FAQs

Yes, the portal and its affiliated systems enable the beneficiary to access personal data, and this has been clarified through the general guide to the platforms

Yes, the portal and its affiliated systems enable the beneficiary to customize the services and add the preferred services on the user’s page. This has been clarified through the general guide to the platforms

user interface

Modern design of user interfaces, which is consistent with the identity and logo of the Ministry, which provides an easy, clear and direct user journey

Help Center

A multi-technology help center, whether through instant communication or raising and following up requests

customization of services

Customize the interface and services in accordance with user behavior, to ensure a rich and effective experience

Access to services

Human resources and social development services at your fingertips

User-centered experience

Show the services related to the beneficiary

Follow up on your requests

View your order details and get notifications of the latest updates

Contact the ministry

Express your thoughts

Contact us so that we can help you with domestic violence reports and the call center

Check your data in one place

Digital identity verification in integration with the national unified sign-on

View your personal data and employment history

Get access to your digital cards, which are available for the first time for people with special needs, to benefit from traffic facilities, travel discounts and priority at health centers

inclusivity

Meeting the needs of all beneficiaries in line with different age groups and people with special needs

 

Through the service provision channel by pressing the Start Service button

Employee transfer is a service provided by Qiwa for establishments owners. It provides the ability to request employee services transfer from another employer.

https://qiwa.sa/en/visa

• The enterprise’s must be active
• A valid commercial registration except for the activities that do not require commercial registration.
• Comply with safeguarding of wages
• Enterprise’s activity is allowed
• The enterprise Nitaqat must be at least in a medium green level or very small green for establishment visa, and medium green and above for expansion enterprises.
• Enterprises under the same unified number must not have any expired work permit
• Having sufficient credit in the national unified number of the enterprise on Absher

To improve the contractual relationship between the worker and employer, to ensure the workers’ rights, and to ensure that the wages are paid as agreed upon in the employment contract.

A program launched by the Ministry of Human Resources and Social Development in 2013, that enables the establishments to submit the wage files of their workers, monitors the rates of commitment and violations, and addresses justifications. The system targets all private sector establishments and is applied gradually to them according to specific stages.

• A- Daily-paid workers: Their wages are paid at least once a week.

B- Monthly- paid workers: Their wages shall be paid once a month.

C- If the work is done by the piecework and requires a period of more than two weeks, the employee shall receive a payment each week commensurate with the completed portion of the work. The balance of the wage shall be paid in full during the week following delivery of the work.

D- In other cases, the wages shall be paid to the worker at least once a week.

• Basic Wage: All that is given to a worker for his/her work by virtue of a written or unwritten employment contract regardless of the kind of wage or its method of payment, in addition to periodic increments.
• Actual Wage: The basic wage plus all other due increments decided for a worker for the effort the worker exerts at work or for risks he encounters in the course of performing his/her work, or those decided for the worker for the work under the employment contract or work organization regulation. It includes:

1. The commission or percentage from sales or profits paid against what the worker markets, produces, collects, or the increased or enhanced production.
2. Allowances the worker is entitled to for exerted effort or risks he encounters while performing his/her job.
3. Increments that may be granted in accordance with the standard of living or to meet family expenses.
4. Grants or Rewards: Payments made by the employer to a worker for honesty or efficiency and the like, if such grant or reward is stipulated in the employment contract or the work organization regulation of the firm, or if it is customarily granted to the extent that workers consider it part of the wage rather than a donation.
5. In rem privileges: What the employer commits itself to provide to the worker for his/her work by stating the same in the employment contract or the work organization regulation, and it is estimated at maximum of two months basic wage per annum, unless it is otherwise estimated to exceed that in the employment contract or the work organization regulation.