The exit re-entry visa is the permit that allows an Iqama holder to leave Saudi Arabia temporarily and return on the same residency status. Since the March 2021 Kafala reform, the process changed significantly: employees who have completed 1 year of service can self-apply through Absher without employer involvement. This guide covers every scenario β self-exit, final exit, the 180-day Iqama rule, dependent travel, overstay fines, huroob risks, and what employers must do at offboarding.
Exit re-entry visas govern how sponsored employees leave and return to Saudi Arabia without breaking residency continuity. Employers should read this alongside our Saudi labor law guide, iqama transfer process, and visa categories overview.
Overview & Key Numbers
1 yr
Service needed for self-exit
180
Days max absence before Iqama cancels
SAR 100
Daily overstay fine
2021
Year Kafala reform took effect
There are two types of departure from Saudi Arabia for Iqama holders: an exit re-entry visa for temporary travel (you return on the same Iqama) and a final exit visa for permanent departure (Iqama is cancelled and you need a new visa to re-enter). The key qualifying factor for self-service exit is whether the employee has completed 12 months of continuous service with their current sponsor.
Exit Visa Types Compared
| Feature | Exit Re-Entry Visa | Final Exit Visa |
|---|---|---|
| Purpose | Temporary travel; return on same Iqama | Permanent departure; Iqama cancelled |
| Who initiates | Employee (via Absher, if 1+ yr service) or employer | Employer via Muqeem/Qiwa + employee |
| Employer approval | Not required if 1+ yr service | Required β employer must process cancellation |
| Re-entry allowed | Yes, before permit expiry | No β new visa required |
| Iqama status | Remains active while abroad | Cancelled upon exit |
| Portal | absher.sa (individual) | muqeem.sa + absher.sa |
The 2021 Kafala Reform: What Changed
Before March 2021, the Saudi Kafala (sponsorship) system required an employee to obtain employer permission for every exit from the Kingdom. This tied workers to their sponsor and was widely criticised internationally. The March 2021 Labour Reform Initiative introduced three major changes:
π’ Self-exit after 1 year
Employees with 1+ year of service can apply for an exit re-entry visa directly through Absher without employer involvement.
π΅ Job mobility after 1 year
Workers can change employers after completing 1 year of service, subject to the Qiwa process β without requiring the current employer's consent.
π£ Final exit without permission
Employees with 1+ year of service can process a final exit without the employer's approval if the employer is unresponsive β through official Qiwa dispute channels.
Workers with under 1 year of service still require employer approval for exit re-entry permits. The employer must not unreasonably withhold this approval β doing so can be raised as a labour complaint via Qiwa.
How to Get an Exit Re-Entry Visa via Absher (6 Steps)
For employees with 1+ year of service, the self-service exit re-entry process on Absher takes approximately 10β15 minutes. Processing is near-instant β the permit is issued electronically.
Log in to Absher Individual
Go to absher.sa and sign in to your Individual account using your Iqama number and password. First-time users need to register with their Iqama and mobile number registered with MOI.
Navigate to Exit/Re-Entry
Select My Services β Passports β Exit and Re-Entry Visa. The system will show the current status of your Iqama and any active exit permits.
Confirm eligibility
Absher automatically checks your service duration. If you have completed 1 year with your current employer, the self-service route proceeds. If under 1 year, a request is sent to the employer for approval.
Select validity period
Choose how long you need: 30 days, 90 days, 6 months, or 1 year. Longer durations attract higher fees. Select a period that comfortably covers your travel β you must return before expiry.
Pay the fee
Pay via credit/debit card, STC Pay, or SADAD. The permit is issued electronically and linked to your Iqama record in the border control system. No physical document is required.
Exit and return before expiry
Exit through any Saudi border point β airport, land crossing, or seaport. Your Iqama status is verified electronically. Return to Saudi Arabia before the permit expiry date to avoid the 180-day Iqama cancellation risk.
Exit Re-Entry Visa Fees & Validity (2026)
| Validity Period | Approx. Fee (SAR) | Suitable For |
|---|---|---|
| 30 days | ~SAR 100 | Short trips, holidays |
| 90 days | ~SAR 200 | Extended travel, medical trips |
| 6 months | ~SAR 300 | Frequent travellers, long home visits |
| 1 year (multiple) | ~SAR 400 | Executives, frequent international travel |
Fees are indicative and may be adjusted by GAZT. Always confirm the current fee in your Absher session before submitting.
Final Exit Visa Process (When Leaving Permanently)
A final exit visa is needed when an employee is leaving Saudi Arabia for good. Unlike the exit re-entry visa, this terminates the Iqama. Both the employer and employee have obligations to fulfil before departure.
Settle all financial dues
The employer must pay End of Service Gratuity (ESG), unused annual leave, and any outstanding wages within 7 days of the last working day. Settlement must be processed on Qiwa.
Cancel the work permit via Muqeem
The employer logs into muqeem.sa and initiates work permit (tashgheel) cancellation. This notifies HRSD that the employment relationship has ended. See our full visa cancellation guide.
