The new amendments to the Labor Law came into force under Royal Decree No. (M\/44) dated 8\/2\/1446H. Among the most notable are the provisions governing resignation in Article 79 bis, which introduced clear new rules that did not previously exist. The law treats resignation as a ground for terminating the employment contract (Article 74(3) bis) and sets out the conditions for submitting it, its acceptance and its effects. In this article Shehab Alsaleh Lawyers & Legal Advisors<\/a> explains the new definition, how resignation differs from similar concepts, and the detailed rules under the recent amendments.<\/p>\n The law defines resignation as:<\/p>\n The worker’s written expression, without coercion, of the wish to terminate a fixed-term employment contract, without making it subject to any restriction or condition, and the employer’s acceptance thereof.<\/p><\/blockquote>\n It follows from this definition that a resignation:<\/p>\n The amendments (Royal Decree M\/44) added Article 79 bis as follows:<\/p>\n The postponement period runs from the date the explanation is delivered.<\/li>\n These provisions represent a significant step toward balancing rights:<\/p>\n These amendments provide a clear roadmap for resignation that protects the worker’s rights while taking the employer’s interests into account. Shehab Alsaleh Law Firm<\/a> provides specialized Labor Law advice, including:<\/p>\n Whether you are an employee or an employer needing advice on resignation or any Labor Law matter, contact us through our contact page<\/a>.<\/p>\n For more official information: Resignation Rules Under the Amended Saudi Labor Law (1446H) The new amendments to the Labor Law came into force under Royal Decree No. (M\/44) dated 8\/2\/1446H. Among the most notable are the provisions governing resignation in Article 79 bis, which…<\/p>\n","protected":false},"author":4,"featured_media":5541,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[70],"tags":[],"class_list":["post-5758","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-library-en"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t1. What Is Resignation Under the New Labor Law?<\/h2>\n
\n
Resignation Compared With Similar Concepts<\/h3>\n
\n
\nResignation requires the employer’s acceptance, whereas unilateral termination is a right of either party under an indefinite-term contract, subject to the statutory notice periods and without the other party’s acceptance.<\/li>\n
\nTermination by agreement requires a mutual offer and acceptance by both parties, while resignation is an offer by the worker alone, accepted by the employer.<\/li>\n<\/ol>\n2. The New Resignation Rules in Article 79 bis<\/h2>\n
\n
\n
\n
3. Why These Amendments Matter<\/h2>\n
\n
Shehab Alsaleh Law Firm’s Labor Law Services<\/h2>\n
\n
\nMinistry of Human Resources and Social Development<\/a> \u2013
\nQiwa platform<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"