Pillar guide · Updated 20 June 2026
The Iqama is the Saudi residency permit every foreign worker, dependant, and Premium Residency holder relies on. It controls bank access, school enrolment, exit/re-entry, and continued employment. This is the operational playbook our GRO desk uses on every Iqama issuance, renewal, transfer, and replacement filed through Absher and Muqeem.
The Iqama (إقامة) is the Ministry of Interior residency card issued to non-Saudi nationals once they arrive on a long-term visa (block, family, investor, Premium Residency). It carries a 10-digit Iqama number used by every Saudi institution as the holder's national ID.
The card is sponsor-bound — the sponsor's CR appears on the back. Without a valid Iqama, a foreign worker cannot legally hold a job, open a bank account, register a SIM card, rent on Ejar, enrol children in school, or leave and re-enter Saudi Arabia.
Within 90 days of arrival on a work visa, the employer's GRO files for the Iqama on Muqeem. Pre-requisites: a passed Saudi medical at a Council of Cooperative Health Insurance (CCHI) approved clinic, biometric capture at Jawazat, an active CCHI-compliant insurance policy, and the MHRSD labour fees paid for the first year.
Once the application is approved the Iqama prints within 5–10 working days. The principal can then file dependant visas, transfer sponsorship between profession codes, or open a corporate bank account if they are an authorised signatory.
Iqamas expire every 12 months (some are issued for 2 years where the employer pre-pays). Renewal opens 60 days before expiry on Absher Business under the employer account. The GRO confirms: CCHI insurance is active for the full next 12 months, MHRSD labour levy is paid via SADAD, the worker's WPS salary is being paid on time through Mudad, and Saudization (Nitaqat) status of the employer remains Green or above.
In practice, ~70% of renewal failures we see are not document issues — they are blocked SADAD bills (insurance auto-renew failed), a Mudad red flag because last month's payroll was filed late, or the worker's profession being moved to a Saudization-restricted list mid-year. The GRO has to clear the block before Absher will accept the renewal click.
An expired Iqama incurs SAR 500 in the first month, SAR 1,000 after. After 90 days of expiry, the worker is deemed irregular and the employer's Qiwa account is suspended. Tamra runs auto-renewal 45 days ahead of expiry on every managed Iqama to remove the risk window entirely.
Iqama transfer (نقل كفالة) moves the worker from one Saudi sponsor to another without the worker leaving the country. The new employer files the request on Qiwa, the current employer approves (or the worker triggers it under specific MHRSD-permitted scenarios such as 90 days of unpaid wages on Mudad, expired employer CR, or a fraudulent visa filing).
Real-world flow: the new employer issues a Qiwa offer → worker accepts on Qiwa individual → current employer has 7 days to approve or reject → if rejected without legal cause the worker can escalate to MHRSD's labour office. Transfer fees are SAR 2,000 for the first transfer of the year, SAR 4,000 for the second, SAR 6,000 for the third, plus the SAR 9,700 labour levy reset for the new year. Transfers between Platinum-rated employers, or where the worker has completed their full contract term, are free.
A lost Iqama is reported on Absher within 24 hours. The first replacement carries a SAR 1,000 fine, the second SAR 2,000, the third SAR 3,000. The new card prints in 5–7 working days after fines are paid and the biometric record is reconfirmed at Jawazat.
Damaged Iqamas (water, breakage) are replaced for SAR 500 with a Jawazat visit. The Iqama number itself does not change — only the printed card.
Once the principal Iqama is in hand, dependant visas (zawjat/abna) are filed on Muqeem. The principal must meet the salary threshold for their profession (SAR 4,000 minimum, SAR 10,000 for restricted professions) and demonstrate suitable housing.
Dependant Iqamas cost SAR 100 per dependant per month plus the SAR 100 CCHI medical levy. Adult dependants over 18 either convert to a work Iqama (sponsored by an employer) or transition to a student or family-residence permit.
