In a pivotal step within the Saudi healthcare transformation program, the Ministry of Health and the Health Holding Company have begun implementing the first phase of transferring staff from health clusters, including the Riyadh Health Cluster II, the Eastern Province Health Cluster, and the Qassim Health Cluster. This move culminates sustained efforts aimed at separating the regulator from the service provider, in line with the objectives of the Kingdom's Vision 2030.
The context of the health transformation and its strategic objectives
This measure is not merely an administrative change, but rather part of a comprehensive national strategy aimed at increasing spending efficiency and improving the quality of healthcare services provided to citizens and residents. This transformation is based on shifting the Ministry of Health into a regulatory and supervisory body, while the Health Holding Company, through its healthcare clusters, assumes responsibility for service delivery. This will enhance competitiveness, raise the standards of medical and administrative performance, and ensure the sustainability of healthcare services according to the highest international standards.
Financial and job guarantees under Resolution 616
Official sources confirmed that the transfer process is based on Cabinet Resolution No. 616, which guarantees the rights of transferred employees. Transfer requests were submitted through the Qiwa platform, including contracts of no less than 24 months that are automatically renewable. These contracts stipulate that the basic or total salary will not be affected, and that fixed allowances (housing and transportation) will be incorporated into the new basic salary, thus enhancing future retirement benefits and end-of-service gratuity.
Quality benefits: Parental insurance and working hours
Among the most prominent advantages included in the new contracts is the expansion of medical insurance coverage to include parents, in addition to spouse and children—a competitive advantage reflecting the organization's commitment to employee well-being. The contracts also stipulate a 48-hour work week, with 30 calendar days of annual leave, and link annual bonuses to performance evaluations to foster a culture of excellence and productivity.
Transfer mechanism and incentive rewards
The procedures stipulate a strict timeframe for accepting transfer requests (e.g., 5 working days), with no response considered an implicit rejection. For civil servants, a transfer incentive bonus of 16% of the basic salary for each year of service (up to a maximum of four salaries) has been allocated. In case of rejection, the civil servant is given a six-month grace period to find another government position before termination of their employment. Contracts of self-employed employees who refuse the transfer are terminated immediately, in accordance with regulations.
Retirement options and benefit exchange
Health clusters have developed flexible solutions for long-serving employees (more than 25 years), giving them the choice between early retirement or combining their services with the social security system through the “benefit exchange” system, which ensures the preservation and continuity of their retirement rights.
