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Women's Empowerment

Women's Empowerment

Based on the Kingdom’s Vision 2030 and its programs, the women’s file received great attention from the government of the Kingdom of Saudi Arabia, and therefore from the relevant authorities, including the Ministry of Human Resources and Social Development, by allocating one of the goals of the vision to ensure an increase in women’s participation in the labor market, and from this standpoint, Saudi women’s steps towards empowerment accelerated Thanks to the issuance of many decisions, legislations, and regulations that strengthen its position in society, and thus it has become an effective partner in national development in all fields: economic, social, scientific, cultural, and others, and at all levels.

Women empowerment initiatives

  • This initiative contributes to increasing the participation rate of women in all government sectors and at all job levels by investing their energies and capabilities, expanding their work options, increasing their participation to ensure equal opportunities for both sexes, and assuming them to senior structural leadership positions in government agencies through a group of supportive projects, so we find the national platform For women leaders, it serves as a tool that enables the authorities to communicate and nominate women leaders for leadership positions, boards of directors, or official delegations in international forums based on smart search criteria, as the number of female registrants on the platform with 8 years of experience or more reached (7000).

    We also find a project to achieve gender balance in the civil service that aims to focus on three axes: the enabling environment, the institutional level, and the societal/individual level. Where the enabling environment, regulatory and legislative frameworks, policies, systems and regulations were analyzed to identify gaps that limit equal opportunities between the two sexes, assess training needs and make recommendations in human resources practices and procedures that achieve equal opportunities for both sexes.

    On the other hand, the draft remote work strategy in the civil service (government sector) comes as one of the initiatives of the National Transformation Plan 2020. It aims to prepare a strategy to organize remote work in the civil service and expand work options for working women and men alike, by defining the jobs that can be practiced by the remote work method, proposing what should be amended or added to the civil service system and its implementing regulations, and setting up legislation, systems and controls. necessary to organize it.

    Finally, at the level of the work environment, there is a need to activate childcare centers in workplaces in all sectors. The feasibility of this project has been studied with the aim of creating an attractive and stimulating work environment for working women, in addition to providing job and investment opportunities for job seekers from specializations suitable for investment and work in these centers.

  • It seeks to create a work environment in which the differences between the categories of workers are valued in order to reduce the disparity in work conditions and opportunities through:

    All kinds of motivation to enhance the positive image of women's work in the work environment.

    Supporting the creation of a supportive and inclusive environment to facilitate women's entry into the labor market.

It aims to review policies and update relevant regulations, work on designing training programs aimed at enabling women to enter the labor market, and then launch awareness campaigns in support of that.

Contributes to identifying potential career advancement tools for women and analyzing the tools' feasibility and impact.

It aims to develop legislation, bylaws, and systems in a way that enhances the development of the physical work environment and solves obstacles that make it difficult for women to work.

The initiative aims to raise the percentage of women in middle and senior leadership positions in order to achieve the goals of increasing women’s participation in the labor market by training women cadres in various sectors, whether in the public or private sectors, with the aim of providing an ideal environment that enables them to obtain information that will enrich the knowledge of leadership and provide it with With everything you need to be a pioneering role model that the country can be proud of. The nomination mechanism is carried out by employers for female cadres who have some leadership characteristics, and to ensure the inclusion of the largest possible number, the program allows for the nomination of a maximum of two trainees from each entity, as the target is to train 1,700 leaders.

The initiative aims to reach the human potential of male and female job seekers, self-employed (freelancers) owners of establishments and others in various regions of the Kingdom, and in line with labor market development policies by opening work fields for male and female citizens in suitable, stable and productive jobs. The initiative seeks to develop an operational business model designed with pioneering specifications in which the program's vision of developing human resources, raising their productivity, expanding their options, in acquiring knowledge, skills, and experience, providing appropriate and productive job opportunities for national labor, and reducing unemployment, is achieved. What achieves its objectives in raising employment rates for job seekers, especially women and persons with disabilities, in various regions of the Kingdom, which contributes to achieving the Ministry's strategic goals.

The initiative contributes to increasing job opportunities for Saudi men and women, especially residents of less developed regions who have a limited level of education, in addition to promoting economic growth and diversity in available job opportunities that include different segments of society, by developing comprehensive laws for flexible work (hourly) and motivating business owners to provide Flexible work contracts (hourly)

It aims to create a bridge of communication between hospitality centers to offer and market its services to parents looking for centers to register their children, in addition to supporting the empowerment of working women to join and continue in the labor market. Qurrah also works to organize and develop this sector through services for children's hospitality centers, nurseries and kindergartens.

It aims to enable women to work in the private sector and raise their participation in the labor market by helping female employees to overcome transportation difficulties to and from the workplace in order to support their job stability.

The fund provides support for directed quality employment, starting with a support percentage of the employee’s salary who is employed according to the specified controls, amounting to (30%) of the salary for the first year, and the percentage decreases to (20%) for the second year, then to (10%) for the third year. The minimum wage due for support is (4,000) riyals, and the maximum wage is (15,000) riyals. The subsidy is 70% for employment and 30% for training. The establishment deserves additional support according to the following cases (employment of females, employment of people with disabilities, employment in villages and small towns, employment in small and medium enterprises, and employment in critical professions).


Indicators of women empowerment in the labor market

The Kingdom has made quantum leaps in terms of empowering women and increasing their economic participation in the labor market. The reform efforts and legislation that have taken place in recent years in accordance with the Kingdom’s Vision 2030 have been reflected in the goals of women’s empowerment, as the economic participation rate for Saudi females from 15 years and over reached 33.5% by the end of 2020, while The percentage of women's participation in the labor market doubled from 17% to 31.8%, exceeding the 2030 vision target to reach 30%, and the percentage of women in middle and senior management positions reached 30% in the public and private sectors during the past year 2020. The indicators also showed an increase in the percentage Saudi women in the civil service to 41.02% by the end of 2020.