Iqama holders need an exit/re-entry permit (single or multiple) before leaving Saudi Arabia. Single exit/re-entry is SAR 200 for 60 days; multiple is SAR 500 for 90 days plus SAR 200 per additional 30. The Iqama itself must have ≥90 days remaining validity at the date of return.
Final exit (closing the Iqama for departure) is filed on Absher 10 days before flying out. The employer cancels the contract on Qiwa, GOSI returns the worker's end-of-service position, and the Iqama is invalidated on departure. Re-entry afterwards requires a fresh visa.
The window from visa stamping to Iqama-in-hand is the single biggest source of avoidable cost. The real-world employer cadence we run: Day 0 the worker books a flight only after the Enjaz visa is stamped at the consulate; Day 1–3 GRO collects the worker from the airport with a printed Saudi address (Ejar lease or hotel), opens the Tawakkalna profile, and books the CCHI medical inside the first week.
Day 7–14: medical clearance uploads automatically to the Iqama record, the employer activates CCHI insurance, pays the SAR ~9,700 labour levy via SADAD, and files the Iqama request on Muqeem. Day 15–25: the card prints; the GRO files the Qiwa contract the same day so the worker can be added to Mudad/WPS payroll for that month's salary cycle.
Day 30–90: the worker opens a bank account (most banks now require Tawakkalna + Iqama card + Mudad-registered salary), registers the dependant visas on Muqeem if family is following, and updates the National Address. Missing the National Address registration is the most common reason dependant visas get stuck at the embassy.
The profession printed on the Iqama (المهنة) governs what the worker is legally allowed to do, which Saudization bucket they fall into, and whether their family can join them. Mismatches surface at the worst time: bank account opening, professional licence applications (SCE for engineers, SCFHS for healthcare), or when MHRSD audits the workplace.
Real workflow: the employer files the change on Qiwa → MHRSD reviews against the Nitaqat profession matrix → if the target profession is Saudization-restricted (HR Manager, Receptionist, Customer Service, etc.) the request is rejected until a Saudi national is hired into that slot first. Fee is SAR 1,000 on Muqeem after approval. Plan for 5–15 working days end-to-end and never schedule a bank visit or licence application during the transition — the Iqama profession changes mid-flight and the bank's KYC will reject.
Huroob is the absconding report an employer files on Qiwa when a worker stops attending without notice. Once filed, the worker's Iqama is invalidated within 15 days, they cannot transfer, cannot leave on a normal exit, and risk a permanent re-entry ban. It is the most weaponised tool in the Saudi labour system — and the most reversible if handled fast.
Real-world reality: a Huroob is contestable. The worker files an objection on Qiwa individual or at the labour office within 60 days, attaches Mudad records showing unpaid wages, or text/email evidence of being told to stop attending. If MHRSD rules in the worker's favour the Huroob is cancelled and they get an automatic transfer right without the current employer's consent.
Employers should only file Huroob after issuing two written warnings on Qiwa, documenting 15+ days of unexplained absence, and confirming the worker is not on approved leave in Mudad. Filing a false Huroob carries a SAR 20,000 fine and a 3-year ban on visa quota for the CR.
The Iqama is the master key for the entire digital life of a resident. The moment it expires, lapses, or is flagged Huroob, a cascade of services breaks in this order: STC/Mobily/Zain SIM cards suspend (24–48h after expiry), bank accounts freeze for outgoing transfers, Tawakkalna health-status badge turns red, Absher exit/re-entry button disappears, and the worker cannot renew car insurance, Ejar lease, or school enrolment.
Real employer cadence: every Sunday the GRO pulls the 60/30/15-day Iqama expiry list from Absher Business, cross-checks Mudad WPS status and CCHI policy validity, and clears any SADAD blocks before triggering the renewal click. Workers see none of this — they keep their SIM, salary, and exit rights intact. This is the operating discipline that separates a managed Iqama portfolio from a reactive one.
Iqama administration is the orchestration of eight government systems, not one. A renewal click on Absher is the visible step — under the surface, Absher pings Mudad for WPS, CCHI for insurance, GOSI for contributions, Qiwa for the contract, Nitaqat for the employer band, and SADAD for cleared fees. Any single amber response halts the renewal until the upstream platform turns green.
