Human resources

Business Development Executive: Job Description, Salary, Skills & More
Business Development Executive: Job Description, Salary, Skills & More 800 500 HRSG

Every business needs professionals who can help it grow steadily in terms of profits, clientele, and market share.

In this competitive and innovation-driven business landscape of the 21st century, businesses must explore new growth avenues, build better relationships, and negotiate profitable deals while keeping market trends in mind. This is the job for a skilled business development executive (BDE).

These professionals are essential to any company’s long-term success. They help identify potential growth opportunities and take a proactive approach to capitalize on these opportunities.

This blog explores the roles a BDE can play in unlocking business growth, regardless of the sector. It also covers business development executive job description, salary, skills, and other key aspects, so keep on reading till the end.

  • Business Development Executive: A Quick Job Description
  • Duties/Roles That a Business Development Executive Can Perform
  • Business Development Executive Skills
  • Qualifications Required to Become a Business Development Executive
  • Business Development Executive Salary

Business Development Executive: A Quick Job Description

A business development executive is a skilled, qualified, and experienced individual who is responsible for driving a business’s growth by studying market trends, identifying new opportunities, and building better client relationships.

The industry-aligned insights provided by these individuals can guide your decision-making, which ensures long-term success. A BDE plays a vital role in your company’s growth, mainly by focusing on increasing your income streams, which they do by cultivating strategic partnerships, arranging mutually beneficial deals, and enhancing customer satisfaction.

These professionals have a deeper understanding of the current business landscape. They also possess the ability to leverage their market research and strategic planning skills to mitigate financial risks and ensure a successful and streamlined operation.   

Duties/Roles That a Business Development Executive Can Perform

In the world of business, a BDE has a multifaceted role to play. From performing market analysis to forging lasting partnerships and from uncovering growth avenues to formulating robust business advancement strategies, these professionals can really do so much.

This is the reason why every growing economy, especially Dubai and the UAE in general, is offering countless career opportunities to experts in this arena.

The following are some major roles, responsibilities, or duties that a business development executive can perform with great precision.

  • Market Research and Analysis

Every BDE is skilled in market research and analysis. These professionals can ensure you stay ahead of the curve by conducting market studies, analyzing competitors, and interpreting customer feedback or industry reports.

This way, they help businesses determine customer needs and how to better meet them. 

  • Development of Sales Strategies

Every business development executive knows the importance of developing robust sales strategies when it comes to growing their brand. They can foster collaboration between the sales teams and implement innovative tools to enhance the overall performance.

They can identify potential markets and segment customers, which helps increase sales.

They also craft effective sales pitches and strategies to achieve better results. Setting sales goals, tracking progress, interpreting sales metrics and feedback, and measuring the performance of every sales team member are all done by a BDE.

  • Networking and Relationship Building

Another major role of the BDE is to build and maintain strong relationships with clients, employees, and every stakeholder of your business. They can attend industry events, trade shows, conferences, etc., and do networking to increase their reach. They also contact potential clients and make extra efforts to cultivate existing relationships.

  • Acquiring and Retaining Clients

Every business development executive is particularly skilled in finding and engaging new clients. They can craft unique proposals and creative presentations to make sure the potential clients convert. 

These experts will also listen to every concern or query of the existing customers and answer promptly to ensure high customer satisfaction.

  • Financial Planning and Forecasting

Every BDE knows that without accurate financial forecasting and planning, you cannot expect your business to grow at a steady pace. These professionals can allocate resources properly, analyze financial data to identify potential liabilities, and conduct financial forecasting to help you make more informed financial decisions.

  • Fostering Collaboration Between Cross-Functional Teams

A BDE is a master collaborator. These experts can coordinate with marketing teams, product development teams, and sales teams to create cohesive campaigns and ensure seamless operations.

They can foster collaboration between senior managers and team members to come up with contingency plans and to address potential risks.

  • Contract Negotiations and Deal Closures

These professionals help negotiate business terms and contracts while keeping legal nuances in mind. Business development executives ensure the terms of the contract are fair. They can also address disputes that may come up during closure to ensure you enter into contracts confidently.

  • Innovation and Technology Integration

A BDE has to stay up-to-date on technological advancements to streamline business development processes. They can implement technological solutions to maximize efficiency and integrate innovative tools to gain a competitive edge.

