---
title: "Saudi Arabia Hiring Guide 2026 | Iqama Permit Before Day One"
description: "Hire in Saudi Arabia 2026: Iqama permit before day one, Labour Law contract, GOSI registration, probation up to 6 months. Teamed handles all steps."
canonical: https://www.teamed.global/country-hiring-guides/saudi-arabia/hiring-guide
---

Saudi Arabia · Hiring guide child

Served by Teamed vetted partner-entity network in Saudi Arabia

# How do you *hire a Saudi Arabia employee* in 2026?

Saudi Arabia has no right-to-work check in the Western sense. Instead every expatriate employee must hold a valid Iqama residency and work permit before they start. Probation can run up to 6 months. The employer can end employment during probation with no notice required by law.

Last reviewed 13 Jun 2026 · Saudi Arabia guide

![A modern business district in Riyadh with gleaming towers and wide streets under a clear sky.](/images/country-guides/saudi-arabia-hiring-guide.webp)

Illustration · Riyadh, Saudi Arabia

Answer.cite this

The Saudi Arabia hire process has five steps. Offer letter, work permit and Iqama check, Labour Law contract, GOSI registration, first payday.

Expatriate employees need a valid Iqama residency and work permit before they start. This is arranged through your sponsor (kafeel) or EOR entity in Saudi Arabia.

Probation runs up to 6 months. The employer can end employment during probation without giving notice. After probation, the employer must give 60 days written notice to terminate.

![Hands completing paperwork at a desk in a Saudi office with natural light.](/images/country-guides/saudi-arabia-hiring-guide-polaroid-1.webp)

Iqama first

## What does the end-to-end Saudi Arabia hire process look like?

Five steps take you from accepted offer to first payslip. Offer letter, work permit and Iqama, Labour Law contract, GOSI registration, first payday.

The critical path for expatriate hires is the Iqama and work permit. That step must be complete before the employee starts work.

| Step | What happens | Owner | Timing |
| --- | --- | --- | --- |
| 1. Offer letter | Written offer with role, salary, start date, and key terms. Registered on the Qiwa platform. | Client / Teamed drafts | Same day after verbal accept |
| 2. Work permit and Iqama | Expatriate employee obtains or transfers their Iqama residency permit and work visa under the employer's sponsorship. Saudi nationals require no permit. | Teamed (sponsor / EOR entity) | Before the employee starts |
| 3. Labour Law employment contract | Written contract issued, registered on Qiwa, covering all required terms under the Saudi Labour Law | Teamed (legal employer) | On or before day one |
| 4. GOSI registration and onboarding admin | Register the employee with GOSI for social insurance, collect bank details, set up payroll on the Wage Protection System (WPS) | Teamed | Days 1 to 7 |
| 5. First payday | First payslip issued via the WPS, GOSI contributions filed | Teamed | End of first calendar month |

1. Issue the offer letter Send a written offer the same day as verbal acceptance. Include role, salary, start date, probation of up to 6 months, and any work permit conditions. Register the offer on Qiwa.
2. Confirm work permit and Iqama For expatriate employees, confirm the Iqama and work permit are active under your entity's sponsorship before the start date. Saudi nationals need no permit but their national ID must be on file.
3. Issue the written employment contract The Saudi Labour Law contract must be in Arabic (bilingual Arabic/English is standard) and registered on Qiwa on or before day one. Teamed's contract covers all required terms. Clients choose commercial elements; Teamed signs as the legal employer.
4. Complete GOSI registration and WPS setup Register the employee with GOSI for social insurance, enrol them in the Wage Protection System, and collect their IBAN. This runs across days one to seven.
5. Issue the first payslip via WPS Run the first payroll at the end of the first calendar month. All payments to Saudi Arabia employees must go through the WPS. The employee receives their payslip and GOSI contributions are filed.

## What must a Saudi Arabia offer letter include?

The offer letter is not the binding contract. It is the document the candidate accepts before the formal employment contract is issued.

Include role title, reporting line, start date, gross monthly salary, working hours, location, probation period of up to 6 months, and any permit conditions.

Three traps to avoid in Saudi Arabia offer letters:

- **Quoting net salary.** Saudi Arabia levies no personal income tax on employment income for any employee. Quoting net and gross in the offer creates confusion if GOSI deductions or other items change. Quote gross only.
- **Omitting Saudization obligations.** Under the Nitaqat framework, private-sector companies must meet minimum Saudi national employment quotas. If your hire is a Saudi national, the offer letter should confirm the role counts toward your Nitaqat band. If the hire is an expatriate, confirm the company is within its permitted quota before extending the offer.
- **Inconsistent probation terms.** The 2025 amendments allow a probation of up to 6 months from the outset, registered on Qiwa. If the offer letter states a shorter period and the registered contract states the full period, the registered Qiwa contract governs. Align both documents before signing.

Teamed's standard Saudi Arabia offer letter covers all required ground and aligns with the Qiwa-registered contract. Clients choose commercial elements. Teamed holds the legal-employer position.

