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Saudi Arabia Work Permits & Visas: Employer Guide to Types & Sponsorship

Looking to sponsor an international hire in Saudi Arabia? This guide breaks down what employers need to know — from visa types to employer obligations and timelines. Whether you're hiring locally or relocating international talent, we've got you covered.

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Capital City

Riyadh

Currency

Saudi Riyal

(

﷼

)

Timezone

AST

(

GMT +3

)

Payroll

Monthly

Employment Cost

2% - 11.75%

Milani Notshe

Research Specialist

Last Updated

July 11, 2025

In This Guide

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Sponsoring a Visa in Saudi Arabia: What Employers Need to Know

Are you an employer looking to sponsor international talent in Saudi Arabia? Navigating Saudi Arabia’s visa and work permit process can be complex — especially without a local legal entity or dedicated HR team.

This guide breaks down everything you need to know about employer-sponsored work visas in Saudi Arabia, including processing times, documentation, and local compliance rules. Whether relocating a team member or hiring locally, Playroll simplifies visa sponsorship through an end-to-end employer of record platform.

Key Takeaways

Employers must register with the Ministry of Human Resources and Social Development (MHRSD) to sponsor foreign workers.

The work permit process typically takes 14 days to several months.

Common work permits include the Employment Visa (SAR 1,000) and the Skilled Worker Visa (SAR 2,000).

Independent contractors must apply through a freelance work visa process.

Work permits are tied to specific locations, and employees need approval for job changes or moves.

Who Needs a Work Permit in Saudi Arabia

In Saudi Arabia, any foreign national intending to work must obtain a valid work permit. This requirement applies to all job roles and industries, ensuring that expatriates are legally authorized to work in the Kingdom. Employers are responsible for sponsoring and securing work permits for their international hires to comply with Saudi labor laws.

Foreign workers cannot legally work in Saudi Arabia without a work permit and residence permit (Iqama). These permits are mandatory to ensure compliance with labor regulations and proper tracking of employment status within the country.

Types of Work Visas in Saudi Arabia

Saudi Arabia provides several work visa categories designed to meet various employment needs. Employers can select the most appropriate visa type based on the job role and duration.

Visa Type	Description
Employment Visa	Issued to professionals with a valid job offer and employment contract from a Saudi employer; allows for long-term employment.
Seasonal Work Visa	Granted for temporary or seasonal jobs, such as those in agriculture or events; typically time-bound and non-renewable.
Business Visit Visa	Suitable for short-term commercial activities like meetings, negotiations, or corporate events; does not permit hands-on work.

Common Hiring Scenarios for Saudi Arabia

When hiring talent in Saudi Arabia, employers typically choose one of three pathways depending on the role, duration, & legal requirements. Below are the most common models.

Use Case 1: Sponsoring a Foreign Employee via Work Permit or Visa

This is the most common route for companies hiring full-time foreign talent in Saudi Arabia. To sponsor this visa, an employer (or Playroll as the Employer of Record) must have a registered legal entity in-country and issue a compliant offer of employment.

Key Employer Considerations:

Sponsorship is required — contractors or freelancers cannot apply under this visa.
Employees must remain in the approved work location unless authorized to relocate or change employers.
Processing timelines vary (approximately 14 days to several months), depending on the consulate or embassy.

This is best for: Long-term roles with in-office or hybrid presence in Saudi Arabia.

Use Case 2: Hiring a Foreign Contractor in Saudi Arabia

Independent professionals in Saudi Arabia can legally work with international clients without employer sponsorship, but must comply with local tax registration and reporting laws.

With Playroll’s Contractor Management solution, you can:

Draft fully compliant local contractor agreements.
Automate contractor invoicing and cross-border payments, in Singapore Dollar (SGD) or USD.
Mitigate risk of permanent establishment and contractor misclassification.

This is best for: Freelancers, consultants or project-based roles, especially if the worker already lives in Saudi Arabia.

