Direct Answer / Quick Summary:

To check and verify an employment contract online in Saudi Arabia, visit the official Qiwa Individuals (أفراد) portal at qiwa.sa, authenticate via Nafath (National Unified Access), and navigate to Services → Contract Management (إدارة العقود).

For Employees: You can view your full authenticated digital contract, verify wage splits (Basic vs Housing vs Transport), check active probation timers, and download the official MHRSD-stamped PDF with a verifiable QR code*.

For Employers: Establishment administrators verify compliance via Qiwa Business (أعمال) under the Contract Authentication Program (برنامج توثيق العقود)*, tracking company-wide authentication ratios required to avoid MHRSD portal freezes.

Legal Supremacy: Under Saudi labor jurisprudence, the authenticated Qiwa digital contract supersedes all written paper contracts. In labor disputes before the MHRSD Amicable Settlement (Waddi) committees or Saudi Labor Courts, judges recognize only* the electronic terms recorded on Qiwa.

Why Online Contract Verification on Qiwa Is Legally Critical

Under Saudi Arabia’s Vision 2030 Labor Reform Initiative (LRI) and Ministerial Decision No. 43878, the Ministry of Human Resources and Social Development (MHRSD) mandated 100% digital contract authentication across the private sector.

Historically, expatriate and Saudi employees signed paper contracts in company offices. These physical papers were frequently altered, contained contradictory side agreements (Uqood Suriyya), or misstated salaries to lower GOSI social insurance contributions.

Today, the Contract Authentication Program (Tawtheeq) creates a single source of legal truth synchronized in real-time across four core governmental systems:

Step 1Submission

Digital Contract Auth

Employer creates and drafts standardized contract terms on Qiwa Business

Step 210-Day Window

Nafath Digital Handshake

Employee logs into Qiwa Individuals via Nafath to review, accept, or reject

Step 3Fully Binding

Multi-Agency Sync

Authenticated contract automatically synchronizes with GOSI, Mudad WPS, and Muqeem

If your employment contract is not authenticated on Qiwa, severe statutory consequences follow:

1Right to Transfer Without Consent (Article 81 Exception): If an employer fails to authenticate an expatriate worker's contract within 90 days of arrival or work permit issuance, the worker is legally entitled to transfer sponsorship to a new company immediately without the current employer's permission.
2Wage Protection Freezes: Mudad automatically flags non-authenticated employees during monthly payroll audits, leading to establishment non-compliance penalties.
3Immigration Blocks: Iqama renewal and Exit Re-entry issuance on Muqeem become restricted if an establishment's total contract authentication ratio falls below statutory MHRSD thresholds.

Step-by-Step Guide: How Employees Check Their Qiwa Contract (Individuals Portal)

All workers (both Saudi citizens and expatriate residents) must access their individual labor records through the dedicated Qiwa Individuals account.

Step 1: Access the Qiwa Portal

1Open your web browser and go to https://qiwa.sa.
2Click Sign In (تسجيل الدخول) located in the upper-right corner of the homepage.
3Select Individual Account (حساب الأفراد).

Step 2: Authenticate via Nafath SSO

1Choose National Unified Access (Nafath / نفاذ).
2Enter your National ID (for Saudi citizens) or Iqama Number (for expatriate residents).
3The Qiwa portal displays a two-digit authentication code (e.g., 42).
4Immediately open the Nafath App on your smartphone, approve the pending login request, and select the matching two-digit number.
5Once biometric verification completes, you are automatically redirected into your secure Qiwa personal dashboard.

Step 3: Navigate to Employment Contracts

1From the top dashboard menu, click on Services (الخدمات).
2Scroll to the Work & Contracts section and select Contract Management (إدارة العقود).
3The portal will display your current active employer profile, showing:

- Sponsoring Establishment Name

- Unified Establishment Number (700 Number)

- Commercial Registration (CR) Number

- Occupation / Job Title (as approved by MHRSD)

- Contract Start Date and End Date

Step 4: Inspect Full Contract Terms & Download Official PDF

1Click View Contract Details (عرض تفاصيل العقد).
2Review all contractual sections:

- Basic Monthly Wage and recurring allowances.

- Working hours (Standard 8 hours/day or 48 hours/week).

- Weekly rest days (typically Friday, or Friday/Saturday).

- Probation period duration and remaining days.

- Statutory notice period (e.g., 60 days).

- Annual leave entitlement (statutory minimum 21 or 30 days).

3To obtain a certified copy for bank financing, embassy attestations, or personal records, click Download Contract as PDF (تحميل العقد PDF). The downloaded document includes an official MHRSD digital verification stamp and a verifiable QR code.

