سريان سند الأجور العمالية و6 عقود أمام محاكم التنفيذ.. «عكاظ» تكشف التفاصيل

Following the announcement by the Ministries of Justice and Human Resources regarding the inclusion of the wage clause in the documented employment contract to serve as an executive document reviewed by enforcement courts, legal experts told "Okaz" that regulating the contractual relationship between the employer and the worker is an important step that reflects the maturity of the legislative environment in the Kingdom towards establishing the principle of swift justice and enhancing the efficiency of the labor market. Specialists expect a decrease in the volume of cases before labor courts by rates ranging between 50% - 60%, depending on the circumstances.

Judicial sources informed "Okaz" that the unified employment contract is part of a series of documented electronic contracts announced by the Ministry of Justice in recent months, including the unified lease contract, vehicle leasing contract, student registration contract for private schools, the unified contract for attorney fees, and the full construction contract, which are considered executive documents reviewed by enforcement courts, contributing to achieving preventive justice and preserving rights; which reflects on reducing the volume of disputes in courts and enhancing the values of justice and transparency. According to the mechanism, the decision began to be implemented yesterday in three gradual phases: the first for new or updated contracts, then including fixed-term contracts renewed as of March 6, 2026, leading to indefinite contracts in the third phase starting on August 6, 2026, allowing various establishments and workers an opportunity to gradually adapt to the new procedure.

Attorney Firas Tarablsi told "Okaz": The inclusion of the wage clause in the documented employment contract as an executive document represents a qualitative shift in regulating the contractual relationship between the employer and the worker, and a step that reflects the maturity of the legislative environment in the Kingdom towards establishing the principle of swift justice and enhancing the efficiency of the labor market. Granting this clause direct enforcement power without the need to file a full lawsuit before labor courts contributes to reducing the flow of wage-related cases, which historically represent the highest percentage of labor disputes. He added: This regulation reinforces the trust of both parties in electronically documented contracts via the "Qiwa" platform and transforms the employment contract from a mere contractual obligation into a legal document that must be enforced, as long as the elements of documentation and official approval are met. It also enhances the principle of actual protection for the worker by enabling them to file for direct enforcement before the enforcement court in case of the employer's delay or refusal to pay wages, without the need for a series of judicial procedures that previously took considerable time and effort. He clarified that the decision has a positive impact on the compliant employer as well, as it creates a more disciplined and reliable environment in contracts and limits frivolous lawsuits or unsubstantiated claims. It also contributes to supporting the investment environment by reducing litigation risks and enhancing the principle of transparency in the labor market. He concluded by saying: It is certainly a step that clearly belongs to the philosophy of preventive justice adopted by the Ministry of Justice, indicating a transition in judicial work from the "dispute resolution" phase to the "dispute prevention" phase, which reflects an advanced legislative awareness consistent with Vision 2030 in building a balanced and sustainable labor market.

Protecting Workers' Rights

Attorney Manal Al-Harithi told "Okaz": The preventive step announced by the Ministry of Justice and the Ministry of Human Resources protects workers' rights and reinforces the principles of commitment between the parties to the contractual relationship through the technical linkage between the Qiwa and Najiz platforms. She anticipated a significant decrease in the flow of labor cases that could reach 50% - 60% regarding litigation before labor courts and the transition to enforcement courts, which contributes to facilitating access to rights, reflecting positively on the quality of the work environment.

Attorney Hakem Al-Hakami told "Okaz": The contractual relationship between the worker and the establishment has entered a new and important phase that preserves and safeguards the rights of all parties and halts disputes. He added: The wage clause is a legal document that allows the worker or employer to file for enforcement in case of a breach of wage payment, without the need for additional documents, and verification is done automatically through the linkage with the "Mudad" platform. To benefit from the executive document, the employment contract must be documented through the "Qiwa" platform and obtain an executive number from the documentation center at the Ministry of Justice. If the worker does not receive their full wage within 30 days from the due date, or if they receive it partially after 90 days, they can submit an electronic enforcement request through the "Najiz" platform, and the other party, the employer, has the right to object within five days from the date of notification.