  • Crisis Management and Problem Solving

Crisis management and problem-solving are among the most important duties of a BDE. They work on contingency plans to deal with unforeseen circumstances. They also resolve any issues within the organization promptly. This allows you to maintain business continuity, which leads to sustainable growth.

Business Development Executive Skills

To become an effective business development executive, one has to cultivate several skills. These skills can help you foster meaningful relationships while ensuring you are able to perform to the best of your ability to further your business goals.

The following are some key skills that every BDE must master.

  • Communication Skills

Effective communication involves communicating your ideas articulately and listening to any feedback or suggestions without prejudice. This is a skill that every business development executive must possess. This skill can help them convey their expectations to the employees, negotiate better terms with clients, and communicate their business values much better.

  • Negotiation and Persuasion

To ensure mutually beneficial partnerships, BDEs have to develop negotiation skills. This can help them come up with better contracts or pricing to ensure the interests of both parties are protected.

They can use negotiation skills to articulate value and advocate for their company’s interests while addressing potential objections and obstacles at the same time.    

  • Analytical Research Skills

Market research and strategic planning require sufficient analytical skills, and a BDE must develop them if they are to make their mark in the industry. These skills allow them to analyze market trends, monitor competitors’ activities, and evaluate data to uncover low-risk business advancement opportunities.

By developing analytical skills, business development executives can better interpret market data, spot trends, and make better predictions that lead to successful outcomes.  

  • Relationship Building Skills

This is another key skill that every BDE must work on. Every successful business relies heavily on relationship building and networking. Business development executives must learn to network effectively with industry experts, top talent, and potential clients.

They can also use these skills to create long-term partnerships and to establish trust with the stakeholders, which is essential for achieving sustained growth.

  • Sales Acumen and Skills

A professional BDE is a great salesperson as well. These experts understand customer needs and leverage these to position their services in front of the target audience effectively.

By working on your sales skills as a BDE, you can source leads and persuade them to become your long-term clients. This not only allows you to grow your company’s revenue but also builds stronger networks that benefit you a lot in the long run.

  • Strategic Thinking

This is another key skill that every business development executive needs to cultivate. Without strategic thinking, it is not possible for a BDE to look at the bigger picture or to devise long-term growth strategies by analyzing market trends.  

  • Technical Skills

Apart from the above-mentioned soft skills, there are some technical skills as well that a business development executive must possess. These professionals must have some experience with CRM tools like Salesforce, Zoho, etc., and an understanding of reporting and data analysis.

These professionals should also have a grasp on tools that facilitate sales forecasting, pipeline management, and lead generation. Having these skills allows BDEs to add real value to their clients when it comes to organizational development and growth.

Qualifications Required to Become a Business Development Executive

The following are some major qualifications that can help you land your dream business development executive job.

  • Education

To work as a BDE, you must have a Bachelor’s Degree in Business Administration, Marketing, or Finance. For senior roles, candidates with an MBA or equivalent degree are preferred. These degrees are proof that you have both the theoretical knowledge and practical skills to fulfill your role as a BDE. 

  • Training

Business development executives can also get training via formal or informal programs. They can hone their skills with online courses, workshops, coaching, or attending seminars.

By receiving ongoing training, these professionals can learn the latest strategies and tools to become better at business development. These training programs can also prove to be a way to network with other professionals and potential employers.      

  • Certifications

There are many additional certifications that can strengthen your CV as a BDE and allow you to stand out from other candidates. You can get certificates like,

  • Certified Sales Professional (CSP)
  • Certified Professional Sales Trainer (CPTS)
  • HubSpot or Salesforce CRM certifications
  • Certified Marketing Management Professional (CMMP)
  • Google Analytics (for digital sales roles)
  • Negotiation Mastery (Harvard or Coursera programs)

Business Development Executive Salary

Here is how much you can make as a business development executive in Dubai, UAE.

  • For entry-level roles with 0-2 years of experience, you can make about AED 5,000 – 9,000 per month or about AED 60,000 – 108,000 per year.
  • For Mid-level roles with 2-5 years of experience, you can make about AED 9,000 – 15,000 per month or about AED 108,000 – 180,000 per year.
  • For Senior-level roles with 5+ years of experience, you can make about AED 15,000 – 25,000+ per month or about AED 180,000 – 300,000+ per year.

