[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fcompensation-and-working-time":3,"menu:\u002Far-sa:":55,"sites:htmlblocks":205,"footer:ar-sa":1404,"cite-subsites":1486,"subsites":5050,"cite-footer:ar-sa":5527,"suggested:ar-sa":5566},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":24,"rendered":33,"description":34,"body":35,"body_blocks":36,"call_to_action":37,"owner":44,"related_pages":51,"related_sites":52,"in_subsite":53,"contact_page_url":7,"banner_message":54},1986,"compensation-and-working-time","التعويض ووقت العمل",null,"","\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fcompensation-and-working-time","labourlaw.labourlawpage","ar_SA","\u002Fcms\u002Fpages\u002F1986\u002Fedit\u002F",[14,17,20,23],{"title":15,"slug":16},"السعودية","ar-sa",{"title":18,"slug":19},"العمل في المملكة العربية  السعودية","work-in-saudi-arabia",{"title":21,"slug":22},"قانون العمل","labour-law",{"title":6,"slug":5},{"title":25,"description":8,"image":26,"canonical":27,"robots":28,"og_type":29,"twitter_card":30,"locale":16,"created_at":31,"last_modified_at":32},"التعويضات عن وقت العمل الإضافي، مكافأة العمل ليلاً","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fcompensation-and-working-time\u002F","index, follow","website","summary_large_image","2025-08-06T09:15:43.041997+02:00","2025-08-06T09:39:03.560116+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>التعويض ووقت العمل\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-11-22\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>التعويضات عن وقت العمل الإضافي\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">\nلا يجوز تشغيل العامل تشغيلاً فعلياً أكثر من ثماني (8) ساعات في اليوم الواحد أو اكثر من ثمان وأربعين (48) ساعة في الأسبوع. وتخفض ساعات العمل الفعلية خلال شهر رمضان للمسلمين، بحيث لا تزيد على ست (6) ساعات في اليوم، أو ست وثلاثين (36) ساعة في الأسبوع. ويجوز زيادة ساعات العمل إلى تسع (9) ساعات في اليوم الواحد لبعض فئات العمال، أو في بعض الصناعات والأعمال التي لا يشتغل فيها العامل بصفة مستمرة. كما يجوز تخفيضها إلى سبع ساعات في اليوم الواحد لبعض فئات العمال أو في بعض الصناعات والأعمال الخطرة أو الضارة . وتحدد فئات العمال والصناعات والأعمال المشار إليها بقرار من الوزير .\n\u003Cp dir=\"RTL\">\nيتم تنظيم ساعات العمل وفترات الراحة خلال يوم العمل بحيث لا يعمل أي عامل أكثر من خمس ساعات متتالية دون فترة للراحة والصلاة والطعام لا تقل عن نصف ساعة في المرة الواحدة خلال مجموع ساعات العمل وبحيث لا يبقى العامل في مكان العمل أكثر من 12 ساعة في اليوم الواحد.\n\u003Cp dir=\"RTL\">\nوفقا الى مواد واحكام قانون العمل، إذا قام العامل بالعمل لساعات إضافية بعد ساعات العمل المنصوص عليها، وهي 48 ساعة في الأسبوع، يحق له\u002Fلها الحصول على أجر إضافي عن ساعات العمل الإضافية يوازي مرة ونصف من معدل الاجر الاساسي (150% من الاجر الاساسي). وفي بعض الحالات لا يمكن الزام العامل بالعمل لساعات إضافية. إذا كان التشغيل في المنشأة على أساس المعيار الأسبوعي لساعات العمل تعد الساعات التي تزيد على الساعات المتخذة لهذا المعيار ساعات عمل إضافية (وهما 48 ساعة في الاسبوع). وتعد جميع ساعات العمل التي تؤدَّى في أيام العطل والأعياد ساعات إضافية .\n\u003Cp dir=\"RTL\">\nطبقا الى الدليل الصادر عن وزارة العمل، يبلغ الحد الاقصى لساعات العمل الإضافية التي يمكن أن تُطلب من العامل 720 ساعة سنويا (60 ساعة شهريا) ويمكن للعمال زيادة عدد ساعات العمل الإضافية أكثر من ذلك ولكن من خلال اتفاق مكتوب.