For employers and employees — contracts, Saudization, unfair dismissal, and social insurance.
Employer-side work covers drafting compliant employment contracts through the Qiwa platform, Saudization quota planning under Nitaqat, and defending termination decisions an employee later disputes, while employee-side work covers unfair dismissal claims, unpaid end-of-service benefits, and social insurance disputes.
Both sides of a workplace relationship are handled by the same practice, though never in the same matter at once, which gives the firm a genuinely balanced view of how these disputes typically unfold.
Properly drafted employment contracts registered through Qiwa — with clear, enforceable terms around probation, non-compete scope, and termination — prevent far more disputes than they ever need to resolve. This matters on both sides: an employer relying on vague terms and an employee signing without review both risk discovering a costly gap only once a disagreement has already started.
Saudization and Nitaqat compliance deserves the same proactive attention, since a company's Nitaqat band can shift gradually and unnoticed, directly affecting its ability to issue or renew work visas at exactly the wrong moment.
Unfair dismissal and end-of-service claims are among the most common employee-side matters this practice handles — challenging a termination that didn't follow Labor Law requirements, and recovering gratuity an employer hasn't properly paid, particularly where a severance offer wasn't independently verified against the actual formula before being accepted.
We calculate what's genuinely owed before recommending whether to accept any settlement offer, since employers sometimes propose a figure that falls meaningfully short of the actual legal entitlement.
A workplace injury often raises both an employment law question and a GOSI social insurance claim at the same time, and where an employer's own negligence contributed to the injury, this can support a claim beyond standard GOSI coverage alone.
Separately, GOSI disputes over contribution history and benefit calculations can surface years after the underlying employment — sometimes only becoming apparent at retirement — which is why periodically checking your own contribution record is worth doing well before that point.
This practice also covers matters with their own distinct rules — domestic worker relationships, which sit outside the standard Labor Law framework, and disputes involving recruitment and manpower agencies.
Work-related injuries and their intersection with GOSI social insurance coverage round out the practice, since a workplace injury often raises both an employment law question and a social insurance claim at the same time.
Employers benefit from reaching out before finalizing a contract template, a termination decision, or a Saudization strategy — reviewing these proactively is far less costly than defending them after a dispute has already started. Employees benefit from reaching out as soon as a dismissal, an unpaid benefit, or a workplace injury raises a concern, since evidence and options are both easier to preserve early.
Message us on WhatsApp and describe your specific employment situation, whether you're an employer or an employee, and we'll clarify the right path forward.
Yes, though never in the same dispute — we maintain appropriate separation between employer-side and employee-side matters.
Yes — domestic worker relationships sit under their own specific regulatory framework, distinct from the standard Labor Law, and we handle disputes in this area specifically.
It depends heavily on whether the matter can be resolved through negotiation or requires formal proceedings before the labor courts. We'll give you a realistic estimate once we understand your situation.
We'd recommend having it independently calculated first — some settlement offers fall short of what's actually owed under the end-of-service gratuity formula, and once accepted, recovering a shortfall becomes considerably harder.
Yes — ordinary turnover or uneven hiring across nationalities can shift your position gradually, which is why we recommend checking your Nitaqat status periodically rather than only when a visa issue forces the question.
Expert Riyadh