Qiwa Saudi Arabia: Complete Guide for OFWs (2026)
Learn how Qiwa works for OFWs in Saudi Arabia, including login, employment contracts, notice periods, resignation, employer transfer, termination and common Qiwa problems.
Qiwa Saudi Arabia
Introduction
Kabayan, kung private-sector employee ka sa Saudi Arabia, isa sa pinakamahalagang accounts na dapat mong regular na tingnan ay ang iyong Qiwa account.
Qiwa is Saudi Arabia’s main digital platform for services connected to the labor system. It is used to organize and process transactions involving employees, private establishments and government entities without relying entirely on paper-based procedures.
For overseas Filipino workers, Qiwa may contain important employment information such as your documented contract, employer details, salary, job title, contract duration, renewal provisions and available employment-related requests.
Watch Video:
Qiwa Classroom For OFWs
[
)
However, seeing a button or status in Qiwa does not automatically mean that every legal condition has already been satisfied. A Qiwa action must still be evaluated together with your employment contract, Saudi Labor Law, implementing regulations and your actual employment circumstances.
This guide explains how Qiwa works, what OFWs should check, how employment contracts are documented, how notice periods and resignations work, how employer transfers are processed and what to do when the information in your account appears incorrect.
Important: This guide is for general educational information. It is not a substitute for case-specific legal advice or an official decision from Qiwa, the Ministry of Human Resources and Social Development, or a Saudi labor court.
What Is Qiwa in Saudi Arabia?
Qiwa is a digital platform under Saudi Arabia’s Ministry of Human Resources and Social Development, commonly known as HRSD.
HRSD describes Qiwa as the main digital platform for Saudi labor-system services and a unified interface for organizing and following transactions between employees, government entities and private establishments.
For employees, Qiwa Individuals—sometimes displayed as Qiwa Afrad—provides access to employment-related records and services.
Employers use the business side of Qiwa to manage services such as:
- Employment-contract creation and documentation
- Employee-transfer requests
- Work-permit services
- Profession-change requests
- Establishment records
- Compliance-related services
- Contractual-relationship procedures
Not every service is controlled directly by the employee. Some services are initiated by the employer, while others allow the employee to approve, reject, request an amendment or submit a separate action.
Why Qiwa Is Important for OFWs
Your employment relationship should not depend only on verbal promises, recruitment messages or an unsigned document kept by one party.
A documented Qiwa contract can provide an official digital record of important employment terms. Under HRSD’s contract-management service, an establishment creates the contract and sends it to the employee through Qiwa. The employee may then approve it, reject it or request an amendment. When both parties agree, the contract is treated as documented and approved by HRSD.
Regularly checking Qiwa can help you identify problems before they become more difficult to resolve.
For example, you may discover that:
- Your salary in Qiwa is different from the amount you were promised.
- Your job title is different from your actual profession.
- The contract duration is longer than expected.
- The contract includes an automatic-renewal provision.
- The start date does not match your actual date of work.
- The notice period is different from what you were told.
- A new contract or transfer request is waiting for your response.
- Your employment contract is not visible.
- A termination request has been submitted or completed.
Do not accept a Qiwa contract immediately just because your employer or recruiter tells you to accept it. Read the entire document first.
Qiwa, Absher, Musaned, GOSI and Other Saudi Platforms
Many OFWs become confused because Saudi Arabia uses several digital platforms for different government services.
Qiwa
Qiwa primarily covers labor-system and private-sector employment services, including contract documentation and certain employer-transfer and contractual-relationship procedures.
Absher
Absher is commonly used for Ministry of Interior services, including residency, visa and identity-related transactions.
Your Iqama information may be visible through Absher, while your employment contract may be visible through Qiwa.
A contract ending in Qiwa does not necessarily mean that your Iqama or visa has automatically been cancelled. These are connected but legally and technically separate processes.
Musaned
Musaned is generally the relevant platform for domestic-worker recruitment and domestic-employment services.
Workers such as household workers, private drivers, domestic helpers and similar categories may be covered by domestic-worker regulations and Musaned processes rather than the regular private-sector Qiwa contract system.
GOSI
The General Organization for Social Insurance maintains social-insurance and registered employment information.
Mudad
Mudad is associated with wage and payroll-compliance systems used by establishments.
Najiz
Najiz is the Ministry of Justice platform used for judicial and enforcement services.
