Saudi Arabia – Work Permits and Working Legally

Do expats need a work permit to work legally in Saudi Arabia?

Saudi Arabia governs foreign employment through an integrated system combining a work permit with a residence permit known as the Iqama. Foreign nationals must have both a valid work visa and an Iqama in place before they can legally begin any job. No matter the industry or role, it is simply not possible to engage in paid work within the Kingdom without these documents.

Beyond employment itself, not having the correct work visa and residence permit prevents foreign nationals from opening bank accounts or accessing a wide range of essential services in Saudi Arabia. This integrated two-document requirement makes the Saudi system more interconnected than that of many other countries, where work authorisation and residency status are managed as entirely separate matters.

A key distinction in Saudi Arabia’s framework is that, unlike some other countries where workers submit their own permit applications, all work visas here are employer-sponsored. A Saudi company must act as the official sponsor and take the lead on most application steps before the employee can apply for the visa abroad. Employees provide their personal documents and attend to visa formalities, but without an employer initiating the process, nothing can move forward.

Any foreign national who intends to live and work in the Kingdom must hold a work visa and Iqama — unless they hold citizenship of one of the Gulf Cooperation Council (GCC) states: Bahrain, Kuwait, Oman, Qatar, or the United Arab Emirates. GCC nationals may enter and work in Saudi Arabia without a visa, though registration with Saudi authorities remains obligatory.

Limited exemptions exist for short-term business visits or particular government-approved assignments. However, a business visit visa does not grant permission to carry out actual employment — doing so is unlawful and can trigger penalties or blacklisting. Anyone uncertain about whether their planned activity counts as “work” should seek legal counsel or contact the Ministry of Human Resources and Social Development (MHRSD) for guidance.

What types of work permit are available in Saudi Arabia?

Saudi Arabia provides several categories of work authorisation, each tailored to a specific type of worker or engagement. Since mid-2025, long-term permits tied to the Iqama have been subject to a new skill-based classification framework. Determining which category is relevant to your circumstances is a vital first step in the process.

Employment Visa (Standard Long-Term Work Permit)

The Employment Visa is the primary long-term work visa for foreign nationals taking up full-time positions in the Kingdom. Unlike the Temporary Work Visa, it leads to the issuance of an Iqama and is governed by Saudi Arabia’s 2025 skill-based classification system. It is granted for one year and can be renewed annually, provided both the employer and employee remain in good standing.

The 2025 Skill-Based Classification System

Saudi Arabia has introduced a new multi-factor framework for classifying work permits, dividing them into three skill levels: high-skilled, skilled, and basic. These categories differ according to occupation type, minimum salary thresholds, and professional accreditation requirements. High-Skilled roles — such as those held by doctors and engineers — require a degree plus five years of experience and a salary of at least SAR 15,000. Skilled roles, such as those for technicians, require secondary education, two years of experience, and a salary of between SAR 7,000 and SAR 14,999. Basic roles require workers to be under 60 years of age and carry a salary in the range of SAR 3,000 to SAR 6,999.

Stage One of the new system took effect on 5 July 2025 and applies to all expatriate workers currently living and working in Saudi Arabia. Stage Two, covering all newly arriving expatriate workers, came into force on 3 August 2025. This reform broadly mirrors points-based systems used elsewhere in the world, where a worker’s qualifications, salary level, and experience determine which tier of permit they are eligible for.

Temporary Work Visa

The Temporary Work Visa provides a flexible, short-term route into the Kingdom for foreign professionals on limited engagements. Valid for a maximum of 180 days and not linked to an Iqama, it is well suited to project-based technical assignments, on-site installation and equipment maintenance, and short-term consultancy or training work.

Seasonal Work Visa

Seasonal work permits are granted for short-term employment connected to periodic surges in demand — most notably during the Hajj pilgrimage, when labour requirements rise sharply. They are generally valid for a few months and are restricted to the designated role and time frame.

Investor or Entrepreneur Visa

Investor or Entrepreneur Visas are available to foreigners who wish to establish businesses in Saudi Arabia. These pathways allow foreign nationals to operate without the conventional employer-sponsorship arrangement, although registration and compliance obligations still apply.

Premium Residency (Saudi Green Card)

Informally referred to as the “Saudi Green Card,” the Premium Residency visa is designed for wealthy investors, entrepreneurs, and highly talented foreign nationals who wish to reside in the Kingdom without requiring a sponsor. The programme offers two forms of residency: renewable temporary Saudi residency and permanent Saudi residency. Holders gain the right to live in Saudi Arabia, own property, invest in Saudi businesses, work for Saudi companies, and change employment freely.

