{"id":2261,"date":"2013-10-11T09:55:31","date_gmt":"2013-10-11T07:55:31","guid":{"rendered":"http:\/\/www.rhexpat.com\/blog\/?p=2261"},"modified":"2015-05-26T11:16:29","modified_gmt":"2015-05-26T09:16:29","slug":"arabie-saoudite-un-renforcement-des-regles-applicables-aux-expatries","status":"publish","type":"post","link":"https:\/\/www.rhexpat.com\/blog\/arabie-saoudite-un-renforcement-des-regles-applicables-aux-expatries\/","title":{"rendered":"Arabie Saoudite : un renforcement des r\u00e8gles applicables aux expatri\u00e9s"},"content":{"rendered":"

Il semblerait que l’Arabie Saoudite commence \u00e0 appliquer une politique plus “protectionniste” en mati\u00e8re de droit du travail, puisque depuis le d\u00e9but de l’ann\u00e9e, des r\u00e8gles plus strictes sont entr\u00e9es en vigueur. Ces r\u00e8gles permettent par ailleurs de mieux contr\u00f4ler l’immigration et le travail ill\u00e9gal.<\/p>\n

Le syst\u00e8me “Nitaquat”, entr\u00e9 en vigueur en mars 2013, en est l’illustration. Ce syst\u00e8me oblige en effet les entreprises faisant appel \u00e0 des salari\u00e9s \u00e9trangers, \u00e0 embaucher un minimum de travailleurs Saoudiens. Le quota varie de 5 \u00e0 30%.<\/p>\n

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Ce nouveau syst\u00e8me divise le march\u00e9 du travail en 41 activit\u00e9s et chaque activit\u00e9 en 5 tailles, soit au total 205 cat\u00e9gories. Par ailleurs, il est mis en place une classification (bleu, vert, jaune, rouge) selon le respect ou non de ces ratios. Ainsi, selon son rang, une entreprise pourra se voir opposer des restrictions quant \u00e0 l’embauche de nouveaux salari\u00e9s \u00e9trangers ou lors du renouvellement des permis de travail de ses salari\u00e9s actuels.<\/p>\n

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Par ailleurs, un amendement \u00e0 l’article 39 du code du travail Saoudien est venu renforcer les contr\u00f4les de l’inspection du travail afin\u00a0 notamment de faire respecter la r\u00e8gle selon laquelle un ressortissant \u00e9tranger ne peut travailler que pour sponsor :<\/p>\n

    \n
  1. It is not permitted \u2013 without following the regulatory rules and procedures \u2013 that the employer let his employee work for others. The employee is not permitted to work for another employer, and the employer is not permitted to appoint the employee of someone else. The Ministry of Labour shall inspect the facilities, and investigate the violation that are tuned by its inspectors, and then forward them to the Ministry of Interior to apply penalties thereon.<\/i><\/li>\n
  2. The employer is not permitted to let his employee work for his own account and the employee is not permitted to work for his own account. The Ministry of Interior shall arrest, deport and enforce the penalties on the violators from those who are working for their own account, from the streets. The Ministry shall arrest those who are absent from work (fleeing), their employers and those who are covering them, transferring them and each one has a rule in the violation and apply the penalties thereon.<\/i><\/li>\n<\/ol>\n

    Les sanctions en cas de violations des r\u00e8gles ci-dessus \u00e9nonc\u00e9es ont \u00e9t\u00e9 renforc\u00e9es.<\/p>\n\"Facebook\"<\/a>\"twitter\"<\/a>\"linkedin\"<\/a>\"Facebook\"<\/a>\"twitter\"<\/a>\"linkedin\"<\/a>","protected":false},"excerpt":{"rendered":"

    Il semblerait que l’Arabie Saoudite commence \u00e0 appliquer une politique plus “protectionniste” en mati\u00e8re de droit du travail, puisque depuis le d\u00e9but de l’ann\u00e9e, des r\u00e8gles plus strictes sont entr\u00e9es en vigueur. Ces r\u00e8gles permettent par ailleurs de mieux contr\u00f4ler l’immigration et le travail ill\u00e9gal. Le syst\u00e8me “Nitaquat”, entr\u00e9 en vigueur en mars 2013, en … Read more<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"generate_page_header":"","footnotes":""},"categories":[208],"tags":[135],"class_list":["post-2261","post","type-post","status-publish","format-standard","hentry","category-droit-du-travail","tag-ami"],"_links":{"self":[{"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/posts\/2261","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/comments?post=2261"}],"version-history":[{"count":4,"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/posts\/2261\/revisions"}],"predecessor-version":[{"id":2265,"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/posts\/2261\/revisions\/2265"}],"wp:attachment":[{"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/media?parent=2261"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/categories?post=2261"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.rhexpat.com\/blog\/wp-json\/wp\/v2\/tags?post=2261"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}