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When an employee in Saudi Arabia fails to report to work without proper authorization, you need a legally compliant termination letter that follows strict Saudi Labor Law requirements. A No Show Termination Letter provides the formal documentation required to terminate employment based on unauthorized absence while protecting your company from potential legal challenges.

When do you need this document?

You need this termination letter when an employee has been absent from work without authorization for 15 consecutive days or 30 non-consecutive days within a single year, as specified under Article 80 of Saudi Labor Law. This includes situations where employees disappear without notice, fail to return from vacation, stop reporting to work without explanation, or ignore company communications about their absence. The letter is also necessary when previous verbal warnings or attempts to contact the employee have been unsuccessful, and you need to formalize the termination process according to Saudi employment regulations.

Key legal considerations

Your termination letter must clearly reference Article 80 of Saudi Labor Law, which provides legal grounds for immediate termination without notice or compensation in cases of unauthorized absence. You must document all attempts to contact the employee, including dates and methods of communication, as this evidence may be required by authorities. The letter should specify exact dates of absence and calculate whether the threshold of 15 consecutive or 30 non-consecutive days has been met. Include references to your company's attendance policies and any prior warnings given to the employee. Additionally, address final settlement calculations, including any outstanding salary, benefits, or deductions according to Saudi labor regulations.

Legal requirements in Saudi Arabia

Saudi Labor Law mandates specific procedures for no-show terminations that you must follow to ensure legal compliance. Under Article 80, you can terminate immediately without notice, but you must maintain detailed attendance records and documentation of absence periods. The Ministry of Human Resources and Social Development requires employers to keep comprehensive records of termination decisions and may audit these during labor inspections. Your termination letter must be written in Arabic or include an Arabic translation for official purposes. You must also notify the Ministry through the Qiwa platform within the required timeframe and update the employee's work permit status. Ensure your company's internal policies align with Saudi Labor Law requirements, as any contradictions could invalidate the termination. The letter should also address the return of company property and final settlement procedures according to Saudi employment regulations.