Reminder: The New Amendments to Fixed-Term Contracts for Expatriates via Qiwa Platform
In alignment with Saudi Arabia’s ongoing labor reforms and Vision 2030 goals, the Ministry of Human Resources and Social Development (MHRSD) has implemented a critical update to the Qiwa platform concerning fixed-term contracts for non-Saudi employees.
These changes aim to strengthen transparency, enhance workforce mobility, and ensure a more structured and regulated employment process across the Kingdom.
- Automatic Contract Expiry Notification & 60-Day Grace Period Starting February 3, 2025:
When a fixed-term contract ends, the Qiwa platform will automatically send a notification to the employee informing them of the contract’s expiry.
From the date of contract expiration, the employee will be granted a 60-day grace period to take one of the following actions:
* Renew the contract with the current employer.
* Transfer services to another employer within the Kingdom.
* Exit the Kingdom permanently.
This update is designed to give employees ample time to make informed decisions and ensure continuity of legal status.
- Consequences of Inaction Within the Grace Period
If the employee does not take any action during the 60-day grace period, the system will automatically categorize the employee as “Absent from Work,” triggering serious legal and administrative consequences:
* The previous employer will be permanently restricted from re-contracting the employee.
* It will not be possible to reverse or correct the “Absent from Work” status in the Qiwa system.
* The employee will not be able to transfer sponsorship (نقل خدمات) to another employer.
* The employee will be removed from the General Organization for Social Insurance (GOSI) records.
* The only legal option remaining will be a final exit from the Kingdom.
These measures are strictly enforced and are non-negotiable once the status is recorded.
Key Objectives Behind the Update
This regulation seeks to:
✅ Reduce labor violations and informal work arrangements.
✅ Ensure timely updates of employment status across government platforms.
✅ Empower employees to take control of their contractual journey.
✅ Align labor policies with international standards.
Recommendations for Expatriate Employees
To avoid unexpected complications or legal status issues, all non-Saudi employees are strongly advised to follow these guidelines:
* Regularly check Qiwa notifications, especially as your contract end date approaches.
* Plan if you intend to:
Renew your contract
Transfer to a new employer
Leave the Kingdom permanently
Act within the 60-day window to protect your employment rights and avoid penalties.
These changes reflect Saudi Arabia’s broader mission to develop a competitive and dynamic labor market, enhance worker protection, and promote fair employment practices as envisioned in Saudi Vision 2030.
Stay informed. Stay compliant.
