Iqama transfer (Naqal Kafala) is the procedure for moving a worker's Iqama sponsorship from one Saudi employer to another. Once a complex bureaucratic procedure, Iqama transfer has been streamlined under MHRSD reforms and operates increasingly through digital procedures via Qiwa and Muqeem. This guide covers what employers need to know about Iqama transfer.
Iqama transfer is the legal procedure moving a worker's residence permit (Iqama) sponsorship from the current employer to a new employer in Saudi Arabia. After transfer, the worker operates under the new employer's Iqama with new employment terms. Worker doesn't leave Saudi Arabia during the transfer — it's an in-country procedure.
Employers benefit from Iqama transfer when hiring workers already in Saudi Arabia rather than fresh overseas recruitment. Workers benefit when career opportunities require changing employer. Common transfer scenarios: skilled workers moving to better-paying positions, workforce moving between project contractors, hospitality workforce moving between hotel groups, technical workforce moving from one operator to another.
1. Current employer issues release through Qiwa platform. 2. New employer initiates transfer application through Qiwa with worker's details. 3. Worker confirms transfer through Absher or Tawakkalna. 4. Government procedural review and fees payment. 5. Iqama issuance under new employer. Standard timeline 30-45 days from initiation to completion.
Under specific MHRSD-approved conditions, workers can transfer without current employer release. Common conditions: wage non-payment for 3+ months (WPS records evidence), employer entering bankruptcy or business closure, worker safety or welfare concerns, expired Iqama not renewed by current employer. These conditions require MHRSD review and approval.
Iqama transfer involves Saudi government fees for new Iqama issuance, possibly visa stamping fees if applicable, partner agency processing fees if engaging visa processing services. Costs are typically employer-borne under new employment arrangement. Specific fee amounts vary based on worker category and current procedural fees.
Current employer refusing release (sometimes leveraging release for negotiation), incomplete Qiwa documentation, worker data mismatches between current Iqama and MHRSD records, current Iqama expiration timing, GOSI contribution clearance, end-of-service settlement disputes with current employer. Most resolvable through MHRSD procedures but can delay completion.
For employers hiring in-country, Iqama transfer offers faster mobilisation than fresh overseas recruitment (30-45 days vs. 45-120 days). Workers already in Saudi Arabia have demonstrated cultural and operational fit. Transfer cost may be higher than fresh recruitment cost but timeline advantage often justifies premium for time-sensitive hires.
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WhatsApp UsStandard timeline is 30-45 days from current employer release through new Iqama issuance. Specific timing depends on government procedural cadence and any complications (data mismatches, missing documentation, dispute resolution).
Under specific MHRSD-approved conditions yes — including wage non-payment for 3+ months evidenced through WPS records, employer business closure, expired Iqama not renewed by current employer, and worker welfare concerns. Standard transfers require current employer release.
If release is being unreasonably withheld, workers can pursue MHRSD grievance procedures. If conditions meet criteria for transfer without release (wage non-payment etc.), the worker can apply through alternative procedures. Most transfer disputes resolve through MHRSD mediation.
Workers can transfer multiple times during their Saudi employment but pattern of frequent transfers can attract MHRSD scrutiny. Most workers transfer 0-2 times during Saudi residency.
Workers under Ajeer outsourcing arrangements hold Iqamas under the partner agency rather than engaging employers. Workers don't typically transfer between engaging employers (they move between Ajeer assignments instead). Transfer to a direct employer would require new Iqama issuance under standard procedures.
End-of-service award accumulates separately under each employer based on the duration of service with that employer. Transferring resets the service-duration clock for end-of-service calculation under the new employer. Worker's accumulated end-of-service under previous employer should be settled at the time of transfer.
GOSI contributions continue uninterrupted through Iqama transfer — the worker remains in the GOSI system with continuous contribution history. Specific GOSI procedures for transfer handling are standard and automated through digital platform integration.
Our partner network mobilises skilled, semi-skilled, and unskilled workers across the Kingdom — fully Ajeer-compliant, ready to deploy.
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