The Saudi Ministry of Human Resources and Social Development has launched an initiative via the Qiwa platform effective September 18, 2025, to allow expatriates labeled “absent from work” to legally transfer sponsorship and correct their status.
What Is the Initiative & Its Objectives?
The ministry’s new initiative aims to safeguard contractual rights of expatriate workers, boost the attractiveness of the labor market, and reinforce regulatory compliance.
Under this scheme, professional workers previously reported as “absent from work” can now regularize their status and transfer sponsorship to a new employer legally.
Who Is Eligible?
The initiative encompasses several scenarios, including:
- Workers whose status was changed to “absent from work” after the 60-day grace period due to absence.
- Workers whose status changed after the end or termination of a documented contract.
- Expatriates with absence reports filed prior to the initiative’s launch.
Eligibility conditions include that the new employer must commit to paying any late permit fees, and the worker must have completed **at least 12 consecutive months** in the Kingdom before discontinuation or contract expiration.
How It Works: Process & Conditions
Steps for Sponsorship Transfer
The process is implemented via the **Qiwa** platform, which facilitates digital management of labor contracts, status updates, and employer transfers. The employer must assume responsibility for outstanding fees in order for the transfer to proceed.
Timing & Effective Date
The initiative became effective on **September 18, 2025**. Workers who were flagged as absent before this date are also covered, subject to eligibility.
Why This Move Matters
Protecting Workers & Rights
By allowing status correction and legal employer transfer, the initiative helps protect expatriate employees from unfair penalization or indefinite blacklisting for absence-related labels.
Labor Market Impacts & Compliance
This reform is part of a broader effort to regulate Saudi Arabia’s labor market, encourage mobility, and ensure that employer and worker obligations are balanced.
Challenges, Risks & Observations
While the initiative is a positive step, practical challenges remain:
- Some workers may not meet the continuous 12-month residency requirement.
- Employers might resist paying accumulated late fees or absorbing administrative burdens.
- Workers with flawed or undocumented contracts may face verification difficulties.
Moreover, existing reforms to the “absent from work / absconding” mechanism—such as the 60-day grace period under Qiwa before a worker is labeled absent—are already reshaping how absence is flagged and handled.
