Terminated in Saudi Arabia? Your 72-Hour Survival Guide to Legal Exit and Maximum Compensation

Your Saudi employer just said the words every OFW dreads: “We don’t need you anymore. Pack your things.” Your heart stops. Your iqama expires in days. You have unpaid salary. Your family is expecting remittance. You don’t know if you’ll be deported, jailed, or abandoned at the airport. This guide reveals exactly what to do in the critical first 72 hours after termination to secure your rights, maximize compensation, and either find new employment or exit Saudi Arabia legally—based on 2025 Labor Law reforms and real OFW experiences.

The First 60 Minutes: Critical Actions That Determine Everything

The moment your employer announces termination—whether verbally, through WhatsApp, or formal letter—your response in the next hour determines whether you receive proper compensation or lose everything. Do not sign anything immediately. Do not pack your belongings. Do not agree to immediate exit. Do not show anger or make threats. Instead, activate this precise protocol that successful OFWs use to transform termination from disaster to opportunity.

First, record everything discreetly. Saudi law allows recording conversations you’re part of for legal protection. Start your phone recording before responding to termination notice. If termination happens via message, screenshot immediately and forward to multiple secure locations—your email, trusted friend, and cloud storage. Say these exact words: “I need time to understand this termination. Please provide written notice with the reason and my final settlement calculation.” This simple statement creates legal obligations for employers while buying you crucial time.

Within 20 minutes, secure all critical documents in your possession. Photograph every page of your iqama, passport, employment contract, salary slips for the last 12 months, bank statements showing salary deposits, and any performance evaluations or warning letters. Upload these to Google Drive or similar cloud storage immediately—employers often confiscate documents after termination announcement. Create a “Termination File” folder organizing everything chronologically. This becomes your ammunition for negotiation or legal action.

Message three critical contacts within the first hour. First, inform POLO-OWWA at +966-55-972-2685 (WhatsApp) with: “I’ve just been terminated. Company: [Name]. City: [Location]. Please advise urgent next steps.” Second, contact your most knowledgeable Filipino friend in Saudi who understands the system—every compound has someone who’s helped others through termination. Third, message family briefly: “Work situation changing. I’m safe and handling it. Will update soon.” Avoid detailed explanations causing panic while ensuring they know you’re okay.

Calculate your entitled compensation immediately using this formula: End of Service Benefits (ESB) for under 5 years is half month salary per year; for over 5 years, it’s one month salary per year. Add unused annual leave days (typically 21-30 days), salary until your last working day, overtime payments if documented, return ticket to point of origin (not just Philippines but your recruitment city), and exit visa processing time compensation. For a worker earning SAR 2,500 monthly after 3 years, minimum entitlement is SAR 3,750 (ESB) + SAR 1,750 (leave) + SAR 2,500 (notice period) + SAR 2,000 (ticket) = SAR 10,000 total. Knowing this number prevents accepting lowball offers.

Understanding Saudi Termination Law: Articles 74-80 Decoded

Legal Termination vs Illegal Dismissal

Saudi Labor Law Article 74 lists the only legal reasons for termination without notice: assault on employer or colleagues, deliberate property damage, absence for 20+ days yearly or 10+ consecutive days, revealing company secrets, final court conviction, or falsified employment documents. If your termination doesn’t clearly fit these categories, it’s potentially illegal dismissal entitling you to additional compensation. Most OFW terminations claim “poor performance” or “restructuring”—neither appears in Article 74, strengthening your negotiation position.

Article 75 protects you during notice periods. Employers must provide 60 days notice for monthly-paid workers or pay two months salary in lieu. During notice period, you’re entitled to one paid day weekly for job searching. Employers cannot reduce salary or benefits during notice. Many employers pressure immediate departure—resist this, as staying the notice period allows job searching while maintaining valid iqama and salary.

