Graduated penalties await violators of attendance and conduct regulations in the new regulation. Dress code, prohibition of seclusion, extended leaves, and performance-linked benefits.

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The Ministry of Human Resources and Social Development approved the labor regulation for the Health Company for Human Resources, comprising more than 80 articles covering various regulatory aspects, starting from recruitment and employment contracts, through wages, bonuses, promotions, working hours, and leaves, to disciplinary violations, penalties, grievance mechanisms, and termination of contractual relationship. The document obligates the company's management to submit the total fines imposed on workers through the designated electronic platform in the absence of an internal workers' committee. The approved regulation sets working days at five days per week, with eight daily hours reduced to six hours for Muslims during Ramadan. The establishment adopted Friday and Saturday as fully paid weekly rest days for all employees, with no monetary compensation allowed. The legislation regulates overtime by financially compensating the worker with a wage equivalent to the basic hourly wage plus fifty percent, provided there is an official assignment from management. The regulation allows the option of compensation with paid leave days, provided it is no less than one and a half hours for each overtime hour, with a maximum of thirty days per year. The document details the mechanism for granting annual bonuses by linking them to the company's financial position, requiring the employee to have completed a full year and received a performance evaluation of at least an average level. At the same time, the regulation permits management to approve exceptional bonuses for distinguished workers according to its internal regulations and policies. The regulation sets precise criteria for job promotions, requiring vacancies, the availability of required qualifications, and an evaluation above average in the last periodic report. The document states that selection among candidates depends successively on the nomination by the authorized person, then performance, then academic qualification and courses, then practical experience and seniority. Regarding workers' rights, the establishment approved thirty days as fully paid annual leave, along with sick leaves starting at thirty days full pay and reaching up to ninety days intermittent or consecutive. The regulation grants female workers fully paid maternity leave for twelve weeks, with designated breastfeeding periods not exceeding one hour daily for twenty-four months. The legislation stipulates providing housing or its cash equivalent, and transportation or its equivalent, with the establishment bearing the costs of training and qualification for Saudi employees and continuing to pay their salaries during programs. The regulation affirms the company's commitment to providing health care for workers according to applicable regulations. The regulatory regulation imposes strict behavioral controls prohibiting forms of physical or verbal abuse, indecent gestures, or filing malicious reports within the work environment. Management emphasized the necessity for employees to adhere to modesty and professional appearance, taking all strict measures to prevent seclusion between genders in compliance with Sharia provisions. The document specifies specific penalties for other behavioral violations including quarreling with colleagues, malingering, refusing medical instructions, and non-compliance with safety and prevention requirements. The regulation warns against smoking in prohibited locations, tampering with attendance records, and non-compliance with internal investigation committees, imposing strict penalties for such actions. The regulation outlines a graduated system of disciplinary penalties starting with written warning, then a fine, then suspension from work without pay, followed by denial of bonus or postponement of promotion for up to one year. Penalties escalate to termination with entitlement to end-of-service indemnity, or termination without indemnity or notice in cases stipulated by law. The regulation obligates the company not to impose any penalty exceeding a fine of one day's wage except after conducting an official investigation, hearing the worker's statements, and enabling him to defend himself, with procedures documented in his file. The document assigns detailed tables for violations related to attendance, with penalties graduated based on the duration of delay and frequency of violation, starting from warning to deduction. The legislation affirms that worker absence without legitimate excuse goes through a series of warnings and deductions, ending with termination of service according to Article 80 of the Labor Law. The option of immediate termination without indemnity applies in case of continuous absence for more than fifteen days, or intermittent absence totaling more than thirty days during the contractual year. The regulation guarantees the worker's right to submit a written grievance against any disciplinary action or penalty within thirty days of being notified of the decision. It clarified that the employee has the right to resort to labor courts to object if his grievance is rejected or not decided by management within fifteen days.