The purpose of this agreement is to protect the rights of Saudi employers and domestic workers from the Philippines and to regulate the contractual relationship between the two (Article 2). Art. 4 defines the responsibilities of the Kingdom of Saudi Arabia, including ensuring that the recruitment, recruitment and placement of domestic workers under this Agreement complies with the relevant laws, rules and regulations; ensure that the well-being and rights of domestic workers are promoted and protected; guarantee the authenticity of the employment contract, which includes the rights and obligations of employers and workers, as well as minimum working and employment conditions; ensure the implementation of the treaty; facilitate the opening of a bank account by the employer under the name of the domestic worker for the purpose of paying his or her salary; the establishment of a 24-hour support mechanism for workers; Facilitate the settlement of labour disputes and the issuance of exit visas for the repatriation of workers. A Joint Committee is set up to review, evaluate and regularly monitor the implementation of the Agreement, organise consultation meetings and exclude recommendations on the settlement of disputes arising from the application or interpretation of the Agreement (Article 6). Non-competition Are there specific rules on non-competition for certain categories of workers? An employer may include a non-competition clause in an employment contract or ask a worker to sign at the beginning of a non-competition clause. Under Article 83 of the Labour Law, this provision is valid only if it is limited, in terms of the time, place and nature of the undertaking, to what is reasonably necessary to protect the legitimate interests of the employer. The maximum duration of this provision is two years. The contract is valid for five years and can be renewed for a similar period (Article 10). . Records What are the statements of salaries and payments to be kept? All employers must be registered with the Ministry of Labour and keep up-to-date records of company premises, lists of employees and contact information for the general manager and employer. In accordance with training obligations, each employer must also keep a record of the names of Saudi workers who have undergon training and who have replaced non-Saudi national workers.
d) Gender? The Labour Law prohibits the gender pay gap and provides for equal pay when a man and a woman perform the same work. Whistleblowing What is the position on whistleblowing? A recent amendment to the labour law provided that a whistleblower assisting Ministry of Labour inspectors in detecting a breach of the labour law could obtain up to 25% of the value of the fine imposed on the employer. This provision will enter into force in October 2015. How to calculate overtime? Overtime is paid at 100% of the employee`s usual hourly wage, plus a bonus rate of 50% of the basic salary. Arabic versions of contracts and recordings are considered by Saudi courts and ministries as an accepted version. The decisions of the commission of origin may be appealed within thirty days of receipt of the judgment. If the decision is not brought within the prescribed period, it shall be deemed final and enforceable. In addition, in the case of a Saudi national, the employer may be responsible for rehiring the worker. .