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Changes in compliance are continuous and occurring around the globe. At Replicon, our goal is to make sure you’re never a step behind. Over the past twelve months, the Kingdom of Saudi Arabia has made unprecedented moves to open its economy to foreign investment and to adopt new social norms. In July of 2018, women were lawfully permitted to drive across the country. In this context, the introduction of a new anti-harassment law is designed to ensure individual autonomy and security. Read on as we cover some of the notable changes in detail.
Saudi Arabia: Anti-harassment Law
Saudi Arabia Cabinet Decision No. 488/1439 defines ‘harassment’ as verbal, physical, or sexual intimation by one individual against another in any form and in any manner (including internet).
The purpose of the new law is to streamline the principles of Sharia Law which protect individuals honor and respect in a highly confidential way.
The new law was published in the Legal Gazette on 24 Ramadan 1439 H, equivalent to June 8, 2018. Decision 488 dated 14/9/1439H, comes into force on the day of its publication in the Official Gazette.
Coverage
The new Law covers everyone – male, female, minors, and people with special abilities. It’s a duty of an individual who has suffered or witnessed harassment to report the act of violation.
Penalties
In addition to any other potential penalty or punishment under general Islamic Sharia principles (which could include public lashing) or any other harsher punishment under other laws, penalties for breach of the law are:
Any person:
Complaints
Any individuals suffering or witnessing alleged harassment are under a duty to report the allegations. Public authorities are also able to raise complaints in the public interest. All organizations within an employment context, whether government or non-governmental, are under an obligation to take steps to prevent harassment occurring.
Special Obligations on Employers under the Law
In an employment context, employers are under an express obligation to:
Enactment
Employers, Government, and Non-Government authorities will now need to take steps to comply with the new law. Within an employment context, as well as taking the steps specified by the new law, employers should now also do the following:
Authored by Sajid Mir
Edited by Jon Burns