The critical Article 77 addresses End of Service Benefits that employers often miscalculate. For termination by employer (not resignation), you receive: First five years: half month salary per year worked. After five years: one month salary per year. Calculation uses your last basic salary, not average. Fractions over six months count as full years. Housing and transportation allowances don’t factor into ESB calculation unless specified in contracts. A housemaid earning SAR 1,500 after 3.7 years receives: 3.7 years × 0.5 months × SAR 1,500 = SAR 2,775 ESB.

Article 80 is your weapon against arbitrary termination. If termination is “arbitrary” (without legal cause), you’re entitled to compensation equal to 15 days salary for each year worked, plus full ESB, plus all other entitlements. Labor courts regularly rule terminations arbitrary when employers cannot prove Article 74 violations. This transforms a SAR 10,000 settlement into SAR 15,000+ for wrongful termination. Document everything suggesting arbitrary dismissal: lack of warnings, positive performance reviews, or discriminatory treatment.

The Huroob (Absconding) Threat and Reality

Employers weaponize “huroob” (absconding) reports to pressure terminated workers. They threaten: “Leave immediately or I’ll report you absent and you’ll be arrested.” This is mostly bluff. Legitimate huroob requires you actually absconding—not showing for work without permission for 15+ days for most workers, or 7+ days for domestic workers. If you’re terminated, you cannot be absent from work that doesn’t exist. Courts recognize this logical impossibility.

If falsely reported huroob, you have strong remedies. File immediate complaint with Ministry of Human Resources (MHRSD) via their app or calling 19911. Submit your termination evidence proving you didn’t abscond but were terminated. MHRSD investigates within 72 hours for urgent cases. False huroob reporting is criminal—employers face SAR 10,000 fines and potential jail. Most employers withdraw huroob immediately when MHRSD investigates.

The key protection: never leave your workplace without written termination notice or mutual agreement documentation. Employers who verbally terminate then claim you absconded lose credibility. If employer says “don’t come tomorrow,” respond in writing: “Per your verbal termination today, I understand my employment ends on [date]. Please provide written confirmation and final settlement calculation.” Send via WhatsApp and email, keeping delivery receipts.

Even with huroob reports, you’re not immediately arrested. Police don’t actively hunt reported workers. Problems arise at airports, checkpoints, or government offices. If reported huroob, stay calm and avoid travel while resolving through MHRSD. Many OFWs live months with pending huroob while fighting false reports. The resolution process typically takes 2-4 weeks with proper documentation.

The 72-Hour Action Plan

Hour 1-24: Documentation and Communication

Your first 24 hours determine negotiation leverage. Complete your termination documentation file with every employment-related document, photograph, and communication. Create a detailed timeline from hiring to termination, noting every relevant incident. If terminated for “performance,” document all instances where performance was praised or no warnings given. For “restructuring,” note if company is actually hiring others or if only foreigners are terminated—potential discrimination evidence.

Contact Philippine Overseas Labor Office (POLO) formally through their online complaint system at poloalula.org or polomofa.org depending on your location. File Case Management System (CMS) complaint including your name, iqama number, employer details, termination date, and claimed entitlements. POLO contacts employers within 48 hours for mediation. Their involvement often triggers immediate settlement offers as employers prefer avoiding formal proceedings.

Activate your network strategically. Post in Facebook groups specific to your Saudi city: “Terminated today. Need advice on labor law and possible job opportunities. [City] area.” Within hours, you’ll receive guidance from experienced OFWs, job leads from those with employer connections, and offers of temporary accommodation if needed. Don’t broadcast desperation—frame as seeking information. The Filipino community in Saudi is remarkably supportive during crises.

Calculate finances for survival planning. Determine: current savings, expected final settlement, monthly expenses in Saudi, family remittance obligations, and potential repatriation costs. Create three scenarios: best case (new job quickly), moderate (stay 2-3 months searching), and worst case (immediate repatriation). This financial clarity reduces panic and guides decision-making about fighting for compensation versus quick exit.

Hour 24-48: Legal Positioning and Negotiation

Day two focuses on strengthening legal position while opening negotiation channels. File complaint with Ministry of Human Resources and Social Development (MHRSD) through their Taqat portal or mobile app. Select “wrongful termination” if dismissal seems arbitrary. Upload your documentation file. MHRSD provides case numbers trackable online. This filing costs nothing but creates official records pressuring employer compliance.

