Licensed Labor Consultancy for Establishments and Employers in Jeddah
A licensed labor consultant is a person licensed by the Ministry of Human Resources and Social Development to provide labor consultancy services, including advising on compliance with labor regulations, drafting and managing employment contracts, facilitating recruitment and temporary work arrangements, and representing parties in labor matters. At our firm, this service is provided by Mr. Ahmed Al Shatiri, a lawyer and licensed labor consultant.
If you own an establishment in Jeddah and want your relationship with your employees properly structured, from the first contract to the last entitlement, this page is for you. We act as a licensed labor consultant for establishments: we build your internal work regulations, draft your contracts, review your compliance, and represent you if a dispute arises.
Personal Labor Consultancy License held by Mr. Ahmed Abdulrahman Al Shatiri, No. 53050013-920244, valid until 22 August 2027, in addition to Law Practice License No. 472656 from the Ministry of Justice. Verify the license
- Internal Work Regulations
- Employment Contracts
- Compliance Audit
- Labor Dispute Management
The Establishment Labor Compliance Cycle
Compliance cycle stages:
- 1. Employment contract: drafting and documenting the statutory terms
- 2. Work regulations: preparing the regulations and penalties and getting them approved
- 3. Wages and obligations: getting salaries, leave and working hours right
- 4. End of service and review: final settlements and periodic risk assessment
Who Is This Service For?
This page primarily serves establishments and employers in Jeddah, across five main groups:
Small and Medium Establishments
Establishments without a dedicated legal HR function that need a regulatory reference point to protect their operational stability.
Companies Needing Work Regulations
Companies that want to adopt internal work regulations, or update them following the latest amendments to the Labor Law.
Employers Facing Complaints
Employers who have received a labor complaint and want it handled professionally at the amicable settlement stage, before it reaches the Labor Court.
Recruitment and Temporary Work Establishments
Establishments that contract temporary workers or recruit from abroad and want sound contracts, properly documented through the Qiwa platform.
Workers and Claimants
We represent workers in their claims in our capacity as licensed lawyers, although this page focuses on the employer side.
What We Offer
Specialized services in labor compliance, drafting regulations and contracts, and dispute management, provided by a licensed labor consultant who is also a licensed lawyer:
Internal Work Regulations
Preparing or updating your regulations based on the Ministry’s model regulations, setting out penalties, attendance and leave rules, and following up on their approval.
Details: Tailoring the establishment’s internal regulations and securing their official approval, with attention to disciplinary penalties and protecting management decisions.
Employment Contracts
Drafting fixed-term and indefinite-term contracts, flexible and temporary work contracts, and documenting them on the Qiwa platform.
Details: Precise drafting of non-compete, confidentiality and probation clauses that protect the establishment’s investment.
Compliance Audit
Reviewing wages, end-of-service benefits, leave, working hours and employee files against the Labor Law and its implementing regulations.
Details: A comprehensive, proactive review of all employment and HR records to avoid inspection fines and potential points of dispute.
Labor Complaint Management
Representing the establishment at the amicable settlement stage, then before the Labor Court where necessary, under our law practice license.
Details: Preparing response and defense memoranda and raising procedural and substantive defenses to protect the establishment’s rights at every stage of litigation.
Ending the Employment Relationship
Assessing the grounds for termination, calculating entitlements and drafting final settlement releases to help avoid unlawful termination claims.
Details: Confirming the establishment’s legal position is sound when terminating contracts, and calculating the end-of-service benefit accurately.
Short Management Training
An introductory session for the establishment’s managers and department heads on their core obligations under the Labor Law and its implementing regulations.
Details: Practical know-how for executive decision-makers on handling internal investigations and documenting workplace violations.
Why Al Shatiri & Al Ghamdi?
Mr. Ahmed Abdulrahman Al Shatiri
Mr. Ahmed Abdulrahman Al Shatiri holds Labor Consultancy License No. 53050013-920244, issued by the Ministry of Human Resources and Social Development (via the Qiwa platform) and valid until 22 August 2027, in addition to Law Practice License No. 472656 from the Ministry of Justice.
The practical benefit: Holding both licenses means the advice your regulations and contracts are built on comes from someone who can actually defend it before the Labor Court if it ever gets that far.
Regulatory notice: The labor consultancy license is personal to Mr. Ahmed Al Shatiri. We do not claim that any regulations or contract will prevent disputes; our commitment is that the establishment’s position rests on the law and its supporting documents, not on custom.
Combined qualifications and licenses:
Licensed Lawyer
License No. 472656 from the Ministry of Justice
Licensed Labor Consultant
Under a personal license from the Ministry of Human Resources and Social Development via the Qiwa platform
License No. 53050013-920244
Valid until 22 August 2027
How Do We Work with Your Establishment?
