Maternity Leave in Saudi Arabia: 10 Weeks of Paid Leave

Maternity leave in Saudi Arabia is 10 weeks of paid leave under the Saudi Labour Law, with payment funded through the General Organisation for Social Insurance (GOSI). The entitlement is set out in article 151 of the Saudi Labour Law, Royal Decree No. M/51, and applies to every female employee in the private sector who has been registered with GOSI for at least three months.

This guide covers Saudi maternity leave in 2026: the 10-week entitlement, how GOSI payments work, employer obligations, and the return-to-work rules.

Key takeaways

• Article 151 of the Saudi Labour Law grants female employees 10 weeks of maternity leave.
• GOSI pays 100% of the employee’s salary for the leave period, subject to the GOSI ceiling.
• The employee must have been registered with GOSI for at least three months before the leave commences.
• The leave can commence up to four weeks before the expected date of delivery.
• The employer cannot terminate the employee during the leave or for ten weeks after the birth.

The 10-week entitlement

Article 151 of the Saudi Labour Law provides that every female employee in the private sector is entitled to 10 weeks of maternity leave. The leave is granted once per year and may be taken in full or in part, subject to medical certification.

The leave can be structured as follows:

• Up to four weeks before the expected date of delivery.
• The remaining six weeks after the actual date of delivery.
• The leave must be taken continuously — the employee cannot split it into parts.

Factor	Detail
Total leave	10 weeks (70 days)
GOSI payment	100% of salary (capped)
Advance leave	Up to 4 weeks before expected delivery
Qualifying period	3 months of GOSI registration
Post-birth minimum	6 weeks after delivery

How GOSI payments work

The General Organisation for Social Insurance (GOSI) pays the employee’s full salary for the 10-week leave period. The employer does not bear the direct cost of the salary during the leave, but must ensure that:

1. The employee is registered with GOSI and contributions are current.
2. The GOSI claim is filed promptly so the employee receives the benefit without delay.
3. The employer continues to make GOSI contributions during the leave period.

GOSI calculates the benefit based on the employee’s actual salary as registered with GOSI, subject to the maximum insurable salary ceiling. If the employee’s salary exceeds the ceiling, GOSI pays the ceiling amount and the employer may, but is not required to, cover the difference.

Worked example

An employee earning SAR 12,000 per month (within the GOSI ceiling) commences 10 weeks of maternity leave. GOSI pays SAR 12,000 per month for the 10-week period. The employer’s cost is limited to continued GOSI contributions.

If the employee earns SAR 20,000 per month and the GOSI ceiling is SAR 15,000, GOSI pays SAR 15,000 and the employer may choose to cover the SAR 5,000 difference — but is not legally obligated to do so.

Employer obligations

Saudi employers have five core maternity leave duties:

1. Grant 10 weeks of maternity leave upon the employee’s application with a medical certificate.
2. File the GOSI claim promptly so the employee receives the benefit without delay.
3. Continue GOSI contributions during the leave period.
4. Protect the employee’s position for the duration of the leave and for ten weeks after the birth.
5. Not terminate the employee during the leave or within ten weeks of the birth.

The employer is prohibited from:

• Requiring the employee to work during the leave period.
• Dismissing the employee during the leave or within the ten-week post-birth protection period.
• Reducing the employee’s benefits or seniority as a result of the leave.

The ten-week protection period

Under article 151 of the Saudi Labour Law, the employer cannot terminate the employee during the maternity leave or within ten weeks from the date of birth. This protection period runs concurrently with the post-birth portion of the leave.

The ten-week protection period runs from the date of birth, not from the end of the leave. If the employee takes the four-week pre-birth leave, the protection period starts from the actual date of delivery and extends ten weeks from that date.

Dismissal within this period is treated as arbitrary dismissal, and the employee is entitled to compensation in addition to any end-of-service benefits.

Return to work

The employee must return to work at the end of the 10-week period. The employer must:

1. Reinstate the employee to her position or a reasonably equivalent one.
2. Not require a fresh probationary period upon return.
3. Continue career progression as though the leave had not been taken.

Where the employee is unable to return for medical reasons, she should apply for sick leave under the terms of her employment contract. The employer cannot treat the failure to return on the expected date as a resignation.

Common pitfalls

1. Not registering the employee with GOSI

If the employee is not registered with GOSI, the employer cannot claim the GOSI benefit and must pay the full salary for the 10-week period.

2. Dismissing within ten weeks of birth

The ten-week protection period is often overlooked by employers who assume the protection ends when the leave ends. Dismissal within this window is a breach regardless of the reason.

3. Splitting the leave into parts

The 10 weeks must be taken continuously. The employer cannot require the employee to take the leave in two separate blocks.

4. Counting working days instead of calendar weeks

The 10 weeks are calendar weeks, including weekends and public holidays. Counting only working days extends the leave beyond the statutory period.

For more context, see our guide to types of leave and absence management.

Frequently asked questions

How long is maternity leave in Saudi Arabia?

Maternity leave in Saudi Arabia is 10 weeks (70 days) of paid leave under article 151 of the Saudi Labour Law.

Who pays for maternity leave in Saudi Arabia?

GOSI pays the employee’s full salary for the 10-week period. The employer is responsible for filing the claim and continuing GOSI contributions.

Does the employee need to be registered with GOSI?

Yes. The employee must have been registered with GOSI for at least three months before the leave commences to qualify for the benefit.

Can the employer terminate the employee after the leave ends?

The employer cannot terminate the employee during the leave or within ten weeks of the date of birth. The ten-week protection period applies regardless of the reason for dismissal.

Can the employee take the leave before the birth?

Yes. The leave can commence up to four weeks before the expected date of delivery, subject to a medical certificate.

Putting it into practice

Three checks cover most Saudi maternity leave compliance:

1. Verify GOSI registration for all female employees at the point of hire and ensure contributions are current before the leave commences.
2. File the GOSI claim as soon as the maternity leave is approved — the employee’s income depends on the speed of the claim.
3. Flag the ten-week post-birth protection period on the employee record so the termination window is visible.

A leave management system that verifies GOSI registration, generates the benefit claim, and tracks the ten-week protection period keeps the employer compliant with article 151 without manual tracking.

Sources

• Saudi Labour Law, article 151 (primary source)
• General Organisation for Social Insurance (GOSI)

Last updated: 26 July 2026. This article is general information, not legal advice. GOSI ceilings and contribution rates change periodically — confirm current figures with GOSI or a qualified Saudi employment lawyer.