Lawyer and legal advisor Saad Ali Al-Shahrani confirmed to "Okaz" that the regulations adopted in the "Qiwa" platform for managing employment contracts aim to organize hiring movements and enhance job stability for citizens by setting clear limits on the number of contracts a Saudi employee can conclude. This is intended to reduce unstable job mobility and support localization goals and improve the efficiency of the labor market.

He explained that one of the main regulations is the maximum limit on the number of contracts a Saudi employee can conclude within the last 365 days, which is a rolling period calculated continuously and is not tied to the beginning of a Gregorian or Hijri year. If the number of contracts established for the employee reaches 7 contracts, whether they are active or expired, the platform will not allow the documentation of a new contract starting from the eighth contract, unless a full year has passed since the date of the first contract within the counted period.

Al-Shahrani clarified that the employment contract management service on the "Qiwa" platform allows establishments to create, document, and terminate contracts electronically, and that a contract documented through the platform is considered the official reference for proving the employment relationship and the rights and obligations arising from it between the two parties to the contract.

Lawyer Al-Shahrani pointed out that the platform has also set a ceiling for active contracts, as an employee may not be linked to more than two employment contracts at the same time. If they wish to join an additional job, they must first terminate one of the two contracts before documenting a new one.

He emphasized that these regulations are of an organizational and binding nature, and the parties to the employment relationship may not agree to anything that contradicts them, indicating that they aim to limit repeated job mobility and enhance the stability of national competencies within private sector establishments, which contributes to improving the efficiency of the labor market and achieving localization targets.

Lawyer and legal advisor Saad Ali Al-Shahrani confirmed to "Okaz" that the regulations adopted in the "Qiwa" platform for managing employment contracts aim to organize hiring movements and enhance job stability for citizens by setting clear limits on the number of contracts a Saudi employee can conclude. This is intended to reduce unstable job mobility and support localization goals and improve the efficiency of the labor market.

He explained that one of the main regulations is the maximum limit on the number of contracts a Saudi employee can conclude within the last 365 days, which is a rolling period calculated continuously and is not tied to the beginning of a Gregorian or Hijri year. If the number of contracts established for the employee reaches 7 contracts, whether they are active or expired, the platform will not allow the documentation of a new contract starting from the eighth contract, unless a full year has passed since the date of the first contract within the counted period.

Al-Shahrani clarified that the employment contract management service on the "Qiwa" platform allows establishments to create, document, and terminate contracts electronically, and that a contract documented through the platform is considered the official reference for proving the employment relationship and the rights and obligations arising from it between the two parties to the contract.

Lawyer Al-Shahrani pointed out that the platform has also set a ceiling for active contracts, as an employee may not be linked to more than two employment contracts at the same time. If they wish to join an additional job, they must first terminate one of the two contracts before documenting a new one.

He emphasized that these regulations are of an organizational and binding nature, and the parties to the employment relationship may not agree to anything that contradicts them, indicating that they aim to limit repeated job mobility and enhance the stability of national competencies within private sector establishments, which contributes to improving the efficiency of the labor market and achieving localization targets.