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
  
  

Step-by-step process:

1. Apply for a block visa quota via MHRSD
   
   
2. Get MOFA visa authorization and issue an invitation letter
   
   
3. Candidate applies for visa stamping in their home country (at a Saudi Embassy)
   
   

Once in Saudi Arabia, the candidate must transition to residency via Iqama.

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
  
  
• 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 or deportation.

‍‍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
  
  

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.

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
  
  
• Renewal approvals
  
  
• Eligibility to sponsor foreign workers
  
  

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.

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