[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fwork-and-wages":3,"menu:\u002Far-sa:":54,"sites:htmlblocks":204,"subsites":1403,"cite-subsites":4967,"footer:ar-sa":5444,"cite-footer:ar-sa":5526,"suggested:ar-sa":5565},{"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":25,"body":34,"body_blocks":35,"call_to_action":36,"owner":43,"related_pages":50,"related_sites":51,"in_subsite":52,"contact_page_url":7,"banner_message":53},1985,"work-and-wages","العمل و الأجور",null,"","\u002Far-sa\u002Fwork-in-saudi-arabia\u002Flabour-law\u002Fwork-and-wages","labourlaw.labourlawpage","ar_SA","\u002Fcms\u002Fpages\u002F1985\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 – العمل و الأجور، الأجور الدورية","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\u002Fwork-and-wages\u002F","index, follow","website","summary_large_image","2025-08-06T09:15:42.806412+02:00","2025-08-06T09:38:55.474588+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>العمل و الأجور\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>الحد الأدنى للأجور\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">\nالحد الادنى للأجر هو كل ما يعطى للعامل مقابل العمل الذي يقوم بأدائه، بموجب عقد عمل مكتوب أو غير مكتوب أي شفهي، مهما كان نوع الأجر أو طريقة أدائه ، مضافاً إليه العلاوات الدورية التي يتم إضافتها على الراتب الاساسي.\n\u003Cp dir=\"RTL\">\nيتم تحديد الاجور طبقا الى الاتفاقيات الفردية بين العامل وصاحب العمل. ومع ذلك، تتحمل الحكومة مسؤولية وضع معدلات الحد الأدنى للأجور وينص التشريع على قيام الحكومة بوضع نظام للحد الأدنى للأجور. ولمجلس الوزراء عند الاقتضاء - وبناء على اقتراح من الوزير - وضع حد أدنى للأجور.\n\u003Cp dir=\"RTL\">\nإذا لم ينص عقد العمل أو لائحة تنظيم العمل على الأجر الذي يلتزم به صاحب العمل يؤخذ بالأجر المقدر لعمل من النوع ذاته في المنشأة إن وجد، وإلا تم تقدير الأجر طبقاً لعُرف المهنة في الجهة التي يؤدى فيها العمل، فإن لم يوجد تولت هيئة تسوية الخلافات العمالية تقدير الأجر وفقاً لمقتضيات العدالة.\n\u003Cp dir=\"RTL\">\nويستثنى من تطبيق احكام هذا القانون ما يلي: افراد اسرة صاحب العمل، وهم الزوجة واصوله وفروعه الذين يعملون في المنشأة التي لا تضم سواهم (المؤسسات العائلية)، خدم المنازل ومن في حكمهم، عمال البحر الذين يعملون في سفن تقل حمولتها عن خمسمائة طن، بعض فئات عمال الزراعة، العاملين غير السعوديين القادمين الى المملكة لأداء مهمه محدده ولمدة لا تزيد عن شهرين ولاعبوا الأندية والاتحادات والرياضية ومدربوها. \n\u003Cp dir=\"RTL\">\nالمصادر: المواد 2، 89 و95 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>الأجور الدورية\u003C\u002Fh2>\n          \u003Cp dir=\"RTL\">\nالأجر الفعلي هو الأجر الأساسي مضافاً إليه سائر الزيادات المستحقة الأخرى التي تتقرر للعامل مقابل جهد بذله في العمل، أو مخاطر يتعرض لها في أداء عمله، أو التي تتقرر للعامل لقاء العمل بموجب عقد العمل أو لائحة تنظيم العمل. ومن ذلك:\n\u003Cp dir=\"RTL\">\n-   العمولة، أو النسبة المئوية من المبيعات، أو النسبة المئوية من الأرباح، التي تدفع مقابل ما يقوم بتسويقه، أو إنتاجه ، أو تحصيله ، أو ما يحققه من زيادة الإنتاج أو تحسينه .