Details of transfer contracts in healthcare clusters: salaries and benefits

In a strategic move that represents a pivotal stage within the Kingdom’s health sector transformation program, the Ministry of Health and the Health Holding Company officially begun the procedures for transferring employees in the first batch of health clusters, which include the “Second Riyadh Health Cluster”, the “ Eastern Health Cluster ”, in addition to the “Qassim Health Cluster”.

The context of health transformation and Vision 2030

This measure implements Cabinet Resolution No. 616, which aims to separate the regulatory and supervisory role, retained by the Ministry of Health, from the operational role, which will be undertaken by the Health Holding Company through its health clusters across the Kingdom. This fundamental shift aims to increase spending efficiency, improve the quality of medical services provided to citizens and residents, and ensure the sustainability of the health sector in line with the objectives of the Kingdom's Vision 2030.

The relevant authorities have begun sending job transfer requests through official channels, in conjunction with launching a broad field campaign by “employee care” teams to provide logistical and knowledge support and answer inquiries from health and administrative staff at their workplaces.

Salary guarantees and financial stability

The three health clusters affirmed their full commitment to preserving the financial rights of their employees, with the new contracts stipulating that neither the basic nor the total salary will be affected. The mechanism includes incorporating fixed monthly allowances (such as housing and transportation allowances) into the new total salary, thus contributing to enhanced financial stability for employees.

The standard contracts feature a minimum term of 24 calendar months, automatically renewable with the same benefits and salary, unless a regulatory reason prevents renewal, thus enhancing job security. The regulations also stipulate a 48-hour work week and 30 calendar days of annual leave (excluding official holidays), in accordance with Saudi labor law.

Unprecedented social and competitive advantages

In a widely welcomed move, the new contracts include a package of high-quality social benefits, most notably expanding medical insurance coverage to include parents in addition to spouses and children, within the health cluster network and the networks affiliated with the Health Holding Company. This feature is a significant addition that reflects the system's commitment to the family stability of its employees.

The contracts also linked the annual bonus to job performance evaluation, where it is calculated as a percentage added to the basic salary, which leads to an automatic increase in salary-related allowances, and is reflected positively on the end-of-service bonus and retirement salary in the long term.

The transition mechanism and strict timeframes

The system introduced the term "transfer request" as an alternative to the traditional job offer, with the request being submitted through the "Qiwa" platform. The procedures stipulate a strict acceptance deadline (e.g., 5 working days), and failure to respond within this period is considered an implicit rejection requiring further action.

For civil service employees, the regulations guaranteed an incentive transitional bonus of 16% of the basic salary for each year of service (up to a maximum of 4 salaries), with the settlement of all previous entitlements.

Options for refusal, retirement, and benefit exchange

The regulations have laid out clear options for dealing with cases of refusal to transfer:

• Self-employed employees: Their contracts will be terminated immediately and their rights settled if they refuse to transfer.
• Civil servants: They are given a six-month grace period to look for another government job, with permission to be absent one day a week for the purpose of searching. If the grace period expires without a transfer, their services will be terminated.

As for civil service employees whose service exceeds 25 years, the associations have provided them with the option of early retirement, or combining their services with the social security system through the “exchange of benefits” system, to ensure the continuation of their service and preserve their retirement rights in the future.