Planning to transfer to another employer in Saudi Arabia? Before submitting your resignation, accepting a new Qiwa job offer, or waiting for your employment contract to expire, you need to understand the Qiwa transfer requirements in Saudi Arabia.
Qiwa Transfer Requirements in Saudi Arabia
Qiwa Transfer Requirements in Saudi Arabia (2026): Complete Guide for OFWs
Updated: October 10, 2026 | PinoyTalks Saudi OFW Guide
One of the most common questions among Filipino workers is:
"Can I transfer to a new company without my current employer's approval?"
Yes, it is possible—but not every worker qualifies for the same transfer procedure.
The Saudi Ministry of Human Resources and Social Development (HRSD) provides a Freedom of Movement service through Qiwa that allows eligible resident workers to transfer to another employer without requiring the current employer's approval, subject to applicable rules.
The HRSD service was released on September 8, 2026, and describes a process in which the new employer submits an offer, the employee accepts or rejects it, the current employer is notified, and the system verifies eligibility before completing the transfer.
Official reference: HRSD – Transfer of Services From Another Employer (Freedom of Movement).
However, transfer eligibility can depend on your existing contract, length of service, current employment status, applicable notice period, and the new employer's eligibility.
This guide explains what Filipino workers should check, how the transfer process works, and how to avoid costly mistakes.
Who this guide covers: Non-Saudi employees in the Saudi private sector covered by Qiwa. Domestic workers, including household drivers and domestic helpers, generally fall under separate Musaned rules.
For an overview of job offers, read our related article: Before Accepting a New Qiwa Offer: 15 Things Every OFW Should Know.
1. What Are the Basic Qiwa Transfer Requirements in 2026?
To transfer employment from one establishment to another, both the employee and the new employer must satisfy the requirements applicable to their particular transaction.
There is no universal checklist that guarantees approval for every worker.
Requirements related to the worker
Before starting the transfer process, review the following:
- Employment status: Determine whether your existing employment contract is active, expired, terminated, or subject to a notice period.
- Transfer eligibility: Confirm that Qiwa allows you to proceed through an available transfer route.
- New employer: Find an establishment willing and eligible to hire you through Qiwa.
- Employment offer: Review the contract or job offer submitted by the new employer.
- Notice obligations: Comply with any applicable notice period shown in your contract or transfer workflow.
- Government records: Check whether your Iqama, work permit, current transfer request, or other administrative status requires additional action.
- Transfer completion: Make sure the official transfer is completed before beginning work under the new establishment.
These are important checks, not a claim that every worker must satisfy the same statutory conditions.
Remember: A valid Iqama alone does not guarantee transfer eligibility, and an expired Iqama does not automatically establish the right to transfer.
For workers whose current contracts are still active, see Can You Accept a New Qiwa Job Offer While Your Current Contract Is Still Active?.
Requirements related to the new employer
HRSD's established expatriate employee-transfer service lists several establishment-level conditions, including:
- Valid commercial registration.
- An existing, operational establishment.
- Compliance with applicable work-permit requirements.
- Compliance with the Wage Protection System.
- Applicable Nitaqat classification requirements.
- Sufficient establishment credit or capacity for the transfer.
The requirements that appear for a particular transaction may depend on which Qiwa transfer service is used.
Official reference: HRSD – Request for Transfer of Expatriate Workers.
Practical advice: Before resigning from your present company, ask the new employer whether its Qiwa Business account can initiate your specific employee-transfer transaction.
A verbal promise from HR is not a completed transfer.
2. Can You Transfer Without Your Current Employer's Approval?
Yes, eligible workers may be able to transfer without their current employer's approval.
This is an important feature of Saudi Arabia's labor-mobility framework.
HRSD's September 2026 Freedom of Movement service specifically provides for transferring to another employer without current-employer approval, subject to applicable conditions.
But three situations must be distinguished:
Situation | What Workers Should Know |
|---|
Contract completed and properly ended | May qualify for transfer without current employer approval, subject to Qiwa validation |
Contract still active | Transfer may be possible under an applicable mobility route, with notice or other requirements |
Special transfer circumstances | May qualify under a different procedure depending on official employment and government records |
Do not assume that every employee must obtain a release letter.
Equally, do not assume that having a new employer eliminates existing contractual obligations.
The safest approach is to determine which official transfer route applies before ending your employment.
A related PinoyTalks discussion explains the differences between contract expiry and employer approval: Transfer to Other Company.
