Saudi Arabia Leave Guide 2026: Annual, Sick, Maternity & Hajj

Saudi Arabia Leave Guide 2026: Annual, Sick, Maternity & Hajj

Leave management is one of the most practical compliance areas for employers in Saudi Arabia. It touches payroll, workforce planning, employee experience, and legal risk at the same time. In 2026, HR teams should treat leave policies as operational infrastructure, not as ad hoc approvals handled case by case.

Annual leave

Employees are generally entitled to paid annual leave of at least 21 days, increasing to 30 days after five continuous years with the same employer. A strong leave policy should clarify request timelines, approval rules, blackout periods, carryover treatment, and how leave is paid or settled at the end of employment.

Sick leave

Sick leave is typically paid on a graduated basis within a single year: the first 30 days at full pay, the next 60 days at three-quarters pay, and the following 30 days unpaid. Employers should require appropriate medical documentation, apply the rule consistently, and keep accurate records in the HR system.

Maternity leave

Maternity leave should be managed as both a legal entitlement and an employee experience moment. HR teams should communicate the expected timeline, required documents, handover planning, return-to-work arrangements, and any company benefits that go beyond the statutory baseline.

Hajj leave

Eligible Muslim employees may be entitled to paid Hajj leave when they meet the service and prior-use requirements. Since Hajj leave often coincides with seasonal scheduling pressure, employers should plan requests early, document eligibility, and coordinate coverage before approvals are finalized.

What HR should do next

Review your leave policy, align it with payroll rules, and make approval workflows transparent. The goal is to separate statutory entitlements, company-paid enhancements, and operational exceptions so employees and managers understand what applies before a request is submitted.