Let's make a distinction here. Saudi labor law allows for termination of a fixed term contract only under the following conditions - in italics (Article 80).
Forget article 98 - your employer is quoting the older labor law of 1969 but even that incorrectly as termination clauses and paragraph k is not defined there under article 98. Even some Embassies have listed that vs. the official labor law that is in force. Under the official labor law which is on the ministry website, article 98 is something else.Â
As I said before, termination without cause falls under article 80.  Read below to see if you are guilty of any of the below items. If not, you can take them to court. If you are guilty and they can prove it, forget about it.  The safety point posted above by the other poster is actually covered in point 2 below. However, they have to give you a chance to state your reasons for any violation that you committed - but in practice, that doesn't mean much.........any email sent by you in response to HR, any meeting with employer where they documented in the minutes that you were told about this and had a response.........is enough.  If they can prove that you violated any of the below, then it's basically game over irrespective of chance to state your side - that is more of a check the box kind of thing in that case.
An employer may not terminate the contract without giving the worker an award, advance notice, or indemnity except in
the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination:
1. If, during or by reason of the work, the worker assaults the employer, the manager in-charge, or any of his superiors.
2. If the worker fails to perform his main obligations arising from the employment contract, or fails to obey legitimate
orders, or if, in spite of written warnings, he deliberately fails to observe instructions related to the safety of work and
workers which have been posted by the employer in a visible place.
3. If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
4. If the worker deliberately commits or omits any act with the intent to cause material loss to the employer, provided
that the employer reports the incident to the competent authorities within 24 hours after becoming aware of its
occurrence.
5. If it is established that the worker has committed forgery to obtain the job.
6. During the probation period.
7. If the worker is absent without a valid reason for more than 30 days in one contractual year or for more than 15
consecutive days, provided that the dismissal is preceded by a written warning from the employer to the worker if the
latter is absent for 20 days in the first case and for 10 days in the second.
8. If it is established that the worker has unlawfully taken advantage of his position for personal gain.
9. If it is established that the worker has disclosed trade secrets.
Is this clear now?Â
