Expanding your business into Saudi Arabia offers access to one of the Middle East’s largest economies and a strategic hub for trade, energy, and innovation. However, before hiring in Saudi Arabia, employers must understand the country’s structured work authorization process. Securing the correct work visa and residence permit (Iqama) for non-Saudi employees is essential to staying compliant with Saudi labor and immigration laws while ensuring a smooth onboarding experience.
Navigating these requirements can be challenging, as they vary based on the employee’s nationality, profession, and the employer’s compliance with Saudization quotas. Employers must ensure that all required documents are prepared accurately, attested, and submitted within the mandated timelines. Partnering with immigration specialists or an Employer of Record (EOR) can greatly simplify the process, reduce administrative burdens, and help avoid costly compliance risks.
Table of Contents
- Overview of Saudi Arabia’s Work Permit and Visa System
- Understanding Requirements and Eligibility
- Types of Work Visas and Permits in Saudi Arabia
- Advantages of the Iqama System
- Application Process for Employers
- Required Documents
- Processing Timelines
- Employer Responsibilities and Compliance
- Tips for a Smooth Application Process
- How an Employer of Record Can Help
- How Asanify Can Help
- FAQs
Overview of Saudi Arabia’s Work Permit and Visa System
Saudi Arabia regulates foreign employment through a combined work permit and residence permit system, commonly known as the Iqama. The process and requirements depend on the employee’s nationality, profession, and the employer’s licensing.
- Saudi nationals – No work permit or visa required.
- Foreign nationals – Must secure both a work visa and an Iqama before starting employment.
- Employer-driven process – Employers initiate the application through the Ministry of Human Resources and Social Development (MHRSD) and Ministry of Interior platforms.
- Two-step process – Obtain the work visa approval, then secure the residence permit after arrival.
- Quota and Saudization compliance – Employers must meet Nitaqat program requirements for hiring foreign workers.
Understanding Requirements and Eligibility
Before starting the application, both employers and employees must understand Saudi Arabia’s work authorization rules. Almost all foreign nationals require a work visa and Iqama to work legally in the Kingdom. Certain exemptions apply for short-term business visits or specialized government-approved assignments.
Who Needs a Work Permit in Saudi Arabia
All non-Saudi nationals, regardless of job category, must hold a valid work permit and Iqama. Short-term assignments may be covered by a business visit visa, but regular employment always requires a formal work authorization.
- Work permits and Iqamas are tied to the sponsoring employer, and employees cannot legally work for another company without an approved transfer.
- The Iqama serves as both a residency and work authorization document, granting access to essential services like banking and housing.
- Employers must initiate renewals before expiry to avoid penalties, fines, or possible deportation of the employee.
Key Conditions for Obtaining a Work Visa
To qualify for a Saudi work visa, applicants generally must:
- Have a confirmed job offer from a Saudi-registered employer.
- Possess the qualifications and experience required for the role.
- Hold a profession that is eligible for foreign employment under Saudi labor rules.
- Maintain a clean criminal record.
- Pass a medical examination as per Saudi health requirements.
Suggested Read: Labour Laws in Saudi Arabia (2025): A Complete Guide
Employer and Employee Eligibility
Employers must be authorized to hire foreign workers, comply with Saudization quotas, and maintain a valid commercial registration. Employees must meet the educational, professional, and licensing requirements for their specific role.
- Employers must remain in good standing with the Ministry of Human Resources and Social Development (MHRSD) to retain hiring eligibility.
- Certain professions may require additional licensing or recognition from Saudi regulatory bodies before employment approval.
- Both employer and employee credentials are verified during the work visa and Iqama application process to ensure compliance.
Types of Work Visas and Permits in Saudi Arabia
- Work Visa + Iqama – For long-term employment; includes work authorization and residency rights.
- Temporary Work Visa – For short-term employment, generally up to 90 days, extendable in some cases.
- Business Visit Visa – For short-term business activities without formal employment.
- Seasonal Work Visa – For roles tied to specific periods, such as Hajj season.
Comparing Work Permit Types
| Permit Type | Purpose | Duration | Notes |
| Work Visa + Iqama | Long-term employment & residence | 1–2 years | Renewable; tied to employer |
| Temporary Work Visa | Short-term employment | Up to 90 days | May be extended once |
| Business Visit Visa | Business meetings/activities | 30–90 days | No direct employment allowed |
| Seasonal Work Visa | Temporary seasonal jobs | Varies by season | Government approval required |
Advantages of the Iqama System
The Iqama serves as both a work and residence permit, streamlining compliance for employees and employers. It allows access to essential services such as banking, mobile phone contracts, and housing, and makes renewals and sponsorship changes more straightforward under the proper procedures.
Application Process for Employers
The process begins when an employer extends a formal job offer to a foreign candidate. The employer then submits a work authorization request to the French labor authorities (DIRECCTE). Once approved, the file is forwarded to the French Immigration Office (OFII). The employee then applies for the corresponding long-stay visa at a French consulate in their home country.
