Qiwa is Saudi Arabia's official labour platform for private-sector employment services. Employees mainly use it to review employment contracts, respond to transfer requests, and follow employment records. Employers use it to manage contracts, work permits, employee transfers, occupations, and related workforce services.
For Pakistani, Indian, and other South Asian workers, the safest approach is to check every Qiwa request before accepting it. Confirm the employer, salary, allowances, job title, location, contract duration, and any notice or termination terms. Save a copy before taking action.
Qiwa support is mainly for platform or service problems. A labour regulation violation or a formal dispute about wages, termination, or contract rights may require a separate Ministry of Human Resources and Social Development, or MHRSD, channel.
Quick Answer
| Question | Practical answer |
|---|---|
| What is Qiwa? | Saudi Arabia's official labour platform for private-sector workers, employers, and service providers. |
| Can an employee issue a work permit? | Normally no. The employer or authorised establishment representative handles issuance and renewal. |
| Can a worker review a contract in Qiwa? | Yes. Workers can review employment contracts and use the actions available in their individual account. |
| Should I accept a contract immediately? | No. Check the employer, salary, allowances, job title, location, hours, duration, and other terms first. |
| Who normally starts an employee transfer? | The receiving employer normally creates the transfer request in Qiwa. |
| Does every transfer require current employer consent? | Not necessarily. The route depends on the contract, notice, eligibility, employer compliance, and current official rules. |
| Can every complaint be filed through Qiwa support? | No. Technical issues, labour violation reports, and employment disputes use different official routes. |
| Who normally pays work permit and transfer fees? | MHRSD guidance places specified work permit, Iqama, and transfer costs on the relevant employer. |
| Is Qiwa the same as Absher? | No. Qiwa focuses on labour services. Absher covers many identity, residency, travel, traffic, and personal government services. |
| Do domestic workers use the standard Qiwa route? | Usually no. Domestic-worker contracts and services are mainly handled through Musaned and specific MHRSD channels. |
What Qiwa Is and What It Does
Qiwa is part of Saudi Arabia's official labour-market system. It provides services for employees, business owners, and authorised service providers.
An employee may use Qiwa to:
- review pending and current employment contracts
- respond to contract or transfer requests using the options shown
- check employment information connected with the establishment
- follow the status of employment-related requests
- save contract and request records
An employer may use Qiwa to:
- create and document employment contracts
- issue or renew work permits for eligible non-Saudi employees
- request employee transfers
- manage employee occupations and work locations where permitted
- monitor employee and establishment records
Qiwa does not replace every Saudi government platform. Iqama, travel, traffic, final-exit, and identity services may involve Absher, Muqeem, the Ministry of Interior, or another official system. Read our Saudi Iqama explained guide for the difference between a work visa, work permit, and Iqama.
Who This Guide Is For
This guide is mainly for:
- Pakistani, Indian, Bangladeshi, Nepali, Sri Lankan, and other expat workers in Saudi Arabia
- new employees reviewing their first documented Saudi employment contract
- workers checking a work permit or Iqama-related employer process
- employees considering a transfer to a new establishment
- workers facing a missing contract, incorrect record, salary dispute, or technical Qiwa problem
- employers and HR teams that want to understand the checks an employee should make
This article focuses on standard private-sector employment. Domestic workers, including house drivers and housemaids, normally use Musaned and domestic-worker services. Government employment, Ajeer arrangements, temporary work, and other special categories may follow different procedures.
Documents and Records to Keep Ready
Not every Qiwa action requires every item below. Keep the relevant records ready for contract review, transfer follow-up, technical support, a violation report, or a labour dispute.
Keep copies outside your company phone and work email. Access may be removed after resignation, transfer, suspension, or termination.
How to Access and Check Your Qiwa Account
Step 1: Use the official Qiwa platform
Open the official Qiwa website directly. Avoid links from unknown agents, advertisements, or social-media messages. A copied login page may be used to steal passwords or verification codes.
Step 2: Sign in to your individual account
Use your own account and the official identity-verification method shown by Qiwa. Do not share your password or one-time code with an employer representative, agent, or colleague.
Step 3: Open the relevant employee service
Look for employment contracts, transfer requests, employee information, or the service connected with your issue. Menu names and screen layouts may change.
