When your salary is unpaid, your contract is changed, or your employer refuses to pay your final settlement, waiting quietly can make the problem harder. Saudi Arabia has official complaint routes, but you need to use the right one.
For most private-sector workers, Qiwa is where you check and save your employment record. It shows important information such as the employer, documented contract, wage, job title, and contract status. A formal claim for unpaid salary, end of service benefits, illegal deductions, leave pay, or another personal employment right normally goes through the MHRSD Friendly Settlement for Labor Disputes service.
Friendly Settlement is the first stage of the dispute. The ministry reviews the claim, notifies the employer, and tries to help both sides reach an agreement. If no agreement is reached, the case may be referred to the labour court.
Do not submit an angry story with no dates or evidence. A short, clear claim supported by your Qiwa contract, payslips, bank statements, and messages is much stronger.
Quick Answer
| Question | Practical answer |
|---|---|
| Can I file a labour complaint through Qiwa? | Qiwa helps you check contracts and labour records. Most formal money or employment-rights claims go through MHRSD Friendly Settlement. |
| What is Friendly Settlement? | The official first stage for many disputes between a private-sector worker and employer. |
| What complaints can it cover? | Unpaid wages, EOSB, leave pay, overtime, deductions, contract disputes, termination claims, and other employment rights. |
| Is the service free? | Yes. MHRSD lists Friendly Settlement as a free service. |
| How long does it take? | MHRSD lists a 21-day service period and states that the matter may be settled or referred to the labour court within 21 working days from filing. Actual handling can vary. |
| Do I need a written contract? | Attach the contract where available. Other evidence may be used to prove the employment relationship. |
| What if my employer is missing from the list? | The official claim system allows the worker to choose another establishment and enter its details manually. |
| Can I include more than one claim? | The official user guide allows more than one claim subject to be added. |
| What files can I upload? | The published user guide lists PDF, JPG, JPEG, TIF, and PNG, with a 5 MB limit per file. Check the current screen before uploading. |
| Can I complain about an unpaid salary? | Yes. Use bank records, payslips, contract wage, attendance, and written payment requests. |
| Can I complain after leaving the company? | A claim should normally be filed within 12 months from the end of the employment relationship. File early. |
| What if I am a domestic worker? | Domestic workers use a separate domestic labour dispute route and Musaned services, not the standard private-sector Friendly Settlement route. |
| What number can I call for help? | MHRSD lists 19911 as its customer service number. |
| Will filing guarantee payment? | No. The result depends on the evidence, law, employer response, settlement, and any court decision. |
First Understand the Difference: Qiwa, MHRSD, and a Labour Complaint
Many workers search for a "Qiwa complaint button" and become confused when they cannot find the right claim.
The reason is simple. Qiwa and MHRSD have connected roles, but they are not the same type of service.
Qiwa
Qiwa is the main digital platform for many private-sector employment records and transactions.
A worker can use Qiwa to check:
- documented employment contract
- employer name
- contract start and end dates
- job title
- wage information
- working hours
- contract status
- transfer requests
- work permit and employment-related services
- termination or resignation services where available
MHRSD states that employees can review contract information in Qiwa and approve, reject, or request changes. This makes Qiwa very important evidence in a dispute.
Read the Qiwa Saudi Arabia guide before filing if your contract, transfer, or work permit record is unclear.
MHRSD Friendly Settlement
Friendly Settlement is normally the formal first stage when a worker wants to claim money or enforce an employment right against an employer.
It is used for disputes such as:
- unpaid salary
- delayed salary
- end of service benefits
- unused leave pay
- unlawful deductions
- overtime
- notice pay
- contract compensation
- termination disputes
- incorrect final settlement
- other labour rights arising from the contract or Labour Law
The claim is filed electronically. MHRSD reviews it, notifies the employer, schedules settlement steps, and tries to help both sides reach an agreement.
Reporting a Labour Violation
MHRSD also provides a separate service for reporting violations of labour regulations.
