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Days and Pay
Bereavement leave under Saudi Labor Law gives an employee five days on full pay following the death of his wife, a parent, grandparent, child or grandchild, and three days following the death of a brother or sister. The leave runs from the date of death. Separate rules apply to a female employee whose husband dies, as explained below. To protect your entitlement, identify the family relationship and date of death, then check that the leave is recorded correctly in attendance and payroll records.
If your request is refused or pay is deducted, start by asking for a written reason and a record showing how the days were classified. This guide explains how to check your entitlement, prepare the evidence, correct the record and identify when the issue becomes a labor claim.
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Table of Contents
Bereavement leave under Saudi Labor Law: how many days?
Article 113, published by the Ministry of Human Resources and Social Development (MHRSD), sets out the leave periods, pay entitlement and starting date, and allows the employer to request supporting documents. Match the entitlement to the specific family relationship: describing the deceased simply as a family member is not enough to establish the number of days.
| Relationship to the employee | Leave on full pay | What to check |
|---|---|---|
| The male employee’s wife | 5 days | Calculated from the date of death. |
| Father, mother, grandfather or grandmother | 5 days | These relatives are ascendants. |
| Son, daughter, grandson or granddaughter | 5 days | These relatives are descendants. |
| Brother or sister | 3 days | A separate entitlement expressly stated in Article 113. |
| The female employee’s husband | Special rules under Article 160 | The period depends on the circumstances explained in the section on a husband’s death. |
| A paternal or maternal uncle or aunt, or a parent-in-law | Article 113 does not specify bereavement leave for these relationships. | Check additional benefits in your contract or workplace regulations, or request another type of leave under its applicable conditions. |
What do ascendants and descendants mean?
Ascendants are relatives in the direct line above you, such as parents and grandparents. Descendants are those in the direct line below you, such as children and grandchildren. A grandparent’s death therefore falls within the five-day entitlement. A relationship through marriage, such as a parent-in-law, does not by itself make that person your ascendant or descendant.
If your employer offers more generous leave, keep the relevant provision and its conditions. Article 8 on terms that conflict with the Labor Law protects statutory employee rights and terms that are more beneficial to the employee. An internal policy should not be used to reduce a statutory entitlement.
How is bereavement leave counted, and when does it start?
To check the calculation, identify the family relationship and date of death, then review the start and end dates recorded by your employer. If the period overlaps a weekly rest day or another type of leave, ask how it was calculated and whether any additional benefit applies before challenging the entry.
The date of death is the starting point
Bereavement leave under Saudi Labor Law starts on the date of the event. A delay in burial, issue of a certificate or managerial approval does not, by itself, move the starting date to that later step. Record the date of death shown by the evidence, separately from the date you notified your employer and the date you submitted the request; these may be different dates.
Illustrative example: Your brother dies on Sunday, the burial takes place on Monday and you submit the request on Tuesday. Sunday is the event date used for the calculation. A late request does not automatically create three new days starting on Tuesday. If you need additional time, request it separately, specifying the type of leave and obtaining approval.
What if the period overlaps a weekend or annual leave?
Article 113 specifies a number of days running from the event; it does not describe them as working days. Do not assume that a weekly rest day automatically postpones the start or gives you replacement days. Review the recorded period and any additional benefit in your workplace regulations. If you disagree with HR, ask for the basis of the calculation in writing.
Rules compensating for overlapping public holidays should not automatically be extended to bereavement leave. The Implementing Regulations and model workplace regulations address public holidays and their overlap in specific provisions, while listing bereavement cases separately. If a death occurs during annual or sick leave, ask how the applicable provisions affect the leave record and balance; do not assume the earlier leave is automatically extended.
Who qualifies under the Labor Law?
Eligibility for bereavement leave under Saudi Labor Law depends on the rules governing your employment relationship. Article 113 does not change the basic entitlement simply because an employee is Saudi or a non-Saudi national. What matters is that the law applies and that the death and family relationship are established. Where work is governed by special regulations, check their scope before applying the table.
The employer’s name alone does not identify the applicable framework. Someone working for a government entity may have an employment relationship governed by the Labor Law, while another employee may be subject to the Civil Service Human Resources Regulations or a separate employment framework. Articles 5 and 7 define the law’s scope and exclusions. Check your contract or appointment decision rather than applying private-sector rules to every government employee, or the reverse.
