Quick Summary
- Workers with 1+ year of service can transfer without employer consent
- Transfer is done through the Qiwa platform — fully online
- Your current employer cannot block a legitimate transfer request
- EOSB from your previous employer is still owed after transfer
- Transfer does not reset your EOSB — it continues accumulating with new employer
- Some categories of workers have different eligibility rules
What Changed — Saudi Labour Mobility Reform
In 2021 Saudi Arabia introduced significant reforms to the Kafala (sponsorship) system as part of Vision 2030. Before these reforms, workers needed their employer's explicit permission to change jobs — giving employers enormous control over workers' lives.
The new Labour Mobility rules changed this fundamentally. Workers who meet the eligibility criteria can now transfer their sponsorship to a new employer through the Qiwa platform without needing their current employer's approval. This was a landmark change for expat workers in the Kingdom.
Who Is Eligible for Sponsorship Transfer?
| Condition | Eligible? | Notes |
|---|---|---|
| Worked 1+ year with current employer | Yes | Main eligibility requirement |
| Under 1 year of service | With consent only | Employer must agree if under 1 year |
| Employer has SPS (salary) violations | Yes — even under 1 year | Salary violations remove the 1-year requirement |
| Employer in Red/Ultra Red Nitaqat | Yes — with fewer restrictions | Poor Nitaqat employers lose some blocking rights |
| Domestic workers | Different rules apply | Domestic worker regulations are separate |
| Pending Huroob by employer | Restricted | Huroob must be resolved before transfer |
Step-by-Step — How to Transfer Sponsorship
Find a New Employer First
Secure your new job offer before initiating the transfer process. The new employer needs to be registered on Qiwa and must have an available work permit quota. Confirm with the new employer that they are ready to proceed with the transfer.
New Employer Initiates Transfer on Qiwa
The new employer logs into the Qiwa platform (qiwa.sa) and initiates a sponsorship transfer request for your Iqama number. They select the transfer type — with or without current employer consent depending on your eligibility.
You Approve the Transfer on Qiwa
You will receive a notification through Absher or your registered mobile number. Log into Qiwa using your Iqama number and approve the transfer request. This is a critical step — the transfer cannot proceed without your approval.
Current Employer Notification Period
Your current employer is notified of the transfer request. If you are eligible for transfer without consent (1+ year service), they have a limited window to raise legitimate objections. They cannot simply block a legitimate transfer.
Transfer Approved and Iqama Updated
Once approved by the system, your iqama sponsorship is transferred to the new employer. Your iqama number remains the same — only the sponsor changes. The new employer now handles your iqama renewal going forward.
Claim EOSB from Previous Employer
After transfer, your previous employer must pay your EOSB and any other dues within 7 days. This is separate from the transfer process. If they refuse, file an HRSD complaint immediately.
What Happens to Your EOSB After Transfer?
This is a critical point that many expats misunderstand. When you transfer sponsorship, your EOSB from your previous employer does not transfer to the new employer. Here is exactly how it works:
- Previous employer owes EOSB for your entire service period with them — calculated based on resignation rules (since you are effectively resigning to join a new employer)
- New employer starts fresh EOSB calculation from your first day with them — your service with the new employer accumulates separately
- Your previous EOSB does not roll over to the new employer — you must collect it from the old employer as part of your final settlement
- If you worked 5+ years with your old employer your resignation EOSB is the full amount — transfer after 10+ years also gives full EOSB
Calculate Your EOSB Before Transferring
Know exactly how much EOSB your previous employer owes you before you complete the transfer. Use our free calculator to get your exact figure.
Calculate EOSB — FreeCan Your Current Employer Block the Transfer?
If you meet the eligibility criteria — primarily 1+ year of service — your current employer cannot legally block your transfer. However, some employers try to interfere through these tactics:
- Filing Huroob — Some employers file Huroob the moment they learn of a transfer request. This can complicate the transfer. If this happens, file an immediate HRSD counter-complaint.
- 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 consequences — Some employers threaten legal action or blacklisting. These threats are largely empty if your transfer is legitimate and processed correctly through Qiwa.
- Raising technical objections — Claiming documentation issues or that you are under 1 year when you are not. Check your service dates carefully and keep your employment contract as proof.
Notice Period During Sponsorship Transfer
Even with the new labour mobility rules, your obligations under your employment contract do not disappear overnight. Technically you are still required to serve your notice period or pay in lieu. However in practice:
- Many transfers happen without the full notice period being served — especially when both parties agree
- Your old employer can deduct notice period pay from your final settlement if you do not serve notice
- If your old employer has been violating your rights (unpaid salary, abuse etc.) notice period obligations may not apply under Article 81
- The cleanest approach is to negotiate a mutual release with your current employer before transferring
Transfer Fees — Who Pays?
There are government fees associated with sponsorship transfer. Here is how they typically work:
- The new employer usually pays the transfer fees as part of onboarding you — this is standard practice
- Some companies charge these fees back to the employee — check your new employment offer carefully for any such clause
- Your old employer does not pay transfer fees — these are the new employer's cost
Frequently Asked Questions
Can I transfer to any employer or are there restrictions?
You can transfer to any employer registered on Qiwa who has a valid work permit quota for your profession. Transfers to employers in a different profession from your iqama may require additional approval. Your new job should ideally match your iqama profession or you may need a profession change simultaneously.
What if my new employer withdraws the offer after I initiate transfer?
This is a serious situation. If the transfer is already in process and the new employer withdraws, your iqama status could become complicated. Always have a signed employment offer from the new employer before initiating transfer. Do not rely on verbal offers.
Does family (dependent) iqama transfer automatically?
No. Dependent iqamas linked to your sponsorship must be separately transferred or updated after your own sponsorship transfer. Your HR department at the new employer handles this — inform them of dependents immediately when joining.
Can I transfer if I am currently on a project visa or specific visa type?
Transfers from project visas and some specialty visas have additional conditions. The general Labour Mobility rules apply to standard work visas on iqama. If you are on a special visa category, consult HRSD for your specific situation.
My old employer is threatening to sue me for transferring. Should I be worried?
If your transfer was processed legitimately through Qiwa and you met the eligibility criteria, your transfer is legal. Employers have very limited legal grounds to successfully sue an employee for a legitimate transfer. Document everything and consult a professional if you receive formal legal correspondence.
Planning a Sponsorship Transfer?
A transfer done correctly protects your EOSB rights, avoids Huroob risk and ensures a clean break from your old employer. Book a consultation for guidance on your specific situation before you start the process.