Saudi Arabia’s Ministry of Human Resources and Social Development has launched the second phase of the “Authenticated Employment Contract as an Enforceable Instrument” initiative, expanding its coverage to fixed-term contracts upon renewal or extension.
Under the initiative, employers are required to document or update employment contracts through the Qiwa platform and obtain an execution number from the Documentation Centre at the Ministry of Justice. The number is issued through automated integration between the two ministries.
Workers who do not receive their full wages within 30 days of the due date, or receive only partial payment after 90 days, can submit an electronic enforcement request through the Najiz platform. Upon notification, employers have five business days to file a formal objection.
The ministry urged all establishments to document and update their contracts via Qiwa, and called on both employers and employees to consult the official guidance covering procedures, eligibility criteria, and application steps.
The initiative, launched jointly with the Ministry of Justice under Saudi Arabia’s Vision 2030, aims to strengthen contractual reliability, protect the rights of both parties, and reduce wage disputes without resorting to labour court proceedings.
The enforceable wage clause covers basic salary, housing allowance where applicable, transportation allowance where applicable, and total cash allowances.
Phase two targets fixed-term contracts upon renewal or extension, before the third phase extends the model to open-ended contracts, allowing businesses and workers to adapt gradually.
Since the initiative’s launch in October 2025, authenticated enforceable employment contracts have exceeded 300,000.