��������Ƶ

The Re-Employment Contract is utilized when an organization wishes to formally re-engage a former employee or modify existing employment terms in Saudi Arabia. This document is particularly relevant in scenarios such as returning employees after a break in service, implementing substantial role changes, or formalizing continued employment after organizational restructuring. The contract must comply with Saudi Labor Law and related regulations, including recent reforms under Vision 2030. It typically includes detailed terms about the position, compensation, benefits, working hours, and any recognition of previous service. This document type is crucial for ensuring legal compliance while protecting both employer and employee interests in the Saudi Arabian jurisdiction.

1. Parties: Identification of the employer and employee, including full legal names, addresses, and relevant identification numbers

2. Background: Brief history of previous employment relationship and context for re-employment

3. Definitions: Key terms used throughout the contract

4. Term of Employment: Duration of the new employment period, including start date and whether fixed-term or indefinite

5. Position and Duties: Job title, role description, responsibilities, and reporting relationships

6. Place of Work: Primary work location and any flexibility arrangements

7. Working Hours: Standard working hours, days, and overtime provisions as per Saudi Labor Law

8. Remuneration: Base salary, allowances, and payment schedule in compliance with Wage Protection System

9. Benefits: Statutory and contractual benefits including social insurance, medical insurance, and other entitlements

10. Leave Entitlements: Annual leave, sick leave, and other types of leave as per Saudi Labor Law

11. Confidentiality: Obligations regarding company confidential information

12. Termination: Grounds and procedures for contract termination, notice periods, and end of service benefits

13. Governing Law: Confirmation of Saudi Labor Law application and jurisdiction