Saudi Arabia’s Ministry of Human Resources and Social Development has clarified the electronic employment contract documentation procedures available through the Qiwa platform, alongside updated compliance requirements for private-sector establishments aimed at improving transparency and protecting the rights of employers and employees.

In an announcement issued on April 12, 2026, the ministry raised the target rate for documented employment contracts to 85% effective April 30, followed by a further increase to 90% by the end of June 2026, as part of its efforts to strengthen compliance with labour regulations.

The ministry explained that an establishment’s compliance rate is calculated by comparing the number of documented employment contracts with the total number of employee contracts. Businesses were encouraged to review outstanding contracts and complete the necessary documentation procedures.

Through Qiwa’s contract management service, employers can create employment contracts electronically, enter the relevant employment and financial details, and send the contracts to employees through their individual Qiwa accounts for review.

Saudi nationals and expatriate employees working in the private sector can access their Qiwa Individuals accounts, navigate to the employment contracts section and review the terms submitted by their employers before making a decision.

Employees are given three main options when reviewing a contract: accept it if the information and terms are correct, reject it if they disagree with its contents, or request amendments to details that need to be corrected or reconsidered.

According to the ministry, a contract is not considered fully documented merely because an employer has created or submitted it. Documentation requires the agreement of both parties, ensuring that the employee has an opportunity to review the contractual terms.

Workers should carefully examine their job title, basic salary, agreed allowances, contract duration, commencement date and other relevant conditions before accepting a contract through the platform.

The ministry’s service guidance states that a contract request is automatically cancelled if the employee does not respond within ten days of its creation. Employees should therefore monitor their Qiwa notifications and review pending requests promptly.

Employers can also propose amendments to an employment contract after the employee has approved it. However, the modified terms require the employee’s approval before the changes are accepted through the platform.

The ministry has emphasized that electronic contract documentation helps safeguard contractual rights, improve the reliability of employment records and reduce labour disputes. Certain executive contract models also involve additional requirements through technical integration with the Ministry of Justice.

Employers are encouraged to complete the documentation of outstanding contracts, while employees should review their employment terms carefully and verify all relevant information before accepting a contract through the official Qiwa platform.

Source: Saudi Ministry of Human Resources and Social Development