Step 4: Check personal and employer details
Compare the name, Iqama number, employer, job title, and other visible information with your official records. Report or correct a mismatch through the route shown for that service.
Step 5: Save the record before taking action
Download the contract where possible and save screenshots of important requests, status messages, and reference numbers.
Qiwa Work Permits for Expat Employees
A work permit is an employer-side labour authorisation for a non-Saudi employee. It is connected with lawful employment and the wider Iqama process, but it is not the same document as the Iqama.
The employer or authorised establishment representative normally handles work permit issuance and renewal through Qiwa. The employee should monitor the situation and keep records, but normally cannot complete the employer-side process personally.
What the employer normally handles
The employer may need to:
- keep the establishment eligible for the service
- maintain correct establishment and employee data
- select the employee for issuance or renewal
- complete the request in Qiwa
- obtain and pay the official payment reference where required
- resolve any establishment, compliance, or linked-record blocker
What the employee should check
Check:
- whether the employer shown is correct
- whether the documented occupation matches the approved employment arrangement
- whether the contract has been documented
- whether the work permit and Iqama process is being handled before expiry
- whether any payment request is supported by an official invoice or payment reference
- whether a claimed system problem is supported by a real screenshot or request number
MHRSD guidance states that the employer bears specified recruitment, residence, work permit, renewal, profession-change, and related costs. It also places the service-transfer fee on the employer receiving the worker. Do not pay an unofficial charge simply because someone calls it a Qiwa fee.
For renewal problems and employer-side blockers, use our Saudi Iqama renewal guide.
Qiwa Employment Contracts
A documented employment contract is one of the most important records in a Saudi private-sector employment relationship. The employer creates or documents the contract, and the employee reviews it through the individual account.
The exact actions shown may depend on the service and contract status. Use the options displayed in your account and keep a copy of every version.
What to check before accepting
Review:
- employer's legal name and establishment
- employee name, Iqama number, and passport details
- job title and occupation
- basic salary
- housing, transport, food, or other allowances
- work city, location, and mobility clauses
- working hours and weekly rest
- contract start date and duration
- probation terms
- annual leave and other leave terms
- notice and termination clauses
- confidentiality or non-compete clauses, where included
- benefits promised in the signed offer
- differences between Arabic and translated text
Do not accept a contract only because HR calls it routine. Compare it with the signed offer and written amendments.
Accept, reject, or request correction
Use the action available in Qiwa that matches the facts.
- Accept when the terms are correct and understood.
- Reject when the contract is for the wrong employer or contains terms you will not accept.
- Request correction or amendment when the employment relationship is genuine but a detail needs to be fixed, where that option is available.
Save the current version before responding. Explain any requested correction clearly and keep the offer letter or other evidence supporting the correct term.
Contract termination and employment relationship actions
Qiwa may provide contract-termination or employment-relationship actions for eligible cases. A digital request does not by itself prove that salary, leave, end-of-service, notice, transfer, Iqama, or final-exit matters have been completed.
Before submitting or responding to a termination action:
- check the reason and proposed last working date
- review the contract notice clause and current official requirements
- save salary, leave, and attendance records
- request a written settlement calculation
- confirm the effect on transfer, Iqama, insurance, and departure status
For permanent departure, follow the practical checks in our Saudi final-exit and Iqama cancellation guide.
Employee Transfers Through Qiwa
Qiwa's employee-transfer service allows an eligible receiving establishment to request the transfer of a non-Saudi employee from another employer.
A typical process is:
- the receiving employer creates the transfer request
- the employee receives or views the request
- the employee checks the proposed employer and contract
- the employee accepts or rejects the request
- the case follows the applicable notice, employer, eligibility, and government steps
- the receiving employer completes the remaining requirements
- linked employment and residency records are updated after completion
The exact route varies. Current employer consent is not the only factor. Contract status, notice, service conditions, worker eligibility, establishment compliance, and official system status may affect the request.
What to verify before accepting a transfer
Check:
- receiving employer's legal name
- job title and actual duties
- basic salary and allowances
- work city and location
- contract duration
- probation clause
- proposed joining date
- notice obligations with the current employer
- who is paying official employer-side fees
- whether anyone has requested an unofficial payment
- how Iqama, insurance, and payroll records will be updated
Do not resign, stop attending work, or pay an agent only because a transfer is described as guaranteed. Treat it as incomplete until the official process reaches completion.
