Immigration

Saudi Arabia | Saudi Arabia immigration and workforce update: Nitaqat salary changes and new family visa procedures

Summary

Saudi Arabia has announced two immigration and employment updates that may affect employers and expatriate employees relocating to the Kingdom.

• Revised Nitaqat salary thresholds: The minimum monthly salary for Saudi nationals to count fully towards Saudization requirements will increase to SAR 5,000 from 25 April 2027, followed by SAR 6,000 from 25 April 2028.
• Concurrent family visa processing: Eligible, highly skilled expatriates can now arrange entry visas for qualifying family members alongside their own employment visa procedures, potentially allowing families to relocate to Saudi Arabia together rather than arranging family entry at a later stage.

These developments highlight the importance of reviewing Saudization compliance and planning immigration arrangements early in the relocation process.

The detail

Nitaqat: increased minimum salary thresholds for Saudi nationals

Saudi Arabia’s Ministry of Human Resources and Social Development (MHRSD) has announced a phased increase in the minimum monthly salary required for Saudi nationals to count fully towards an employer’s Saudization requirements under the Nitaqat programme.

The changes will be implemented as follows:

Implementation date	Minimum monthly salary	Impact on Nitaqat
Until 24 April 2027	Existing requirements apply	Saudi employees are assessed under the current salary thresholds.
From 25 April 2027	SAR 5,000	Saudi employees must meet the new minimum salary threshold to count fully towards Saudization requirements.
From 25 April 2028	SAR 6,000	The minimum salary threshold will increase further to SAR 6,000.

The Ministry has clarified that the change relates to how Saudi employees are counted towards Saudization requirements. It does not, in itself, require employers to increase every Saudi employee’s salary. However, employers may need to review existing salary structures to ensure their workforce continues to meet the applicable Nitaqat requirements.

Saudi Arabia introduces concurrent family visa processing

Saudi Arabia has introduced a measure allowing eligible, highly skilled expatriate employees to arrange entry visas for qualifying family members while their own employment visa procedures are being completed.

Under the new arrangement, eligible family members include: spouses, sons under the age of 18 and unmarried daughters.

Previously, expatriate employees generally needed to complete their own immigration and residence procedures before proceeding with the process of bringing eligible family members to Saudi Arabia through the relevant family visa channels, including the Istiqdam process where applicable.

Under the new arrangement, qualifying employees may be able to process their family members’ entry visas concurrently with their own employment visa procedures. This change can allow employees and their families to travel to Saudi Arabia together, reducing delays and the need to coordinate separate relocation timelines.

Important considerations:

• The arrangement applies to eligible, highly skilled expatriates and is not necessarily available to every foreign employee.
• Family members must meet the applicable eligibility and documentation requirements.
• The new measure concerns the processing of family entry visas. The required residence permit procedures for dependents must still be completed after arrival in Saudi Arabia.

What this means

Nitaqat compliance

Employers should assess the potential impact of the revised salary thresholds on their Saudization position and workforce planning.

Recommended actions include:

• Reviewing the salaries of existing Saudi employees against the upcoming thresholds.
• Identifying employees who may no longer count fully towards Nitaqat requirements if their salaries fall below the applicable minimum.
• Assessing the potential impact on the company’s Nitaqat classification and Saudization targets.

Early planning will help employers avoid unexpected compliance issues and allow sufficient time to make any necessary adjustments.

Expatriate relocations

The introduction of concurrent family visa processing may simplify relocation planning for eligible expatriates moving to Saudi Arabia with their families.

Employers should consider:

• Identifying incoming employees who intend to relocate with eligible dependents.
• Assessing whether the employee qualifies for the new arrangement.
• Reviewing the required documentation and coordinating the employee’s and family’s visa applications.
• Updating relocation timelines and onboarding procedures to accommodate concurrent processing where available.
• Confirming the applicable post-arrival residence procedures before travel.

How we can help

We can support employers in assessing the potential impact of the new requirement through:

Nitaqat and Saudization advisory

• Review your current Saudi workforce and identify potential exposure to the revised salary thresholds.
• Assess the potential impact on your Saudization position and workforce planning.
• Provide practical recommendations to help maintain compliance ahead of the implementation dates.

Saudi immigration and family relocation

• Assess employee eligibility for concurrent family visa processing.
• Advise on the applicable visa requirements, supporting documentation and application procedures.
• Coordinate employee and eligible family member visa applications where the new arrangement is available.
• Support post-arrival residence procedures and advise on the next steps required to complete the relocation process

We continue to monitor regulatory updates and will share further guidance as new information becomes available. For tailored advice, please contact our team.

Contact us

For a deeper discussion on the above, please reach out to your Vialto Partners point of contact, or alternatively:

Anir Chatterji
EMEA Immigration Partner

Ali Ibrahim
Director, KSA and Bahrain Lead

Adel Moumen
Senior Manager Middle East Immigration

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