Saudi Arabia has introduced a new regulation allowing employers to issue final exit visas for domestic workers who have not yet received their residency permit, known as an Iqama. This development, facilitated through the Absher platform, aims to provide a structured exit for both employers and domestic workers within the bounds of Saudi labour law. The General Directorate of Passports, Jawazat, confirmed that this service is accessible provided the domestic worker is still within the 90-day probation window and satisfies specific conditions.
To utilize this pathway, domestic workers must be physically present inside Saudi Arabia, hold a passport valid for at least 60 days, and have no outstanding traffic violations. Additionally, the worker must not be recorded as deceased or registered as absent from work. If these criteria are satisfied, the employer can proceed to issue the final exit visa even without the worker having an active Iqama. This move is expected to clarify the legal steps available when an employment relationship breaks down early.
The Ministry of Human Resources and Social Development requires a written employment contract between an employer and a domestic worker, which must include a probationary clause. The probation period can run for up to 90 days, giving both parties time to evaluate whether the arrangement suits their needs. During this window, either side may end the contract without the agreement of the other. This provides flexibility for both employers and domestic workers.
Importantly, a domestic worker cannot be placed on probation more than once by the same employer, except when both parties mutually agree that the worker will take on a different role from the one originally specified in the contract. This regulation aims to prevent exploitation and ensure fair treatment of domestic workers. Employers and workers are advised to act promptly if they intend to terminate during the probation period.
For Kenyan domestic workers and other expatriates employed in Saudi Arabia, this development provides clarity on the legal steps available when an employment relationship breaks down early. Rather than leaving a worker in an irregular status, the framework provides a structured exit that keeps both employer and worker within the bounds of Saudi labour law. This move is expected to benefit workers who may have been stranded due to early contract termination.
Workers and employers are urged to act promptly if they intend to terminate during the probation period, as the option to issue a final exit visa through this route is only available before the 90-day window closes. Failure to comply with these regulations may result in irregular status for domestic workers. The framework aims to ensure that both parties adhere to the terms of the employment contract.
This development is part of broader efforts to regulate the employment of domestic workers in Saudi Arabia. It follows other initiatives aimed at improving working conditions and protecting the rights of domestic workers. The regulation is expected to have a positive impact on the lives of domestic workers, including those from Kenya, who are employed in Saudi Arabia.
Key points
- Employers can issue final exit visas for domestic workers lacking Iqama through Absher platform during 90-day probation.
- Domestic workers must meet specific conditions, including being physically present in Saudi Arabia and having a valid passport.
- The probation period can run for up to 90 days, giving both parties time to evaluate the employment arrangement.