Request meeting with employer’s HR or PRO (Public Relations Officer). Arrive prepared with printed copies of your entitlement calculations, relevant labor law articles (Arabic versions carry more weight), and POLO/MHRSD complaint numbers. Remain professional but firm: “I understand the company’s decision, but I need proper compensation per Saudi labor law. My calculation shows SAR [amount] owed. I’ve filed with MHRSD for mediation if we cannot agree.” Most employers prefer settling over MHRSD involvement.

If employer refuses meeting or offers insultingly low settlement, escalate immediately. Send formal demand letter via email and WhatsApp to HR, your direct manager, and company owner if accessible. State: “Following my termination on [date], I’m entitled to SAR [amount] per Saudi Labor Law Articles 77-80. Please confirm payment within 48 hours. I’ve registered complaints with MHRSD (Case #) and POLO (Case #). I prefer resolving this amicably but will pursue all legal remedies if necessary.”

Explore transfer possibilities if your iqama has 30+ days validity. Saudi’s recent reforms allow job mobility previously impossible. Post your availability on Tanqeeb, Saudi’s job portal. Contact recruitment agencies specializing in your field. Some terminated workers find better positions within weeks. Hospitals desperately need nurses, accepting transfers quickly. Construction companies hire experienced workers immediately. Domestic workers can transfer to families offering better conditions.

Hour 48-72: Decision Point and Execution

By hour 48, you must decide: fight for full compensation, accept available settlement, or prioritize quick exit. This decision depends on employer response, job prospects, financial reserves, and family needs. There’s no universal right answer—only what works for your situation. Some OFWs spend months fighting for SAR 5,000 extra; others accept losses to escape toxic situations quickly.

If fighting, prepare for extended stay. Secure accommodation if employer demands you vacate company housing. Many Filipino compounds offer emergency housing for SAR 500-800 monthly. Stock basic supplies for potential 2-3 month battle. Inform family about delayed return but potential higher compensation. Continue job searching while pursuing legal claims—multitasking maximizes options.

If settling, negotiate strategically. Employers often initially offer 30-40% of entitlements. Counter at 100% then “compromise” at 75-80%. Get everything in writing before signing anything. Insist on receiving money before providing fingerprints on final exit papers. Once you sign final exit, leverage disappears. Many OFWs sign papers then never receive promised payment—avoid this trap.

If exiting quickly, maximize what you can. Even desperate employers must provide return tickets and basic ESB. Insist on certificate of employment and salary certificates for future job applications. Ensure no loans or obligations block your exit. Get exit visa stamped in passport—some employers process exits but don’t inform workers, causing airport problems. Verify with Absher app that your status allows departure.

Financial Compensation: Getting Every Riyal You’re Owed

Calculating Your Complete Package

Most terminated OFWs receive far less than entitled because they don’t know what to demand. Beyond basic End of Service Benefits, you’re owed multiple compensation categories often totaling 3-6 months salary. Calculate each component separately then present total to employer. Missing even one element costs thousands of riyals.

Unused annual leave accumulates at 2.5 days monthly (30 days yearly) for most workers, or 21 days for those with less than 5 years service. Each day equals daily salary (monthly salary ÷ 30). If you haven’t taken leave in 2 years, that’s 60 days compensation—two full months salary. Employers claiming “you should have taken leave” doesn’t eliminate payment obligation. Get leave balance from HR in writing early in termination process.

Notice period compensation depends on termination type. If employer terminates without 60 days notice (for monthly paid workers), they owe two months salary. If they give notice but don’t want you working, they still pay full salary. Some employers try paying basic salary only during notice—illegal if you normally receive allowances. A nurse earning SAR 3,000 basic + SAR 1,000 allowances gets SAR 4,000 monthly during notice period.

