For the over 800,000 Overseas Filipino Workers (OFWs) in Saudi Arabia, 2026 brings significant regulatory changes aimed at improving working conditions and clarifying labor rights. This comprehensive guide covers the latest updates every Filipino worker needs to know.
📋 Major Labor Regulation Updates (2025-2026)
1. Stricter 8-Hour Workday Enforcement
According to recent reports from إتقان المتميزة (Itqan Al-Mutamayiza), Saudi authorities are now strictly enforcing the maximum 8-hour workday for domestic workers. This regulation, which previously saw inconsistent implementation, now carries stronger monitoring and penalties for violations.
What this means for OFWs:
- Your workday should not exceed 8 hours
- Overtime requires mutual agreement and additional compensation
- Keep a personal record of your work hours as evidence if needed
2. Improved Accommodation Standards
New housing regulations mandate “humane, and sanitary living conditions” for all domestic workers. This represents a significant upgrade from previous vague requirements.
Minimum standards now include:
- Private, lockable sleeping quarters (not shared storage spaces)
- Proper ventilation and temperature control
- Access to clean bathroom facilities
- Adequate living space per worker
⏰ Critical Contract Rule Changes
New 60-Day Absence Reporting Window
The Saudi Gazette reports a crucial update: the Qiwa platform now enforces a 60-day window for reporting workers as absent (huroob). This represents a substantial change from previous, less defined reporting periods.
Key implications:
- Employers have 60 days (not 30 or 90) to report an absent worker
- After 60 days, reporting options change significantly
- This provides more protection against false huroob claims
- Always keep your iqama and passport in your possession
Updated Resignation and Termination Rules
As highlighted by Setup in Saudi, resignation procedures have been clarified:
| Action | Notice Period Required | Important Notes |
|---|---|---|
| Employee Resignation | 30 days | Postdated resignations are now prohibited |
| Employer Termination | 60 days | Must be with valid cause as per Saudi labor law |
| End of Service Benefit | Payable upon completion | Based on duration of service |
🚨 Prohibition of Postdated Resignations: Workers can no longer be forced to sign undated or future-dated resignation letters—a practice previously abused by some employers.
💰 Financial Protections & Minimum Wage
Minimum Salary for Domestic Workers
The minimum salary for new domestic workers remains at $500 (approximately SAR 1,875). This floor applies to all newly contracted domestic workers, though experienced workers with specialized skills can negotiate higher wages.
Updated Penalty System
A recent Facebook post by tbsnews.net outlined the revised penalty structure for labor violations:
| Violation | Fine Range (SAR) | Additional Consequences |
|---|---|---|
| Failing to provide medical insurance | 300 – 2,000 | Possible work permit suspension |
| Denying weekly 24-hour rest | 1,000 – 5,000 | Escalating penalties for repeat offenses |
| Withholding employee documents | 2,000 – 5,000 | May include compensation orders |
| Violating 8-hour workday | 1,000 – 3,000 | Per occurrence penalties apply |
🏛️ DMW Service Improvements
The Department of Migrant Workers (DMW) continues to enhance support services for OFWs in Saudi Arabia through:
Regular Service Caravans
Mobile consular services that visit different Saudi regions to provide:
- Document processing and renewal
- Legal consultation
- Grievance mechanisms
- Welfare assistance
Digital Service Expansion
Increased online services through the DMW website and mobile applications to reduce the need for in-person visits.
🛡️ Practical Recommendations for OFWs
- Document Everything: Maintain personal records of work hours, payments, and communications with employers.
- Know Your Rights: Familiarize yourself with both Saudi labor law and Philippine OFW protection laws.
- Use Official Channels: For contract concerns, utilize the Qiwa platform and consult with DMW representatives.
- Emergency Contacts: Always have contact information for the Philippine Embassy and DMW services saved in multiple locations.
- Report Issues Promptly: Don’t wait until situations become critical. Early intervention often yields better outcomes.
🔄 Staying Updated
Labor regulations in Saudi Arabia continue to evolve as part of the Kingdom’s Vision 2030 reforms. OFWs should:
- Follow official DMW social media channels
- Register with the Philippine Embassy upon arrival
- Attend OFW community meetings when possible
- Consult with licensed recruitment agencies for clarification on new rules
🤝 Conclusion
These 2026 updates represent a mixed landscape for OFWs in Saudi Arabia—stronger protections in some areas balanced against stricter enforcement in others. The expanded 60-day reporting window for absent workers and prohibition of postdated resignations are particularly significant advances for worker rights.
As always, the most vulnerable workers—particularly domestic helpers—should take extra care to understand these new regulations and seek assistance from official channels when needed.
The Philippine Department of Migrant Workers emphasizes that while these updates are based on available information, individual circumstances may vary. Always verify specific contract terms with your recruitment agency and consult DMW representatives for personalized guidance.
📞 Need Assistance? Philippine Embassy in Riyadh: +966-11-482-3559 DMW Hotline: 1348 (in the Philippines) DMW Saudi Arabia Facebook: @DMWSaudiArabia
🔗 Additional Resources:
Disclaimer: This information is compiled from public sources and official announcements as of January 2026. Regulations may change, and this article does not constitute legal advice. Always consult with official government channels for the most current information.
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