3. Transfer After Contract Expiry: The Safest Route for Many OFWs
If you are approaching the end of a fixed-term employment contract and already plan to change employers, completing your current contract and properly handling non-renewal is often the lower-risk route.
For example:
- Current contract expires December 31, 2026.
- Contract requires 60 days' non-renewal notice.
- Worker wants to transfer to another company.
- New employer is willing to submit an official Qiwa transfer request.
The worker should review the contract's renewal provisions and submit the necessary non-renewal notice within the applicable deadline.
The new employer can then coordinate the transfer through Qiwa based on the worker's actual eligibility.
Why the renewal clause matters
Saudi Labor Law Article 74 recognizes expiration of the specified contract period as a ground for ending employment, subject to the provisions governing renewal.
Article 55 addresses fixed-term contract expiry and renewal.
However, reaching the listed end date does not always mean the contract has already ended without consequences.
An automatic-renewal clause or failure to provide the agreed non-renewal notice can materially affect the situation.
Also distinguish two different concepts:
Contract Type: Whether the employment agreement is fixed-term or indefinite-term.
Contract Renewal: How the agreement continues or renews.
For non-Saudi workers, Article 37's fixed-term contract requirements remain relevant. An "indefinite renewal" setting does not, by itself, establish that the worker has an indefinite-term employment contract.
See our related Qiwa Transfer Discussion for practical examples of contract expiry, notice, and employee transfer.
Is termination upon contract expiry mandatory before transfer?
Not necessarily.
The applicable Qiwa labor-mobility procedure may allow a transfer request to be initiated while employment is still active.
A separate contract-termination filing is not automatically a prerequisite for every transfer.
Do not terminate your contract unnecessarily just because the new employer has sent an offer. First, check the Qiwa transfer route and any applicable notice obligations.
4. Can You Transfer While Your Current Contract Is Still Active?
Possible, but you must distinguish transfer eligibility from early termination liability.
Consider this example:
Your current Qiwa contract expires in June 2027, but another company offers you a higher salary in October 2026.
You want to transfer immediately.
A new job offer does not automatically cancel your existing contract.
The important questions are:
- Does Qiwa permit your proposed transfer?
- Does a notice period apply?
- Can the existing employment relationship legally end before expiry?
- Is compensation potentially payable for early termination?
- Does the new employer understand your current contract status?
What about Saudi Labor Law Article 77?
Article 77 deals with compensation arising from termination for an invalid reason, subject to the contract and applicable legal provisions.
It should not automatically be treated as a universal employee-transfer penalty.
The consequences of early termination depend on the relevant facts, the contract, and the legal basis for termination.
Transfer eligibility and early termination compensation are separate questions.
If the worker terminates a fixed-term contract prematurely without an applicable legal basis or agreement, compensation may become an issue.
However, it would be incorrect to say that every Qiwa transfer during an active contract automatically results in compensation equal to the remaining salary.
Before accepting an offer, review Before Accepting a New Qiwa Offer.
5. Is One Year of Service Required Before Transfer?
The commonly discussed 12-month requirement should not be interpreted as an absolute rule covering every possible transfer.
Earlier standard job-mobility guidance included completion of 12 months with the employer following the worker's first entry into Saudi Arabia among its ordinary eligibility conditions.
However, Saudi Arabia also has different transfer routes and special circumstances.
An employee who has not completed one year should therefore not assume either of the following:
- "I can never transfer before completing 12 months."
- "The one-year requirement no longer matters for any transfer."
The correct approach is to check the current Qiwa transaction and its applicable eligibility rules.
For example, the system may require employer approval or show another available route.
The September 2026 HRSD Freedom of Movement service is particularly relevant because it explicitly provides a no-consent transfer mechanism, subject to system verification.
Workers discussing first-year transfer issues may also find this PinoyTalks case about transfer after one year useful.
6. What Is the Difference Between Direct Transfer and Freedom of Movement?
These terms are sometimes used interchangeably, but they should not be assumed to describe exactly the same procedure.
Freedom of Movement
The HRSD Freedom of Movement service permits an eligible resident employee to move to another employer without current-employer approval.
The published procedure includes:
- The new employer submits a Qiwa offer.
- The worker accepts or rejects the offer.
- The existing employer is notified.
- The system verifies the applicable requirements.
- Following approval, employment data and work-permit records are updated.