Overtime documentation could double your settlement. Saudi law mandates 150% pay for overtime hours. If you regularly worked beyond contracted hours without overtime pay, calculate the difference. Three years of unpaid overtime at just 2 hours daily equals approximately SAR 15,000 for average salaries. WhatsApp messages asking you to stay late, entry/exit records showing long hours, or colleague testimonies support overtime claims.

Advanced Negotiation Tactics

Timing negotiations strategically multiplies success rates. Employers are most vulnerable: end of month when they need worker quotas accurate, before Eid holidays when they want problems resolved, during MHRSD inspections or Saudization reviews, and when recruiting new foreign workers requiring clean records. Delay agreement until these pressure points if possible.

Use Arabic documentation to appear more serious. Google Translate your demand letters to Arabic—imperfect translation still shows determination. Quote Quranic verses about justice and fulfilling contracts (Surah Al-Ma’idah 5:1 is powerful). CC Saudi partners or clients on emails about unpaid wages—reputation matters enormously in Saudi business culture. These tactics seem aggressive but often trigger immediate payment from image-conscious employers.

Leverage social media carefully but effectively. Post factually about your situation without defamation: “After 3 years loyal service to [Company], I’m sadly terminated. Still waiting for my legal compensation per Saudi labor law. Praying for justice.” Tag company social media accounts. Saudi companies fear viral negative publicity. Many OFWs report receiving settlement offers within hours of strategic social media posts.

Group negotiation multiplies individual power. If multiple workers are terminated simultaneously, negotiate collectively. Employers prefer paying five workers 80% of entitlements over five separate MHRSD cases. Share information about settlement offers—employers often offer different amounts hoping someone accepts less. United front approaches regularly secure 20-30% higher settlements than individual negotiations.

When Employers Refuse Payment

Despite legal obligations, some employers simply refuse paying terminated workers. They calculate that OFWs will abandon claims rather than fight. Proving them wrong requires persistence and escalation through proper channels. The Saudi system, while slow, eventually enforces worker rights when properly engaged.

File labor court case through MHRSD if mediation fails. The process is free, doesn’t require lawyers, and courts often rule within 45-60 days. Provide your documentation file translated to Arabic (POLO assists with translation). Courts award full entitlements plus compensation for delays. One Filipino nurse received SAR 45,000 after court found her termination arbitrary—three times the initial SAR 15,000 offer.

Criminal complaints accelerate payment from stubborn employers. File wage theft complaint at police stations—unpaid wages after termination constitute theft under Saudi law. Employers face arrest, travel bans, and business license suspension for wage theft. Police involvement often produces immediate payment as employers fear criminal records affecting their businesses.

Asset attachment through court orders forces payment from employers claiming poverty. Courts can freeze company bank accounts, seize vehicles, or attach properties until workers are paid. Request asset attachment if employer has history of non-payment. The mere threat often produces sudden discovery of available funds. Several domestic workers recovered compensation after courts threatened attaching employer’s luxury cars.

POLO’s assistance intensifies if initial mediation fails. They can blacklist employers from hiring Filipino workers, coordinate with Saudi authorities for pressure, provide temporary assistance for stranded workers, and facilitate repatriation while pursuing claims. Employers know POLO blacklisting affects their workforce—Philippines provides significant Saudi labor. This leverage helps even individual workers.

The Transfer Option: Finding New Saudi Employment

Navigating the New Mobility Rules

Saudi Vision 2030 reforms revolutionized job mobility for foreign workers. Previously, employer consent was mandatory for transfers. Now, after one year with current employer, you can transfer without permission if meeting conditions: no violations on record, iqama valid 30+ days, and new employer willing to initiate transfer. Terminated workers often qualify if acting quickly before iqama expiration.

The transfer process through Qiwa platform takes 7-10 days if straightforward. New employer initiates transfer request, you approve via Absher app, and MHRSD processes automatically unless objections arise. Former employers can object only for valid reasons: outstanding loans, possession of company property, or ongoing legal cases. Arbitrary objections get rejected. Many terminated OFWs successfully transfer despite employer threats.