Mudad runs the Wages Protection System — every salary cycle is verified against the Qiwa contract. Qiwa is MHRSD's contract and Saudization engine — it owns transfers, Huroob filings, and band classification. Absher is the MOI super-app — individuals manage Iqama, exit/re-entry and dependants; employers operate the business channel. Muqeem is Jawazat's dedicated Iqama portal — first-time issuance, replacements, profession changes.
GOSI collects social-insurance contributions and gates renewal independent of payroll. Nitaqat classifies employers Platinum → Red — Red-band CRs cannot renew Iqamas, sponsor transfers, or hire foreign nationals. SADAD is the bill rail every government fee clears through; an unpaid SADAD bill silently blocks Absher even if all other signals are green. Tawakkalna mirrors the Iqama as a digital wallet — useful for proving status when the card is at the bank.
Symptom: the GRO clicks renew on Absher Business, the request errors with code WPS-0042 and the worker's Iqama remains unrenewed. Root cause is almost always one of: a late filing for the prior payroll cycle, a salary amount mismatch between the Qiwa contract and the Mudad declaration, or a worker who never accepted the Qiwa contract.
Resolution sequence: (1) log into Mudad → Wages → flagged month, file the corrected declaration with explanation; (2) pay any compounding fine via SADAD; (3) wait 5–7 working days for Mudad to clear the flag and propagate to Absher; (4) re-attempt renewal. If the underlying issue is a Qiwa contract not signed by the worker, push a Qiwa notification to the worker first — the contract must be active before Mudad will accept the declaration.
Prevention: Tamra's compliance dashboard polls Mudad weekly. Late filings are caught and cleared in the same payroll cycle, long before the renewal window opens.
The dependant flow runs in parallel with the principal's first 90 days. Once the principal Iqama prints, the employer issues a salary certificate stating ≥ SAR 4,000/month (≥ SAR 10,000 for restricted professions), confirms suitable housing on the National Address, and files the family visa application on Muqeem with attested marriage and birth certificates.
Once approved, MOFA stamps the family visa at the embassy of issuance. The family arrives, completes the same CCHI medical (children under 8 are exempt from the X-ray), and the principal files dependant Iqamas on Muqeem. SAR 100/month per dependant plus CCHI cover. School enrolment requires the dependant Iqama number and a National Address match — most international schools begin enrolment in February for September intake, so plan the visa timeline backward from January.
Within 60 days of a Huroob being filed on Qiwa, the worker can object via the MHRSD labour office or Qiwa individual. The objection requires: Mudad transcript proving wage payments (or non-payment), a written statement, and evidence of attendance — biometric clock-ins, email correspondence, or witness statements from colleagues.
MHRSD escalates the case to the Labour Court if the employer disputes the objection. Where MHRSD rules in the worker's favour, the Huroob is cancelled immediately, the Iqama is restored, and the worker receives an automatic transfer right without consent — they can move to a new sponsor on Qiwa without the original employer's approval. Filing a false Huroob attracts a SAR 20,000 fine on the employer and a 3-year visa-quota freeze on the CR.
The new employer issues a Qiwa offer to the worker (using their Iqama number). The worker accepts via Qiwa individual. The current employer has 7 working days to approve or reject. Acceptance triggers automatic settlement of GOSI end-of-service, transfer of the labour-levy balance for the remaining months, and Iqama re-print on Muqeem under the new sponsor's CR.
Worker-initiated transfers (without current-employer consent) are allowed only under MHRSD-permitted scenarios: 90 consecutive days of unpaid wages on Mudad, expired CR of the current employer, fraudulent visa filing, or a court order. Transfer fees: SAR 2,000 (first of year), SAR 4,000 (second), SAR 6,000 (third); free between Platinum-band employers or where the contract has run its full term.
| Action | Fee (SAR) | Timeline |
|---|---|---|
| First-time Iqama issuance | ~9,700 incl. labour levy | 5–10 working days post-medical |
| Annual renewal | ~9,700 + insurance | Same day on Absher |
| Transfer between sponsors | 2,000 / 4,000 / 6,000 | 3–5 working days |
| Replacement (lost) | 1,000 / 2,000 / 3,000 | 5–7 working days |
| Single exit/re-entry | 200 | Same day |
| Dependant Iqama | 100/month per dependant | 10–14 days |
Plan for 15–25 days from landing to Iqama-in-hand assuming the medical is done in the first week, biometrics are captured at Jawazat, and the employer's insurance policy is active. The biggest variable is the local Jawazat office workload.