This route may be useful for:
- a workplace practice affecting workers
- labour-law non-compliance
- inspection-related issues
- a violation that should be reported to the ministry
A violation report and a personal money claim are not always the same thing.
For example, reporting that an employer is delaying wages may alert the ministry and support compliance action. But if you want your exact unpaid salary, EOSB, or leave pay, you may still need to file a Friendly Settlement claim.
MHRSD Service Complaint
The ministry also has a general complaints and reports page for problems with ministry services.
Use that route for issues such as:
- the official portal is not working
- a service request is delayed
- a ministry transaction is stuck
- you need help with a ministry service response
Do not use a general service complaint as a replacement for a labour claim against your employer.
Who Can Use the Standard Friendly Settlement Route?
The standard service is mainly for a worker or employer in a private-sector employment relationship covered by the Saudi Labor Law.
This guide is for:
- Pakistani, Indian, Bangladeshi, Nepali, Sri Lankan, Filipino, and other expat workers
- private-sector employees
- workers still employed
- workers whose contract ended
- workers dismissed by the employer
- workers who resigned
- workers whose company closed
- workers with a missing or incorrect employment record
- authorised representatives with the required power of attorney
The MHRSD service conditions state that the standard worker should not be classified as domestic labour.
Domestic workers need a different route
Housemaids, domestic drivers, household nurses, gardeners, and similar workers use separate domestic worker procedures.
MHRSD introduced a specific service for filing domestic labour lawsuits, with the ministry first trying settlement. Musaned also handles services and complaints connected with the domestic labour sector.
Do not file a standard private-sector claim if the official system classifies you as a domestic worker.
Government employees
Government and public-sector employees may use a different grievance or court route. Confirm the system governing the employment relationship.
What Problems Can You Complain About?
Unpaid or delayed salary
This is one of the most common complaints.
Useful evidence includes:
- Qiwa contract wage
- payslips
- bank statements
- salary transfer records
- attendance
- messages asking for payment
- Wage Protection records where available
- employer promises or acknowledgements
MHRSD's Wage Protection Program monitors whether private-sector establishments pay workers on time and according to the agreed wage.
Salary lower than the contract
A worker may be receiving less than the wage shown in the Qiwa contract.
Check whether the difference is caused by:
- unpaid allowance
- illegal deduction
- absence deduction
- unpaid overtime
- payroll error
- cash payment not shown in the bank
- a contract amendment you did not approve
- a disciplinary penalty
- accommodation or food deduction
- loan repayment
Do not write only, "My salary is wrong." State the contract wage, amount received, missing amount, and affected months.
End of service benefits
If the employer has not paid EOSB or used the wrong salary or service period, calculate the claim before filing.
The Saudi EOSB calculation guide explains the full award, resignation percentages, partial years, final wage, and settlement timing.
Unused annual leave
Unused leave pay is separate from EOSB.
Include:
- leave balance
- leave records
- approval messages
- payslips
- final settlement
- employment end date
Illegal deductions
Ask the employer for the legal and contractual reason for every deduction.
A deduction may be disputed when it is:
- not authorised
- not supported by the contract
- not linked to a lawful penalty
- larger than permitted
- a recruitment or visa cost passed to the worker without legal basis
- a false damage claim
- an incorrect GOSI contribution
- a salary reduction not accepted by the worker
For ordinary non-Saudi workers, the employer pays the normal 2% GOSI Occupational Hazards contribution. The Saudi GOSI guide for expat workers explains how to check an incorrect payroll deduction.
Overtime and working hours
Keep:
- duty roster
- clock-in record
- site attendance
- supervisor messages
- overtime approval
- payslips
- work reports
- location records where lawful and relevant
Do not estimate a large overtime figure without showing the dates and hours.
Contract changed without agreement
Qiwa allows employees to review contract details and approve, reject, or request changes.
