Key Points — Sponsorship Transfer 2026
- Most private sector expats can transfer without current employer consent after 1 year
- Transfer possible before 1 year if employer has committed a labour violation
- Process is employer-led on Qiwa — your new employer initiates the request
- Your Iqama number stays the same — only the sponsor details change
- Processing time: 5–15 working days in standard cases
- Government fee: SAR 2,000–4,000 — normally paid by the new employer
- EOSB from current employer: full after 5 years, partial 2–5 years, none under 2 years
- Dependent Iqamas do NOT transfer automatically — must be done separately
- Domestic workers — different and more restrictive rules apply
Who Can Transfer Without Employer Consent?
Can Transfer Without Consent
- Completed 1+ year with current employer
- Employer delayed salary 3+ months
- Employer failed to provide contractually agreed housing
- Contract terms on Qiwa differ significantly from signed contract
- Employer filed Huroob falsely and it has been dismissed
- Employer is in Nitaqat red zone (non-compliant)
- Employer has outstanding HRSD violations confirmed by Ministry
Cannot Transfer Without Consent
- Less than 1 year service (unless violation applies)
- Domestic workers — maid, driver, cook (different rules)
- Active Huroob report not yet dismissed
- Active court-ordered travel ban
- Expired Iqama — must renew first
- Government / public sector employees
- Outstanding disputes about employer loans or advances
What Happens to Your EOSB When You Transfer?
This is the most financially significant question for any expat considering a transfer. Your EOSB entitlement from the current employer depends entirely on how long you have worked for them:
3–5 yrs → ⅔ of full EOSB
Employee-initiated transfer only.
Notice Period — Your Obligation Before Transferring
Under Saudi Labour Law Article 75, you are required to give your current employer notice of resignation — typically 60 days for indefinite contracts where the employer requests it, and 30 days in standard circumstances. Check your employment contract for the specific notice clause as some contracts specify longer periods.
Options available to you include: (1) serving the full notice period and transferring after it ends, (2) negotiating with the current employer to waive notice in exchange for forfeiting notice period salary — get this in writing, or (3) if the current employer has committed a serious violation, you may be entitled to leave immediately under Article 81 with full EOSB and no notice obligation. Always get any notice waiver agreed in writing before leaving.
Documents Required for Sponsorship Transfer
| Document | Provided By | Notes |
|---|---|---|
| Valid Iqama | Employee | Must be valid — renew first if expired |
| Valid passport (6 months+ validity) | Employee | At least 6 months remaining validity required |
| New employment contract (Qiwa-registered) | New Employer | Must be registered on Qiwa before transfer initiates |
| New employer's Commercial Registration | New Employer | New employer must be a valid Nitaqat-compliant entity |
| Transfer request via Qiwa portal | New Employer | New employer submits — employee approves via Absher |
| Employee approval on Absher / Qiwa | Employee | You must confirm the transfer request — critical step |
| No-objection / release letter | Current Employer | Required only if transferring before 1 year of service |
| EOSB settlement documentation | Current Employer | Proof EOSB has been settled or agreed upon |
Sponsorship Transfer Fees — Full Breakdown
| Fee Item | Amount (Approx.) | Paid By |
|---|---|---|
| Government transfer fee | SAR 2,000–4,000 | New employer (normally) |
| Iqama renewal (if due at time of transfer) | SAR 650–1,200/year | New employer (normally) |
| Profession change fee (if job title changes) | SAR 1,000 | New employer (normally) |
| Medical insurance activation | Varies by policy | New employer (mandatory) |
| Typical total for new employer | SAR 3,000–6,000+ | New employer |
Step-by-Step — How the Transfer Works on Qiwa
New employer registers your contract on Qiwa first
Before anything else your new employer must register your employment contract on Qiwa at qiwa.sa. The contract must clearly state your job title, salary, start date and all terms. This Qiwa contract becomes the legal record of your new employment and is mandatory before the transfer request can be submitted.
New employer submits transfer request on Qiwa Business
The new employer logs into the Qiwa Business portal and submits a Naql Al Kafala request using your Iqama number. The system automatically checks eligibility — your years of service, any outstanding violations, Iqama validity and travel ban status. The new employer's company must be in Platinum or Green Nitaqat for the request to go through.
Qiwa path: Employer Portal → My Employees → Add Employee → Transfer from Another Employer → Enter Iqama Number
You must approve the transfer in your Qiwa / Absher account
You receive an SMS notification that a transfer request has been submitted. Log into Qiwa using your Iqama number or into Absher → My Services → Sponsorship Transfer Requests → Approve. You have a limited window (typically 5–10 days) to approve — if you do not respond the request expires and the process must restart. Check your notifications promptly.
Current employer is notified but cannot block after 1 year
Your current employer receives a Qiwa notification. If you have completed 1+ year they cannot block or reject the transfer — they are informed, not asked for consent. If under 1 year they can reject unless a labour violation exception applies. Use this period to discuss your final settlement with HR.
Ministry processes the transfer — 5 to 15 working days
The Ministry of Interior reviews the request. Standard processing takes 5–15 working days. Outstanding violations, Nitaqat issues or disputed records cause delays. Both you and the new employer can track progress through Qiwa and Absher. You receive an SMS when approved.
Transfer approved — collect EOSB and start new job
Once approved your Iqama is updated to show the new employer. Download your updated Iqama from Absher. Do not begin work at the new company until the transfer is officially confirmed — working for an unregistered sponsor is illegal in Saudi Arabia. Then separately follow up with your previous employer to collect your EOSB — transfer approval does not automatically trigger payment.