SAR 500 in the first month of overdue status, SAR 1,000 thereafter. After 90 days the worker is treated as irregular: the employer's Qiwa is suspended, payroll fails, and the worker may not legally hold a SIM card or bank account.
Only in specific MHRSD-permitted scenarios: 90 days of unpaid wages on Mudad, expired CR of the employer, fraudulent visa filings, or a court order. Otherwise transfer requires the employer's Qiwa approval.
No. The 10-digit Iqama number stays for life of residency. Only the printed card and expiry date change. The number does change if the worker exits Saudi Arabia for ≥6 months and re-enters on a new visa.
No — a dependant Iqama is a residence permit, not a work permit. To work, the dependant must obtain a separate work Iqama under an employer's sponsorship (which can be done without leaving Saudi Arabia via internal transfer).
Absher is the Ministry of Interior's umbrella service portal (Iqama, traffic, civil status, exit/re-entry). Muqeem is the dedicated Iqama issuance/renewal platform. Employers use Absher Business for operational tasks and Muqeem for transactions that change Iqama state.
Log in to Absher Individuals or open the Tawakkalna app — the dashboard shows Iqama number, expiry, and status. For employer-side checks, log in to Absher Business and search by Iqama or passport number.
The profession on the Iqama must match the worker's actual role. Changes (e.g. from ‘sales executive’ to ‘sales manager’) are filed on Muqeem with a SAR 1,000 fee. Some profession changes are restricted by Saudization and require a Saudi to be hired first.
Yes — the city does not restrict the transfer. The worker's residential address is updated on the National Address platform after the transfer is final.
The employer files final exit on Absher, cancels the Qiwa contract, returns the GOSI end-of-service entitlement, and the Iqama is invalidated on departure. The worker hands the card to immigration at the airport.
Yes — the employer renews on Absher Business while the worker is abroad, provided the worker holds a valid exit/re-entry permit and the Iqama has not yet expired. The renewed card is held by the GRO until the worker returns.
File an objection on Qiwa individual within 60 days of the Huroob, attach Mudad transcripts proving wage payments (or non-payment), and submit a written statement to the MHRSD labour office. If MHRSD rules in your favour the Huroob is cancelled and an automatic transfer right attaches without the original employer's consent.
An Iqama is sponsor-bound — issued by an employer or family head and tied to a profession or relationship. Premium Residency (Iqama Mumayyazah) is self-sponsored, includes the right to own property and businesses without a local partner, and runs on its own renewal cycle separate from any employer.
Most common cause is a Mudad mismatch — Qiwa contract salary doesn't equal the Mudad-declared amount — or a SADAD bill (labour levy or CCHI premium) that hasn't cleared. Open Absher Business → view the renewal error code; codes starting WPS- point to Mudad, INS- to CCHI, GOS- to GOSI.
Yes. Employers in Red or Low-Green bands cannot renew Iqamas for foreign workers, cannot sponsor transfers in, and cannot file dependant visas. Workers under a Red-band CR are eligible for transfer to a Green or Platinum employer without consent.
The transfer right is active immediately on Qiwa once MHRSD updates the case. In practice, allow 24–72 hours for the cancellation to propagate to Absher and the new employer's Qiwa account before initiating the offer.
Not directly. The dependant Iqama is a residence permit, not a work permit. A dependant who secures a job must execute an internal transfer on Qiwa onto an employer-sponsored work Iqama — without leaving Saudi Arabia. Fees and Saudization rules apply as for any new hire.
Our Riyadh team handles the live filings every day.
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