Use Case 3: Relocating an Existing Employee to Saudi Arabia

Transferring an existing team member to Saudi Arabia? You’ll still need to navigate the same visa and payroll setup process. Even if the employee works for you elsewhere, a local employer of record is required to stay compliant.

EOR’s, like Playroll, handle all local steps, including:

Work permit sponsorship and immigration paperwork,
Registration with local authorities and payroll systems,
Enrollment in mandatory benefits and statutory schemes.

This is best for: Internal transfers or remote-first companies looking to expand into Asia, or talent retention offerings for global mobility programs.

Not Sure What to Pay in Saudi Arabia? Compare fair, local salaries with our free benchmarking tool.

Requirements for a Work Permit in Saudi Arabia

Employers must meet specific criteria when applying for a work permit in Saudi Arabia. These requirements ensure compliance with legal and labor regulations.

Valid Passport: Employees must have a passport with at least six months' validity and two consecutive blank visa pages.
Employment Contract: A signed employment contract detailing job roles and terms, certified by the Saudi Chamber of Commerce and Ministry of Foreign Affairs.
Educational and Professional Qualifications: Relevant degrees and certificates must be attested by the Saudi Embassy and Saudi Cultural Mission in the employee’s home country.
Medical Examination: Employees must undergo a medical examination at an approved center to ensure they are free of infectious diseases.
Police Clearance Certificate: A recent certificate verifying the employee’s clean criminal record must be submitted.
Age Requirements: Employees are generally required to be between 21 and 55 years old. Special permission is needed for those older than 55.

Saudi Arabia Work Permit Application Process

Step 1: Job Offer and Sponsorship: Employers must secure a formal job offer and act as the employee's sponsor throughout the process.
Step 2: Application Submission: Submit the work visa application via the Ministry of Foreign Affairs (MOFA) online portal, including all required documents.
Step 3: Document Attestation: Employers must have employment contracts and educational certificates attested by the Saudi Chamber of Commerce and Ministry of Foreign Affairs.
Step 4: Medical and Security Clearances: Assist employees in obtaining a medical examination and a police clearance certificate from their home country.
Step 5: Visa Stamping: Submit the application to the Saudi embassy or consulate for visa stamping in the employee’s home country.
Step 6: Arrival and Iqama Issuance: Upon arrival, employers must apply for a residence permit (Iqama) within 90 days, enabling employees to live and work legally in Saudi Arabia.

Process for Visa Sponsorship in Saudi Arabia

Employers in Saudi Arabia act as official sponsors for foreign employees. Sponsorship involves applying for the employee’s work visa, ensuring compliance with labor laws, and facilitating the employee’s entry into the country. Sponsors are legally responsible for employees during their stay, including work permit renewals and legal compliance.

It is essential for employers to stay informed about sponsorship regulations, as non-compliance can lead to penalties. Sponsors also play a key role in assisting employees with housing, residency permits (Iqama), and integration into the local work environment.

What Are the Fees for a Work Permit or Visa in Saudi Arabia

The fees for work permits and visas in Saudi Arabia depend on the visa type and duration. Employers are typically responsible for covering these costs.

Visa Type	Application Fee
Employment Visa (1-Year Validity)	SAR 5,000
Employment Visa (2-Year Validity)	SAR 8,000
Business Visit Visa (Multiple Entry, 6 Months)	SAR 3,000

Note: The above fees reflect government fees for work permits and visas in Saudi Arabia, and is not associated with Playroll's fees for visa support services. Please contact our team for detailed information on our visa support services.

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Processing Time for a Work Permit or Visa in Saudi Arabia

Processing times for work permits and visas in Saudi Arabia vary based on factors such as nationality, visa type, and document completeness. Generally, the process takes 14 days to several months. Employers should allow ample time for approvals and document verification.

In most cases, visa stamping can be completed within 14 to 30 days if all documents are in order. However, certain applications may take longer, particularly for specialized job roles or incomplete submissions.

