Domestic Worker Rights in Saudi Arabia: Full Guide

The relationship between an employer and a domestic worker is based on a clear contract that defines the rights and responsibilities of both parties. Understanding domestic worker rights in Saudi Arabia is therefore important not only for workers but also for employers who want to fulfill their obligations and avoid disputes or violations.

The Ministry of Human Resources and Social Development has established regulations for the domestic labor sector through documented contracts, digital services, and the Musaned platform. These regulations cover wages, working hours, rest periods, leave, accommodation, and termination of employment contracts.

In this guide from Al Nojoom Al Momayza Recruitment Office, we explain the main rights of domestic workers, employers' responsibilities, and the regulations governing salaries, leave, final exit procedures, and contract termination in Saudi Arabia.

What Are Domestic Worker Rights in Saudi Arabia?

Domestic worker rights are the protections and obligations that regulate the relationship between a domestic worker and their employer. They cover everything from contract documentation and salary payments to working hours, rest periods, leave, and the settlement of financial entitlements when employment ends.

These regulations make the employment relationship clearer by ensuring that both parties understand their rights and responsibilities before, during, and after the employment period.

The main rights of domestic workers include:

• Receiving the salary agreed upon in the employment contract.

• Regulated working hours and rest periods.

• Weekly rest days.

• Leave according to applicable regulations.

• Suitable accommodation and food.

• Protection from abuse or violence.

• The right to retain personal documents and passports.

• Receiving all financial entitlements when employment ends.

What Rights Does a Domestic Worker Have?

Domestic workers in Saudi Arabia are entitled to several rights under the applicable regulations. These rights are not limited to salary payments but also cover working conditions, rest periods, accommodation, proper treatment, and contract termination.

The Right to Receive a Salary

A domestic worker must receive the salary specified in the employment contract through the approved payment methods.

Since January 1, 2026, thenew domestic worker salary system and electronic salary payments have become mandatory for all employers through approved payment channels.

This makes salary payments easier to document and provides clearer proof that wages have been paid. It can also help domestic workers transfer money to their families more securely through digital financial services.

The Right to Rest During the Working Day

Domestic workers cannot be required to work continuously throughout the day without adequate rest periods.

Under the regulations, actual working hours must not exceed 10 hours per day. A worker should also not work for more than five consecutive hours without a break of at least 30 minutes and must receive at least eight continuous hours of daily rest.

This means that agreed working hours do not allow an employer to require uninterrupted work throughout the entire day.

The Right to a Weekly Rest Day

Domestic workers in Saudi Arabia are entitled to at least 24 consecutive hours of paid weekly rest.

If a worker is required to work during their weekly rest day, compensation arrangements should be made according to the applicable regulations and the agreement between both parties.

What Are the Leave Rules for Domestic Workers?

Domestic worker leave regulations are particularly important because annual leave entitlement depends on the worker's length of service and contract renewal.

Under the regulations, a domestic worker is entitled to 30 days of leave after completing two years of service when the contract is renewed for a similar period.

If the worker does not use the entitled leave, financial compensation for the unused leave may become payable when the employment relationship ends, according to the applicable regulations.

Are Domestic Workers Entitled to Sick Leave?

Yes. A domestic worker may receive up to 30 days of sick leave during a year when supported by an approved medical report.

The first 15 days are paid at full salary, while the following 15 days are paid at half salary according to the applicable regulations.

An employer generally cannot terminate the contract because of illness before the worker has used the legally permitted sick leave period, unless the worker requests termination in writing.

How Many Hours Can Domestic Workers Work in Saudi Arabia?

Working hours are an important part of domestic worker rights in Saudi Arabia.

The maximum actual working time is 10 hours per day, while employers must also provide appropriate rest periods. Domestic workers should not work for more than five continuous hours without a break.

Workers must also receive at least eight consecutive hours of daily rest and a weekly rest period of no less than 24 consecutive hours.

These regulations are intended to balance the employer's household requirements with the worker's right to adequate rest.

Can an Employer Keep a Domestic Worker's Passport?

No. Employers are not permitted to keep a domestic worker's passport, personal identification documents, or personal belongings.

This protection ensures that workers retain control over their personal documents and prevents such documents from being used as a means of pressure or control.

What Rights Do Domestic Workers Have Regarding Housing, Food, and Treatment?

Domestic worker rights extend beyond financial matters and include the right to an appropriate working and living environment.

Employers are responsible for providing suitable accommodation and appropriate food, or a food allowance where permitted by the applicable regulations.

Domestic workers must also be treated in a manner that respects their dignity.

Physical or verbal abuse and other forms of violence are prohibited. Workers should not be assigned dangerous tasks that threaten their health, safety, or dignity.

Employers must also not require domestic workers to work for another person, work independently for third parties, or perform a profession that differs from the occupation specified in the employment contract.

What Is a Domestic Worker Entitled to Upon Final Exit?

Understanding a worker's rights during final exit procedures becomes especially important when the employment contract ends or when there is atermination of a domestic worker contract under the procedures governing the relationship between both parties.

When the contract ends, all outstanding financial entitlements must be settled, including unpaid salary and any other amounts due under the contract and applicable regulations.

Saudi regulations also govern procedures for workers leaving the Kingdom. A worker may be entitled to a final exit visa upon completion of the employment contract according to the applicable procedures and regulations.

Final departure should not be confused with temporary travel, as each situation may involve different procedures and financial rights depending on the contract and the reason for leaving.

