New labor law in Saudi Arabia | New Changes in the Rights of Workers and Employer | Kafeel & Mulazim

Saudi Labour Law new Amendments | New changes in Labour act in Saudia | Latest Labour law changes | New labor law in Saudi Arabia | New Changes in the Rights of Workers and Employer | Kafeel & Mulazim | Duty on public holidays | The sponsor got permission | Contract tenure | Employee's personal business | Explanation of overtime and pay | Change of Sponsorship | When can an employee resign? | Who will pay all government fees?

#A4AshrafMM
@A4AshrafMM


Saudia k mazdoor kaanoon mein nae tabdeliaan | saoodee arab mein qanoon e mehnat mein nae badlaao | labour kaanoon mein taza tren tabdekiaan | saoodee arab mein naya mazdooron ka kaanoon | mazdooron aur maalkon ke haqooq mein nae badalaao | kafeel aur mulaazim | aajir aur ajeer | aam shuttion par dyootee | sponsor ko ijazat mil gae | muaahda ki muddat | mullaazm ka zati karobar krna | over time aur salary tankhwa ki wazaahat | kefeek ko tabdeel krna | koee ksam krne wale kab isteepha de sakata hai? | sabhee sarakaaree fees kon kab kese ada kre ga


saoodee shram kaanoon mein nae sanshodhan saoodee arab mein shram adhiniyam mein nae badalaav | shram kaanoon mein naveenatam parivartan | saoodee arab mein naya shram kaanoon | shramikon aur niyoktaon ke adhikaaron mein nae badalaav praayojak aur karmachaaree saarvajanik avakaash par dyootee praayojak ko anumati mil gaee sanvida kee avadhi karmachaaree ka nijee vyavasaay ovarataim aur vetan ka spashteekaran praayojan ka parivartan | koee karmachaaree kab isteepha de sakata hai? | sabhee sarakaaree shulkon ka bhugataan kaun karega?

#SaudiLabourLaw
#LabourActSaudia
#RightsOfWorkersAndEmployer
#KafeelAndMulazim
#PublicHolidays
#sponsor
#JobContract tenure
#Employee
#PersonalBusiness
#overtimeAndPay
#Sponsorship
#resign
#GovernmentFee


New labor law has been published in the official gazette, which will be implemented after 180 days. After the amendment, the sponsor can now assign his worker to another authorized organization In the new law, the worker can resign during the contract period without any condition or reason. In the new amendments, It exempt sports club players. Apart from domestic workers, shepherds and farmers, temporary workers from abroad are exempted from this. In amendment, the word channel will be used instead of recruitment unit. After the amendment, ministry will be written instead of school of labor in the labor law. Only those persons who have a permit to do so can work in the field of recruitment of Saudi nationals. After the amendment, the ministry will have the power not to renew the license of any private commercial enterprise if that enterprise does not meet the Saudization criteria. An employee of an institution whose permit has been suspended after amendment may change sponsorship without obtaining the approval of his sponsor. The end date should be written in the contract with foreign workers. If the termination date is not written, then the contract will be considered for one year. If the worker continues to work after this period, then the termination date will be considered for another year for the same period. It is not permissible for any worker to work for any person other than his sponsor or to carry on his own business, except as prescribed by law, nor is it permissible for any sponsor to assign his worker to any other person. Allowing him to work in the institution or allowing him to carry on his personal business shall be punishable. According to the amendment, the sponsor is required to pay the accommodation fee and all government fees after calling the worker from abroad, similarly the sponsor is also responsible for the exit and return ticket and the return ticket after the termination of the contract. According to the website of the Saudi Ministry of Human Resources, the sponsor or organization is obliged to pay the employee for overtime hours at the rate of one and a half hours compared to normal days. If the employee has done overtime, it will be one hour, one and a half hours on normal days. It has been clarified in the new law that 'the sponsor or the organization also has the authority to give alternative leave to the employee in lieu of overtime, but the approval of the employee is necessary for this'. "If the sponsor or organization has a weekly duty hours standard, in such case any weekly hours worked in excess of the standard shall be considered as overtime". The new law also clarified that duty on public holidays and Eid holidays will count as overtime. The new law entitles workers to leave with pay on marriage, death and child birth. Clause No. 113 of the Labor Law states that '5 days leave shall be given on the marriage of the worker or on the death of the husband or wife or on the death of parents or children'. "Similarly, three days leave will be given on the death of siblings or on a new birth." "The leave will start from the date of the incident while the company or organization has the right to ask for proof of the incident."