\n\u003Cp dir=\"RTL\">\nوفقًا لتعديل قانون العمل في عام 2024، وبموافقة صاحب العمل والموظف، يمكن منح أيام إجازة مدفوعة الأجر تعويضًا عن العمل الإضافي.\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 98-101 و 107 من قانون العمل لسنة 2005 والذي تم تعديله في سنة 2024\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>مكافأة العمل ليلاً\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">\nيشير العمل الليلي إلى كل الأعمال التي يتم تنفيذها خلال الفاصل الزمني من الساعة الحادية عشر مساء إلى الساعة السادسة صباحا بينما تتراوح ساعات العمل المعتادة بين الساعة السادسة صباحا والحادية عشر مساء. العمال الليليون هم العمال الذين يقوموا بالعمل اثناء ساعات لليل عند الضرورة. و يعتبر العامل عامل ليلي في حالة عمله 3 ساعات على الأقل اثناء ساعات العمل الليلية من 11 مساء إلى 6 صباحا. \n\u003Cp dir=\"RTL\">\nطبقا إلى القرار الوزاري الصادر عام 2019 بشأن العمل الليلي، صاحب العمل هو المسؤول عن توفير الخدمات الصحية بما في ذلك الإسعافات الأولية وإجراءات التعامل مع حالات الطوارئ للعمال الليليين. و يمكن تقديم التقارير الصحية الخاصة بحالتهم الصحية إذا لزم الأمر.\n\u003Cp dir=\"RTL\">\n إذا تم اعتبار العامل الليلي غير لائق للقيام بالعمل اثناء الليل لأسباب صحية ، فيجب نقله إلى وظيفة مماثلة ولكن اثناء فترة النهار وبالمثل ، يُحظر على النساء الحوامل العمل ليلا ، وينبغي اتخاذ تدابير إضافية لحماية صحتهن وصحة أطفالهن.\n\u003Cp dir=\"RTL\">\n ويشترط القانون على أصحاب الاعمال توفير التسهيلات اللازمة للعمال الليليين لإعداد الطعام والمشروبات أو الحصول عليهم. \n\u003Cp dir=\"RTL\">\nيجب تقديم التعويضات والاستحقاقات اللازمة للعمال الليليين ، بما في ذلك البدلات بالإضافة إلى خفض عدد ساعات العمل. كما يحظر التمييز في الأجور بين العاملين اثناء ساعات العمل الليلية والنهارية ، وبالرغم من ذلك ، لم يذكر القانون بدل محدد للعمال الليليين.\n\u003Cp dir=\"RTL\">\n كما ينص القانون أيضا على حق العمال الليليين في الحصول على فرص متساوية للتدريب والتأهيل والترقية وغير ذلك من استحقاقات العمل الأخرى. اما بالنسبة إلى فترات الراحة بين أيام العمل يجب أن لا تقل عن اثنتي عشرة ساعة. أيضا يجب ألا تتجاوز المدة القصوى المستمرة للعمل الليلي للعامل ثلاثة أشهر إلا بعد حصول صاحب العمل على موافقة كتابية من العامل. ويتم فرض عقوبات على المؤسسات التي تخالف هذه اللوائح.\n\u003Cp dir=\"RTL\">\n المصدر: القرار رقم 18632 لسنة 2019 بشأن العمل الليلي\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>الإجازات التعويضية\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">\nلا يوجد نصوص أو احكام  محدده في القانون فيما يتعلق بالإجازات التعويضية التي يحصل عليها العمال بدلا من العمل خلال أيام الراحة الأسبوعية أو أيام العطلات الرسمية.\n\u003Cp dir=\"RTL\">\nوفقًا لتعديل قانون العمل لعام 2024، وبموافقة الموظف، يجوز لصاحب العمل منح أيام إجازة مدفوعة الأجر تعويضًا عن العمل في أيام الراحة الأسبوعية والأعياد الرسمية (وهي في الأساس ساعات عمل إضافية).\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 107 من قانون العمل لسنة 2005 والذي تم تعديله في سنة 2024\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>تعويض الإجازات الرسمية \u002F الأسبوعية\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">\nتعد جميع ساعات العمل التي تؤدَّى في أيام العطل والأعياد ساعات عمل إضافية لذا تتطلب أجراً إضافيّاً عن ساعات العمل الإضافية يوازي 150% من الأجر الأساسي . ولا يجوز تعويض يوم الراحة الأسبوعية بمقابل نقدي . ولا يجوز تعويض يوم الراحة الأسبوعية بمقابل نقدي .\n\u003Cp dir=\"RTL\">\nمن خلال اتفاق متبادل بين صاحب العمل والموظف، يمكن تعويض ساعات العمل الإضافية بإجازة مدفوعة الأجر مكافئة بدلاً من زيادة الأجر القياسية بنسبة 50٪ عن العمل الإضافي.