Saudi Arabia Announces 60-Day Grace Period for Huroob Workers

Introduction

Every year, many expatriate employees face Huroob status due to their inability to continue working for their employers. Huroob status in Saudi Arabia renders it illegal for these employees to remain in the country because of strict government regulations related to labor policies and migrant documentation processes. Huroob has sometimes been used to exploit employees, often due to non-payment of wages or violations of labor rights. Even if the employee is no longer working for the employer they abandoned, the penalties can still apply if they have not resolved the issue with the previous (abandoned) employer.

The Significance of the Grace Period

The high rise in Huroob cases has a direct effect on the increase in labor market inefficiencies, rising concerns for labor rights violations, and the surge in expatriates working with illegal status in Saudi Arabia. Fortunately, the government has introduced a 60-day grace period for Huroob workers. After resolving the issue with an abandoned employer, it is a transition towards removing Huroob status with an employer switch or an opt-out (exit the country) option.

What is Huroob’s status?

The Huroob grace period allows the affected labor force to switch employers, ensure worker compliance with regulations, and enhance the overall stability of the labor force.

Meaning of Huroob

The Arabic word “Huroob” means “absconding” in English, and the status of Huroob is imposed on expatriate labor force members working in the Kingdom of Saudi Arabia who fail to report for work. Huroob status has been a concern for tens of thousands of employees working in the economy.

How Employer File Huroob against an Ex-employer?

Suppose an employee is absent from work for 15 days consecutively without providing a legitimate reason. In that case, the employer may report the worker to the authorities, which results in an allotment of Huroob status for the employee—Jawazat issues rules and regulations for removing Huroob status during the grace period.

Who reports Huroob? and why?

According to the procedural Guide of HRSD, an employer may report an employee for remaining absent for more than 30 days in a row out of the contractual one-year span.

Government authorities regulate the Labor Market.

When an employee abandons an employer, it becomes an issue for the government to document the labor force and consequently regulate it for efficiency within the labor market. Saudi HRSD Ministry introduced two months (December 2024 to January 29, 2025) to remove Huroob. The status of Huroob brings a ban on obtaining an exit-re-entry visa, renewing a residency permit, and finding a new employer. The Huroob status can end up in one of three ways for an employee: arrest, incarceration, or deportation.

The introduction of a grace period provides an opportunity for employees to reconcile with their employers and avoid penalties depending on the nature of damage incurred to the employer.

Market Overview

According to the labor market statistics of the General Authority for Statistics (GASTAT), there are a total of 14.59 million people employed in Saudi Arabia. In contrast, 75% of the labor force is expatriates employed in Saudi Arabia’s economy, and almost two-thirds of the employment is related to the private sector. There is a lack of published statistics on the number of Huroob cases in KSA. According to the Riyadh Passport Department, the total number of Huroob cases in 2015 was 34,661. This number is expected to increase in recent years due to global socio-economic uncertainties.

Navigating QIWA Platform

The Qiwa platform provides an opportunity for the absconding employee and abandoned employer to formally transition through the resolution process. The introduction of digital technology to resolve Haroob’s issue within a grace period is a time-saving and efficient management system. The platform facilitates the process of compliance with the duties and obligations of employees and employers. Below are the steps:

Step 1: To benefit from the grace period for Huroob, workers must visit the Qiwa website and log in to their account.

Step 2: If the worker doesn’t have a Qiwa account, they must create one when signing up.

Step 3: The worker must confirm Haroob’s status and eligibility for the associated grace period.

Step 4: The worker has two choices upon confirmation of eligibility:

–  Transferring of the sponsorship to other employers
–  Application for final exit

Note: Workers must regularly check updates on the Qiwa portal and respond to additional requirements when required.

Exceptions:

The grace period is not applicable under the following conditions:

1 – In case the worker (employee) hasn’t received a text message from Qiwa
2 – Employees on domestic visas or with a border number.
3 – Workers haven’t completed their first year in Saudi Arabia.

Key Considerations

Saudi Arabia’s macroeconomic planning aims to stabilize the labor market during regional and global uncertainty in sociopolitical and economic terms. A resilient economy depends on a stable labor market where the rights of individuals working as employers and employees are regularized to ensure sustainable growth of the economy. Not only does the introduction of the grace period rectify the status of workers, but it is also done by the government’s policies to stabilize the labor market and reduce illegal practices for employment in the country.

A piece of advice:

It is better to track updates on the portals regularly to ensure effective communications between parties involved in the employee’s Huroob status. The earlier, the better.

Concluding Thoughts

The employer of sponsors sometimes uses the Huroob technique to deter them from approaching labor courts when non-payment or mistreatment is done to the employee. The employee may have been mistreated or faced issues of non-payment, which resulted in exploitation on the part of the empowers or sponsors. The introduction of a 60 days grace period for huroob workers in Saudi Arabia provides an opportunity for employees to reconcile with their employers and avoid penalties depending on the nature of damage incurred to the employer. This is an indeed a valuable step towards not only protecting the workers rights in Saudi Arabia but also the labor reformation practices.

The process of availing of the grace period is time-sensitive, and there may be a need to access legal assistance where required. Due to the time constraint, maintaining good communication with the current employer is critical for efficiently processing the application towards exit or transfer of sponsor (employer).

Are You Looking for Help to Avoid Huroob in Saudi Arabia?

Teleport Manpower Recruitment Agency can help prevent employee huroob by conducting comprehensive background checks and ensuring clear, compliant contracts for all hires. By offering employee engagement solutions and monitoring, they help foster a positive work environment that reduces dissatisfaction. In the event of huroob, Teleport can quickly provide temporary replacements and guide employers through the legal process, ensuring minimal disruption. Additionally, they conduct exit interviews to address any underlying issues, further mitigating the risk of future absconding.