The Dismissal Letter For Poor Performance is a critical document used when terminating employment relationships in Saudi Arabia due to unsatisfactory work performance. It must comply with Saudi Labor Law (Royal Decree No. M/51) and related ministerial decisions, requiring careful documentation of performance issues, previous warnings, and improvement opportunities provided to the employee. The letter should be used only after following proper performance management procedures, including formal warnings and performance improvement plans. It must include specific details about the termination decision, notice period, final settlements, and end-of-service benefits as required by Saudi labor regulations. This document serves both as a formal notification to the employee and as legal documentation of the termination process, protecting both employer and employee rights under Saudi law.
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1. Letter Header: Company letterhead, date, reference number, and employee details including name, employee ID, and position
2. Subject Line: Clear indication that this is a termination notice for poor performance
3. Performance Issues: Specific documentation of performance deficiencies and how they fail to meet job requirements
4. Previous Warnings: Reference to previous formal warnings, performance improvement plans, and opportunities given to improve
5. Termination Decision: Clear statement of the decision to terminate employment and the effective date
6. Notice Period: Specification of the notice period as per Saudi Labor Law Article 77
7. Final Entitlements: Information about final settlement, including salary, end-of-service benefits, and other dues
8. Company Property: Instructions regarding the return of company property and final clearance procedures
9. Signature Block: Space for authorized signatory's name, title, and signature
1. Exit Interview: Include if company policy requires an exit interview process
2. Non-Competition Reminder: Include if the employee is bound by non-competition agreements
3. Handover Requirements: Include if the employee needs to transfer specific responsibilities or projects
4. Appeal Process: Include if company policy allows for internal appeals of termination decisions
5. Confidentiality Obligations: Include if there are specific post-employment confidentiality requirements
1. Performance Review Summary: Summary of relevant performance reviews and evaluations
2. Warning Letters Log: Chronological list of formal warnings issued
3. Final Settlement Calculation: Detailed breakdown of final payment including salary, benefits, and deductions
4. Company Property Checklist: List of company assets to be returned before final clearance
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