Does a Domestic Worker Receive a Travel Ticket During Leave?

Under the regulations, a domestic worker may be entitled to a return ticket to their home country or original place of residence every two years when they become eligible for leave and renew the contract for a similar period.

When the worker leaves Saudi Arabia permanently, return travel costs are handled according to the circumstances and applicable regulations.

What Happens to Financial Entitlements When the Contract Ends?

The employment relationship does not end financially simply because the worker leaves or the contract period expires. Any outstanding financial entitlements must still be settled.

When employment ends, the employer must generally pay outstanding wages and other entitlements within the applicable settlement period.

The settlement period may differ depending on which party ended the employment relationship.

Completing this settlement is important to prevent unpaid financial obligations from remaining after the worker leaves.

Is a Domestic Worker Entitled to End-of-Service Benefits?

Yes. In applicable cases, workers may qualify forend-of-service benefits for domestic workers in Saudi Arabia.

The amount depends on the worker's length of service and the latest salary used to calculate the entitlement.

For example, after completing four consecutive years of service, a worker may be entitled to one month's salary. After eight consecutive years, the entitlement may increase to two months' salary, subject to the applicable regulations.

The benefit is calculated based on the worker's most recent eligible wage.

What Are an Employer's Responsibilities Toward Domestic Workers?

Domestic workers have rights, but employers also have several legal and contractual responsibilities.

These include:

• Paying the agreed salary on time.

• Paying recruitment and residency-related fees and completing the requireddomestic worker residency renewal procedures on time.

• Not keeping the worker's passport or personal documents.

• Providing suitable accommodation and food.

• Avoiding physical or verbal abuse.

• Not assigning dangerous work.

• Not requiring the worker to work for another person.

• Not assigning work outside the profession stated in the contract.

• Respecting working-hour, rest, and leave requirements.

• Settling financial entitlements when the contract ends.

Employers must also follow the required procedures and payment obligations and avoiddomestic worker violations that may result from failing to comply with the regulations governing domestic employment.

What Are the Main Responsibilities of a Domestic Worker?

Protecting worker rights does not remove the worker's own responsibilities.

Domestic workers must comply with the terms of their employment contracts and perform the duties agreed upon with the employer.

Their main responsibilities include:

• Performing the work specified in the contract.

• Following reasonable work-related instructions.

• Protecting the employer's property.

• Respecting the privacy and confidentiality of the household.

• Treating the employer and household members respectfully.

• Not working for other people.

• Not performing work outside the occupation stated in the contract.

This is why a properly documented contract is important. It clearly defines the nature of the work and reduces disagreements over responsibilities and required tasks.

Can an Employer Deduct Money From a Domestic Worker's Salary?

Employers cannot make arbitrary deductions from a domestic worker's salary.

Salary deductions are permitted only in specific situations established by the applicable regulations and must comply with defined limits and procedures.

Employers should therefore document any salary deduction and clearly state the reason for it rather than making unexplained deductions that could lead to disputes.

What Should a Domestic Worker Do If Their Rights Are Not Respected?

When a dispute involves salary, employment terms, or working conditions, the first step should be to review the documented employment contract and attempt to resolve the issue clearly between both parties.

If the issue cannot be resolved, official channels are available for handling domestic labor disputes through the system developed by the Ministry of Human Resources and Social Development and the Musaned platform.

Documents such as the employment contract, salary transfer records, and written agreements can provide important evidence when clarifying the rights and responsibilities of each party.

Why Is Contract Documentation Important for Protecting Domestic Worker Rights?

An employment contract is more than an administrative requirement for recruitment. It is the main document that defines the relationship between the employer and the domestic worker.

A clear contract should specify:

• Occupation and responsibilities.

• Salary.

• Contract duration.

• Place of work.

• Working hours and rest periods.

• Leave.

• Responsibilities of both parties.

• Procedures for terminating the employment relationship.

With the increasing use of digital services and documented salary payments, maintaining clear records of financial and contractual obligations has become easier.

Quick Comparison of Key Domestic Worker Rights

Frequently Asked Questions

Can a Domestic Worker Refuse Tasks Outside Their Contract?

Yes. A domestic worker should not be required to perform duties that fall outside the type of work agreed upon in the employment contract.

Who Pays Recruitment and Residency Renewal Fees?

The employer is responsible for the applicable recruitment, residency, and residency renewal fees according to Saudi regulations.

Can a Domestic Worker Contract Be Terminated During the Probation Period?

Yes. A contract may be terminated according to the applicable conditions during thedomestic worker probation period when the relevant requirements are met.

Can a Domestic Worker Work for Another Person?

No. A domestic worker cannot be employed by another person or assigned to work for someone other than the employer specified in the employment arrangement.

Know Domestic Worker Rights Before Recruitment

Understanding domestic worker rights in Saudi Arabia before the employment relationship begins helps both employers and workers understand their responsibilities and reduces the risk of disputes or misunderstandings.

From salary payments and electronic wage transfers to working hours, leave, contract termination, and final exit procedures, compliance with the applicable regulations helps protect both parties and creates a more organized and stable employment relationship.

If you are looking to recruit domestic workers through an organized process, you can submit arecruitment request and choose suitable workers while completing the required procedures in accordance with the regulations in Saudi Arabia.

Start your recruitment journey with confidence through one of the trusteddomestic worker recruitment offices that can help you choose suitable workers and complete the recruitment process efficiently.