Check your Saudi Iqama Status Online
https://www.mol.gov.sa/Services/Inquiry/NonSaudiEmpInquiry.aspx

Then enter your Iqama Number in the 2nd field.
Then click the Find button . Then wait for the response.
Then scroll down the above box.

If you see a RED color bar then there is a problem. If you see a GREEN color bar then there is no problem.

WHAT IS HUROOB ? HOW CAN I REMOVE IT ?

This is one thing you need to be careful. When an expatriate employee runs away from his sponsor or is absent from work without information, then his sponsor can file Huroob report (absconding report) with Jawazat. When this happens, the expatriate employee is considered a criminal and can be arrested and jailed and then deported. Any person who gets reported as runaway (Huroob) cannot get any legal work done including renewal of Iqama, or getting exit re-entry visa for leaving the country on his own.
But it is not always that employee is at fault. There have been quite a few incidents where the employer for various personal reasons has reported the employee as runaway (Huroob). It may because that the sponsor had a disagreement with employee or may be wants to take out more visas or others.
In such cases, what is the solution ?

THERE ARE ONLY TWO SOLUTIONS:
First, getting yourself reported to authorities at Tarheel who will arrest you, keep you in jail and then deport you with a 5 year ban from entering Saudi Arabia.
Second is going back to your sponsor (kafeel) and asking him to remove the Huroob. Sometimes, the sponsor negotiates in financial terms for removing Huroob. Practically, your sponsor (kafil) is the only person who can remove Huroob. I have heard of cases where agents/moaqibs who removed the Huroob. Also of cases where the sponsor (kafil) took large amount of money in advance (upto SR 16,000) and did not remove the Huroob.
Then there is the third option – going directly to the authorities, in this case – Jawazat & Ministry of Labor, and filing a report with them for the reason of absence from work. If you are able to convince them, then maybe they will remove. I am waiting to hear success stories in the third option !

End-of-Service Award (THE RIGHTS OF EMPLOYMENT FOR NON-SAUDIS)

Dear Readers

This is my first blog, and I m trying to sharing Saudi labor laws for labors, whose work is Saudi Arabia.

End-of-Service Award (THE RIGHTS OF EMPLOYMENT FOR NON-SAUDIS)

Article (84): 

Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.

Article (85): 

If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.

Article (86): 

As an exception to the provision of Article (8) of this Law, it may be agreed that the wage used as a basis for calculating the end-of-service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the worker which are by their nature subject to increase or decrease.

Article (8):

Any condition that contradicts the provisions of this Law shall be deemed null and void. The same applies to any release or settlement of the worker’s rights arising from this Law during the validity of the work contract, unless the same is more beneficial to the worker.

Article (87): 

As an exception to the provisions of Article (85) of this Law, the worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his control. A female worker shall likewise be entitled to the full award if she ends her contract within six months from the date of her marriage or three months from the date of giving birth.

Article (88): 

Upon the end of the worker’s service, the employer shall pay his wages and settle his entitlements within a maximum period of one week from the date of the end of the contractual relation. If the worker ends the contract, the employer shall settle all his entitlements within a period not exceeding two weeks. The employer may deduct any work-related debt due to him from the worker’s entitlements.