Sumerge
Riyadh
see the full file on Sumergethe legal floor where they are
Set by law, not by Sumerge. It applies to every employer in Riyadh.
| PTO | 21 (Saudi Labor Law art. 109) |
|---|---|
| Birthing-parent leave | 12 (Saudi Labor Law art. 109) |
| Partner leave | 1 (Saudi Labor Law art. 109) |
| Income tax | no personal income tax on salary (Saudi Labor Law art. 109) |
| End-of-service gratuity | end-of-service award: half a month per year for the first 5 years, one month per year after. (Saudi Labor Law art. 109) |
| How healthcare is paid for | Employer-paid private health insurance is mandatory by law for every non-Saudi resident. The Cooperative Health Insurance Law (Council of Ministers Decision No. 71 of 27/4/1420H, promulgated by Royal Decree M/10 of 1/5/1420H, 11 August 1999) requires each sponsor responsible for a resident to subscribe to cooperative health insurance on that resident's behalf (Article 3), and makes the employer liable for treatment costs until cover is activated (Article 10); cover extends to the worker's dependants. The regulator is the Council of Health Insurance (CHI, formerly CCHI), which sets the compulsory Essential Benefit Package. The Essential Benefit Package in force since 1 October 2022 carries a maximum coverage limit of SAR 1,000,000 per insured per year across 28 benefits covering consultations, diagnosis, treatment, medicines, hospitalisation, surgery and day cases — up from SAR 500,000 under the previous unified policy (2018). Saudi citizens are covered separately and free by the Ministry of Health system; expatriates are not eligible for it and depend entirely on the employer-purchased policy. (Saudi Labor Law art. 109) |
Every claim above is sourced and dated. See sources on the full page.
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