\n    \u003Cp dir=\"RTL\">\n-   البدلات التي يستحقها العامل لقاء طاقة يبذلها ، أو مخاطر يتعرض لها في أداء عمله\n    \u003Cp dir=\"RTL\">\n-   الزيادات التي قد تمنح وفقاً لمستوى المعيشة ، أو لمواجهة أعباء العائلة\n    \u003Cp dir=\"RTL\">\n-   المنحة أو المكافأة : هي التي يعطيها صاحب العمل للعامل، وما يصرف له جزاء أمانته ، أو كفايته، وما شابه ذلك ، إذا كانت هذه المنحة أو المكافأة مقررة في عقد العمل، أو لائحة تنظيم العمل للمنشأة ، أو جرت العادة بمنحها، حتى أصبح العمال يعدونها جزءًا من الأجر لا تبرعاً.\n    \u003Cp dir=\"RTL\">\n-   الميزات العينية الاخرى : هي التي يلتزم صاحب العمل بتوفيرها للعامل مقابل عمله، بالنص عليها في عقد العمل أو في لائحة تنظيم العمل. وتقدر بحد أقصى يعادل الأجر الأساسي لمدة شهرين عن كل سنة ما لم تقدر في عقد العمل أو لائحة تنظيم العمل بما يزيد على ذلك\n\u003Cp dir=\"RTL\">\nيجب دفع أجر العامل وكل المبلغ المستحقة له بالعملة الرسمية للبلاد (وهي الريال السعودي) كما يجب دفع الأجر في ساعات العمل ومكانه. ويجوز دفع الأجور عن طريق البنوك المعتمدة في المملكة، إذا وافق العامل على ذلك ، بشرط ألا يتجاوز موعد استحقاقها المواعيد المحددة أعلاه\n\u003Cp dir=\"RTL\">\nيجب أن يحصل العمال على أجرهم بشكل منتظم وفي الموعد المحدد. بالنسبة الى العمال ذوو الأجور الشهرية تصرف أجورهم مرة واحده في الشهر والعمال باليومية تصرف أجورهم مرة كل أسبوع على الأقل أما إذا كان العمل يؤدى بالقطعة، فيجب أن يحصل العامل على دفعة كل أسبوع تتناسب مع ما أتمه من العمل (إذا كان العمل يؤدى بالقطعة ويحتاج لمدة تزيد على أسبوعين حتى يتم الانتهاء منه). في غير الحالات السابق ذكرها تؤدى إلى العمال أجورهم مرة كل أسبوع على الأقل. كما يجب دفع الاجور في خلال اوقات العمل وفي مكانه. وتنص احكام القانون ايضا على جواز دفع الاجور عن طريق التحويل المباشر من خلال احد البنوك.\n\u003Cp dir=\"RTL\">\nلا يجوز حسم أي مبلغ من أجور العامل لقاء حقوق خاصة دون موافقة خطية منه، إلا في الحالات المذكورة في القانون. في الحالات الآتية لا يتطلب الحصول على موافقة خطية من العامل:\n\u003Cp dir=\"RTL\">\n1.  استرداد قروض صاحب العمل.\n    \u003Cp dir=\"RTL\">\n2.  اشتراكات التأمينات الاجتماعية، وأي اشتراكات أخرى مستحقة على العامل ومقررة نظاماً.\n    \u003Cp dir=\"RTL\">\n3.  الغرامات التي توقع على العامل بسبب المخالفات التي يرتكبها.\n    \u003Cp dir=\"RTL\">\nلا يجوز - في جميع الأحوال - أن تزيد نسبة المبالغ المحسومة على نصف أجر العامل المستحق (50%)، ما لم يثبت لدى هيئة تسوية الخلافات العمالية امكان الزيادة في الحسم على تلك النسبة، أو يثبت لديها حاجة العامل إلى أكثر من نصف أجره. وفي هذه الحالة الأخيرة لا يعطى العامل أكثر من ثلاثة أرباع (75%) من الاجر، مهما كان الأمر.\n\u003Cp dir=\"RTL\">\nإذا حسم من أجر العامل أي مبلغ أو تأخر صاحب العمل عن أداء أجر العامل في موعد استحقاقه المحدد (دون مسوغ مشروع)، كان للعامل أو لمن يمثله أو مدير مكتب العمل المختص أن يتقدم بطلب إلى هيئة تسوية الخلافات العمالية، كي تأمر صاحب العمل أن يرد إلى العامل ما حسمه دون وجه حق، أو يدفع له أجوره المتأخرة. يجوز للهيئة المذكورة إذا ثبت لديها أن صاحب العمل حسم المبالغ المذكورة أو تأخر في سداد الأجر دون مسوغ أن توقع عليه غرامة لا تتجاوز ضعف ما حسم من أجر العامل أو ضعف قيمة الأجر المتأخر .\n\u003Cp dir=\"RTL\">\nتقوم السعودية حاليا بتطبيق نظام حماية الأجور بغرض إيداع جميع الرواتب في الحسابات المصرفية الخاصة بالموظفين.\n\u003Cp dir=\"RTL\">\nلا توجد أحكام إلزامية في القانون بشأن دفع راتب الشهر الثالث عشر أو الرابع عشر أو مكافأة إلزامية. ومع ذلك، يجوز لصاحب العمل أن يقدم مكافأة طوعية بناءً على عقود العمل أو اتفاقيات المفاوضة الجماعية (CBAs) أو سياسات الشركة أو المكافآت التقديرية.