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When an employee abandons their position without authorization in Saudi Arabia, you need a formal Termination Letter Due To Absconding to protect your company's legal interests and comply with local labor regulations. This document serves as official notice of employment termination based on unauthorized absence and establishes your legal right to terminate without providing standard notice or compensation.

When do you need this document?

You require this termination letter when your employee has been absent without authorization for more than 15 consecutive days or has accumulated 30 non-consecutive days of unauthorized absence within one calendar year. This applies whether your employee is a Saudi national or expatriate worker. You also need this document when an employee has failed to report to work after their vacation period expired, when they've disappeared without notice or communication, or when repeated attempts to contact them have failed. The letter is essential for documenting your termination decision before reporting to the Ministry of Human Resources and Social Development and initiating final settlement procedures.

Key legal considerations

Your termination letter must reference specific provisions of Saudi Labor Law, particularly Article 80(7), which grants you the legal right to terminate employment without notice in cases of extended unauthorized absence. You must document all absence dates accurately and maintain records of your attempts to contact the employee through phone calls, emails, or registered mail. Include witness statements if delivery attempts were made in person. The letter should specify the calculation of final dues, including any outstanding salary, unused vacation days, and end-of-service benefits as per Articles 84-88 of Saudi Labor Law. For expatriate employees, you must coordinate with the General Directorate of Passports regarding visa cancellation procedures and ensure compliance with exit visa requirements.

Legal requirements in Saudi Arabia

Under Saudi Labor Law and Ministerial Resolution No. 1982, your termination letter must include specific mandatory elements: company letterhead with commercial registration details, employee's full information including ID number and position, precise absence dates with supporting documentation, and clear reference to Article 80(7) as the legal basis for termination. You must issue the letter in Arabic or provide an Arabic translation if originally drafted in English. The document should be dated and signed by authorized company representatives with their official stamps. You're required to send copies to the Ministry of Human Resources and Social Development within the prescribed timeframe and maintain the original in the employee's personnel file. For expatriate workers, additional copies must be provided to immigration authorities for visa processing. The letter triggers your obligation to calculate and prepare final settlement within 30 days, including proper documentation of any deductions or claims against the employee's final dues.