For consent and eligibility issues, read our Saudi Iqama transfer guide.
Complaints and Problems: Choose the Correct Route
The word complaint may refer to a platform problem, a reported violation, or a formal employment claim. Choosing the correct route can reduce delays.
1. Qiwa technical or service problem
Use Qiwa's official support options for issues such as:
- a genuine contract or transfer request does not appear
- the platform shows an error
- account data does not load
- a service status appears stuck
- you need clarification about a Qiwa screen or request
Include the reference number, screenshot, date, and a short description. Never send a password or verification code.
2. Labour regulation violation report
MHRSD provides an official service for reporting possible private-sector labour regulation violations. This route is for reporting a violation to the ministry and is different from claiming unpaid money or asking for a contractual remedy.
The service may require:
- establishment data
- establishment location
- a copy or evidence of the alleged violation
- the report category shown in the official application or portal
Check the current service instructions before submission.
3. Formal employment dispute
A claim concerning unpaid wages, contract terms, termination, entitlements, or another employment dispute may need MHRSD's Friendly Settlement for Labor Disputes service.
MHRSD describes Friendly Settlement as the first stage for private-sector labour disputes. The claim and supporting documents are submitted electronically. The service attempts an amicable resolution and may refer an unresolved case to the labour court under the applicable procedure.
The official service page lists conditions, required documents, a filing period, and a service target. Deadlines can affect a claim, so confirm the current requirements directly on the service page before filing. This article provides general process information, not legal advice.
4. Domestic-worker complaint or dispute
Domestic workers normally use Musaned support and the specific MHRSD domestic-worker dispute route rather than the standard private-sector Qiwa process. MHRSD has a separate filing route for domestic labour lawsuits before unresolved disputes are referred to the labour courts.
Check Musaned or MHRSD for the correct current service for your case.
Evidence to organise
Prepare a short timeline showing:
- employment start date
- contract date and relevant clause
- date the problem began
- amount unpaid or disputed, where relevant
- dates you contacted HR or the employer
- responses received
- Qiwa request, contract, or transfer status
- the action you are requesting
Keep facts separate from assumptions. A dated summary supported by records is usually more useful than a long emotional message.
Step-by-Step: Use Qiwa Safely
Step 1: Confirm the official platform
Sign in through the official Qiwa website and protect your login details.
Step 2: Check personal data
Compare your Qiwa information with your passport, Iqama, and employment records.
Step 3: Verify the establishment
Make sure the establishment shown is the company you work for or plan to join.
Step 4: Read the full contract or request
Check salary, allowances, title, location, duration, hours, notice, and termination terms.
Step 5: Save evidence
Download the contract and keep screenshots of requests, notifications, and reference numbers.
Step 6: Use the correct response
Accept, reject, or request a correction only after checking the facts and the available Qiwa action.
Step 7: Track the official status
Check Qiwa after the employer or authority completes the next step. Do not rely only on a verbal update.
Step 8: Escalate through the correct channel
Use Qiwa support for a platform issue, MHRSD's violation-reporting service for a reportable violation, Friendly Settlement for an eligible private-sector employment dispute, and the domestic-worker route where applicable.
Workers recruited from Pakistan can understand the earlier stages in our Saudi work visa process from Pakistan.
Fees and Timelines
| Service or issue | Who normally acts | Practical guidance |
|---|---|---|
| Qiwa individual account and contract review | Employee | Use the official platform. Do not pay an agent for ordinary account access or contract review. |
| Work permit issuance or renewal | Employer | MHRSD guidance places specified work permit and Iqama costs on the employer. Timing depends on establishment eligibility, payment, linked records, and system status. |
| Employment contract review | Employer and employee | Timing depends on how quickly the contract is created, checked, corrected, and answered. |
| Employee transfer | Receiving employer, employee, and other parties where required | Timing varies by notice, contract status, worker eligibility, establishment compliance, and completion of linked government steps. |
| Qiwa support request | Employee or employer | Response time depends on the issue, reference number, evidence, and support queue. |
| Labour violation report | Eligible user through MHRSD | The official service page displays the current fee status and service target. Confirm them when submitting. |
| Friendly Settlement | Worker or employer through MHRSD | The official service page displays the current fee status, filing conditions, and target process. Confirm all deadlines before filing. |
| Domestic-worker complaint or dispute | Worker or employer through Musaned or MHRSD | Use the domestic-worker service instructions because the standard private-sector route does not apply in the same way. |
Fees change often. Confirm the exact amount in the official portal before payment.
