The service forms part of the Kingdom’s efforts to modernize employment administration and simplify processes related to contractual relationships while ensuring compliance with applicable labour laws and regulations.

According to the ministry, eligible employees can access the service through their personal accounts without paying government service fees, making the application process more convenient and accessible.

The service is intended for employees whose active employment contracts are registered on the Qiwa platform, including eligible Saudi nationals and expatriate workers covered by the applicable requirements.

It enables employees to initiate termination requests independently through the electronic system, while contractual responsibilities and statutory obligations continue to apply.

To use the service, applicants must have an active employment contract registered on Qiwa, with no other termination request for the same contract pending approval.

The ministry’s official guidelines indicate that applicants do not need to upload additional supporting documents, as the procedure uses employment information already available through the platform.

Employees should carefully verify the status and accuracy of their registered contracts before starting the process to avoid complications resulting from missing or inconsistent information.

The procedure begins when an employee signs in to Qiwa Individuals, opens the services section, and selects the Employment Contracts service to view the agreements associated with their account.

After identifying the relevant contract, the employee selects the termination option, specifies the reason for ending the employment relationship, and proceeds to enter the proposed termination date.

Before submitting the request, the applicant should review the termination details carefully, confirm the accuracy of the information, and complete the electronic submission process.

Importantly, the availability of an online termination service does not mean that employees can disregard contractual conditions, statutory notice requirements, or other legal obligations when ending employment.

Saudi Labour Law establishes rules governing contract termination, notice periods, and possible compensation, with specific obligations depending on the type of contract and the circumstances surrounding its termination.

The electronic submission procedure does not eliminate outstanding financial entitlements or responsibilities that may exist between employees and employers under their agreements and the applicable law.

Although the ministry classifies the electronic service as immediate, this refers to the availability and processing of the digital procedure rather than the automatic expiration of every contractual obligation.

The service is available in Arabic and English, while employees who need clarification or technical assistance can contact the ministry’s unified customer service number, 19911.

Employees considering contract termination are advised to review outstanding salaries, unused annual leave, end-of-service benefits where applicable, and any other financial rights or obligations arising from their employment.

The relevant legal framework continues to protect the rights of both parties, and the final settlement of entitlements depends on the employment contract, applicable legislation, and individual circumstances.

By providing a direct electronic process, the ministry aims to simplify employment-related procedures while maintaining the legal protections governing contractual relationships between employers and employees.

Source: Saudi Ministry of Human Resources and Social Development.

Last service page update: September 13, 2026.