The gap between “offer accepted” and “contract signed” is where candidates get poached. E-signing the employment contract — often together with the offer letter, job description, and policy acknowledgements in one envelope — can close that gap to hours.
HR teams are typically the first department to adopt e-signatures because the volume is high, the documents are standardised, and new hires expect a digital experience.
Is it legal?
Private-sector employment contracts can generally be e-signed across the GCC. In Saudi Arabia, contracts are additionally registered in the Qiwa platform — the e-signed contract is the agreement between the parties; Qiwa attestation is a parallel administrative step, not a replacement for signature. In Qatar, employment contracts follow the general Law 16/2010 regime, with Ministry of Labour attestation as a separate filing.
Upload the contract (or generate it from one of your bilingual contract templates).
Add the candidate as signer — and HR/management for sequential counter-signature.
Send. The candidate verifies with a one-time code and signs from their phone.
The sealed contract and bilingual certificate archive automatically.
Generally, yes — private-sector employment contracts fall under Royal Decree M/18 (KSA) and Law 16/2010 (Qatar). Government platform registrations (like Qiwa) are parallel administrative steps, not substitutes for the signed agreement.
Yes — upload your bilingual PDF as-is. Arabic names and typed Arabic signatures render correctly in the sealed document, and the completion certificate itself is bilingual.
Send each contract individually for now — sending to a whole list from a CSV is being rebuilt. Every contract is tracked separately, with its own reminders and audit trail.
Free plan includes 5 documents a month. Signers never need an account.
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