🚀 Introduction — What changed & why it matters
In February 2025, Saudi Arabia implemented major labor reforms designed to increase worker mobility, transparency, and fairness. The most important change for many expat employees is the 60-day grace period after contract expiry or non-renewal, and the ability to transfer employers via the Qiwa platform in many cases without the current employer’s consent.
This guide collects practical questions and answers — everything from how to transfer when your Iqama expires early, to what to do when your company reduces manpower or tries to issue a final exit. Read it all: these are real situations affecting real workers.
📝 Quick summary: The most important points
- ⏰ 60-Day Grace Period — After a contract ends (or is not renewed), the worker has 60 days to transfer, re-sign, or exit.
- 🔁 Transfers via Qiwa — New employer sends transfer request in Qiwa; employee accepts online. Transfers can proceed without current employer consent when eligibility criteria are met.
- 📅 Iqama vs Contract — Both matter. If employer fails to renew Iqama (within ~30 days after expiry), that is an employer violation and you can transfer without consent.
- 💰 Company Closure / End of Project — Employees become eligible to transfer automatically.
- ⚠️ Short Notice Termination — If you receive only 15 days notice instead of lawful 60 days, you are owed compensation (remaining notice pay + dues) and may still transfer if Qiwa request is active.
👉 Full Q&A: Real scenarios & what to do
➤ 1) I want to change employer — but current company does not give exit or accept transfer. Can I still move?
Yes — under the 2025 reform, you can transfer through Qiwa if you meet eligibility conditions:
- Contract has expired or notice period completed
- Employer violated labor laws (e.g., not renewing Iqama, not paying salary)
Example: If your contract expired on March 31 and the employer refuses exit, Qiwa allows transfer as long as eligibility conditions are satisfied.
➤ 2) When does the 60-day clock start?
The 60-day grace period starts immediately after your employment contract ends or if it is not renewed. During this period, you can:
- 🔁 Transfer to another employer via Qiwa
- 📝 Re-sign with your current employer
- 🇧🇬 Exit the country
Tip: Start preparing documents before the contract ends to avoid delays.
➤ 3) What if the current employer refuses the transfer after notice?
If you have completed the notice period and the new employer submitted a Qiwa transfer request, the system processes it regardless of refusal. The Ministry usually favors employees if eligibility rules are met.
- Ensure your Iqama is valid.
- Save all written notice to your employer (email, WhatsApp, screenshots).
- Ask the new employer to submit the Qiwa transfer request.
- Keep screenshots of the Qiwa request — this protects you from forced exit.
➤ 4) Iqama expiry vs Contract expiry — which matters?
Both are important: the contract defines employment duration; the Iqama allows legal stay. If your employer fails to renew the Iqama, you can transfer without consent — even if the contract is still running.
Example: Contract ends Sept 2026, Iqama expires March 2026. If Iqama is not renewed by April, you can request transfer immediately.
➤ 5) Timeline example (real case)
Iqama expiry: March 2026
Contract expiry: September 2026
If Iqama is not renewed by April 25, 2026 (30+ days), you can request transfer from April 26, 2026 — no need to wait until September.
➤ 6) Company cancels contract & tries final exit — can I stay if transfer is in process?
Yes — if the new employer submitted a Qiwa transfer request showing “Under Review” or “Transfer in Progress,” your record is protected. Always screenshot Qiwa status.
➤ 7) Company reduces manpower — what to do?
Your employer must provide proper notice and dues. Even during manpower reduction, the new employer can submit transfer requests.
Example: If 10 employees are laid off, and you are still active, you can submit transfer request immediately.
➤ 8) Employer gives only 15 days notice — what are your rights?
- ⚠️ Entitled to compensation for remaining notice (e.g., 45 days if 60 required).
- Must receive end-of-service benefits & unpaid salary.
- May transfer if new employer submits Qiwa request while you are active.
- Get termination notice in writing.
- Screenshot & save all communications.
- Ask new employer to submit Qiwa transfer immediately.
- Contact MHRSD if company tries to force exit.
📝 Practical checklists & templates (step-by-step)
- 📅 Confirm Iqama and contract expiry dates.
- 📤 Keep salary slips, employment letters, and contract copies.
- 📖 Ensure you have a clean legal record.
- 👉 Accept new Qiwa transfer request immediately after submission.
- 📷 Screenshot all steps — this protects you in disputes.
📋 Examples (timelines)
| Event | Date (example) | What to do |
|---|---|---|
| Iqama expiry | March 20, 2026 | Check renewal; if not renewed by April 20 → eligible to transfer after 30 days |
| New employer submits Qiwa transfer | April 26, 2026 | Accept request & keep screenshot; don’t leave KSA |
| Company issues 15-day termination | Immediate | Ask for written notice; claim remaining notice pay & request Qiwa transfer |
💡 Tip: Keep screenshots of each step — it protects you in case of disputes with your current employer.
⚠️ Legal & Practical Warnings
- Do not sign final exit or surrender passport if Qiwa transfer is active — you lose protection.
- Do not travel abroad while transfer is pending.
- Keep all evidence — payslips, Qiwa screenshots, emails.
- If in doubt, visit nearest MHRSD office with transfer details.
🏆 Conclusion — Your Rights & Plan
- Keep documents and records.
- Arrange new employer to submit Qiwa transfer early.
- Screenshot every step and contact MHRSD if unfair actions occur.
This post is based on practical Q&A & step-by-step advice to help employees stay safe and make the best decisions when changing employers in Saudi Arabia.
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