8.2.4 Does your university as a body have a policy commitment to no forced labor, no modern slavery and no human trafficking, and no child labor?
Al Maarefa University, like other institutions in Saudi Arabia, adheres to the country’s legal framework concerning forced labor, modern slavery, human trafficking, and child labor. These practices are unequivocally prohibited by Saudi law, and the university aligns its internal policies with these national regulations. In Saudi Arabia, forced labor and human trafficking are prohibited under several laws, including the Labor Law and the Anti-Trafficking Law.
The Saudi Labor Law (Royal Decree No. M/51 of 2005) specifically prohibits forced labor, ensuring that employment is voluntary and based on mutual consent between employer and employee. Workers are guaranteed the right to work in safe conditions without the threat of coercion or exploitation. Additionally, the Anti-Trafficking Law (Royal Decree No. 43, 2009) provides stringent penalties for human trafficking offenses, including those that involve labor exploitation or modern slavery. This law criminalizes any act related to human trafficking, including recruitment, transport, and harboring individuals for the purpose of exploitation.
Furthermore, child labor is strictly regulated in Saudi Arabia. The Labor Law states that individuals under the age of 15 are not allowed to work in any capacity. For workers between the ages of 15 and 18, the law imposes restrictions to ensure their safety and prevent exploitation. These regulations are designed to protect young people from entering the workforce under unsafe conditions.
At Al Maarefa University, these legal standards are embedded into the institution’s commitment to ethical practices. The university adheres to a strict code of conduct that forbids any form of exploitation, including forced labor, human trafficking, or the employment of minors. This ensures that the university’s workforce is treated with dignity and respect, in line with both local and international standards.
In addition to complying with these laws, Al Maarefa University is committed to fostering a work environment that prioritizes human rights and dignity. This approach aligns with the broader global movement against exploitation and supports the university’s responsibility to provide a safe, fair, and ethical workplace for all its employees.
Chapter X: Employment of Juveniles and Women
1. Common Rules
Article 160:
Adolescents, juveniles and women may not be employed in hazardous operations or harmful industries, such as power-operated machinery, mines, quarries and the like. The Minister of Labor shall, by decision, designate the occupations and operations tat are regarded as harmful to health, or are apt to expose women, juveniles and adolescents to given hazards requiring tat their employment in such occupations or operations be prohibited or restricted by special conditions, in no case may men and women commingle in the place of work or in the accessory facilities or other appurtenances thereto.
Article 161:
Adolescents, juveniles and women may not be employed during the night time which covers an interval of at least eleven hours between sunset and sunrise, except in the cases to be determined by decision of the Minister of Labor in respect of non-industrial occupations and in cases of force majeure.
Article 162:
Juveniles and adolescents may not be employed for a period exceeding six hours a day, and the exceptions provided for in Articles 150 and 152 of this Law shall not apply to them.
2. Employment of Juveniles
Article 163:
· A juvenile who has not completed thirteen years of age shall not be employed, nor shall he be allowed to enter places of work. The Minister of Labor may, by decision, raise this age limit in certain industries or areas. Before employing a juvenile, the employer shall secure from him the following documents and shall keep them in the juvenile’s personal file:
· An official birth certificate or an age estimation certificate issued by a competent physician and approved by the Ministry of Health.
· A certificate of physical fitness for the required work issued by a competent physician and duly approved by the Minister of Health.
· The consent of the juvenile’s guardian.
· The employer shall, within the first week following the employment of every juvenile, notify the appropriate Labor Office of such employment and shall keep at the place of work a special register for juvenile workmen in which he shall indicate the name of the juvenile, his age, the full name of his guardian, his place of residence and the date of his employment, in addition to the general register provided for in article 10 of this Law.
Child Labor:
- Article 161:
- It is prohibited to employ minors in hazardous work, harmful industries, or professions that could endanger their health, safety, or morals. The Minister shall define which professions are considered hazardous or harmful.
- Article 162:
- No person under the age of 15 may be employed or allowed to enter workplaces. The Minister can raise this age in certain industries or areas, or for specific categories of minors.
- An exception is made for those between the ages of 13 and 15, who may work in light duties, provided:
- The work does not negatively affect their health or development.
- It does not interfere with their school attendance or training programs.
- Article 163:
- Minors are prohibited from working for more than 12 consecutive hours at night, except under conditions defined by the Minister.
- Article 164:
- The daily work for minors should not exceed six hours per day during the year, except for Ramadan when work hours are limited to four hours.
- Work should not exceed four consecutive hours without a rest or meal break of at least half an hour, and total working time should not exceed seven hours a day.
- Minors should not work on weekly rest days, public holidays, or annual leave days.
- Article 165:
- Before hiring a minor, the employer must collect:
- National ID or birth certificate.
- A health fitness certificate from a licensed doctor, certified by a health authority.
- Parental consent.
- Before hiring a minor, the employer must collect:
These laws are designed to protect the rights of minors, ensuring that their work conditions do not interfere with their health, education, or overall well-being. The restrictions on working hours, the types of work they can perform, and the documentation required to hire them are all geared toward safeguarding young workers in Saudi Arabia.
By adhering to these regulations, both Al Maarefa University and other institutions in Saudi Arabia can ensure compliance with national labor standards, while protecting the interests and rights of young individuals in the workforce.
The Saudi Labor Law, issued by Royal Decree No. (M/51) and amended by several royal decrees, including Decree No. (M/24) and (M/47), provides specific regulations regarding the employment of minors (referred to as “events”).
Translation of Articles:
- Article 166:
- The employer is required to notify the relevant labor office within the first week of employing a minor. Additionally, the employer must maintain a special register at the workplace for minors, which includes the name, age, and the full details of the minor’s guardian, along with the date of employment.
- Article 167:
- The provisions under this section do not apply to work performed by children or minors in schools for general, vocational, or technical education, nor to work in training institutions. Moreover, children who have reached the age of 14 may be employed in specific cases, subject to conditions set by the Minister. Such work must be part of:
- An educational or training course primarily overseen by a school or training institution.
- A training program largely carried out at the workplace, approved by the relevant authority.
- An advisory or guidance program aimed at helping the minor choose a profession or type of training.
- The provisions under this section do not apply to work performed by children or minors in schools for general, vocational, or technical education, nor to work in training institutions. Moreover, children who have reached the age of 14 may be employed in specific cases, subject to conditions set by the Minister. Such work must be part of:
These laws ensure the protection of minors in the workforce, setting clear guidelines for their employment and work conditions, while also making exceptions for educational and training activities that are considered beneficial to their growth and development.
In line with these regulations, Al Maarefa University, as an institution, adheres to Saudi labor laws and enforces strict guidelines regarding the employment of minors. The university ensures that all workers, including minors, are employed in conditions that align with the country’s labor laws, promoting a safe, fair, and legal working environment.
Staff Self-Services System of the Human Resources Department
The legal age to work is determined through the recruitment policy that is published in the staff self-services system of the Human Resources Department and published to all UM staff, that considered as a basic condition for completing the recruitment procedures, as well as the Ministry of Human Resources as a control agency that limits these procedures.
Work in Mines and Quarries:
· The job behavior policy published on the human resources management system and generalized to all UM staff is clarifying the employee rights.
· Treating them with justice, equality, taking care of their condition and refraining from any behavior that violates their religion or dignity.
· They have the right to complain about what he deems to be an injustice committed against him by following the administrative hierarchy at the university.
- All employees have the right to terminate or continue with their contract, according to a UM policy.