Domestic workers face different rules but have options. Transfer requires employer consent unless proving abuse, non-payment, or contract violations. Document any irregularities supporting transfer without consent. The Musaned platform handles domestic worker transfers—familiarize yourself with its processes. Some terminated domestic workers find families willing to negotiate with previous employers for consent.

Critical timing matters for transfers. Initiate immediately after termination—every day reduces iqama validity. Some workers secure new employment within 72 hours through aggressive networking. Avoid waiting for final settlements before transferring—you can pursue compensation while working for new employers. Legal claims remain valid regardless of employer changes.

Finding Emergency Employment Fast

Activated job searching differs from casual browsing. Update your CV highlighting Saudi experience and immediately available status. Post in every relevant Facebook group: “Experienced [profession] available immediately for transfer. [City] location. Valid iqama until [date].” Within hours, recruiters and direct employers contact candidates showing urgency. Desperation decreases negotiation power, but some employment beats deportation.

Target industries with chronic worker shortages accepting quick transfers. Healthcare facilities desperately need nurses and technicians. Construction companies require skilled workers year-round. Cleaning companies accept workers immediately. Agriculture farms in Qassim and Hail hire without extensive screening. These might not be dream jobs, but they provide valid iqama while seeking better opportunities.

Recruitment agencies specializing in emergency placements exist in major cities. They charge fees (legally questionable but common) of SAR 1,000-3,000 for fast placement. While exploitative, some terminated workers consider this preferable to repatriation costs and lost income. Verify agency legitimacy through business registration and previous placement success. Never pay before receiving written job offers.

Lower your standards temporarily for survival. Accept salary reductions, less desirable locations, or harder work temporarily. A staff nurse might accept ward aide positions. An office worker might take retail jobs. Engineers might do technical work below qualifications. These compromises buy time for proper job searching while maintaining legal status. Many OFWs use stepping-stone positions for 3-6 months before finding appropriate employment.

The Business Visit Visa Strategy

Some terminated workers exit Saudi then return on business visit visas for job searching. This controversial strategy requires careful execution to avoid legal problems. Business visit visas don’t permit employment, but allow attending interviews and negotiating offers. Once securing employment, you exit again and return on proper work visas. The process costs SAR 5,000-10,000 but preserves Saudi career continuity.

Requirements for business visit visa include invitation from Saudi company (some agencies arrange this for fees), proof of funds (bank statements showing SAR 20,000+), return tickets booked, and hotel reservations. Apply through Saudi embassy in Philippines or nearest country. Processing takes 5-10 days. Validity is typically 30-90 days—sufficient for focused job searching.

Never work on business visit visas—penalties include imprisonment, fines, and permanent Saudi ban. Attend interviews, network, and negotiate only. Once receiving job offer, exit Saudi and apply for work visa from Philippines. The new employer handles work visa processing. This indirect route adds 2-3 months but keeps you in Saudi job market.

Success requires financial reserves for extended job searching without income. Budget SAR 3,000 monthly for basic accommodation and food. Many terminated workers lack these resources, making this strategy impossible. Consider borrowing from family or selling assets if confident about Saudi employment prospects. The investment pays off if securing positions with SAR 1,000+ monthly salary increases.

Country-Specific Escape Routes

The Bahrain Bridge Option

Terminated workers near Eastern Province sometimes escape to Bahrain while resolving Saudi issues. The King Fahd Causeway provides land access without flights. Bahrain offers 14-day visa on arrival for Filipinos, extending to 30 days for small fees. This bought time helps negotiate with Saudi employers from safe distance. Some workers find Bahrain employment, abandoning Saudi claims.

Requirements include valid passport (not iqama), proof of funds (BD 300 minimum), and return ticket (can be changeable). Saudi exit visa isn’t required if not formally under final exit process. Drive across causeway (SAR 50 toll) or take buses from Dammam (SAR 60). Once in Bahrain, you’re beyond Saudi employer control while maintaining negotiation ability.

Bahrain employment might offer better conditions than Saudi. Smaller country with more relaxed atmosphere, growing economy needs skilled workers, and higher salaries in some sectors. Many terminated Saudi workers find Bahrain employers willing to process new visas. The transition sacrifices Saudi ESB but provides fresh start in similar culture.

