Saudi Arabia Updates Qiwa Rules for Job Transfers
Saudi Arabia has updated Qiwa platform rules regarding job transfers, visa quotas, and digital contract authentication for expatriates.
Saudi Arabia has introduced significant updates to the Qiwa platform, reshaping the procedures for job transfers and work permit processes for expatriate workers. These changes, effective as of late 2026, are designed to enhance labor mobility while ensuring businesses remain compliant with national regulations.
New Protocols for Job Transfers and Absconding Workers
Under the updated guidelines, expatriate employees—including those who were previously flagged as 'absent' due to reported work interruptions or contract terminations—can now initiate a job transfer. However, a specific residency requirement must be met: the worker must have resided in Saudi Arabia for a minimum of 12 months.
The transfer process follows a strict digital workflow to ensure transparency:
- The prospective employer must initiate a formal job offer through the Qiwa platform.
- The employee must then provide a formal electronic acceptance of the offer.
- Financial Responsibility: Upon a successful transfer, the new employer is legally required to settle all outstanding work permit fees associated with the employee.
Visa Quotas Linked to Business Age
The Ministry has also implemented a new system for instant work visa quotas, which are now directly tied to the operational age of a business entity. This tiered approach aims to balance the needs of new startups with established companies:
- Companies operating for 2 years or less: These entities are capped at a maximum of five instant visas per cycle.
- Companies operating for more than 2 years: These entities are eligible for up to 50 instant visas per cycle.
- Establishment Programme: New firms in this programme will begin with an initial allocation of two visas, with the potential for increases based on their Saudization (Nitaqat) rating.
Digital Authentication and Contract Integrity
In a major move toward full digitalization, paper documentation is no longer recognized for employment contracts. All employment agreements must be authenticated digitally via the Qiwa platform. To ensure security, access to the portal requires authentication through the Nafath system.
For those working in the public sector, government employees can only establish contracts once they have received official clearance and their registration has been closed on the Masar platform.
Furthermore, the new rules provide stronger protections for workers regarding their terms of employment. Employers are strictly prohibited from unilaterally altering contract terms. Any modification to an existing contract requires the explicit electronic consent of the worker.
Compliance and Dispute Resolution
Access to platform services, including the issuance of permits and the facilitation of transfers, is not guaranteed for all businesses. These services are strictly contingent upon an entity’s Nitaqat rating and their consistent adherence to the Wage Protection System (WPS).
The Ministry of Human Resources and Social Development (MHRSD) has clarified that the Qiwa platform is a management tool and does not oversee labor disputes. Any legal disagreements must be directed to the MHRSD's amicable settlement service or the Labor Court.
Finally, the updates include provisions for cleaning up corporate ledgers. Records for workers who hold a 'final exit' or 'left and did not return' status on Absher or Muqeem may now be removed from an establishment's official records.