If the contract is wrong:
- save screenshots
- download the current contract
- reject or request modification where the option is available
- explain the correct term in writing
- keep the earlier offer or signed contract
- do not approve information you know is false
Approving a contract does not automatically remove every legal right, but it can make the evidence more difficult. Read every field before accepting.
Wrong job title, wage, or employer record
A record problem may involve:
- Qiwa contract
- work permit
- employer file
- GOSI
- Iqama profession
- transfer status
- Absher or Muqeem record
Identify which authority owns the incorrect record.
The Saudi Iqama explained guide can help you understand which system controls each part of the employment and residency record.
Employer refuses a transfer
A transfer dispute may depend on the contract, notice, work permit, employer compliance, unpaid wages, and Qiwa eligibility.
Read the Saudi Iqama transfer guide before describing the claim. Do not simply write, "I want transfer." Explain the legal and system problem.
Employer keeps the passport or Iqama
MHRSD's labour education FAQ states that an employer may not withhold a non-Saudi worker's passport, residence card, or medical insurance card.
Ask for the document back in writing where safe. Keep the message and any reply.
A violation report may be useful for this conduct. A Friendly Settlement claim may also be needed when the withholding is part of a wider employment dispute.
Work injury or missing GOSI report
A work injury should be reported through GOSI and the employer's occupational injury process.
Use MHRSD for connected labour or safety violations, but do not replace the GOSI injury claim with a general labour complaint.
Termination or forced resignation
Keep:
- termination letter
- resignation message
- Qiwa request
- warning letters
- performance records
- attendance
- salary history
- employer messages
- final settlement
- notice-period details
Do not sign a resignation if the employer dismissed you and you do not agree with the wording.
Violence, threats, confinement, or immediate danger
A labour complaint is not an emergency response.
Contact the Saudi police, emergency services, or the relevant protective authority when there is immediate danger, violence, confinement, trafficking, or a serious threat.
After safety is addressed, keep the official report number and use the labour process for employment claims.
Before Filing: Build a Clear Evidence File
A strong complaint is easy to understand.
A weak complaint says:
My company is bad. They did not give my rights. Please help.
A stronger complaint says:
My Qiwa contract shows a monthly wage of SAR 4,500. The employer paid SAR 3,500 for March, April, and May 2026. The unpaid difference is SAR 3,000. Bank statements and payslips are attached. I asked HR for payment on 2 June and 10 June but did not receive it.
The second version gives the reviewer dates, amounts, and documents.
Do not edit screenshots in a way that changes their meaning. Keep original files.
Make a Simple Claim Calculation
Before opening the portal, write your claim in a table.
| Claim item | Period | Amount claimed | Main evidence |
|---|---|---|---|
| Unpaid salary | March 2026 | SAR 4,500 | Contract, bank statement |
| Salary shortage | April 2026 | SAR 1,000 | Payslip, bank statement |
| Unused leave | Final settlement | Amount calculated | Leave record |
| EOSB | End of employment | Amount calculated | Contract, wage, service dates |
| Overtime | Listed dates | Amount calculated | Attendance, duty roster |
This reduces mistakes when the portal asks you to add separate claim subjects.
Do not increase the amount just to pressure the employer. Claim what you can explain and support.
Step-by-Step: How to File the Complaint
Portal names and screens can change. Follow the official service page shown by MHRSD.
Step 1: Check and save your Qiwa record
Log in to Qiwa and save:
- current contract
- employer name
- contract number
- wage
- job title
- start date
- contract end date
- status
- termination or resignation requests
- transfer status
Download the contract where possible. Take clear screenshots of important screens.
If the contract is waiting for approval and contains wrong information, reject it or request changes instead of approving it blindly.
Step 2: Ask the employer to fix the problem in writing
This is not a reason to delay an urgent claim, but a clear written request can help.
Write a short message:
- describe the problem
- give dates
- state the amount
- attach the supporting record
- ask for correction by a reasonable date
- remain polite
- keep the reply
Do not threaten, insult, or publish private company information online.