Direct transfer
HRSD also lists an Employee Transfer service that describes transfers without current-employer approval or waiting for a notice period.
These different service descriptions make it especially important to review the exact transaction available in Qiwa.
Do not assume that every worker is entitled to immediate transfer without notice simply because a direct-transfer service exists.
Official references:
HRSD – Freedom of Movement
HRSD – Employee Transfer Service
For a real case involving a pending transfer, read Transfer and Sponsorship – PinoyTalks Community.
7. Can You Transfer With an Expired Iqama or Work Permit?
An expired Iqama or work permit may affect the available transfer procedure, but expiry alone does not guarantee approval.
Certain special transfer conditions may apply when the current employer has failed to comply with statutory obligations.
However, the worker still needs an eligible receiving employer and a permitted official transfer procedure.
Do not assume you can legally begin working for another company simply because your Iqama or work permit has expired.
What should you check?
Verify:
- Iqama expiry date.
- Work-permit expiry date.
- Current Qiwa employment status.
- Existing transfer applications.
- Whether Qiwa allows the receiving employer to submit a request.
Remember that Iqama expiry and employment-contract expiry are not the same thing.
Your employment contract can remain active even when an administrative document has expired.
For practical worker examples, read Expired Iqama – PinoyTalks Community.
8. Can You Transfer If Your Salary Is Delayed or Unpaid?
Repeated wage violations can be relevant to certain labor-mobility protections and remedies.
However, do not assume that any salary delay automatically permits immediate transfer.
The outcome may depend on the duration of non-payment, the employer's records, wage-protection data, and the applicable official procedure.
What should you prepare?
Keep evidence of:
- Employment contract.
- Contractual salary.
- Salary payment history.
- Bank statements.
- Unpaid salary periods.
- Written communication with the employer.
Check whether an official transfer route is available and whether the employer's wage violations affect your eligibility.
You can also seek clarification through HRSD if Qiwa does not clearly reflect the available procedure.
For related salary and employment disputes, visit the PinoyTalks Community.
Do not stop attending work or start with another employer solely because a salary is late. Verify your legal and system status first.
9. Can Workers With "Absent From Work" Status Transfer?
Some workers may qualify, but this is a special procedure rather than an ordinary transfer.
Saudi Arabia has introduced mechanisms for certain eligible workers classified as "Absent from Work" to regularize their employment status through a receiving employer.
Eligibility depends on the particular initiative, the worker's employment history, the date and nature of the status, and the requirements imposed on the receiving establishment.
These cases may involve conditions relating to minimum residence or service history and outstanding work-permit-related obligations.
The existence of a status-correction initiative does not mean every worker with an absence report is automatically eligible.
A worker should first establish whether the government record says:
- Work Discontinuation.
- Absent From Work.
- Contract Terminated.
- Another relevant employment status.
Those classifications can have different consequences.
Read our detailed article: Huroob in Saudi Arabia: Absent From Work Rules 2026.
10. What If the Current Employer Refuses to Give a Release?
A refusal to issue a release letter does not automatically mean every transfer is prohibited.
If your circumstances qualify for a no-consent Qiwa transfer procedure, the current employer's approval may not be required.
But eligibility must still be established through the official system.
What should you do?
First, verify your existing employment-contract status.
Next, ask the new employer to initiate the appropriate transfer request in Qiwa.
Review the transaction and wait for the system to identify the applicable route and required actions.
If Qiwa indicates that current-employer approval is required, do not simply assume the system is wrong.
It may be applying an eligibility condition that needs further clarification.
The question is not whether your employer wants to release you. The question is whether your situation qualifies for a lawful transfer without that approval.
For a real worker discussion about this issue, see Transfer to Other Company.
11. How to Transfer to a New Employer Through Qiwa
The receiving employer normally initiates the employee-transfer transaction.
Step 1: Find an eligible new employer
The new company must be willing and eligible to receive your services.
Make sure the recruiter is representing the establishment shown in the official offer.
Step 2: New employer initiates the transfer
The receiving employer accesses its Qiwa Business account and selects the appropriate employee-transfer service.
The company provides the necessary worker information and employment-contract details.
Step 3: Review the employment offer
Log in to your individual Qiwa account.
Check:
- Employer's name.
- Job title.
- Basic salary.
- Allowances.
- Work location.
- Contract duration.
- Start date.
- Notice provisions.
- Renewal and termination clauses.
For the complete review checklist, read Before Accepting a New Qiwa Offer.
