Saudi Remote Work Program: Laws and Responsibilities

Remote work has emerged as a key pillar of the modern labor market in today’s era of rapid technological advancement and digital transformation. In Saudi Arabia, this trend holds strategic importance, aligning with Vision 2030’s objectives to boost the digital economy, diversify national income, and create a flexible and sustainable work environment that supports employees’ work-life balance.

As more Saudi companies embrace remote work, understanding the Saudi Remote Work Program and the laws governing it becomes essential. Proper knowledge ensures legal compliance while maximizing productivity and safeguarding the rights of both employees and employers.

In this article, we provide a comprehensive guide to the Saudi Remote Work Program, covering legal definitions, ministerial regulations, the role of government support platforms, and training programs designed to help businesses implement remote work successfully. Our goal is to equip you with the insights and tools needed to navigate this evolving work model effectively and efficiently.

What is the Saudi Remote Work Program?

Definition of Remote Work According to the Ministry of Human Resources and Social Development

The Saudi Remote Work Program refers to a work model in which employees perform their job duties outside the traditional workplace, using modern technologies such as phones, email, applications, and communication platforms. The Ministry of Human Resources and Social Development has established a legal framework to regulate this model through several key ministerial decisions, including Decision No. 792 dated 12/02/1436 AH, Decision No. 120453 dated 28/12/1438 AH, and Decision No. 101329 dated 01/06/1442 AH.

These decisions ensure that the contractual relationship between employers and employees is documented through the official electronic portal, safeguarding the rights of both parties while providing a flexible and well-organized work environment.

The Importance of the System in Saudi Arabia’s Labor Market

The Saudi Remote Work Program represents a strategic step in supporting the Kingdom’s digital transformation under Vision 2030. It helps expand national employment opportunities by providing a flexible work environment that enables citizens to work from multiple locations without the need for physical presence. This system enhances companies’ ability to reduce operational costs and boost productivity through advanced technological tools, while also improving employees’ work-life balance, thereby increasing their satisfaction and loyalty. Moreover, remote work supports the achievement of Saudization goals more flexibly and effectively, in alignment with the needs of the Saudi labor market.

The Difference Between Traditional Work and Remote Work

The main difference between traditional work and remote work lies in the location where tasks are performed. While traditional work requires employees to be present at the office daily, the Saudi Remote Work Program allows tasks to be carried out from various locations outside the company premises.

Work hours also differ: traditional work follows fixed, predetermined hours, whereas remote work offers flexibility in scheduling, based on mutual agreement between employer and employee. Monitoring and evaluation methods vary as well; in traditional work, supervisors oversee performance directly, while remote work relies on digital tools to track progress.

Finally, the contractual relationship in both systems is formalized through official contracts. However, remote work contracts explicitly define the nature of the work and the locations where it will be performed.

Key Professions Included in the Saudi Remote Work Program

The Saudi Remote Work Program covers a wide range of professions and jobs that can be performed using modern technology, based on the national classification of economic activities (ISIC 4) used by the General Authority for Statistics. These typically include roles that do not require constant physical presence at the workplace, such as IT positions, digital marketing, technical support, and administrative services.

Conversely, some jobs are excluded from the program, particularly those that require on-site presence to perform their tasks, such as industrial, medical, and certain hospitality or direct sales roles. The system carefully defines these categories to ensure that remote work is implemented effectively and in a manner compatible with the nature of each job.

Laws and Ministerial Decisions Regulating Remote Work in Saudi Arabia

The ministerial decisions issued by the Ministry of Human Resources and Social Development form the legal backbone of the Saudi Remote Work Program. The most notable of these decisions include:

Ministerial Decision No. 792 dated 12/02/1436 AH, which established the general framework for regulating remote work.
Ministerial Decision No. 120453 dated 28/12/1438 AH, which amended certain provisions of the first decision to keep pace with new developments.
Ministerial Decision No. 101329 dated 01/06/1442 AH, which updated and completed the remote work regulations, emphasizing contract documentation and the protection of employees’ rights.

These decisions are part of a series of regulatory steps aimed at creating a flexible and secure work environment that aligns with the requirements of the Saudi labor market and Vision 2030.

