SCSLD 431/2/83/2010

This case involved amounts due to an employee whose employment had been terminated. The employee had been dismissed because of excessive absence. He was able to claim holiday pay and end of service gratuity but not compensation.

Background

An employee filed a case before the First Instance Authority for Settlement of Labour Disputes in Mecca against a company requesting they settle his labour rights.

The First Instance Authority issued a ruling requesting the company to pay the employee 3474 Riyals for leave, 2481 for an end of service gratuity, 3000 Riyals for damage compensation, and dismissed the rest of the requests.

The company filed an appeal before High Authority for Settlement of Labour Disputes (SLHASLD). The company stated the employee was not entitled to an end of service gratuity as he had been dismissed due to excessive absence.

The SLHASLD stated work attendance logs showed that the employee was not regularly attending work and was frequently absent therefore the dismissal was justified. The SLHASLD stated the employee was entitled to an end of service gratuity but not compensation because his dismissal had been for a valid reason.