Saudi Arabia’s HR Ministry Digital Initiative Reduces Need for Office Visits

Saudi Arabia’s HR Ministry streamlines labor services via its Qiwa virtual branch, cutting labor office visits by 93 percent.

By Sudhanshu Singh

As part of broader digitalization efforts, the Ministry of Human Resources and Social Development (MHRSD) in Saudi Arabia has expanded online service delivery through its Virtual Branch on the Qiwa platform. The initiative aims to reduce administrative burden and improve access to labor-related services. According to the Ministry, in-person visits to labor offices have declined by 93 percent over the past 23 months. As of April 1, 2025, a wide range of services are available online, targeting both individual users and businesses.

This article outlines the key components of the digital initiative and its operational impact for users interacting with Saudi Arabia’s labor system.

Digital transformation of labor services

The Qiwa platform functions as the main digital interface for labor-related transactions. The Saudi Press Agency (SPA) has reported a decrease in monthly foot traffic at labor offices—from around 60,000 to 3,000, since the virtual branch was introduced. While this drop suggests broader adoption of the platform, full transition to digital services may vary by user segment and service type.

Core services offered through Qiwa

The Qiwa platform provides centralized access to labor services. These include:

• Applying for and renewing work permits;
• Managing the transfer of labor services between establishments;
• Submitting applications for temporary and professional visas;
• Accessing employment contract data;
• Filing labor-related complaints; and
• Scheduling consultations with ministry representatives.

These services are delivered through an online system designed to reduce in-person processing. Implementation remains ongoing, and some services may still require verification steps or documentation uploads depending on user type and case complexity.

User-facing outcomes and operational observations

The virtual branch has reportedly led to faster processing for selected services. The ability to file complaints or check contract status online may offer convenience, particularly for companies managing a mobile workforce. According to the ministry’s figures, service efficiency has improved and satisfaction levels among establishments have increased, though specific benchmarks were not disclosed.

Businesses operating in Saudi Arabia may benefit from a more streamlined approach to documentation and compliance tracking. However, practical experiences may differ depending on sector, company size, and level of familiarity with the platform.

Broader context of HR digital policies in Saudi Arabia

Saudi Arabia’s push toward digitized human resource governance forms part of its wider digital transformation agenda under Vision 2030. In recent years, the Ministry of Human Resources and Social Development has implemented several initiatives designed to transition traditional administrative services into fully digital platforms. These reforms are not limited to the Qiwa platform alone but extend to other key systems such as the Musaned platform (for domestic labor), the Mrn platform (for flexible employment), and the National Labor Observatory.

The Ministry has also focused on data governance, with digital labor records now being centrally maintained and linked across multiple government entities. Such integration allows for enhanced monitoring of employment practices, Saudization targets, and compliance with contractual obligations. Additionally, there has been an effort to improve coordination between MHRSD and the Digital Government Authority (DGA), which issues overarching guidelines for digital service standards across ministries.

Digital HR policy in the Kingdom is evolving alongside broader workforce trends. For example, the formal recognition of freelance and remote work arrangements now has dedicated digital infrastructure for registration and regulatory monitoring. Initiatives are also underway to digitize employer obligations such as wage protection, training records, and occupational health compliance.

Takeaway

The HR Ministry’s introduction of the Qiwa virtual branch represents a shift toward digital service delivery in Saudi Arabia’s labor sector. By minimizing the need for in-person visits and centralizing essential services, the initiative has increased accessibility and streamlined compliance processes for businesses and workers alike. While performance metrics indicate high user uptake, the long-term effectiveness of these tools will depend on continued user engagement, regulatory updates, and integration with related public sector systems.

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