Hiring An Expat In Saudi Arabia: Overview

Saudi Arabia is actively transforming its economy, moving beyond its traditional reliance on petroleum. With low employer taxes and a surge in new business opportunities, the kingdom is becoming an attractive destination for international businesses. The government’s ambitious programs across various sectors aim to reduce dependency on the oil industry, fostering significant economic diversification. As a result, there is an increasing demand for expat job opportunities in diverse specialities, reflecting the dynamic changes within the Saudi economy.

According to a May 2024 report, there were 9,012,569 non-national employees in Saudi Arabia’s private sector with 8,641,249 males and 371,320 females. The growing demand for expat employment led to the establishment of the Labour Law in Saudi Arabia for expats. 

 

Find below key information regarding hiring expats, Iqama, expat jobs in Saudi, and more. 

Saudi Labour Law For Expats: Recruitment Terms

• Expat Saudi Arabia recruitment requires approval from the Ministry of Human Resources and Social Development (MHRSD).
• A non-Saudi can only work after obtaining a work permit from the Ministry of Human Resources and Social Development. The below conditions must be met to secure an expat visa –

1. The employee has legally entered the country and is authorised to work.
2. The employer has met the Saudization quota of Saudi employees.
3. Expats in Saudi Arabia have an employment contract under the employer’s responsibility.

• Non-Saudi employment contracts must be written in fixed-term.
• If the duration is unspecified, the term of the work permit counts as the contract duration.
• Employers cannot assign employees to roles not listed on their work permits.
• An expat KSA cannot perform jobs outside their designated profession without obtaining the necessary legal approvals.
• Employers must not permit their workers to be employed by others without following legal procedures.

Document Checklist For Expat Visa Application

Here are some key requirements candidates must fulfil to secure their expat jobs in the Kingdom.

Current Passport

The applicant’s passport must be valid for at least six more months from the application date and have at least two consecutive blank pages.

Applicant’s Recent Photographs

The applicant needs to submit two recent (not older than 3 months) passport-sized colour photos (2″ x 2″) on a white background. The photos of expat Saudi jobs offered must be taken without any glasses or headwear.

Personalised Cover Letter

The employer should provide a cover letter on the company’s letterhead with the postal address for expat employment. 

Arabic Work Contract

A work contract photocopy about expat Saudi jobs offered written in Arabic must also be submitted. 

Visa Application Form

The applicant should submit the original visa application in black font and block letters.

Formal Invitation Letter

An invitation letter is a document provided by Saudi Arabia’s Foreign Ministry confirming that an employee will work in the Kingdom. The employer must obtain this letter for the employee and specify whether it allows one or multiple entries into the country. This letter must be stamped by the Ministry of Foreign Affairs in Saudi Arabia.

Business Registration Certificate

The applicant must submit the Business Registration Certificate of the companies hiring expats. It should be stamped by the Saudi Arabian Ministry of Foreign Affairs.

Enjaz Registration Confirmation

The Enjaz visa process is a crucial step in your journey to work in Saudi Arabia. It’s an electronic visa that is sent directly to the KSA Embassy mentioned in your invitation letter. The two must match. For instance, you cannot complete an Enjaz for DC if your visa is in NYC. As it won’t match in the system, your package will return. Moreover, without the Enjaz payment slip, the Embassy does not process the visa. It will immediately come back to you, and you will have to complete the Enjaz request. So, it’s important to fill out the Enjaz Registration form when applying for a visa. Always provide the completed form along with your visa application to avoid rejection.

Acknowledged Saudi Laws and Regulations Form

The Saudi Arabia work visa application process requires a signed form in which the applicant agrees to follow the labour laws in Saudi Arabia for expats.

What Is an Iqama and Why Is it Important?

Iqama is a legal document that allows expats to work and stay in Saudi Arabia legally. Companies hiring expats fill out an application for Iqama status on the employee’s behalf. The Iqama status gives expats legal proof and states the tenure for which a non-national can reside in Saudi Arabia. 

