Understanding the Saudi Arabia Work Visa & Iqama System: A Guide for HR Teams

As companies expand their global footprint, Saudi Arabia (KSA) has become a key location for international hiring—especially in sectors like engineering, infrastructure, tech, and professional services. But navigating immigration into the Kingdom can be challenging for HR professionals unfamiliar with its sponsorship-based system.

This guide outlines everything your HR or mobility team needs to know about the Saudi Arabia work visa, Iqama (residency), and compliance framework, including official government resources and how Jobbatical helps streamline the entire process.

1. Work Visa (Employment Visa)

This is the first step in hiring foreign talent into KSA. Only employers can initiate the application, and the process must be approved by:

• Ministry of Human Resources and Social Development (MHRSD)
• Ministry of Foreign Affairs – MOFA

In 2025, Saudi Arabia introduced a skill-based classification system for long-term work permits, which continues to shape 2026 applications. This replaces the old professional/non-professional model with three tiers based on the Saudi Standard Classification of Occupations (SSCO): High-Skilled (e.g., doctors, engineers; requires degree + 5 years experience + SAR 15,000+ salary), Skilled (e.g., technicians; secondary education + 2 years + SAR 7,000–14,999), and Basic (e.g., manual labor; under 60 years + SAR 3,000–6,999). Employers must classify roles correctly in the Qiwa platform, or face fines, hiring restrictions, or permit suspensions.

Step-by-step process:

1. Apply for a block visa quota via MHRSD (now requiring skill-tier selection and Nitaqat compliance verification).
2. Get MOFA visa authorization and issue an invitation letter (include skill classification details).
3. Candidate applies for visa stamping in their home country (at a Saudi Embassy; documents must be attested and translated to Arabic where needed).

Once in Saudi Arabia, the candidate must transition to residency via Iqama. Processing times typically range from 3 weeks to 2 months, with fees including a 2,000 SAR work visa fee via Qiwa and an annual 9,600 SAR financial levy.

2. Iqama (Residence Permit)

The Iqama is the mandatory ID card and residency permit for foreign employees. It is:

• Issued within 90 days of arrival (with skill-based alignment verified)
• Mandatory for legal work, banking, renting, and travel
• Managed via the Muqeem Portal or Absher

Renewals are employer-managed and required periodically (typically annually). Not renewing on time can lead to fines starting at 500 SAR, account freezing, or deportation. For 2026, enforcement has tightened with a new digital Self-Deportation Platform for irregular residents, accelerating resolutions without amnesty. Employers face secondary liability for facilitating non-compliance and must conduct monthly reconciliations of Iqama validity, visa types, job roles, and sponsorship status. Implement HR workflow controls to flag expired documents. Issuance and renewal fees are 650 SAR annually, plus ~500 SAR for medical exams.

3. Dependent Visas

Foreign workers in KSA can sponsor family members once they hold an active Iqama. Requirements include:

• Proof of accommodation
• Legalized marriage/birth certificates
• Salary meeting the dependent visa threshold (aligned with skill tier; e.g., higher for High-Skilled)

An annual dependent financial levy applies via the SADAD system. Jobbatical helps HR teams collect and validate these documents through secure digital workflows.

4. Business Visa (Non-Employment Use Only)

For short-term purposes like meetings, training, or conferences, HR teams can request a Business Visit Visa via:

• Saudi eVisa Portal

Note: Employment under this visa is not legal. Misuse can lead to penalties or blacklisting. No major changes for 2026.

5. Nitaqat & Saudization Compliance

Under the Nitaqat program, companies must maintain a minimum quota of Saudi national hires, depending on industry and company size. This impacts:

• Block visa availability (now tied to skill tiers and company rating)
• Renewal approvals
• Eligibility to sponsor foreign workers

Companies are categorized into six bands: Platinum, High Green, Mid Green, Low Green, Yellow, Red. At least a Green band is needed for foreign hiring; non-compliance leads to visa bans, contract restrictions, and penalties. Fees vary: ~$210/month for the first foreign worker without Saudis, $185 for additional. The system integrates with the skill-based reforms for better alignment with economic priorities. Staying compliant with Saudization rules is key for sustainable hiring into KSA.

Visa & Iqama Timeline Summary

How Jobbatical Helps HR Teams Move Talent to Saudi Arabia

Jobbatical is a leading expert in business immigration and relocation services, combining automation, compliance support, and real human expertise to make global mobility seamless.

With Jobbatical, your HR team gets:

• 🔍 Full visibility: Track every immigration case across countries — from work visa to Iqama renewal
  
• 🤖 Smart workflows: Automate document collection and progress tracking
  
• 📅 Reliable timelines: Stay informed on every move with SLAs and status updates
  
• 👩‍⚖️ Expert guidance: Get hands-on support from business immigration consultants who know your employees and legal context
  
• 🧳 Family & relocation support: Cover housing, schooling, and dependent management with confidence
  

📞 Book a Demo to learn how Jobbatical helps HR teams expand into Saudi Arabia and 40+ countries — faster and more compliantly.

Disclaimer:

Immigration laws and policies change frequently and may vary by country or nationality. While we strive to provide accurate and up-to-date information, we recommend doing your own due diligence or consulting official sources. You're also welcome to contact us directly for the latest guidance. Jobbatical is not responsible for decisions made based on the information provided.

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