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Notice Period Pay in Lieu Calculator (Saudi Arabia)
When a contract ends without the required notice being served, the party that skipped it commonly owes pay in lieu of notice — unpaid notice days × (monthly wage ÷ 30). The 2025 amendment made the rule asymmetric: 30 days’ notice from the worker, 60 days from the employer (indefinite contracts). Enter your figures below.
Pay-in-lieu calculator Estimate only
Enter your monthly wage, the number of required notice days that were not served, and who ended the contract. The calculator shows the commonly cited pay in lieu.
TEST CASES (hand-verified 2026-10-09; formula: monthly ÷ 30 × unpaid notice days): 1. wage=9000, days=60, employer -> daily SAR 300; pay in lieu SAR 18,000.00 (owed BY employer TO worker). PASS 2. wage=9000, days=45, employer -> daily SAR 300; pay in lieu SAR 13,500.00. PASS 3. wage=6000, days=10, worker -> daily SAR 200; pay in lieu SAR 2,000.00 (owed BY worker TO employer). PASS 4. wage=4500, days=30, worker -> daily SAR 150; pay in lieu SAR 4,500.00. PASS 5. wage=0 or days=-1 -> validation error message shown. PASS
The 2025 asymmetric rule (Article 75)
Indefinite contracts, post-2025 amendment: worker gives ≥ 30 days · employer gives ≥ 60 days
This is the commonly cited reading of the amended Article 75, reported via Saudi Gazette, Al Tamimi, and Mondaq coverage of the 2025 amendments. If the employer ends the contract without serving its 60 days, it commonly owes pay in lieu for the shortfall; if the worker leaves without serving 30 days, the worker commonly owes it.
Your contract can set its own notice period — check it first. And note that most expat contracts are fixed-term, where the Qiwa resignation process sets the timeline instead (see below).
Old rule vs new rule
| Pre-amendment (old reading) | 2025 amendment (current reading) | |
|---|---|---|
| Worker’s notice | 60 days if paid monthly, 30 days if paid otherwise | ≥ 30 days (indefinite contracts) |
| Employer’s notice | 60 days if paid monthly, 30 days if paid otherwise | ≥ 60 days (indefinite contracts) |
| Basis | Pay frequency | Which party ends the contract |
The old 60/30-by-pay-frequency reading is still widely quoted in older guides — that is why you will see conflicting numbers online. The 2025 amendment’s asymmetric 30/60 rule is the current reading for indefinite contracts.
2 worked examples
Example 1 — employer ends contract, serves no notice
Monthly wage SAR 9,000. Employer terminates an indefinite contract immediately, serving 0 of its required 60 days.
| Step | Calculation | Result |
|---|---|---|
| Daily wage | 9,000 ÷ 30 | SAR 300.00 |
| Unpaid notice days | 60 − 0 | 60 |
| Pay in lieu (employer → worker) | 60 × 300 | SAR 18,000 |
Example 2 — worker leaves 10 days short
Monthly wage SAR 6,000. Worker on an indefinite contract gives 20 days’ notice instead of the required 30.
| Step | Calculation | Result |
|---|---|---|
| Daily wage | 6,000 ÷ 30 | SAR 200.00 |
| Unpaid notice days | 30 − 20 | 10 |
| Pay in lieu (worker → employer) | 10 × 200 | SAR 2,000 |
Fixed-term contracts
Most expat contracts in Saudi Arabia are fixed-term. For these, the 2025 amendment introduced a Qiwa-based resignation process (including 30-day auto-acceptance if the employer stays silent) — see the resignation & Article 79 Bis guide. How that process interacts with Article 75’s notice requirement is not settled in the sources we checked. Check your contract for its own notice clause first, then confirm the current process on qiwa.sa or with HRSD (hrsd.gov.sa).
Frequently asked questions
What is the notice period in Saudi Arabia after the 2025 amendment?
For indefinite contracts, the commonly cited post-2025 rule (Article 75) is asymmetric: the worker must give at least 30 days’ notice, while the employer must give at least 60 days. This is the 2025 amendment’s reading; the older 60/30-by-pay-frequency interpretation is still widely quoted as the pre-amendment rule.
How is pay in lieu of notice calculated in Saudi Arabia?
The commonly cited method is: unpaid notice days × (monthly wage ÷ 30). For example, if your monthly wage is SAR 9,000 and the employer skips 60 days of required notice, the commonly cited pay in lieu is SAR 18,000. This is an estimate — the divisor and the exact notice owed can depend on your contract.
What was the old notice period rule in Saudi Arabia?
Before the 2025 amendment, the commonly cited reading of Article 75 was 60 days’ notice when the wage is paid monthly and 30 days when it is paid otherwise. The 2025 amendment changed indefinite contracts to the asymmetric rule: at least 30 days for the worker, at least 60 days for the employer.
Does the notice period apply to fixed-term contracts?
Fixed-term contracts are mostly expat contracts in Saudi Arabia, and they commonly follow the Qiwa resignation process rather than Article 75’s notice periods. Check your contract first — it may set its own notice period — and confirm the current process on qiwa.sa or with HRSD.
Can my employer waive my notice period?
Often yes in practice. Employers commonly agree to shorten or waive the notice period, especially once a handover is complete. Get any waiver in writing — a verbal ‘don’t worry about it’ is not proof if there is a later dispute.
Does skipping notice affect my end-of-service benefit?
No — pay in lieu of notice and the end-of-service benefit are separate entitlements. Skipping notice does not erase your EOSB, which is calculated separately under Article 84 (or the domestic-worker rule). Use the EOSB calculator for that part of your settlement.
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Related: notice period guide (30 vs 60 days) · resignation & Article 79 Bis · EOSB calculator · final settlement