Promote each person’s right to equal opportunities in work and encourage practices that eliminate discrimination and exclusion. This can be achieved by adopting laws and regulations that safeguard the rights of persons with disabilities against discrimination and by supporting work environments that have occupational health and safety standards in place and that are disability confident.
Who is a person with disability in the workplace?
The Executive Regulations to the Labor Law via Royal Decree No. 1982 specifies the definition of disability and employment and recommendations for minimal accommodations and services. The regulation defines a person with a disability as a person who has one or more of the following permanent disabilities: a visual impairment, hearing impairment, cognitive impairment, physical impairment, mobility impairment, learning disability, communication disorder, behavioral disorder, affective disorders, autism or any other disability that is substantiated by a medical diagnosis and report by entity that is authorized by the Ministry of Labor and Social Development. The report should state that the person with disability requires minimal accommodations and/or services to enable him/her to perform his/her tasks and maintain the job.
For the official legal document, kindly refer the Executive Regulations to the Labor Law and its appendices (the official copy is only available in Arabic).
Rights of Persons with Disabilities in the Saudi Labor Law
The Saudi Arabian Labor Law, the Executive Regulations and the Ministerial Decrees are set forth a wide number of rights and arrangements. This includes persons with disabilities’ rights to be employed and provided with appropriate workplace environments that are free of physical and behavioral barriers.
For more information, kindly refer to the following resources and references (the official copies are only available in Arabic):
Article 28 and 29 of Labor Law
Article 10 of the Executive Regulations to the Labor Law and its appendices.
The arrangements and accommodations at workplaces for employees with disabilities.
Tele- Work Regulations.
The Ministerial Decree Regarding the Employment of Persons with Disabilities in the Private Sector.
United Nations Convention on the Rights of Persons with Disabilities (UNCRPD)
In 2008, the Kingdom of Saudi Arabia joined the countries that signed and ratified the UNCRPD. Article 27 of the UNCRPD states: State Parties the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labor market and work environment that is open, inclusive and accessible to persons with disabilities. States Parties shall safeguard and promote the realization of the right to work, including for those who acquire a disability during the course of employment, by taking appropriate steps, including through legislation, to, inter alia:
1. Prohibit discrimination on the basis of disability with regard to all matters concerning all forms of employment, including conditions of recruitment, hiring and employment, continuance of employment, career advancement and safe and healthy working conditions;
2. Protect the rights of persons with disabilities, on an equal basis with others, to just and favorable conditions of work, including equal opportunities and equal remuneration for work of equal value, safe and healthy working conditions, including protection from harassment, and the redress of grievances;
3. Ensure that persons with disabilities are able to exercise their labor and trade union rights on an equal basis with others;
4. Enable persons with disabilities to have effective access to general technical and vocational guidance programmes, placement services and vocational and continuing training;
5. Promote employment opportunities and career advancement for persons with disabilities in the labor market, as well as assistance in finding, obtaining, maintaining and returning to employment;
6. Promote opportunities for self-employment, entrepreneurship, the development of cooperatives and starting one’s own business;
7. Employ persons with disabilities in the public sector;
8. Promote the employment of persons with disabilities in the private sector through appropriate policies and measures, which may include affirmative action programmes, incentives and other measures;
9. Ensure that reasonable accommodation is provided to persons with disabilities in the workplace;
10. Promote the acquisition by persons with disabilities of work experience in the open labor market;
11. Promote vocational and professional rehabilitation, job retention and return-to-work programmes for persons with disabilities.
To download the convention stipulations, click here.
People with Disabilities" term is approved"
The Custodian of the Two Holy Mosques has approved the term "People With Disabilities" based on The Minister of Labor and Social Development recommendation. In this pleasant occasion, Tawafuq is delighted to share with you the Royal Approval. To download the Supreme/ high approval click here. (the official copies are available only in Arabic).
The Nitaqat program motivates businesses to engage in job nationalization. There are a number of standards that promote the employment opportunities for persons with disabilities who are able to work.
Bylaw of Protection System Against Abuse
The Ministry of Labor and Social Development has issued Executive Regulation that provides protection against abuse within society.
To download the Executive Regulation, click here.
It is a cooperative and collaborative portal by the Ministry of Labor and Social Development. It allows individuals to participate in forming decisions by writing their suggestion to enhance decisions making in the Ministry. This includes persons with disabilities in workforce.
To access the portal, click here.
Person first Language Guidelines
The Human Resources Development Fund has developed guidelines related to general etiquettes and Person First Language. The guidelines indicate good practice when communicating with and/or about persons with disabilities.
To download the Etiquettes and Use of Person First Language – Communicating with and About Persons with Disabilities manual, click
To view the video for person first language guidelines, click here .
Guidebooks on Supporting the Employment of the Persons with Disabilities
Based on Tawafuq role in spreading awareness and supporting the raising of awareness in private sector about the rights of persons with disabilities, the program has launched a series of guidebooks. These include (the official copies are available only in Arabic):
1- The guidebook on job carving and job matching for persons with disabilities.
2- The organizational guidebook on raising awareness on how to interact with persons with disabilities and creating disability confident environments.