Risks include potential Saudi reentry bans if departing with unresolved issues. Employers might file absconding cases after your departure. Unresolved loans or legal cases could trigger Interpol notices. Weigh these risks against benefits of escaping toxic situations. Some workers accept permanent Saudi bans for freedom and safety.

The Kuwait Land Border Alternative

Workers in northern Saudi sometimes exit through Kuwait land borders. Kuwait offers similar temporary refuge while negotiating Saudi settlements. The process mirrors Bahrain strategy but requires different logistics. Kuwait visas for Filipinos are obtainable at borders for KD 3. Buses run from Riyadh to Kuwait City via Khafji border.

Kuwait’s employment market accepts experienced Saudi workers readily. Similar culture and language ease transition. Salaries match or exceed Saudi rates. Some terminated workers secure Kuwait employment within weeks, making Saudi return unnecessary. Others use Kuwait as negotiation base, eventually returning to Saudi with new employers.

The Repatriation Decision

When Going Home Makes Sense

Sometimes returning to Philippines beats fighting unwinnable battles. If employer is well-connected Saudi with government influence, legal victory unlikely. If you’re emotionally destroyed needing family support, extended Saudi stay worsens trauma. If Philippines opportunities await—business, employment, education—Saudi compensation might not justify delay. If health problems require treatment unavailable in Saudi, prioritize medical needs.

Calculate true repatriation costs beyond airfare. Lost income during readjustment (typically 3-6 months), deployment costs for future overseas work, family disappointment and pressure, and business or property plans requiring capital. Compare these against realistic Saudi compensation recovery. If fighting six months might yield SAR 10,000, but Philippines opportunity costs exceed ₱300,000, returning makes sense.

Repatriation doesn’t mean failure—it means strategic decision-making. Many successful OFWs report that forced repatriation led to better opportunities. Some started businesses using partial settlements. Others found better overseas positions from Philippines. Some discovered family life outweighed monetary gains. Reframe repatriation as transition, not defeat.

OWWA provides repatriation assistance including free flights, airport assistance, and ₱20,000 livelihood assistance. POLO coordinates with employers for ticket provision even without full settlement. The Balik-Mangagawa program offers reintegration support. These programs cushion repatriation impact, making it viable option rather than last resort.

Maximizing Pre-Departure Compensation

Even when accepting repatriation, extract maximum possible compensation. Employers wanting quick worker departure often pay partial settlements for smooth exit. Negotiate 50-60% of entitlements for immediate payment and peaceful departure. While not ideal, this provides capital for Philippines restart versus protracted fighting yielding nothing.

Document everything before departure for potential future claims. Saudi labor claims can be pursued from Philippines through POLO. Some workers recover compensation years later when employers need clean records for new ventures. Maintain all documentation digitally—physical documents get lost but cloud storage preserves claim ability indefinitely.

Collect non-monetary benefits often overlooked. Demand experience certificates detailing your roles and achievements. Get salary certificates for loan applications. Request recommendation letters for future employment. These documents cost employers nothing but provide significant value for your career. Many terminated workers regret not securing these before departure.

Clear all obligations preventing future Saudi return. Resolve bank loans even if requiring settlement funds. Pay traffic fines accumulated. Return company property formally with receipts. These clearances preserve option for future Saudi employment when conditions improve. Some terminated workers return years later with better positions—but only if departing cleanly.

Post-Termination Survival Guide

Living in Limbo: The 30-90 Day Reality

Most termination battles last 30-90 days before resolution. Surviving this period requires careful resource management and emotional resilience. Your iqama remains valid during dispute period—use this legal status wisely. Some workers panic and accept terrible settlements or illegal work. Strategic patience typically yields better outcomes.

Accommodation becomes immediate challenge if employer demands vacancy of company housing. Filipino communities maintain “emergency houses”—shared accommodations for displaced workers. Costs range from SAR 300-500 monthly for bed space. Conditions are basic but provide safety and community support. Avoid expensive hotels draining limited resources unless absolutely necessary.