Challenges and Solutions in Expat Hiring

 

Challenges Faced	Solutions For Employers
Compliance Issue	Having dedicated professional support like TASC to monitor immigration policies worldwide helps. They will provide enhanced support and guidance for compliance adherence.
Visa & Work Permit Processing	Get complete information on work permits and Iqama validity with expert support. They are knowledgeable about application processes, requirements, etc.
Cultural Sensitivities	Employers must understand and respect local cultural norms and traditions when recruiting in Saudi Arabia. They should consider cultural sensitivities like gender, religion, and social customs to establish good relationships

Retention Strategies for Expat Employees

Hiring expats in Saudi Arabia requires proper planning and a comprehensive understanding of the recruitment landscape. Besides the hassle involved, there is another key consideration that needs attention. Retention strategies for expats’ jobs offered are essential for optimal business success. 

• Start by hiring the right person who matches the company’s culture and can contribute positively to the team.
• Offering employees flexible work hours can help reduce their stress by allowing them to avoid heavy traffic. Spreading out arrival times for expat-offered positions can also ease traffic congestion.
• Having a work-life balance helps employees become more productive and manage their time better. Employers must provide adequate sick leave and personal time off to increase retention.

 

Adopting the above-mentioned strategies can help retain more expats in Saudi.

Looking To Hire Talent For Your Office In Saudi Arabia? TASC Is Here!

Specialised assistance is needed to maximise Labour law benefits and prevent violations, whether small businesses or larger enterprises. TASC services excel in this regard and provide your business with the right workforce. 

With a thorough understanding of the application processes, Iqama validity, and more, we know how to navigate the complexities. Contact TASC Corporate Services today to effortlessly sponsor expats in the Kingdom!

 

FAQs

1. What Are the New Rules for Expats in Saudi Arabia? 

Consent is no longer required to end employment, change jobs in certain situations, or leave the country when your contract ends. A recent change is that foreign workers no longer face a three-year ban if they don’t return before their exit and re-entry visa expires.

 

2. Can Expats Work In HR In Saudi Arabia?

The Ministry of Labour in Saudi prohibits expat job opportunities in the HR or recruitment department, public or private. 

 

3. Are There Specific Sectors Where Hiring Expats Is Restricted?

Yes.

Saudi Arabia bans expats from a few jobs and gives them exclusively to Saudi citizens. As per the Kingdom’s Minister of Labour, 12 private sector jobs have been curtailed to domestic applications since early September 2018. These primarily include sectors such as public relations, HR, and some positions in service and retail industries.

 

4. What Is The Process For Acquiring a Work Visa for an Expat?

An expat needs a work visa to find employment in Saudi Arabia. So, the first step is securing a job from a Saudi employer. The employer will then apply for a visa on the expat’s behalf. Expats must submit vital documents, undergo a medical examination, and acquire an entry visa. Once in Saudi Arabia, the employer will complete the process of obtaining an Iqama or a residence permit for the expat.

 

5. What Are the Legal Obligations of Employers Towards Expat Employees?

Employers in Saudi Arabia have several key legal obligations towards expat employees, including:

1. Business Assignment and Liability (Article 11): New employers must uphold the same worker rights as the original employer, with both parties jointly liable for legal obligations.
2. Work Organisation Regulation (Article 13): Employers must develop and get approval for a work organisation regulation from the Ministry of Human Resources and Social Development, ensuring employees are informed of their roles.
3. Notification Requirements (Article 15): Employers must notify the labour office about the organisation’s details, worker numbers, and managerial contacts upon starting operations.
4. Employer Representative (Article 16): A representative must be designated if the employer cannot manage the business personally, with timely notifications to the labour office for any changes.
5. Record Keeping and Display (Article 17): Employers must maintain accurate records and display working hours and breaks prominently in the workplace.
6. Reporting Requirements (Article 25): Regular reports on job vacancies, employment measures, and non-Saudi worker details must be submitted to the labour office.
7. Worker Duties (Article 65): Workers must follow trade practices, care for the employer’s property, maintain confidentiality, and assist in emergencies.

These obligations ensure fair treatment and compliance with Saudi Labour Law, protecting both employers and expatriate employees. You can learn more about them here.