SDG 8.2.4: Employment policy modern slavery

Policy 8.2.4

Contents

1. Purpose of the Policy

2. Scope of the Policy

3. Legal Framework and Previous Efforts

4. Employment Safeguards and Prohibitions

5. Training and Internships

6. Reporting, Monitoring, and Review

7. References

1. Purpose of the Policy

1.1. Qassim University commits to upholding human dignity and fundamental labor rights by actively prohibiting forced labor, modern slavery, human trafficking, and child labor within all its operations, activities, and supply chains.

1.2. This Policy aligns with the Kingdom of Saudi Arabia's national legal framework, Vision 2030, and international commitments including UN SDG 8, the 2014 Protocol of the Forced Labor Convention and the National Policy for the Elimination of Forced Labor in Saudi Arabia (2025).

1.3. It is both unethical and illegal to require work without fair compensation, to restrict individuals' freedoms beyond working hours and off the workplace premises, to withhold vital personal documents or belongings, or to transport individuals without their explicit consent. Additionally, employing or forcing the employment of minors is morally unacceptable. To prevent these injustices, Qassim University's Employment policy against forced labor, modern slavery, human trafficking, and child labor (hereinafter: Policy) is implemented.

1.4. The Policy aims to ensure Qassim University fosters a safe, dignified, ethical, and lawful working and learning environment respectful of Islamic values and Saudi legislation.

2. Scope of the Policy

2.1. This Policy applies to all Qassim University employees, contractors, subcontractors, interns, students involved in internships or training programs, visitors, and any individuals representing or working with the university in any capacity.

2.2. It covers all stages from recruitment, hiring, employment, working conditions, compensation, compensation, training, training, internships, up to termination or conclusion of employment or contractual relations.

3. Legal Framework and Previous Efforts

3.1. The Policy strictly complies with Saudi Labor Law (Royal Decree No. M/51), addressing labor rights and prohibitions against forced labor including Chapter 2 Articles 3 and 20, and Saudi Anti-Human Trafficking Law (Royal Decree No. M/40, 2009). 

3.2. Qassim University adheres to the Kingdom's National Policy for the Elimination of Forced Labor (2025). The university also follows international agreements against forced labor and modern slavery - UN Palermo Protocol, The Arab Charter on Human Rights and the commitments under the 2014 Protocol of the Forced Labor Convention, ratified by Saudi Arabia in 2013 and 2014, correspondingly.

3.3. The Policy is supported by:

• Qassim University Employee Handbook: Regulations, Ethics, Complaints, and Grievances (2025), Faculty Professional Ethics Manual (2019), and Equality, Diversity and Inclusion (EDI) Policy (2021), embedding relevant labor and ethical standards into university governance.
• Under the "Regulations for Organizing the Labor Appointment" in the Employee Handbook (2025, p. 7), individuals appointed to public office must be at least 18 years old, which establishes a minimum legal age for employment at Qassim University.
• EDI Policy fosters equality in rights for all staff, students, and stakeholders of Qassim University and points out at legal compliance of the university "with relevant legislation and regulations, which prohibit discrimination based on protected characteristics" (EDI Policy 2021, p. 1).
• Faculty Professional Ethics Manual provides codes of conduct and fosters university environments "based on trust, mutual respect, and fair treatment" (Faculty Professional Ethics Manual, p. 17).

4. Employment Safeguards and Prohibitions

4.1. Forced Labor and Modern Slavery

• Qassim University strictly prohibits forced labor of any kind including withholding of documents, restriction of movement, coercion, or exploitative working conditions.
• Practices such as confiscation of identity papers, non-payment or delayed payment of wages, or any form of involuntary servitude are forbidden and actively prevented.