Employer Blocking Tactics — What to Watch For
Even though your current employer legally cannot block a legitimate transfer after 1 year, some employers try to interfere through these tactics. Know what to watch for:
- Filing Huroob — Some employers file Huroob the moment they learn of a transfer request. This can temporarily complicate the transfer. If this happens file an HRSD counter-complaint the same day — speed is critical.
- Claiming you owe money — Employers may claim outstanding loans or damages to create delays. Any genuine debt can be resolved separately — it should not block a legitimate transfer.
- Threatening legal action — Some employers threaten lawsuits or blacklisting. If your transfer is legitimate and processed correctly through Qiwa these threats have very limited legal basis.
- Raising technical objections — Claiming documentation issues or that you have under 1 year of service when you do not. Keep your employment contract and payslips as proof of your start date and service period.
- Passport confiscation — Holding your passport to prevent you from leaving is illegal in Saudi Arabia. Report this to HRSD and your embassy immediately.
If Your Current Employer Tries to Block the Transfer
After 1 year of employment your current employer legally cannot block your sponsorship transfer. If you encounter resistance, obstruction or threats, here is your escalation path:
- Document everything in writing — if your employer refuses or threatens consequences, send a formal email to HR confirming your intent to transfer and requesting written confirmation of any objection. This creates the paper trail you need.
- Check your Qiwa eligibility status — log in to qiwa.sa as an employee and check your transfer eligibility. If the system shows you are eligible, the employer's verbal refusal is irrelevant — the new employer can proceed regardless.
- Ask your new employer to submit through Qiwa — the transfer is initiated by the new employer on Qiwa. If you are eligible it goes through regardless of the current employer's objection.
- File a complaint through HRSD — call 19911 or visit hrsd.gov.sa if the current employer is intimidating you, filing false Huroob, or withholding your EOSB as leverage to prevent the transfer.
- Contact your embassy — for serious cases involving threats, passport confiscation or physical restriction, contact your home country embassy immediately for consular assistance.
Dependent Family Members — Iqamas Do NOT Transfer Automatically
This is a critical point many expats miss. When your sponsorship transfers to the new employer, your dependent family members' Iqamas are not automatically transferred. Each dependent must be separately updated.
- Inform your new employer's HR department of all dependents immediately when joining
- The new employer processes dependent Iqama updates through their system
- Check each dependent's Iqama status on Absher under My Family after your transfer completes
- Do not allow dependents to travel until their updated status is confirmed on Absher
Common Mistakes to Avoid
- Starting work before transfer is approved — working for an employer who is not your registered sponsor is illegal. Do not begin work at the new company until the Iqama transfer is officially confirmed on Absher.
- Using final exit visa before transfer completes — do not use a final exit visa to leave Saudi Arabia before the transfer is finalised. You will cancel your Iqama and lose the ability to transfer. Stay in the country until transfer is approved.
- Not collecting EOSB before leaving — transfer approval does not automatically trigger EOSB payment. Follow up with your current employer's HR to ensure payment is made. If they refuse file a wage complaint through Qiwa.
- Ignoring the notice period obligation — even if you can transfer without consent your notice period obligation under Article 75 remains. Leaving without serving notice can result in the current employer seeking a financial penalty.
- Not verifying new employer's Nitaqat status — transfer requests from Yellow or Red Nitaqat employers may be blocked. Ask your new employer to confirm they are in Green or Platinum Nitaqat before you resign.
- Relying on verbal offer from new employer — always have a signed written employment contract before initiating transfer. If the new employer withdraws the offer after transfer starts, your Iqama status can become very complicated.
- Not updating dependent Iqamas — remind your new employer's HR to process all dependent Iqama updates. Do not assume they transfer automatically.
Related Guides You Should Read
Frequently Asked Questions
Can I transfer without my current employer's consent?
Yes — since the 2021 reforms most private sector expats can transfer after completing one year without consent. If your employer has committed a labour violation (salary delay, contract mismatch, housing failure) you may transfer even before the one-year mark. The transfer is initiated by your new employer through Qiwa — the current employer is notified but cannot block it after one year.
Does my Iqama number change after transfer?
No — your Iqama number stays exactly the same. Only the sponsor (employer) details change in the government system. Your residency history is maintained continuously. You do not need a new Iqama card immediately after transfer.
Do I get my EOSB when I transfer?
It depends on your years of service. Under 2 years — no EOSB. Between 2–5 years — partial EOSB (one-third after 2–3 years, two-thirds after 3–5 years). After 5 years — full EOSB. EOSB is calculated on basic salary only. Transfer approval does not automatically trigger payment — follow up with your current employer directly.
How long does the transfer take?
Standard processing takes 5 to 15 working days from Qiwa submission, assuming all documents are in order and no outstanding violations exist. Cases involving disputes, Nitaqat issues or unresolved EOSB take longer. You receive SMS updates at each stage and can track through Absher and Qiwa.
Do my dependents' Iqamas transfer automatically?
No — dependent Iqamas must be separately transferred or updated after your own transfer. Inform your new employer's HR immediately of all dependents when joining so they can process the updates. Check each dependent's status on Absher under My Family after your transfer completes.
Can I start working for the new employer before transfer is approved?
No — working for an employer who is not your registered Iqama sponsor is illegal under Saudi law. Do not begin work at the new company until the Iqama transfer is officially confirmed on Absher. This protects both you and the new employer from serious legal liability.
What if my new employer withdraws the offer after I initiate transfer?
This is a serious situation that can leave your Iqama in a complicated status. Always have a signed written employment contract from the new employer before initiating transfer — never rely on verbal offers. If this happens contact HRSD immediately for guidance on protecting your residency status.
Can I transfer if I am currently outside Saudi Arabia?
In most cases the transfer must be completed while you are inside Saudi Arabia. If you are abroad on an exit re-entry visa you generally need to return first. The safest approach is to initiate and complete the transfer before leaving the country on any leave trip.