## Saudi Arabia work authorisation: the Iqama and work permit check

Saudi Arabia does not use the UK-style right-to-work check system. Instead every expatriate employee must hold a valid Iqama (residency permit) with work authorisation before starting employment.

Saudi nationals are free to work without a permit. Expatriates need a sponsored work visa and a valid Iqama issued to the employing entity.

### Saudi nationals

Saudi national employees need no work permit. The employer checks their Saudi national ID (Hawiya) before the start date and retains a copy for the employment file. The employee is registered on Qiwa using their national ID number.

### Expatriate employees

Expatriate employees require two documents: a work visa issued by the Saudi Ministry of Foreign Affairs, and an Iqama residency permit issued by the Ministry of Interior. Both are tied to the sponsoring employer entity. The employee cannot legally start work before both are in place.

The sponsoring employer (or EOR entity acting as sponsor) applies for the work visa through the Ministry of Human Resources and Social Development online portal. Once issued, the employee enters Saudi Arabia on that visa. The Iqama is then applied for within the first 90 days of arrival and must be renewed annually.

For transfers between employers, the employee must obtain a transfer of sponsorship through the Musaned or MHRSD portal. Saudi Arabia's abolition of the traditional exit visa in 2021 means most employees can leave the country freely, but the Iqama and work permit remain tied to the employer.

MHRSD · Labor Relations, Ministry of Human Resources and Social Development

Saudi Arabia requires expatriate workers to hold a valid residency permit (Iqama) with work authorisation issued under the sponsoring employer's licence before commencing employment. Employment without a valid Iqama is a violation of the Saudi Labour Law and the Residency Law.

Source: [Ministry of Human Resources and Social Development: Labor Relations](https://www.hrsd.gov.sa/en/%D8%B9%D9%84%D8%A7%D9%82%D8%A7%D8%AA-%D8%A7%D9%84%D8%B9%D9%85%D9%84)

### Ongoing checks and renewals

Iqama permits must be renewed annually. The employer is responsible for renewing the employee's Iqama before it expires. An expired Iqama exposes both the employee and the employer to fines and potential visa cancellation. Teamed tracks every expiry date and initiates renewal ahead of the deadline.

## The Saudi Arabia employment contract: what must it contain?

Every employee in Saudi Arabia must receive a written employment contract. The contract must be registered on the Qiwa platform before the employee starts.

Saudi Labour Law sets the minimum content requirements. The contract is the binding document.

What the Saudi Arabia employment contract must include:

- Full names of employer and employee, and employer's commercial registration number
- Date employment begins
- Job title and a brief description of the role
- Place of work and any mobility clause
- Basic monthly salary and any fixed allowances (housing, transport, cost-of-living)
- Working hours per day and per week (the law permits up to 48 hours per ordinary week)
- Annual leave entitlement: 21 days per year for the first five years of service, rising to 30 days after five continuous years
- Probation period, if agreed (up to 6 months under the 2025 amendments)
- Notice period post-probation (employer: 60 days minimum; employee: 30 days minimum)
- Reference to the End of Service Gratuity (EOSG) entitlement under Article 84 of the Labour Law
- Disciplinary procedures or reference to the company's internal policies

The contract must be in Arabic (the Arabic version governs in any dispute). A bilingual Arabic/English contract is standard practice. Teamed issues bilingual contracts as the default.

Since 2021, all employment contracts for private-sector employees must be registered and signed on the Qiwa platform operated by the Ministry of Human Resources and Social Development. An unregistered contract creates a compliance gap and may affect the employee's visa status.

Key source: [Ministry of Human Resources and Social Development: Labor Relations](https://www.hrsd.gov.sa/en/%D8%B9%D9%84%D8%A7%D9%82%D8%A7%D8%AA-%D8%A7%D9%84%D8%B9%D9%85%D9%84)

## Onboarding admin in the first week

Days 1 to 7 cover GOSI registration, Wage Protection System enrolment, Qiwa contract confirmation, bank details, and benefits setup.

Teamed handles the payroll and compliance side. The client handles the operational and cultural side.

| Onboarding task | Who does it | Day |
| --- | --- | --- |
| Employment contract signed and registered on Qiwa | Employee and Teamed | Day 0 or 1 |
| Work permit and Iqama confirmed active | Teamed | Day 0 (before start) |
| Saudi national ID or Iqama copy filed | Employee submits to Teamed | Day 1 |
| GOSI registration (Saudi nationals: full contribution; expatriates: occupational hazard only) | Teamed | Days 1 to 7 |
| Wage Protection System (WPS) bank account enrolled | Teamed | Days 1 to 7 |
| IBAN and local bank details collected | Teamed | Days 1 to 7 |
| Housing and transport allowances confirmed in payroll system | Teamed | Days 1 to 7 |
| Equipment and system access | Client | Days 0 to 1 |
| Manager introduction and first-week plan | Client | Days 0 to 7 |
| 30-60-90 day plan documented | Client (manager) | Days 1 to 14 |

## How does Teamed handle Saudi Arabia employment for you?

Teamed becomes your legal [employer of record](/lp/employer-of-record) in Saudi Arabia for [**from $599 per employee per month**](/pricing), with **zero FX mark-up** in any currency.

