First identify the contract status and the action you need
Qiwa is the official Saudi labour platform through which employment documents are managed. A contract awaiting your response, a contract already accepted, and a relationship that one party wants to end are different situations. Start by reading the status shown in your Qiwa Individual account instead of treating every contract button as a cancellation tool.
Accepting confirms the electronic terms presented to you. Rejecting a pending offer declines that version; it does not rewrite the employer's draft. Ending an active contractual relationship is a separate service subject to the contract and Saudi Labor Law. If the status or available action is unclear, save a screenshot with personal details hidden and use Qiwa's official support channel before proceeding.
Review the terms before you respond
The Ministry's published labour rules describe the essential contract information as including the employer and worker, identity details, agreed wage and benefits, type and place of work, starting date, duration for a fixed-term contract, and the parties' basic rights and obligations. Compare each of these items with the written offer or amendment you received.
Pay particular attention to the basic wage, housing and transport allowances, job title, work city, contract start and end dates, probation clause, working time, annual leave, notice language and any compensation clause. Do not assume that a verbal promise automatically corrects different electronic wording. Ask the employer to amend the draft in Qiwa and send a new version when a material term is wrong.
Accept, reject or ask for a corrected contract
Sign in through the official Qiwa address using your own account. Open the section for your career or current job, choose the relevant employment contract and read the full document before selecting the response offered by the live interface. Qiwa labels can change, so follow the contract purpose and current status rather than an old screenshot's button position.
If the terms are accurate, complete the acceptance confirmation shown by Qiwa and save the final contract copy. If they are not accurate, reject the pending version or pause and ask the employer for correction. Keep the employer's reply, the rejected version and the replacement contract together. Never share a Nafath approval, password or one-time code with a recruiter or colleague.
Check what changed after your response
Return to the contract record and confirm its updated status. Download or securely retain the version that became effective, not only the earlier draft. Check that its employer, dates and financial terms match what you accepted. A message saying that an action succeeded is useful, but the current contract record is the better reference for later questions.
If you rejected a version, ask whether the employer will issue a corrected contract and set a reasonable follow-up date. Do not accept a second version without reviewing it from the beginning. If the contract disappears or remains pending unexpectedly, record the date and status before contacting Qiwa support.
Treat an amendment like a fresh decision
An amendment can change only one field while leaving the rest of the contract in force, or it can present a broader replacement version. Read the complete document and compare it with the accepted copy line by line. Confirm the effective date and whether the change affects basic wage, allowances, occupation, workplace, duration or notice. Keep both versions so the history remains clear.
If an amendment records a change that has already happened, ask the employer to explain the effective date and any payroll impact in writing. Do not approve a backdated or unclear term simply because the employer describes it as an administrative update. A Qiwa response should reflect what you understand and agree, subject to the rights that Saudi law does not allow a contract to remove.
Use the termination route only for an active relationship
HRSD provides an electronic Termination of Contractual Relationship service for employees when the service's conditions are met. Before submitting, read the contract type, duration, notice clause and reason for ending the relationship. A resignation, expiry of a fixed term, mutual agreement and termination for another reason can lead to different notice, compensation and end-of-service outcomes.
Do not choose a reason merely because it makes the form continue. Save the notice, request number and any response. Coordinate separately on final salary, unused leave, end-of-service benefit, experience certificate, transfer or final-exit steps as applicable. Qiwa ending a contractual record does not by itself prove that every financial and immigration task has been completed.
If the electronic record or outcome is disputed
Start with a concise written request to the employer identifying the contract field or action you dispute and the correction you want. Attach only the relevant page and obscure information that is not needed. Preserve payslips, attendance records, notices and correspondence rather than relying on chat messages that may later disappear.
For an unresolved labour dispute, HRSD's Friendly Settlement service is the official first-stage route described by the Ministry. Its requirements include evidence of the employment relationship and documents relevant to the claim. This article explains contract handling; it does not decide whether a particular termination is lawful or calculate compensation for an individual case.