There is no single rule governing every absence report. The Qiwa work discontinuation service applies to specific cases and provides eligible workers with a 60-day period to transfer their services or obtain a final exit visa. Some workers classified as absent from work may also qualify for a separate status-correction initiative, even after the original period has expired.
What Is a Work Absence Report Under Saudi Arabia’s New Rules?
A work absence report generally refers to the administrative recording of an employee’s absence or discontinuation of work. However, Saudi Arabia’s Ministry of Human Resources and Social Development (MHRSD) uses more specific classifications, including discontinued from work and absent from work.
Under the relevant Qiwa service, an employer may initiate termination of the contractual relationship for an expatriate employee who does not have an electronically documented employment contract, provided the service conditions are met.
Submitting a report does not, by itself, establish that dismissal was lawful or that the employee has forfeited outstanding financial entitlements. These matters must be assessed under the Saudi Labor Law and the terms and circumstances of the employment relationship.
What Is the Difference Between Work Discontinuation and Absence from Work?
To understand an employee’s legal and administrative position, it is essential to distinguish between the registered status and the procedure that produced it.
| Employment status | What it means | What to check |
|---|---|---|
| Discontinued from work | A status resulting from a new discontinuation request | Report date and the 60-day period |
| Absent from work | A status that may arise after the period expires or from an earlier report | Reason for classification and eligibility for status correction |
| Documented contract on Qiwa | An employment relationship subject to its applicable contractual procedures | Contract status and termination method |
The procedures for existing absence cases differ from those applicable to newly submitted requests. One process should not be assumed to cover every situation.
What Are the Conditions for Filing a Work Absence Report in Saudi Arabia?
MHRSD has established specific conditions for submitting a work discontinuation request through Qiwa. The fact that an employee has been absent is not sufficient on its own.
Under the relevant service, the establishment must be active, the worker must be registered as currently employed, and there must be no documented employment contract on Qiwa. The employee’s residence permit (Iqama) and work permit must also remain valid for at least 60 days.
How Many Days of Absence Allow an Employer to Submit a Report?
According to the MHRSD Procedural Guide, an employer may report an employee’s unjustified absence if it exceeds:
- More than 15 consecutive days; or
- More than 30 non-consecutive days during the contractual year.
Any explanation or supporting documents should be reviewed before action is taken. An approved medical leave or attendance records, for example, may be relevant when establishing whether the absence was unjustified.
Having an employment contract documented on Qiwa does not mean that termination is impossible. It means that this particular service may not be the appropriate procedure for that contract.
How Does an Employer Submit a Work Discontinuation Report Through Qiwa?
For eligible cases, the employer begins the process through the establishment’s Qiwa account after checking the service conditions and the employee’s information.
The employer or authorized representative selects the relevant employee and reason for discontinuation, reviews the electronic declaration, and submits the request using the steps available on the platform.
Under the procedural guide, submission results in an update to the employee’s registered status, notification to the parties, and the start of the prescribed grace period.
The service declaration also states that the establishment cannot withdraw the submitted request through this procedure.
Before filing, employers should compare the claimed absence dates against attendance records, approved leave, and relevant communications, and confirm that the employee’s contract and registration details are accurate.
How Can an Employee Check a Work Absence Report?
Checking a work absence report in Saudi Arabia helps an employee identify the recorded status and relevant dates before deciding what action to take.
The employee may begin by reviewing their personal Qiwa account or the official inquiry services provided by MHRSD, alongside any relevant Absher services.
Once the result appears, it is advisable to keep a record of the displayed status and inquiry date, and compare them with the employment contract’s end date or the date the report was registered.
If the status is “Discontinued from Work,” check how much of the applicable grace period remains. If it is “Absent from Work,” identify the reason for that classification and examine whether the status-correction requirements may apply, rather than assuming that every available option has ended.
Can a Work Absence Report Be Cancelled or Challenged?
Not every report can be handled in the same way. Withdrawing a request, challenging its accuracy, and correcting an employee’s registered status are different procedures with different purposes and requirements.
Under the new discontinuation service described in the procedural guide, an employer cannot withdraw the request through the same service after submission.
However, the inability to reverse an electronic request does not mean the underlying facts cannot be disputed or that the employee has lost the right to pursue outstanding entitlements.
How Should You Respond to an Incorrect Work Absence Report?
If an employee believes the report does not reflect their actual attendance, gathering evidence should come before selecting a particular procedure.
Relevant documents may include the employment contract, attendance records, approved leave, medical reports, written warnings, and communications concerning the alleged absence.
For example, if a discontinuation request covers a period during which the employee was actually working, biometric attendance records, work assignments, and correspondence may help establish the inconsistency.
A previously filed labor complaint does not, by itself, prove that an absence report was malicious. It may, however, form part of the circumstances requiring review.
Where the dispute extends to wages or the legality of termination, the parties may need to consider amicable settlement of labor disputes and, where appropriate, the applicable judicial procedure.
Has an absence report been filed against you that you believe is incorrect?
BMS Legal Law Firm and Legal Consultations can review the relevant documents and explain the available legal options before you take steps that may affect your employment position.
What Happens After a Work Absence Report Is Filed?
The consequences of a work absence report depend on the employee’s status, the type of request, and whether the relevant grace period is still running.
For workers covered by the discontinuation procedure, the guide provides a 60-day period beginning on the date the request is submitted.
