[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fmaternity-and-work\u002F":3,"menu:\u002Far-sa:":55,"sites:htmlblocks":205,"cite-subsites":1404,"subsites":4968,"footer:ar-sa":5445,"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},1991,"maternity-and-work","إجازة الوضع و العمل",null,"","\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fmaternity-and-work","labourlaw.labourlawpage","ar_SA","\u002Fcms\u002Fpages\u002F1991\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},"المملكة العربية السعودية – حقوق العمل للمرأة، إجازة الوضع و الدفع","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\u002Fmaternity-and-work\u002F","index, follow","website","summary_large_image","2025-08-06T09:15:44.114371+02:00","2025-08-06T09:39:40.725378+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>إجازة الوضع و 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>إجازة الوضع\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">\nكانت الموظفات يحق لهن في السابق الحصول على إجازة أمومة مدتها 10 أسابيع (70 يومًا). ومن بين هذه الأسابيع العشرة من إجازة الأمومة، كانت 4 أسابيع تُمنح قبل الموعد المتوقع للولادة (قبل الولادة) و6 أسابيع بعد الولادة (بعد الولادة)، ولكنها لم تكن إلزامية. يمكن للموظفة أن تبدأ إجازة الأمومة عندما تريد، شريطة ألا يكون ذلك قبل أربعة أسابيع من تاريخ الولادة المتوقع. ويتم تحديد تاريخ الولادة المحتمل من قبل الطبيب أو وفقًا لتقرير طبي معتمد من قبل سلطة صحية. \n\u003Cp dir=\"RTL\">\nيحق للموظفة تمديد إجازة الأمومة لمدة شهر واحد بدون أجر. بالإضافة إلى ذلك، إذا أنجبت الموظفة طفلاً مريضاً أو معاقاً تتطلب حالته الصحية مرافقاً دائماً، يحق لها الحصول على شهر إضافي مدفوع الأجر من إجازة الأمومة بدءاً من نهاية إجازة الأمومة، ولها الحق في تمديد هذه الإجازة لمدة شهر آخر بدون أجر.\n\u003Cp dir=\"RTL\">\nبموجب التعديل الذي أدخل على قانون العمل في المملكة العربية السعودية في عام 20245، تم تمديد مدة إجازة الأمومة المدفوعة بالكامل من 10 أسابيع إلى 12 أسبوعًا، منها 6 أسابيع بعد الولادة إلزامية، بينما الـ 6 أسابيع المتبقية تخضع لتقدير العاملة. يبدأ الإجازة من 4 أسابيع قبل الولادة، وفقًا لتاريخ الولادة المتوقع، بناءً على تقرير طبي معتمد. أي تأخير في تاريخ الولادة، مما يقلل فترة ما بعد الولادة إلى أقل من 6 أسابيع، يُعامل على أنه إجازة غير مدفوعة الأجر. \n\u003Cp dir=\"RTL\">\nالمصدر: المادة 151 من قانون العمل لسنة 2005 والذي تم تعديله سنة 2024\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>الدخل\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">\nعلى صاحب العمل أن يدفع إلى المرأة العاملة أجرها أثناء إجازة الوضع ويعتمد الاجر المدفوع على فترة خدمة العاملة لدى صاحب العمل حيث لا تدفع الى العاملة الاجرة إذا كانت مدة خدمتها اقل من سنة، ونصف أجرها إذا كانت مدة خدمتها أكثر من سنة و اقل من ثلاث سنوات بينما تحصل على أجرتها كاملة إذا بلغت مدة خدمتها ثلاث سنوات فأكثر. ولا تدفع إليها الأجرة أثناء إجازتها السنوية العادية إذا كانت قد استفادت في السنة نفسها من إجازة وضع بأجر كامل، ويدفع إليها نصف أجرها أثناء الإجازة السنوية ، إذا كانت قد استفادت في السنة نفسها من إجازة وضع بنصف أجر. \n\u003Cp dir=\"RTL\">\nلا يسمح للمرأة العاملة أن تعمل لدى صاحب عمل أخر أثناء مدة إجازة الوضع المصرح بها. وإذا ثبت عمل العاملة لدى صاحب عمل آخر أثناء مدة إجازتها، لصاحب العمل الأصلي أن يحرمها من أجرها عن مدة الإجازة ، أو أن يسترد ما أداه لها۔\n\u003Cp dir=\"RTL\">\nبموجب تعديل قانون العمل في المملكة العربية السعودية لعام 2024، تم تمديد مدة إجازة الأمومة المدفوعة بالكامل من 10 أسابيع إلى 12 أسبوعًا.