Employment contract compliance checklist and accompanying terms for the mandatory Qiwa registration — every private-sector contract must be registered on Qiwa before the employee starts work, and from 6 October 2025 Qiwa is rolling out a "Unified Contract" (عقد العمل الموحد) enforceable directly through Najiz without a court.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
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EMPLOYMENT CONTRACT (QIWA-ALIGNED)
(Commercial Registration No. ), the "Employer", and (National ID / Iqama No. ), the "Employee", agree on the following terms, to be mirrored in the official Qiwa employment contract.
1. QIWA REGISTRATION 1.1. Under the Saudi Labor Law (Royal Decree No. M/51 of 2005, as amended by Royal Decree No. M/44 of 23 August 2024, in force from 19 February 2025) every private-sector employment contract must be registered on the Ministry of Human Resources and Social Development (MHRSD/HRSD) digital platform Qiwa before the Employee starts work. 1.2. From 6 October 2025, Qiwa is rolling out the "Unified Contract" (عقد العمل الموحد) with direct enforceability: a contract issued on the official Qiwa template receives an Execution Number from the Ministry of Justice and can be enforced directly through Najiz, without a court. Rollout is phased: Phase 1 — new contracts from 6 October 2025; Phase 2 — fixed-term contracts upon renewal from 6 March 2026; Phase 3 — all indefinite contracts from 6 August 2026. 1.3. This document is NOT a substitute for the official Qiwa contract form — it is a compliance checklist and a record of accompanying terms.
2. POSITION AND CONTRACT TYPE 2.1. Position: . 2.2. Contract type: . Expatriate employees may only be engaged on a fixed-term contract; if no term is stated for an expatriate, the contract is deemed to run for 1 year from the work permit date. 2.3. Contract end date (if fixed-term): . 2.4. Working hours: .
3. PROBATION 3.1. Probationary period: days. Under the 2025 amendments (Royal Decree No. M/44), the parties may agree upfront, in a single agreement, on a probationary period of up to 180 days; official holidays and sick leave taken during probation do not count toward it.
4. COMPENSATION 4.1. Basic monthly salary: SAR. 4.2. Housing / transport allowances: . 4.3. Salaries must be paid through the Wage Protection System, with payroll data uploaded to Mudad; a delay in uploading of more than 20 days triggers automatic escalation, and a further 20 days triggers an HRSD inspection request.
5. GOSI 5.1. The Employer must open a GOSI (General Organization for Social Insurance) account and register the Employee — mandatory for every employer with at least 1 employee, with no headcount threshold.
6. QIWA REFERENCE 6.1. Qiwa contract number: . 6.2. Unified Contract Execution Number (Najiz), once issued under the phased rollout: . 6.3. Signing date: .
7. LANGUAGE 7.1. Qiwa contracts are bilingual Arabic/English; in the event of a dispute the Arabic-language version prevails.
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
This is a boilerplate template, not legal advice. It is written under the Saudi Labor Law (Royal Decree No. M/51 of 2005, as amended by Royal Decree No. M/44 of 23 August 2024, in force from 19 February 2025) and related regulations and digital platforms (Qiwa, Najiz, GOSI, Mudad, PDPL/SDAIA, E-Commerce Law, SFDA, Shomoos, ZATCA/Fatoora, Balady) as in effect in July 2026 — these platforms and their implementing regulations change frequently; verify against the current text before use. Have this template reviewed by a Saudi-qualified lawyer and, for HR documents, checked against your own HRSD-approved work organization regulation (لائحة تنظيم العمل) before use.
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3 of 14 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.