Nitaqat (Saudisation) Quotas

Under the Nitaqat programme, companies are required to maintain a minimum proportion of Saudi national employees, which varies by industry and company size. The programme classifies companies into six levels — Platinum, High Green, Mid Green, Low Green, Yellow, and Red — each carrying distinct hiring privileges. A company must satisfy its Saudisation quota before it becomes eligible to sponsor additional foreign workers.

How do you apply for a work permit in Saudi Arabia, and how long does it take?

Saudi Arabia’s work authorisation process is highly structured and anchored in employer sponsorship, requiring a number of sequential steps to be completed both outside and inside the Kingdom. Below is the process outlined step by step:

1. Employer registers and checks compliance. The Saudi employer must first register with the Ministry of Interior and establish an immigration file. The employer must also confirm its Nitaqat classification and ensure full compliance with Saudisation quotas before it can begin sponsoring any foreign hires.
2. Employer applies for a block visa quota. The employer submits an application to the Ministry of Human Resources and Social Development for a block visa quota, which dictates how many foreign workers the company may bring in under specific job titles. Under the 2025 reforms, employers must also assign the appropriate skill tier to each role.
3. Work permit request and MOFA authorisation. The employer submits a work permit request for the designated employee through the MHRSD. Approval is then forwarded to the Ministry of Foreign Affairs (MOFA), which generates a visa authorisation number — typically within two weeks.
4. Employee applies for visa at a Saudi embassy or consulate. Armed with the visa authorisation number, the employee can apply for a Saudi work visa at the nearest Saudi embassy or consulate. All required personal documentation must be submitted at this stage (see the documents section below).
5. Visa is issued. Provided all documentation is in order, the embassy issues the visa, a process that generally takes between one and three weeks.
6. Employee travels to Saudi Arabia and completes arrival formalities. Upon arrival, the employer arranges medical examinations, biometric registration, and data submission through platforms such as Absher and the General Directorate of Passports (Jawazat), in order to convert the entry visa into an Iqama linked to the work authorisation.
7. Iqama is issued. Employees must finalise their Iqama application within the first 90 days of arriving in Saudi Arabia. Once approved, the employee is issued an Iqama card and their work permit details are entered into the government’s records.

All work visa applications continue to be processed through Qiwa (for labour approvals) and Muqeem (for residency and visa management) — both official Saudi government platforms through which all applications must pass.

Processing times differ from case to case but generally fall somewhere between three weeks and two months. The Saudi work permit process involves coordination across several government agencies, each with its own requirements and timelines. Miscommunication or incomplete documentation can cause considerable delays, so beginning the process well ahead of the intended start date is strongly advisable.

What documents do expats need to apply for a work permit in Saudi Arabia?

Both the employee and the employer must supply documentation as part of the work permit application. Precise requirements may differ depending on the permit type, the applicant’s nationality, and the employment sector. Always confirm the current checklist directly with the MHRSD or the relevant Saudi embassy or consulate, as requirements can and do change.

Employee documents

• A valid passport with at least six months of remaining validity.
• A signed employment contract from both the employee and employer, certified by the Saudi Chamber of Commerce and the Ministry of Foreign Affairs.
• Certified copies of academic and professional qualifications, authenticated by the Saudi Arabian Cultural Mission.
• A medical report from a licensed physician confirming that the applicant is free of contagious diseases.
• A recent police clearance certificate demonstrating a clean criminal record.
• Passport-sized photographs in the number and format specified by the relevant embassy.

Employer documents

• An original letter from the sponsoring Saudi company, certified by the Saudi Chamber of Commerce and the Ministry of Foreign Affairs.
• Proof of valid commercial registration and compliance with the Wage Protection System (WPS).
• Evidence of Nitaqat compliance, confirming that the company meets its Saudisation quota.
• A digitally registered employment contract through Qiwa, which must be in place before the work permit can be obtained.

In 2021, Saudi Arabia introduced the Professional Verification Scheme, requiring foreign nationals employed in 23 technical fields to pass an exam demonstrating their qualifications before a visa can be granted. At present, this applies to workers from certain nationalities, including India, Pakistan, and Bangladesh. The scheme is expected to expand to additional nationalities over time, and employers are responsible for covering the associated costs for each applicant.

Document requirements can vary by permit type and are subject to revision. Applicants should always verify the current checklist with the Saudi embassy or consulate in their country of residence and with the MHRSD before submitting any application.

What does a work permit cost in Saudi Arabia?

Work permit costs in Saudi Arabia are borne primarily by the employer, though certain ancillary expenses fall to the individual worker. The fee structure is not a simple flat rate — it varies depending on company size, workforce composition, and the type of permit being sought. All figures below are as of 2025; consult the Qiwa platform and the MHRSD website for the most current fee schedule.

