Saudi Arabia introduces e-government solution for wage recovery

Important update for employers and HR teams in Saudi Arabia: The Ministry of Human Resources and Social Development, together with the Ministry of Justice, has announced that the wage clause in notarized employment contracts is now legally enforceable. If salaries aren’t paid on time, employees can now submit an enforcement request directly through Najiz, verified automatically via Qiwa and Madad platforms,no extra documents needed. The rollout starts October 6, 2025, covering new contracts first, followed by fixed-term and then indefinite contracts. This is a major step toward greater transparency, fairness, and compliance in the Saudi labor market. A good time for companies to review their contract documentation and payroll practices to stay aligned. #SaudiArabia #HRUpdates #LaborLaw #MinistryOfHRSD #Qiwa #Najiz #EmploymentContracts #WorkplaceCompliance #LegalUpdate #HRProfessionals

⚖️ Saudi Arabia Introduces New Standardized Employment Contract to Protect Workers Rights Saudi Arabia has taken another major step toward enhancing labor transparency and fairness with the introduction of a new standardized employment contract. The initiative aims to safeguard employee rights, ensure fair treatment, and strengthen trust between employers and workers across all sectors aligning with the objectives of Saudi Vision 2030. 🌍 Saudi Arabia: Standardized Employment Contract 🧾 One Contract for All: Saudis & expatriates 💡 Clear Terms: Salary, hours, benefits, termination 💻 Digital Access: Review & sign via Qiwa 🛡️ Worker Protection: Fair treatment & rights ensured 📈 Vision 2030: Transparent & tech-driven workforce 💬 Conclusion The standardized employment contract represents a win-win for both employees and employers ensuring fairness, digital efficiency, and stronger legal protections. It’s another strong sign of Saudi Arabia’s commitment to empowering its workforce and building a transparent, world-class labor ecosystem. #SaudiArabia #Vision2030 #LaborReform #WorkersRights #EmploymentContract #HumanResources #MHRSD #ConstructionNews #SaudiUpdates

💳 Wages Protected, Trust Strengthened — Saudi Arabia’s New Digital Labor Ecosystem The Ministry of Human Resources and Social Development, together with the Ministry of Justice, has announced a new reform requiring legally enforceable wage clauses in all employment contracts registered on the Qiwa platform. So what does this mean in practice? If salaries are delayed for more than 30 days — or not fully paid after 90 days — employees can now file an electronic enforcement request directly through the Najiz judicial platform, and employers have only five days to respond. This policy will be rolled out in phases: Starting October 6, 2025, for new contracts, then expanding in March and August 2026 to cover all employment types. Behind this reform is a clear vision — to build a modern, transparent, and trustworthy labor ecosystem. With more than SAR 670 billion in annual private-sector wages, Saudi Arabia is ensuring that every riyal is protected, every worker is valued, and every employer is accountable. For companies, this is not just a regulation — it’s an opportunity to lead with integrity, trust, and global standards. #SaudiArabia #Vision2030 #MHRSD #Najiz #Qiwa #LaborReform #HumanCapital #ESG #PayrollTransparency #EmploymentLaw #Investment #SafariStar #AmyAi

⚖️ Know Your Rights: Article 81 of the Saudi Labor Law Under Article 81, employees in Saudi Arabia have the right to resign immediately, without notice, if the employer breaches their contractual obligations. ✔️ Examples of breaches include: Non-payment of salaries Unsafe or hazardous work environment Misrepresentation or false promises made by the employer ❌ Unfortunately, many employees are not aware that when invoking Article 81, they can still claim their full end-of-service rights. 👉 Practical Tip: Always document violations, keep written or electronic evidence, and submit an official complaint or notice before resigning. This ensures your rights are protected and enforceable. #SaudiArabia #LaborLaw #EmployeeRights #LegalAwareness #EmploymentLaw #MiddleEastLaw #WorkplaceRights

