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As part of its efforts to develop the capabilities of the national workforce and enhance the efficiency of training in the private sector, the Ministry of Human Resources and Social Development continues to apply the disclosure of training data for establishments employing (50) workers and more, through the “Qiwa” platform, until January 31, 2026.
This step comes as part of the Ministry's initiatives aimed at raising the quality of institutional training and improving its outcomes, as one of the most important enablers of human development in the Saudi market. It is also compatible with the objectives of Saudi Vision 2030 in terms of the development of human capital and the empowerment of national competencies.
The training data disclosure service contributes to providing accurate and reliable indicators about the reality of training in private Establishments, which helps to build effective analytical readings that support decision-making and improve performance and productivity within work environments. The service also aims to enhance the sustainability of professional development, and direct training programs towards skills that are actually required in the labor market.
As part of the efforts of making it easier to the private sector, the Ministry allowed establishments to fill out their training data electronically with ease access via logging into the establishment's account in the “Qiwa” platform and selecting the training management service to enter training activities and programs. This has the possibility of saving the data or sending it during the specified period, stressing that disclosure is a mandatory procedure for targeted establishments, due to its significance in enhancing transparency and building a unified national database for training. It stated that financial penalties will be enforced to non-compliant establishments, as per the size of each establishment, in order to ensure compliance and elevate the quality of training data at the market level. The financial penalties for violations are applied according to the size of the establishment. It is up to SAR (5,000) if the number of employees is between (50 – 499) workers, and up to SAR (10,000) in case of repetition. It amounts to SAR (10,000) for establishments that include (500 – 2,999) workers, and a maximum of SAR (20,000) when repeated. It is up to SAR (15,000) for establishments with more than (3,000) workers, and up to SAR (30,000) n case of repetition.
This approach is one of the supporting initiatives to build a competitive labor market based on continuous development, skill development and raising the efficiency of human resources, which positively impacts economic growth, and supports the empowerment of national competencies in various vital sectors