Employer-side fees

Work visa fees for employers can range from SAR 100 to SAR 800 annually, depending on the company’s size, the ratio of foreign to Saudi employees, and whether Saudi nationals are on staff. As of 2025, the specific breakdown is as follows:

• The first non-Saudi worker costs the employer SAR 800 per year.
• For the second non-Saudi worker, the annual fee is SAR 700, provided Saudi residents are employed within the establishment.
• For companies with fewer than nine employees, including Saudi nationals, up to four work permits may be obtained at SAR 100 per year each.

Beyond the annual levy, additional fees include a SAR 2,000 work visa fee payable through Qiwa and an annual financial levy of SAR 9,600 (as of 2025). These figures are subject to change and should be verified directly with the relevant authority before any commitments are made.

Applying for a temporary work visa in Saudi Arabia costs SAR 1,000 (approximately USD 266) as of 2025.

Employee-side costs

While the employer is generally responsible for core permit fees, employees should set aside funds for ancillary expenses such as medical examination fees, document translation and notarisation, police clearance certificates, and passport photographs. The specific amounts will vary according to the applicant’s country of origin and the requirements of their particular application.

Can permit costs be passed on to the employee?

Saudi labour law places the main financial responsibility for sponsorship and permit-related costs squarely on the employer. Transferring these core costs onto employees is inconsistent with Saudi labour regulations. Any expat asked to pay fees that should be the employer’s responsibility should contact the MHRSD or seek independent legal advice. All figures cited here reflect the position as of 2025 — always verify current fees with official sources before making any financial commitments.

Can expats change jobs or employers while on a work permit in Saudi Arabia?

Work permits and Iqamas are tied to the sponsoring employer, meaning employees cannot legally work for a different company without completing an approved transfer. That said, Saudi Arabia has implemented substantial labour reforms in recent years that have made switching employers far more straightforward than it once was.

These reforms have significantly curtailed the traditional level of control employers previously held under the Kafala system. Through the Labour Reform Initiative, workers now benefit from greater job mobility, more transparent contract terms, and improved rights overall. An amendment to Saudi labour law that took effect in March 2021 allowed foreign employees to leave their positions at the end of their contract without needing the employer’s consent.

Job transfers are handled digitally through the Qiwa platform. The prospective new employer must submit the job offer through the Qiwa portal, and the employee must formally notify their current employer of the intended Iqama transfer, including the applicable notice period.

Under the 2025 labour reforms, employees can initiate a direct sponsorship transfer without the current employer’s agreement in specific circumstances: if the employer’s work permit or Iqama has expired and has not been renewed; if no work permit was issued within 90 days of the employee’s arrival; or if the employer has failed to pay the employee’s salary for three consecutive months.

Once the employee confirms the new contract, Qiwa automatically notifies the current employer, who has 14 days to respond. After all approvals have been secured and the notice period has elapsed, the new employer must complete the transfer by paying the relevant sponsorship fees and updating the worker’s Iqama status via Absher or Muqeem — a process that takes between 12 and 24 days.

It is essential to remember that the visa is only valid for the specific employer and role stated on the permit. Performing work for any other employer without completing a formal transfer is a breach of immigration law and carries serious consequences.

What are the penalties for working illegally in Saudi Arabia?

Saudi Arabia enforces its immigration and labour legislation with considerable rigour. Both employees and employers face significant repercussions for non-compliance, and any violations can have lasting effects on future immigration prospects.

Penalties for employees

Without a valid work permit, a foreign national cannot legally participate in the labour market or renew their Iqama. Working without the appropriate permit — or working for an employer other than the one named on the permit — can result in fines, deportation, and a ban on re-entering the Kingdom. Failing to renew on time can bring fines starting at SAR 500, account freezing, or deportation (as of 2025). Any history of immigration violations is likely to prejudice future visa applications, including applications for programmes such as the Premium Residency.

Penalties for employers

Employing expatriates without the necessary permits is a frequently cited violation. Fines for doing so range from SAR 10,000 to SAR 20,000 (as of 2025). Employers who assign an expatriate to work in a sector not covered by their contract face fines of between SAR 5,000 and SAR 15,000, making it essential that job roles match the worker’s permitted sector exactly.

Employers also face heavy fines and administrative penalties, potential suspension of their recruitment licence, deportation of the employee concerned, and significant reputational and operational damage.

Employers are also prohibited from confiscating workers’ passports or Iqamas, with those who do so facing fines of SAR 2,500 to SAR 10,000. Any expatriate whose employer is holding their passport should report the matter to the MHRSD. Enforcement has intensified in 2026, with the introduction of a new digital Self-Deportation Platform for irregular residents, accelerating resolutions without the benefit of an amnesty period.

Where can expats find reliable and up-to-date information on work permits in Saudi Arabia?