Conclusion

Business development executives play a key role in driving the growth of any business. They use their strategic insights, market knowledge, and exceptional communication skills to discover new avenues for the advancement of your business.

Every company’s expansion and long-term stability rely heavily on the work that is done either by these executives or under their guidance. These professionals stay on top of emerging trends and technologies to help you capitalize on every profit or growth opportunity that comes up.

This is exactly what makes these professionals very high in demand in almost every industry and sector that plans to maintain stability and viability in the dynamic business landscape of today.

Visit us at HRSG if you’re a business development executive seeking exciting career opportunities in Dubai, the UAE, and beyond.

HR Salary in Dubai

HR Salary in Dubai: What Roles Pay the Most?
HR Salary in Dubai: What Roles Pay the Most? 800 500 HRSG

Dubai’s booming economy has positioned itself as a leading business player in the UAE as well as the Middle East. With a diverse job market and relaxed taxation and business operation policies, this region has become the launching pad for countless successful businesses.

As more businesses move to this region, the need for skilled professionals is now more than ever. To make sure businesses acquire the right talent, they need professionals who are skilled in HR services in Dubai.

Human resources experts are currently very high in demand in this region, which means more career opportunities and attractive salaries for these professionals.

But exactly how much can you make as an HR specialist in Dubai? This is what this article is all about. So, if you wish to start your career as an HR expert in Dubai, you are at the right place.

  • Average HR Salary in Dubai
  • High Paying HR Roles with Their Average Salary in Dubai
  • Chief Head of HR (CHRO)
  • HR Director
  • Head of HR
  • HR Officer
  • Talent Acquisition Managers
  • Compensation and Benefits Specialists
  • Employee Relations Specialists
  • Factors Affecting HR Salary in Dubai

Average HR Salary in Dubai

Dubai is the top destination for you if you are an expert in HR. The HR salary in Dubai​ ranges from AED 15,000 to AED 30,000 per month. The exact figure may vary based on your experience, industry type, qualifications, etc.

This attractive HR admin salary in Dubai​ is the result of the diverse job market of the region, which encompasses HR career opportunities in a variety of industries, including but not limited to oil, gas, finance, tourism, and IT.  

High Paying HR Roles with Their Average Salary in Dubai

Now that you know how much you can make as an HR specialist in Dubai on average, let’s go one step further and discuss some high-paying HR roles that you can go for.

  • Chief Head of HR (CHRO)

A CHRO is the leader of the HR department of an organization. This professional oversees hiring policies, mentoring, employee well-being, development, and organization-wide communication. Their duties also include hiring, onboarding, training, performance management, benefits, and other “people functions”.

A CHRO can make AED 459,193 a year on average in Dubai. The salary of a chief head of HR can range between AED 286,537 and AED 715,882 per year.

HR Director Salary

  • HR Director

An HR director is responsible for creating and implementing HR policies, activities, and events in a company. They can also assist organizations with employee-related initiatives, onboarding, performance management, exit interviews, and promotion-related decisions.

HR directors can make AED 258,000 a year on average in Dubai. The salary for these professionals can range from AED 244,000 to AED 720,000.

  • Head of HR

An HR head leads the HR department operations and oversees people management. They are responsible for training as well as providing support to staff members.

Their roles also include providing professional leadership, developing employment policies, and executing strategies related to Recruitment and Selection, Employee Relations, Employee Engagement, Payroll, etc.

As a Head of HR, you can make AED 390,000 to AED 588,000 per year with an average yearly salary of AED 489,000.

  • HR Officer

The duties of an HR officer include managing employment processes, executing orientations and staff training, preparing job descriptions, managing hiring processes, providing counseling on policies, and supporting the development of HR initiatives.

The HR officer’s salary in Dubai​ is about AED 138,000 annually on average. The salary for these professionals can range between AED 110,000 to AED 204,000 per year.

  • Talent Acquisition Managers

The job of a talent acquisition professional is to determine staffing needs, develop recruitment policies, and lead branding initiatives. They help organizations find the right talent that meets their business culture and long-term goals.

The talent acquisition HR manager’s salary in Dubai is between AED 120,000 to AED 480,000 per year. The average annual salary of these professionals is AED 210,000.

Talent Acquisition Manager Salary

  • Compensation and Benefits Specialists

These HR experts are charged with coming up with fair and equitable compensation and benefit packages and ensuring that the current compensation policies show compliance with the latest legislation. They are also responsible for preparing reports, conducting audits, and performing job analysis or evaluation.