Ask for the official service name, invoice, and payment reference before paying. An unofficial cash demand is not proof of a government charge.
Common Mistakes, Delays, and Risks
How Qiwa Fits Into the Wider Saudi Employment Process
Qiwa is one part of a connected employment and residency process:
- an employer recruits or hires the worker
- the employment contract is created and documented
- the employer handles the work permit
- the Iqama and linked records are issued or maintained
- the worker uses Qiwa for contract and transfer actions
- other official platforms handle identity, residency, travel, and related services
- the relationship is renewed, transferred, or ended through the applicable official process
Official Sources Checked
This guide was checked against official Saudi sources. Portal menus, service conditions, fees, and timelines may change, so confirm the current version before taking action.
- Qiwa official platform
- Qiwa Employment Contracts service
- Qiwa Employee Transfer service
- Qiwa Work Permits service
- MHRSD Friendly Settlement for Labor Disputes
- MHRSD Reporting Violations of Labor Regulations
- MHRSD guidance on costs borne by the employer
- MHRSD domestic-worker dispute route announcement
- Musaned Help and Support
Last checked: 18 July 2026.
Frequently Asked Questions
Qiwa is Saudi Arabia's official labour platform for private-sector employment services. Employees use it for contract and transfer actions, while employers use services for contracts, work permits, transfers, occupations, and related workforce records.
Yes. Sign in to your individual account, open the employment-contract service, and review the employer, salary, allowances, job title, location, hours, duration, notice, and termination terms before responding.
Save a copy and do not accept the incorrect salary only because someone promises to fix it later. Ask the employer to correct the contract and use the rejection or correction action shown in Qiwa, where available. Keep the signed offer and written salary evidence.
The employer or authorised establishment representative normally handles work permit issuance and renewal. The employee should monitor the process and keep records but does not normally complete the employer-side service personally.
MHRSD guidance places specified recruitment, Iqama, work permit, renewal, and related costs on the employer. It also states that the employer receiving the worker bears the service-transfer fee. Confirm any payment demand through the official portal.
The receiving employer normally creates the request. The employee reviews the employer and proposed contract, then uses the response shown in Qiwa. The request continues through the applicable notice, eligibility, employer, and government steps.
Some cases may proceed without current employer consent when the applicable conditions are met. Contract status, notice, worker eligibility, employer compliance, and the official Qiwa route can affect the outcome. Do not assume that one condition guarantees a transfer.
Use Qiwa's official support options for a missing request, account error, or service-status problem. Include the reference number, screenshot, and date. Never send your password or verification code.
An unpaid-salary claim may require MHRSD's Friendly Settlement process rather than Qiwa technical support. Organise the contract, bank statements, wage records, messages, and a dated calculation, then check the current filing conditions and deadline.
No. A violation report alerts MHRSD to a possible private-sector labour regulation violation. A labour dispute is a claim between a worker and employer, such as unpaid wages, termination, or a contractual disagreement.
Domestic-worker cases normally use Musaned and the specific MHRSD domestic-worker dispute route. Check the official domestic-worker service because the standard private-sector Qiwa and Friendly Settlement routes do not apply in the same way.
No. Qiwa mainly covers labour and employment services. Absher covers many personal government services connected with identity, residency, travel, traffic, and other records.
Bottom Line
Qiwa is the main Saudi labour platform for checking private-sector employment contracts, work permit relationships, and employee-transfer requests. Review every detail, save important records, and do not share passwords or verification codes.
For a problem, first identify the correct route. Use Qiwa support for a technical issue, MHRSD's violation-reporting service for a reportable labour violation, Friendly Settlement for an eligible private-sector employment dispute, and the domestic-worker route for household employment cases.
Requirements can change. Confirm your case through Qiwa, MHRSD, Musaned, your employer's authorised HR or PRO team, or a licensed professional before payment or submission.