A worker may therefore use Qiwa for employment records, Absher for residency or visa matters, HRSD channels for labor complaints, and Najiz when a case reaches judicial or enforcement procedures.
How Qiwa Employment Contracts Work
HRSD’s contract-management service allows establishments to create and document employment contracts electronically.
The employer enters information such as:
- Employee identity details
- Job title
- Contract duration
- Working hours
- Salary and financial obligations
- Additional contract conditions
The contract is then sent to the employee through Qiwa Individuals. The employee may approve it, reject it or request an amendment.
What Happens When You Accept the Contract?
Accepting the contract indicates that you agree to the terms displayed in the document.
That is why you should inspect every important field before clicking “Accept.”
Keep a downloaded copy, PDF or clear screenshots after acceptance. Contract information or account displays may later be updated, and your saved copy can help establish what you originally reviewed.
Can You Reject a Qiwa Contract?
Yes. HRSD states that an employee may approve, reject or request an amendment to a contract sent through Qiwa.
Rejecting a contract does not necessarily resolve every employment disagreement. It simply means that you have not accepted that particular version.
When requesting a correction, explain the disputed information clearly and keep your communications professional.
For example:
The basic salary stated in the Qiwa contract does not match the salary in my signed job offer. Kindly amend the contract before I accept it.
Is a Qiwa Contract Automatically Valid?
A contract documented through Qiwa is an important official employment record. However, a contract clause cannot lawfully remove a right that is protected by mandatory Saudi law.
Saudi Labor Law allows parties to add clauses to the standard contract, provided those clauses do not conflict with the law, its regulations or implementing decisions.
When a clause appears unclear, excessive or inconsistent with current regulations, obtain clarification before accepting.
What to Check Before Accepting a Qiwa Contract
Review the following information carefully.
Employer Name
Confirm that the establishment shown in Qiwa is the company that is actually employing you.
A company’s commercial name may differ from the workplace name used in advertisements, uniforms or project sites. Ask for clarification when the names are different.
Job Title and Profession
Check whether the job title reflects the work you were hired to perform.
Saudi Labor Law generally prohibits an employer from employing a worker in a profession different from the profession stated in the work permit unless the required legal procedures are completed.
Small wording differences may not always mean that a violation exists, but a completely unrelated profession should be reviewed.
Basic Salary and Allowances
Check the basic salary separately from allowances.
The contract may identify:
- Basic salary
- Housing allowance
- Transportation allowance
- Food allowance
- Other fixed benefits
- Commission or performance-based payments
This distinction matters because some benefits, overtime calculations and end-of-service computations may depend on how wage components are classified.
Work Location
Check the listed city or place of work.
Saudi Labor Law generally states that an employee should not be transferred to another location requiring a change of residence without written consent, subject to limited exceptions for temporary assignments caused by unforeseen necessity.
Working Hours
Compare the contract’s working hours with the schedule explained during recruitment.
Do not assume that the working-hours clause automatically includes unlimited overtime. Overtime, weekly rest and sector-specific working arrangements may be governed by additional provisions.
Contract Start and End Dates
Confirm both dates carefully.
The start date should be compared with:
- Your actual first working day
- Your previous Qiwa contract
- Your transfer date, when applicable
- Your signed employment documents
- Payroll records
A sponsorship or employer transfer may create a new employment record. Do not assume that the previous employer’s contract dates will always remain unchanged in the new contract.
At the same time, your total service history may still matter for benefits if the legal employment relationship, transfer arrangement or written agreement preserves that service. Keep all old contracts and transfer documents.
Contract Renewal
Look for wording such as:
- Automatically renewed
- Renewed for a similar period
- Renewable upon mutual agreement
- Non-renewal notice required
- Renewal type: indefinite
Do not rely only on the short summary shown on the contract page. Open and read the complete contract.
Notice Period
Check whether the contract provides a notice period and when that notice applies.
A notice period may be relevant to:
- Terminating an indefinite contract
- Resignation procedures
- Non-renewal requirements
- Contractually agreed termination
- Employer-initiated termination
These situations should not automatically be treated as identical.
Compensation Clause
Read any clause dealing with early termination, remaining contract months, liquidated damages or compensation.
A compensation clause can have significant consequences when either party terminates a fixed-term contract without a valid legal or contractual basis.
Fixed-Term and Indefinite Contracts in Qiwa
The difference between fixed-term and indefinite contracts is one of the most misunderstood Qiwa topics.