Step-by-Step Guide: How Employers Audit Contracts (Qiwa Business Portal)

For HR Managers, Corporate PROs, and Government Relations Officers (GRO), verifying contract statuses across the entire workforce is essential to maintain Green Nitaqat standing and prevent portal freezes.

Step 1Authentication

Qiwa Business Login

GRO or authorized manager signs in via Nafath and selects the establishment CR

Step 2Compliance Dashboard

Access Contract Registry

Navigate to "Contract Management" to view establishment authentication percentage

Step 3Execution & Renewal

Filter & Action Contracts

Review "Pending Employee Approval", "Draft", or "Expiring Soon" employee records

Key Employer Audit Tasks in Qiwa Business:

1Audit Authentication Compliance Rate: The dashboard displays your organization's overall authentication percentage (e.g., 98.4% Compliant). MHRSD mandates establishments maintain minimum compliance thresholds (typically above 80%) to unlock work visa quotas.
2Monitor Pending Approvals: When HR creates or amends a contract, the employee has exactly 10 calendar days to approve the request via Qiwa Individuals. If the employee does not approve within 10 days, the request expires automatically, requiring HR to re-initiate the workflow.
3Identify Expiring Fixed-Term Contracts: The system flags contracts approaching statutory renewal deadlines (typically 30–60 days before expiry), allowing HR to dispatch electronic non-renewal notices or automated extension terms.

Understanding Qiwa Contract Status Codes

When reviewing your contract on Qiwa, the platform displays one of five distinct status labels. Understanding these codes is vital to protecting your statutory rights:

Status Label (English / Arabic)Legal MeaningAdministrative Effect
Authenticated (موثق)The contract has been accepted by the employee and digitally certified by MHRSD.Fully binding. Wages protected under WPS. Synchronized with GOSI and Muqeem.
Pending Worker Approval (بانتظار موافقة الموظف)The employer submitted a new or amended contract; awaiting the worker's Nafath sign-off.Contract is inactive. Worker has 10 days to review, accept, or reject without penalty.
Pending Employer Approval (بانتظار موافقة المنشأة)Employee requested a mutual separation or amendment; awaiting establishment confirmation.Changes take effect only upon electronic GRO sign-off in Qiwa Business.
Draft (مسودة)HR began creating the contract but has not submitted it into the MHRSD system.Zero legal standing. The employee cannot see this contract in Qiwa Individuals.
Terminated / Expired (منهي / منتهي)The contractual term ended or a lawful termination was completed under Chapter 5.Contract is null. Expatriate worker is unlocked for immediate transfer or Final Exit.

The Essential 6-Point Verification Checklist

Before accepting a new contract or verifying an existing record on Qiwa, every worker must conduct a thorough audit against this statutory checklist:

Statutory Safeguards & Rights Protection

Mandatory protections enforced by MHRSD & Saudi Labor Law

1
Gross vs Basic Wage BreakdownEnsure your Basic Salary, Housing Allowance, and Transportation Allowance are separately itemized. A lower basic salary reduces your future End of Service Benefits (Article 84).
2
Professional Title & AccreditationVerify that your official job title matches your qualifications. Engineering roles require Saudi Council of Engineers (SCE) registration; accounting roles require SOCPA certification.
3
Contract Type (Fixed vs Indefinite)Confirm whether your contract specifies a fixed end date (Article 55) or is open-ended. Non-Saudi workers are statutory fixed-term employees under Article 37.
4
Probation Period Terms (Article 53)Check that probation is explicitly stated and does not exceed 90 days (or 180 days with mutual written consent). If unstated, probation is legally zero.
5
Notice Period Compliance (Article 75)Verify the notice period duration. The statutory minimum is 60 days for monthly salaried workers. It cannot be lowered below statutory minimums without separation consent.
6
Annual Paid Leave Entitlement (Article 109)Ensure your contract grants at least 21 days of paid leave for your first 5 years of service, increasing to 30 days upon completing 5 years.

Discrepancy Audits: What to Do If Qiwa, GOSI, and Paper Contracts Differ

A frequent compliance challenge in Saudi Arabia occurs when an employee discovers conflicting terms between different regulatory platforms:

1. Qiwa Digital Contract vs. Signed Paper Contract

The Rule of Law: The authenticated Qiwa digital contract strictly supersedes the paper contract. Under Article 8 of the Saudi Labor Law, any condition in a paper contract that conflicts with the worker's statutory rights or with the authenticated digital contract approved via MHRSD is null and void.
Judicial Precedent: Labor Court judges evaluate claims based on the digital contract retrieved directly from the MHRSD database via the Najiz judicial integration. Physical paper contracts with conflicting lower salaries or longer probationary periods are dismissed as unauthorized side agreements.