Transferring Services or Obtaining Final Exit Within 60 Days
During this period, an eligible employee may transfer their services to a new establishment, subject to the applicable requirements, including having spent more than 12 months in Saudi Arabia. Alternatively, the employee may obtain a final exit visa under the relevant procedures.
A transfer is not completed merely because the employee accepts another job offer. The request must be processed and approved through the appropriate systems.
Can Employee Services Be Transferred After the Grace Period?
For some categories of workers, a transfer may still be possible after the 60-day period expires.
On September 29, 2025, MHRSD announced an initiative to regularize the status of workers registered as absent from work, which began implementation on September 18, 2025.
The initiative covers categories including workers whose status changed to absent from work after the grace period ended, following the expiry or termination of a documented contract, or as a result of earlier absence reports.
Its announced requirements include at least 12 consecutive months of residence in Saudi Arabia before the discontinuation or contract termination, and the new employer’s commitment to pay outstanding work permit levies.
Accordingly, an employee whose original grace period has ended should have their eligibility assessed before concluding that transferring services is no longer possible.
Does a Work Absence Report Automatically Mean Dismissal Without End-of-Service Benefits?
An administrative absence report does not automatically justify termination without end-of-service benefits or compensation.
Article 80 of the Saudi Labor Law allows termination without end-of-service benefits, notice, or compensation in specified circumstances. One such case involves an employee being absent without a legitimate reason for more than 30 days in a contractual year or more than 15 consecutive days, provided a written warning is issued after 20 days in the former case or after 10 days in the latter. The employee must also have an opportunity to state their objections to termination.
This distinction matters because the conditions for filing an administrative report are not identical to those for establishing that dismissal was lawful.
If the dispute concerns the early termination of a fixed-term contract, the employee’s rights depend on the contractual arrangement and the reason for termination, as explained in the rules governing termination of fixed-term employment contracts.
Outstanding wages are not automatically forfeited because a report was registered. Financial claims must be assessed according to the underlying entitlement and supporting evidence.
What Documents Are Needed to Review a Work Absence Report?
Before requesting cancellation or pursuing status correction, it is important to organize documents according to the actual issue in dispute.
| Document | What it helps establish |
|---|---|
| Employment contract and Qiwa records | Contract status and expiry date |
| Attendance and leave records | Duration of absence and any legitimate reason |
| Written warnings and correspondence | Steps taken before the report |
| Official inquiry results | Registered worker status and inquiry date |
| Wage and payment records | Outstanding financial entitlements |
Start by comparing the employee’s last actual working day with the report date. Then determine whether the issue concerns transferring services, disputing the alleged absence, or claiming unpaid entitlements.
Where a dispute involves termination or compensation, any claim should be assessed in light of Article 77 of the Saudi Labor Law, without assuming that compensation is automatically payable.
When Should You Consult a Saudi Employment Lawyer?
Legal advice may be particularly important where the reported absence is disputed, the discontinuation period has expired, or the report is connected to dismissal and outstanding employment entitlements.
Employers may also benefit from reviewing the service requirements and supporting records before submitting a request, reducing the risk of using a procedure that does not fit the employee’s contractual status.
BMS Legal provides employment law services in Jeddah, including document reviews, an explanation of available legal options, and clarification of the scope and costs of representation before work begins.
Where a report raises a dispute over attendance or the rights of either party, an employment lawyer in Jeddah at BMS Legal can examine the facts and documents and identify the appropriate legal route for the employee or employer.
Clear Legal Guidance Starts With Understanding Your Case.
We review the circumstances and supporting documents of your work absence report, explain the available legal options, and help you determine the appropriate next steps.
✓ Commercial Registration: 7053637679 | Jeddah, Al Mushrifah
Frequently Asked Questions About Work Absence Reports in Saudi Arabia
1. Can a work absence report be cancelled through Qiwa?
Under the relevant Qiwa work discontinuation procedure, employers cannot withdraw a request once submitted. However, challenging the report's accuracy or correcting the worker's status may be possible through other applicable procedures.
2. Can an employee transfer services after the 60-day period expires?
Yes, eligible workers may qualify for service transfers under Saudi Arabia's September 2025 status-correction initiative. Eligibility depends on the worker's circumstances and specific conditions, including residency requirements and the new employer's obligations.
3. Can an employer file a work discontinuation report if the employee has a documented contract?
The specific Qiwa discontinuation service requires that the employee does not have an electronically documented employment contract. Where a documented contract exists, the employer must follow the appropriate contractual termination procedures.
4. Does a work absence report cancel an employee's right to unpaid wages?
No. Filing a work absence report does not automatically eliminate outstanding wages or other employment entitlements. These rights depend on the employment contract, applicable Saudi labor laws, and supporting evidence.
5. Are domestic workers subject to Qiwa work discontinuation procedures?
No. Domestic workers are subject to separate regulations and procedures, including services available through the Musaned platform. The applicable options depend on the worker's circumstances and the relevant domestic employment rules.
Five rules can make a significant difference when dealing with a work absence report in Saudi Arabia: verify the reporting conditions, distinguish discontinuation from absence status, check the 60-day period, examine any available status-correction route, and avoid confusing an administrative report with lawful dismissal.
The appropriate course of action depends on the employee’s contract, the timing of the report, and the supporting documents—not simply the label shown in an official system.
If you are facing an incorrect absence report or want to verify the legality of a proposed procedure, BMS Legal Law Firm and Legal Consultations, a law firm in Jeddah, can review the relevant facts and documents and explain the options available to protect your legal position.