Step 3: Open the official Friendly Settlement service
Go to the official MHRSD Friendly Settlement for Labor Disputes page and choose the service link.
Sign in using the official identity or login method shown by the portal.
Avoid links from unknown WhatsApp groups, agents, or social media messages.
Step 4: Choose the individual or worker portal
The official user guide instructs the worker to enter the individual portal and choose the option to file a new Friendly Settlement claim.
The screen wording may be updated, but the purpose remains the same.
Step 5: Confirm your identity details
The system may fill in personal information from connected government records.
Check:
- name
- Iqama number
- date of birth
- mobile number
- nationality
Do not continue with the wrong identity record.
Step 6: Select the employer
The system normally shows establishments where the worker was registered.
Select the correct employer.
If the employer is not shown, the official guide allows the worker to choose another establishment and enter the details manually.
Use the legal employer name from:
- Qiwa contract
- salary certificate
- GOSI record
- commercial registration details
- work permit record
- employment letter
Do not name a manager personally when the legal employer is the establishment, unless the form specifically asks for that person.
Step 7: Enter the work details
Enter the information requested by the portal.
This may include:
- start date
- last working date
- wage
- contract type
- occupation
- work city
- employer details
- reason the relationship ended
- current employment status
Use the same dates and wage shown in your evidence, or explain the difference.
Step 8: Choose the main claim category
The official user guide says the worker chooses a main category and subcategory for each claim subject.
Select the closest correct category.
Examples may include:
- wages
- end of service benefits
- leave
- overtime
- deductions
- termination
- contract compensation
- notice pay
- other employment rights
Do not put every problem inside one unclear category.
Step 9: Add each request separately
The official system allows more than one claim subject.
For each item, enter:
- what happened
- relevant date
- amount requested
- calculation
- supporting evidence
- short legal or contractual basis where known
Example:
Unpaid salary for May 2026. Contract wage is SAR 5,000. No salary was received in the bank account. I request SAR 5,000. Qiwa contract and bank statement are attached.
Step 10: Upload the evidence
The published MHRSD user guide lists these attachment formats:
- JPG
- JPEG
- TIF
- PNG
It also lists a 5 MB limit for each file.
The live portal may update these limits, so follow the current upload screen.
Use clear file names:
01-Qiwa-contract.pdf02-March-bank-statement.pdf03-April-payslip.pdf04-termination-letter.pdf05-EOSB-calculation.pdf
Do not upload dozens of repeated screenshots. Organise the evidence.
Step 11: Read the acknowledgement
The portal may ask you to confirm that the claim is genuine and not vexatious.
Read the acknowledgement before accepting it.
Do not submit false documents, edited bank statements, fake salary records, or an amount you know is untrue.
Step 12: Review the claim before submission
Check:
- correct employer
- correct work city
- correct dates
- correct wage
- each claim item
- total amount
- attachments
- mobile number
A simple typing error can slow the case.
Step 13: Submit and save the claim number
After submission, save:
- electronic claim number
- submission date
- confirmation screen
- SMS
- attached files
- full copy of what you entered
The claim number is important for tracking and contacting MHRSD.
What Happens After You File?
Initial review
MHRSD reviews the claim and supporting information.
The portal may ask for correction or more documents if information is missing.
Check SMS, email, and the claims page regularly.
Direct negotiation
The official service description states that a period is given for direct negotiation.
An employer may contact you to discuss payment or correction.
Do not close the claim because of a verbal promise. Confirm:
- exact amount
- payment date
- bank transfer method
- Qiwa correction
- contract action
- final settlement wording
Settlement session
If needed, MHRSD sends notices and schedules a settlement session.
The official user guide describes remote sessions. The live system should show the link and session information.
Prepare:
- Iqama
- claim number
- calculation sheet
- evidence
- quiet location
- working internet
- camera and microphone
- phone receiving verification messages
Join early.
During the session
Speak slowly and stay focused.
A useful structure is:
- I worked for this employer from this date to this date.
- My contract wage was this amount.
- This is what happened.
