Al Mursalat Tas-heel Centre (Maktab al-Amal Riyadh North)

Mudad WPS is mandatory for all private establishments since 2024 regardless of headcount; salaries pay through a registered bank file within three days of the contractual cycle. Mursalat resolves WPS mismatches for the SME and clinic establishments registered in north Riyadh: cash allowance vs Qiwa contract differences, in-kind accommodation not declared separately, and bonus-as-base reading errors. Bring the latest three-month Mudad statement, the Qiwa contract, and the bank file extract. The reviewer flags the mismatch type and issues a corrective reconciliation order; contested figures route to the Settlement Committee hosted at Olaya. Late payments propagate to Nitaqat within 90 days.

Red Nitaqat blocks new work-permit issuance, work-permit renewal, sponsorship transfers in, and Etimad tender access. Mursalat handles Nitaqat corrections for establishments up to 250 employees; larger establishments are routed to Olaya. Workers employed at a Red establishment can transfer their sponsorship to another employer without consent and Mursalat processes these as priority cases at SAR 2,000. The Red employer climbs back to Green by hiring Saudis on authenticated Qiwa contracts (from 15 April 2026 unauthenticated Saudis do not count) and replacing departures with nationals before the next quarterly refresh. Bring authenticated Qiwa contracts for all counted Saudis, the latest GOSI extract dated within 90 days, and the Mudad statement.

Saudisation appeals run through Qiwa with a defence hearing at Mursalat for establishments up to 250 employees. The HR team submits the correction request, attaches authenticated Qiwa contracts, the latest GOSI subscription extract, and any Mohimat-verified credentials, then books a Mursalat slot. The reviewing officer cross-checks the Saudi headcount against active GOSI subscriptions and authenticated Qiwa contracts. Errors caused by classification of part-time or remote staff are the most frequent correction at this branch given the high SME and clinic volume. 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 Nitaqat refresh.

The first-year transfer restriction can be waived only 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. Mursalat schedules transfer hearings within seven working days. Bring the Qiwa contract or proof of its absence, Mudad records, written notices to the employer, and bank statements showing missing transfers. If the breach is proven the transfer proceeds without consent at SAR 2,000; otherwise wait out the contractual cycle or obtain consent. No-consent transfers from Red Nitaqat establishments bypass the first-year wait entirely. The transfer hearing is one of the few transactions where the worker may attend alone without sponsor authorisation.

Mursalat serves the northern Riyadh districts and the cluster of small-to-medium establishments along King Abdulaziz Road, while Olaya absorbs the bulk of multinational and giga-project traffic. The Qiwa appointment engine routes high-value cases to Olaya; routine renewals, transfers, and Mudad reconciliations are offered to Mursalat appointment seekers as a faster alternative. The result is shorter waiting times on average and easier parking, particularly for visits booked between 11:30 and 13:30.

Yes. Mursalat handles the Musaned-linked queue for domestic-worker contracts, including initial authentication on Qiwa, sponsorship transfer between households, end-of-service settlement, and complaint registration. Employers must bring the household head's Absher-verified ID, the worker's Iqama, the Musaned contract reference, and the latest Mudad domestic payroll statement. The branch escalates suspected abuse cases to the Wafid hotline and to the social welfare unit for protective referral.

The employer logs into Qiwa using Nafath, drafts the contract in the bilingual template, attaches the worker's Iqama and the establishment's commercial registration, and pushes the draft to the worker's Qiwa account for signature. The worker reviews the terms on the Qiwa app, signs with Nafath, and the system stamps an authenticated PDF that becomes the legal contract of record. The Mursalat branch only intervenes when the worker disputes a clause, when the contract differs from the Mudad payroll, or when the establishment is flagged for a Saudisation audit.

Red Nitaqat blocks new work-permit issuance, work-permit renewal for existing expatriates, sponsorship transfers into the establishment, and access to Etimad government tenders. Workers employed by a Red establishment can transfer their sponsorship to another employer without consent, which Mursalat processes as a priority service. The employer must either lift the Saudisation rate by hiring or by replacing departures with nationals to climb back into a Green band before the next quarterly review.

No. Worker complaints can be lodged as walk-ins at Mursalat. Bring original Iqama, passport copy, the latest Mudad payslip, the unauthenticated contract or offer letter if relevant, and a written summary of the grievance. The intake officer registers the complaint on the Najiz amicable settlement system, sets a hearing date within fourteen days, and notifies the employer via Qiwa. The complaint itself carries no fee, and the worker can be accompanied by an interpreter or a licensed labour lawyer.

The employer generates the SADAD invoice from Qiwa once the renewal window opens, typically thirty days before the current work permit expires. Payment runs through any Saudi bank app, ATM, or online portal using the SADAD reference. The annual figure of SAR 9,600 per worker can be split into four quarterly instalments of SAR 2,400. A single overdue instalment freezes the entire establishment's work-permit transactions, not just the specific worker, which is why Mursalat advises automating SADAD payment in the corporate banking schedule.

When the current employer contests the transfer, Mursalat schedules a hearing within seven working days. Both parties present their Qiwa contract, Mudad payroll records, and any termination notices. The reviewing officer applies the breach matrix that includes unpaid wages, expired commercial registration, expired Iqama caused by the sponsor, and an absent or unauthenticated contract. If a breach is proven, the transfer is approved unilaterally; otherwise the worker must obtain consent or wait out the contractual cycle.

No. Since the 2024 single sign-on rollout, every interaction with Tas-heel requires Nafath authentication. The PRO must be registered on the establishment's Qiwa account with delegated permissions, and the entrance scans the Nafath push notification together with the Qiwa appointment QR. Paper powers of attorney are accepted only as supporting evidence in disputes, not as a substitute for Nafath authorisation.

Once registered, the amicable settlement window runs for 21 days. Mursalat issues a written gratuity calculation under articles 84 and 87 of the Labour Law within seven days based on the Qiwa contract, Mudad payroll history, and recorded service length. If both parties agree, the settlement is executed through Mudad as a final payroll run. If the worker rejects the offer, the file is referred to the Labour Disputes Settlement Committee at Olaya, which issues a binding ruling within sixty days.