Tasheel Law Firm

28/04/2026

In periods of operational pressure, workforce decisions are often made quickly. 𝘛𝘦𝘳𝘮𝘪𝘯𝘢𝘵𝘪𝘰𝘯, in particular, is frequently treated as an immediate business requirement.

Under Saudi Labor Law, however, Employee Termination is a legal process that requires clear justification, proper documentation, and adherence to defined procedures.

Disputes arising from employee termination decisions result from gaps in process, undocumented performance concerns, inconsistent communication, or misalignment with contractual terms.

For many businesses, especially SMEs, these risks only become visible after the fact, when claims relating to unfair termination, unpaid benefits, or end-of-service entitlements are raised.

We are advising organisations on structuring termination processes, documenting performance and conduct, and aligning workforce decisions with legal requirements.

A structured approach supports defensible outcomes and reduces the risk of avoidable disputes.

Tasheel Law Firm advises on employment law, workplace governance, and dispute prevention within the Saudi regulatory framework.
𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐆𝐨𝐯𝐞𝐫𝐧𝐚𝐧𝐜𝐞 & 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐀𝐝𝐯𝐢𝐬𝐨𝐫𝐲

24/04/2026

While certain events may prevent contractual performance altogether, many situations only make performance more complex or commercially burdensome. This distinction is critical.

Force majeure is not triggered by difficulty alone. Its application depends on contractual wording, governing law, and whether performance has been genuinely prevented.

In cross-border contexts, this assessment becomes more nuanced. Variations in jurisdiction, evidentiary thresholds, and contract structure can influence how force majeure is interpreted and applied.

We are advising clients with regional exposure on reviewing contractual provisions, assessing applicability, and structuring responses that remain aligned across jurisdictions.

A measured approach to contractual interpretation supports both legal defensibility and commercial continuity.

Tasheel Law Firm advises on cross-border contracts, force majeure assessment, and dispute preparedness within Saudi Arabia and regional markets.
𝐑𝐢𝐬𝐤, 𝐈𝐧𝐯𝐞𝐬𝐭𝐢𝐠𝐚𝐭𝐢𝐨𝐧𝐬 & 𝐃𝐢𝐬𝐩𝐮𝐭𝐞 𝐀𝐝𝐯𝐢𝐬𝐨𝐫𝐲

23/04/2026

Under Saudi Labour Law, remote work is not an informal arrangement. It is subject to contractual terms, regulatory requirements, and social insurance obligations. Where these elements are not clearly defined, businesses may face compliance gaps and operational ambiguity.

For SMEs, this is particularly relevant. Cross-border remote work, undefined roles, and undocumented changes in working conditions can create exposure that only becomes visible at a later stage.

A structured approach to remote work, supported by clear documentation and legal alignment, helps maintain flexibility while reducing the risk of future disputes.

Tasheel Law Firm advises organisations on employment structuring, remote work compliance, and workforce governance within Saudi Arabia’s evolving regulatory framework.
𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐆𝐨𝐯𝐞𝐫𝐧𝐚𝐧𝐜𝐞 & 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐀𝐝𝐯𝐢𝐬𝐨𝐫𝐲

20/04/2026

In the current environment, factors such as supply chain disruption, cost volatility, and delayed payments are placing increased strain on contractual obligations. Where expectations begin to diverge, even routine commercial arrangements can become contested.

For organisations operating in Saudi Arabia and across regional markets, a measured approach to dispute management supports both legal defensibility and business continuity.

Tasheel Law Firm advises clients on dispute preparedness, contractual risk, and structured resolution within the framework of Saudi and cross-border commercial practice.

𝐑𝐢𝐬𝐤, 𝐈𝐧𝐯𝐞𝐬𝐭𝐢𝐠𝐚𝐭𝐢𝐨𝐧𝐬 & 𝐃𝐢𝐬𝐩𝐮𝐭𝐞 𝐀𝐝𝐯𝐢𝐬𝐨𝐫𝐲

17/04/2026

For employers, recent updates in Saudi Labor Law place greater emphasis on Digital Compliance, Enforcement, and Workforce Protection.

These include mandatory employment contract authentication through the Qiwa Platform, extended probation provisions of up to 180 days, and stricter penalties for delays in salary payments. The measures reflect a broader shift toward transparency, accountability, and alignment with international labor standards.

If you are an Employer, these changes highlight the importance of ensuring that employment practices, documentation, and payroll processes are fully aligned with the updated regulatory framework.

Tasheel Law Firm advises organizations on navigating Saudi Labor Law developments and maintaining compliance in an evolving regulatory environment.

𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐆𝐨𝐯𝐞𝐫𝐧𝐚𝐧𝐜𝐞 & 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐀𝐝𝐯𝐢𝐬𝐨𝐫𝐲

05/04/2026

𝑺𝒕𝒓𝒂𝒊𝒕 𝒐𝒇 𝑯𝒐𝒓𝒎𝒖𝒛 𝑫𝒊𝒔𝒓𝒖𝒑𝒕𝒊𝒐𝒏 - 𝑩𝒆𝒚𝒐𝒏𝒅 𝑭𝒐𝒓𝒄𝒆 𝑴𝒂𝒋𝒆𝒖𝒓𝒆: 𝑾𝒉𝒂𝒕 𝑴𝒂𝒕𝒕𝒆𝒓𝒔 𝒇𝒐𝒓 𝑺𝒂𝒖𝒅𝒊 𝑪𝒐𝒏𝒕𝒓𝒂𝒄𝒕𝒔?