\n\u003Cp dir=\"RTL\">\nالعمالة النسائية (السعودية أو غير السعودية) التي لديها ما لا يقل عن 12 شهرًا من الاشتراكات في 36 شهرًا قبل الولادة مؤهلة للحصول على 3 أشهر من تعويض الأمومة من المؤسسة العامة للتأمينات الاجتماعية (GOSI) اعتبارًا من 1 يوليو 2025. وهذا يعني أنه بالنسبة للنساء المؤمن عليهن المؤهلات، يتم الآن دفع أجور إجازة الأمومة لمدة 12 أسبوعًا من قبل صندوق التأمين الاجتماعي بدلاً من دفعها مباشرة من قبل صاحب العمل.\n\u003Cp dir=\"RTL\">\nتبلغ إعانة الأمومة 100٪ من متوسط الأجر المساهم فيه خلال 12 شهراً قبل الولادة. وتُدفع من اليوم الأول من شهر الولادة، أو قبل شهر واحد من ذلك بناءً على الطلب. لا يمكن الجمع بين الإعانة والأجر أو الراتب.\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 152-157من قانون العمل لسنة 2005 والذي تم تعديله سنة 2024؛ المادتان 41 و42 من قانون التأمينات الاجتماعية لعام 2024\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>اختبارات الحمل أثناء التوظيف\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">لم يتم العثور على أي أحكام تتعلق بالاستفسار عن الحمل؛ ومع ذلك، بموجب تعديل قانون العمل لعام 2024، يحق للمواطنين الحصول على فرص متساوية في العمل دون تمييز على أساس الجنس أو الإعاقة أو العمر أو أي عامل آخر، سواء في التوظيف أو الإعلان عن الوظائف أو أثناء العمل.\n\u003Cp dir=\"RTL\">\nالمصدر: المادة 03 من قانون العمل لسنة 2005 والذي تم تعديله سنة 2024\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>الرعاية الطبية المجانية\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">على صاحب العمل توفير الرعاية الطبية للمرأة العاملة أثناء فترة الحمل والولادة\u003C\u002Fp>\n\u003Cp dir=\"RTL\">\nالمصدر: المادة 153 من قانون العمل لسنة 2005 والذي تم تعديله سنة 2015\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>قوانين إجازة الوضع و العمل\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_jobprotection_URL_\n      \n          _ll_breastfeeding_URL_\n      \n          _ll_family_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_employmentsecurity_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>","المملكة العربية السعودية – حقوق العمل للمرأة، إجازة الوضع و الدفع، حقوق العمل الدولية","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-11-22\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>إجازة الوضع\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">\nكانت الموظفات يحق لهن في السابق الحصول على إجازة أمومة مدتها 10 أسابيع (70 يومًا). ومن بين هذه الأسابيع العشرة من إجازة الأمومة، كانت 4 أسابيع تُمنح قبل الموعد المتوقع للولادة (قبل الولادة) و6 أسابيع بعد الولادة (بعد الولادة)، ولكنها لم تكن إلزامية. يمكن للموظفة أن تبدأ إجازة الأمومة عندما تريد، شريطة ألا يكون ذلك قبل أربعة أسابيع من تاريخ الولادة المتوقع. ويتم تحديد تاريخ الولادة المحتمل من قبل الطبيب أو وفقًا لتقرير طبي معتمد من قبل سلطة صحية. \n\u003Cp dir=\"RTL\">\nيحق للموظفة تمديد إجازة الأمومة لمدة شهر واحد بدون أجر. بالإضافة إلى ذلك، إذا أنجبت الموظفة طفلاً مريضاً أو معاقاً تتطلب حالته الصحية مرافقاً دائماً، يحق لها الحصول على شهر إضافي مدفوع الأجر من إجازة الأمومة بدءاً من نهاية إجازة الأمومة، ولها الحق في تمديد هذه الإجازة لمدة شهر آخر بدون أجر.\n\u003Cp dir=\"RTL\">\nبموجب التعديل الذي أدخل على قانون العمل في المملكة العربية السعودية في عام 20245، تم تمديد مدة إجازة الأمومة المدفوعة بالكامل من 10 أسابيع إلى 12 أسبوعًا، منها 6 أسابيع بعد الولادة إلزامية، بينما الـ 6 أسابيع المتبقية تخضع لتقدير العاملة. يبدأ الإجازة من 4 أسابيع قبل الولادة، وفقًا لتاريخ الولادة المتوقع، بناءً على تقرير طبي معتمد. أي تأخير في تاريخ الولادة، مما يقلل فترة ما بعد الولادة إلى أقل من 6 أسابيع، يُعامل على أنه إجازة غير مدفوعة الأجر. \n\u003Cp dir=\"RTL\">\nالمصدر: المادة 151 من قانون العمل لسنة 2005 والذي تم تعديله سنة 2024\n        \u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>الدخل\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">\nعلى