Saudi Transfer of Services (Sponsorship Transfer) Fee Calculator

How much is the transfer fee in 2026?

The fee is paid by the employer the worker moves to, under Article 40 of the Labor Law, and may not be deducted from the worker's wage. It is paid once the request is accepted, when the transfer is completed in Absher Business or Muqeem.

Is the transfer of services free?

The Ministry of Human Resources service pages say "free" for the Qiwa transfer request and for moving a domestic worker from an establishment to an individual. That appears to mean the ministry's own e-service. A ministry spokesperson said in January 2021 that the SAR 2,000, 4,000 and 6,000 fee stayed in place under the Labor Reform Initiative, and Musaned repeated it for domestic workers in September 2024. We found no announcement cancelling it and no current government page stating the amount, so the calculator includes it; check the amount shown when you pay.

What else does the new employer pay?

The expat levy, work permit and iqama fee from the date the worker moves. If the permit and iqama are still valid they run to their end, and the new employer then renews for 3, 6, 9 or 12 months:

Amounts in SAR. Health insurance is required to renew the iqama, but it is a commercial price, not a government fee, so the calculator leaves it out.

Who pays the previous employer's arrears?

• Worker on the job: since 9 June 2022, arrears of the expat levy, work permit and late iqama fines stay with the previous employer. This was extended to all private-sector establishments on 7 September 2022.
• Absent worker, or establishment non-existent or under procedure: the arrears move to the new employer, who settles the overdue permit fees at transfer.
• Dependent fee arrears: not covered by the exemption; the head of family pays them. See the dependent fee calculator.
• 60-day grace period: if the contract ends and the worker transfers within 60 days, the new employer renews the permit; otherwise the worker becomes absent.

When can a worker transfer without the employer's consent?

• When the documented contract has ended: no consent and no minimum period.
• When wages are unpaid for 3 months: no consent, even if the work permit is valid.
• After 12 months in the Kingdom since entry: no consent, with a notice period equal to the contract's notice, or 90 days if it sets none. Whoever ends a fixed-term contract early pays compensation under Article 77.
• Before 12 months: the current employer must consent. Qiwa's 2026 clarification drops the 12-month condition when the iqama has expired but keeps the notice, while the 2023 guide treated that case as a direct transfer, so check in Qiwa.

A worker cannot be moved into an occupation unrelated to the receiving establishment's activity, and an establishment that stays in the red Nitaqat band for eight consecutive weeks cannot get work permits.

Transferring a domestic worker's sponsorship

• Government fee: SAR 2,000, then 4,000, then 6,000, paid by the new employer (Article 15 of the Domestic Workers Regulation), with a maximum of 4 transfers per worker. The 4th transfer fee has not been published; the calculator assumes SAR 6,000. Changing to a non-domestic occupation costs SAR 1,000.
• Waiver via Absher: the current employer waives, the worker and the new employer approve within 7 days, and at least 15 days must remain on the iqama; the worker must not be registered absent and neither party may have traffic violations.
• Between individuals via Musaned (since 1 August 2023): all three parties agree; the new employer pays a SAR 100 operating fee and a transfer cost set by the current employer, capped by nationality and occupation.
• Without consent: in cases including 3 months of unpaid wages, failure to issue or renew the iqama within 30 days of its due date, hiring the worker out to others, abuse, a false absence report, and the employer's absence through travel or prison. The new employer pays the fee and any shelter costs.
• Extra workers: SAR 9,600 a year for each domestic worker above 4 for a citizen and above 2 for a resident.

Before transferring, work out the final settlement with the current employer: the transfer ends the current contract, and end-of-service pay and leave are calculated by how it ended.