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Faisal A. Siddiqui

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

By Faisal A. Siddiqui

– posted 1 hour ago

Whether you are an employee who has not been paid for months or a business defending against a wrongful-termination allegation, knowing how to file a labour claim in Saudi Arabia is the single most important procedural skill in Kingdom employment disputes. Saudi Arabia’s labour dispute system has been digitised substantially, complaints now begin on the Ministry of Human Resources and Social Development (MHRSD/HRSD) portal, pass through a mandatory friendly-settlement stage, and only then advance to the Labour Court via the Najiz e-filing platform. At Faisal A. Siddiqui Law Firm, we guide employers, in-house counsel and expatriate workers through every stage of this process, and in this article I set out the complete roadmap from internal escalation to judgment enforcement.

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

If you need a concise answer before reading the full guide, here is the end-to-end sequence for filing a labour claim in Saudi Arabia:

Quick steps to file a labour claim

Attempt internal resolution. Raise the dispute in writing with your employer’s HR department and retain copies of all correspondence.
File an MHRSD complaint. Submit your complaint electronically through the HRSD portal or via the National Platform (my.gov.sa) “Complaint Against Employer” service, logging in with Nafath.
Attend the friendly-settlement session. The local labour office will schedule a conciliation hearing within days of receiving the complaint.
Escalate to the Labour Court. If settlement fails, the case is referred, or you file directly, via the Najiz portal (Ministry of Justice) using the “Statement of Claim” service.
Present evidence at hearings. Attend court sessions, submit documentary evidence and witness statements, and respond to the opposing party’s arguments.
Obtain and enforce the judgment. Once the court issues its decision, use the MOJ execution procedures to enforce payment or compliance.

Each of these stages is explained in detail below. My advice to businesses and HR teams is to treat Step 1 seriously, thorough internal documentation dramatically strengthens any subsequent claim or defence.

Who Can File a Labour Claim and When

Any party to an employment relationship governed by the Saudi Labour Law may file a labour claim in Saudi Arabia. This includes current employees, former employees whose contracts have ended, and employers or their authorised company representatives. Jurisdiction sits with the labour office and labour court in the area where the workplace is located. In my experience, the most common error businesses make is assuming that a headquarters address in Riyadh confers jurisdiction when the employee actually worked at a branch in Jeddah or the Eastern Province.

Common claim types

Salary delay complaint Saudi Arabia. Unpaid wages remain the most frequently filed labour claim. Where an employer fails to pay salary, employees can escalate through the HRSD complaint channels and, if necessary, seek a court order for recovery plus compensation.
Wrongful termination. Claims arising from dismissal without a lawful ground under the Labour Law, including termination during probation disputes.
End-of-service benefits. Disputes over the calculation or non-payment of end-of-service gratuity.
Contract-breach claims. Allegations that either party violated specific terms, working hours, housing allowances, non-compete covenants, or repatriation obligations.

Stage 0: Internal Escalation and Pre-Filing Checklist

Before approaching any government portal, both employees and employers should exhaust internal channels. Raise the dispute formally in writing, an email or letter to the HR department, and request a written response within a reasonable period. This step is not a strict legal prerequisite, but from what I am seeing in practice, labour court judges consistently look more favourably on claimants who can demonstrate they tried to resolve matters internally before filing.

Evidence checklist for a labour claim in Saudi Arabia

Building a complete evidence file before filing is critical. The table below outlines the documents I recommend every claimant or respondent should gather:

Evidence type	Why it is useful	Recommended format
Employment contract (original + any amendments)	Establishes the terms of the relationship, salary, benefits, notice period	PDF scan of signed copy
Salary slips / bank transfer records	Proves payment history and identifies any shortfall	PDF or bank statement extract
Written correspondence (emails, WhatsApp messages)	Shows internal escalation attempts, admissions, or demands	Screenshots with timestamps; exported chat logs
Attendance and leave records	Supports claims relating to working hours, overtime, or absenteeism	HR system export or signed attendance sheets
Termination letter or resignation notice	Defines the basis and date of separation	PDF scan of signed document
Witness statements	Corroborates disputed facts, especially useful in harassment or safety cases	Written statement signed by the witness

Records retention and preservation tips

Keep both digital and hard copies. Save emails in a personal folder outside the company server, once access is revoked after termination, retrieval becomes extremely difficult. For businesses, ensure your HR management system retains records for the full statutory period and that any departing employee’s file is archived before system clean-up.