\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 104 و 107من قانون العمل لسنة 2005 والذي تم تعديله في سنة 2024\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>قوانين التعويضات\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Labour Law, Royal Decree No. M\u002F51, 2005\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>مواضيع ذات صلة\u003C\u002Fh2>\n      \n          _ll_workwages_URL_\n      \n          _ll_leave_URL_\n      \n          _SC_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","التعويضات عن وقت العمل الإضافي، مكافأة العمل ليلاً، مكافأة العمل ليلاً. تعويض الأجازات الرسمية \u002F الأسبوعية","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-11-22\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>التعويضات عن وقت العمل الإضافي\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">\nلا يجوز تشغيل العامل تشغيلاً فعلياً أكثر من ثماني (8) ساعات في اليوم الواحد أو اكثر من ثمان وأربعين (48) ساعة في الأسبوع. وتخفض ساعات العمل الفعلية خلال شهر رمضان للمسلمين، بحيث لا تزيد على ست (6) ساعات في اليوم، أو ست وثلاثين (36) ساعة في الأسبوع. ويجوز زيادة ساعات العمل إلى تسع (9) ساعات في اليوم الواحد لبعض فئات العمال، أو في بعض الصناعات والأعمال التي لا يشتغل فيها العامل بصفة مستمرة. كما يجوز تخفيضها إلى سبع ساعات في اليوم الواحد لبعض فئات العمال أو في بعض الصناعات والأعمال الخطرة أو الضارة . وتحدد فئات العمال والصناعات والأعمال المشار إليها بقرار من الوزير .\n\u003Cp dir=\"RTL\">\nيتم تنظيم ساعات العمل وفترات الراحة خلال يوم العمل بحيث لا يعمل أي عامل أكثر من خمس ساعات متتالية دون فترة للراحة والصلاة والطعام لا تقل عن نصف ساعة في المرة الواحدة خلال مجموع ساعات العمل وبحيث لا يبقى العامل في مكان العمل أكثر من 12 ساعة في اليوم الواحد.\n\u003Cp dir=\"RTL\">\nوفقا الى مواد واحكام قانون العمل، إذا قام العامل بالعمل لساعات إضافية بعد ساعات العمل المنصوص عليها، وهي 48 ساعة في الأسبوع، يحق له\u002Fلها الحصول على أجر إضافي عن ساعات العمل الإضافية يوازي مرة ونصف من معدل الاجر الاساسي (150% من الاجر الاساسي). وفي بعض الحالات لا يمكن الزام العامل بالعمل لساعات إضافية. إذا كان التشغيل في المنشأة على أساس المعيار الأسبوعي لساعات العمل تعد الساعات التي تزيد على الساعات المتخذة لهذا المعيار ساعات عمل إضافية (وهما 48 ساعة في الاسبوع). وتعد جميع ساعات العمل التي تؤدَّى في أيام العطل والأعياد ساعات إضافية .\n\u003Cp dir=\"RTL\">\nطبقا الى الدليل الصادر عن وزارة العمل، يبلغ الحد الاقصى لساعات العمل الإضافية التي يمكن أن تُطلب من العامل 720 ساعة سنويا (60 ساعة شهريا) ويمكن للعمال زيادة عدد ساعات العمل الإضافية أكثر من ذلك ولكن من خلال اتفاق مكتوب.\n\u003Cp dir=\"RTL\">\nوفقًا لتعديل قانون العمل في عام 2024، وبموافقة صاحب العمل والموظف، يمكن منح أيام إجازة مدفوعة الأجر تعويضًا عن العمل الإضافي.\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 98-101 و 107 من قانون العمل لسنة 2005 والذي تم تعديله في سنة 2024\n        \u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>مكافأة العمل ليلاً\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">\nيشير العمل الليلي إلى كل الأعمال التي يتم تنفيذها خلال الفاصل الزمني من الساعة الحادية عشر مساء إلى الساعة السادسة صباحا بينما تتراوح ساعات العمل المعتادة بين الساعة السادسة صباحا والحادية عشر مساء. العمال الليليون هم العمال الذين يقوموا بالعمل اثناء ساعات لليل عند الضرورة. و يعتبر العامل عامل ليلي في حالة عمله 3 ساعات على الأقل اثناء ساعات العمل الليلية من 11 مساء إلى 6 صباحا. \n\u003Cp dir=\"RTL\">\nطبقا إلى القرار الوزاري الصادر عام 2019 بشأن العمل الليلي، صاحب العمل هو المسؤول عن توفير الخدمات الصحية بما في ذلك الإسعافات الأولية وإجراءات التعامل مع حالات الطوارئ للعمال الليليين. و يمكن تقديم التقارير الصحية الخاصة بحالتهم الصحية إذا لزم الأمر.