Annual leave in Saudi Arabia should normally be taken during the year in which it becomes due. However, the Saudi Labor Law allows annual leave to be postponed or carried forward in certain situations.
The Ministry of Human Resources and Social Development (HRSD) has clarified when an employee or employer can postpone annual leave, how long the postponement can last, and when written consent is required.
Here is what employees and employers need to know.
Annual Leave Entitlement in Saudi Arabia
Under Saudi Labor Law, employees are entitled to paid annual leave based on their length of service with the employer.
- 21 days: Employees are entitled to at least 21 days of paid annual leave each year.
- 30 days: The entitlement increases to at least 30 days after completing five consecutive years with the same employer.
Annual leave should generally be taken during the year it becomes due.
Employees cannot normally waive their annual leave or receive cash instead of taking it while they are still employed.
For a complete overview of different types of leave, see our guide to Leave and Holidays as per Saudi Labor Law.
Can Annual Leave Be Postponed in Saudi Arabia?
Yes. Annual leave can be postponed in Saudi Arabia, but the rules depend on whether the postponement is requested by the employee or required by the employer.
Saudi Labor Law sets specific conditions for carrying annual leave into a later period.
1. Employee Can Request to Carry Annual Leave Forward
An employee may request to postpone all or part of their annual leave to the following year.
However, the employee cannot make this decision alone.
The employer must approve the postponement.
For example, if an employee does not want to use all of their annual leave this year, they may request to carry the remaining days into the next year, subject to approval from their employer.
2. Employer Can Postpone Annual Leave for Up to 90 Days
An employer may also postpone an employee’s annual leave when work circumstances require it.
In this situation, the employer can delay the leave for up to 90 days after the end of the year in which the leave became due.
This allows businesses to manage operational requirements while still protecting the employee’s right to annual leave.
3. Postponement Beyond 90 Days Requires Written Consent
If work circumstances require the employer to delay annual leave for more than 90 days, the rules become stricter.
The employer must obtain the employee’s written consent before extending the postponement beyond the initial 90-day period.
This means an employer cannot unilaterally continue delaying an employee’s annual leave beyond this period.
4. Annual Leave Cannot Be Postponed Indefinitely
Even when the employee agrees to a longer postponement, there is a final legal limit.
The postponed annual leave must be taken before the end of the year following the year in which the leave originally became due.
For example, if annual leave becomes due in 2026, it cannot be postponed beyond the end of 2027.
This rule prevents employers and employees from continuously carrying unused annual leave forward for several years.
Quick Summary of Annual Leave Postponement Rules
| Situation | Rule |
|---|---|
| Employee wants to postpone leave | Employer approval is required |
| Employer postpones leave for work reasons | Allowed for up to 90 days |
| Employer needs more than 90 days | Employee’s written consent is required |
| Maximum postponement period | Cannot extend beyond the end of the following year |
Can an Employer Decide When Annual Leave Is Taken?
Yes. Employers can schedule annual leave according to work requirements or arrange leave on a rotational basis to maintain business operations.
However, employees should be informed of their scheduled annual leave at least 30 days in advance.
This is separate from the rules governing the postponement of leave after the year in which it became due.
Can Employees Receive Cash Instead of Taking Annual Leave?
Generally, employees must take their annual leave during employment rather than exchanging it for cash.
However, if an employee leaves the job before using accrued annual leave, they are entitled to payment for the unused leave days.
Frequently Asked Questions
Can I carry forward my annual leave in Saudi Arabia?
Yes. An employee can carry all or part of their annual leave into the following year with the employer’s approval.
Can my employer postpone my annual leave?
Yes. If work circumstances require it, an employer can postpone annual leave for up to 90 days after the entitlement year ends.
Does my employer need my permission to delay leave beyond 90 days?
Yes. If the postponement extends beyond 90 days, the employer must obtain the employee’s written consent.
How long can annual leave be postponed in Saudi Arabia?
Annual leave cannot be postponed beyond the end of the year following the year in which the leave originally became due.
How many annual leave days do employees get in Saudi Arabia?
Employees are entitled to at least 21 days of paid annual leave per year. This increases to at least 30 days after five consecutive years with the same employer.
Final Takeaway
Saudi Labor Law allows annual leave to be postponed, but clear limits apply.
Employees can carry leave into the following year with their employer’s approval, while employers can postpone leave for work-related reasons for up to 90 days. Any further delay requires the employee’s written consent.
Most importantly, postponed annual leave cannot be delayed beyond the end of the year following the year in which it originally became due.
These rules help employers manage operational needs while ensuring employees retain their legal right to paid annual leave.
