Qiwa Begins Automatic Removal of Expired Work Permits as MHRSD Extends Compliance Deadline to 2026

Saudi Arabia’s labour compliance framework has introduced two significant regulatory developments that employers should consider together. While the Ministry of Human Resources and Social Development (MHRSD) has extended the deadline for rectifying eligible worker status until the end of 2026, the Qiwa platform has simultaneously begun automatically removing certain non-compliant worker records from employer accounts.

Taken together, these developments provide organisations with additional time to address historical compliance issues, while reinforcing the importance of taking action before administrative and legal consequences escalate.

What Changed on 1 July 2026

Effective 1 July 2026, Qiwa automatically removes workers from an establishment’s records where a work permit has remained expired for more than three months. The process is carried out automatically and does not require any action from the employer.

Separately, MHRSD has extended the grace period for rectifying worker status until 31 December 2026.

The extension applies to:

Workers whose work permits have been expired for more than 12 months
Workers who have not been issued a work permit within six months of joining an establishment

According to MHRSD, the extension is intended to support ongoing compliance efforts while providing employers and workers with additional time to complete the necessary legal procedures.

Automatic Removal Does Not Eliminate Employer Responsibility

One of the most important points for employers is that automatic removal from Qiwa is an administrative action, not a compliance resolution.

Where a worker is removed because their work permit has remained expired for more than three months, employers continue to be responsible for any outstanding financial obligations arising during the period of non-compliance.

In other words, removing a worker’s record from Qiwa does not remove the employer’s legal or financial responsibilities.

Organizations should therefore avoid treating automatic removal as the completion of the compliance process.

Business Implications

While the compliance deadline has been extended to the end of 2026, Qiwa’s automatic removal process is already in effect. Employers should use this period to review worker records, resolve outstanding obligations and ensure employees hold the appropriate work permits to minimise compliance and operational risks.

Immediate Priorities for Employers

Employers should:

Review workers with expired or unissued work permits.
Renew or issue work permits where required.
Settle outstanding work permit fees.
Transfer worker services where applicable.

Advisory Perspective

As Saudi Arabia’s labour framework continues to evolve, proactive compliance remains essential. Pangea Mobility supports organisations in navigating work permit requirements, regularising worker status and maintaining compliance with Saudi labour regulations.

Looking Ahead

The extended deadline provides employers with additional time to address outstanding compliance matters. However, with automatic removals already underway, organisations should act early to reduce operational and regulatory risk.