Step 01
Diagnostic Session
We learn about the establishment’s size, activity and current contracts, and any labor observations or complaints it has received.
Expected outcome: a clear initial picture and identification of the regulatory gaps in your employment file.
Step 02
A Written, Prioritized Plan
We identify what must be corrected immediately to avoid risk, and what can be built and updated gradually over the following weeks.
Expected outcome: a clear, actionable priorities document for the establishment’s management and HR team.
Step 03
Implementation and Delivery
Drafting the regulations, contracts and final settlement templates, and preparing a calendar of recurring obligations and tasks.
Expected outcome: an approved employment document package and a stable regulatory compliance path for the establishment.
What Should You Bring to the First Session?
Official Establishment Details
- An up-to-date copy of the establishment's Commercial Registration.
- The establishment's details as registered on the Qiwa platform and its National Address.
Contracts and Internal Regulations
- The employment contract templates currently used by the establishment.
- The approved internal work regulations, or the internal draft if one exists.
Notices, Complaints and Correspondence
- Any formal notice or notification the establishment has received from an employee.
- Any complaint or letter from the Labor Office or the Labor Court.
Limits of Representation and Our Ethical Commitment
- We do not represent both sides of the same dispute; we serve the establishment or the worker, each in a separate matter.
- This page is primarily aimed at establishments and employers, making use of the labor consultancy license at the preventive compliance stage.
- We do not guarantee that a dispute will be prevented or a case won; the aim of our advice is to build a documented legal position grounded in the law and its supporting documents.
Frequently Asked Questions
Is every establishment required to have internal work regulations?
The Labor Law requires establishments to prepare and obtain approval of internal work regulations depending on their size, as determined by the Ministry, and a model version is available. Even an establishment that is not required to have them benefits from approved regulations, because they are the reference point for any penalty or dispute. We can tell you precisely whether your establishment is required to have them, and when.
What is the difference between a licensed labor consultant and an HR office?
An HR office runs day-to-day operations (payroll, hiring, employee files). A licensed labor consultant, by contrast, gives legal opinions on compliance, drafts contracts and regulations, and represents a party in labor matters under an official license from the Ministry of Human Resources. When the consultant is also a lawyer, they can argue the dispute itself directly in court.
I received a labor complaint through the Ministry's platform. What should I do?
Do not ignore it, and do not settle it with an arbitrary lump sum. A complaint usually begins with an amicable settlement stage before referral to the Labor Court, which is an opportunity to present your documents and calculate entitlements accurately. We represent the establishment at this stage, prepare a documented response, and explain the path ahead if the complaint is referred to court.
Amicable Settlement of Labor Disputes: How Should an Establishment Handle a Complaint?
Do you advise workers, or only establishments?
We advise both, in our capacity as lawyers, but we never represent both sides of the same dispute. This page focuses on establishments because the labor consultancy license serves them in compliance before any dispute arises. For workers, we have dedicated pages and articles on entitlements and end of service.
Labor Compliance Is Not a File You Close Once
It is regulations, contracts and calculations that are reviewed periodically. Start with the Establishment Guide to Labor Law Compliance to learn what is required of you, or book a diagnostic session for your establishment.
Your immediate next step: Contact us on WhatsApp at +966 55 314 0750, mentioning your number of employees and type of business, so we can arrange the most suitable session.
Office: Al Muhammadiyah District, Jeddah · There is no fixed price for this service; it is set after the diagnostic session
Official Sources
All figures, procedures and licenses on this page are based on the following official authorities:
Ministry of Human Resources — Qiwa Platform
The official service for verifying the professional licenses of accredited labor consultants in the Kingdom.
Bureau of Experts / Ministry of Human Resources
Royal Decree No. (M/51) dated 1426/8/23 AH and its amendments (most recently Royal Decree M/44 of 1446 AH, in force since 2025).
Ministry of Human Resources and Social Development
The official mechanism for calculating end-of-service entitlements under the applicable articles of the Labor Law.
Ministry of Human Resources and Social Development
The official awareness reference on rights and obligations under the Saudi Labor Law (official PDF).
Related Services and Links
Establishment Guide to Labor Law Compliance
Establishment compliance with the Saudi Labor Law: an employer’s guide
Internal Work Regulations
Internal work regulations: when an establishment must have them and how they are approved
Drafting Employment Contracts
Drafting an employment contract under the Saudi Labor Law: key clauses and common mistakes
Amicable Settlement of Labor Disputes
Amicable settlement of labor disputes: how should an establishment handle a complaint?