Fixed-Term Contract
A fixed-term contract has a defined start date and end date.
Article 37 of Saudi Labor Law states that a non-Saudi worker’s employment contract must be written and fixed-term. If no duration is stated, it is considered one year from the worker’s actual commencement date. If work continues after that period, it is considered renewed for a similar duration.
This rule is especially important for OFWs and other expatriate employees.
Indefinite Contract
An indefinite contract does not have a predetermined final end date and may be terminated under the applicable notice and legal rules.
For Saudi employees, a repeatedly renewed fixed-term contract may, under certain conditions, become indefinite. However, Article 55 expressly makes this subject to Article 37 concerning non-Saudi workers.
Therefore, an OFW should not automatically assume that repeated renewals convert a non-Saudi contract into an indefinite contract.
What If Qiwa Displays “Indefinite” for a Non-Saudi Worker?
Do not ignore the display, but do not assume that one label conclusively resolves the legal classification.
Check:
- The complete downloadable contract
- The start and end dates
- The renewal clause
- The Arabic and English wording
- Your nationality and employment category
- Any amendment or previous contract
- Qiwa or HRSD clarification
Article 37 remains the central legal provision for non-Saudi employment contracts. A contradictory system label may require formal correction or clarification.
Qiwa Contract Renewal and Non-Renewal
A fixed-term contract generally ends when its stated duration expires, unless it has been renewed according to its terms or the applicable legal rules. Article 74 lists expiry of the specified term as one of the grounds for contract termination unless the contract has been expressly renewed.
However, many Qiwa contracts include an automatic-renewal clause.
For example, the contract may state that it will renew for a similar period unless one party sends notice before the expiry date.
What Should You Do If You Do Not Want Renewal?
Do not wait until the final working day.
Review your contract several months before expiry and:
- Identify the contract end date.
- Read the renewal and non-renewal clause.
- Check the required notice period.
- Send written non-renewal notice within the required period.
- Use an official company email or documented channel.
- Save proof that the notice was sent and received.
- Check whether Qiwa provides an applicable action for your contract.
- Follow up with HR before the expiry date.
A written email can be important evidence, but it does not always replace a required Qiwa procedure when the applicable service is available.
Similarly, submitting a Qiwa action does not eliminate the need to comply with the contract or law.
Qiwa Notice Period Explained
A notice period is the time between the written notice of termination and the intended termination date.
Article 75 currently provides the following minimum notice periods for an indefinite-duration contract:
- When a monthly-paid employee initiates termination: at least 30 days’ written notice
- When the employer initiates termination against a monthly-paid employee: at least 60 days’ written notice
- When wages are not paid monthly: at least 30 days’ written notice by either party
These periods under Article 75 specifically address indefinite contracts.
If the required notice is not observed, Article 76 provides that the terminating party may owe compensation equal to the worker’s wage for the unserved notice period, unless the parties agree otherwise.
Qiwa For OFWs
Does the 30-Day Rule Apply to Every OFW?
Not automatically.
Most non-Saudi employment contracts are required to be fixed-term under Article 37. Article 75, by its wording, applies to indefinite contracts.
For a fixed-term contract, you must also examine:
- The remaining contract period
- The termination clause
- The resignation provision
- The compensation clause
- Whether the employer agrees to mutual termination
- Whether a lawful ground for termination exists
Never advise an OFW that they may always leave a fixed-term contract simply by serving 30 or 60 days’ notice. That conclusion may be incomplete and could expose the worker to a compensation claim.
Resignation Through Qiwa
Resignation and contract non-renewal are not the same.
- Resignation means the employee requests to end an existing employment relationship.
- Non-renewal means the employee does not want a fixed-term contract to continue after its scheduled expiry.
- Mutual termination means both parties agree in writing to end the contract.
- Termination for legal cause means one party relies on a specific statutory or contractual ground.
Saudi Labor Law now contains detailed resignation provisions under Article 79 bis.
A resignation request is generally considered accepted if 30 days pass without a response from the employer. The employer may postpone acceptance for up to 60 days when work interests require it, but the postponement must be supported by a written explanation issued before the original 30-day period expires.
The law also states that:
- The employee may withdraw the resignation within seven days unless the employer has already accepted it.
- The employment contract remains valid during the resignation-request period.
- Both parties must continue fulfilling their obligations.
- An employee whose contract ends through resignation remains entitled to rights provided by law.