Work Permit Renewal Periods in Saudi Arabia

Work permits and residence permits (Iqama) in Saudi Arabia are typically valid for one year and must be renewed annually. Employers are responsible for initiating the renewal process to maintain compliance and avoid penalties.

It is recommended to begin the renewal process at least two months before the expiration date to ensure sufficient time for processing. Late renewals can result in fines, legal issues, or even cancellation of the work permit, potentially disrupting employment.

Visa Requirements for Digital Nomads in Saudi Arabia

Currently, Saudi Arabia does not offer a specific visa category for digital nomads. Individuals intending to work remotely from the Kingdom must obtain a visa that aligns with their intended activities, such as a Business Visit Visa or Employment Visa.

Business Visit Visa: Suitable for short-term business activities such as meetings and negotiations but does not permit long-term residence or hands-on work.
Employment Visa: Required for any long-term work arrangement and residency within Saudi Arabia.

Employers should carefully assess the nature of the work to ensure their employees have the correct visa and work authorization to avoid legal issues.

Common Challenges and Tips for Employers Hiring in Saudi Arabia

Employing foreign workers in Saudi Arabia can pose several challenges due to regulatory requirements and cultural differences. Employers should prepare for these obstacles to ensure smooth operations.

Regulatory Compliance: Saudi labor laws and visa policies are complex and frequently updated. Employers must stay informed and ensure compliance to avoid fines or delays.
Saudization Requirements: Employers must balance hiring expatriates with meeting Saudization quotas, which prioritize employment for Saudi nationals.
Cultural Adaptation: Employers should provide cultural training to help foreign employees integrate and adapt to Saudi Arabia’s customs and workplace culture.
Administrative Processes: Obtaining work permits and Iqamas involves multiple steps, requiring thorough documentation and time management.

Tips for Employers:

Stay updated on changing regulations through official Saudi government resources.
Engage local consultants or legal advisors to navigate complex procedures.
Begin the application process early to avoid delays and ensure timely approvals.
Offer support services, including housing assistance and cultural orientation, to expatriate employees.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

ABOUT THE AUTHOR

Milani Notshe

Milani is a seasoned research and content specialist at Playroll, a leading Employer Of Record (EOR) provider. Backed by a strong background in Politics, Philosophy and Economics, she specializes in identifying emerging compliance and global HR trends to keep employers up to date on the global employment landscape.

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FAQs about Work Permits & Visas in Saudi Arabia

Can Playroll sponsor a visa in Saudi Arabia?

Yes, Playroll can sponsor work visas in Saudi Arabia. As the legal employer, we manage the full visa process with local authorities — from documentation to approvals — ensuring your hire is compliant and ready to work. Whether you're relocating a team member or hiring in Saudi Arabia, our experts will guide you step by step.

Want to get started? book a demo and we’ll walk you through the process.

What is the difference between a work permit and a work visa in Saudi Arabia?

A work visa allows a foreign national to enter Saudi Arabia for employment purposes. Upon arrival, the individual must obtain a work permit (Iqama), which authorizes them to reside and work in the Kingdom legally. The work visa is the entry authorization, while the work permit is the legal document permitting employment within the country.

How long does it take to process a work permit or visa in Saudi Arabia?

Processing times vary but generally range from 14 days to several months, depending on factors such as the applicant's nationality, visa type, and the completeness of the application. Employers should plan accordingly to accommodate these timelines.

What are the requirements for sponsoring a work permit or visa in Saudi Arabia?

Employers must provide a formal job offer, act as the official sponsor, and ensure the submission of necessary documents, including an employment contract, attested educational certificates, medical examination reports, and a police clearance certificate. Compliance with Saudi labor laws and Saudization policies is also required.

What types of work permits and visas are available in Saudi Arabia?

Saudi Arabia offers several work visa categories, including: Employment Visa: For long-term employment with a Saudi employer. Seasonal Work Visa: For temporary or seasonal jobs, typically time-bound and non-renewable. Business Visit Visa: For short-term business-related activities; does not permit hands-on work. Each visa type has specific requirements and is suited to different employment scenarios.