The average yearly salary of these professionals is AED 184,952. The salary may range from AED ‏133,685 to AED 229,175 based on experience.        

  • Employee Relations Specialists

The employee relations specialists’ duties include creating people policies, resolving conflicts, handling disciplinary grievances and appeals, ensuring employee engagement, negotiating with unions, and upskilling employees and managers.

These specialists can make between AED 144,000 and AED 216,000 per year in Dubai. The average salary is about AED 198,000 per year.

Factors Affecting HR Salary in Dubai

The following are the main factors that affect the HR professional’s salary in Dubai:

  • The years of experience that you have in a very specific HR role directly affect how much you will make.
  • The type of industry you work in also affects how much you can make as an HR professional.
  • HR professionals with more certifications and accreditations command higher salaries.
  • The size of the company you are working in also determines the salary and compensation packages. Larger companies offer higher salaries than SMEs.
  • And last but not the least, the country or city where you work also has a bearing on how much you can make as an HR expert. For example, HR executive salaries in Dubai​ and Abu Dhabi are much better than in other Emirates.

Conclusion

As an HR expert in Dubai, you can expect to make AED 180,000 to AED 360,000 per year, which is pretty impressive when compared with the salaries for similar roles in other Emirates.

However, the exact salary for these specialists depends on their experience, industry, qualifications, and the specific HR role that they are hired to fulfill. Dubai offers great career advancement opportunities for professionals in this industry due to its rapidly growing economy and an evolving business landscape.

So, if you are an HR expert and you wish to build a career in this industry, then Dubai and UAE are exactly where you need to be.

Visit us at HRSG if you are looking for exciting HR career opportunities in the UAE or if you are a business looking for better HR solutions, accounting systems, and other people solutions.

HR Salary in Dubai

HR Salary in Dubai: How Does It Compare to Other Cities?
HR Salary in Dubai: How Does It Compare to Other Cities? 800 500 HRSG

The UAE has seen significant growth in its workforce, companies, skilled workers, and more. To be precise,

  • 12.04% growth in workforce
  • 17.02% growth of companies
  • 13.23% growth in skilled workers 
  • 32.16% growth of new establishments  

Following the excellent growth of companies and new establishments, it is quite obvious that there is a growth in hiring, too. And if you are a human resource professional, there is no place like Dubai to work in, and for all the right reasons. The job opportunities are fantastic, it is also a safe city, you can improve your wealth and earning prospects significantly, and it’s home to a multicultural working population.

This blog gives you an insight into the HR salary in Dubai and how well it compares to some of the other popular cities across the globe. Let’s begin. 

HR Salaries in Dubai 

Dubai is one of those cities in the world that pays generously. The average salary for an HR professional here is AED 5,000 – AED 15,000 per month. Additionally, employees can expect additional monetary benefits like cash bonuses, referrals, and commissions. 

If you are an HR manager, you can expect anywhere between AED 5,000 to AED 30,000 per month. The average pay for this role is around AED 10,500- AED 15,500. If you are experienced in the role of a CHRO, the average annual pay is AED 660,000 per year.

Some of the industries that pay the most for HR roles are finance, technology, and oil and gas. Besides your salary, you can expect health insurance coverage, vacation benefits, and flexible/remote working hours. And the best part? Salaries in Dubai are tax-free, which means you earn 100% of your salary without any cuts. 

HR Salaries in New York

The average annual pay of human resources management ranges from $103,000 to $220,000. Within the HR domain, the average annual pay of an HR generalist is $111,783, and the HR manager is $88,294. Similarly, the entry-level positions start at $46,804 on average per year. As for CHROs, they make $410,920 annually on average. 

HR Salaries in Washington 

When it comes to Washington, the average annual salary ranges from $117,575 to $148,644. Most experienced professionals here can expect to receive anywhere between $104,038 and $163,395. The entry-level positions start at $52,615 annually. Human resource managers make $138,640 on average per year, while an HR specialist makes $84,192. Surprisingly, a CHRO in Washington makes $376,780 on average annually. 

HR Salaries in Seattle

The average total compensation for an individual in human resources in the Greater Seattle area is $150,000. The average range of salaries is between $94,000 to $196,000. The salary of an HR Manager is $147,837 annually, while that of an HR specialist is $85,989 on average. Finally, the CHROs here make $388,049 annually on average.