What leave applies when a female employee’s husband dies?
Article 113 on bereavement leave under Saudi Labor Law preserves the special leave provisions for working women. Article 160, concerning the death of a female employee’s husband, provides the following:
- A Muslim female employee: Fully paid iddah leave, the statutory waiting period after her husband’s death, of at least four months and ten days from the date of death.
- A Muslim female employee who is pregnant during that period: The right to extend the leave without pay until childbirth. She may not use any remaining portion of the statutory iddah leave after giving birth.
- A non-Muslim female employee: Fifteen days of fully paid leave following her husband’s death.
If your request concerns your husband’s death, state this explicitly. Do not select a generic bereavement-leave category in the HR system without checking the period recorded. The employer may request supporting documents. The death of a female employee’s father or brother, for example, is assessed under the relevant family relationship and applicable provisions; it does not become iddah leave.
Can bereavement leave reduce your salary or annual leave balance?
Bereavement leave under Saudi Labor Law is fully paid when the relevant conditions apply, and it is a separate entitlement from annual leave. If your employer records it as absence or unpaid leave, request a review before payroll closes, or a correction if a deduction has already appeared.
Compare three records: your leave request, attendance record and payroll statement. A manager’s approval does not, on its own, establish that payroll used the same classification. If the dispute concerns an allowance or another wage component, review the contract, payroll and nature of the payment; every transaction credited to your account should not automatically be treated as a fixed part of leave pay.
| What does the record show? | What should you ask to have reviewed? |
|---|---|
| Absence despite a documented leave request | Match the request date and evidence against the recorded days, and correct the entry where entitlement is established. |
| Days deducted from annual leave | Ask why annual leave was used and request correct classification of the days that qualify as separate bereavement leave. |
| Unpaid leave | Ask why this classification was used, distinguishing statutory leave from any additional unpaid days you requested. |
| Bereavement leave recorded, but pay deducted | Obtain the deduction statement, date, number of days and amount, and connect them to the entry you are challenging. |
If a leave-related deduction is mixed with a disciplinary penalty or other deductions, address each item separately in your written objection. The rules on deductions from an employee’s wage help explain the general framework. Your bereavement-leave claim should focus on the specific days and amount connected to that leave.
How do you request bereavement leave under Saudi Labor Law?
- Notify your employer promptly: Use a channel you can refer back to, such as your work email or HR system.
- Set out the facts: Include your name, employee number, relationship to the deceased, date of death and the period you want recorded.
- Attach the available evidence: Provide the death certificate or supporting document, and evidence of the relationship if requested. Do not describe an unofficial document as a substitute the employer is legally bound to accept.
- Ask what is missing: If a document is delayed, explain this in writing and ask what evidence may be accepted temporarily and how to complete the file.
- Check the outcome: Keep the request, attachments and response, then verify the leave classification in attendance and payroll records.
For bereavement leave under Saudi Labor Law, the employer may request supporting documents, but Article 113 does not limit proof to one particular document. Evidence of the family relationship may differ from evidence of the death itself. Ask for a clear list of what is needed and avoid sending unrelated family information.
A short leave-request template
Dear HR Team,
I am writing to notify you of the death of my [relationship] on [date]. Please record the bereavement leave due for this event, from [start date] to [end date], under the rules governing my employment. I attach [document name]. Please let me know if further evidence is required and confirm the leave type and period entered in my records.
Name: […] | Employee number: […] | Request date: […]
If the request concerns a female employee’s husband’s death, specify the circumstances and the special rules that apply rather than inserting a five-day period. If travel or other arrangements require extra days beyond the entitlement, submit a separate request so that the statutory period and any additional leave requiring approval remain clear.
What should you do if leave is refused or pay is deducted?
If bereavement leave under Saudi Labor Law is refused or recorded incorrectly, identify the reason for the disagreement and the correction you need: approval of the leave, restoration of your leave balance or review of a deduction. Gather your request, evidence and the employer’s response, then submit a written objection before choosing the appropriate claim route.
Identify the reason for refusal and the correction needed
First ask whether the issue is missing evidence, a disputed family relationship, a different starting date or an incorrect leave classification. Your objection should state the facts, documents and requested correction precisely. Correcting an absence entry is different from recovering money already deducted or restoring days to your annual leave balance.