صاحب العمل أن يدفع إلى المرأة العاملة أجرها أثناء إجازة الوضع ويعتمد الاجر المدفوع على فترة خدمة العاملة لدى صاحب العمل حيث لا تدفع الى العاملة الاجرة إذا كانت مدة خدمتها اقل من سنة، ونصف أجرها إذا كانت مدة خدمتها أكثر من سنة و اقل من ثلاث سنوات بينما تحصل على أجرتها كاملة إذا بلغت مدة خدمتها ثلاث سنوات فأكثر. ولا تدفع إليها الأجرة أثناء إجازتها السنوية العادية إذا كانت قد استفادت في السنة نفسها من إجازة وضع بأجر كامل، ويدفع إليها نصف أجرها أثناء الإجازة السنوية ، إذا كانت قد استفادت في السنة نفسها من إجازة وضع بنصف أجر. \n\u003Cp dir=\"RTL\">\nلا يسمح للمرأة العاملة أن تعمل لدى صاحب عمل أخر أثناء مدة إجازة الوضع المصرح بها. وإذا ثبت عمل العاملة لدى صاحب عمل آخر أثناء مدة إجازتها، لصاحب العمل الأصلي أن يحرمها من أجرها عن مدة الإجازة ، أو أن يسترد ما أداه لها۔\n\u003Cp dir=\"RTL\">\nبموجب تعديل قانون العمل في المملكة العربية السعودية لعام 2024، تم تمديد مدة إجازة الأمومة المدفوعة بالكامل من 10 أسابيع إلى 12 أسبوعًا.\n\u003Cp dir=\"RTL\">\nالعمالة النسائية (السعودية أو غير السعودية) التي لديها ما لا يقل عن 12 شهرًا من الاشتراكات في 36 شهرًا قبل الولادة مؤهلة للحصول على 3 أشهر من تعويض الأمومة من المؤسسة العامة للتأمينات الاجتماعية (GOSI) اعتبارًا من 1 يوليو 2025. وهذا يعني أنه بالنسبة للنساء المؤمن عليهن المؤهلات، يتم الآن دفع أجور إجازة الأمومة لمدة 12 أسبوعًا من قبل صندوق التأمين الاجتماعي بدلاً من دفعها مباشرة من قبل صاحب العمل.\n\u003Cp dir=\"RTL\">\nتبلغ إعانة الأمومة 100٪ من متوسط الأجر المساهم فيه خلال 12 شهراً قبل الولادة. وتُدفع من اليوم الأول من شهر الولادة، أو قبل شهر واحد من ذلك بناءً على الطلب. لا يمكن الجمع بين الإعانة والأجر أو الراتب.\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 152-157من قانون العمل لسنة 2005 والذي تم تعديله سنة 2024؛ المادتان 41 و42 من قانون التأمينات الاجتماعية لعام 2024\n        \u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>اختبارات الحمل أثناء التوظيف\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">لم يتم العثور على أي أحكام تتعلق بالاستفسار عن الحمل؛ ومع ذلك، بموجب تعديل قانون العمل لعام 2024، يحق للمواطنين الحصول على فرص متساوية في العمل دون تمييز على أساس الجنس أو الإعاقة أو العمر أو أي عامل آخر، سواء في التوظيف أو الإعلان عن الوظائف أو أثناء العمل.\n\u003Cp dir=\"RTL\">\nالمصدر: المادة 03 من قانون العمل لسنة 2005 والذي تم تعديله سنة 2024\n        \u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>الرعاية الطبية المجانية\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">على صاحب العمل توفير الرعاية الطبية للمرأة العاملة أثناء فترة الحمل والولادة\u003C\u002Fp>\n\u003Cp dir=\"RTL\">\nالمصدر: المادة 153 من قانون العمل لسنة 2005 والذي تم تعديله سنة 2015\n        \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>قوانين إجازة الوضع و العمل\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\u002Fmaternity-and-work\u002Fjob-protection'>الحماية من الفصل\u003C\u002Fa>\n      \n          \u003Ca href='\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding'>الرضاعة للأمهات العاملات\u003C\u002Fa>\n      \n          \u003Ca href='\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Ffamily-responsibilities'>مسؤوليات الأسرة\u003C\u002Fa>\n      \n          \u003Ca href='\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fsick-leave-at-work'>العمل و المرض\u003C\u002Fa>\n      \n          \u003Ca href='\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Femployment-security'>العقود والاستبعاد من العمل\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n 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