Internal work regulation that employers with 10 or more employees must file with HRSD for approval (silence after 60 days = approved) — disciplinary sanctions and fines are only lawful under an approved regulation, making this the foundation for the warning-letter → disciplinary-decision → Article 80 dismissal chain.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
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WORK ORGANIZATION REGULATION (لائحة تنظيم العمل)
(Commercial Registration No. ) Current headcount:
This regulation is issued under Articles 12–13 of the Saudi Labor Law (Royal Decree No. M/51 of 2005, as amended). An employer with 10 or more employees MUST file a work organization regulation with the Ministry of Human Resources and Social Development (MHRSD/HRSD) for approval, using the Ministry's model form; if HRSD does not respond within 60 days of filing, the regulation is deemed approved. Disciplinary sanctions and fines are lawful ONLY under an approved regulation — this is the legal foundation for the written-warning → disciplinary-decision → Article 80 dismissal chain.
1. WORKING HOURS AND SHIFTS 1.1.
2. LEAVE ENTITLEMENTS 2.1.
3. VIOLATIONS AND SANCTIONS TABLE 3.1. 3.2. Any fine sanction may not exceed 5 days' wage per month, and a sanction must be imposed within 30 days of the violation being discovered; fine amounts collected must be applied to employee welfare, not to the Employer's revenue.
4. COMPLAINTS PROCEDURE 4.1. 4.2. An employee who disputes a sanction may object to the labor dispute committee within 15 days.
5. HRSD FILING 5.1. Submitted to HRSD on: . 5.2. Approved (or deemed approved after 60 days of silence) on: .
6. POSTING AND ACKNOWLEDGEMENT 6.1. Posted at the workplace in a visible location: . 6.2. Keep a signed acknowledgement of receipt from every employee — it is the evidentiary basis for enforcing sanctions later.
This is a boilerplate template, not legal advice. It is written under the Saudi Labor Law (Royal Decree No. M/51 of 2005, as amended by Royal Decree No. M/44 of 23 August 2024, in force from 19 February 2025) and related regulations and digital platforms (Qiwa, Najiz, GOSI, Mudad, PDPL/SDAIA, E-Commerce Law, SFDA, Shomoos, ZATCA/Fatoora, Balady) as in effect in July 2026 — these platforms and their implementing regulations change frequently; verify against the current text before use. Have this template reviewed by a Saudi-qualified lawyer and, for HR documents, checked against your own HRSD-approved work organization regulation (لائحة تنظيم العمل) before use.
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1 of 10 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.