How to Transfer Your Iqama in Saudi Arabia: Rules, Eligibility & Fees

Transferring an Iqama (residence permit) between companies is a common practice for expatriate workers in Saudi Arabia who wish to change jobs while continuing to reside in the Kingdom.

Understanding the requirements, procedures, and timelines involved is essential for employees pursuing new opportunities as well as for employers seeking to recruit experienced expatriate talent already based in Saudi Arabia.

This guide covers the required documents, associated fees, and important considerations for both employees and employers—whether already operating in KSA or in the process of business setup.

What Does a Transferable Iqama Mean?

A transferable Iqama means that an expatriate worker in Saudi Arabia has the legal right to move their residency sponsorship from their current employer to a new one without leaving the country. Rather than exiting the Kingdom and re-entering on a new visa, the worker's Iqama—and their legal right to reside and work in Saudi Arabia—is simply reassigned to the new employer through the Qiwa platform.

How Much Are Sponsership Transfer Fees?

For New Employers:

• First-time transfer fee: SAR 2,000
• Each subsequent transfer: Additional SAR 2,000 (subject to cumulative increase)

Who Pays for Iqama Transfer Fees?

The new employer is responsible for paying the Iqama transfer fees.

If Iqama Expired, How to Transfer Sponsorship in Saudi Arabia

An employee’s iqama can still be transferred even if it is close to expiry or has already expired, provided the transfer meets the applicable regulatory requirements. However, a sponsorship transfer does not automatically renew or extend the iqama.

The transfer and renewal are treated as separate processes, meaning the employee retains the same residency expiry date after the transfer is completed.

Once the employee joins the new employer, the receiving company becomes fully responsible for renewing the iqama and maintaining the employee’s legal residency status.

Employers should carefully monitor expiry dates during the transfer process, as failing to renew an iqama promptly after the transfer can result in fines, service restrictions on government platforms, and disruptions to the employee’s ability to work legally in Saudi Arabia.

Is an Iqama Transferable?

Yes, an Iqama is transferable in Saudi Arabia. Expatriate workers can initiate a sponsorship transfer through the Qiwa platform if they have completed at least one year with their current employer and hold an active work contract.

While most transfers require the current employer's approval and a notice period, employees can transfer without consent in specific cases—including unpaid salary for three consecutive months, contract expiration, or employer violations of labor regulations.

What's the Iqama Transfer Process?

In recent years, Saudi Arabia's Iqama transfer procedure has undergone substantial reforms. making it easy for both the employer and employee to manage it entirely through digital portals, primarily Qiwa.

Here’s the Standard Procedure for Employment Sponsorship Transfer

1. Employment Offer and Contract Registration: The procedure begins when a prospective employer presents a formal job offer to the expat worker. The employer must then register the contract on the Qiwa platform. To qualify for initiating this process, the new employer must have an active registration with the Ministry of Human Resources and Social Development (MHRSD), maintain compliance with the Wage Protection System (WPS) over the previous three months, and hold an active commercial registration and GOSI certificate.
2. Worker Confirmation: The worker receives a Qiwa notification to review and accept the job offer and contract. Workers essentially have 10 days to accept or decline; failure to respond results in automatic cancellation.
3. Current Employer Alert and Action: After the worker confirms the new contract, Qiwa automatically notifies the current employer, who has 14 days to respond.
4. Notice Period Fulfillment (when required): Should the current employer approve the transfer with a notice requirement, the worker must complete this period before officially moving to the new employer. For resignations and terminations outside of transfers, monthly-paid employees must provide 30 days' notice when resigning or receive 60 days' notice for employer-initiated termination, while non-monthly employees require 30 days' notice from either party.
5. Transfer Completion by New Employer: After obtaining approvals and completing any notice period, the new employer must finalize the transfer by paying sponsorship fees and updating the worker's Iqama status via Absher or Muqeem within 12 to 24 days.
6. New Iqama Generation: Upon successful completion of all approvals and fee payments, the new employer issues the new Iqama under their sponsorship.

Transfer Eligibility Conditions for Workers

These are conditions that employees must meet if they want to prosper from job mobility services.

1. As an expatriate worker, you must be subject to the KSA laws.
2. You should complete at least a year of employment with your present employer.
3. The employee must have a well-documented work bond or contract.
4. The new employer must submit the new job offer that the employee is receiving via the Qiwa portal.
5. You must issue a notice to your present employer regarding the Iqama transfer, stating the notice period.

New Sponsorship Transfer Rules in Saudi Arabia (2025)

The new KSA labor laws of 2025 have clearly set the ground rules for transferring sponsorship without the current employer's approval under certain conditions. These provisions are designed to protect workers and ensure fair labor practices.

Can I Transfer My Sponsorship Without My Employer's Permission?

Yes, in specific circumstances, Saudi labor law allows employees to transfer sponsorship without their current employer's consent. These include:

• The employer has not paid salary for three consecutive months
• The employment contract has expired
• The employer failed to issue a work permit within 90 days of the employee's arrival
• The employer's own work permit or Iqama has expired
• The employer has violated Saudization regulations
• The employer is involved in illegal activities such as human trafficking or concealment
• The employer failed to appear for two court sessions during a legal dispute
• The employment contract was never registered on Qiwa

How Is an Iqama Transfer Processed?

1. New employer initiates the request—The new employer submits a sponsorship transfer request through the Qiwa portal, along with a signed employment contract
2. Employee accepts—The employee reviews and accepts the contract on Qiwa
3. Current sponsor responds—The request is sent to the current employer/sponsor for approval, subject to the notice period (up to 60 days)
4. Request approval — Once approved by both parties, the transfer is finalized through the Muqeem platform.

What Happens If Your Transfer Application Is Unlawfully Denied

When employers refuse or obstruct transfers, workers have clear legal remedies under the Saudi labor regulations.

Filing a Complaint with MHRSD: Workers can submit complaints through the Ministry of Human Resources and Social Development's online platform or mobile app.

Friendly Settlement Process: The MHRSD's electronic "Friendly Settlement for Labor Disputes" service serves as the first stage for resolving labor disputes between workers and employers, filed electronically through the ministry's website.

The Amicable Settlement Department schedules sessions and conducts mediation within 21 working days from the date of the first session. If no settlement is reached within this timeframe, the labor office electronically submits the case to the labor court.

Saudi Arabia's employment framework aims to prevent unjustifiable job transfers while implementing strong conflict resolution systems that reflect the government's dedication to fostering a more equitable and transparent workplace landscape.

Transfer with Expired Iqama vs. Final Exit Visa

An expired Iqama creates a transfer opportunity with financial obligations, while a final exit visa eliminates transfer eligibility.

Expired Iqama as Transfer

Pathway: An expired Iqama, despite incurring penalties, can enable direct transfer to a new employer without the current employer's consent under specific circumstances. While the individual remains liable for fines and faces practical complications, the legal framework permits job mobility.

The new employer typically handles the expired status by paying accumulated fines during the transfer process, though proactive renewal is recommended to avoid escalating penalties.

Final Exit Visa Prohibition: Employees holding a final exit visa are explicitly barred from the Iqama transfer process and cannot accept new contracts or change employers, as the final exit visa represents termination of residency and permanent departure from the Kingdom.

To know more about the foreign business setup in Saudi Arabia, contact one of our expert consultants.