Saudi Arabia has started enforcing penalties against non-governmental organisations that violate the rights of persons with disabilities, with fines of up to SR500,000 for serious breaches.
The Saudi Authority for the Care of People with Disabilities (APD) has begun using its inspection, monitoring and enforcement powers under Article 25 of the Law of the Rights of Persons with Disabilities.
The move places greater responsibility on private-sector companies and non-profit organisations to ensure their policies and services comply with disability rights rules.
Saudi Arabia sets fines of up to SR500,000
The APD has formed a specialised committee to review violations by non-governmental establishments. The committee will also impose penalties set out under the law.
In serious cases, fines can reach SR500,000. Moreover, the penalty may double if an organisation repeats the violation.
The authority said its enforcement work follows the Law of the Rights of Persons with Disabilities. It also follows inspection and enforcement rules approved by the APD Board of Directors.
“The authority has started directly exercising its inspection, monitoring and enforcement powers under Article 25 of the Law of the Rights of Persons with Disabilities,” the APD said.
Private-sector employers face greater compliance duties
The new enforcement measures have direct implications for employers and HR teams.
Companies must ensure that workplace policies do not directly or indirectly discriminate against people with disabilities. They must also protect the rights of employees and job seekers with disabilities.
In addition, employers and other organisations cannot deny services or rights guaranteed under Saudi Arabia’s disability rights law.
Article 25 prohibits non-governmental entities from failing to follow the basic principles set out in Article Two of the law. It also prohibits organisations from denying legally protected rights or adopting discriminatory policies.
Disability discrimination among violations
The APD has identified several practices that can fall under its enforcement powers.
These include:
- Direct or indirect discrimination based on disability
- Discriminatory treatment of persons with disabilities
- Preventing people with disabilities from carrying out legal transactions without a valid legal reason
- Restricting a person’s ability to manage their own affairs where no legal impediment exists
- Denying access to education and training
- Denying healthcare or insurance services
- Denying access to financial services
- Restricting mobility and access
Therefore, organisations may need to review both their workplace policies and customer-facing services.
What the rules mean for employers
For businesses, the enforcement action makes disability inclusion a stronger compliance issue.
HR teams should review recruitment, workplace access, employee services and internal policies. Companies should also assess whether their practices could create direct or indirect barriers for people with disabilities.
Similarly, non-profit organisations and service providers should check whether their programmes provide equal access.
The APD’s wider enforcement role is aimed at improving compliance and ensuring that persons with disabilities can access services and opportunities on an equal basis.
Saudi Arabia strengthens disability inclusion
The latest move adds a stronger enforcement layer to Saudi Arabia’s disability rights framework.
While the law sets out protections for persons with disabilities, the APD’s direct inspection and penalty powers increase the consequences for organisations that fail to comply.
For employers, the development highlights the growing importance of inclusive workplace policies, equal access and non-discrimination as part of HR and organisational compliance.
