The Request For Termination Letter is a critical document in Saudi Arabian employment relations, used when an employer wishes to formally terminate an employment relationship. This document must strictly comply with Saudi Labor Law (Royal Decree No. M/51) and related ministerial resolutions, which govern employment termination procedures in the Kingdom. The letter serves multiple purposes: it provides official notification of termination, documents the notice period, specifies the effective date of termination, and outlines any relevant terms or conditions. The document must be carefully drafted to ensure compliance with legal requirements regarding notice periods, end-of-service benefits calculation, and proper documentation of termination grounds. It forms part of the official employment record and may be required in case of labor disputes or ministry audits.
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1. Header Information: Company letterhead, date, reference number, and recipient's details including full name, position, and employee ID
2. Subject Line: Clear indication that this is a Request for Termination of Employment
3. Employment Details: Current position, department, start date of employment, and length of service
4. Termination Request Statement: Clear statement of the intent to terminate employment, including the proposed effective date
5. Notice Period: Specification of the notice period as per Saudi Labor Law and employment contract
6. Handover Requirements: List of company property to be returned and handover procedures for ongoing work
7. Final Settlement: Reference to end-of-service benefits and final settlement as per Saudi Labor Law
8. Signature Block: Authorized signatory details, position, and company stamp
1. Reason for Termination: Include when termination is for cause or when specific reasons need to be documented as per Article 75 of Saudi Labor Law
2. Performance History: Include when termination is related to performance issues, listing previous warnings or improvement plans
3. Alternative Position Offer: Include when company policy or circumstances require offering alternative positions before termination
4. Non-Compete Reminder: Include when employee is bound by non-compete or confidentiality agreements
5. Transition Plan: Include for senior positions requiring detailed knowledge transfer
6. Exit Interview: Include when company policy requires an exit interview process
1. Employee Service Record: Summary of employment history, positions held, and salary information
2. Final Settlement Calculation: Detailed breakdown of end-of-service benefits, unused leave, and other entitlements
3. Performance Documentation: Copies of relevant performance reviews or warnings (if applicable)
4. Handover Checklist: Detailed list of company assets to be returned and tasks to be completed
5. Acknowledgment Form: Form for employee to acknowledge receipt of termination letter
Relevant legal definitions
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Banking & Financial Services
Manufacturing
Technology
Healthcare
Retail
Construction
Education
Energy & Resources
Professional Services
Telecommunications
Real Estate
Hospitality
Transportation & Logistics
Government & Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Operations
Management
Employee Relations
Administration
Corporate Services
Risk Management
General Counsel
Relevant Roles
HR Director
HR Manager
Legal Counsel
Department Manager
Line Manager
Supervisor
Chief Human Resources Officer
Employee Relations Manager
HR Business Partner
Legal Manager
Compliance Officer
Operations Manager
General Manager
CEO
Managing Director
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