Saudi Wage Claims 2026: Qiwa, Najiz & Deadlines

Last checked: 28 October 2026

If you work in Saudi Arabia and your salary is late or incomplete, a documented employment contract may give you a more direct route to request enforcement of the wage clause. Since 6 August 2026, the third phase of Saudi Arabia’s “Notarized Employment Contract is an Enforceable Instrument” initiative has covered non-fixed-term contracts, following earlier phases for new or updated contracts and renewed fixed-term contracts.

The process connects the Qiwa, Najiz and Mudad platforms. It is not an automatic payment guarantee: your contract must meet the official requirements, the wage clause must be documented correctly, and the relevant deadlines and objection process still matter.

This is a practical information guide, not legal advice. Confirm your specific case with the Saudi Ministry of Human Resources and Social Development (HRSD) or Ministry of Justice before filing.

What is Saudi Arabia’s wage-clause enforcement process?

HRSD and the Ministry of Justice introduced a mechanism that allows an eligible worker or employer to submit an electronic enforcement request when the wage clause in a qualifying, documented employment contract has not been honoured. Wage information is checked electronically through the integration with Mudad, which supports payroll and Wage Protection processes.

The wage clause described by HRSD can include basic salary, housing allowance where applicable, transport allowance where applicable, and other cash allowances included in the contract. Check the exact wording and amounts in your own certified contract rather than assuming every payment or disputed amount will be handled in the same way.

Read the official announcement from HRSD’s explanation of the documented wage clause before relying on the procedure.

Which contract types are covered in 2026?

HRSD announced a three-stage rollout:

• 6 October 2025: New or updated employment contracts.
• 6 March 2026: Fixed-term contracts when renewed or updated upon expiry.
• 6 August 2026: Non-fixed-term contracts, completing the announced rollout schedule.

These dates describe the announced phases, not a guarantee that every contract automatically qualifies. The contract still needs to be documented through Qiwa under the applicable standard executive contract model and have an execution number issued through the Ministry of Justice’s Documentation Center.

The 30-day and 90-day triggers: what do they mean?

HRSD’s published guidance describes two situations in which an eligible party may submit an electronic enforcement request:

• Full salary remains unpaid: the worker has not received the full wage within 30 days of its due date.
• Only part of the salary was paid: the worker has received partial payment and 90 days have passed under the published rule.

Do not treat these as permission to ignore an unpaid amount until the last day. Keep a record of the original due date, the amount received and the balance outstanding. If your case involves disputed deductions, overtime, end-of-service benefits or another payment outside the documented wage clause, ask HRSD or a qualified adviser which procedure applies.

How to prepare before using Najiz

Before filing, work through this checklist:

• Check your Qiwa contract. Confirm that it is documented or updated and that the salary and applicable cash allowances match the agreed terms.
• Check the execution number. The official process requires an execution number issued through the Ministry of Justice’s Documentation Center. Do not assume a contract copy alone proves that this step is complete.
• Reconcile your payments. Compare the contract, salary due date, bank statement and payroll record. Write down the exact unpaid balance.
• Keep your records. Save the contract, payslips, bank statements and messages about the payment. These records are useful for explaining the issue even where platform verification is automated.
• Use the official channel. Sign in to the official Najiz service and follow the current enforcement-request instructions. If the service or your eligibility is unclear, contact HRSD or the Ministry of Justice before submitting.

For the contract rules and rollout dates, read HRSD’s official guidance on the enforceable documented contract. For the enforcement-application journey, consult the Saudi Ministry of Justice’s File an Enforcement Application service page, which directs users to sign in through Najiz and follow the current steps.

What happens after an enforcement request?

Under HRSD’s published guidance, the employer has five days from notification to object. That deadline makes it important to check notices and keep your contact details current. Read every notification carefully and respond through the proper official channel if an objection or request for clarification appears.

The process is designed to make enforcement of a qualifying wage clause more direct, but it does not guarantee that every claim will be accepted or that payment will be made immediately. The contract wording, payment record and procedural requirements still matter.

Common mistakes to avoid

• Assuming every contract has an execution number because it appears in Qiwa.
• Using the 30-day or 90-day trigger without checking whether the contract meets the qualifying requirements.
• Claiming a figure that does not match the documented wage clause or payment record.
• Paying an agent who promises guaranteed recovery or asks for a private fee to access the official platform.
• Ignoring a formal notice or the employer’s objection period.
• Signing a statement that says the salary was paid in full when it was not.

Frequently asked questions

Can an expatriate worker use this process?

HRSD describes the initiative as applying to workers with qualifying documented employment contracts. Check your own contract and eligibility through the official service rather than assuming that nationality alone determines access.

Do I need to file a separate labour lawsuit first?

The initiative is designed to allow an eligible wage-clause enforcement request through Najiz without first following the usual labour lawsuit route. This applies only when the contract and claim meet the official requirements; other disputes may follow different procedures.

Does the five-day objection period mean I will receive my money in five days?

No. Five days is the objection period described for the employer after notification. It is not a promise that every case will be resolved or paid within five days.

What if my Qiwa salary is incorrect?

Keep the signed offer and any written amendments. Request correction through the appropriate employer and Qiwa process before relying on a mismatch as the basis of an enforcement request. If the employer will not correct it, ask HRSD for the appropriate complaint route.

Related Gulf Talent Guide resources

For broader steps when salary is delayed, read our guide to unpaid or delayed salary in the Gulf. To understand the terms that should appear in a written offer, see our Gulf job contract guide.

Conclusion

Saudi Arabia’s Qiwa–Najiz wage-clause mechanism can provide a more direct enforcement route for qualifying documented contracts. The practical first step is to check that your Qiwa contract and execution number are in order, then record the due date and exact payment shortfall. Use official HRSD and Ministry of Justice guidance for your case, and do not rely on an agent’s promise of guaranteed recovery.

Sources checked on 28 October 2026: Saudi Ministry of Human Resources and Social Development announcements on the documented wage clause and the phased rollout. Procedures can change; consult the current official guidance before acting.