Saudi Flexible Work Policy Template

Why this exists (June 2026)

On June 2, 2026, the Royal Commission for Riyadh City — in partnership with the Ministry of Human Resources and Social Development — launched a flexible working hours initiative across six Riyadh work zones: KAFD, Digital City, the Diplomatic Quarter, Laysen Valley, Granada Business District, and ROSHN Front. More than 50 entities are taking part: the flexible window extends to four hours, with entities under the Labour Law adopting arrival windows of roughly 7:00–11:00 am, for administrative roles with fixed working hours. The stated goals: less peak congestion, better mobility, a better work environment.

If your organization is inside those zones, you may already be expected to operate this way. If you're outside them, your employees have seen the news and will ask. Either way, the question lands on the people team: what does a compliant, fair, manageable flexible-work policy look like here?

This template is the starting answer. It covers the three models most Saudi employers are weighing — staggered hours, hybrid, and fully remote — and anchors the remote provisions to the official HRSD remote-work framework (Ministerial Decision No. 101329).

Before you adopt this: this is a drafting aid, not legal advice. Saudi Labor Law obligations (working hours, overtime, Ramadan hours, contract documentation) still apply in full to flexible arrangements. Review the finished policy with your legal counsel before signing anything or announcing it to employees.

How to use this

📄 Download the fillable Word version (.docx) — the same template as a ready-to-edit document.

Or copy the policy text below into your own document. Everywhere you see a blank (______) or a choice in [brackets], make it yours. The notes in italics explain why each clause exists — delete them from your final version. About 25 minutes for a first draft.

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The template

1. Purpose and scope

This policy defines how [Company] offers flexible work arrangements while maintaining service quality, collaboration, and full compliance with the Saudi Labor Law.

It applies to: administrative roles with fixed working hours in [departments / all departments]. It does not apply to: roles requiring continuous on-site presence or shift coverage — at [Company] that means: ______.

Note: the Riyadh initiative itself applies to administrative fixed-hours roles and excludes continuous-staffing sectors. Mirroring that boundary keeps your policy defensible.

2. The arrangements we offer

[Company] offers [one / a combination] of:

• Staggered hours — employees choose a fixed daily start time inside an arrival window, with no change to total daily hours.
• Hybrid — a fixed split of on-site and remote days each week.
• Remote — work performed fully outside company premises under the HRSD remote-work framework.

Note: offer only what you can actually manage. A clean staggered-hours policy beats a vague everything policy.

3. Staggered hours

• Arrival window: employees may start between ______ and ______ (the Riyadh initiative uses windows such as 7:00–11:00 am for Labour-Law entities).
• Each employee selects a standard start time and keeps it for at least [one month / one quarter]; changes require [manager] approval.
• Total daily working hours remain unchanged: ______ hours, per contract and the Labor Law (including reduced Ramadan hours).
• Departure time follows start time: start + working hours + break.

4. Core hours and availability

• Core hours, when everyone is working and reachable regardless of arrangement: ______ to ______ (pick the overlap that protects meetings and customer service — commonly 11:00 am–3:00 pm under a 7–11 window).
• Meetings are scheduled inside core hours by default.
• Each team publishes its members' start times where the whole team can see them.

5. Hybrid and remote work

• Hybrid: ______ remote days per week, fixed by agreement with the manager; the schedule is recorded in writing.
• Remote arrangements follow the HRSD remote-work framework, and the arrangement is documented in the employment contract or a written amendment.
• Remote work is performed from within Saudi Arabia unless [Company] approves otherwise in writing.

6. Eligibility and approval

An arrangement is approved when ALL of the following hold:

• The role qualifies under Section 1.
• The direct manager confirms service coverage is maintained.
• The employee's performance is in good standing (no active improvement plan).
• The arrangement is recorded in writing (Section 7).

Approval is by ______ ; appeals go to ______ . The same criteria apply to every employee in the same role category — consistency is what makes a flexibility policy fair.

7. Documentation

• Every arrangement (staggered start time, hybrid split, or remote status) is recorded in writing and acknowledged by the employee.
• Contract changes required for remote arrangements are documented through the official channels ([Company]'s contract platform / Qiwa, as applicable).
• The people team keeps the register of active arrangements; it is reviewed every [quarter].

8. Performance and outcomes

• Work under any flexible arrangement is evaluated on outcomes, on the same goals and standards as on-site work — not on visibility.
• Managers hold the same one-to-ones and reviews regardless of arrangement.
• If service or performance issues arise, the manager and employee first try to fix the arrangement (different window, different split) before withdrawing it.

9. Equipment, security, and confidentiality

• [Company] provides: ______ (laptop, access tokens, etc.). The employee provides: ______ (internet connection, workspace).
• Company data is accessed only through approved devices and connections; confidential conversations and documents are protected at home exactly as in the office.
• Information-security policies apply in full to remote and hybrid work.

10. Review and sunset

• This policy runs as a pilot until ______ (6 months is typical), then is reviewed against: punctuality and coverage, service/customer metrics, employee feedback, and commute impact.
• [Company] may amend or withdraw arrangements with [30] days' written notice, subject to contractual and statutory obligations.

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Adoption checklist

• Blanks filled, bracket choices made, italic notes deleted
• Reviewed by legal counsel (Labor Law hours, overtime, Ramadan, contract documentation)
• Manager briefing done — managers can explain eligibility and the approval path
• Register of arrangements created and owned by a named person
• Announced with a start date and the pilot review date — flexibility lands better with honest boundaries

Sources

• SPA — Royal Commission for Riyadh City launches flexible working hours initiative across six work zones (June 2026)
• RCRC — Flexible working hours initiative across six key business hubs in Riyadh (June 2026)
• Arab News — Riyadh deploys flexible hours initiative to ease traffic, boost productivity (June 2026)
• HRSD — Ministerial Decision No. 101329 (remote work)

This template is original Peoplense work, licensed CC BY 4.0 — use it, adapt it, share it, with attribution. It is not legal advice.