The Probation Period Termination Notice is a crucial document used in Saudi Arabian employment relations when either the employer decides to terminate an employee's contract during the probationary period or when an employee chooses to leave during this time. Under Saudi Labor Law (Royal Decree No. M/51), employers can specify a probation period of up to 90 days, which may be extended by written agreement for an additional 90 days. This document must comply with specific legal requirements, including proper notice periods and clear communication of termination terms. It should detail the effective date of termination, final settlement calculations, and any obligations regarding company property or confidentiality. The notice serves as an official record of the termination decision and protects both parties' legal interests by ensuring compliance with Saudi labor regulations.
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1. Header Information: Company letterhead, date, reference number, and document title
2. Recipient Details: Employee's full name, ID number, position, and department
3. Subject Line: Clear indication that this is a probation period termination notice
4. Termination Statement: Clear statement of the decision to terminate employment during probation period
5. Key Dates: Employment start date, probation period dates, and effective termination date
6. Legal Basis: Reference to relevant Saudi Labor Law articles and probation clause in employment contract
7. Final Settlement: Information about final salary, benefits calculation and payment timing
8. Acknowledgment: Space for signatures of both employer and employee representatives
9. Contact Information: Details for HR department or relevant contact person for any queries
1. Performance Concerns: Brief mention of performance issues if termination is performance-related - include only if legally required or relevant
2. Company Property Return: List of company property to be returned - include if employee has company assets
3. Non-Disclosure Reminder: Reminder of continuing confidentiality obligations - include if employee had access to sensitive information
4. Certificate of Service: Offer to provide certificate of service - include if required by company policy
5. Unused Leave Balance: Statement about unused leave calculation and payment - include if applicable
1. Final Settlement Calculation: Detailed breakdown of final payment including salary, benefits, and deductions
2. Company Property Checklist: Itemized list of company property to be returned
3. Exit Procedure Checklist: Checklist of administrative tasks to be completed before last working day
4. Employment Details Summary: Summary of employment period and position details for record purposes
Relevant legal definitions
Clauses
Relevant Industries
Banking & Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Construction
Professional Services
Telecommunications
Energy & Utilities
Hospitality
Transportation & Logistics
Real Estate
Media & Entertainment
Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Operations
Management
Administration
Corporate Governance
Relevant Roles
HR Manager
Legal Counsel
Department Manager
HR Director
Compliance Officer
HR Business Partner
Employee Relations Manager
HR Administrator
Legal Manager
Operations Manager
General Manager
Managing Director
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