Date: October 30, 2025 | By: Calm Gulf Life Blog
Saudi Arabia has introduced a mandatory digital authentication process for private-sector employment contracts. Contracts must now be registered on both Qiwa (Ministry of Human Resources and Social Development) and Najiz (Ministry of Justice), changing how enforcement works, particularly around salary payments. This guide explains the reform in detail, its implications, and practical steps for employers and workers.
📘 Executive Summary
All private-sector employment contracts must be authenticated on Qiwa and Najiz. Authenticated contracts are legally enforceable, enabling faster wage recovery and dispute resolution. This strengthens worker rights while ensuring employer accountability.
📜 Background
- 🔹 Previously, contracts were verified mainly via Qiwa with limited legal enforcement.
- 🔹 Dual registration now ensures legal validity and faster resolution.
- 🔹 Aligns with Vision 2030 goals to modernize and digitize Saudi Arabia’s labour market.
🧾 Key Requirements
- 📥 Dual registration with matching contract details on Qiwa and Najiz.
- 📅 Clear salary payment dates stated in contracts.
- 📍 Employer and employee official addresses included.
- 📝 Contract type, duties, and benefits accurately defined.
- ⚖️ Wage delays >30 days allow employees to file enforcement requests via Najiz.
🏛️ Legal & Practical Impact
- ⚖️ Authenticated contracts give employees stronger legal standing for claims.
- 🔎 Employers face higher compliance responsibility.
- 🕒 Najiz enforcement accelerates wage recovery vs traditional labour courts.
👨⚖️ How Enforcement Works
- 🔍 Employees verify contracts are authenticated on both Qiwa and Najiz.
- 📤 Delayed salary (>30 days) triggers enforcement request submission via Najiz.
- 💳 Najiz can issue immediate enforcement orders for salary recovery or asset seizure.
🛠️ Employer Compliance Checklist
- ✅ Update contracts to include all mandatory fields (names, IDs, addresses, salary details, duties, benefits).
- ✅ Ensure both Qiwa and Najiz entries match.
- ✅ Keep digital payslips and payment proofs for 2+ years.
- ✅ Train HR on Najiz workflows and verification steps.
- ✅ Regular audits to prevent mismatches or delayed payments.
👥 Worker Guidance
- 📑 Keep authenticated contract copies safe.
- 🧾 Retain all evidence of salary payments (payslips, transfers).
- 📲 Submit enforcement requests via Najiz for unpaid wages after 30 days.
- 📞 Seek labour authority or legal help if needed.
📋 Important Contract Fields
- 🔹 Employee full name and national ID.
- 🔹 Employer commercial registration (CR) and address.
- 🔹 Job title, duties, and contract type.
- 🔹 Salary amount, breakdown, and due date.
- 🔹 Probation, leave entitlements, and termination terms.
🔍 Common Questions
- ❓ What if the employer refuses to register the contract? Report to MHRSD; do not sign unregistered contracts.
- ❓ Can contract terms be changed later? Only with mutual consent and re-authentication.
- ❓ Are temporary/part-time roles included? Yes — all private-sector employment contracts are covered.
📈 Broader Benefits
This reform boosts trust in Saudi Arabia’s private-sector employment. Employees gain faster protection, while employers benefit from improved transparency and compliance reputation.
💬 Final Thoughts
Saudi Arabia’s digital verification reform is a significant modernization step. Employers that adopt these changes early build credibility, while employees receive faster protection for their rights. Compliance benefits everyone — it’s progress for the Kingdom’s workforce.
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