These rules do not mean that every resignation is free from contractual compensation. A worker with a fixed-term contract should still review Article 77 and the compensation clause.
Can an Employee Terminate a Contract in Qiwa?
HRSD provides an electronic Termination of Contractual Relationship service through Qiwa.
According to the official service procedure, the employee:
- Logs in to Qiwa Individuals.
- Opens Services.
- Selects Employment Contracts.
- Selects the contract.
- Clicks Terminate Contract.
- Chooses the reason.
- Specifies the last working date.
- Reviews and submits the request.
The service requires the employee to have a valid Qiwa contract and no existing termination request under approval for the same contract.
Important Difference: System Access vs Legal Entitlement
The availability of the “Terminate Contract” button does not automatically prove that:
- No compensation is payable.
- Notice is unnecessary.
- The employer cannot object.
- Article 77 cannot apply.
- The selected reason is legally established.
- The worker may immediately stop reporting for work.
- A transfer or final exit will automatically be completed.
Qiwa processes the electronic request, but legal consequences still depend on the contract, the selected termination reason and the facts of the case.
Early Termination and Article 77 Compensation
Article 77 addresses compensation when a contract is terminated for an illegitimate reason and the contract does not already specify a particular compensation arrangement.
The statutory formula states:
- For an indefinite contract: 15 days’ wages for every year of service
- For a fixed-term contract: wages for the remaining contract period
- The compensation should not be less than two months’ wages
This applies unless the contract includes specific compensation for termination by either party for an illegitimate reason.
Article 77 should not be used casually as a threat or an automatic conclusion.
Before saying that an employee owes the entire remaining contract salary, check:
- Who terminated the relationship
- Why it was terminated
- Whether the reason was legitimate
- Whether the contract contains an agreed compensation clause
- Whether mutual termination was reached
- Whether Article 80 or Article 81 applies
- Whether there is documentary evidence
- Whether the parties waived or settled compensation
Only a competent authority can make a binding decision when the parties dispute these questions.
Article 80 and Employer-Initiated Dismissal
Article 80 identifies serious circumstances in which an employer may terminate a worker without an award, notice or compensation, subject to the statutory conditions and the employee being given an opportunity to object.
Examples include serious assault, failure to perform essential contractual duties after warning, dishonesty, deliberate material loss, forgery, qualifying absence and unauthorized disclosure of business secrets.
An employer should not simply label an ordinary resignation or disagreement as Article 80 without satisfying the required conditions and evidence.
Workers who receive an Article 80 termination should request the written reason and preserve:
- Warning letters
- Attendance records
- Payroll records
- Messages and emails
- Investigation documents
- The Qiwa contract
- The Qiwa termination status
Article 81 and Leaving Without Notice
Article 81 allows a worker to leave without notice while retaining statutory rights in specific serious situations.
These include circumstances where:
- The employer fails to fulfill essential contractual or statutory obligations.
- The employer engaged in deception regarding working conditions.
- The employee is assigned fundamentally different work without consent, contrary to the law.
- Violence or an act violating public morals is committed.
- Treatment is characterized by harshness, injustice or humiliation.
- A known workplace danger threatening health or safety is not addressed.
- The employer’s conduct effectively forces the worker to appear responsible for ending the contract.
Article 81 is not a general shortcut for leaving any difficult job.
A worker relying on Article 81 should gather strong evidence and consider filing or preparing an official labor complaint. Selecting an Article 81-related reason in Qiwa does not, by itself, prove that the legal ground exists.
Employer Transfer Through Qiwa
Employer transfer is another major Qiwa service for expatriate workers.
A transfer may involve:
- A prospective employer initiating an offer or transfer request.
- The worker reviewing the proposed employer and contract.
- The worker accepting the request when the terms are correct.
- Completion of any applicable notice, contract or regulatory requirements.
- Final processing through the relevant government systems.
- Verification of the new employer and updated employment record.
Do not resign from your current job solely because someone promises that a transfer will be completed.
Before taking action, confirm:
- The offer appears in your official Qiwa account.
- The new employer’s legal name is correct.
- The salary and benefits are written correctly.
- The profession is appropriate.
- The contract duration is acceptable.
- The transfer remains eligible under the system.
- Your current contract obligations have been reviewed.
- The new employer understands the transfer timeline.
Article 40 states that the employer receiving the transferred worker bears the transfer-of-service costs. It also places residence and work-permit fees, renewals and delay penalties on the employer, subject to the provision’s terms.