2. Qiwa Wage vs. GOSI Registered Salary

Under Saudi compliance rules, the wage registered in the General Organization for Social Insurance (GOSI) must match the wage recorded in the Qiwa authenticated contract.
If an employer registers an employee on Qiwa with a salary of SAR 10,000, but registers only SAR 4,000 on GOSI to evade employer social insurance contributions (21.5% for Saudis or 2% for expats):

1. The employer is committing social insurance fraud under GOSI Article 62, punishable by fines up to SAR 10,000 per worker.

2. The employee can submit an electronic discrepancy report through the GOSI Online Portal or the MHRSD Unified App, forcing an automated administrative correction.

Top 5 Qiwa Contract Verification Errors & Technical Fixes

When accessing the Qiwa platform, users occasionally face authentication hurdles. Below are the statutory root causes and proven technical solutions:

1. "No Active Employment Contract Found"

Root Cause: Either the employer has not drafted the contract on Qiwa, the contract was registered under a temporary Border Number rather than your newly issued Iqama, or the 90-day authentication window expired.
Resolution: Contact your company HR to verify that the contract was linked to your 10-digit Iqama number. If you have been employed for more than 90 days without an authenticated contract, file an electronic request for non-consensual sponsorship transfer under Article 81.

2. Nafath Push Notification Timeout

Root Cause: The two-digit authentication prompt on Nafath expires after 60 seconds, or push notifications are disabled on your mobile device.
Resolution: Ensure the Nafath app is updated to the latest version, open the app before clicking submit on Qiwa, and tap the notification immediately when the code appears.

3. "Contract Expired" Status While Still Working

Root Cause: A fixed-term contract reached its maturity date, but the employer continued paying salaries via Mudad without formally executing an electronic renewal on Qiwa.
Resolution: Under Article 55 of the Labor Law, if both parties continue executing the contract after its expiration, the contract is deemed legally renewed for an equivalent term (or converts to an indefinite contract for Saudi nationals). Request that HR process a digital renewal on Qiwa to synchronize MHRSD records.

4. Profession Title Discrepancy Between Iqama and Qiwa

Root Cause: The employer changed the employee's profession in the Ministry of Labor database via Qiwa, but the Iqama card has not been reprinted through Jawazat / Muqeem.
Resolution: Once the profession change is approved on Qiwa and the required SADAD fee is paid, the GRO must finalize the issuance in Muqeem and reprint the physical residency card.

5. Inability to Reject an Unfair Pending Contract

Root Cause: An employer modified contractual allowances downwards and sent the request to the employee's Qiwa account.
Resolution: Log into Qiwa Individuals within the 10-day review window, click on the pending contract, select Reject Contract, and enter the statutory reason in the comments box (e.g., "Unilateral salary reduction violating Article 8"). The contract is immediately cancelled without affecting your current authenticated status.

Frequently Asked Questions (FAQ)

Can an employer force me to accept an amended contract on Qiwa?

No. An employer cannot electronically finalize any contract amendment without the employee's explicit consent via the Nafath digital handshake. If you reject the amendment or ignore it for 10 days, your existing authenticated contract remains in full legal effect.

Is the PDF contract downloaded from Qiwa accepted by banks and embassies?

Yes. The downloaded Qiwa PDF contains an official MHRSD digital seal and an encrypted QR code. Scanning the QR code directs the verifier directly to the Ministry's secure verification gateway, confirming the document's authenticity without requiring physical stamps.

What happens if I work for 90 days without an authenticated Qiwa contract?

Under MHRSD regulations, if an establishment fails to authenticate your employment contract within 90 days of your entry into the Kingdom or transfer, you acquire the unconditional right to transfer your sponsorship to another employer on Qiwa without the current employer's consent.

Can I view my contract history with previous employers on Qiwa?

Yes. Qiwa Individuals archives all previously terminated or expired authenticated contracts under your employment history tab, providing an unalterable official record of your continuous service years in the Kingdom.

Can an employer delete my authenticated contract from Qiwa?

No. An authenticated contract cannot be unilaterally deleted or erased by an employer. It can only be dissolved through the formal statutory termination workflows governed by Chapter 5 of the Saudi Labor Law (Articles 74, 75, 77, 80, or 81).

Need Guidance on Contract Authentication & Workforce Compliance?

Whether you are an enterprise auditing establishment-wide contract compliance or an executive reviewing employment terms under MHRSD regulations, explore our authoritative Qiwa Platform Master Manual or consult our corporate regulatory specialists for expert legal assistance.