Reasons Why Companies Find It Difficult To Retain Saudi Talent

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The Saudization program emphasizes companies to increase the number of Saudi National employees and retain existing employees.

However, private organizations are suffering from the high turnover of Saudi nationals and less commitment towards their employers due to the following key reasons:

Lower Salaries Or Pay Scale
Especially at Graduate level demotivates young professionals when they enter the job market. They only work for a short period of time and tend to switch jobs until they get what they prefer.
Lack Of Adequate Training And Development
This plays a vital role in moving away from a job. If graduates can’t enhance their skills further then it gets difficult for them to compete in this challenging market.
Long Working Hours In The Private Sector
Thus, there is a preference of working in the government sector which has lesser working hours.
Scholarship Program
Many young employees leave their jobs in order to avail the scholarship program. They normally go for the 4 year undergraduate program or 2 year post graduate program abroad, mostly in the Occident.
Lack Of Designated Resting Areas For Women
Lots of female workers don’t get adequate space to avail their breaks when required.


5 Things You Are Entitled To Under The Saudi Labor Law


By Maryam Hashmi

Many enter the Saudi job market having little information pertaining to the rights that they have. So, here are 5 things that you are entitled to under the Saudi Labor law.

  • 1. Under Saudi Labour law (Article 156) employer shall not terminate the workwoman while she is on pregnancy and delivery leave.
  • 2. As per Article 113, a male employee is eligible for a paid leave of three days in case of childbirth. Besides, they are eligible for a paid leave of five days for marriage or in the case of the death of a spouse or one of his ascendants and descendants. These provisions are subject to conditions, if employer required documentary proof. The employee who got the paid leaves mentioned above, need to produce supporting documents at the request of his employer.
  • 3. If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years. Article 85
  • 4. An employer who employs fifty female workers and more shall provide them with a suitable place with adequate number of babysitters to look after the children under the age of six years, if the number of children reaches ten and more. Article 159
  • 5. A female worker whose husband passes away shall be entitled to a fully paid leave for a minimum period of fifteen days as of the date of death. Article 160

*The article was updated on Nov 23rd, 2015.