Changing Employer in Saudi Arabia 2026: Qiwa Transfer, Notice & Iqama Rules

Since the Labour Reform Initiative, many expatriate workers in Saudi Arabia can change employer through the Qiwa platform when the conditions are met, without needing the current employer's permission in specified circumstances, such as after the contract ends or when the employer has breached obligations. In other cases, including transfers during a valid contract, the current employer's approval through Qiwa is normally required. The rules depend on contract status, service length, employer compliance and the reason for transfer, so check your own contract and Qiwa status before acting.

Never resign, stop attending work or accept a new offer until you understand your notice period, iqama status and transfer eligibility. A badly timed move can leave a worker without valid residency, without pay, or facing a dispute. Get the new offer and contract in writing, confirm the transfer route on Qiwa, and keep copies of everything.

The Labour Reform Initiative, introduced in 2021, improved job mobility for expatriate workers in the private sector by allowing transfers through Qiwa under defined conditions. The aim was to reduce dependence on a single sponsor and to make the labour market more flexible, while keeping protections for both workers and employers. The initiative applies to many private-sector workers, but domestic workers and some other categories are covered by separate rules, so do not assume the same process applies to every job.

Check your status before you plan a move. Log in to Qiwa, confirm your contract details, start and end dates, and whether any transfer request is pending. Also check your iqama expiry date, work permit status and Absher record. If your contract is not on Qiwa, if dates are wrong, or if your iqama is expired, raise the problem with your employer in writing first and seek advice, because record errors can block a transfer that should otherwise be straightforward.

The new employer initiates the transfer request on Qiwa and sends a new employment contract for the worker to review and accept. Read the contract carefully before accepting it on the platform, because acceptance on Qiwa has real consequences. Check the contract term, probation period, notice period, salary breakdown and any clauses on training costs or repayment, and query anything unclear in writing before you accept.

Once the request is submitted, the current employer is notified through Qiwa. Where approval is required, the current employer must approve or reject within the specified period, and silence after that period may be treated as approval in some cases, depending on the current rules. Where approval is not required because a lawful ground applies, the transfer proceeds on that basis. Keep screenshots and records of request dates, notifications and responses, and follow up promptly if the request stalls.

Notice periods are set by the employment contract and Saudi Labour Law. For an indefinite or fixed-term contract, the notice period in the contract generally applies, and workers should give notice in writing in the form the contract requires. Failing to work the notice period can lead to disputes, loss of pay or claims for compensation, while an employer who ends employment early may owe notice pay. Read your contract, calculate the notice dates carefully, and keep proof that notice was given and received.

Iqama status must stay valid throughout the move. An expired iqama can lead to fines, problems accessing services, and complications with transfer, travel and banking. Confirm who is responsible for iqama renewal and transfer fees, check expiry dates well in advance, and do not let an employer hold your iqama or passport unlawfully. Keep copies of your passport, iqama and contract in a safe place separate from the originals, and report any document retention problem through official channels.

Absence-from-work reports, known as huroob in older terminology, can have serious consequences and should be understood before any dispute. Under current rules, the process and terminology have changed, but an employer report that a worker is absent without justification can still affect transfer and residency. If you receive such a report or a warning, respond promptly, keep evidence of attendance, leave approvals and communications, and seek advice rather than ignoring the matter.

Disputes over pay, contracts or transfer refusals can be raised through the Ministry of Human Resources and Social Development and the labour courts, depending on the issue. Gather the contract, Qiwa records, payslips, bank statements, iqama copy and all written messages before complaining. Labour complaints have procedures and time limits, so act promptly, keep every document, and do not sign a settlement you do not understand. Free or low-cost advice is available through official channels and reputable legal advisers.

Changing employer in Saudi Arabia is possible for many workers, but only when the contract, notice and Qiwa steps are handled in the right order. Check eligibility, get the new contract in writing, and confirm iqama and permit steps before you move.

Browse current Saudi roles on SteadStaff, ask employers how they handle Qiwa transfers, and apply when the offer and the transfer route are both clear. A careful move protects your pay, your residency and your next job.