Step 4: Accept the offer if the details are correct
Acceptance confirms your decision to proceed with the relevant request.
However, accepting an offer is not equivalent to completing the transfer.
The system may still perform eligibility checks or require additional processing.
Step 5: Follow the transfer status
Watch the official status displayed in Qiwa.
Depending on the transaction, the process may involve notice, approval, verification, or other administrative steps.
Do not rely only on statements such as:
"Transferred ka na, start ka na bukas."
Step 6: Confirm the transfer is completed
The worker and receiving employer should verify that the transfer has been officially completed and the employment records have been updated.
Only begin working under the new employer when your employment and government status legally permit it.
This distinction is particularly important for workers with an active contract or an unresolved notice period.
Read the related discussion: Transfer and Sponsorship.
12. What Documents Should You Prepare for a Qiwa Transfer?
HRSD describes the electronic employee-transfer service as automated and, for certain services, states that no additional paperwork is required.
That does not mean workers should ignore their records.
For your own protection, keep copies of:
- [ ] Valid passport information.
- [ ] Iqama details.
- [ ] Current Qiwa employment contract.
- [ ] New employment offer.
- [ ] Contract start and expiry dates.
- [ ] Non-renewal or termination notice, where applicable.
- [ ] Relevant salary records.
- [ ] Work-permit details.
- [ ] Qiwa transfer status screenshots.
- [ ] Written communication concerning the last working day.
These are recommended records to retain, not a mandatory upload checklist imposed on every Qiwa transfer applicant.
To avoid losing track of critical dates, use the PinoyTalks Document Tracker.
13. Who Pays the Transfer Fees in Saudi Arabia?
Under Saudi Labor Law Article 40, the employer receiving a worker bears the fee for transferring the worker's services.
Therefore, workers should question demands to personally pay the official employee-transfer fee.
However, three different concepts must not be confused:
Qiwa Service Fee: HRSD describes its electronic employee-transfer services as free.
Government Transfer Costs: Any applicable statutory costs must be distinguished from the free electronic submission service.
Contractual Compensation: An unrelated claim concerning early termination of an existing contract is a separate legal matter.
For example, an employer claiming compensation because a worker ended a fixed-term employment agreement early is not necessarily talking about the government transfer fee.
Do not pay an agent or recruiter merely on the promise of a guaranteed transfer.
For a broader explanation of employment rights, review the official Saudi HRSD website.
You can also use the PinoyTalks EOSB Calculator to separately estimate potential end-of-service entitlements.
14. What Happens to EOSB When You Transfer Employers?
Transferring to a new company does not automatically mean that your previous years of service become part of the new employer's service period.
Normally, the former employer remains responsible for employment entitlements arising from the period you worked for that employer, subject to the legal basis and circumstances of the employment ending.
These may include:
- Unpaid salary.
- Unused annual leave compensation.
- Applicable End-of-Service Benefits.
- Unpaid overtime.
- Other contractual entitlements.
However, EOSB must be calculated according to the applicable provisions of Saudi Labor Law.
Why the reason for leaving matters
Contract expiry, employer-initiated termination, resignation, and termination for a legally recognized reason can result in different legal consequences.
For example, Articles 84 and 85 address end-of-service calculations and resignation-related entitlements.
Do not automatically classify every employee transfer as resignation.
An employee's actual contract ending and the official legal basis should be examined before applying resignation-related EOSB reductions.
You can estimate possible benefits through the PinoyTalks EOSB Calculator and separately check unused leave with the Leave Pay Checker.
15. Common Reasons a Qiwa Transfer May Be Blocked
Even where a new employer is willing to hire the worker, the transfer may be delayed or unavailable.
Common issues to investigate include:
Active or overlapping transfer requests
An existing pending transfer can interfere with another proposed transaction.
Do not accept multiple overlapping offers without understanding their consequences.
Contract and notice issues
Your current contract or transfer procedure may require a notice period or another action before completion.
New employer eligibility
The receiving establishment may not satisfy the applicable system requirements.
Employment-status restrictions
Certain absence, termination, or administrative statuses can require a different process.
Visa or work-permit issues
An active Final Exit Visa, unresolved work-permit issue, or other government-system restriction may affect processing.
Incorrect employment information
A mismatch involving profession, establishment identity, or worker details may require correction.
System validation
Qiwa may reject a transaction because the worker or employer does not satisfy the relevant service requirements.
