The service constitutes the initial stage of addressing qualifying employment disputes before they proceed to the competent labour court, with specialised officials attempting to reconcile the positions of both parties.

These procedures are particularly relevant to Saudi citizens, expatriate employees and business establishments experiencing disagreements involving wages, contractual obligations, termination of employment or other matters falling within the service’s jurisdiction.

The ministry encourages applicants to use authorised electronic channels to document their claims, provide supporting evidence and follow the official process instead of relying on informal complaints or unverified intermediaries.

According to the ministry’s official service page, an employee or employer can initiate an application through the electronic labour services portal using the account appropriate to the applicant’s legal status.

Employees submitting claims as individuals must use the individual services portal, while employers bringing claims on behalf of their establishments use the establishment services portal.

After signing in, the applicant selects the Amicable Settlement service and chooses the option to submit a new claim, which opens the electronic form containing information about the claimant, respondent and employment relationship.

The applicant must also identify the appropriate settlement office, taking into account the workplace location and the geographical jurisdiction governing where the dispute should be considered.

The next step involves selecting the subject of the dispute and completing the mandatory fields describing the claims and the employment circumstances relevant to the disagreement.

Applicants must attach their employment contracts where available, or other evidence demonstrating the contractual relationship, together with the supporting documents relevant to the specific type of claim.

The electronic system also requires applicants to accept a declaration confirming that the claim is not malicious before they can submit the completed application for official examination.

Once submitted, the request is reviewed by the responsible officials, and applicants whose requests are rejected can consult the electronic claims service to understand the stated reasons.

When a claim is accepted, the ministry sends notifications to the parties through text messages and email, informing them of the relevant proceedings and subsequent arrangements.

The parties also receive information about the scheduled settlement session, allowing employees and employers or their authorised representatives to prepare their documentation and attend at the appointed time.

During the settlement stage, the responsible officials consider the positions of the parties and attempt to identify a mutually acceptable resolution within the applicable regulatory framework.

The ministry’s objective is to resolve eligible disputes without unnecessary court proceedings whenever an appropriate and lawful agreement can be reached between the employee and employer.

Regarding fees, the Ministry of Human Resources and Social Development confirms that submitting a labour dispute claim through the official amicable settlement service is free of government charges.

The service card identifies a twenty-one-day settlement process and explains that unresolved disputes may proceed to the competent labour court when the parties cannot reach an agreement.

However, the administrative settlement period should not be confused with the time required for judicial proceedings, because court hearings and decisions operate under separate procedures and schedules.

The absence of a government application fee also does not automatically mean that every independently arranged legal or professional service associated with a dispute will be free.

Where the parties reach an agreement, an official settlement record is prepared to document the terms accepted by both sides under the applicable administrative procedures.

The ministry allows beneficiaries to access and print the settlement record through its electronic claims service after the relevant steps have been completed.

If settlement proves unsuccessful, a record confirming the failure to reach an agreement is issued, enabling the claimant to pursue the matter before the competent labour court through the approved judicial process.

The claimant must follow the applicable Ministry of Justice procedures for filing the court case, since submitting an initial settlement application does not itself constitute a judicial judgment.

Applicants should also pay close attention to attendance requirements because failure by the claimant to attend a scheduled settlement session may result in the claim being archived.

The ministry’s published guidance permits the claimant to request continuation within the applicable period and conditions, rather than treating every missed appointment as an automatically completed dispute.

Where an employer or another respondent fails to attend, the responsible authority may apply the relevant procedures provided under the regulations governing settlement sessions.

Both parties should therefore monitor official notifications carefully and ensure that they or their legally authorised representatives attend sessions when required.

Applicants who appoint representatives must provide legally valid authorisation covering the necessary powers to participate in the proceedings and undertake settlement-related actions.

The ministry specifically identifies authorisation relating to representation, settlement, release and waiver of claims among the powers relevant to the official process.

Employees and employers are encouraged to retain employment contracts, salary records, correspondence and other documents that may help establish the facts supporting their respective positions.

Accurate documentation can assist the settlement process by enabling officials to examine the dispute and identify the obligations and rights relevant to the contested employment relationship.

An important distinction concerns disputes involving domestic workers and comparable categories, because those cases are managed through a dedicated service rather than automatically following every procedure applicable to professional employment disputes.

The ministry announced that domestic worker disputes would be submitted through its designated electronic service beginning October 3, 2024, with unresolved matters transferred to the competent labour courts.

For further information, employees and employers may contact the ministry through its unified customer service number, 19911, or use its authorised electronic labour services.

These procedures represent an existing government service and regulatory framework rather than a newly introduced fee or legislative decision announced on the date this article was prepared.

Source: Saudi Ministry of Human Resources and Social Development – Amicable Settlement of Labour Disputes Service.