triggers a mandatory friendly-settlement process. Third, if no settlement is reached, escalate the matter to the labour court by submitting a Najiz statement of claim through the MOJ’s online portal. Fourth, attend hearings, obtain a judgment, and, if necessary, enforce it through the court’s execution office. Each stage has its own deadlines, documentation requirements and procedural nuances, all of which I explain in detail below.

Who Can File a Labour Claim and Common Claim Types

Any party to an employment relationship governed by the Saudi Labour Law may file a labour claim in Saudi Arabia. This includes Saudi nationals, expatriate workers, domestic workers (under separate regulations), and employers who have claims against employees. An authorised legal representative or agent holding a valid power of attorney may also file on behalf of the claimant. In my experience, disputes most commonly arise from unpaid wages or salary delays, arbitrary or unjust dismissal, unpaid end-of-service benefits, breach of contract terms, and workplace discrimination or harassment. Understanding which type of claim you have helps determine whether to start with HRSD or proceed directly to court.

Claim Types at a Glance

Pre-Filing Steps, Internal Escalation and Evidence Gathering

Before you file a labour claim in Saudi Arabia through any official channel, I strongly advise taking structured pre-filing steps. These protect your legal position, demonstrate good faith, and, critically, give you the evidentiary foundation you will need later. In my practice, I have seen numerous claims weakened because the claimant failed to document events in real time or skipped the internal grievance process entirely.

Start by raising your concern through your employer’s internal grievance or HR channel. Put everything in writing, even a brief email creates a contemporaneous record. If the employer does not respond within a reasonable period (typically seven to fourteen days), you should send a formal demand letter. Simultaneously, begin organising your evidence: gather your employment contract, any amendments, salary slips or bank transfer records, attendance logs, performance reviews, and all written communications (emails, WhatsApp messages, official letters) related to the dispute.

Sample Demand Letter, What to Include

Your demand letter does not need to follow a prescribed legal format, but it should contain the following elements to be effective:

• Date and addressee. Address it to the employer’s HR department or authorised representative by name.
• Employment details. State your full name, position, employee ID, date of joining, and current salary.
• Summary of the dispute. Describe the issue clearly, for example, “My salary for the months of March and April 2026 has not been paid.”
• Legal basis. Reference the relevant provision of the Saudi Labour Law (e.g., Article 90 on wage payment obligations).
• Remedy sought. Specify exactly what you are requesting, payment of a stated amount, reinstatement, issuance of a certificate, etc.
• Deadline for response. Give a reasonable deadline (e.g., ten business days) and state that you will escalate to official channels if the matter is not resolved.
• Language note. Draft the letter in Arabic, or provide an Arabic translation alongside the English version, as Arabic is the official language of legal proceedings in Saudi Arabia.

Evidence Checklist

I recommend assembling the following documents before filing any complaint:

• Signed employment contract (and any amendments or addenda).
• Salary slips or bank statements showing payment history.
• Termination or warning letters (if applicable).
• Written correspondence, emails, letters, and messaging records relevant to the dispute.
• Attendance and leave records.
• Internal grievance submissions and any employer responses.
• Demand letter (your copy with proof of delivery).
• Iqama and passport copies (for expatriate employees).

Keep certified copies of every document and ensure that any document not originally in Arabic is accompanied by a certified Arabic translation. This is a requirement for submission to the labour court.

Administrative Complaint Routes, HRSD and the National Platform

The usual first formal step when you file a labour claim in Saudi Arabia is to submit an MHRSD complaint through the Ministry of Human Resources and Social Development. This triggers the friendly-settlement process, which is designed to resolve disputes without court intervention. In many salary-related and end-of-service benefit cases, the HRSD complaint is a prerequisite before the matter can be escalated to the labour court.

There are two main online channels for filing your administrative complaint:

1. HRSD portal directly. Visit the HRSD website, navigate to the complaints and reports section, log in using your Absher or Nafath credentials, and complete the complaint form. You will be asked to provide your employment details, describe the violation, and attach supporting documents.
2. National Platform (my.gov.sa). Go to the “Complaint Against Employer” service on my.gov.sa. Authenticate via Nafath, then follow the on-screen prompts to submit your complaint. The platform routes your submission to HRSD for processing.

You can also contact the HRSD toll-free helpline at 19911 for guidance on how to submit a complaint or to check the status of an existing one.