Legal Requirements for Remote Work (Contracts and Contract Documentation via the Electronic Portal)

According to the regulations, no employee can engage in remote work without first having their employment contract officially documented through the electronic portal designated by the Ministry of Human Resources and Social Development. The legal requirements for remote work include:

The employment contract must clearly state that the nature of the work is “remote,” specifying the location(s) where the work will be performed.
Clearly outline job responsibilities, working hours, start and end times, salary, and other rights or allowances.
Adherence to national occupational health and safety regulations in the remote work environment.
The possibility of full-time or part-time work, based on mutual agreement between employer and employee.
Mandatory registration of the employee in the official social insurance system.

These requirements aim to ensure a transparent and well-organized employment relationship that protects the rights of both parties and guarantees full legal compliance.

Rights and Responsibilities of Employees and Employers in the Saudi Remote Work Program

The Saudi Remote Work Program establishes a set of rights and responsibilities that both employees and employers must adhere to.

Rights of Saudi Employees:

Receiving a salary commensurate with their working hours, not less than the legally mandated minimum wage.
A safe and healthy work environment, even when working outside the traditional office.
Entitlement to all rights and allowances stipulated in the Saudi Labor Law.
The possibility of converting a remote work contract into a traditional employment contract, based on mutual agreement between the employee and employer.

Responsibilities of Saudi Employees:

Perform their tasks efficiently and adhere to the specified working hours.
Utilize the required technological tools to monitor work progress and submit reports.
Comply with privacy policies and protect work-related data.

Rights and Responsibilities of Saudi Employers:

Provide a safe work environment and ensure the safety of remote work locations.
Document and manage employment contracts through the official electronic portal.
Monitor employee performance using digital tools, without infringing on privacy.
Ensure timely payment of salaries and provide the necessary technical support.

Penalties and Violations under the Saudi Remote Work Program

The Saudi Remote Work Program is governed by the Executive Regulations of the Labor Law No. (70273) dated 11/04/1440 AH, which specifies penalties for violations. These include:

Imposing financial fines on establishments that hire remote employees without documenting contracts through the official portal.
Enforcing administrative penalties on companies that fail to comply with occupational health and safety requirements in remote work locations.
Requiring establishments to correct the status of employees who violate contract terms, with the possibility of additional penalties for repeated violations.
Protecting employees’ rights against any arbitrary actions or reductions in salary and benefits due to remote work.

This strict regulatory framework aims to ensure a fair and organized work system that balances flexibility with the protection of rights in the Saudi labor market.

Steps to Implement Remote Work in Saudi Organizations

Assessing Suitable Professions for Remote Work in Saudi Arabia

Analyze the nature of each job to determine tasks that can be performed without physical presence at the workplace.
Use the National Classification of Economic Activities (ISIC 4) to identify eligible positions.
Exclude professions that require on-site presence, such as engineering, medical, or production roles.
Evaluate the availability of necessary technological tools for each job to ensure the effectiveness of remote work.

Preparation and Documentation of Remote Work Contracts in Saudi Arabia

Draft clear contracts explicitly stating that the nature of the work will be remote.
Document contracts through the electronic portal approved by the Ministry of Human Resources and Social Development.
Include detailed information such as the work location, working hours, tasks and responsibilities, salary, and employee rights and obligations.
Provide contract addenda in case of changes in the nature of the work or a return to traditional on-site work.

Providing a Safe Work Environment for Remote Employees

Ensure compliance with occupational health and safety standards at remote work locations.
Provide employees with the necessary tools and technologies to maintain a comfortable and efficient work environment.
Raise awareness about potential risks and preventive measures while performing remote tasks.
Offer continuous technical support to ensure uninterrupted work and service continuity.

Regulating Working Hours and Full-Time/Part-Time Arrangements

Define working hours flexibly based on the agreement between the employee and employer, while complying with labor regulations.
Allow remote employees to be hired on a full-time or part-time basis according to organizational needs.
Document and register working hours in contracts electronically to ensure compliance.
Enable flexible scheduling arrangements to improve work–life balance.

Monitoring Performance with Digital Tools and Technologies

Use time management and attendance tracking software, such as Beek Time, to accurately log working hours.
Rely on online collaboration tools to manage tasks and monitor progress.
Generate regular performance and efficiency reports to boost productivity.
Hold regular virtual meetings to enhance communication and exchange feedback.