Qiwa just launched a new service called Labor Market Integration. What is it? A service that allows employees who were reported as absent (Huroob) to re-enter the Saudi labor market in a legal way. Why? To give employees another chance and to help companies stay compliant with the new regulations. Why is it useful? It creates flexibility for employees, reduces risks for employers, and supports overall labor market stability. The conditions: • 12 months since entry to KSA • 60 days absent without a contract • 60 days after contract expiry or termination • Before a final exit visa is issued • Available directly on Qiwa Personally, I think this update shows how fast the labor landscape is changing and why HR and GR teams need to stay alert. Do you see this step making the market more flexible, or adding extra complexity for companies? #Qiwa #HR #GovernmentRelations #SaudiArabia

Enhancing the Future of Work in Saudi Arabia 🇸🇦 The Kingdom continues its remarkable journey toward a more transparent, efficient, and fair labor market through the implementation of the Employment Contract as an Executive Instrument, introduced by the Ministry of Human Resources and Social Development. This initiative establishes a new phase of legal empowerment and trust within the Saudi labor ecosystem — ensuring that every employment relationship is officially documented, authenticated, and legally enforceable under the new framework. Through this mechanism, the government reinforces clarity, accountability, and fairness between employers and employees, aligning fully with the Kingdom’s Vision 2030 to build a sustainable and world-class work environment. Proud to witness and contribute to these continuous developments that position Saudi Arabia as a regional leader in digital transformation and HR compliance. 🌍💼 📎 Attached: The official Guideline for the Authenticated Employment Contract as an Executive Instrument — a key reference for all HR professionals and employers to ensure full compliance with the latest standards. #SaudiLaborLaw #Qiwa #HRCompliance #Vision2030 #HumanResources #SaudiArabia

💰 The “40% salary gap” between Saudi nationals & expatriates isn’t just about capability—it’s about how compensation is built. Here’s what’s really behind the numbers ⬇️ 📊 Reality check (Jun 2024, GASTAT): Saudis avg: SAR 10,159/month Non-Saudis avg: SAR 4,376/month That’s a broad >2x difference—but policy & package design explain much of it. ⚖️ Why the gap exists: Policy floors: To count fully in Nitaqat, Saudis must earn ≥ SAR 4,000/month. Package structure: Housing allowances = 20–25% of basic. Employer costs: Work-permit levy (~SAR 800/worker) + dependent fees (~SAR 400/child). Public sector anchors: Benchmarking pulls private salaries up. ✨ What it means for hiring: 👔 Employers → Don’t just copy averages. Model total compensation: base + allowances + levies. Expect a 30–40% gap in mid-senior hiring even when capability is comparable. 🙋 Candidates → Nationals: base anchors rise with Nitaqat floors. Expatriates: evaluate total packages (housing, schooling, flights)—not just base salary. 🔎 Always check the latest GASTAT release before benchmarking offers. 🚀 At Jobskey Search, we help executive teams benchmark compensation & design offers that balance Saudization compliance + competitiveness. 📩 DM us for a role-specific salary map & curated shortlist. #SaudiArabia #HR #Compensation #Saudization #Recruitment #JobskeySearch

Saudi Arabia’s new Unified Employment Contract promotes fairness, transparency, and digital trust, ensuring the protection of both employers and employees across the labour market. By standardizing employment terms and protecting worker rights, the Kingdom is creating a safer and more reliable work environment for everyone. #SaudiArabia #HRTransformation #Vision2030 #EmploymentLaw #UnifiedEmploymentContract #LabourMarketReform #Transparency