- This is the amount still unpaid.
- These documents prove it.
- This is the result I am requesting.
Do not spend the whole session describing office politics or unrelated behaviour.
If an agreement is reached
Read the settlement wording carefully.
Check:
- total amount
- payment date
- instalments
- bank account
- Qiwa correction
- termination status
- experience certificate
- withdrawal or closure wording
- what happens if payment is missed
Do not agree to "all rights received" unless the document correctly records payment and settlement.
If no agreement is reached
MHRSD states that the matter may be referred to the labour court within the official Friendly Settlement period.
Keep the referral record and follow the instructions shown in the system.
A court result is not guaranteed. The court will review the claim, evidence, law, defences, and procedural requirements.
How Long Does a Saudi Labour Complaint Take?
MHRSD lists Friendly Settlement as a 21-day service and states that the case may be settled or referred to the labour court within 21 working days from the date the claim is filed.
This is the official service target, not a promise that the worker will receive money within 21 days.
The case can take longer when:
- identity details are wrong
- employer information is missing
- evidence is incomplete
- the employer cannot be notified
- the worker misses the session
- the claim contains many issues
- amounts are not calculated
- a representative lacks proper authority
- the case moves to labour court
- translation or document verification is needed
- the portal requests correction
Fees
MHRSD lists Friendly Settlement as a free service.
The labour-violation reporting service is also listed as free.
You may still spend money on:
- translation
- document scanning
- printing
- legal advice
- authorised representation
- transport
- obtaining official copies
Fees change often. Confirm the exact amount in the official portal before payment.
Do not pay an agent who promises guaranteed settlement, transfer, compensation, or court success.
The 12-Month Claim Deadline
MHRSD's Friendly Settlement service states that the worker should submit the complaint within 12 months.
Article 234 of the Saudi Labor Law states that a lawsuit for a right under the law or employment contract is generally not admissible after 12 months from the end of the employment relationship, unless the court accepts an excuse or the employer acknowledges the right.
Do not wait until the final month.
File early because you may need time to:
- correct the employer details
- obtain documents
- attend settlement
- receive a referral
- continue the case
- respond to portal requests
This is a procedural deadline with limited exceptions. For an old or high-value claim, obtain qualified Saudi legal advice promptly.
Evidence Needed for Common Complaint Types
Unpaid salary
EOSB and final settlement
Contract or transfer problem
What Not to Do
What if the Employer Retaliates?
Workers often worry that the employer may:
- stop salary
- issue warnings
- change the contract
- report absence
- start termination
- block a transfer
- cancel services
- pressure the worker to sign
- demand withdrawal of the complaint
Do not assume that filing a complaint automatically freezes all employment or immigration actions.
Monitor:
- Qiwa
- GOSI
- Absher
- Iqama status
- work permit
- salary account
- SMS
- employer notices
Save every new record.
If the employer takes action after the complaint, report the new facts through the appropriate official route and add the evidence where the system allows.
Do not stop attending work without written approval or a clear lawful basis. Unexplained absence can create a separate problem.
Can You File From Outside Saudi Arabia?
The service is electronic and settlement sessions may be remote, so some workers outside Saudi Arabia may be able to continue a claim if they can access the official identity system, receive messages, and attend the session.
Practical problems can include:
- expired Saudi mobile number
- login failure
- missing identity access
- international call or SMS problems
- unavailable session link
- document access
- time-zone difference
The official guide also allows an authorised representative, subject to the required power of attorney.
Confirm the current procedure with MHRSD before leaving Saudi Arabia where possible.
A worker planning permanent departure should also follow the Saudi final exit and Iqama cancellation guide. Do not sign a false final settlement merely to speed up departure.
How to Contact MHRSD
MHRSD lists the following official support options:
- Friendly Settlement electronic service
- MHRSD mobile application
- labour-violation reporting service
- ministry complaints and reports page
- customer service number 19911
- online appointment booking
- official branches and labour offices
Use the complaint number when speaking with support.