Does an Expired Iqama Automatically Cancel a Qiwa Contract?
No. An expired Iqama does not automatically erase or cancel the employment contract displayed in Qiwa.
The Iqama, work permit and employment contract are related but separate records.
Article 40 generally makes the employer responsible for residence and work-permit fees, renewals and penalties resulting from delayed renewal.
Article 35 also provides that regulations should protect a worker from being negatively affected when a work permit is not renewed because of an employer’s violation, including the possible transfer of the worker’s service without the violating employer’s approval.
However, transfer eligibility is not determined by Iqama expiry alone. The worker’s contract, work permit, employer compliance, system status and applicable transfer conditions must all be checked.
Common Qiwa Problems and What to Do
My Qiwa Contract Is Not Showing
Possible explanations include:
- The employer has not created the contract.
- The contract is still being prepared.
- Your identity information is incorrect.
- Your employment record has not synchronized.
- You are checking the wrong account.
- Your employment category uses another platform.
- A previous contract or transfer remains incomplete.
Ask HR in writing whether the contract has been created and sent. Request a screenshot or reference number when available.
My Salary Is Wrong
Do not accept the contract until the employer corrects the amount.
Compare the Qiwa contract with:
- The signed offer
- Agency documents
- Payroll records
- Bank transfers
- Written employer communications
Request the amendment through Qiwa and email HR so you have a separate record.
The Start or End Date Is Wrong
Take screenshots immediately.
Ask the employer to explain whether the date relates to:
- Your original hire
- Contract documentation
- A renewal
- A transfer
- A new establishment
- An amended contract
Do not assume that a changed date automatically removes your previous service. Service continuity is a separate legal and factual issue.
My Contract Was Automatically Renewed
Open the complete contract and review the renewal clause.
Then gather:
- Your non-renewal notice
- Proof of delivery
- Employer acknowledgements
- The old contract
- The renewed contract
- Screenshots of Qiwa errors
- Communications with HR
Request correction or mutual resolution before making a legal conclusion.
I Cannot Terminate Because of a Qiwa Error
Record the exact message and date.
Take a screenshot showing:
- The error
- Contract number
- Contract end date
- Work-permit status
- Time and date
- Any failed attempts
Send the evidence to HR and contact Qiwa or HRSD through official support channels.
A technical limitation should be documented, especially when it prevents you from completing a time-sensitive action.
My Employer Says Emails Do Not Count
A Qiwa submission may be required for certain electronic procedures, but written emails can still be important evidence of notice, acknowledgement, agreement or attempted compliance.
Use both the official system and written communications whenever possible.
I Received a Contract From an Unknown Company
Do not accept it.
Verify the company name, contact your actual employer and report suspicious activity through official channels when necessary.
What to Do When Your Qiwa Information Is Incorrect
Follow a documented process.
Step 1: Save Evidence
Download the contract and take screenshots before requesting changes.
Step 2: Compare the Records
Compare Qiwa with your:
- Job offer
- Employment contract
- Agency documents
- Payslips
- Bank records
- Iqama
- Work permit
- Previous Qiwa contracts
Step 3: Notify HR in Writing
Describe the exact field that is incorrect.
Avoid emotional accusations. Focus on the record:
The contract end date displayed in Qiwa is October 22, 2027, while the previously accepted contract states October 22, 2026. Kindly review and correct the record.
Step 4: Request Amendment Through Qiwa
Use the amendment or rejection option when available.
Step 5: Contact Official Support
When the employer cannot or will not correct the record, contact Qiwa or HRSD using official support channels.
HRSD lists 19911 as a contact number for its contractual-relationship service.
Step 6: File a Labor Complaint When Necessary
A formal complaint may be appropriate when the problem involves unpaid wages, unrenewed documents, contract manipulation, unlawful termination or unresolved employment rights.
Keep the complaint factual and attach relevant evidence.
End-of-Service Benefits After a Qiwa Contract Ends
Qiwa records may help establish contract information, but end-of-service benefit entitlement is determined by Saudi Labor Law and the facts surrounding the end of employment.
Article 84 calculates the full end-of-service award as:
- Half a month’s wage for each of the first five years
- One month’s wage for each year after the first five years
- A proportional amount for partial years
The last wage is used as the basis for the calculation, subject to applicable rules.
When employment ends through resignation, Article 85 generally provides:
- Less than two years: no resignation-based award under Article 85
- Two to five years: one-third
- More than five but less than ten years: two-thirds
- Ten years or more: full award
Other grounds of termination may produce a different result.