Given the speed at which reforms are reshaping Saudi Arabia’s labour market, it is vital to consult official sources rather than relying on third-party websites or informal networks. The key official channels are listed below:

• Qiwa (qiwa.sa): Developed by the MHRSD, Qiwa serves as the central gateway for labour market services in Saudi Arabia. Both employers and employees can use it to manage work permits, review employment classifications, check Iqama status, and initiate job transfers. Individual worker accounts allow employees to verify their own permit details directly.
• Ministry of Human Resources and Social Development (MHRSD): The MHRSD is the principal regulatory body overseeing the issuance and administration of work permits. Its website provides policy guidance, updates, and links to official application tools.
• Ministry of Foreign Affairs (MOFA): MOFA is responsible for issuing visa authorisation numbers and processing visa approvals in conjunction with Saudi embassies and consulates around the world.
• Saudi embassies and consulates: The Saudi embassy or consulate in the applicant’s country of residence handles visa stamping and document submission. As individual embassies may have their own requirements and procedures, it is always advisable to contact the relevant mission directly in the first instance.
• Absher: The Absher platform manages residency-related services within Saudi Arabia, including applications for exit and re-entry permits and Iqama renewals.
• Muqeem: Muqeem is dedicated to residency and visa management, and is used by employers to monitor and update the status of the workers they sponsor.

Exercise caution with third-party visa agencies and websites that reproduce fee schedules or processing timelines without citing official sources. Fees and procedures are updated regularly, and acting on outdated information can lead to costly errors. Always cross-reference any guidance with the official platforms listed above before taking any action.

Frequently Asked Questions

Can I start work in Saudi Arabia before my Iqama is issued?

A foreign employee should apply for a Saudi work visa, which allows entry to Saudi Arabia for 90 days. During that period, the employee must apply for an Iqama in order to live and work in Saudi Arabia on a long-term basis. Substantive employment should not begin before the work visa and Iqama process is underway, as carrying out work under any other visa category is not permitted.

Can my family join me in Saudi Arabia on a work permit?

Foreign workers holding an active Iqama are able to sponsor family members to join them in Saudi Arabia. Eligibility to bring dependants typically hinges on meeting a minimum salary threshold and providing the necessary documentation. Consult the MHRSD and your employer for the current salary thresholds applicable to your situation, as these figures are subject to change.

Does Saudi Arabia have a working holiday visa?

Saudi Arabia does not currently offer a working holiday visa of the kind available in some other countries. Short-term work arrangements must be conducted either through the Temporary Work Visa — for project-based assignments of up to 180 days — or through the standard Employment Visa for longer-term roles.

What is the Nitaqat system and how does it affect me as a foreign worker?

The Nitaqat programme assigns companies to one of six levels — Platinum, High Green, Mid Green, Low Green, Yellow, and Red — each of which carries different hiring privileges and restrictions. Employers must confirm their Nitaqat classification status before sponsoring foreign workers. If a company sits in a lower tier, its capacity to hire or renew permits for foreign staff may be curtailed, which can have a direct bearing on your job security.

Can I freelance or work for multiple employers in Saudi Arabia?

Because work permits and Iqamas are tied to the sponsoring employer, employees cannot legally work for any other company without completing a formal transfer. Independent professionals may be able to operate on a freelance basis, but they must comply with local registration and reporting requirements. Anyone considering self-employment in Saudi Arabia should seek specific legal advice for their circumstances.

What happens if my employer goes out of business or terminates my contract?

When a contract comes to an end, expatriates are able to transfer to a new employer without needing their former employer’s approval. Exit, re-entry, and final exit visas can also be arranged through Absher, provided the worker has no outstanding legal violations. Even if a work permit has lapsed, a final exit visa may still be obtainable — provided no legal proceedings are pending. Acting promptly and consulting the MHRSD or a licensed legal professional is strongly recommended to avoid accumulating overstay penalties.

How does the 2025 skill-based classification affect existing workers?

The new classification framework introduces a more structured, merit-driven approach to work permit eligibility. Employers are required to review both current and prospective foreign national workers to ensure their job titles, contracts, and qualifications align with the updated categories. Employees who identify discrepancies in their classification must apply for corrections through the Qiwa Individual portal, provided they satisfy the relevant criteria.

Is it possible to obtain permanent residency through a work permit in Saudi Arabia?

The standard Employment Visa and Iqama are renewable on an annual basis but do not automatically lead to permanent residency. Saudi Arabia’s Premium Residency Programme was developed to attract talented and financially capable foreign nationals, offering both renewable temporary residency and permanent residency without the need for a Saudi sponsor. Eligibility criteria for the programme are specific — consult the official Saudi government website for the most current requirements.