Saudi Arabia continues to reform its labor market to align with Vision 2030, aiming to create a more transparent, fair, and competitive environment for both employers and expatriate employees. One of the most recent and impactful changes has been introduced through the Qiwa platform, overseen by the Ministry of Human Resources and Social Development (MHRSD).
The new amendments specifically affect non-Saudi employees working under fixed-term contracts. These rules clarify what happens when a contract expires without renewal and introduce a clear framework for sponsorship transfers, end-of-service procedures, and employee rights.
For expatriates living and working in Saudi Arabia, understanding these changes is crucial. This article explains the new Qiwa rules in detail, explores their implications, and offers practical steps for employees to protect their employment status.
What Is the Qiwa Platform?
Qiwa is a government-managed digital platform that centralizes labor-related services in Saudi Arabia. It is the main channel through which employees and employers can manage:
- Work contracts and authentication
- Sponsorship transfers
- Labor market compliance
- Employment status updates
For non-Saudi workers, Qiwa has become the essential system that determines employment rights, renewal procedures, and residency status. It ensures that all processes are transparent, traceable, and aligned with Saudi labor law.
Introduction of the 60-Day Grace Period
The most significant amendment is the introduction of a 60-day grace period for expatriates whose contracts expire without renewal.
Here is how it works:
- If your fixed-term contract expires and your employer does not renew it or authenticate a new one, Qiwa automatically provides a 60-day grace period.
- During this time, your status in Qiwa will appear as “Disconnected from Work.”
This status is critical to understand because it is not the same as being marked “Absent from Work.” Instead, it signals that your employment contract has ended, but you remain in Saudi Arabia with limited rights until you make a decision.
Within these 60 days, you have three options:
- Renew your contract with your current employer.
- Transfer your sponsorship to another employer through Qiwa.
- Exit Saudi Arabia and complete your end-of-service process.
This reform protects expatriates from sudden contract termination issues and gives them time to plan their next move.
What Happens After the 60 Days?
Failing to take action during the grace period leads to serious and automatic consequences in the Qiwa system. After the 60 days:
- Your status changes to “Absent from Work.”
- You are removed from your employer’s records and the General Organization for Social Insurance (GOSI).
- Sponsorship transfer to another employer becomes impossible.
- Automated notifications are sent to the Ministry of Interior (MOI) and the MHRSD.
- You are required to leave Saudi Arabia.
It is important to note that this process is automated and irreversible. Once the grace period expires, no appeal or manual correction is possible.
Sponsorship Transfer Without Employer’s Consent
Another major change introduced through Qiwa is the ability to transfer to a new employer without the current employer’s approval.
Previously, many expatriates faced difficulties when their employer refused to renew contracts or issue release papers. Under the new system, if your contract expires and is not renewed, you can transfer to another employer during the grace period without needing the employer’s consent.
This makes the Saudi labor market more dynamic and ensures that skilled professionals are not unfairly restricted by administrative delays or employer decisions.
However, this transfer freedom is limited strictly to the 60-day grace period. If no action is taken within that time, the system automatically blocks transfer requests.
Practical Steps for Non-Saudi Employees
To benefit from these amendments and avoid complications, expatriates should follow some practical steps:
- Monitor your Qiwa account regularly – This is where official updates about your contract status appear. Ignoring notifications can cost you valuable time.
- Discuss renewal plans early – Speak with your employer about contract renewal well before the expiry date.
- Initiate transfers promptly – If you plan to move to another employer, begin the process as soon as possible within the grace period.
- Ensure your Iqama remains valid – Your residency permit must be up to date during the process to avoid legal issues.
- Plan your exit if leaving – Use the 60-day window to finalize end-of-service benefits, settle accounts, and organize travel if you plan to leave Saudi Arabia.
By taking these steps, expatriates can remain in control of their employment status and avoid being automatically marked as “Absent from Work.”
Why These Amendments Are Important
The recent Qiwa amendments are more than just technical changes. They represent Saudi Arabia’s commitment to building a fair, modern labor market. For expatriates, the benefits include:
- Flexibility – Employees can transfer employers freely when contracts expire.
- Transparency – Employment status is clearly defined in the Qiwa system.
- Security – The 60-day grace period protects employees from sudden loss of status.
- Accountability – Employers are encouraged to manage contracts responsibly and renew on time.
For employers, the system reduces disputes, improves compliance, and ensures smoother workforce management.
Real-World Scenarios
To illustrate how these amendments work in practice, let’s look at two common scenarios:
Scenario 1: Successful Transfer Within Grace Period
An engineer’s contract ends on September 30. His employer chooses not to renew. On October 1, his Qiwa status shows “Disconnected from Work.” By October 20, he secures a new job and initiates a sponsorship transfer. Because this is within the 60-day grace period, the transfer is approved without any issues.
Scenario 2: No Action Taken
A nurse’s contract expired on July 15. She ignores notifications and takes no action. After 60 days, her status automatically becomes “Absent from Work.” She is removed from GOSI, cannot transfer to another employer, and receives notification to leave Saudi Arabia. Despite having another job offer, she can no longer complete the transfer.
These examples highlight why it is critical for expatriates to stay proactive.
Building a Transparent Labor Market
The Qiwa amendments reflect Saudi Arabia’s wider goal of creating a more competitive and transparent economy. By balancing employer control with employee rights, the labor system is moving toward international best practices while addressing local market needs.
For non-Saudi employees, this update ensures that career decisions are not dictated solely by employer actions. Instead, employees now have the opportunity to make informed choices within a structured legal framework.
Conclusion
The new amendments to the Qiwa platform mark an important milestone in Saudi Arabia’s labor reforms. With the introduction of the 60-day grace period, the ability to transfer sponsorship without employer consent, and automated enforcement of contract status, the Kingdom is building a labor system that is more transparent, fair, and dynamic.
For expatriates, the key takeaway is clear: act within the grace period. Monitor your Qiwa account, discuss renewals with your employer, and take action quickly if you plan to transfer or exit. Once the grace period ends, options disappear, and the consequences are immediate.
This update is a positive step for Saudi Arabia’s labor market, ensuring expatriates are protected while employers maintain accountability. For professionals working in the Kingdom, staying informed and proactive is now more important than ever.