Find legitimate temporary income without violating visa conditions. Some terminated workers tutor Filipino children in compounds (technically illegal but rarely enforced within community). Others sell Filipino food to compatriots. Some provide services like haircuts or repairs to fellow Filipinos. While legally questionable, these survival activities differ from formal employment. Maintain low profile and community-only customer base.

Manage family communication carefully during uncertainty. Daily calls create anxiety without resolution. Establish weekly update schedules providing honest but measured information. Explain the process timeline preventing unrealistic expectations. Share positive developments but prepare them for various outcomes. Family pressure for quick resolution often forces bad decisions—manage their expectations proactively.

Mental Health During Termination Crisis

Termination triggers severe psychological distress often overlooked in practical discussions. You’re simultaneously processing job loss, potential career derailment, family disappointment, financial catastrophe, and cultural shame. Saudi isolation amplifies these feelings without familiar support systems. Acknowledging mental health impacts isn’t weakness—it’s essential for effective crisis management.

Common symptoms include insomnia despite exhaustion, appetite loss or stress eating, anxiety attacks about future, depression about “failure,” and anger at injustice. These reactions are normal, not character flaws. Most terminated workers experience some combination. Recognizing symptoms helps differentiate temporary crisis response from serious conditions requiring intervention.

Coping strategies that actually work include maintaining daily routines despite uncertainty—wake, pray, eat, exercise regularly. Physical activity, even walking, reduces stress hormones. Connect with supportive Filipinos who understand without judging. Avoid isolation in accommodation. Join group prayers or community activities. Help other struggling OFWs—supporting others paradoxically strengthens your resilience.

Professional help exists if needed. Dr. Suleiman Al Habib hospitals offer psychiatric services accepting insurance. Filipino psychologists practice privately in major cities—search Facebook for contacts. POLO sometimes arranges counseling for distressed workers. Online therapy through Philippine-based providers costs ₱1,500-2,500 per session. Investing in mental health preserves decision-making ability during crisis.

Success Stories: OFWs Who Won

Mercy’s Case: From Termination to SAR 67,000 Settlement

Mercy worked three years as a staff nurse in Riyadh when terminated during “restructuring”—though they hired new nurses immediately. Initially offered just SAR 8,000 “final settlement,” she knew her rights. She calculated actual entitlements: SAR 12,000 (ESB), SAR 7,000 (unused leave), SAR 10,000 (notice period), SAR 3,000 (overtime documentation), totaling SAR 32,000 minimum.

Her strategy included filing immediate MHRSD complaint with full documentation, engaging POLO for mediation pressure, posting factually on nursing Facebook groups creating community awareness, and maintaining professional communication despite employer hostility. When employer claimed financial difficulties, she researched their recent expansion projects, providing evidence of ability to pay.

After 45 days of negotiation, arbitration, and near-court filing, she received SAR 67,000—double the legal minimum. The key: documenting systematic nationality discrimination. She proved Filipina nurses were terminated while Indian nurses remained. This discrimination evidence transformed simple termination into potential human rights case. Employers paid premium for confidentiality and case withdrawal.

Today, Mercy works in UAE earning 40% more than Saudi salary. Her message: “Document everything from day one of employment. Discrimination happens subtly—note every incident. When termination comes, you have ammunition. My three years of documentation earned me SAR 35,000 extra. Every screenshot and note mattered.”

Robert’s Journey: Construction Worker to Successful Transferee

Robert, a civil engineer in Jubail, faced termination when his construction company lost major contracts. With wife and children in Philippines depending on his salary, repatriation meant disaster. Instead of accepting termination, he proposed alternative: unpaid leave while finding new employer for transfer. The company agreed, giving him 30 days.

His aggressive job search included updating LinkedIn highlighting immediate availability, posting in 15 Facebook groups daily, contacting every recruitment agency in Eastern Province, and attending Filipino community gatherings for networking. He accepted 20% salary reduction for immediate placement. Within two weeks, he secured position with another construction firm desperate for experienced engineers.