3- The guidebook for minimal accommodations for job seekers and employees with disabilities in the government sector.
4- The guidebook on the Labor Law, its Executive Regulations that detail out the rights of persons with disabilities in employment.
TAWAFUQ Endorsed Accessibility Icon
This new access icon is used when refereeing to persons with disabilities or the services that include persons with disabilities in all the “HRDF” programs.
To download the icon guide, click here.
Inclusion is a sense of belonging within community. Inclusive practices enable persons with disabilities to actively participate in the community through the provision of appropriate accommodations and supports and work opportunities. This allows persons with disabilities to move from a state of dependency to becoming active contributors within society.
Universal Accessibility for the Kingdom in Saudi Arabia
King Salman Center for Disability research developed a flagship program on universal accessibility. The program resulted in the development and publication of four universal accessibility guides. These are:
1.Universal Accessibility Guidelines for the Built Environment
2.Universal Accessibility Guidelines for Tourism
3.Universal Accessibility Guidelines for Transportation
4.Universal Accessibility Guidelines for Marine Transportation
To access the Royal Decree of the inclusive access implementation, click here
Web Content Accessibility
There are many internationally and locally approved standards to facilitate access to the web content and making this content generally accessible by the web browsers, particularly, persons with disabilities. The standards for instance include but not limited to:
Sign language chatting service for person with hearing disability
This service was launched by HRDF to insure the inclusion of all its customers, including persons who are deaf. Access to this service could be via “Call us” menu on the homepage of HRDF website. .
For more information, click here.
Tawafuq strives to support and insure inclusive workplace environments and provide accessibility to all customers. HRDF provides braille versions for its written material upon request. This includes HRDF guidebooks, publications, business cards… etc.
Our Partners who provide brailling services are:
|Name||Contact Number||Electronic Link||City|
|Alkhat Almasy Company (Furnishing Hotels for the Persons with Disabilities)||0554450129/0554450128||Riyadh|
Focus on the skills and abilities of persons with disabilities. In addition, support talent development and personal development of persons with disabilities. Focusing on abilities enable greater participation in work and society.
Doroob is a major national initiative that specializes in catering to the needs of jobseekers or anyone eager to develop his/her professional skills towards more advanced levels. It is an integrated program sponsored by the Human Resources Development Fund HRDF. This program starts with the introduction of e-Learning and online training, where you can get trained anytime and from anywhere. Then, it offers accredited certificates that are officially recognized by top employers in the Kingdom. These certificates also give their holders priority when applying for a job. The Program is open to the participation of persons with disabilities and includes specialized content to develop skills for working with persons with disabilities as it pertains to employment.
To log in the portal of the program, click here.
Employment Skills Guidebook
This guidebook contains a series of training materials, which are provided by the employment services providers. The training materials contribute to skills development, abilities and interests and planning in order to get a suitable job.
To download the guidebook, click here.
Promote equal opportunity for persons with disabilities by providing support services and accommodations to achieve accessible work environments. Disability confident work environments ensures independence and inclusion of persons with disabilities in the work place.
The Royal Decree of Facilitating the Inclusive Environment and Accessibility
The Royal Decree endorses the series of the guidebooks related to accessibility. It directs concerned parties to issue the executive decisions required to follow the guides and names the King Salman Center for Disability Research as the technical and training custodian of the guides and standards for the Kingdom of Saudi Arabia.
To download the Royal Order text (the official copies are available only in Arabic), click here
Universal Accessibility Built Environment Guidelines for the Kingdom of Saudi Arabia
It is one of the guidebooks provided by the (Accessibility Guidebook Program) at King Salman Centre for Disability Research within the context of adopting and implementing the concept in K.S.A. This program provides the (The Guidebook of Universal Accessibility Built Environment Guidelines), which contributes to the implementation of the principles and the stipulations of the inclusive access in the physical environment on the new and existing building projects in order to accommodate all community’s categories including the Persons with Disabilities.
To download the guidebook, click here.
Web Content Accessibility
There are many internationally and locally approved standards to facilitate access to the web content and making this content accessible by the web browsers in general and the persons with disabilities in particular and these standards for instance include but not limited to:
A referential List with the Names of the Companies working on Accessibility Audits and Modifications This is a list with the addresses of entities who are able to assist in the modification of workplace accessibility to make them more inclusive and accessible to the persons with disabilities:
|Siddiq Farisi Holding Compy||http://dsf.com.sa||AL-Mainah AL-Munawarah|
|Bin Zomah Company||http://binzomah.com||Jeddah|
Certification «Mowa’amah »
The Mowaamah Certification system is owned by the Ministry of Labor and Social Development, and is an opt-in, voluntary system for entities that want to develop their work environments to become more inclusive and supportive of Persons with Disabilities (PwDs).
HRDF earns ‘Mowaamah’ Gold in recognition of its efforts to achieve disability-friendly workplace
In partnership with the General Directorate of the Employment of Persons with Disabilities and the General Directorate of General Services, the Human Resources Development Fund (HRDF) has been awarded Gold Certificate ‘Mowaamah’; which is considered the highest rank in the category.