Friendly Settlement Explained, Steps, Timeline and Outcomes

Once your MHRSD complaint is registered, the ministry assigns a conciliator who contacts both parties and schedules a friendly-settlement session. This is sometimes referred to as an “amicable settlement” session. From what I see in practice, this stage typically unfolds as follows:

1. Complaint registration. You receive a reference number confirming your complaint has been recorded.
2. Notification to the employer. HRSD notifies the employer and requests a response.
3. Conciliation session. Both parties attend (in person or virtually) to discuss the dispute. The conciliator facilitates negotiation but does not impose a binding decision.
4. Outcome. If the parties agree, a settlement is documented and signed. If they do not agree, HRSD issues a referral letter authorising you to file a case in the labour court.

The friendly-settlement process at HRSD typically takes between one and eight weeks, depending on scheduling and the complexity of the dispute. In straightforward salary-delay cases, settlement can be reached within two to three weeks. More complex disputes, for example, those involving contested termination or disputed contract terms, tend to take longer.

Can I go directly to the labour court? In most employment disputes, particularly those involving wages, benefits or contract violations, the HRSD friendly-settlement stage is expected before court filing. However, there are situations where direct court filing is appropriate, for instance, where the employer has absconded, where the dispute involves a legal question that requires judicial interpretation, or where urgent interim relief is needed. My advice is to consult with a qualified employment litigation lawyer if you are unsure whether to bypass the HRSD stage.

How to File a Labour Claim in the Labour Court, Najiz Online Filing

If the HRSD friendly settlement does not resolve your dispute, the next step is to file a Saudi labor court online complaint through the Najiz portal, operated by the Ministry of Justice. This is how to file a case in a labour court in Saudi Arabia electronically, and it is now the standard method for initiating court proceedings.

The Najiz statement-of-claim process involves the following steps:

1. Log in to the Najiz portal. Access the Najiz website or mobile application. Authenticate using your Nafath digital identity (linked to Absher).
2. Select “Statement of Claim” (صحيفة دعوى). From the e-services menu, choose the option to file a new statement of claim. Select “Labour” as the case category.
3. Enter party details. Provide your full details (claimant) and the respondent’s details (employer or employee). You will need the respondent’s commercial registration number or national ID.
4. Describe the claim. Write a clear, factual summary of your claim in Arabic. State the relief you are seeking, for example, payment of SAR 45,000 in unpaid wages, or reinstatement plus compensation for unjust dismissal.
5. Attach documents. Upload your evidence bundle, including the employment contract, demand letter, HRSD referral letter, payslips, and any other supporting documents. Ensure all attachments are in Arabic or accompanied by certified translations.
6. Submit and receive your case number. Once submitted, the system generates a case number and assigns the matter to a labour court circuit. You will receive SMS and portal notifications with hearing dates.

Case Registration, Case Number and What Happens After Submission

After you submit your Najiz statement of claim, the court registry reviews the application for completeness. If any required information or documents are missing, you will be asked to supplement your filing. Once accepted, you receive a confirmed case number and a date for the first hearing. In my experience, the first hearing is typically scheduled within a few weeks of registration, though this varies by court circuit and caseload.

Common Filing Mistakes to Avoid

Having represented clients in hundreds of labour-court matters, I regularly see the same filing errors that cause unnecessary delays:

• Submitting documents only in English. The court requires Arabic-language submissions. Failing to provide certified translations is one of the most common reasons for returned filings.
• Vague claim descriptions. State exact amounts, dates and the legal basis for your claim. A generic statement like “the employer owes me money” is insufficient.
• Incomplete respondent details. Ensure you have the employer’s correct legal name and commercial registration number. Errors here delay service of process.
• Missing the HRSD referral. If the matter requires prior friendly settlement, failing to attach the HRSD referral letter can result in your case being returned.
• Exceeding limitation periods. Be aware of statutory time limits for filing claims. Delayed filing can result in the court declining to hear your case.

Evidence Preparation and Case Bundle

A well-organised case bundle significantly strengthens your position when you file a labour claim in Saudi Arabia. The labour court expects documents to be arranged chronologically, numbered, and indexed. In my practice at Faisal A. Siddiqui Law Firm, I prepare every case bundle with a cover sheet, a table of contents and individually tabbed exhibits.

