Employment Contract (Qiwa-Aligned)

EMPLOYMENT CONTRACT (QIWA-ALIGNED)

✓Employer name (Commercial Registration No. Employer Commercial Registration (CR) number), the "Employer", and ✓Employee name (National ID / Iqama No. Employee National ID / Iqama number), the "Employee", agree on the following terms, to be mirrored in the official Qiwa employment contract.

1. QIWA REGISTRATION 1.1. Under the Saudi Labor Law (Royal Decree No. M/51 of 2005, as amended by Royal Decree No. M/44 of 23 August 2024, in force from 19 February 2025) every private-sector employment contract must be registered on the Ministry of Human Resources and Social Development (MHRSD/HRSD) digital platform Qiwa before the Employee starts work. 1.2. From 6 October 2025, Qiwa is rolling out the "Unified Contract" (عقد العمل الموحد) with direct enforceability: a contract issued on the official Qiwa template receives an Execution Number from the Ministry of Justice and can be enforced directly through Najiz, without a court. Rollout is phased: Phase 1 — new contracts from 6 October 2025; Phase 2 — fixed-term contracts upon renewal from 6 March 2026; Phase 3 — all indefinite contracts from 6 August 2026. 1.3. This document is NOT a substitute for the official Qiwa contract form — it is a compliance checklist and a record of accompanying terms.

2. POSITION AND CONTRACT TYPE 2.1. Position: ✓Position. 2.2. Contract type: Contract type. Expatriate employees may only be engaged on a fixed-term contract; if no term is stated for an expatriate, the contract is deemed to run for 1 year from the work permit date. 2.3. Contract end date (if fixed-term): Contract end date (if fixed-term). 2.4. Working hours: Working hours.

3. PROBATION 3.1. Probationary period: Probationary period (days) days. Under the 2025 amendments (Royal Decree No. M/44), the parties may agree upfront, in a single agreement, on a probationary period of up to 180 days; official holidays and sick leave taken during probation do not count toward it.

4. COMPENSATION 4.1. Basic monthly salary: Basic monthly salary (SAR) SAR. 4.2. Housing / transport allowances: Housing / transport allowances. 4.3. Salaries must be paid through the Wage Protection System, with payroll data uploaded to Mudad; a delay in uploading of more than 20 days triggers automatic escalation, and a further 20 days triggers an HRSD inspection request.

5. GOSI 5.1. The Employer must open a GOSI (General Organization for Social Insurance) account and register the Employee — mandatory for every employer with at least 1 employee, with no headcount threshold.

6. QIWA REFERENCE 6.1. Qiwa contract number: Qiwa contract number. 6.2. Unified Contract Execution Number (Najiz), once issued under the phased rollout: Unified Contract Execution Number (Najiz). 6.3. Signing date: Signing date.

7. LANGUAGE 7.1. Qiwa contracts are bilingual Arabic/English; in the event of a dispute the Arabic-language version prevails.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. It is written under the Saudi Labor Law (Royal Decree No. M/51 of 2005, as amended by Royal Decree No. M/44 of 23 August 2024, in force from 19 February 2025) and related regulations and digital platforms (Qiwa, Najiz, GOSI, Mudad, PDPL/SDAIA, E-Commerce Law, SFDA, Shomoos, ZATCA/Fatoora, Balady) as in effect in July 2026 — these platforms and their implementing regulations change frequently; verify against the current text before use. Have this template reviewed by a Saudi-qualified lawyer and, for HR documents, checked against your own HRSD-approved work organization regulation (لائحة تنظيم العمل) before use.