The Iqama sponsorship, Qiwa contract, GOSI registration, and WPS payroll all run on **one platform**.

**Real HR and legal experts** handle your Saudi Arabia hires, from sponsoring the Iqama through every monthly WPS payroll run and GOSI filing. **An actual person**, not a chatbot or a pooled queue. There is **no setup fee** and **no exit fee**. Employer cost **passes through at cost, itemised** on every invoice.

EOR payroll, contractor onboarding, and entity setup all live on **one platform**. A Saudi Arabia contractor who converts to full employment keeps their record. Run the [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator) to see the month your Saudi Arabia hire is ready to graduate to your own entity. Start from the Saudi Arabia hiring overview. Each guide here covers one layer of Saudi employment law.

Key sources: [MHRSD: Labor Relations](https://www.hrsd.gov.sa/en/%D8%B9%D9%84%D8%A7%D9%82%D8%A7%D8%AA-%D8%A7%D9%84%D8%B9%D9%85%D9%84), [2025 KSA Labour Law Amendments (Addleshaw Goddard)](https://www.addleshawgoddard.com/en/insights/insights-briefings/2025/employment/navigating-new-horizon-understanding-2025-amendments-ksa-labour-law/), and [GOSI Rates 2026 (Mercans)](https://mercans.com/resources/statutory-alerts/saudi-arabia-gosi-contribution-rates-saned-unemployment-fund-2026/).

## Frequently asked questions

How long does it take to hire someone in Saudi Arabia through Teamed?

For Saudi nationals, Teamed can onboard a new employee within a few business days once the offer is accepted. For expatriate employees the critical path is the Iqama and work permit, which must be active before the employee starts. If the employee already holds an Iqama with a transferable work authorisation, the transfer typically takes one to two weeks. New permits take longer. Teamed manages the entire sponsorship process.

Does Saudi Arabia have a right-to-work check like the UK?

Not in the UK sense. Saudi Arabia does not use a government online right-to-work portal. Instead, expatriate employees must hold a valid Iqama (residency permit) with work authorisation issued to the employing entity before they can legally start. Saudi nationals need no permit; the employer files their national ID (Hawiya) on the Qiwa platform. Employing someone without a valid Iqama is a violation of Saudi Labour Law and the Residency Law.

What is the probation period and notice during probation in Saudi Arabia?

The probation period in Saudi Arabia can last up to 6 months under the Labour Law as amended in February 2025. This can be agreed from the outset in the registered Qiwa contract. During probation, either side can end employment without giving notice (the law sets no mandatory notice during this period). Accrued pay and benefits to the termination date must still be settled.

What notice period applies after probation in Saudi Arabia?

After probation the employer must give 60 days written notice to terminate an indefinite-term contract. The employee must give 30 days written notice to resign. Payment in lieu of notice is permitted. If the employee resigns and the employer does not respond within 30 days, the resignation is treated as automatically accepted.

What is the annual leave entitlement for a Saudi Arabia employee?

The minimum paid annual leave is 21 days per year for employees with fewer than five years of service. After five continuous years with the same employer, the entitlement rises to 30 days per year. Saudi Arabia has 10 official public holidays in 2026, which are additional to annual leave.

Teamed Legal Operations

The Iqama is what catches companies out in Saudi Arabia. They assume the employee can start while the permit is in progress. They cannot. The permit must be active before day one. We manage the sponsorship and the renewal calendar so that no hire lands in a compliance gap.

A note from Tom Price-Daniel

In Saudi Arabia the work permit comes before the contract, not after.  
No Iqama means no lawful start date. That is the sequence you cannot flip.  
Get the sponsorship right and the rest of the hire falls into place.

Tom Price-Daniel · Co-founder, Teamed

## Related Saudi Arabia guides

- Hiring in Saudi Arabia, overviewparent
- [Saudi Arabia termination and severance](/country-hiring-guides/saudi-arabia/termination-and-severance)sibling
- [Saudi Arabia tax and payroll](/country-hiring-guides/saudi-arabia/tax-and-payroll)sibling
- [Saudi Arabia employer cost breakdown](/country-hiring-guides/saudi-arabia/cost-breakdown)sibling
- [Employer of Record overview](/lp/employer-of-record)core
- [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator)tool
- [Talk to an expert](https://www.teamed.global/contact)CTA

A note on this page.

This is a guide, not legal, tax or accounting advice. Rules changed significantly in February 2025 when Saudi Arabia amended its Labour Law. Verify current requirements with the Ministry of Human Resources and Social Development (MHRSD) and the General Organization for Social Insurance (GOSI) for Saudi Arabia, or speak to a qualified professional, before relying on any specific framework.