Asfan Tas-heel Centre (Maktab al-Amal Jeddah East)

Mudad WPS is mandatory for all private establishments since 2024 regardless of headcount, with salaries paid through a registered bank file within three days of the contractual cycle. Asfan resolves WPS mismatches for eastern-Jeddah contracting and logistics employers: the most common are project-site allowances paid in cash that differ from the Qiwa contract figure, camp accommodation in-kind values not declared separately, remote-area allowances misclassified as base, and bank-file gaps caused by site-mobilisation delays. Bring the latest three-month Mudad statement, the Qiwa contract, the bank file extract, and the project mobilisation schedule. The reviewer issues a corrective reconciliation order; contested figures route to the Labour Disputes Settlement Committee. Late payments propagate to Nitaqat within 90 days.

Red Nitaqat blocks new work-permit issuance, renewal, sponsorship transfers in, and Etimad tender access. Contracting establishments often drop into Red after a sudden Saudi resignation or completion of a project that previously inflated headcount. Asfan handles Nitaqat corrections for eastern-Jeddah contracting and logistics establishments. Workers employed at a Red establishment can transfer their sponsorship without consent and Asfan processes these no-consent transfers as priority cases at SAR 2,000; project-end batch transfers at SAR 1,500 per worker are available where the employer documents project completion. Recovery to Green requires immediate Saudi rehiring on authenticated Qiwa contracts before the next quarterly refresh. Bring authenticated Qiwa contracts, GOSI extract dated within 90 days, and the latest Mudad statement.

Saudisation appeals run through Qiwa with a defence hearing at Asfan for eastern-Jeddah contracting establishments. The HR team submits the correction request, attaches authenticated Qiwa contracts, the latest GOSI subscription extract, and Mohimat-verified credentials, then books an Asfan slot. The reviewing officer cross-checks the Saudi headcount against active GOSI subscriptions and authenticated Qiwa contracts. Errors caused by classification of project-rotating, site-based or part-time Saudis are the most common at this branch. From 15 April 2026 Saudis on unauthenticated contracts no longer count; verifying authentication date is the first step. Approved corrections become live from the next monthly refresh, typically within 30 days.

The first-year transfer restriction can be waived for documented breaches: three consecutive months of unpaid wages in Mudad, an unauthenticated Qiwa contract, expired commercial registration, expired Iqama caused by the sponsor, or Labour Court referral for trafficking concerns. Project cancellation without contractual notice payment is treated as employer breach. Asfan schedules transfer hearings within seven working days. Bring the Qiwa contract or proof of its absence, Mudad records, the project termination letter, and bank statements showing missing transfers. If breach is proven the transfer proceeds without consent at SAR 2,000. Project-end batch transfers to a successor employer at SAR 1,500 per worker bypass the first-year wait when project completion is documented. No-consent transfers from Red Nitaqat establishments also bypass the wait entirely.

Asfan handles the eastern industrial belt and the Madinah Highway corridor where most contracting and logistics establishments are registered. The branch is calibrated for batch transactions involving large site-based workforces and project-end sponsorship transfers. Sharafiyah handles central Jeddah trading and hospitality. The Qiwa engine routes appointments by registered address, so most contracting firms find Asfan as the default option for their bulk renewals and transfers.

When a contracting establishment completes a delimited Vision 2030 or government project, the Qiwa system supports a batch sponsorship transfer of the project workforce to a successor employer without invoking the first-year transfer restriction. The current employer files the request with the project completion certificate, attaches the worker list, and pays SAR 1,500 per worker. Asfan officers review the certificate against the original contract scope and approve the transfer in a single hearing.

After commercial registration, the establishment links to Qiwa and triggers Mudad onboarding. The contracting firm registers a payroll bank file, links each worker by Iqama, and runs a test salary cycle. Mudad confirms onboarding once the first month's salaries clear within three days of the contractual date. Asfan resolves onboarding failures in person, typically caused by mismatches between project-site allowances paid in cash and the Qiwa contract figure.

Yes, but Saudi transfers do not require sponsorship release. The Qiwa transfer simply moves the Saudi employee's authenticated contract and GOSI subscription to the successor employer. The Saudisation credit follows the contract authentication date; if the successor employer is in Red Nitaqat, the new contract triggers an immediate audit. Saudi employees retain accrued leave and end-of-service entitlements computed up to the transfer date.

Mudad requires the basic wage, housing allowance, transport allowance, and any fixed monthly allowance to be itemised in the bank file. Where accommodation is provided in kind on a labour camp, the in-kind value is declared separately so that Mudad can reconcile against the Qiwa contract. Variable elements such as overtime and performance bonuses are itemised but do not affect the gratuity base.

Asfan registers the dispute via Najiz amicable settlement, issues a gratuity calculation within seven days using articles 84 and 87, and convenes a hearing within fourteen days. Disputes typically focus on the in-kind accommodation value, the project-end termination grounds, and accrued leave balances. If the parties disagree, the file moves to the Labour Disputes Settlement Committee in Jeddah, which issues a binding ruling within sixty days.

The branch provides Arabic and English service at the counter and dials the unified 19911 line for Urdu, Hindi, Bengali, Filipino, and Indonesian interpretation. Sign-language interpretation is arranged on request with two working days' notice through the appointment system; the branch coordinates with the Authority for the Care of Persons with Disabilities for confirmed appointments.

Yes. Project cancellation without payment of contractual notice is treated as employer breach. The worker files a Qiwa transfer request with the cancellation notice, the unpaid wage record from Mudad, and the project termination letter. Asfan reviews and approves the transfer without the original employer's consent. Saudi workers are eligible for unemployment benefit through GOSI under the SANED programme during the search period.

Yes. The Qiwa system blocks renewal for the entire establishment if any single SADAD levy invoice remains overdue, regardless of which worker the invoice belongs to. Asfan advises automating SADAD payment in corporate banking and scheduling renewals only after a clean Qiwa account dashboard. The branch can issue replacement SADAD references on request but cannot waive arrears.