\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 2، 90-94 و96-96 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=\"regulations\">\n        \u003Ch2>قوانين العمل و الأجور\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_compensation_URL_\n      \n          _MW_FOLDER_URL_\n      \n          _SC_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>","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-11-22\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>الحد الأدنى للأجور\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">\nالحد الادنى للأجر هو كل ما يعطى للعامل مقابل العمل الذي يقوم بأدائه، بموجب عقد عمل مكتوب أو غير مكتوب أي شفهي، مهما كان نوع الأجر أو طريقة أدائه ، مضافاً إليه العلاوات الدورية التي يتم إضافتها على الراتب الاساسي.\n\u003Cp dir=\"RTL\">\nيتم تحديد الاجور طبقا الى الاتفاقيات الفردية بين العامل وصاحب العمل. ومع ذلك، تتحمل الحكومة مسؤولية وضع معدلات الحد الأدنى للأجور وينص التشريع على قيام الحكومة بوضع نظام للحد الأدنى للأجور. ولمجلس الوزراء عند الاقتضاء - وبناء على اقتراح من الوزير - وضع حد أدنى للأجور.\n\u003Cp dir=\"RTL\">\nإذا لم ينص عقد العمل أو لائحة تنظيم العمل على الأجر الذي يلتزم به صاحب العمل يؤخذ بالأجر المقدر لعمل من النوع ذاته في المنشأة إن وجد، وإلا تم تقدير الأجر طبقاً لعُرف المهنة في الجهة التي يؤدى فيها العمل، فإن لم يوجد تولت هيئة تسوية الخلافات العمالية تقدير الأجر وفقاً لمقتضيات العدالة.\n\u003Cp dir=\"RTL\">\nويستثنى من تطبيق احكام هذا القانون ما يلي: افراد اسرة صاحب العمل، وهم الزوجة واصوله وفروعه الذين يعملون في المنشأة التي لا تضم سواهم (المؤسسات العائلية)، خدم المنازل ومن في حكمهم، عمال البحر الذين يعملون في سفن تقل حمولتها عن خمسمائة طن، بعض فئات عمال الزراعة، العاملين غير السعوديين القادمين الى المملكة لأداء مهمه محدده ولمدة لا تزيد عن شهرين ولاعبوا الأندية والاتحادات والرياضية ومدربوها. \n\u003Cp dir=\"RTL\">\nالمصادر: المواد 2، 89 و95 من قانون العمل لسنة 2005 والذي تم تعديله في سنة 2024\n        \u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>الأجور الدورية\u003C\u002Fh2>\n\u003Cp dir=\"RTL\">\nالأجر الفعلي هو الأجر الأساسي مضافاً إليه سائر الزيادات المستحقة الأخرى التي تتقرر للعامل مقابل جهد بذله في العمل، أو مخاطر يتعرض لها في أداء عمله، أو التي تتقرر للعامل لقاء العمل بموجب عقد العمل أو لائحة تنظيم العمل. ومن ذلك:\n\u003Cp dir=\"RTL\">\n-   العمولة، أو النسبة المئوية من المبيعات، أو النسبة المئوية من الأرباح، التي تدفع مقابل ما يقوم بتسويقه، أو إنتاجه ، أو تحصيله ، أو ما يحققه من زيادة الإنتاج أو تحسينه .\n    \u003Cp dir=\"RTL\">\n-   البدلات التي يستحقها العامل لقاء طاقة يبذلها ، أو مخاطر يتعرض لها في أداء عمله\n    \u003Cp dir=\"RTL\">\n-   الزيادات التي قد تمنح وفقاً لمستوى المعيشة ، أو لمواجهة أعباء العائلة\n    \u003Cp dir=\"RTL\">\n-   المنحة أو المكافأة : هي التي يعطيها صاحب العمل للعامل، وما يصرف له جزاء أمانته ، أو كفايته، وما شابه ذلك ، إذا كانت هذه المنحة أو المكافأة مقررة في عقد العمل، أو لائحة تنظيم العمل للمنشأة ، أو جرت العادة بمنحها، حتى أصبح العمال يعدونها جزءًا من الأجر لا تبرعاً.