Close the Qiwa labour contract
The electronic contract on Qiwa must be formally closed. This step is required before the final exit process is complete and protects both parties from future labour disputes.
Issue the final exit visa
The employer processes the final exit visa through Absher (employer portal) or Muqeem, setting a departure deadline. The employee must exit by this date to avoid overstay fines.
Exit and surrender Iqama
The employee exits Saudi Arabia at any border point. The Iqama is surrendered or cancelled in the system upon departure. Any future Saudi entry requires a new visa (e.g., business visa, new work visa).
The 180-Day Rule: Iqama Cancellation Risk
Critical rule
If an Iqama holder stays outside Saudi Arabia for more than 180 consecutive days without a valid exit re-entry permit covering the full period, the Iqama is considered automatically cancelled by the MOI system.
The 180-day absence limit applies regardless of whether the employee holds an active exit re-entry visa. The key question is whether the exit re-entry permit remains valid for the entire duration of the absence. If your permit expires while abroad, you are no longer covered β and once 180 days pass without valid coverage, your Iqama record will show as cancelled.
β Safe scenarios
- β’ You have a valid exit re-entry permit covering your full absence
- β’ You return before the 180-day mark or permit expiry (whichever is earlier)
- β’ You renew/extend the permit before it expires from abroad (if available)
β οΈ At-risk scenarios
- β’ Permit expires while still abroad β Iqama at risk after 180 days
- β’ Extended medical leave abroad without valid permit extension
- β’ Employer cancels Iqama without employee's knowledge while abroad
Dependant Exit Rules
Dependants (spouse, children) on a family Iqama sponsored by the primary Iqama holder must also hold a valid exit re-entry permit to exit Saudi Arabia and return. Key rules for dependants include:
Family exit re-entry permit
The sponsor (primary Iqama holder) typically issues dependant exit permits through Absher (Family section). The sponsor must have a valid exit re-entry permit themselves for linked family travel.
Children travelling alone or with mother
Specific Jawazat rules apply. Children under a certain age may require sponsor authorisation to travel with only one parent or guardian. Check current Jawazat guidance as these rules can change.
180-day rule applies to dependants
Dependant Iqamas are subject to the same 180-day rule. If the family remains outside KSA beyond the valid permit period, their residency status is at risk.
Employer sponsorship ends
When the primary employee's Iqama is cancelled (final exit), all dependant Iqamas under that sponsorship are automatically cancelled. Dependants must exit by the final exit deadline.
Overstay Fines in Saudi Arabia
Staying in Saudi Arabia after the Iqama or visa has expired attracts daily fines that accumulate quickly. Fines must be paid in full before the individual can exit the Kingdom. Both the employee and employer can be liable.
| Overstay Period | Daily Fine | Cumulative Example |
|---|---|---|
| 1β30 days | SAR 100/day | Up to SAR 3,000 |
| 31β180 days | SAR 100/day (may escalate) | SAR 3,000βSAR 18,000+ |
| 180+ days | Escalated fine + deportation risk | SAR 18,000+ + possible ban |
Employer liability
If the employer failed to process timely Iqama cancellation or final exit, they can be held jointly liable for overstay fines under Saudi Labour Law. Ensure the cancellation and final exit process is completed promptly when an employee leaves.
Huroob (Absconding Report): What It Means
Huroob (ΩΨ±ΩΨ¨ β literally "fleeing") is a formal absconding report that an employer can file against an employee who leaves work without permission and does not return. Once filed, it has serious consequences for the employee:
β οΈ Consequences for employee
- β’ Travel ban may be imposed
- β’ Future Saudi work visas blocked
- β’ Criminal charge possible if fines unpaid
- β’ Iqama automatically cancelled
βοΈ Illegal huroob filing
- β’ Filing false huroob is a criminal offence
- β’ Employer faces fines and legal action
- β’ Employee can contest via Qiwa dispute
- β’ HRSD investigates false filings
Since the 2021 reforms, an employee with 1+ years of service who uses the self-exit route is exercising a legal right. The employer cannot file huroob merely because the employee used Absher to exit without prior notification β huroob applies only when the employee has abandoned their employment and refuses to return.
Employer Obligations Checklist
When an employee exits permanently, the employer has a set of legal obligations that must be completed in sequence. Failure on any step can create liability.
Pay ESG, leave and wages within 7 days
Article 85 of the Saudi Labour Law. Use the Qiwa wage protection confirmation.
Cancel work permit (tashgheel) on Muqeem
Log into muqeem.sa, select the employee, initiate work permit cancellation.
Close the Qiwa contract
Terminate the electronic employment contract on Qiwa; both parties should confirm.
Issue final exit visa with a reasonable departure deadline
Give the employee enough time to arrange travel. Typically 30β60 days.
Do NOT file false huroob
Using huroob as pressure to avoid paying dues is illegal and exposes the company to HRSD penalties.
Handle GOSI deregistration
Deregister the employee from GOSI (General Organisation for Social Insurance) on the day employment ends.
See our full termination guide and visa cancellation guide for the complete offboarding workflow.