All documents submitted to the court must be in Arabic. If your original documents, such as an English-language employment contract, are not in Arabic, you must obtain a certified translation from an accredited translator. Witness statements should also be drafted in Arabic and signed by the witness. If expert evidence is required (for example, a payroll calculation or a medical report), ensure the expert’s report is likewise translated and certified.

Evidence Table

Hearings, Judgments and Appeals

Labour-court proceedings in Saudi Arabia typically progress through two hearing phases. The preliminary hearing is where the judge reviews the claim, confirms the parties’ identities, and attempts to narrow the issues. The judge may ask clarifying questions and encourage settlement even at this stage. If the case proceeds, evidentiary hearings follow, during which each party presents documents, calls witnesses, and responds to the other side’s evidence. The judge may also appoint experts or request additional information from government agencies.

Judgments are issued either at the conclusion of the final hearing or at a later date communicated to the parties. The judgment includes the court’s reasoning, the amounts awarded (if any), and any orders for reinstatement or other remedies. In straightforward wage-claim cases, I have seen judgments issued within two to four months of filing. Complex disputes involving contested termination or multi-party claims can take considerably longer.

Appeals, Typical Timelines and Grounds

Either party may appeal a labour-court judgment to the Court of Appeal (Labour Circuit). The appeal must be filed within the deadline specified in the judgment notification, typically thirty days from the date of notification. Grounds for appeal include errors of law, errors of fact, and procedural irregularities. The appellate court reviews the case on the record and may uphold, modify or overturn the original judgment. Appeal proceedings generally add several additional months to the overall timeline of a labour claim in Saudi Arabia.

Enforcing Judgments and Execution

A favourable judgment is only as valuable as your ability to enforce it. Once a labour-court judgment becomes final (either because the appeal period has expired without an appeal, or because the appellate court has issued its decision), you can apply for enforcement through the court’s execution office. The execution judge has broad powers to enforce compliance, including ordering the garnishment of the debtor’s bank accounts, placing travel bans, suspending government services, and seizing assets.

For certain labour-specific violations, such as persistent non-payment of wages, HRSD also has administrative enforcement tools, including the ability to suspend the employer’s commercial activities or restrict its ability to hire new workers. In my experience, the combination of judicial and administrative enforcement mechanisms gives successful claimants meaningful leverage, though enforcement against employers in financial distress can still be challenging.

Costs, Typical Timelines and Realistic Expectations

Understanding the timeline for a labour claim in Saudi Arabia and the associated costs helps you plan realistically. Labour-court filing through Najiz does not currently carry a government filing fee for employees. However, you should budget for certified translations, legal representation, and any expert reports required. Attorney fees vary based on the complexity of the case and the amounts in dispute.

Practical Checklist, Step-by-Step Summary

Use this numbered checklist as a quick reference when preparing to file a labour claim in Saudi Arabia:

1. Days 0–7: Raise the issue internally in writing. Send a formal demand letter to the employer (in Arabic). Begin gathering evidence, contract, payslips, correspondence.
2. Days 7–14: If no response, file an administrative complaint via the HRSD portal or my.gov.sa. Retain your complaint reference number.
3. Weeks 2–6: Attend the HRSD friendly-settlement session. Negotiate in good faith. If settlement is reached, ensure it is documented and signed.
4. Week 6+ (if no settlement): Obtain the HRSD referral letter. Prepare your Najiz statement of claim with a complete evidence bundle (all documents in Arabic or with certified translations).
5. Court filing: Log in to the Najiz portal, submit your statement of claim, upload attachments, and receive your case number.
6. Hearings: Attend all scheduled hearings. Present evidence, call witnesses, and respond to the respondent’s case.
7. Judgment and enforcement: Once a judgment is issued and becomes final, apply for enforcement through the execution office if the other party does not comply voluntarily.

I recommend saving or printing this checklist and ticking off each step as you complete it. For an expanded version of this guide, see our full guide to filing an employment claim in Saudi Arabia’s labour courts.

Sources

1. Ministry of Human Resources & Social Development (HRSD), Reporting Violations
2. HRSD, Client Page (Complaints and Reports)
3. National Platform (my.gov.sa), Complaint Against Employer Service
4. Ministry of Justice (MOJ), Najiz / Case Trip / Statement of Claim Guidance