Labor Lawyer in Jubail for Employees and Employers

Employment issues we can help you address

We review each part of the dispute separately, so that unpaid entitlements, end-of-service benefits and any termination compensation are supported by the right documents. We can advise either an employee or an employer, subject to checking for conflicts.

• Unpaid salaries: identify the months, agreed wage and amounts actually received.
• End-of-service benefits: check the wage basis, continuous service and reason employment ended.
• Wrongful termination: assess the stated reason, notices and relevant contract terms.
• Remaining contract term compensation: review a fixed-term contract and the circumstances of early termination.
• Unused leave pay: compare leave records, accrued entitlement and payments made.
• Contract disputes: review renewals, wage changes, duties and disputed obligations.

Does early termination mean payment for the remaining contract?

It may, but the answer depends on the contract and the legal basis for termination. Article 77 addresses compensation for an unlawful termination and distinguishes fixed-term from indefinite contracts. A contractual compensation clause can affect the calculation. We assess the documents before advising whether remaining-term compensation is available; it is not automatically due in every dismissal.

From amicable settlement to the Labor Court

For ordinary labor disputes covered by the HRSD process, amicable settlement through Wedy is the first stage. We help organise the claim, supporting records and settlement position. HRSD describes a 21-working-day settlement stage, after which an unresolved dispute may proceed to the competent Labor Court under the applicable procedures.

Taradhi is the Ministry of Justice conciliation platform and may be relevant when a suitable settlement route is available. It is distinct from Wedy; we identify the correct route for your matter rather than treating the two platforms as interchangeable.

If court proceedings are needed, we prepare and file the claim through Najiz within the agreed engagement, submit supporting material, follow case updates and respond to procedural requirements. We explain developments in English. Remote hearings are available where scheduled or permitted by the court.

Prepare a clear employment file

Bring the documents listed alongside this guide, including earlier contracts as well as the latest Qiwa record. Add a short timeline showing your actual first working day, any renewals, disputed salary months and your last working day. Keep the original messages and payment records.

An employer responding to a claim should also prepare attendance, payroll, leave and disciplinary records where relevant. We can review the claim and the response against the same underlying evidence.

Based in Jubail, accessible across the Eastern Province

Our office is at 2664 King Abdullah Road, Al Jubail. We serve clients in Jubail Industrial City, Dammam, Khobar and across the Eastern Province, with consultations in English and remote consultation options. Tell us about any existing settlement appointment, court case or approaching deadline when you first contact the office.