Do not interpret every rejected transfer request as proof that your current employer has blocked you.
First identify the exact rejection message and the service being used.
For active-contract situations, consult Can You Accept a New Qiwa Offer While Your Contract Is Active?.
16. Important Saudi Labor Law Articles Related to Transfer
Understanding the difference between employment-contract law and administrative transfer procedures is essential.
Provision | Why It Matters |
|---|
Article 37 | Fixed-term employment contracts for non-Saudi workers |
Article 40 | Employer responsibility for specified recruitment and service-transfer costs |
Article 55 | Fixed-term contract expiry and renewal |
Article 74 | Legal grounds for termination of employment contracts |
Article 77 | Compensation for termination for an invalid reason |
Article 84 | General End-of-Service Benefit calculation |
Article 85 | EOSB entitlement in resignation cases |
Important legal distinction: These Labor Law articles help determine contractual rights and obligations. They do not, by themselves, replace the HRSD/Qiwa administrative transfer requirements.
Article 40 addresses certain costs, but a worker's eligibility for no-consent transfer must be established through the applicable labor-mobility rules.
Similarly, completing a notice period does not guarantee transfer approval if other requirements are not satisfied.
For the official Saudi Labor Law and its current implementing regulations, visit HRSD.
17. Qiwa Transfer Requirements: Frequently Asked Questions
Can I transfer after finishing my two-year contract?
Yes, it may be possible to transfer after your fixed-term contract ends without the current employer's approval, provided you meet the applicable Qiwa requirements.
Check your renewal clause and comply with the relevant notice requirements.
Is a release letter required for every transfer?
No. The current HRSD Freedom of Movement service expressly provides a no-consent transfer mechanism for eligible cases.
However, some transactions may follow a different route.
Can I transfer after only six months in Saudi Arabia?
Possibly, depending on the applicable procedure, employer approval, and any special eligibility conditions.
Do not assume that all workers can transfer without approval after six months.
Can I transfer if my contract automatically renewed?
An automatically renewed contract does not automatically make every transfer impossible.
Check the current contract, applicable notice requirements, and whether Qiwa permits your proposed transfer.
Can I accept a new Qiwa offer before my current contract expires?
It can be possible under an eligible labor-mobility process.
But accepting the offer does not automatically end the existing contract or authorize immediate work for the new employer.
Can my employer force me to take Final Exit instead of transferring?
The answer depends on your official status, applicable transfer eligibility, visa situation, and employment circumstances.
Where a no-consent transfer right applies, employer refusal alone does not necessarily prevent the process.
Is an expired Iqama enough to allow direct transfer?
No. Expiry alone is not conclusive proof of direct-transfer eligibility.
The worker and receiving establishment must satisfy the relevant official procedure.
Does Qiwa transfer automatically cancel my old contract?
Do not assume so. Contract termination and service-transfer completion are related but distinct legal and administrative events.
Follow the specific workflow shown in Qiwa.
Will my years of service carry over to the new employer?
Not automatically. The treatment of previous service and employment benefits depends on the relevant employment arrangements and applicable law.
Can I transfer without a new employer?
An ordinary employee-transfer process requires an eligible receiving employer.
The employer normally initiates the transfer request through Qiwa.
How long does a Qiwa transfer take?
There is no single guaranteed completion time for every case.
HRSD may describe the electronic service as immediate, but that should not be confused with the time needed to satisfy notice periods, eligibility checks, employer procedures, or connected government-system requirements.
What if my transfer stays pending?
Check the exact reason and status in Qiwa.
Ask the receiving employer to verify its part of the transaction.
For unresolved system issues, seek clarification from Qiwa or HRSD.
18. Qiwa Transfer Checklist Before Leaving Your Current Employer
Before making your final decision, complete this checklist:
- [ ] I have reviewed my current Qiwa contract.
- [ ] I know my contract's actual expiry date.
- [ ] I understand the renewal clause.
- [ ] I have checked the applicable notice period.
- [ ] I understand whether early termination could create compensation risk.
- [ ] I have found an eligible receiving employer.
- [ ] I have reviewed the new employment contract.
- [ ] I understand whether current-employer approval is required.
- [ ] I have checked my Qiwa transfer status.
- [ ] I have saved relevant employment documents.
- [ ] I have checked my Iqama and work permit.
- [ ] I understand my final salary and employment entitlements.
- [ ] I will not begin working for the new company before the transfer legally permits it.