The disruption is no longer theoretical. It is already affecting delivery, logistics, insurance and performance across the region.

Most contracts in Saudi Arabia contain force majeure clauses. In practice, under Saudi law, that is only the starting point , the analysis does not end with that label.

𝗪𝗵𝗮𝘁 𝗿𝗲𝗮𝗹𝗹𝘆 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝘂𝗻𝗱𝗲𝗿 𝗦𝗮𝘂𝗱𝗶 𝗹𝗮𝘄:
1. What does the contract actually cover? (Article 104/CTL) - Courts do not rely on wording alone - they assess intent, context, and commercial reality.
2. Is performance objectively impossible? (Article 110) - If so, obligations are extinguished and the contract may terminate — the closest equivalent to force majeure under Saudi law.
3. Or has performance become excessively onerous? (Article 97/CTL) - That is a hardship scenario — not automatic termination.
4. Or has a breach risk already arisen? (Article 107CTL)- This is where many disputes in practice begin. Where performance is delayed or disrupted, the issue may shift from “force majeure” to failure to perform.

𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝗽𝗼𝗶𝗻𝘁:

In many cases, the issue is not “force majeure”. It is whether the situation has been:
1- correctly classified
2- properly documented
3- and addressed at the right time
That is what ultimately determines the outcome.

Call now to connect with business.

19/03/2026

As the occasion of Eid marks a moment of reflection and renewal, we extend our warm wishes to our clients, colleagues, and partners.

May this Eid bring prosperity, stability, and continued success.

𝗘𝗶𝗱 𝗠𝘂𝗯𝗮𝗿𝗮𝗸 𝗳𝗿𝗼𝗺 𝗧𝗮𝘀𝗵𝗲𝗲𝗹 𝗟𝗮𝘄 𝗙𝗶𝗿𝗺.

06/03/2026

𝗗𝗲𝗹𝗶𝘃𝗲𝗿𝘆 𝘁𝗶𝗺𝗲𝗹𝗶𝗻𝗲𝘀, 𝗽𝗮𝘆𝗺𝗲𝗻𝘁 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝘀, 𝗹𝗶𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗹𝗹𝗼𝗰𝗮𝘁𝗶𝗼𝗻, 𝗮𝗻𝗱 𝗻𝗼𝘁𝗶𝗰𝗲 𝗽𝗿𝗼𝘃𝗶𝘀𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝘁𝘆𝗽𝗶𝗰𝗮𝗹𝗹𝘆 𝗱𝗿𝗮𝗳𝘁𝗲𝗱 𝗱𝘂𝗿𝗶𝗻𝗴 𝘀𝘁𝗮𝗯𝗹𝗲 𝗽𝗲𝗿𝗶𝗼𝗱𝘀. When commercial conditions shift, such as under regional uncertainty, these provisions become critical to how businesses manage disruption while preserving key relationships.

In periods of regional uncertainty, a measured legal review of supply chain agreements can help organizations maintain operational continuity while ensuring commercial decisions remain consistent with contractual commitments and regulatory expectations in the Kingdom.

Tasheel Law Firm advises companies on contractual risk assessment, supply chain agreements, and cross-border commercial structuring within the framework of Saudi law and international commercial practice.

𝗥𝗶𝘀𝗸, 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝗴𝗮𝘁𝗶𝗼𝗻𝘀 & 𝗗𝗶𝘀𝗽𝘂𝘁𝗲 𝗔𝗱𝘃𝗶𝘀𝗼𝗿𝘆

03/03/2026

𝐿𝑒𝑔𝑎𝑙 𝑐𝑙𝑎𝑟𝑖𝑡𝑦 𝑖𝑠 𝑡ℎ𝑒 𝑓𝑖𝑟𝑠𝑡 𝑙𝑎𝑦𝑒𝑟 𝑜𝑓 𝑠𝑡𝑎𝑏𝑖𝑙𝑖𝑡𝑦 𝑑𝑢𝑟𝑖𝑛𝑔 𝒅𝒊𝒔𝒓𝒖𝒑𝒕𝒊𝒐𝒏 𝑎𝑛𝑑 𝒓𝒆𝒈𝒊𝒐𝒏𝒂𝒍 𝒊𝒏𝒔𝒕𝒂𝒃𝒊𝒍𝒊𝒕𝒚.

Businesses may benefit from conducting a structured review of their key commercial agreements. Particular attention is often given to force majeure clauses, termination provisions, payment obligations, notice requirements, and governing law or jurisdiction mechanisms.

Force majeure provisions, in particular, require careful legal interpretation. Their applicability depends on contractual drafting, the nature of the triggering event, and the evidentiary standards required to invoke relief. Assumptions made without review can create unintended exposure.

Beyond force majeure, companies may also consider reviewing:
• Counterparty risk allocation
• Liability caps and indemnities
• Suspension rights
• Renegotiation or hardship clauses
• Dispute resolution pathways

Tasheel Law Firm advises on contractual risk assessment and dispute preparedness within the framework of Saudi law and cross-border commercial practice.
𝐑𝐢𝐬𝐤, 𝐈𝐧𝐯𝐞𝐬𝐭𝐢𝐠𝐚𝐭𝐢𝐨𝐧𝐬 & 𝐃𝐢𝐬𝐩𝐮𝐭𝐞 𝐀𝐝𝐯𝐢𝐬𝐨𝐫𝐲

25/02/2026

Our Workplace Governance & Employment Advisory practice supports individuals and organizations in navigating employment matters with regulatory alignment and evidentiary discipline.

Structured advice. Measured engagement. Clear outcomes under Saudi Labor Law.