HR Salaries in Pittsburgh

Human resource professionals make $76,418 per year (average). The pay ranges between $107,432 to $135,821 annually. Most professionals, however, earn $95,063 and $149,299. At the entry level, you can expect to earn $114,596 as an HR manager. 

At mid-level, the earnings increase to $115,200, to $116,610 after 2-4 years, and $118,222 as a senior with 5-8 years of experience. The salary range for a CHRO is $261,547 to $452,886, averaging $345,607 annually. 

HR Salaries in San Francisco

When it comes to San Francisco, the average annual pay for human resources is $96,704. It ranges from $77,927 to $115,103. Most professionals here are making $86,875 and $106,335. If you are an HR specialist, you can expect to make $101,946 annually on average. 

However, if you are an Hr Generalist, the total average pay for a year is $116,873. Entry-level employees can make $61,000 to $88,500.

HR Salary in San Francisco

HR Salaries in Toronto 

The average HR salary in Toronto is CA$85,507 per year, ranging from CA$74,366 to CA$124,808. That for an HR manager is C$131,220 annually on average. Typically, it ranges between C$115,821-C$150,052, excluding bonuses and other details that determine the best pay. 

When it comes to being an HR specialist, the average base salary is $96,076 annually. You can expect up to $75,975 if you are an HR administrator. However, if you have held the role of chief human resource officer before or have the experience needed to become one, you can expect approximately C$202,069 per year. 

HR Salaries in Singapore

Human resource professionals typically make S$44,880 / year on average. With 5 -10 years of experience, you can expect  S$70,000 per year as an HR Generalist, S$80,000 as a manager, S$115,000 as an Associate Director, and S$170,000 as a Head on average. These numbers increase as your experience increases, going as high as S$280,000 for an HR Director (15+ years of experience). 

HR Salaries in Mumbai

The HR salaries vary greatly in Mumbai. An HR manager makes ₹9,50,000 per year on average. The annual salary range for this role is ₹3.6 Lakhs to ₹20 Lakhs for 3 years of experience to 15 years of experience. Comparatively, that of an HR executive is ₹ 3.5 Lakhs per year. Overall, the total salary for an HR professional averages ₹600,000 per year.

HR Salaries in London

The average salary of a human resources officer in London is £30,925. If you have 0-3 years of experience under your belt, you can expect £75,000 – £85,000 as an HR change manager, £45,000 – £50,000 as an HR analyst, £55,000 – £60,000 as a recruitment manager, and £90,000 – £105,000 as Head of HR. The salaries increase exponentially if you have more years of experience, going as high as £180,000 per year. 

Conclusion

HR salaries in Dubai, when compared to other cities, definitely stand their ground. With lucrative pay, generous perks, and tax-free income, professionals here enjoy a higher take-home salary. Moreover, Dubai’s thriving business environment is home to multinational corporations and industry leaders who offer unmatched career growth opportunities. If you stay around for long, you can enjoy handsome gratuity benefits. When it comes to the work environment, the Dubai government takes good care of the employees by reinforcing policies that make your office a good place to work.   

With a team of 60,000+ associates across 500+ locations, HRSG helps you rewire your organization’s workforce administration. Additionally, our tech-backed people solutions cater to your recruitment, executive search, and organizational development needs. We help you meet global standards and ensure that your employees, the most important asset, are happy.

KSA Labor Laws 2025

KSA Labor Laws 2025: A Comprehensive Guide for Employees and Employers
KSA Labor Laws 2025: A Comprehensive Guide for Employees and Employers 800 500 HRSG

The labor laws in the Kingdom of Saudi Arabia, KSA otherwise, are a set of rules and regulations that govern the labor practices in the kingdom. Initially issued by the Royal Decree in September 2005, these labor laws have undergone significant amendments, the most recent being 2024. 

The recent amendments to the labor laws aim to create an attractive work environment and achieve Saudi’s Vision 2030. This blog explores the KSA labor laws to help prepare employers and employees for the year 2025. It will answer important topics around women’s employment, key changes to the laws, labor regulations, vision 2030, and more. Let’s start. 

