Urgent: Mismatch in Hard-Copy & Digital Contracts in KSA

Member since 17 August 2023

zumbo43Member17 August 2023 10:19:43

Hello everyone,

I hope you're all doing well. I am writing to seek advice on a very pressing issue that I am currently facing with my employer in Saudi Arabia.

A brief background: I moved from London to Saudi after receiving a job offer from a well-known Sheikh's family business. After successful negotiations, we settled on terms for compensation, benefits, and accommodation. I then signed a hard-copy contract upon my arrival in Saudi, and even received a scanned copy of it in my email.

Fast forward to 4 months later, I was informed to sign a digital contract on my QIWA account. To my surprise, this digital contract is worlds apart from the hard-copy one I initially signed. All the benefits we agreed upon are missing, and there are now clauses that could penalize me significantly if I were to leave the job or if they decided to terminate the contract. To add to the dilemma, signing the digital contract voids any previous ones.

When I addressed this with the HR general manager, he brushed it off and assured me that the digital version is just a formality. But after researching, it seems the government might prioritize the digital contract over the hard copy in case of disputes. HR has also mentioned that everyone, even their CEO, has to sign this digital contract.

I am in a quandary now. They're putting immense pressure on me to sign this digital version, but my instincts and the glaring differences between the two contracts are causing me great concern.

I kindly request any advice or insights, especially if anyone has been in a similar situation or understands Saudi labor laws well. Is there any legal recourse I can take, or any steps to ensure my rights are protected?

Thank you in advance for your help.

XTang Bahrain/UAE/KSA Expert

Member since 22 April 2014

XTangBahrain/UAE/KSA Expert18 August 2023 13:44:21

11957

The digital contract on QIWA IS the contract that WILL be followed in case of any dispute by the labor court. You can only use the hard copy in a civil court if you have civil claims.

Also, the terms are standard in the QIWA contract - they are right about that. That, you can do nothing about.

But if there are any financial benefits missing i.e. cash paid out monthly amounts, you need to get them included in the contract. Other stuff like bonuses etc.......don't factor into this contract.

And yes, everyone has to have this contract signed. And yes, there are always some differences vs. the paper one that you signed earlier and the QIWA one. It is normal.