When someone enters into a work contract, especially in another country, vacation time is usually spelled out clearly in the agreement. In other words, the vacation is a part of the contract and if the employee intends to return to work, then the period of time he/she spends on vacation, no matter where the person is during that vacation, the vacation time should still be considered a part of the work contract. The decision by the Makkah Health Affairs not to pay living allowances for its workers while they are on vacation is bad policy as it ignores that nature of expat employment. When a foreigner accepts work in the Kingdom, it is a very different situation than if a Saudi were to accept the same work. The foreigner picks up stakes, moves everything to a foreign country and his entire living situation depends on the job accepted. Without the job, there is no apartment and, indeed, there is no residence in the Kingdom. That apartment must be maintained whether the person is going to work everyday or if the person misses a day due to illness or any other reason. If the person leaves the apartment for a month of allowed holidays, he/she is not expected to relinquish legal residence there but to pay the rent for the month of absence and return to the domicile once the holidays are over. As long as the employee has stated his/her intention to return to work after the allotted holidays – for which he/she will be paid – then it only makes sense that the vacationer will receive a full salary package during the time of absence. As long as the absence is a part of the employment contract, then it should be considered part of the employee's commitment to the labor arrangement and the employer should make an equal commitment. The expat worker has plenty of special circumstances by which he/she must abide. The employer should see its own responsibilities accordingly. __
