An employee stopped coming to work: days 1, 10, 15 and 20
Day 1 to 3: contact and record
Call, message, and write the attempts down with dates. Mark the days as unauthorised absence in the attendance log. Do not stop the salary of days already worked.
Day 4 to 9: the notice of violation
Send the notice of violation from the library to the address and email in the file, inviting the employee to explain. An illness, an accident or a family death with proof is a legitimate reason; unpaid salary or abusive treatment may give the employee an Art 81 right instead.
Day 10: the Article 80 warning
On the tenth consecutive day send the written absence warning (the advisor prints it) by registered mail and email, stating that termination without benefit follows if the absence passes fifteen consecutive days. Keep the postal receipt; it is the proof the court asks for.
Day 16: termination under Art 80(7)
Only after the warning, and after giving the employee a chance to object, issue the termination letter: no end-of-service benefit, no notice, no compensation for the termination itself. Unpaid wages and unused leave remain due within one week (Art 88). For a non-Saudi, file the absence report on Qiwa so the work permit and iqama stop running against you.
The 30-days-in-a-year route
Scattered absences add up: a written warning at 20 days in the contract year, and termination without benefit once they pass 30. The attendance log is the evidence, so keep it signed monthly.
Checklist
Ticks stay on this page only; print it to keep a copy.
The tool that does this for you
Every step above has a free calculator, advisor or document on this site. Open the tools page and run your own numbers.
What a Monthly HR Partner client does in the workspace, in order, and what happens on Mohamed's side.
One list, three checkpoints, and the order the platforms need. Ten minutes a week and nothing expires.