Common issues: Quota limits or doc errors. We review MOFA feedback and refile via Qiwa appeals, with 85% success post-2025 streamlining.

No, as it lacks residency rights; family needs separate visit visa. For longer needs, transition to employment visa; our bundling supports this.

Quotas based on band (Green+ preferred); temporary hires count toward Saudization. We monitor your score to maximize slots under Vision 2030.

Yes, GAMCA-approved (SAR 300-500) for stays >90 days, checking infectious diseases. As HR, we coordinate pre-arrival to speed processing.

Unchanged by skill tiers (applies only to long-term); grace periods extended for exits. We audit for Qiwa compliance to ensure seamless entries.

Employer initiates via Qiwa, then employee applies at embassy with docs. Multiple-entry valid 1 year; our end-to-end service covers from contract to stamping.

Yes, once for up to 180 days total via Qiwa (non-convertible to permanent). Ideal for extended projects; we handle submissions to prevent overstay fines (SAR 500/day).

Fees: SAR 2,000-5,000 (visa issuance + medical), plus attestation (SAR 500). No annual levy; our service (SAR 1,500 flat) includes bulk for seasonal teams.

5-14 business days via Qiwa/MOFA, including stamping; extensions add 3-7 days. We expedite to under 10 days, aligning with your project timelines.

Key items: Signed short-term contract (MOFA-attested), passport copy, medical report (GAMCA if >90 days), and invitation letter. Submit via Enjazit; our experts manage attestations to avoid delays.

Your employee needs a short-term contract, valid passport (6+ months), and no criminal record. No skill classification required; we verify Qiwa quotas and Nitaqat to qualify your hire for non-permanent roles.

This multiple-entry visa allows your employee to work in Saudi Arabia for up to 90-180 days (no Iqama/residency) for consulting, trials, or seasonal roles. As sponsor, your company applies via Qiwa; our service ensures quick approval under 2025 rules, unaffected by skill reforms.