Article 88 generally requires the employer to settle wages and entitlements within one week when the employer ends the relationship, or within two weeks when the worker ends it.
Use the PinoyTalks Saudi End-of-Service Benefits Calculator for an estimate, but verify the result against your termination reason and employment records.
Qiwa Safety Checklist for OFWs
Before accepting or submitting anything in Qiwa:
- Read the full document.
- Check the Arabic and English versions when possible.
- Verify the employer’s legal name.
- Confirm the salary and allowances.
- Check the profession and work location.
- Review the contract dates.
- Read the renewal clause.
- Check the notice and compensation provisions.
- Save a PDF or screenshots.
- Ask for corrections in writing.
- Do not share your password or verification code.
- Do not accept a transfer based only on a verbal promise.
- Do not stop reporting for work without understanding the legal consequences.
- Contact official support when a system error affects your rights.
Frequently Asked Questions About Qiwa
Is Qiwa Mandatory for Private-Sector Employees?
Qiwa is the principal HRSD digital platform for Saudi labor-system services and is used for official private-sector employment transactions, including contract documentation.
Is Qiwa the Same as Absher?
No. Qiwa primarily handles labor and employment services, while Absher is commonly used for Ministry of Interior services such as residency and visa-related transactions.
Can I Reject My Qiwa Contract?
Yes. HRSD states that an employee may approve, reject or request amendment of a contract sent through Qiwa.
What Happens If I Accept an Incorrect Contract?
Your acceptance may be used as evidence that you agreed to the displayed terms. Request correction before accepting whenever possible.
When already accepted, notify the employer immediately, preserve evidence of the correct terms and request an official amendment.
Can My Employer Change My Qiwa Contract Without My Approval?
An amended or new contract should be reviewed carefully. Do not accept a change you do not understand or agree with.
A contract clause must also remain consistent with mandatory Saudi law.
Can I Resign Through Qiwa?
Qiwa provides an electronic contractual-relationship termination service for eligible employees with a valid Qiwa contract. The employee selects the contract, reason and last working date before submitting the request.
The legal consequences depend on the contract and termination ground.
Is the Employee Notice Period Always 60 Days?
No. Under the current Article 75, a monthly-paid employee terminating an indefinite contract must give at least 30 days’ written notice. The employer must give at least 60 days when initiating termination against a monthly-paid employee.
This provision does not automatically apply to every fixed-term expatriate contract.
Can I Transfer Without My Employer’s Approval?
Certain transfers may proceed without the current employer’s approval when applicable regulatory conditions are satisfied. However, eligibility depends on the worker’s status, contract, work permit, employer compliance and Qiwa system requirements.
Check the actual transfer eligibility shown in Qiwa and obtain official clarification for disputed cases.
Does Contract Expiry Automatically Give Me Final Exit?
No. Contract expiry and final-exit processing are separate matters.
After the employment relationship ends, the employer, employee and relevant government systems may still need to complete employment, residency and visa procedures.
Does an Expired Iqama Mean I Can Stop Working?
No. Do not stop reporting for work based only on Iqama expiry.
Document the expiry, notify the employer and seek official assistance. The employer generally bears renewal costs and delay penalties, but the correct employment action depends on the full situation.
Can Domestic Workers Use Qiwa?
Domestic-worker processes are generally handled through Musaned and the regulations applicable to domestic workers. Confirm the correct platform based on your profession and employment category.
Related PinoyTalks Qiwa Guides
Continue learning through these related guides:
Final Reminder
Kabayan, huwag basta mag-click ng Accept, Reject, Transfer or Terminate sa Qiwa nang hindi binabasa ang buong detalye.
Qiwa gives employees better access to their employment records and official digital services, but the platform should be used carefully.
Always compare what appears in Qiwa with your actual contract, salary records and official documents. Save screenshots, communicate in writing and verify unclear cases through Qiwa or HRSD.
Most importantly, separate three different questions:
- What action is technically available in Qiwa?
- What does your employment contract allow?
- What does Saudi Labor Law require?
The correct answer usually depends on all three.
Disclaimer: PinoyTalks provides general educational information for Filipino workers in Saudi Arabia. Employment cases may differ depending on the contract, profession, documentation, termination reason and current government requirements. Verify important decisions through Qiwa, HRSD or a qualified Saudi labor professional.
