Saudi Arabia: Qiwa Sets 60-Day Window Before Reporting Worker As Absent Under New Contract Rules
According to the platform, an employer can only submit such a request if the worker's residency permit (Iqama) is valid for at least 60 days and the worker has no active employment contract at the time of the request.
Once a worker's status changes to 'disconnected from work,' they are given a 60-day window to choose one of the following options: transfer to another employer, exit the Kingdom, or re-contract with the same company.
If no action is taken within this period, the worker will automatically be marked as 'absent from work' and removed from the company's records.
The updated system also stipulates that if the notice period in a work contract ends — whether by the employer's or worker's decision — and the contractual relationship concludes, the contract will be marked as 'terminated.'
Failure by the worker to take further action within the grace period will result in an automatic notification to relevant authorities at the Ministry of Human Resources and Social Development (MHRSD) and the Ministry of Interior.
The Ministry previously clarified that Qiwa enables workers to obtain free salary definition certificates through the 'Qiwa Individuals' account.
If the worker is currently employed, the certificate will reflect current employment information. For past experience, workers can request a service certificate documenting previous roles.
To access this feature, workers must log into their Qiwa Individuals account, navigate to services, select 'Employment Certificates,' and follow the steps to generate either a salary certificate or a certificate of service.
The platform also supports enhancing CVs and increasing job competitiveness through official documentation of professional experience.
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Gulf Insider
2 days ago
- Gulf Insider
Saudi Arabia Grants Expat Workers 60 Days To Avoid Being Classified As Absconders
Expatriate workers in Saudi Arabia will now have 60 days to adjust their status before being classified as absconders, under new rules introduced by the Ministry of Human Resources and Social Development, Saudi Press Agency (SPA) reported. The changes, implemented through the ministry's Qiwa platform, reshape how employers can report foreign workers as absent, part of a broader effort to formalise and digitise labour relations in the Kingdom. Under the revised system, an employer may file an absconding report only if the worker's residency permit, or Iqama, is valid for at least 60 days and the employee no longer has an active contract. Once a worker's status is changed to 'disconnected from work,' Qiwa gives them 60 days to either transfer to another employer, leave the country, or sign a new contract with their current company. If no action is taken within that period, the platform will automatically mark the worker as 'absent from work' and remove their name from the company's records, triggering notifications to both the Human Resources and Interior ministries. The system also now terminates contracts automatically once the notice period ends, regardless of whether the separation was initiated by the employer or the employee. Qiwa — a digital portal designed to streamline labour-related services — also provides free employment certificates. Current employees can download a salary certificate reflecting their status, while former employees can request a service certificate documenting previous roles. These official documents, the ministry says, are intended to strengthen résumés and improve job prospects in the Saudi labour market.
Gulf Insider
2 days ago
- Gulf Insider
Saudi Arabia: Qiwa Sets 60-Day Window Before Reporting Worker As Absent Under New Contract Rules
Qiwa platform has introduced updates to the employment contract system that impact how employers can report workers as 'absent from work.' According to the platform, an employer can only submit such a request if the worker's residency permit (Iqama) is valid for at least 60 days and the worker has no active employment contract at the time of the request. Once a worker's status changes to 'disconnected from work,' they are given a 60-day window to choose one of the following options: transfer to another employer, exit the Kingdom, or re-contract with the same company. If no action is taken within this period, the worker will automatically be marked as 'absent from work' and removed from the company's records. The updated system also stipulates that if the notice period in a work contract ends — whether by the employer's or worker's decision — and the contractual relationship concludes, the contract will be marked as 'terminated.' Failure by the worker to take further action within the grace period will result in an automatic notification to relevant authorities at the Ministry of Human Resources and Social Development (MHRSD) and the Ministry of Interior. The Ministry previously clarified that Qiwa enables workers to obtain free salary definition certificates through the 'Qiwa Individuals' account. If the worker is currently employed, the certificate will reflect current employment information. For past experience, workers can request a service certificate documenting previous roles. To access this feature, workers must log into their Qiwa Individuals account, navigate to services, select 'Employment Certificates,' and follow the steps to generate either a salary certificate or a certificate of service. The platform also supports enhancing CVs and increasing job competitiveness through official documentation of professional experience.
Gulf Insider
4 days ago
- Gulf Insider
Saudi Arabia Sets New Skill-Based Work Visa System: How Can You Benefit?
Saudi Arabia has rolled out a major change to its work visa system that could benefit skilled foreign jobseekers looking to work in the Kingdom. For the first time, all foreign workers will be officially classified into one of three skill levels: high-skilled, skilled, and basic. Previously, Saudi Arabia issued work permits based mainly on job titles without clearly linking them to qualifications, salary levels, or actual skill sets—often leading to mismatches between roles and worker profiles. The new move, which took effect for current workers on July 5, 2025, and will apply to new hires from August 3, 2025, is part of the Kingdom's ongoing Vision 2030 reforms. The aim? To attract highly qualified professionals, raise workforce standards, and help jobseekers better match with relevant roles. High-skilled: Reserved for professions like engineers, doctors, and IT specialists. Candidates will need to meet a points-based system that considers their education, professional experience, and salary. Skilled: Mid-level roles such as technicians, supervisors, and administrative staff. These require some experience and verified qualifications but don't need to meet the high-skilled points threshold. Basic: For manual labour and support roles. Workers in this category must be under the age of 60. If you're applying for a job in Saudi Arabia, the new system adds transparency and predictability to the process. You'll now know where you stand based on your credentials, and employers must ensure your classification matches your contract and qualifications. More importantly, for jobseekers with strong educational or technical backgrounds, the new structure creates a clearer path to higher-tier job opportunities. Professional accreditation programs like Qualification Verification or Skills Verification will now play a bigger role in employment eligibility. Employers are now required to: Ensure all current and new foreign hires are accurately classified. Update job titles and employee records in the Qiwa platform. Submit corrections if the initial classification is inaccurate. Incorrect classification could affect a company's ability to hire foreign workers in the future. To improve your classification: Gather documentation of your education and professional experience. Consider enrolling in Saudi-approved verification programs. Keep your job title and duties clearly aligned in your employment contract.
