Judicial principles and studies
Limits on Combining End-of-Service Compensation and Collective Labour Agreement Benefits
The same right cannot be claimed twice; when a collective labour agreement provides a better compensation it applies, and conflicting claims have no effect. Collective agreement provisions are binding and labour-court orders have limited temporal effect.
Updated: 10 September 2026
Prepared and reviewed by: Ashraf Al-Khawaja
Subject
Key rules on combining statutory end-of-service compensation (Articles 23 and 25) with compensation under a collective labour agreement, the binding nature of the collective agreement, and the temporal limits of a labour-court decision.
Summary
- The same right cannot legally be claimed more than once; therefore, combining the compensation under Articles 23 and 25 with that provided by a collective labour agreement is not permissible. - If the collective labour agreement grants a better compensation to the worker, that compensation is applied instead of the statutory ones. - Claiming both compensations constitutes a contradiction and is without effect under Article 85 of the Civil Code; in such a case the claimant is not entitled to unfair-dismissal compensation or pay in lieu of notice. - A collective labour agreement is a binding contract for its parties and its provisions, including compensation clauses, must be applied. - The effect of a labour-court decision is limited to protecting the rights and obligations it determines within a specified time frame. This is a general educational summary and is not a judicial text or legal advice.
Practical significance
This is a general educational summary based on the points published in the official source. It does not replace the original material or a review by Ashraf Al-Khawaja before relying on it for any action.
Sources and references
Verify the official text and latest amendments before relying on this material professionally.