Key points:
- The employer must provide a compliant employment contract along with supporting documentation for the work authorization request.
- The OFII may require additional verification, such as proof of qualifications or background checks.
- The long-stay visa must be validated upon arrival in France before the employee can begin work.
- Processing times can vary by region and consulate, so early application is recommended to avoid delays.
Required Documents
- Valid passport (with at least 6 months validity).
- Visa application form and fees.
- Employment contract approved by MHRSD.
- Educational and professional qualification certificates (attested).
- Medical examination report.
- Police clearance certificate.
- Passport-sized photographs.
Additional documents may be required depending on the employee’s profession and nationality.
Processing Timelines
Work permit and Iqama processing in Saudi Arabia typically takes 6–8 weeks from job offer to the employee’s legal start date, depending on the type of visa, the employee’s profession, and the completeness of the application. Temporary work visas and seasonal permits may have shorter timelines, while certain regulated professions can take longer due to additional licensing requirements.
- Processing time may vary based on the applicant’s nationality and the employer’s Saudization compliance status.
- Incomplete, inaccurate, or non-attested documents can cause significant delays.
- Sectors such as healthcare, engineering, and education may have extra approval steps from regulatory bodies.
- Coordination between the employer, government portals, and the employee is essential to avoid gaps in documentation.
- Partnering with an Employer of Record or licensed visa service can help ensure accurate submissions and faster approvals.
Employer Responsibilities and Compliance
Employers hiring foreign nationals in Saudi Arabia must:
- Ensure compliance with Saudization (Nitaqat) quotas.
- Provide legally compliant employment contracts.
- Pay salaries meeting legal thresholds.
- Enroll employees in GOSI (social insurance) and medical insurance schemes.
- Renew Iqamas and work visas before expiry.
Legal Obligations
- Comply with Saudi labor laws and sponsorship regulations.
- Maintain accurate employment and immigration records.
- Report job changes, terminations, or departures to relevant authorities.
Consequences of Non-Compliance
- Heavy fines and administrative penalties.
- Possible suspension of employer’s recruitment license.
- Deportation of the employee.
- Reputational harm and operational disruption.
Maintaining Ongoing Compliance
- Conduct periodic audits of Iqama and visa validity.
- Keep HR staff informed on regulation changes.
- Use tracking tools to monitor expiration dates.
Tips for a Smooth Application Process
- Begin the application process early to accommodate processing timelines.
- Ensure all documents are properly attested and translated into Arabic where necessary.
- Stay informed on Saudization requirements for your industry.
- Consider using an EOR services or immigration specialist for faster, compliant hiring.
How an Employer of Record Can Help
Partnering with an Employer of Record in Saudi Arabia allows companies to legally employ foreign talent without establishing a local legal entity. The EOR acts as the official employer, managing payroll, benefits, social insurance contributions, HR compliance, and all immigration processes, including work visa and Iqama applications. This approach reduces administrative burdens, accelerates hiring timelines, and ensures full compliance with Saudi labor and immigration regulations.
Additionally, EOR providers draft employment contracts that meet Saudi labor law requirements, minimizing the risk of disputes or penalties. They also handle every stage of the work authorization process—from document attestation to Iqama issuance—ensuring a smooth onboarding experience for international employees. By leveraging an EOR, businesses can focus on their operations and growth in the Kingdom while leaving complex employment compliance and government interactions to trusted local experts.
Suggested Read: Remote Employees Onboarding Checklist with EOR in Saudi Arabia
How Asanify Can Help
Navigating Saudi Arabia’s work authorization process can be challenging, especially for businesses hiring international talent. Asanify offers a comprehensive Employer of Record (EOR) solution that streamlines hiring and workforce management in the Kingdom.
Our services cover everything from securing the correct work visas and Iqamas to processing payroll, benefits, and compliance—ensuring you remain fully aligned with Saudi labor and immigration laws without the need to set up a local entity.
With Asanify, you can:
- Hire and onboard foreign talent quickly without administrative delays.
- Ensure compliance with all Saudization, labor, and immigration regulations.
- Expand into Saudi Arabia without the cost and complexity of establishing a local company.
If your goal is to grow your team in Saudi Arabia efficiently, Asanify’s expertise and end-to-end services make the process smooth, compliant, and hassle-free.
FAQs
Typically 1–2 years, renewable with a valid contract and employer sponsorship.
Costs vary by profession and nationality, generally ranging from SAR 2,000–5,000 plus medical and attestation fees.
Yes, but they must follow official transfer procedures and meet sponsorship rules.
Yes, it serves as both a work permit and residency document.
Yes, certain professions have additional licensing or approval requirements.
Yes, dependents can be sponsored under the employee’s Iqama, subject to eligibility.
The employee must stop working, and the employer must renew the Iqama promptly to avoid penalties.
An EOR ensures full compliance, handles sponsorship and government procedures, and eliminates the need for a local entity.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
