Labour Reform Initiative (LRI) — Employer Transfer in Saudi Arabia
Reviewed by the Commoner Law Editorial Team. Sourced from Saudi royal decrees, regulations, and ministerial decisions. Written in plain language for general understanding — this is educational content, not legal advice. Our editorial standards
What is this right?
The Labour Reform Initiative (LRI), launched in March 2021, was the most significant change to Saudi immigration in decades — it effectively dismantled the kafala system for most private-sector workers:
- Job mobility without NOC: Expatriate workers can transfer to a new employer without needing their current employer's No Objection Certificate (NOC), provided the employment contract has expired or certain conditions are met.
- Transfer conditions: You can transfer if your contract has ended or been in force for at least 1 year, and you give 90 days' notice to your current employer.
- No employer veto: The old employer cannot block the transfer if the legal conditions are met — this is the fundamental break from the kafala system.
- Qiwa platform: All employment transfers are processed through the Qiwa platform (qiwa.sa) — the new employer initiates the request, and the system validates eligibility automatically.
- Exit visa independence: Workers can request exit/re-entry visas and final exit visas independently through Absher without employer approval.
- Excluded categories: Domestic workers are covered under separate regulations — their transfer rules differ from the LRI framework.
When does it apply?
- You are an expatriate private-sector worker who wants to change employers.
- Your employment contract has expired or you have completed at least 1 year.
- Your employer is blocking your transfer despite you meeting the legal conditions.
What to Do If Your Employer Is Blocking Your Job Transfer Under Saudi Arabia's Labour Reform Initiative
- Check your eligibility through the Qiwa platform (qiwa.sa) — it shows your contract status, length of service, and transfer eligibility in real time.
- Give 90 days' written notice to your current employer — document this through official channels.
- Coordinate with your new employer to initiate the transfer request through Qiwa — only the receiving employer can start the process.
- If your employer tries to block the transfer illegally, file a complaint with MHRSD (call 19911) or through the Qiwa platform's dispute channel.
What should you NOT do?
- Do not leave your job before the transfer is approved on Qiwa — working without a valid Iqama linked to an employer is illegal, even during a transfer process.
- Do not skip the 90-day notice — failure to give proper notice can void the transfer and make you liable for contract breach.
- Do not assume all workers are covered — domestic workers, government employees, and some specialised visa categories have separate transfer rules.
Common Questions
When does it apply — labour reform initiative (lri) — employer transfer?
You are an expatriate private-sector worker who wants to change employers.Your employment contract has expired or you have completed at least 1 year.Your employer is blocking your transfer despite you meeting the legal conditions.
What should I do if my employer is refusing to allow me to transfer to a new job despite the LRI rules in Saudi Arabia?
Check your eligibility through the Qiwa platform (qiwa.sa) — it shows your contract status, length of service, and transfer eligibility in real time.Give 90 days' written notice to your current employer — document this through official channels.Coordinate with your new employer to initiate the transfer request through Qiwa — only the receiving employer can start the process.If your employer tries to block the transfer illegally, file a complaint with MHRSD (call 19911) or through the Qiwa platform's dispute channel.
What should you NOT do — labour reform initiative (lri) — employer transfer?
Do not leave your job before the transfer is approved on Qiwa — working without a valid Iqama linked to an employer is illegal, even during a transfer process.Do not skip the 90-day notice — failure to give proper notice can void the transfer and make you liable for contract breach.Do not assume all workers are covered — domestic workers, government employees, and some specialised visa categories have separate transfer rules.