Vision 2030: What You Need to Know

Vision 2030 is Saudi Arabia’s effort to diversify the economy, develop its public sectors, as well as enhance the overall quality of life for Saudi citizens. The Vision Realization Programs are the driving force behind Vision 2030. Each program has a distinct way forward and an approved delivery plan that meets pre-defined objectives and key performance indicators. Some of the programs included are:

  • Fiscal Sustainability Program
  • Public Investment Fund Program
  • Financial Sector Development Program
  • Human Capability Development Program
  • National Industrial Development and Logistics Program

Some of the goals, as shared by the key leaders, are:

  • Harness the strong investment capabilities to stimulate the economy and diversify it.
  • Leveraging the strategic location and transforming it into a global hub connecting Asia, Europe, and Africa. 
  • Better partnership opportunities with the private sector

Labor Laws: Key Changes & What You Should Remember

The new amendments are said to affect 38 articles of the Labor Law, with 7 articles being deleted and 2 new articles being added. The following is a detailed breakdown of the changes and what you should be aware of in 2025.

Employment Laws: The Basics 

Age (for Employers)

KSA has a minimum age requirement for employment. For males, it is 21 years old, and for females, it is 22 years old. Moreover, anyone who is 15 or older but younger than 18 years of age is considered a ‘minor’ and cannot be employed in hazardous roles or any job that endangers their health, safety, or morals. That being said, any individual younger than 15 years cannot work or enter a place of work. These laws apply to every employee, no matter their nationality. 

Health & Dress Code (for Employees)

All employees must submit a certificate of fitness by undergoing a medical assessment at an accredited medical center to prove their fitness for the role. As for dress codes, females have a dress code that is suggested to follow in the workplace. The dress code is as follows: 

  • Top: Full-sleeved clothing with a high neckline and loose-fitting 
  • Bottom: Full-length and loose skirts or bottoms

Time Management Laws

The time management laws in the KSA regulate working hours, over hours, rest periods, etc. Here’s a breakdown of the hours. 

  • Working hours: 8 hours a day and 48 hours a week. During Ramadan, the hours are reduced to 6 per day and 36 per week. 
  • Rest periods: Employees are entitled to a minimum of 30 minutes of break for rest, meals, or prayers after 5 consecutive hours of work.
  • Overtime: Overtime hours will be entitled to overtime pay at 1.5 times their regular hourly wage. Alternatively, the employer and employees can agree to a paid compensatory time off instead of overtime pay.
  • Weekly rest: All employees are entitled to one day of full rest. Officially, Friday is a weekly off in Saudi Arabia. However, businesses can change this. 
  • Public holidays: All employees are entitled to paid leaves for the 5 officially recognized public holidays. 
  • Annual leaves and holidays: After 1-5 years of service, the employees are entitled to 21 days of paid annual leave. This increases to 30 days after 5 years of service. 
  • Sick leaves: Employees can take up to 30 days of paid sick leave with medical certificates. The next 60 days may go from one-third to the third quarter.
  • Maternity Leave: Maternity leave for all female employees has been increased from 10 weeks to 14 weeks now.
  • Paid Bereavement Leave: 3 days of paid leave in the event of the death of a spouse or a relative.
  • Hajj leave: Muslim employees can take 10-15 days of paid leave to perform the Hajj pilgrimage after completing 2 years.

Ministry of Human Resources and Social Development KSA

Saudization

The 2024 amendments have introduced several key measures and reinforced the policy of Saudization. In simple words, Saudization, or Nitaqat in local terms, requires businesses to hire Saudi Arabians. Each business has a hiring quota to fulfill, which depends on the following: 

  • Classification of the business 
  • Size of the business 
  • Percentage of current Saudi Arabians in the workforce

Here’s what the current quota looks like:

  • Businesses with 5 or fewer employees must have 1 Saudi employee
  • International companies must have a Saudi national holding a role next to a general manager
  • Businesses with more than 100 employees need to have 30% Saudization

Probation Period

If the worker is subjected to a probation period, it must be clearly stated in the work contract, and the duration shall not exceed 180 days. Originally, the probation period was 90 days at maximum, and employers had to have a written agreement to extend this period. 