You could write: “Please review the days recorded from […] to […], which relate to the death of my […] on […], as shown in the attached document. They have been classified as […]. Please correct the entry, review its effect on my leave balance and pay, and provide the outcome in writing.” Attach any earlier response and the deduction statement, where available.
When should you use the friendly-settlement process?
If a dispute over an employment right continues, the Ministry’s Friendly Settlement for Labor Disputes service allows a claim to be submitted electronically as the first stage of considering a dispute between an employee and employer. Prepare evidence of the contractual relationship and the documents relevant to the claim. A representative must also provide the required power of attorney.
The service describes an attempt to reach settlement or refer the dispute within 21 working days from the first session. If settlement fails, a record is issued that enables the claimant to proceed before the competent Labor Court under the applicable procedures. This period concerns the settlement stage; it does not guarantee recovery of the money or completion of a court case within that time.
MHRSD lists the friendly-settlement service as free, as verified on 8 November 2026. Jurisdiction depends on the workplace and the claim details; do not choose an office solely because it is close to your home. If the underlying dispute is governed by a different employment framework, identify the correct route before filing.
Has the refusal or deduction continued after you supplied evidence? Request a review of your claim with a labor lawyer to identify the documents and procedure appropriate to your circumstances.
A seven-point checklist for your bereavement-leave file
Before submitting an objection about bereavement leave under Saudi Labor Law, complete the following checklist. Each request should be linked to specific evidence, helping you find gaps before repeating correspondence or filing a claim.
| Item | What to keep or review |
|---|---|
| 1. Applicable employment framework | Your employment contract or appointment decision, to identify the rules that govern your employment. |
| 2. Family relationship | The specific relationship and supporting evidence, rather than the general description “relative”. |
| 3. Date of death | The date shown in the supporting document, separately from the burial date or certificate issue date. |
| 4. Leave request | A copy of the request, when it was sent and the days you asked to have recorded. |
| 5. Evidence and response | Attachments, HR’s response and any request for further documents. |
| 6. Leave entry | The attendance record, leave classification and annual leave balance before and after the entry. |
| 7. Financial effect | The payroll statement, deduction details, amount requiring review and any correction already made. |
Hypothetical review example: An employee’s request for bereavement leave under Saudi Labor Law following his father’s death is approved, but five days are charged to annual leave without any reduction in salary. The objection should focus on correcting the leave classification and restoring the leave balance due. It should not seek a second payment for five days whose wages were already paid. If pay was also deducted, document that amount separately from the leave-balance issue.
Frequently asked questions about bereavement leave under Saudi Labor Law
Does bereavement leave cover a half-brother or half-sister?
Article 113 refers to a brother or sister without limiting the entitlement to siblings who share both parents. Once the sibling relationship is established, the case falls to be assessed under the three-day entitlement, subject to the employer's right to request evidence. If the refusal concerns the relationship, ask for a written explanation of the missing document and the reason for excluding the case.
Does the entitlement depend on length of service?
Article 113 does not make the duration of bereavement leave dependent on years of service or require one completed year with the employer. The rule increasing annual leave after a specified period of service should not be applied to bereavement leave. First confirm that the relevant employment rules cover your relationship, then check the family relationship, date of death and supporting evidence.
Is more leave available if the death occurs outside Saudi Arabia?
Article 113 does not provide additional days solely because the death occurs outside Saudi Arabia. The family relationship and date of death remain the basis for assessing the entitlement, supported by the relevant document and whatever is needed to understand and verify it. If travel requires extra days, request them against available leave or an applicable additional benefit, and keep a record of the approval.
Can you work for another employer during bereavement leave?
Article 118 prohibits working for another employer during the leave covered by that chapter. If a breach is established, the employer may withhold leave pay or recover leave pay already paid. Bereavement leave should therefore not be treated as permission to work for another employer, as this may create a separate dispute over leave pay.
Key takeaway: Protecting your entitlement to bereavement leave under Saudi Labor Law starts with identifying the correct circumstances and period, documenting your request and checking its effect on attendance records and pay. If you find an error, request a specific correction supported by documents. If the dispute continues, an organized file provides the basis for assessing the claim and choosing the appropriate route.
This content is for general information and is not legal advice for an individual case. Reading it does not create a lawyer-client relationship.
