Human Resources Legal Environment in Saudi Arabia - Essay Example

The paper "Human Resources Legal Environment in Saudi Arabia" is a delightful example of an essay on human resources. Saudi Arabia is gradually adapting to the recent changes concerning Middle East countries and their Human Resource and legal policies. These adaptations arise due to the influx of foreign nationals bringing manpower to this country. Recent legislation has affected various areas of the Saudi economic landscape. There are still a few laws that are contentious and mostly favor the Saudi Arabian nationals and the economy in general.

For the employment of foreign nationals, they are required to have a work permit and a residency visa before beginning any job. Other than that, foreign employees can only work where no suitable Saudi Arabian nationals are available. They also cater to the disabled in society because there are provisions for 4% of these employees to be disabled members of the community. Women are only allowed to work in jobs suitable to their nature, as long as it has no impact on their marital and domestic life. In Saudi Arabia, there is no statutory minimum wage. Although the government has the mandate to set the required minimum wage, they currently have not done so up to date.

Saudi Arabia has no set system for personal income tax. The employer deducts the employee’s pension and passes them on to the local insurance organization with his contribution. Nonetheless, the company cannot make any deduction from the employee's salary without his written consent. The employee's remuneration should appear in the work contract. The Saudi Arabian law indicated that employees should not function more than eight hours a day and 48 hours a week. Workers who have continuously served as employees for two years should get paid and leave for a maximum of fifteen days. Those employees who are pregnant or breastfeeding have individual rights.

 The law approves for positive discrimination in the job sector so that Saudi Arabians get the preferred job positions (Alanezi, 2012). It also caters for employees who feel like they have suffered discrimination of any kind in the workplace. Such employees may claim moral damages for distress. The Saudi Arabian law does not officially permit or recognize trade unions. However, in workplaces where there are a hundred Saudi Arabian nationals as employees, and that is a reason that a "workers' committee" to be established. It is illegal for workers in Saudi Arabia to go to strike or practice industrial action. In Saudi Arabia, the Ministry of Labor handles complaints ensuring the health and work safety of employees.

Compensation for employees who suffer occupational injuries is compulsory. Employees must all register in the local fund and contribute monthly to the fund. It is legal for an employer to dismiss an employee without written notice. There are individual cases in which employees can avoid dismissal. The Saudi Arabian national retirement age is sixty years for men and fifty-five years for women. Saudi Arabian laws cater to equal remuneration benefits between male and female employees. The law also campaigns for the same treatment of male and female employees in the workplace.

These laws and regulations govern the general Saudi Arabian working environment and cater to all the requirements of Saudi Arabian employees. This analysis represents the current situation in Saudi Arabia concerning human resource policies and legal issues, especially dealing with matters relating to employment and the workplace.