🌟 Saudi Arabia launches a new step toward fair and transparent employment 🌟 📄 Documented Employment Contract as an Executive Deed Initiative In collaboration with @Ministry of Human Resources and Social Development (HRSD) and @Ministry of Justice, this initiative accelerates workers’ access to their dues under authenticated contracts, granting them enforceable legal status and enabling direct execution without the need for a lawsuit. ⚖️ 📅 Implementation Phases: 1️⃣ Phase One: October 6, 2025 — New & updated contracts 2️⃣ Phase Two: March 6, 2026 — Existing fixed-term contracts 3️⃣ Phase Three: August 6, 2026 — Existing open-ended contracts 🔑 𝑲𝒆𝒚 𝑼𝒑𝒅𝒂𝒕𝒆𝒔 𝑰𝒏𝒄𝒍𝒖𝒅𝒆: a. Employer Information • National Address of the establishment • Landline number • General Manager’s mobile number & email b. Employee Information • National Address • Mobile number • Email address c. Contract Period • Contract type determined automatically by nationality • Duration can now be manually defined • New renewal options: end contract, renew once, or multiple renewals (with defined limits) d. Occupation & Work Domain • Occupation must match internal job role • Work domain to specify KSA-only or travel-based employment e. Working Hours • Daily & weekly hours and rest periods must be clearly defined f. Wages, Benefits & Allowances • Detailed salary breakdown, allowances & total compensation auto-calculated • Payment due dates must be specified These updates mark a major stride toward clarity, compliance, and fairness in the Saudi labor ecosystem. Organizations are encouraged to review and align their contracts with the new Qiwa system requirements. #TMFGROUP #SaudiVision2030 #HRSD #Qiwa #EmploymentLaw #SaudiLaborMarket #LegalReform #HumanResources #KSA #WorkCulture

💡 𝐐𝐢𝐰𝐚 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐂𝐨𝐧𝐭𝐫𝐚𝐜𝐭 𝐔𝐩𝐝𝐚𝐭𝐞𝐬 – 𝐊𝐞𝐲 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐢𝐧 𝐊𝐒𝐀 The Qiwa platform has implemented significant updates to employment contracts, enhancing transparency, accuracy, and compliance with Saudi labor regulations. ✒️ 𝑲𝒆𝒚 𝑼𝒑𝒅𝒂𝒕𝒆𝒔 𝑰𝒏𝒄𝒍𝒖𝒅𝒆: 𝒂. 𝑬𝒎𝒑𝒍𝒐𝒚𝒆𝒓 𝑰𝒏𝒇𝒐𝒓𝒎𝒂𝒕𝒊𝒐𝒏: • National Address of the establishment • Landline number • General Manager’s mobile number and email. 𝒃. 𝑬𝒎𝒑𝒍𝒐𝒚𝒆𝒆 𝑰𝒏𝒇𝒐𝒓𝒎𝒂𝒕𝒊𝒐𝒏: • National Address • Mobile number • Email address 𝒄. 𝑪𝒐𝒏𝒕𝒓𝒂𝒄𝒕 𝑷𝒆𝒓𝒊𝒐𝒅: • Contract Type Determination: Automatically determined by employee nationality. • Contract Duration: Can now be manually specified. • Renewal Options: New options include end contract, renew once, or renew multiple times (with a defined number of renewals). 𝒅. 𝑶𝒄𝒄𝒖𝒑𝒂𝒕𝒊𝒐𝒏 & 𝑾𝒐𝒓𝒌 𝑫𝒐𝒎𝒂𝒊𝒏: Occupation must match internal job role Work domain to specify KSA-only or travel requirements, employment type, and work location 𝒆. 𝑾𝒐𝒓𝒌𝒊𝒏𝒈 𝑯𝒐𝒖𝒓𝒔: Daily and weekly hours and rest periods must be clearly defined. 𝒇. 𝑾𝒂𝒈𝒆𝒔, 𝑩𝒆𝒏𝒆𝒇𝒊𝒕𝒔 & 𝑨𝒍𝒍𝒐𝒘𝒂𝒏𝒄𝒆𝒔 Detailed breakdown of salary, benefits, and allowances. Total compensation now automatically calculated in the contract; and Payment due dates must be specified These updates reflect the Saudi labor ecosystem’s focus on clarity, compliance, and fair employment practices. Organizations should ensure their contracts are updated to align with the new Qiwa system requirements. #MHRSD #QIWA #Immigration #Vision2030 #LaborReforms #SaudiArabia #EmployeeRights #Contracts #MOL #CorporateServices #Reforms #WorkforceManagement