Stage 1: Filing an Official Complaint, MHRSD, HRSD and the National Platform

The first formal step to file a labour claim in Saudi Arabia is lodging a complaint with the Ministry of Human Resources and Social Development. This can be done through several digital channels, all of which funnel into the same administrative resolution process.

How to submit an MHRSD complaint, step by step

Option A, HRSD website or mobile application. The HRSD e-service for reporting violations of labour regulation in the private sector allows users to submit reports that are sent directly to the relevant labour office. According to the HRSD services page, the process is:

Download the HRSD mobile application or visit the HRSD website.
Register through Absher and log in.
Choose the type of report among the available categories.
Fill in the complaint details, attach supporting documents, and submit.

Option B, National Platform (my.gov.sa) “Complaint Against Employer” service. As described on the my.gov.sa services page, the steps are:

Click the “Start Service” button on the Complaint Against Employer page.
Log in via the Nafath platform.
Select the service “Complaint Against Employer.”
Enter the establishment and employer information.
Provide a detailed description of the complaint and upload documents.
Submit and note the reference number for tracking.

Option C, HRSD Client Page (Complaints and Reports). The HRSD also offers a dedicated Client Page through which users can submit a complaint or request direct communication with ministry officials.

What to expect after filing an HRSD complaint

Once the MHRSD receives the complaint, it is assigned to the local labour office where the workplace is located. An officer will review the details and typically contact both parties to arrange a resolution session. In my experience, this initial triage takes approximately one to two weeks, though timelines can vary depending on the office’s workload. If the employer cooperates and the matter is straightforward, a clear salary delay, for example, resolution at this stage is common. If no agreement is reached, the file is referred to the friendly-settlement process or directly to the labour court.

Stage 2: Friendly Settlement in Saudi Arabia

Before a case reaches the Labour Court, the labour office will attempt a friendly settlement between the parties. This amicable-resolution stage is a mandatory procedural step in most labour disputes. Both parties attend a session where a mediator proposes terms.

Drafting settlement clauses and releases, practical points

If you reach an agreement, insist on a written settlement document that specifies the exact amounts, payment deadlines, and a mutual-release clause. In our experience, vague settlement language, “the employer will pay outstanding amounts” without specifying figures, leads to enforcement problems later. A properly drafted friendly settlement in Saudi Arabia is enforceable and, once signed, generally bars both parties from re-litigating the same issues. My advice to corporate clients is never to sign a settlement under pressure during the session; request a short adjournment to have counsel review the terms.

Filing a Saudi Labour Court Online Complaint via the Najiz Portal

When the friendly-settlement process fails or is bypassed (in limited circumstances), the claim advances to the Labour Court. Filing is done electronically through the Najiz portal, the Ministry of Justice’s unified e-filing platform. This is the stage where the dispute formally becomes litigation.

According to the Ministry of Justice’s “Case Trip in MOJ” guidance page, the steps for filing a statement of claim through Najiz are:

Log into the Najiz portal, Statement of Claim service.
Enter the information of the applicant, plaintiffs, and defendants.
Fill in the claim details and attach the required documents.
Submit the application.
The client is sent an application number for tracking through the Najiz portal, Statement of Claim service.

Documents required for court filing

The Najiz portal will prompt you to upload supporting files. I recommend preparing the following in advance:

Portal field / requirement	What to upload	Accepted formats
Statement of claim	Written summary of facts, legal basis, and relief sought	PDF
Employment contract	Signed original or certified copy	PDF, image (JPG/PNG)
Evidence of salary / non-payment	Bank statements, payslips, or WPS records	PDF
MHRSD complaint record	Reference number and outcome of the friendly-settlement attempt	PDF or screenshot
Identity documents	National ID (Iqama for expatriates) of claimant	PDF, image
Power of attorney (if using counsel)	Notarised POA authorising the lawyer to represent the party	PDF

Service of process, how defendants are notified

After the court accepts the filing, the defendant is notified electronically through the Najiz system and may also receive SMS notification. Defendants are given a defined period to file a response. If the defendant fails to respond or attend, the court may proceed to issue a judgment in absentia, though this is subject to specific procedural safeguards.

Hearings, Evidence Presentation and Court Process

Once a claim to file a labour claim in Saudi Arabia progresses to the hearing stage, the court schedules sessions where both parties present their cases. Saudi labour courts operate with a simplified procedure compared to general courts, hearings are typically faster and less formal, though the evidentiary standards remain rigorous.

