Madinah Tas-heel Centre (Maktab al-Amal Al Madinah Al Munawwarah)

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. Madinah resolves WPS mismatches for hospitality, Umrah-operator and Yanbu industrial employers: the most common are Ramadan-completion allowances paid in cash without corresponding Mudad entries, overnight pre-dawn shift differentials not itemised separately, service-charge tips read as variable bonuses, and Yanbu camp-based in-kind values not declared. Article 98 of the Labour Law requires reduced Ramadan working hours, so the basic wage stays constant. Bring the latest three-month Mudad statement, the Qiwa contract, the bank file extract, and the Ramadan shift roster. The reviewer issues a corrective reconciliation order; contested figures route to the Settlement Committee.

Hospitality operators commonly drop into Red Nitaqat after Ramadan and Hajj when Saudi staff turnover affects the quota. Red blocks new work-permit issuance, renewal, sponsorship transfers in, and Etimad tender access. Madinah handles Nitaqat corrections for Madinah hospitality and Umrah-operator establishments. Workers employed at a Red establishment can transfer their sponsorship without consent and Madinah processes these no-consent transfers as priority cases at SAR 2,000. Recovery to Green requires immediate Saudi rehiring on authenticated Qiwa contracts (from 15 April 2026 unauthenticated Saudis do not count) before the next quarterly refresh. Bring authenticated Qiwa contracts, GOSI extract dated within 90 days, and the latest Mudad statement. Issued no-consent transfers are not reversed even if the establishment recovers.

Saudisation appeals run through Qiwa with a defence hearing at Madinah for Madinah hospitality, pilgrim-services and Yanbu industrial establishments. The HR team submits the correction request, attaches authenticated Qiwa contracts, the latest GOSI subscription extract, and Mohimat-verified hospitality-grade credentials, then books a Madinah slot. The reviewing officer cross-checks the Saudi headcount against active GOSI subscriptions, authenticated Qiwa contracts, and the operator's job descriptions. Skilled grades such as front-office and food-and-beverage management are increasingly reserved for Saudis; misclassification of these roles is a common appeal ground. From 15 April 2026 Saudis on unauthenticated contracts no longer count. 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. Pilgrim-services workers commonly invoke unpaid Ramadan-completion allowances or unrecorded overnight differentials; Madinah cross-checks against Mudad records. Bring the Qiwa contract, Mudad records, written notices to the employer, and bank statements. If breach is proven the transfer proceeds without consent at SAR 2,000. The post-Ramadan period is the typical inter-hotel rotation window when both employers can be in good standing and the transfer runs with consent. No-consent transfers from Red Nitaqat establishments bypass the first-year wait entirely.

Yes. The Yanbu Industrial City establishments use the Madinah Tas-heel as the default referral point for in-person Qiwa transactions, particularly Mudad onboarding and Nitaqat audits. The Royal Commission for Jubail and Yanbu issues parallel industrial-city documentation that the Madinah reviewer cross-checks against the MHRSD record. PROs from Yanbu typically schedule Sunday morning slots for the shortest round-trip drive along the coastal highway.

No, but operating hours are abbreviated during Ramadan, typically 09:00 to 14:00 with no afternoon counter service. The branch publishes the schedule on Qiwa twenty-one days before Ramadan. Counter service prioritises seasonal Umrah operator emergencies, sponsorship-transfer breaches, and complaints from Ramadan-period workers. Routine renewals are best filed before Ramadan or in the first ten days of Shawwal.

Nusuk is the Ministry of Hajj and Umrah platform that licenses Umrah operators and assigns pilgrim quotas during the Umrah season from Safar through Sha'ban. The Qiwa seasonal permit relies on the Nusuk operator licence to validate the SAR 800 ninety-day permit. The Madinah branch verifies the Nusuk reference before issuing each seasonal permit. Operators without an active Nusuk licence cannot file seasonal permits; their staff must be hired under standard annual permits.

The Tas-heel handles labour and employment matters under MHRSD. The General Presidency for the Affairs of the Prophet's Mosque manages Haram operations and the dedicated workforce serving the mosque, which falls under a separate public-sector employment track. Workers employed by the Presidency are governed by Civil Service Law, not the Labour Law, and use a different complaint and gratuity track. The Tas-heel covers only Labour Law employers.

Ramadan requires reduced working hours under article 98 of the Labour Law. Mudad treats Ramadan-shift wages as the standard monthly payroll figure; differentials such as overnight or pre-dawn allowances must be itemised in the bank file. The Madinah branch resolves mismatches where the operator paid a Ramadan completion allowance in cash without a corresponding Mudad entry, which triggers a wage-mismatch flag at the next Nitaqat refresh.

Yes. If the Qiwa contract grade differs from the role actually performed, the worker can lodge a contest within thirty days. The Madinah branch schedules a hearing within fourteen days. The reviewer cross-checks the Mohimat credential, the Mudad payroll grade, and the operator's job description. Where the grade is downgraded without justification, the system invalidates the amendment and reinstates the original grade.

Seasonal staff on ninety-day permits are entitled to a pro-rated end-of-service gratuity equivalent to half a month's basic wage for each year of service, calculated on the actual days worked. Operators commonly pay the gratuity as a one-time completion settlement at the end of the Umrah season. The Madinah branch resolves disputes where the operator omitted the housing allowance or the in-kind accommodation value from the calculation base.

Yes. Household sponsors use the Musaned-linked queue at Madinah for domestic-worker recruitment, contract authentication, sponsorship transfer between households, and end-of-service settlement. The branch escalates suspected mistreatment to the Wafid hotline and the welfare unit. Domestic workers can attend without an appointment for complaint registration, served at the dedicated worker counter on a walk-in basis.

Yes. The Qiwa template produces an Arabic-English bilingual contract by default, and Madinah prints the authenticated copy on request for workers whose Arabic literacy is limited. For pilgrim-services staff from Bangladesh, Pakistan, India, Indonesia, and Turkey, the branch maintains explanatory leaflets in Bengali, Urdu, Hindi, Bahasa Indonesia, and Turkish covering Labour Law articles 60, 80, 84, 87, and 98 on wages, termination, gratuity, and Ramadan hours.