Notify MOIA within 10 days via Qiwa; submit exit report. Fines for delays: SAR 1,000/month. As HR, automate tracking to close sponsorship cleanly and free quota slots.

New skill tiers (1-3) via Qiwa: Tier 1 for high-skill (e.g., IT pros) gets priority processing. Professional Verification required for 23 fields. Temporary visas now skill-agnostic for flexibility.

Yes, via dependent Iqama (spouse/children under 18). Sponsor as employer; requires marriage/birth certificates (attested). Fees: SAR 2,000 per dependent. Limits: No work rights for dependents unless separate visa.

Nitaqat classifies your company by Saudization % (e.g., Platinum for 50%+ locals). Higher bands unlock more visa quotas. Check Qiwa score annually; low bands restrict hires but offer grace periods for compliance.

Possible after 1 year with current employer or contract end. Apply via Qiwa with no-objection certificate (NOC) from you. Fees: SAR 2,000. Ensure compliance to avoid labor disputes; this supports employee mobility under 2025 reforms.

Yes, GAMCA-approved exam (SAR 200-300) checks for infectious diseases (e.g., HIV, TB). Conducted pre-arrival; results valid 3 months. As HR, coordinate via approved centers to speed up visa approval.

Renew 30 days before expiry via Qiwa or Absher portal. Submit updated medical, contract, and fees (SAR 650). Processing: 3-5 days. As HR, track via company dashboard to avoid fines (up to SAR 20,000 for lapses).

Essential docs: Signed employment contract (MOFA-attested), passport copy, 2 passport photos, medical report, and professional qualifications (attested by Saudi Cultural Mission). Submit via Enjaz or Visa Portal; processing takes 5-10 days. Pro tip for HR: Pre-attest docs to avoid delays.

Yes, the Temporary Work Visa (up to 90 days, extendable to 180) suits trials or seasonal roles. Apply via Qiwa without full Iqama; ideal for consulting staff. No skill tier required, but notify MOIA within 48 hours of arrival.

Employer fees: SAR 2,000-4,000 (visa issuance + Iqama), plus medical (SAR 500) and attestation costs (SAR 200-500). Employee covers travel/insurance. Total ~SAR 6,000-10,000 per hire. Budget for annual renewals (SAR 650). Use Qiwa for exact quotes.

Your employee must have a job offer in a skill-based role (e.g., Tier 1 for executives/doctors). Key requirements include a valid passport (6+ months), attested degree/diploma, medical fitness certificate (GAMCA-approved), and police clearance. As sponsor, ensure your company has Qiwa approval and meets Saudization ratios. No QVP (Qualified Verification Program) needed for most roles in 2025.

The Saudi Arabia Employment Work Visa (also called the Iqama-linked work visa) allows your foreign employee to legally live and work in the Kingdom for up to 2 years (renewable). It supports Vision 2030 by enabling skilled hires in sectors like IT and engineering, reducing your recruitment costs through streamlined sponsorship via the Qiwa platform. As the employer, you'll sponsor it, gaining access to talent pools while complying with Nitaqat quotas.

Standard processing is 1-3 weeks via the Ministry of Labor (Qiwa), plus 3-5 days for embassy stamping. Temporary work visas (for short projects) take 5-7 days. Factor in medical exams (2-3 days). Start early to align with your onboarding timeline.