Employee Rights & MHRSD FAQ

Yes. Expatriate workers must hold a valid work visa arranged by the employer, and an iqama (residence permit) after arrival. Working without the proper authorization violates Saudi labour and residency rules and can lead to fines, deportation and bans. Do not start work until your employer has completed the visa and iqama process.

Official source: Ministry of Human Resources and Social Development (MHRSD)

No. A visit visa — whether for tourism, family or business — does not permit employment. Working on a visit visa exposes both you and the employer to penalties including fines and deportation. The employer must convert your status to a work visa before you begin.

Official source: MHRSD / Ministry of Interior

You may only work for the employer stated on your work authorization, in the occupation recorded on your iqama. Working for a different employer without completing an official transfer through the Qiwa platform is a violation, even if you have a signed offer letter.

Official source: MHRSD — Qiwa

Under the MHRSD labour reforms, an expatriate worker can transfer to a new employer when the employment contract has ended, or in specific cases — such as unpaid wages for three consecutive months or an expired iqama — even without the current employer's consent. Transfers are requested through Qiwa. Check your own eligibility there before resigning.

Official source: MHRSD — Qiwa employment transfer service

Use the official Absher platform for residency status and Qiwa for your employment contract and transfer eligibility. Do not rely only on what an agent or a recruiter tells you in a message.

Official source: Absher / Qiwa

No. Withholding a worker's passport against their will is illegal in Saudi Arabia and is treated as a trafficking indicator. Your employer may hold it briefly for visa processing but must return it. If an employer refuses, you can report the matter to the police or through MHRSD's complaint channels.

Official source: MHRSD

The employer bears the costs of recruitment, the work visa, the iqama and its renewal, and repatriation at the end of the contract. You must never be asked to pay an employer or an agent for issuing or renewing your own work documents.

Official source: Saudi Labor Law — Article 40

Yes. Wages must be paid on time through the Wage Protection System (Mudad), which lets MHRSD monitor salary payments. If your wages are delayed, keep your contract and bank records and file a complaint through Qiwa or MHRSD — three consecutive months of unpaid wages can also qualify you to transfer employers without consent.

Official source: MHRSD — Wage Protection System

The standard is 8 hours a day and 48 hours a week, reduced during Ramadan for Muslim employees. Overtime is paid at 150% of the basic hourly wage, and work on rest days or public holidays carries additional compensation. These terms should appear in your contract.

Official source: Saudi Labor Law

Start with the MHRSD complaint service — through Qiwa, the ministry's website, or the unified call centre. Contractual disputes can be escalated to the labour courts, and amicable settlement services are offered first in many regions. Keep your contract, payslips and messages as evidence.

Official source: MHRSD

Seek help immediately. MHRSD receives reports of forced labour and trafficking through its official channels, and Saudi Arabia operates shelters and protection services for victims. In an emergency or where someone's immediate safety is at risk, contact the Saudi emergency authorities right away.