Analysis of responsibility and...

Article 16 of the Saudi Labor Law precisely addresses the procedures and responsibilities related to managing establishments if the employer is unable to personally perform their duties. It begins by emphasizing the necessity of appointing a representative or responsible manager at the workplace, clarifying the importance of this role in maintaining the workflow by regulations and applicable systems.

Text of Article 16 of the Saudi Labor Law:

If the employer is unable to carry out the work personally, they must appoint a representative to act on their behalf at the workplace. In the case of multiple partners or managers in the establishment, one of them, residing at the workplace, shall be appointed to represent the employer and be responsible for any violations of the provisions of this law.

The employer must inform the relevant labor office in writing of the name of the partner or manager. In the event of a change, the employer must inform the office of the name of the new partner or manager within seven days at the latest from their assumption of duties.

If there is no designated person as a responsible manager for the establishment, or if the appointed person does not assume their duties, the person actually performing the duties of the manager or the employer themselves is considered a responsible manager for the establishment.

In all cases, the responsibility of the employer remains primary.