Employment Contract and Term:

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The employment contract of a non-Saudi national shall be written and for a definite term.

If the contract does not specify the term, the expiration date of the work permit shall be considered the expiration date of the contract. The costs of employing expatriates are as follows:

The employer shall be responsible for the cost of recruiting new employees and expatriates into the country, the cost of residency and work permit (iqama), the cost of its' renewal, fines for late renewals, the cost of changing occupation, exit and returns, and the cost of return tickets for employees after the termination of their contractual relationship.

The employee shall be responsible for the cost of return tickets if he is not qualified to work, or if he wishes to return for no specific reason.

The employer shall be responsible for transfer expenses if the employee wishes to transfer his sponsorship to the employer.

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​The employment contract of the non-Saudi worker cannot be for an indefinite period. In the event that the work contract does not provide for a period, the term of the worker's license shall be taken as a period for the work contract, in accordance with Article 37 of the Labor Law.

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