Meanwhile, Mowaamah has four categories of certificate (Copper, Bronze, Silver and Gold). Earning the top category requires companies to meet eight specific criteria, such as organizational leadership, policies, hiring of disabled persons and providing disabled-friendly facilities.
In addition, companies must go through several phases to receive such a certificate, which is ended with an advisor’s visit to the premises aiming to carry out inspection and ensure conformity of documents.
It is noteworthy that the move comes within HRDF’s keenness to raise service quality and facilitate an accessible and inclusive environment for PwDs by inviting external entities to carry out assessment in this regard.
To preview the certification, Click here (the official copies are only available in Arabic)
Minimal Accommodations in the Workplace
What are Minimal Accommodations at the workplace?
Minimal Accommodations is defined as any change made in the workplace, or in the way of carrying out work that allows a person to adapt to his work environment and ensures fair job opportunities.
What are the advantages of Minimal Accommodations at the workplaces?
Removing barriers, improving the adaptability and performance for the tasks in the required manner. Providing fair opportunities to employees to contribute to their career and supporting them in scaling up their capabilities at the workplaces.
How to determine Minimal Accommodations for the workplace?
- Determining the person’s needs.
- Discussing the workplace related to those needs.
- Discussing the tasks that the person with disability is required to carry them out.
- Finding out the methods that assist the person with disability to overcome the challenges or the impediments and this could mean changing the way of performing the work and/or changing the work environment and /or using assisting technology.
For more information, kindly refer to the following references:
1.Job Accommodations for Persons with a Spinal Cord Injury
2.Job Accommodations for Persons with Down Syndrome
3.Job Accommodations for Deaf Persons and Persons with Hearing Impairments
4.Job Accommodations for Persons who are Blind and Persons with a Visual Impairment
5.Job Accommodations for Persons with an Anxiety Disorder
6.Job Accommodations for Persons with Autism Spectrum Disorder
7.Job Accommodations for Persons with Depression
8.Job Accommodations for Persons with Schizophrenia
9.Job Accommodations for Persons with Obsessive Compulsive Disorder
10.Job Accommodations for Persons with Speech and Language Disorder
11.Job Accommodations for Persons with Acquired Brain Injury
12.Job Accommodations for Persons with HIV
13.Job Accommodations for Persons with Asthma
14.Job Accommodations for Persons with Chronic Kidney Disease
15.Job Accommodations for Persons with Epilepsy
16.Job Accommodations for Persons with Diabetes
17.Job Accommodations for Persons with Multiple Sclerosis
18.Job Accommodations for Persons with Back Problems
19.Job Accommodations for Persons with Hepatitis
20.Job Accommodations for Persons with Dyslexia
21.Job Accommodations for Persons with Agoraphobia
22.Job Accommodations for Persons with Cancer
23.Job Accommodations for Persons with Repetitive Strain Injury (RSI)
24.Job Accommodations for Persons with Short Stature
Accessible and inclusive event checklist
This Event- Planning Checklist was developed to assist HRDF staff and partners when they are organizing lectures, panel discussions, symposia, workshops, case study presentation, meetings, conferences, etc. Will be accessible and inclusive for person with disability.
To download the Form, click here.
Sign language Dictionary for the Work Environment
A dictionary that was developed by Tawafuq to improve the functional communication with the deaf persons in the work environment.
To browse the dictionary, click here.
HRDF is committed to implementing the values of rights, inclusion, a focus on abilities and developing disability confident environments in all its services and employment channels to insure that persons with disabilities have the opportunity for productive and sustainable employment.
TAWAFUQ Job Seeker’s Journey
It is one of the available services at the HRDF branches and job placement centers. It provides best practice via policies and procedures that provide the best chances for suitable, productive and sustainable employment.
Case Studies Guidebook for Supporting Persons with Disabilities
This guidebook enables employers or employment advisors to get specialized consultations from Tawafuq program to support the employment of the persons with disabilities who are able to work in addition to facilitating the communication process between the business establishment and the employee.
Kindly download the guidebook by clicking here.
The National Labor Gateway «TAQAT »
TAQAT the national labor gateway is a major national initiative to build the largest virtual labor market platform in KSA across both, private and public sectors. TAQAT's mission is to offer and facilitate employment and training services, efficiently and effectively, to further sustain and develop the labor force.
HRDF & TAQAT Branches
All job seekers with disabilities benefit from the employment and training services provided by HRDF branches, and Job Placement Centers “TAQAT” found in various regions of the Kingdom of Saudi Arabia by visiting this link .
Recruitment Offices provide basic recruitment services such as assisting in writing a resume, and matching between the job seeker and job opportunities.
For more information, click here.
This is a virtual job fair to offer both job seekers and employers the opportunity to connect virtually to explore best match options.
To access the exhibition gateway (available only in Arabic), click here.
It is one of the national initiatives launched by the Ministry of Labor and Social Development aiming at bridging the gap between employers and job seekers who live in rural areas or are skilled but unable to work outside their immediate living environments.
To access the program gateway, click here.