The “Wages Protection” service primarily aims to facilitate the payment of salaries to domestic workers in the Kingdom and ensure transparency in financial transactions pertaining to this category.
Today, Monday, the Kingdom of Saudi Arabia launched a service “Wage protection” For domestic workers’ salaries, in order to guarantee the rights of the worker and the employer.
The service you launched Ministry of Resources Human and Social Development in the Kingdom, implemented starting from the beginning of July of this year, in order to develop the domestic workers sector.
The “Wages Protection” service primarily aims to facilitate the payment of salaries to domestic workers in the Kingdom and ensure transparency in financial transactions pertaining to this category.
What is the purpose of the domestic workers’ salary protection service?
The Saudi News Agency “SPA” said that the service aims to provide salaries through the use of digital wallets and approved banks through the “Musaned” platform.
The “Wages Protection” service preserves the rights of contractual parties, whether the worker or the employer, and the service primarily enhances the security and reliability of transferring wages.
The Ministry of Human Resources and Social Development in the Kingdom confirmed that the service is applied to domestic workers coming under new contracts, and as for current contracts, the application will be gradual for them.
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Service application dates for existing contracts
1 – The “Wage Protection” service will be applied starting in January 2025 to employers who have more than 4 domestic workers.
2 – Employers who have 3 workers will be subject to the “wage protection” service starting from the beginning of July of next year.
3 – Implementing the service starting from October 2024 to employers who have two workers.
4 – By January 2026, the service will include all domestic workers in Saudi Arabia.
What are the benefits to the employer?
1 – Strengthening the verification of salaries for domestic workers.
2 – It makes it easier for the employer to terminate the procedures related to the worker upon the end of the contractual relationship or upon his travel.
3 – It protects the employer and the employee when a dispute breaks out.