The key principle: Secure a lawful transfer route before taking an action that could unnecessarily expose you to contract disputes or irregular employment status.
19. Official Saudi Government References
For important employment decisions, rely on official government information.
HRSD — Freedom of Movement
The September 2026 employee-transfer service describes transfers without current-employer approval, subject to applicable rules.
Official HRSD Freedom of Movement Service
HRSD — Expatriate Worker Transfer
Explains the standard electronic transfer service and the general establishment-level conditions.
Official HRSD Employee Transfer Requirements
Qiwa Platform
For checking employment contracts, job offers, and transfer records.
Official Qiwa Platform
Ministry of Human Resources and Social Development
For Saudi Labor Law, implementing regulations, and official employment guidance.
HRSD Official Website
Absher
For relevant residency and visa-related government records.
Official Absher Platform
Note: HRSD's September 2026 service descriptions establish that certain no-consent and direct-transfer services exist. They do not establish universal eligibility for every worker. Specific eligibility must still be determined through the appropriate Qiwa workflow.
20. Free PinoyTalks Tools Every OFW Should Use Before Transferring
Planning to change employers? PinoyTalks provides free tools to help workers review documents, estimate employment entitlements, and prepare for major decisions.
PinoyTalks EOSB Calculator
Estimate your possible End-of-Service Benefits according to your employment details and the applicable reason for separation.
Use the Free EOSB Calculator
PinoyTalks Leave Pay Checker
Estimate the monetary value of unused leave days before final settlement.
Use the Leave Pay Checker
PinoyTalks Notice Period Calculator
Calculate your notice timeline when planning non-renewal, termination, or other employment actions.
Use the Notice Period Calculator
PinoyTalks Letter Builder
Prepare written requests and professional letters for matters such as non-renewal, employment clarification, or HR correspondence.
Use the Letter Builder
PinoyTalks Document Tracker
Track important dates related to your Iqama, passport, work permit, employment contract, and other essential records.
Open the Document Tracker
Free Saudi OFW 21-Point Checklist
Before resigning, transferring, or preparing for final exit, review important employment documents and outstanding obligations.
Get the Free Saudi OFW 21-Point Checklist
Other PinoyTalks Tools
Explore additional tools and utilities from PinoyTalks.
Visit the PinoyTalks Tools Hub
Final Takeaway: Check Your Transfer Eligibility Before Making a Move
Transferring to a new employer in Saudi Arabia is possible under the Qiwa labor-mobility framework, including without current-employer approval in eligible circumstances.
However, not every employee qualifies for the same route, notice requirements, or transfer procedure.
If your contract is approaching its expiry date, finishing the contract and providing timely non-renewal notice may be the safer option.
If your contract is still active, review the implications of early termination and the available Qiwa transfer process before making a decision.
If your Iqama or work permit has expired, your wages remain unpaid, or your employment status is irregular, determine whether a different lawful transfer mechanism applies.
Most importantly:
A new job offer is not a completed transfer.
Your next step should be based on your official Qiwa records—not verbal promises, assumptions, or social-media advice.
Have a Qiwa Transfer Question?
Every employment case can be different.
If you need help understanding your situation, join PinoyTalks Ask the Community.
When posting, include your contract type, contract expiry date, notice period, employment duration, and relevant Qiwa status.
Never publicly share your full Iqama number, passport number, login credentials, or other sensitive information.
Disclaimer
This article is published by PinoyTalks for general informational and educational purposes only. It is not a substitute for legal advice, official government guidance, or an individualized assessment of employment rights.
The information primarily applies to non-Saudi private-sector employees covered by Qiwa. Domestic workers, household drivers, and other Musaned-covered categories are subject to separate rules and procedures.
Transfer eligibility depends on the worker's actual employment contract, Qiwa records, notice obligations, residency and work-permit status, receiving-employer eligibility, and any applicable special procedures.
References to transfer without current-employer approval do not mean that every worker can transfer without notice, contractual consequences, or additional system verification.
Saudi labor laws, implementing regulations, administrative requirements, digital services, and government procedures may change. Before taking action, verify current requirements through Qiwa, HRSD, and other relevant Saudi government platforms.
PinoyTalks.com is an independent Filipino OFW information and community platform. It is not affiliated with, endorsed by, or operated by Qiwa, HRSD, Absher, Musaned, or the Saudi government.
Last reviewed: October 10, 2026.