Termination

The employment contract can be terminated under the following circumstances: 

  • Upon expiry of the contract, unless the contract has been explicitly renewed in accordance with the laws. 
  • Mutual agreement, given that the worker’s consent is in writing. 
  • The notice period of termination for the fixed contract is a 30-day notice period if the termination is from the employee’s side and a 60-day notice period if from the employer’s side.
  • In the case of an indefinite contract, termination can occur due to discrimination by either party. The employer must give a 30-day notice period, while the employee must give a 15-day notice period. 
  • A new provision for termination on account of bankruptcy has been introduced. The employment contract will be terminated upon the issuance of a final court order in bankruptcy proceedings. 

Renewal of Employer’s Work Permit

Previously, the Ministry had the right to decline the request to renew an employer’s work permit if they violated the Saudization requirements set by the Ministry. 

Under the new amendment, which is an addition to Article 35, the Ministry can decline the request if the employer violates conditions mentioned in the Regulations, not just the Saudization requirements. Following this amendment, the Regulations will regulate the non-renewal procedures. It ensures that the worker is not affected by the non-renewal of the work permit, including the possibility of transferring the worker’s services to another employer without the consent of the non-compliant employer. 

Regulations for Non-Saudis/Expatriate Workers

Although the contract of the non-Saudi was to be written in a fixed term, if the term of employment was not specified, the duration of the contract was considered equal to the duration of the work permit. 

Post the amendment, if the duration of the contract is not specific, it is considered to be 1 year from the date on which the worker actually assumes their duties. If the worker’s work continues after the term, the contract is considered to be renewed automatically for a similar term of 1 year. 

Furthermore, employers cannot employ non-Saudis for a role other than the role specified in the work permit. Even foreigners cannot change their profession without necessary legal measures.

Training and Development 

Before the amendment, the employer was required to ‘prepare’ his Saudi employees and enhance their technical, vocational, and other skills to replace the non-Saudi workers gradually. Moreover, the employer was required to keep a list of Saudi workers who had replaced non-Saudi workers. 

Under the new law, ‘prepare’ has been replaced by ‘develop a policy to train and qualify,’ which implies a more structured approach. Furthermore, the amendment removes the requirement of a list. It just states that the Regulations will determine the relevant provisions in this regard.

End-of-Service Payment 

The end-of-service payment for the first five years shall be half of a month’s salary for each year of service. For every subsequent year after five years, it shall be one month’s salary for every year. 

Conclusion

Having robust HR policies and a foolproof contract for all your employees can help you navigate the KSA Labor laws with ease and comfort. It will also protect you from violating any of the regulations mentioned in the Regulations or outlined by the Ministry and paying a penalty for the same.

If you need assistance in your HR operations or help with navigating the employee agreements, you can contact HRSG. Our cloud-based HRMS platform (Octofy) offers a comprehensive suite of services to streamline and enhance business operations. From AI-powered HR and payroll solutions to tailored talent consulting and rewards strategies, Octofy optimizes workforce and financial management. 

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How To Increase Retention At Your Remote Startup
How To Increase Retention At Your Remote Startup 1200 800 HRSG

It can be a terrific experience to work for a remote startup. Maintaining your team’s enthusiasm and engagement, though, can be challenging. Fortunately, there are a few straightforward tactics you can implement to increase retention at your remote firm. Let’s look at these tactics and see how you can use them to increase employee engagement and loyalty.

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Your Guide to Modern Employee Recognition
Your Guide to Modern Employee Recognition 468 252 HRSG

What is employee recognition?

Employee recognition refers to the process of acknowledging and rewarding the efforts and accomplishments of employees of a company. It can take numerous forms, including verbal praise, incentives, promotions, prizes, or public acknowledgment. Organizations may benefit from employee recognition in a variety of ways, including greater staff morale and motivation, improved work satisfaction, improved employee engagement and retention, increased productivity, and higher levels of customer satisfaction. It can additionally establish a healthy company atmosphere and encourage employee teamwork and collaboration.

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The Role of Human Resources in Managing Remote Teams and Distributed Workforces
The Role of Human Resources in Managing Remote Teams and Distributed Workforces 602 301 HRSG

The ascent of digital transformation and the growing prevalence of remote work have brought about a substantial transformation in organizational operations, calling for a reorientation of human resources professionals in managing their workforces. As remote teams and dispersed workforces become the customary practice, human resources professionals must modify their strategies and practices to ensure efficient virtual collaboration and sustain employee engagement. In this article, we will delve into the pivotal role of human resources in managing remote teams and distributed workforces, presenting valuable insights and best practices for effectively navigating this new era of work.

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