Attendance signing alone not enough if employee isn’t working, rules Saudi court

Saudi Arabia’s Administrative Court has upheld a government entity’s decision to dismiss an employee for absenteeism, ruling that merely signing attendance records without performing assigned duties does not constitute being present at work.

The ruling, published by the Board of Grievances, came after an employee challenged his termination and sought compensation, arguing that his dismissal for alleged absence was unjustified.

According to court details, the employee had signed attendance logs regularly but reportedly left the workplace immediately afterward, failing to perform any job duties for a continuous period of one month. 

While the plaintiff acknowledged the conduct, he contended that it should not legally amount to absenteeism.

The court rejected this argument, emphasizing that workplace presence is determined by actual job performance and physical engagement in assigned duties, not by administrative sign-in records alone.

It ruled that leaving work after signing in is effectively equivalent to absence, thereby validating the termination decision as lawful and in compliance with applicable regulations.

The judgment also reiterated established labour provisions, noting that an employee may be dismissed if absent without valid justification for 15 consecutive days or 30 non-consecutive days.

Finding no procedural or substantive fault with the employer’s actions, the court concluded that the dismissal was legally justified and consistent with employment rules governing public sector conduct.