On 18 February 2025, Saudi Arabia’s Ministry of Human Resources and Social Development (MHRSD) launched a unified digital workflow that connects every Huroob (Absent From Work) report to the national Qiwa platform — streamlining absentee documentation across the private sector.

1 What Is a Huroob Report?

Under the official Procedural Guide for Terminating the Employment Relationship, a Huroob is filed when a foreign worker is absent:

  • More than 30 non-consecutive days in one contract year, or

  • More than 15 consecutive days without a valid excuse.

2 Key Conditions Before Filing

  • The company must hold an active commercial licence, regardless of its Nitaqat colour.

  • The worker must not have an electronically documented contract in Qiwa.

  • The worker’s status must be “On the Job.”

  • Both the work-permit and iqama must have at least 60 days left before expiry.

3 Step-by-Step Filing on Qiwa

  1. Submit the request inside the establishment’s Qiwa account, selecting “Absent From Work” as the termination reason.

  2. Confirm the e-declaration that all information is accurate.

  3. Automatic SMS alerts go to employer and worker; the worker’s data detach from the establishment and no longer affect Nitaqat.

  4. A 60-day grace period starts immediately, allowing the worker to regularise status.

4 Options Available to the Worker During the 60-Day Period

  • Transfer of Service

    • A prospective employer submits a transfer request in Qiwa.

    • The worker approves electronically.

    • MHRSD validates and completes the move across linked systems.

  • Final-Exit Visa

    • The worker issues a final-exit visa via the Absher portal.

  • No Action within 60 Days

    • The system locks the worker’s status as “Absent From Work,” triggering applicable penalties under residency and labour laws.

5 Legal Framework Supporting the Procedure

5.1 Article 80 — Saudi Labor Law

Employers may terminate a contract for prolonged absence, provided written warnings are issued after ten days (non-consecutive) or five days (consecutive).

5.2 Labour Courts Jurisdiction (Article 34)

Saudi labour courts handle disputes over contracts, wages, and dismissals, including cases arising from Huroob filings.

5.3 Administrative Courts Jurisdiction (Article 13)

The Board of Grievances hears challenges to final administrative decisions, offering an additional channel if procedural issues arise.

Conclusion

The 2025 integration of Huroob reports with Qiwa delivers a clear, fully digital path for employers to document extended, unjustified absences while aligning with Saudi labour regulations. Employers benefit from a streamlined filing process, and workers retain formal avenues—through labour and administrative courts—should they need to address or resolve their status. Staying informed of each step is essential for compliance and workforce stability in the Kingdom’s evolving labour market.