The transfer process faced obstacles when original employer demanded SAR 5,000 “transfer fee” (illegal but common). Robert negotiated to SAR 2,000, considering it investment in continued Saudi employment. His new position, while initially lower-paid, offered overtime opportunities. Within a year, his total compensation exceeded previous salary. He’s now been with the new company four years, earning SAR 8,000 monthly.

Robert’s advice: “Never accept first termination offer. Always explore transfers first. Lower salary beats no salary. I lost SAR 1,000 monthly initially but kept earning versus months of unemployment. Plus, continuous Saudi experience strengthened my resume. Former colleagues who returned to Philippines still struggle finding work.”

Diana’s Fight: Domestic Worker Rights Victory

Diana, a domestic worker in Jeddah, was terminated after refusing employer’s sexual advances. Initially terrified and planning immediate return to Philippines, she learned about her rights through Filipino community advocates. Despite domestic workers’ vulnerable position, she decided fighting back.

Her documentation included secret recordings of harassment, messages to friends describing incidents contemporaneously, medical reports from stress-related illness, and witness statements from neighbor’s helper who observed her distress. She filed criminal complaint for sexual harassment alongside labor complaint for arbitrary termination.

The criminal investigation pressured employer toward settlement. Facing potential imprisonment and social disgrace, he offered SAR 30,000 for case withdrawal—ten times Diana’s monthly salary. She accepted, using funds to start small business in Philippines. While justice wasn’t fully served, practical victory was achieved.

Diana now advocates for domestic worker rights from Philippines: “Speaking up seems impossible when you’re alone in someone’s house. But Saudi Arabia is changing. Authorities now listen to workers, especially with evidence. Don’t suffer silently. Document abuse and seek help. The Filipino community saved me—we must save each other.”

Your Termination Survival Checklist

Immediate Actions (First Hour)

• Record termination conversation
• Screenshot all messages
• Photograph all documents
• Upload everything to cloud storage
• Message POLO-OWWA WhatsApp
• Contact knowledgeable Filipino friend
• Brief family without causing panic
• Calculate total entitlements

Day One Tasks

• Create complete documentation file
• File POLO online complaint
• Post in relevant Facebook groups
• Calculate financial survival runway
• Research similar termination cases
• Begin job search if planning transfer

Week One Goals

• File MHRSD complaint
• Meet with employer for negotiation
• Explore transfer opportunities
• Secure accommodation if needed
• Establish support network
• Determine fight vs. exit strategy

Resolution Phase

• Negotiate maximum possible settlement
• Get all agreements in writing
• Ensure payment before final signatures
• Collect employment certificates
• Clear any obligations
• Verify exit/transfer status in Absher

The Truth About Termination in Saudi

Termination in Saudi Arabia isn’t the catastrophe many OFWs imagine—if you know your rights and act strategically. The system, while imperfect, provides substantial protections for workers who understand and invoke them. Your employer counts on your ignorance, fear, and desperation. Knowledge, preparation, and community support transform you from victim to empowered negotiator.

The critical first 72 hours after termination determine whether you receive just compensation or lose everything. Every action—from initial documentation to strategic communication—impacts your outcome. Employers who terminate workers arbitrarily often pay 3-5 times their initial offers when faced with informed, organized resistance.

Your value extends beyond any single employment contract. Years of sacrifice, skill development, and dedication aren’t erased by one employer’s decision. Whether you transfer to better Saudi positions, return to Philippines with proper compensation, or transition to other countries, termination becomes a pivot point rather than endpoint.

The Filipino community in Saudi Arabia—nearly one million strong—stands ready to support you through termination crisis. From practical advice to emotional support, from job leads to emergency accommodation, your kabayan network provides resources no employer can match. You’re never alone in Saudi Arabia, even when facing termination.

Remember: termination is your employer’s decision, but the response is yours. Choose knowledge over ignorance, action over paralysis, and community over isolation. Your Saudi journey doesn’t end with termination—it transforms. Make that transformation work in your favor.