Al Aziziyah Tas-heel Centre (Maktab al-Amal Makkah)

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. Aziziyah resolves WPS mismatches for Makkah hospitality and Hajj-service employers: the most common are service-charge tips paid as cash that the system reads as variable bonuses, Hajj-completion bonuses misclassified as base pay, accommodation-included roles where in-kind value is not declared separately, and seasonal Hajj allowances paid without corresponding Mudad entries. Bring the latest three-month Mudad statement, the Qiwa contract, the bank file extract, and any Nusuk operator documentation. The reviewer issues a corrective reconciliation order; contested figures route to the Settlement Committee.

Hospitality operators commonly drop into Red Nitaqat after the Hajj season when Saudi staff turnover affects the quota. Red blocks new work-permit issuance, renewal, sponsorship transfers in, and Etimad tender access. Aziziyah handles Nitaqat corrections for Makkah hospitality and Hajj-service establishments. Workers employed at a Red establishment can transfer their sponsorship without consent and Aziziyah 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 Aziziyah for Makkah hospitality and pilgrim-services 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 an Aziziyah 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 in Makkah; 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.

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. Hospitality workers commonly invoke unpaid service-charge tips or unrecorded Hajj allowances; Aziziyah 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-Hajj 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.

No, but operating hours are abbreviated during the Hajj operating window in Dhul Hijjah. The branch publishes the schedule on Qiwa twenty-one days in advance. Counter service is prioritised for Hajj operator emergencies, sponsorship-transfer breaches that affect worker safety, and complaints from seasonal workers. Routine renewals are best filed before or after the operating window to avoid traffic restrictions in Aziziyah.

Nusuk is the Ministry of Hajj and Umrah platform that licenses operators and assigns pilgrim quotas. The Qiwa seasonal permit relies on the Nusuk operator licence to validate the SAR 800 ninety-day permit. The Aziziyah 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 at SAR 9,600 levy.

The gratuity base under article 84 includes the last drawn basic wage plus housing allowance and any fixed monthly allowance such as transport. Service-charge tips, shift bonuses, and Hajj-season completion bonuses are variable and do not count. Where accommodation is provided in staff housing, the Mudad-recorded in-kind value applies. Aziziyah commonly resolves disputes about whether the service-charge pool is fixed or variable.

Yes, with employer consent through Qiwa at SAR 2,000 for the first transfer. Where the worker invokes a documented wage-breach or contract-mismatch, the transfer proceeds without consent. The post-Hajj period is the typical inter-hotel rotation window, and Aziziyah expedites these transfers when both employers are in good standing. Workers in the first year of employment require a documented breach unless the employer issues a release.

Mudad treats the ninety-day seasonal worker as a standard payroll entry with bank-file payment within three days of the contractual cycle. Where the operator pays a one-time completion bonus, the bonus is itemised but does not affect the contracted basic wage protection. Aziziyah resolves cases where the operator paid the Hajj allowance in cash without a corresponding Mudad entry, which triggers a wage-mismatch flag.

The hospitality and tourism sector falls under specific Nitaqat sub-bands that the November 2025 to April 2026 cycle raised. Hotels in Makkah are subject to a minimum Saudisation rate that varies by establishment size, with skilled grades such as front-office and food and beverage management increasingly reserved for Saudis. Aziziyah reviews tier classification against authenticated Qiwa contracts; Saudis on unauthenticated contracts no longer count from 15 April 2026.

Yes. If the Qiwa contract grade differs from the role actually performed, the worker can lodge a contest within thirty days. Aziziyah schedules a hearing within fourteen days. The branch 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.

Yes. Household sponsors use the Musaned-linked queue at Aziziyah 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.

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