Judicial principles and studies
Change to Leave System and Its Relation to Arbitrary Dismissal
A brief summary examining whether an employer’s change to the leave system justifies treating an employee’s departure as arbitrary dismissal, and the effect of a final ruling in barring relitigation.
Updated: 10 September 2026
Prepared and reviewed by: Ashraf Al-Khawaja
Subject
The study addresses two main points: an employer’s modification of the employees’ leave system and whether an employee’s departure for that reason amounts to arbitrary dismissal, and the prohibition on relitigating a matter already finally decided by the General Assembly of the Court of Cassation.
Summary
A change to the leave system is an organizational decision within the employer’s discretionary authority and is not among the situations listed in Article 29 of the Labor Law. Such a change does not alter or diminish an employee’s rights; therefore, resignation prompted solely by that change does not constitute arbitrary dismissal entitling the employee to compensation. Further, a party may not re-argue a matter that has been resolved by a final judgment of the General Assembly of the Court of Cassation.
Practical significance
Practically, employers can adjust leave arrangements within their managerial discretion provided they do not infringe established employee rights; claims for compensation based solely on departure due to such adjustments are limited. A final ruling by the General Assembly prevents reopening the same issue. This content is a general educational summary and not a judicial text or legal advice.
Sources and references
Verify the official text and latest amendments before relying on this material professionally.