Saudi Arabia: 7 Ways Expats Can Change Jobs Without Consent
Expatriate workers in Saudi Arabia can now exercise greater mobility in the labour market through specific legal channels. Under the Labour Reform Initiative and updated Qiwa portal guidelines, the Ministry of Human Resources and Social Development (MHRSD) has clarified that employees can transfer to a new employer without needing their current sponsor's permission in seven specific scenarios.
The Seven Conditions for Consent-Free Transfers
While standard job transfers typically require the approval of the current employer, the following seven criteria allow workers in the private sector to initiate a transfer via the Qiwa platform independently:
- Completion of Service: The worker has completed one full calendar year of service from their date of entry or the start of their initial contract.
- Expired Contracts: The documented contract on the Qiwa platform has expired and has not been renewed.
- Unpaid Wages: The employer has failed to pay wages for three consecutive months, as recorded by the Wage Protection System (WPS).
- Expired Documentation: The employer has failed to renew the worker's work permit or Iqama.
- Unauthenticated Contracts: There is no authenticated employment contract available on the Qiwa platform.
- Establishment Status: The company falls under Red or Ultra-Red Nitaqat status, has had its commercial registration cancelled, or the sponsor is absent.
- Legal Protections: The dismissal of a false Huroob (absconding) report or the successful completion of a valid notice period.
How the Transfer Process Works
To execute a transfer under these exceptions, the process is managed digitally to ensure transparency. The new employer must first submit a formal job offer and a transfer request through the Qiwa platform. Once the worker accepts the offer, the current employer receives a system notification; however, if the worker meets one of the seven criteria mentioned above, the current employer cannot block the process.
Following the completion of the required notice period, the new employer is responsible for updating the worker's Iqama through the Absher or Muqeem systems. This administrative step typically takes between five and 15 working days. While transfer fees—generally ranging from SAR 2,000 to SAR 4,000—are usually covered by the new employer, workers are reassured that their end-of-service benefits remain intact during the transition.
Essential Advice for Expatriates
To ensure a smooth transition, MHRSD and industry officials recommend several proactive steps for workers:
Verify Your Status Regularly
Workers should frequently log into the Qiwa and Absher portals to monitor critical information, including contract dates, salary history, Iqama validity, and the Nitaqat colour of their current establishment.
Protect Your Legal Standing
MHRSD advises workers not to resign from their current position until a new job offer has been officially secured. Additionally, if a worker faces a false Huroob report during a job transition, they should immediately file a counter-complaint via the 19911 helpline or through the Qiwa platform.
Important Exclusions
It is important to note that these specific Qiwa procedures do not apply to domestic workers. Domestic workers remain governed by the Musaned system rather than the Labour Reform Initiative guidelines applicable to the private sector.