There are two notable updates with regards to Saudi Arabia immigration. Firstly, Saudi Arabia has implemented a suspension of the Temporary Work Visa (TWV) program for all nationalities, including pending applications. The suspension, which has not yet been publicly announced by authorities, removes the TWV quota from the Qiwa platform and significantly impacts employers relying on short-term international talent for project-based assignments. No timeline for resumption has been provided.
Secondly, the Ministry of Human Resources and Social Development (MHRSD) has introduced new Saudisation requirements targeting various roles in the tourism sector. The measures will be phased in between 2026 and 2028, with Saudisation rates ranging from 30% to 100%, depending on the role. This initiative is part of the Kingdom’s broader workforce nationalisation strategy.
In a development that has not been widely communicated, Saudi Arabia has quietly paused the issuance of Temporary Work Visas (TWVs), effective 28 April 2025. The decision affects all new and pending TWV applications, with the TWV quota option removed from the Qiwa platform, signaling a temporary halt in processing.
Key implications:
Operational disruption: Employers across sectors such as construction, event management, consultancy, and equipment maintenance may face immediate staffing challenges for short-term projects if they use this visa route.
Uncertainty for existing visa holders: No official guidance has been provided on whether current TWV holders must exit the country or may remain until their visas expire.
Compliance risks: Employers must ensure foreign nationals remain compliant with current visa terms to avoid penalties or legal complications.
The move appears aligned with Saudi Arabia’s Saudisation goals, which prioritise local employment. However, the lack of official communication and timeline for resumption introduces significant uncertainty for companies with urgent short-term talent needs. Employers are encouraged to look at viable alternatives, which includes looking at the longer term visa route/residence permit (Iqama).
In continuation of the Saudisation agenda, Saudi Arabia has announced a phased expansion of Saudisation requirements targeting key positions in the tourism and hospitality sectors. The new quotas are designed to increase local participation in both entry-level and managerial roles over the next three years.
Implementation Timeline and Requirements:
Effective 22 April 2026:
100% Saudisation: Receptionists, hotel receptionists, information clerks, and call center agents
70% Saudisation: Branch managers, tour guides, and equivalent positions
50% Saudisation: Tourist agents, sales representatives, and related roles
Effective 3 January 2027:
30% Saudisation: Chef roles
Effective 2 January 2028:
50% Saudisation: Hotel managers, sales managers, and equivalent positions
Employers in the tourism industry must begin reviewing their workforce strategies and hiring plans to meet the new Saudisation targets. Proactive planning, upskilling of local talent, and potential restructuring may be necessary to ensure compliance and minimise business disruption. This comes on the back of a further announcement that effective 27 July 2025 the following professions will experience rises in Saudisation:
Accounting Professions: Saudisation to gradually rise over five years, with an initial 40% in 2025, reaching 70% by 2028
Engineering Technical Professions: Saudisation to be set at 30% for engineering technical professions from the previous 25%
These developments reflect Saudi Arabia’s continued commitment to national workforce localisation and regulatory reform. The suspension of TWVs may disrupt short-term staffing plans, particularly for project-based or specialised roles, while the phased Saudisation requirements demand a proactive approach to talent planning and compliance. Businesses operating in the Kingdom should assess their current workforce strategies, explore alternative visa pathways, and prioritise workforce nationalisation efforts to remain aligned with evolving labour regulations.
At Vialto Partners, we provide expert guidance on navigating Saudi Arabia’s immigration policies and their implications for businesses and employees. We are closely monitoring the above changes and can advise you with respect to the impact of those changes as well as conduct any assessments your business might need to comply with the new requirements. For tailored advice on how these changes may affect your business or employees, please contact our team.
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
Ahmed Amer
Manager
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