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A Termination Letter Due To Attendance is a critical legal document that formally ends an employment relationship when an employee has violated attendance policies under Saudi Labor Law. This letter serves as official notification of termination and provides documented evidence of the employer's compliance with legal requirements for dismissing employees due to attendance issues.

When do you need this document?

You need this document when an employee has exceeded the legal limits for unauthorized absences as defined by Saudi Labor Law Article 80, specifically when they have been absent for more than 30 non-consecutive days per year or 15 consecutive days without valid justification. It's also required when an employee demonstrates persistent tardiness or attendance problems despite receiving previous written warnings. The document becomes necessary when you've exhausted progressive disciplinary measures and need to terminate employment for cause, allowing you to avoid paying end-of-service benefits that would otherwise be required under normal termination circumstances.

Key legal considerations

Several critical legal elements must be included to ensure your termination letter complies with Saudi Labor Law. You must reference specific dates and instances of unauthorized absences, provide clear documentation of previous warnings issued under Article 72, and include details about the employee's opportunity to respond or object as required by Article 75. The letter must specify the exact grounds for termination under Article 80, ensuring that the attendance violations meet the legal threshold for dismissal without compensation. Additionally, you should include information about final settlements, return of company property, and the employee's right to file complaints within the timeframes specified in Article 85.

Legal requirements in Saudi Arabia

Saudi Labor Law imposes strict requirements for attendance-related terminations that must be carefully followed. Article 71 mandates that employers maintain detailed attendance records and documentation of all unauthorized absences. Before termination, Article 72 requires you to issue written warning notices to employees regarding their attendance issues, giving them an opportunity to improve. Article 75 specifies that written notification must be provided before termination, including specific reasons and allowing the employee to state objections. The termination must fall within the grounds outlined in Article 80 to justify dismissal without end-of-service benefits. Finally, you must ensure the employee is informed of their right under Article 85 to object to the termination and file complaints with labor authorities within the specified timeframes, typically 60 days from the termination date.