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Open Establishment File

Establishment file opening services: Opening a main Establishment file service: Through the service, a request will be submitted to open a main Establishment file, in which the main Establishment ...
Latest edit date: 07 January 2023 - 14 Jumada al-thani 1444

Jobs’ Need Recording

This service enables government agencies to register their annual job vacancy requirements to allow the Ministry of Civil Service to announce for these jobs to Saudi job seekers.​
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Latest edit date: 08 January 2023 - 15 Jumada al-thani 1444

Jobs Data and Variables Verification

​This service enables the Ministry of Finance to register all annual budget jobs at the beginning of each financial year, allowing government agencies to audit their jobs and review them electronicall...
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Training and Scholarships Portal

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Service Statement (BAYAN)

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Employee or Job Data Inquiry

​This service allows government agencies representatives to inquire about the current data of their employees or their posts using the Ministry of Civil Service database.​
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Register for Support Jobs (SAAID)

​​The system aims to assist jobseekers looking for servant and lumped wage jobs to enable them to register their personal information, health status, work information - if employed, educational degree...
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Job occupancy service by promotions

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Regulations and Procedures

Work organizing regulations aim to regulate the internal environment in establishments by adopting regulations

Procedural Guide for Student Training Decision (Cooperative Training)

The Minister of Human Resources and Social Development,Based on the powers vested in him by the regulations,And after reviewing the Labor Law issued by Royal Decree No. (M/51) dated 23/8/1426 AH (27/0...
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The Decision to Localize Project Management Professions

Procedural Guide on the Decision to Localize Project Management Professions 1. Introduction and Purpose of Guide In implementation of the Ministerial Decision No. (141749) dated (11/09/1444 AH) on Loc...

The Decision to Localize Procurement Professions

Procedural Guide on the Decision to Localize Procurement Professions 1. Introduction and Purpose of Guide As the Ministry of Human Resources and Social Development (HRSD) is keen on providing simulati...

The Decision to Localize Sales Professions

Procedural Guide on the Decision to Localize Sales Professions 1. Introduction and Purpose of Guide As the Ministry of Human Resources and Social Development (HRSD) is keen on providing simulative, pr...

Procedural Guide on the Decision to Localize Jazan Province

In implementation of the mechanisms of joint work between the Ministry of Human Resources and the Emirate of Hail (the higher and executive committees for Localization) and in implementation of the re...

For the Decision to Localize Women's Beauty and Dressmaking Outlets

Procedural Guide for the Decision to Localize Women's Beauty and Dressmaking Outlets 1. Introduction and Purpose of the Guide In the interest of the Ministry of Human Resources and Social Development ...

Regulation of Secondment

The Regulation of secondment has been issued by Civil Service Council Decision No. (1/749) dated 4/2/1422 AH, The Decision was notified by the Office of the Presidency of the Council of Ministers No. ...

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When a female worker returns to work following a maternity leave, she shall be entitled, in addition to the rest periods granted to all workers, to a rest period or periods not exceeding in aggregate one hour a day for nursing her infant. Such period (s) shall be calculated as part of the actual working hours and shall not entail any reduction in wage.

A woman may not, under any circumstances, work during the six weeks immediately following delivery. She shall be entitled to extend the leave for an additional one month as unpaid leave.

  • In all occupations and places where women are employed, the employer shall provide them with seats for resting.
  • In the women- only closed facilities, only female workers are allowed.
  • An employer who employs 50 female workers or more shall provide them with a suitable place with an adequate number of babysitters to look after the female workers’ children under the age of six years, if the number of children reaches 10 or more. The Minister may require an employer who employs 100 women or more in a single city to set up a nursery, either on his/her own or in conjunction with other employers in the same city, or alternatively, to contract with an existing nursery to care for the children of the female workers who are under six years of age during work periods. In such case, the Minister shall set forth the terms and conditions regulating such facilities as well as the charges imposed on the female workers benefiting from this service.

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Article (151) of the Saudi Labor Law expressly stipulates that the female worker is entitled to the maternity leave only in the case of delivery. The Law never provides for granting such leave to the female worker in the case of miscarriage. Therefore, such leave may not be granted for other purposes. The miscarriage may be deemed sick leave, as legally prescribed.

  • Female worker shall be entitled to fully paid maternity leave for a period of 10 weeks to be divided at the female worker’s discretion. Such period may start four weeks prior to the expected date of delivery. Expected date of delivery shall be determined, based on a medical report certified by a health authority.
  • In the event of giving birth of a sick child or a child with special needs whose health condition requires a constant companion, a female worker shall be entitled to a one-month leave with full pay starting at the end of the maternity leave and she shall be entitled to extend the leave for an additional month as unpaid leave.
  • A Muslim female worker, whose husband dies, shall be entitled to ‘iddah leave’ with full pay for a period of not less than four months and 10 days starting from date of death. If she is pregnant, such leave may be extended without pay until her delivery. She may not, following childbirth, use the remainder of the leave granted to her under this Law.
  • A non-Muslim female worker, whose husband, dies shall be entitled to a fifteen-day leave with full pay.

    In all cases, a female worker, whose husband dies, may not work for others during such leave period.

  1. An employer shall provide medical care for female workers during pregnancy and delivery. Article (153)
  2. An employer may not terminate the employment of a female worker or give her a warning of the same during her pregnancy or while she is on maternity leave. This shall include the period she is ill as a result of either of them, provided that her illness is documented pursuant to an official medical report, and that her absence does not exceed 180 days a year whether separately or consecutively. Article (155)

HRSD conducts inspection campaigns for ensuring that the owners of the stores implement the decision and adhere to its controls.