\n    \u003Cp dir=\"RTL\">\n-   الميزات العينية الاخرى : هي التي يلتزم صاحب العمل بتوفيرها للعامل مقابل عمله، بالنص عليها في عقد العمل أو في لائحة تنظيم العمل. وتقدر بحد أقصى يعادل الأجر الأساسي لمدة شهرين عن كل سنة ما لم تقدر في عقد العمل أو لائحة تنظيم العمل بما يزيد على ذلك\n\u003Cp dir=\"RTL\">\nيجب دفع أجر العامل وكل المبلغ المستحقة له بالعملة الرسمية للبلاد (وهي الريال السعودي) كما يجب دفع الأجر في ساعات العمل ومكانه. ويجوز دفع الأجور عن طريق البنوك المعتمدة في المملكة، إذا وافق العامل على ذلك ، بشرط ألا يتجاوز موعد استحقاقها المواعيد المحددة أعلاه\n\u003Cp dir=\"RTL\">\nيجب أن يحصل العمال على أجرهم بشكل منتظم وفي الموعد المحدد. بالنسبة الى العمال ذوو الأجور الشهرية تصرف أجورهم مرة واحده في الشهر والعمال باليومية تصرف أجورهم مرة كل أسبوع على الأقل أما إذا كان العمل يؤدى بالقطعة، فيجب أن يحصل العامل على دفعة كل أسبوع تتناسب مع ما أتمه من العمل (إذا كان العمل يؤدى بالقطعة ويحتاج لمدة تزيد على أسبوعين حتى يتم الانتهاء منه). في غير الحالات السابق ذكرها تؤدى إلى العمال أجورهم مرة كل أسبوع على الأقل. كما يجب دفع الاجور في خلال اوقات العمل وفي مكانه. وتنص احكام القانون ايضا على جواز دفع الاجور عن طريق التحويل المباشر من خلال احد البنوك.\n\u003Cp dir=\"RTL\">\nلا يجوز حسم أي مبلغ من أجور العامل لقاء حقوق خاصة دون موافقة خطية منه، إلا في الحالات المذكورة في القانون. في الحالات الآتية لا يتطلب الحصول على موافقة خطية من العامل:\n\u003Cp dir=\"RTL\">\n1.  استرداد قروض صاحب العمل.\n    \u003Cp dir=\"RTL\">\n2.  اشتراكات التأمينات الاجتماعية، وأي اشتراكات أخرى مستحقة على العامل ومقررة نظاماً.\n    \u003Cp dir=\"RTL\">\n3.  الغرامات التي توقع على العامل بسبب المخالفات التي يرتكبها.\n    \u003Cp dir=\"RTL\">\nلا يجوز - في جميع الأحوال - أن تزيد نسبة المبالغ المحسومة على نصف أجر العامل المستحق (50%)، ما لم يثبت لدى هيئة تسوية الخلافات العمالية امكان الزيادة في الحسم على تلك النسبة، أو يثبت لديها حاجة العامل إلى أكثر من نصف أجره. وفي هذه الحالة الأخيرة لا يعطى العامل أكثر من ثلاثة أرباع (75%) من الاجر، مهما كان الأمر.\n\u003Cp dir=\"RTL\">\nإذا حسم من أجر العامل أي مبلغ أو تأخر صاحب العمل عن أداء أجر العامل في موعد استحقاقه المحدد (دون مسوغ مشروع)، كان للعامل أو لمن يمثله أو مدير مكتب العمل المختص أن يتقدم بطلب إلى هيئة تسوية الخلافات العمالية، كي تأمر صاحب العمل أن يرد إلى العامل ما حسمه دون وجه حق، أو يدفع له أجوره المتأخرة. يجوز للهيئة المذكورة إذا ثبت لديها أن صاحب العمل حسم المبالغ المذكورة أو تأخر في سداد الأجر دون مسوغ أن توقع عليه غرامة لا تتجاوز ضعف ما حسم من أجر العامل أو ضعف قيمة الأجر المتأخر .\n\u003Cp dir=\"RTL\">\nتقوم السعودية حاليا بتطبيق نظام حماية الأجور بغرض إيداع جميع الرواتب في الحسابات المصرفية الخاصة بالموظفين.\n\u003Cp dir=\"RTL\">\nلا توجد أحكام إلزامية في القانون بشأن دفع راتب الشهر الثالث عشر أو الرابع عشر أو مكافأة إلزامية. ومع ذلك، يجوز لصاحب العمل أن يقدم مكافأة طوعية بناءً على عقود العمل أو اتفاقيات المفاوضة الجماعية (CBAs) أو سياسات الشركة أو المكافآت التقديرية.\n\u003Cp dir=\"RTL\">\nالمصدر: المواد 2، 90-94 و96-96 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\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>قوانين العمل و الأجور\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\u002Fcompensation-and-working-time'>التعويض ووقت العمل\u003C\u002Fa>\n      \n          \u003Ca href='\u002Far-sa\u002Fwork-in-saudi-arabia\u002Fminimum-wage\u002F'>الحدّ الأدنى للأجور\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 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