How to Check Aqd Contract Registration And What to Do If It Isn’t

Starting a new job in Saudi Arabia comes with more than just an offer letter. It requires proper contract registration, also known as “Aqd.” The word Aqd means “contract” in Arabic and holds significant legal value, especially in employment contexts. Similar to the Islamic concept of ijab (offer) and qabul (acceptance), an employment aqd is not just a formality. Your Aqd contract is a binding agreement with your employer. If it’s not registered, your job may not be recognized by the HRSD, which can affect your iqama, visa, and other related documents.

Luckily, checking your Aqd status is straightforward. This blog will walk you through how to verify your employment contract via Qiwa and Absher, and what steps to take if it isn’t registered, especially important for new hires (within 90 days), expats, and Saudi nationals alike.

How to Check Aqd Contract Registration: Step-by-Step

On Qiwa (Employee Portal)

The Qiwa platform is the official employment services system in Saudi Arabia. If you’re an employee, here’s how to check your contract status:

1. Go to Qiwa.sa and log in with your Absher credentials.
2. Navigate to “Services” > “Employment Contracts”.
3. Select “View New/Pending Contracts”.

If your contract is registered, you’ll see the details, including job title, salary, and status, and if not, you’ll see “Pending” or no entry at all.

Pro Tip: In Islamic contract law, the notion of ijab in Islam implies that a clear offer must be made. In the employment context, your signed contract is that ijab, awaiting qabul from both parties; your acceptance digitally seals the deal.

On Qiwa (Employer Portal)

If you’re managing HR or running a business, checking the contract registration process from your end is just as critical. Since April 2019, all employers must generate, submit, and manage contracts electronically via Qiwa.

Steps for employers:

1. Log in to the Qiwa employer portal.
2. Go to “Contract Management”.
3. Enter contract terms and employee details.
4. Send for employee review and digital signature (qabul).
5. Finalize the submission to register the contract.

Delays here can result in compliance issues and even fines, so HR departments must monitor progress.

Via Absher

Absher is another way for employees to check if their job and contract have been tied to their iqama:

1. Log in to Absher.sa.
2. Go to “My Services” > “Employment Details”.
3. You’ll find your current job title and employer name.

While Absher doesn’t show the full Aqd, mismatched or missing details here could signal that the aqd is not fully registered.

What to Do If the Aqd Contract Registration Isn’t Complete

Even with clear steps, sometimes employers forget or delay submitting your contract. Here’s what to do next:

Step 1: Politely Remind HR

If your contract isn’t showing up on Qiwa within the first 30 days, don’t hesitate to follow up. Here’s a simple message you can use:

Hi [HR Name], I hope you’re doing well. I wanted to check in regarding my employment contract—I haven’t seen it appear on Qiwa yet. Please let me know if anything is required from my side to complete the process. Thanks in advance!

Step 2: Follow Up Around Day 30–60

If there’s still no update after your first reminder, follow up with a written request. Reiterate your concern and include screenshots from Qiwa or Absher if needed.

Step 3: Escalate After 60–90 Days

Still no action? Take formal steps:

• File a complaint directly on Qiwa.
  
• Call the Ministry of Human Resources and Social Development (HRSD) at 19911.

They handle these issues seriously. Employers can face fines of up to SAR 5,000 per unregistered contract under Saudi labor laws.

Risks of Delayed Aqd Contract Registration

Waiting too long to resolve a missing aqd isn’t just risky. It can have serious consequences.

• Delays in Iqama or Visa Issuance: If your aqd isn’t registered, your iqama (residence permit) can’t be issued or renewed. That means potential visa overstay fines or deportation risks.
• Lack of Legal Protection: Without a registered contract, you may not be entitled to legal recourse for disputes over salary, termination, or benefits. Think of it as a marriage without ijab qabul in Islamic law. It’s not valid if both parties don’t formally agree.
• No Access to Benefits: Health insurance, bank loans, and GOSI registration (social insurance) all require a valid, registered contract. An unregistered one could block you from critical services.

Employer Responsibilities & the Aqd Contract Registration System

Since April 2019, Saudi Arabia has mandated that all private-sector employers register employment contracts through the Qiwa platform. This move ensures better labor market transparency and stronger legal protection for both parties.

At its core, the process mirrors the concept of ijab and qabul in Islamic law, a clear offer and acceptance that must be documented and agreed upon:

Here’s how the employer’s process works:

1. Log into Qiwa’s Employer Portal: Authorized HR representatives use the “Contract Management” section.
2. Enter Contract Details: This includes salary, job title, location, probation period, and contract duration. Every detail must align with the Saudi Labor Law and reflect what’s agreed upon.
3. Send for Employee Review: This is the ijab, the formal offer. The employee reviews the terms and accepts (qabul) electronically via Qiwa.
4. Finalize the Contract: Once accepted, the contract is automatically registered with HRSD and tied to the employee’s iqama.

Employers who fail to complete this process may face delays in GOSI registration, fines, or suspension of services. As a reminder, al aql (rational decision-making in Islamic ethics) applies here; timely and transparent action benefits everyone.

Conclusion 

Your aqd is more than a form. It’s your legal anchor in the Saudi workforce. From the first day of joining a new job, it’s essential to check the aqd contract registration and take proactive steps if it isn’t filed. Delayed or missing contracts can lead to bigger issues with your iqama, salary protections, and benefits.