Preparing witness statements and bundles

Organise your evidence into a numbered bundle with a clear index. Each document should be labelled and cross-referenced to the relevant paragraph of your statement of claim. Witnesses should prepare signed written statements in advance, and they must be available to attend the hearing if the court or the opposing party requests cross-examination. Arabic is the official language of proceedings; if documents are in English or another language, certified Arabic translations are required.

Rules of evidence, practical expectations for labour courts

Labour courts in Saudi Arabia have broad discretion to evaluate evidence. In my experience, judges place significant weight on documentary evidence, particularly employment contracts, bank records, and official correspondence. Oral testimony is accepted but carries less weight when unsupported by documents. One important point: you generally cannot go directly to the labour court without first attempting the MHRSD complaint and friendly-settlement process. The court will usually verify that pre-court channels were exhausted before accepting a new filing.

Typical timelines from filing to first hearing range from two to six weeks, with the overall case taking approximately three to nine months to reach a first-instance judgment, depending on complexity, the number of hearing sessions required, and court workload in the relevant jurisdiction.

Judgments, Enforcement and Remedies

Saudi labour courts can award a range of remedies depending on the nature of the claim. Understanding available remedies, and the enforcement mechanism behind them, is essential for any party deciding whether to pursue litigation or settle.

Post-judgment enforcement steps

Once a judgment is issued and becomes final (either because the appeal period has elapsed or the appellate court has affirmed it), the winning party can apply for execution through the Ministry of Justice’s enforcement system. Enforcement measures may include bank-account garnishment, travel bans on company directors, and seizure of assets. In our practice, I find that most employers comply with judgments promptly once enforcement proceedings are initiated, particularly given the reputational and operational consequences of non-compliance.

Remedy	Typical claimant	Enforcement route
Unpaid salary and benefits	Employee	HRSD complaint → labour court judgment → execution against employer assets
End-of-service gratuity	Employee	Labour court judgment → forced execution via bank garnishment
Reinstatement or compensation in lieu	Employee	Court order; enforcement may require administrative follow-up with MHRSD
Counterclaim damages (e.g., breach of non-compete)	Employer	Labour court judgment → execution against employee or guarantor

Appeals, Review and Timelines

Parties dissatisfied with a first-instance labour court judgment may appeal to the Labour Court of Appeal. The appeal must be filed within the prescribed period following notification of the judgment. Grounds for appeal typically include errors in the application of law, procedural irregularities, or a dispute over the court’s evaluation of evidence.

Typical deadlines and timelines

Stage	Estimated timeframe
MHRSD complaint, initial triage	1–2 weeks
Friendly-settlement session	2–3 weeks after complaint
Najiz filing to first hearing	2–6 weeks
First hearing to first-instance judgment	2–7 months
Appeal filing deadline	Within 30 days of judgment notification (verify with current procedural rules)
Appeal hearing to final decision	1–4 months
Enforcement application to execution	Weeks to months, depending on debtor cooperation

My advice is to calendar every deadline immediately upon receipt of a notification. Missing an appeal window is irreversible and, in our experience, one of the costliest procedural errors clients make.

Practical Checklist and Sample Timeline for Businesses

Use this twelve-point checklist to prepare before and during the process of filing a labour claim in Saudi Arabia:

Confirm employment relationship and applicable contract terms.
Gather and preserve all evidence (see evidence table above).
Send a written internal demand or grievance to the employer/employee.
Allow a reasonable period for internal response.
Register on HRSD and/or my.gov.sa with Nafath credentials.
File the MHRSD/HRSD complaint with all supporting documents.
Attend the friendly-settlement session prepared with a clear negotiation position.
If settlement fails, prepare the Najiz statement of claim and evidence bundle.
File through the Najiz portal and note the application number.
Attend all court hearings and submit evidence on schedule.
Review the judgment and decide on appeal within the deadline.
If successful, apply for enforcement through the MOJ execution system.

Sample timeline (Day 0 to Day 180): Day 0, internal demand; Day 14, MHRSD complaint filed; Day 30, friendly settlement session; Day 45, Najiz court filing; Day 60, first hearing; Day 120–180, first-instance judgment (estimated). Actual timelines vary by case complexity and court location.

Next Steps

Navigating the Saudi labour dispute system requires precision at every stage, from evidence preservation through portal filing to courtroom advocacy. Whether you are an employer building a defence or an employee pursuing unpaid wages, the procedural steps outlined above provide a clear framework. For a deeper look at the court-filing process, see our related guide on how to file an employment claim in Saudi Arabia. If your dispute involves complex facts, significant sums, or cross-border employment arrangements, engaging specialist employment litigation counsel in Saudi Arabia early can make the difference between a swift resolution and a protracted battle.