This Termination Letter Due To Attendance is a crucial document used when ending employment relationships in Saudi Arabia due to attendance-related violations. It is implemented when an employee has exceeded the acceptable limits of unauthorized absences as defined by Saudi Labor Law (typically 30 non-consecutive days per year or 15 consecutive days) or has demonstrated persistent attendance issues despite previous warnings. The document must comply with Saudi Labor Law requirements, including proper documentation of violations, reference to previous warnings, and clear communication of termination terms. It serves as official documentation for the termination process, protecting the employer's legal position while ensuring transparent communication with the employee regarding the reasons for termination and final settlement details.
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1. Header Information: Company letterhead, date, reference number, and delivery method (e.g., hand-delivered, registered mail)
2. Employee Details: Full name, employee ID, position, department, and employment start date
3. Subject Line: Clear indication that this is a termination letter
4. Attendance Violation Details: Specific dates and instances of unauthorized absences or tardiness
5. Previous Warnings: Reference to previous warnings issued, including dates and delivery methods
6. Legal Basis: Citation of relevant Saudi Labor Law articles justifying the termination
7. Termination Decision: Clear statement of employment termination and effective date
8. Final Settlement: Information about final salary, end-of-service benefits (if applicable), and settlement process
9. Company Property: Instructions for returning company property and completing handover procedures
10. Signature Block: Space for authorized signatory details and signature
1. Notice Period: Include if the employee is required to serve a notice period despite attendance issues
2. Appeal Rights: Information about the employee's right to appeal, if company policy allows for this
3. Non-Compete Reminder: Include if the employee has existing non-compete obligations
4. Benefits Information: Details about the continuation or termination of benefits, if applicable
5. Exit Interview: Include if company policy requires an exit interview process
1. Attendance Record: Detailed record of unauthorized absences and tardiness
2. Warning Letters: Copies of all previous warning letters issued
3. Final Settlement Statement: Detailed breakdown of final payment including salary, benefits, and deductions
4. Handover Checklist: List of company property to be returned and tasks to be completed before departure
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Manufacturing
Retail
Healthcare
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Technology
Construction
Education
Hospitality
Transportation
Energy
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Professional Services
Real Estate
Mining
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Relevant Teams
Human Resources
Legal
Compliance
Operations
Administration
Employee Relations
Personnel Management
Relevant Roles
HR Manager
HR Director
HR Officer
Department Manager
Line Supervisor
Operations Manager
Legal Counsel
Compliance Officer
Personnel Manager
Employee Relations Manager
HR Business Partner
Administrative Manager
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