4.2. Human Trafficking

• Human trafficking is defined as the recruitment, transportation, transfer, harboring, or receipt of persons through coercion, fraud, deception, abuse of power, or other unlawful means for the purpose of exploitation, including forced labor, slavery-like practices, sexual exploitation, or servitude.
• Qassim University expressly condemns all forms of human trafficking as a serious form of exploitation and critical human rights abuse, and is committed to preventing any involvement or facilitation of trafficking within its operations, supply chains, employment, contracting practices, or interactions with students (especially those in internships) and staff.
• Qassim University supports awareness and appropriate reporting measures aligned with Saudi law and international best practices.
• The University will implement due diligence procedures in recruitment, procurement, and partnerships to detect and mitigate risks of human trafficking.
• Clear reporting mechanisms will be provided to enable staff, students, and contractors to confidentially report suspected trafficking or related abuses without fear of retaliation.
• Training and awareness programs will be conducted to educate the university community on identifying indicators of human trafficking and responding appropriately.

4.3. Child Labor

• Qassim University does not employ minors under the age of 18 years for any employment position requiring appointment to public office.
• Students up to 18 may participate in limited internships or training under strictly regulated conditions that comply with Saudi legislation, including rest breaks and working hour limits.
• Any participation of minors in internships or training strictly follows Saudi Labor Law, The National policy for the elimination of forced labor in the Kingdom of Saudi Arabia, and contractual agreements specifying training conditions distinct from employment contracts.

5. Training and Internships

5.1. All training and internship programs conducted under the auspices of Qassim University must comply fully with the principles and provisions set forth in this Policy.

5.2. Students, trainees, and host organizations participating in university-related training or internships are required to observe the ethical and legal standards outlined in this Policy, including respect for labor rights, prohibition of forced labor, and protection against exploitation.

5.3. Training agreements and internship contracts shall explicitly incorporate clauses mandating adherence to this Policy and relevant Saudi labor laws to prevent any misconduct related to forced labor or human trafficking.

5.4. The University will monitor compliance through regular reviews, audits, and feedback mechanisms to ensure training and internship activities uphold the highest standards of dignity and legality.

6. Reporting, Monitoring, and Review

6.1. This Policy will be reviewed every three years, or sooner if required due to legislative or institutional developments.

6.2. Stakeholders' consultation will be integrated into the review process to ensure continuous improvement.

6.3. Qassim University provides confidential and accessible mechanisms for reporting suspected violations of this Policy, including forced labor, child labor, or trafficking concerns.

6.4. Reports are investigated promptly and transparently while protecting whistleblowers from retaliation.

6.5. Compliance with this Policy is monitored regularly, with corrective actions and discipline applied to violators. Monitoring includes data analysis of complaints, employment audits, training completion, and alignment with national regulations and international standards.

6.6. Qassim University's Human Resources Department, in collaboration with Legal Affairs, oversees implementation and compliance reporting.

7. References

Saudi Labor Law, Royal Decree No. M/51 (2005): https://www.hrsd.gov.sa/sites/default/files/2023-02/Labor.pdf

Saudi Anti-Human Trafficking Law (Royal Decree No. M/40, 2009): https://sherloc.unodc.org/cld/uploads/res/anti-trafficking-in-persons-law-2009_html/Anti-Trafficking_in_Persons_Law_2009_Saudi_Arabia.pdf 

National Policy for the Elimination of Forced Labor in the Kingdom of Saudi Arabia (2025): https://www.hrsd.gov.sa/sites/default/files/2025-02/The%20National%20Policy%20for%20the%20Elimination%20of%20Forced%20Labor%20in%20the%20Kingdom%20of%20Saudi%20Arabia.pdf 

Qassim University Equality, Diversity, and Inclusion (EDI) Policy (2021): https://www.qu.edu.sa/wp-content/uploads/2025/05/Updated-Equality-Diversity-and-Inclusion-EDI-policy.pdf

Qassim University Employee Handbook: Regulations, Ethics, Complaints, and Grievances (2019, ed. 2025): https://www.qu.edu.sa/wp-content/uploads/2025/05/v1/2025-01-23-09-41-12_Employee-Handbook-7.pdf

Qassim University's Faculty Professional Ethics Manual (2019): https://www.qu.edu.sa/wp-content/uploads/2025/05/v1/2025-01-23-09-41-11_Faculty-Professional-Ethics-Manual-5.pdf