Table of Contents
Editorial note: This guide reflects Saudi labor and residency transfer rules as of 2026-07-14. Labor-law reforms and platform procedures are updated regularly, so confirm current requirements through Qiwa, Absher, or the Ministry of Human Resources before acting.
Saudi Arabia’s labor reforms have made it easier for many foreign workers to change employers without leaving the country. The old kafala system has been replaced by a more contract-based framework. However, the process still involves notice periods, platform approvals, and potential blockers that can delay a transfer.
Labor Reform Changes
Recent reforms allow expatriate workers to transfer sponsorship to a new employer in many cases. The reforms aim to improve mobility, reduce disputes, and create a more flexible labour market. Key changes include clearer notice-period rules and the ability to request a transfer after completing a set period of service, depending on the contract.
Sponsor Transfer Rules
The basic rule is that an employee can transfer to a new employer if:
- the current employment contract allows it or the required notice period has been served;
- the new employer has a valid commercial registration and quota to hire;
- the employee has no legal blockers such as fines, court cases, or expired residency;
- the transfer is approved through the Qiwa platform.
Some contracts may include repayment clauses for recruitment or training costs, but these must comply with labour law limits.
Qiwa and Muqeem
Two platforms handle most of the process:
- Qiwa: the Ministry of Human Resources platform. Employers and employees use Qiwa to manage contracts, submit transfer requests, and confirm wage protection records.
- Absher or Muqeem: the Ministry of Interior platforms used for residency and visa services. After the labour transfer is approved, the iqama is updated to reflect the new employer.
Both the current and new employer usually need active accounts on these platforms.
Notice Period
The notice period is set out in the employment contract and must comply with Saudi labour law. Typical notice periods range from 30 to 90 days. During the notice period, the employee continues to work and receive salary unless both parties agree otherwise.
Failure to serve the notice period can lead to financial liability or block the transfer. If the employer terminates the contract, different notice and end-of-service rules may apply.
Transfer Steps
- Check your contract: review notice period, transfer conditions, and any repayment clauses.
- Get a job offer: the new employer initiates a transfer request in Qiwa.
- Review and accept: the employee reviews the request and accepts it through Qiwa.
- Serve notice: work the required notice period with the current employer.
- Complete the transfer: Qiwa processes the labour transfer, and the iqama is updated through Absher or Muqeem.
- Receive new documents: confirm that your iqama and employment contract reflect the new employer.
Common Blockers
A transfer can be blocked if any of the following apply:
- unpaid traffic fines or violations;
- expired or cancelled iqama;
- an active labour dispute or court case;
- outstanding debts reported to authorities;
- failure to complete the notice period;
- the new employer lacks a valid visa quota or commercial registration;
- mismatch between the employee’s profession on the iqama and the new job.
Transfer vs Final Exit
A job transfer keeps the employee in Saudi Arabia under a new employer. A final exit visa ends the residency permit and requires the employee to leave the Kingdom. Final exit is usually chosen when an employee wants to return home or cannot find a new sponsor.
Worker Tips
- Read your employment contract carefully before signing.
- Keep copies of salary slips, contract amendments, and acceptance letters.
- Clear any traffic fines or legal issues before starting a transfer.
- Confirm the new employer’s visa quota and profession matching before accepting an offer.
- Do not hand over your passport or iqama to anyone except official authorities.
Sources
Frequently Asked Questions
Do I need my employer’s consent to change jobs in Saudi Arabia?
Under recent labor reforms, many employees can transfer to a new employer without the old employer’s consent after completing the required notice period, provided there are no legal blockers. Some contracts or situations may still require consent.
What is the notice period for changing jobs?
Notice periods are typically set by the employment contract and labor law. Common notice periods range from 30 to 90 days, depending on the contract terms.
What is Qiwa?
Qiwa is the Ministry of Human Resources and Social Development platform for employment services, including contract management, wage protection, and job transfer requests.
What can block a job transfer?
Common blockers include outstanding traffic fines, an expired iqama, an ongoing labour dispute, a court case, unpaid debts reported to authorities, or failure to serve the notice period.
Can I leave Saudi Arabia instead of transferring?
Yes. An employee can request final exit through Absher or the employer, which cancels the residency permit. This is different from a job transfer and usually means leaving the Kingdom.