\n\u003Cp dir=\"RTL\">\n إذا تم اعتبار العامل الليلي غير لائق للقيام بالعمل اثناء الليل لأسباب صحية ، فيجب نقله إلى وظيفة مماثلة ولكن اثناء فترة النهار وبالمثل ، يُحظر على النساء الحوامل العمل ليلا ، وينبغي اتخاذ تدابير إضافية لحماية صحتهن وصحة أطفالهن.\n\u003Cp dir=\"RTL\">\n ويشترط القانون على أصحاب الاعمال توفير التسهيلات اللازمة للعمال الليليين لإعداد الطعام والمشروبات أو الحصول عليهم. \n\u003Cp dir=\"RTL\">\nيجب تقديم التعويضات والاستحقاقات اللازمة للعمال الليليين ، بما في ذلك البدلات بالإضافة إلى خفض عدد ساعات العمل. كما يحظر التمييز في الأجور بين العاملين اثناء ساعات العمل الليلية والنهارية ، وبالرغم من ذلك ، لم يذكر القانون بدل محدد للعمال الليليين.\n\u003Cp dir=\"RTL\">\n كما ينص القانون أيضا على حق العمال الليليين في الحصول على فرص متساوية للتدريب والتأهيل والترقية وغير ذلك من استحقاقات العمل الأخرى. اما بالنسبة إلى فترات الراحة بين أيام العمل يجب أن لا تقل عن اثنتي عشرة ساعة. أيضا يجب ألا تتجاوز المدة القصوى المستمرة للعمل الليلي للعامل ثلاثة أشهر إلا بعد حصول صاحب العمل على موافقة كتابية من العامل. ويتم فرض عقوبات على المؤسسات التي تخالف هذه اللوائح.\n\u003Cp dir=\"RTL\">\n المصدر: القرار رقم 18632 لسنة 2019 بشأن العمل الليلي\n        \u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>الإجازات التعويضية\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">\nلا يوجد نصوص أو احكام  محدده في القانون فيما يتعلق بالإجازات التعويضية التي يحصل عليها العمال بدلا من العمل خلال أيام الراحة الأسبوعية أو أيام العطلات الرسمية.\n\u003Cp dir=\"RTL\">\nوفقًا لتعديل قانون العمل لعام 2024، وبموافقة الموظف، يجوز لصاحب العمل منح أيام إجازة مدفوعة الأجر تعويضًا عن العمل في أيام الراحة الأسبوعية والأعياد الرسمية (وهي في الأساس ساعات عمل إضافية).\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 107 من قانون العمل لسنة 2005 والذي تم تعديله في سنة 2024\n        \u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>تعويض الإجازات الرسمية \u002F الأسبوعية\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">\nتعد جميع ساعات العمل التي تؤدَّى في أيام العطل والأعياد ساعات عمل إضافية لذا تتطلب أجراً إضافيّاً عن ساعات العمل الإضافية يوازي 150% من الأجر الأساسي . ولا يجوز تعويض يوم الراحة الأسبوعية بمقابل نقدي . ولا يجوز تعويض يوم الراحة الأسبوعية بمقابل نقدي .\n\u003Cp dir=\"RTL\">\nمن خلال اتفاق متبادل بين صاحب العمل والموظف، يمكن تعويض ساعات العمل الإضافية بإجازة مدفوعة الأجر مكافئة بدلاً من زيادة الأجر القياسية بنسبة 50٪ عن العمل الإضافي.\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 104 و 107من قانون العمل لسنة 2005 والذي تم تعديله في سنة 2024\n        \u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>قوانين التعويضات\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Labour Law, Royal Decree No. M\u002F51, 2005\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>مواضيع ذات صلة\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fwork-and-wages'>العمل و الأجور\u003C\u002Fa>\n      \n          \u003Ca href='\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fannual-leave-and-holidays'>الإجازة السنوية\u003C\u002Fa>\n      \n          \n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n  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