The Role of the “Remote Work” Platform and Beek Time as Authorized Service Providers

Remote Work Platform: Its Role and Objectives in Developing the Labor Market

The Remote Work Platform is a government initiative launched by the Ministry of Human Resources and Social Development to regulate and facilitate the employment of Saudi citizens through remote work.
It supports the goals of Saudi Vision 2030 by promoting digital localization and creating flexible, diverse job opportunities for nationals.
The platform also helps achieve better work–life balance by enabling citizens to work in a flexible environment that is not restricted by geographical location.
Moreover, it enhances the efficiency of the Saudi labor market by introducing modern technologies and innovative work models aligned with the needs of the digital economy.

Peak Time and the Remote Work Platform: Empowering Flexible Work as Authorized Service Providers

The official accreditation of Peak Time by the Ministry of Human Resources as an authorized service provider on the Remote Work Platform offers several key advantages:

Legitimacy and credibility in delivering remote workforce management services.
Reduced legal and regulatory risks for companies relying on approved platforms to track employee attendance and working hours.
Full compliance with Saudization requirements and labor regulations in the Kingdom.
Simplified integration with the Ministry’s systems through contract documentation and official reporting.
Enhanced transparency and professionalism in monitoring performance and productivity.

Saudization and Remote Work: Opportunities and Challenges

Remote work effectively supports the goals of Saudization by opening up broad opportunities to employ Saudi nationals across the Kingdom, beyond the constraints of traditional geographic locations. This model facilitates the integration of national talent into the labor market through a flexible work environment that meets individual needs and balances professional and personal life. It also provides diverse employment opportunities in emerging and evolving sectors, in line with Vision 2030.

However, the practical implementation of remote work and Saudization faces regulatory challenges, such as ensuring full compliance with Ministry of Human Resources regulations and formally documenting contracts. There are also cultural challenges related to shifting traditional perceptions of the work environment and managing performance remotely. Addressing these challenges requires innovative technological and managerial solutions, along with awareness campaigns to foster acceptance of the flexible work model.

Support and Training Programs for Employees and Employers in the Remote Work System

Training Programs Offered by the Human Resources Development Fund (HRDF / “Hadaf”)

Tamheer: A training and qualification program aimed at refining the skills of job seekers and preparing them for the labor market, with a special focus on remote work competencies.
Droob: An online training platform offering specialized courses to enhance the digital and technical skills of Saudi employees.
Saifi and Hadaf Leadership Academy: Training programs designed to strengthen leadership and developmental skills within a flexible work environment.
Continuous training: Emphasizing the importance of ongoing skill development and the ability to effectively use remote work tools.

Financial Support and Wage Assistance Programs

Monetary incentives: Encourage establishments to employ Saudi nationals under the remote work system, including wage support for full-time or part-time employees.
Remote Work Incentive: Special support to promote the hiring of remote employees in line with the objectives of Vision 2030.
Programs for organizational and individual sustainability: Designed to enhance business continuity and reduce employee turnover.
Eligibility and procedures: Access to these incentives requires registration and contract documentation through the official electronic portal.

How to Leverage Recruitment Portals and Digital Platforms

Remote Work Platform: An official portal connecting employers and remote job seekers, ensuring contract documentation and compliance with approved regulations.
Taqat Portal: A national platform for employing Saudi talent, offering training opportunities and remote job vacancies.
Integration of Platforms and Government Support: Linking recruitment platforms with government support programs facilitates seamless access to services for both establishments and employees.
Tips for Optimal Use: Clearly define job requirements, utilize electronic screening tools, and ensure transparent work conditions in documented contracts.

The Saudi Remote Work Program represents a strategic step aligned with Vision 2030, supporting digital transformation and enhancing Saudization opportunities. It provides a flexible work environment that balances efficiency and productivity while ensuring employee stability. This system enables organizations to hire national talent from across the Kingdom and allows employees to achieve a better work–life balance.

Nevertheless, full compliance with the laws and ministerial decisions regulating remote work remains essential to safeguard the rights of both parties and strengthen trust in this new work model. Legal adherence paves the way for optimal results and ensures the sustainability of the remote work environment.

Therefore, we encourage all organizations and job seekers to adopt this modern model as a strategic option that keeps pace with economic and technological developments, contributing effectively to sustainable development and building a successful professional future.

Start implementing the remote work system in your organization today with the support of authorized service providers such as Peak Time.

Saudi Remote Work Program: Everything You Need to Know