Saudi HR Ministry Introduces ‘Work Interruption’ Option for Absentee Domestic Workers
In a significant labour-market update, Saudi Arabia’s Ministry of Human Resources and Social Development has launched a new digital service that fundamentally changes how domestic worker contracts can be handled when a worker stops showing up for work. The launch, via the national unified recruitment platform Musaned, is part of broader labour reforms aimed at streamlining employment processes and increasing contractual clarity and compliance across the Kingdom.
What is Saudi Arabia’s “Work Interruption” Service?
The Work Interruption Service, introduced in February 2026, is an online mechanism that allows individual employers to legally end the employment contract of a domestic worker when the employee has ceased reporting to work. This resolves long-standing legal and administrative ambiguities that both employers and workers have faced under the previous framework.Earlier, if a domestic worker disappeared or failed to show up for work (“huroob”), employers had limited formal options. They often had to wait for months or navigate complex administrative processes to terminate the contract, while workers remained in unclear legal situations, sometimes without clear rights or protections.
Domestic Workers Absent? Employers in Saudi Now Have Legal Exit Route
The new service aims to solve this by providing structured, digital tools that are –
- Transparent: Regularising status via Musaned avoids informal or ad-hoc procedures.
- Efficient: Employers can initiate contract termination online instead of lengthy in-person paperwork.
- Fair: Workers are given defined time frames to resolve their status or seek new employment.
The Musaned platform, which already facilitates domestic worker recruitment, visas and documentation, now also hosts this work interruption functionality — extending its role as the central digital hub for household employment governance.
How Saudi Arabia’s Work Interruption Service works
When a domestic worker stops reporting to work, the employer can file a termination request through Musaned. This is legally recognised and initiates a formal process that replaces older, informal practices. Once the request is submitted:
- If the worker has been in Saudi Arabia for less than two years, their contract can be terminated and they are required to exit the Kingdom within 60 days. Failure to do so breaches residency and labour laws.
- If the worker has been in the Kingdom for more than two years, they have two options within 60 days: Transfer to a new employer or obtain a final exit visa and leave Saudi Arabia.
These 60-day grace periods represent a significant and structured timeline to balance both employer needs and worker rights.
Saudi Arabia’s worker mobility and protection
Importantly, the Work Interruption Service also incorporates labour mobility features, meaning that workers whose contracts are terminated have a chance to change employers under regulated conditions. This is a notable shift from older norms where workers had little agency once their contract ended or if they left their employer, conditions often tied to the kafala sponsorship system that Saudi Arabia has been reforming for several years.
Saudi Arabia Tightens Rules on Domestic Worker Absences with New Digital Service
This mobility component indicates that the new service is not just about terminating contracts, it is about ensuring workers are not left stranded without legal rights. It aligns with other regulatory updates that give workers a defined “grace period” to regularise their status or transfer sponsorship.
Background: Labour policy reforms in Saudi Arabia
The launch of the Work Interruption Service should be seen against the backdrop of broader labour-system modernisation efforts in Saudi Arabia. Over the past two years, the country has introduced several digital tools and regulatory updates to formalise employment relations:
Digital platforms like Musaned and Qiwa
- Musaned, historically used for domestic worker recruitment and documentation, is now expanding into full employment lifecycle services.
- Qiwa, another national platform, has already introduced reforms such as a 60-day grace period before reporting a worker as absent, giving them time to re-contract, transfer or exit the Kingdom legally.
These platforms are part of a broader digital governance strategy that aims to reduce manual bureaucracy, enhance transparency, and digitise labour-market interactions.
Correcting status of absent workers
Before the Work Interruption Service, Saudi Arabia had initiatives such as grace periods on Musaned for workers reported as absent to regularise their status or transfer to new employers, a measure already reflecting a shift towards more humane and structured labour policy. The new Musaned service consolidates these efforts into a more robust system that formalises the termination process itself instead of only offering status correction options.
Why Saudi Arabia’s Work Interruption Service matters: For employers and workers
For employers
Employers of domestic staff, often families or private households, have historically faced challenges with contractual enforcement:
- Workers who disappear but remain legally in the country can create legal and logistical ambiguity.
- Lack of formal procedures could lead to employers being unable to hire replacements quickly.
- Unregulated exit or absence reports created disputes or misunderstandings.
With the Work Interruption Service, employers get a clear legal path to contract termination, reducing risk and confusion. This also benefits the domestic help sector by providing predictable standards for resolving conflicts, something that had been lacking in many informal arrangements.
For workers
For domestic workers, especially expatriates from abroad, this reform provides:
- A defined timeframe to regularise status rather than indefinite limbo.
- Pathways to transfer employment rather than immediate repatriation in some cases.
- Legal clarity about their rights and obligations under Saudi labour regulations.
By formalising the process, the system aims to protect vulnerable workers from arbitrary or unfair treatment while still balancing employer needs. Domestic work has often operated in grey zones, with informal contracts or undocumented changes. By codifying termination and mobility processes digitally via Musaned, Saudi Arabia is pushing the sector towards formal labour governance, similar to reforms in the private sector that emphasise digital documentation and lawful compliance.
Employers Get New Power Under Saudi’s Work Interruption Service
While Saudi Arabia does not fully operate under international labour frameworks, these reforms bring its system closer to globally recognised best practices by ensuring:
- Contract transparency
- Digital record-keeping
- Time-bound status resolution
- Worker mobility and employer rights
The Work Interruption Service gives employers a legal, digital way to terminate contracts when domestic workers stop showing up. It includes a grace period (usually 60 days), giving workers options to transfer sponsorship or exit the country legally. This system is part of broader Saudi labour reforms focusing on digital governance and contractual clarity. Workers and employers alike benefit from greater transparency and defined timelines. It complements other reforms like Qiwa’s grace periods and Musaned’s recruitment enhancements.Saudi Arabia’s Work Interruption Service represents a notable shift in how the Kingdom manages domestic employment relations, moving from largely manual, informal arrangements to structured, transparent, digital processes. It reflects ongoing efforts to modernise labour governance, protect rights on both sides and integrate labour-market activity into unified digital platforms like Musaned and Qiwa.Whether you are an employer seeking clarity in contractual enforcement or a domestic worker looking for secure legal pathways to navigate employment changes, this reform marks an important milestone in Saudi Arabia’s labour policy evolution. Go to Source
