TL; Dr:
-
Kiva platform run bySaudi Arabia Ministry of Human Resource and Social Development (Mhrsd ), Now applies one60-day grace period Before marking an employee as “absent from work”. - During this period, disconnected workers can re -contract with their current employer, transfer to a new, or exit Saudi Arabia.
- Failure to function within 60 days leads the employer’s record and notification to MHRSD and Interior Ministry to automatic removal.
As of July 31, 2025, Saudi Arabia’s QIWA Labor Platform introduced important updates for employment-oriented rules according to a report by Saudi Gazette. Employees are no longer allowed to mark employees as “absent” as “absent”: they should wait at least 60 days, provided that the worker’s residence permit (ekma) remains valid. This change brings more clarity, fairness and digital efficiency for workforce management.
How does the new grace-term rules work
Ekma validity & Dissection criteria
Employers can only submit an absence report if the worker’s Ekma is valid for at least 60 days and there is no active employment contract. Once marked as “disconnect from work”, the worker is given one 60-day duration to choose one of the following tasks:
- Re -signs with the same employer
- Transfers a new employer via Qiwa
- Get out of the state
If no action is completed for 60 days, the worker is automatically classified as “absent” and removed from the company’s contract database.
Inactivity and system information results
- After the grace period ends, Qiwa triggers automated information for MHRSD and the Ministry of Internal, which flags the “absent” position of the worker for enforcement or punishment.
- If the termination is naturally or through the choice, after the notice period expires, the contract is marked as “finished” in the system. The actual “absence” position follows only after a full grace window.
Price Admitted: Workers and employer benefits
- Encourages proper treatment, gives workers time to legalize their status and employers to legalize time for fixed process.
- The labor market helps stabilize infections and reduces the risk of sudden loss of legal residence.
- Digital records job management with QIWA vision for transparency and data accuracy in digital records.
- Through individual QIWA accounts, supporting the dynamics of the career provides quick access to employment certificates, salary or service documents.
broader context
This update is part of comprehensive labor reforms by MHRSD launched in 2024-25, including standardized dispute settlement rules, pay protection mechanisms and flexible work provisions that support the state’s vision 2030 objectives to create a more transparent, dynamic and right-based labor ecosystem. The beginning of the 60-day grace period on the QIWA platform institutionalizes a balanced approach to infection in Saudi Arabia. It prioritizes worker safety, procedural clarity and system integrity by the need for a valid ekma and a contractual grace period before a worker is identified “absent”. This rule aligns with the state’s ongoing labor digitization and modernization efforts and ensures more human, regulated employer -staff interactions. By digitaling absence reporting, informing authorities automatically, and to enable self-service conditions, Kiva continues to extend the Saudi Arabia’s labor structure to global standards.
Fasting
- 1. When an employer can report a worker as absent?
Only when the worker does not have an active contract and Ekma is valid for at least 60 days.
- 2. What options do a disconnected worker have?
They can re-signed with the same employer, transfer the other through QIWA, or exit the Saudi Arabia within the 60-day window.
- 3. What happens if no action is taken within 60 days?
The worker will be marked as “absent”, the employer will be removed from the record, and the MHRSD and the Interior Ministry will be marked.
- 4. Can workers generate employment certificates?
Yes, through “qiwa individuals”, they can use salary and service certificate to verify the current or pre -roles.
- 5. How does this change align with Vision 2030?
It is part of comprehensive labor market reforms for the purpose of digitization, transparency and protection of rights under Saudi Arabia’s Working Force Development Scheme.
