He resigned from a stable job, moved to a new company for a higher salary, and on day eighty-five received a two-line termination letter: "We thank you for your efforts." No notice, no award, no compensation — and all of it perfectly legal, because he was on probation and had never read what that means. This guide explains Article 53 after the 2025 amendments: what is allowed, what is not, and the rights you keep even while "on probation."

Key takeaways:

  • Probation exists only if written into your contract — if it is not mentioned, you are permanently employed from day one.

  • After the 2025 amendments (Royal Decree M/44): the parties may agree to a probation period of up to 180 days from the start, and 180 days is an absolute ceiling.
  • Eid al-Fitr, Eid al-Adha, and sick leave days do not count toward the probation period.
  • Either party may terminate during probation — with no end-of-service award and no compensation.
  • Your full salary and GOSI registration are rights that never lapse during probation.
  • You cannot be placed on a new probation at the same employer except in two specific cases.

First: no probation without writing

The rule many never hear: probation must be explicitly stated in the employment contract. If your signed contract does not mention one, you are a full-rights employee from day one, and the employer cannot later claim you were "on probation" or add it verbally. Before signing, look for this clause specifically: does it exist, and how long is it?

The duration after the 2025 amendments

Before the amendment, Article 53 capped probation at 90 days, extendable to 180 by written agreement.

Since the amendments took effect in February 2025 (Royal Decree M/44 dated 08/02/1446H), the parties may agree upfront to a probation period of up to 180 days in one go at contract signing, with no later extension agreement needed.

What has not changed: 180 days is the absolute ceiling — any clause beyond it is void even if you signed it.

Practical point: the duration is negotiable within that ceiling — 30, 60, or 90 days are all valid. A full 180-day offer is the employer's legal right, but it is also negotiable, exactly like salary.

Days that do not count toward probation

Three kinds of days pause the probation clock:

  • Eid al-Fitr holiday.
  • Eid al-Adha holiday.
  • Sick leave.

Example: on a 90-day probation, if Eid al-Fitr (4 days) falls within it and you take 6 documented sick days, your actual probation end date extends by 10 days — those days are not part of the ninety.

Termination during probation: the explicit rules

The statutory default is that either party — you or the employer — may terminate the contract during probation, unless the contract reserves that right to one party only.

And the part you must know before starting any new job:

  • Termination during probation carries no end-of-service award — Article 80 explicitly excludes workers under probation.

  • And no compensation for either side.

That is why resigning from a stable job for a new one must be decided against the worst case: what if this relationship ends on day ninety?

Rights that never lapse while on probation

"On probation" does not mean "outside the law." Throughout probation you are owed:

  • Your full contractual wage for every day worked — including the final stretch if the contract is terminated.

  • GOSI registration from the start of the relationship — failing to register you is the employer's violation.
  • Payment for accrued leave balance, if any, when the relationship ends.
  • Probation counting toward your total service if you stay — your years of service for the end-of-service award run from your first day of work, not from the end of probation. See the end-of-service award calculation guide.

Can you be put on probation twice at the same company?

The default: no. A worker may not be placed on probation more than once with the same employer, except in two cases:

  1. The new probation is for a different profession or job.
  2. You return after the employment relationship was interrupted for at least six months.

Outside those two cases, a "second probation" for the same old job has no legal basis.

5 practical tips that protect you during probation

  1. Do not resign from your current job before signing the new contract and knowing its exact probation length — a verbal offer is not a contract.

  2. Ask for written expectations in week one: what does passing probation look like? Clear goals protect you from mood-based evaluation.
  3. Document your work weekly — a simple file of completed tasks serves your evaluation, and your CV later, whatever the outcome.
  4. Request an evaluation session two weeks before probation ends — do not wait for the verdict; create the chance to course-correct while still in the game.
  5. If terminated, claim your dues in writing: wages for days worked plus any accrued leave, and make sure your GOSI record is closed properly so your next job is not delayed.

Probation is a two-way road: they evaluate you, and you evaluate them. The employee who knows the limits of Article 53 enters it with a balanced contract and open eyes — not a surprise on day eighty-five. Preparing to re-enter the market? Start with the full guide to your labor-law rights and make sure your CV passes screening systems before applying.