Do not send passport copies, bank statements, or Qiwa login details to an unofficial social media account.
Official Sources Checked
This guide was checked against official MHRSD and Qiwa information.
- MHRSD Friendly Settlement for Labor Disputes
- MHRSD Friendly Settlement user guide
- MHRSD Reporting Violations of Labor Regulations
- MHRSD contact and customer service channels
- MHRSD labour education FAQs
- MHRSD Wage Protection information
- MHRSD Labor Law Article 234
- MHRSD Qiwa contract documentation guidance
- Qiwa official sign-in
- MHRSD domestic labour lawsuit guidance
Frequently Asked Questions
Qiwa is mainly used to check and manage employment records such as the documented contract, wage, employer, transfer, and contract status. A formal personal claim for unpaid wages, EOSB, leave pay, deductions, or another employment right normally goes through MHRSD Friendly Settlement.
Yes. The official MHRSD service page lists Friendly Settlement as a free service. Translation, legal help, representation, or document services may still cost money.
The official service asks for the contract where available or other evidence proving the employment relationship. Useful evidence can include Qiwa records, salary payments, GOSI registration, work messages, attendance, an employee card, and employer letters.
The official user guide states that the worker can select another establishment and enter its information manually. Use the legal employer name and details from Qiwa, GOSI, salary records, or other official employment documents.
The published MHRSD user guide allows more than one claim subject to be added. Enter salary, EOSB, leave, deductions, or other items separately with a calculation and evidence for each one.
MHRSD lists a 21-day service period and states that the matter may be settled or referred to the labour court within 21 working days from filing. The worker should not assume that payment will be received within that period because the claim may continue in court.
Follow the instructions and status shown in the official claim system. MHRSD may continue the official process or refer the matter as permitted. Do not skip your own session because you expect the employer to be absent.
A former worker can normally bring a labour claim within the applicable period. MHRSD and Article 234 refer to a 12-month period from the end of the employment relationship, subject to limited exceptions. File as early as possible.
The electronic system and remote sessions may allow some workers to continue from abroad, but login, mobile verification, identity access, and session attendance can create problems. Confirm with MHRSD and arrange a properly authorised representative where needed.
Use a violation report when you want MHRSD to inspect or act on labour-law non-compliance. Use Friendly Settlement when you want a personal employment claim such as unpaid salary, EOSB, leave pay, or compensation. Some situations may need both routes.
MHRSD states that an employer may not withhold a non-Saudi worker's passport, residence card, or medical insurance card. Ask for its return in writing where safe, keep the evidence, and use the appropriate violation and dispute channels.
Do not assume that the complaint freezes every employer action. Save any warning, termination, salary change, absence report, or Qiwa update made after filing. Report new conduct through the appropriate official route and obtain qualified advice for a serious retaliation claim.
No. The standard Friendly Settlement service says the worker should not be classified as domestic labour. Domestic workers use the separate domestic labour lawsuit and Musaned-related routes.
A worker can file the electronic Friendly Settlement claim directly. A lawyer or authorised representative may be useful for a high-value, complex, Article 80, Article 81, old, or court-stage case. Representation does not guarantee success.
Bottom Line
Use Qiwa first to protect the facts. Download the contract, check the wage, employer, dates, job title, and status. If the record is wrong, request correction and save proof.
For a personal claim against the employer, use MHRSD Friendly Settlement. Write each issue separately. Give dates, amounts, and evidence. Upload the contract, payslips, bank statements, messages, and calculations.
Use the labour-violation reporting service when MHRSD inspection or compliance action may be needed. Do not assume that a violation report alone will recover your exact salary or EOSB.
Attend the settlement session, speak clearly, and read any agreement before accepting it. Do not close the claim for a verbal promise.
File early. The general labour claim period is normally 12 months from the end of the employment relationship, with limited exceptions.
This guide provides general information, not legal advice. The result depends on the current law, official system, evidence, employer response, settlement process, and any labour court decision.