Saudi Work Visa Update: Skilled Workers Can Now Process Family Entry Visas Concurrently (October 2026)
October 22, 2026
As part of ongoing workforce localisation efforts under Vision 2030, the Ministry of Human Resources and Social Development announced on 25 October 2026 a significant adjustment to Nitaqat calculation rules. The revised Nitaqat Full Credit Threshold will affect how Saudi employees count towards private-sector localisation targets, with important implications for employers, workforce planning, and Saudi work visa eligibility.
What Is Changing Under the Nitaqat Full Credit Threshold?
Previously, a Saudi employee required a monthly salary of SAR 4,000 to receive full credit under Nitaqat.
Effective 25 April 2027, the Nitaqat Full Credit Threshold will increase to SAR 5,000. On 25 April 2028, it will rise further to SAR 6,000.
This change does not introduce a mandatory salary increase. Employers retain discretion over compensation. Instead, the revised Nitaqat Full Credit Threshold determines whether a Saudi national qualifies for full credit in an establishment’s localisation ratio. Employees earning below the applicable threshold may receive reduced or zero credit, depending on the relevant calculation rules.
Which Workers Are Affected by the Nitaqat Full Credit Threshold?
The revised Nitaqat Full Credit Threshold applies to the following categories of Saudi workers:
Full-time employees
Part-time employees
Workers engaged under flexible work arrangements
Part-time students
Eligible persons with disabilities
Employers should review salary levels across all relevant worker categories to understand how the new thresholds could affect their localisation ratios and compliance requirements.
How the Nitaqat Full Credit Threshold Affects Employers
The Nitaqat Full Credit Threshold could influence an establishment’s colour classification through the Qiwa platform. This classification plays an important role in determining an employer’s ability to sponsor new Saudi work visas, renew existing permits, and process sponsorship transfers.
A reduction in the number of Saudi employees receiving full credit could lower an establishment’s Nitaqat classification, even if its total workforce remains unchanged. A shift from Medium Green to Low Green or Red, for example, may restrict international recruitment and affect business operations.
Illustrative Example of the Nitaqat Full Credit Threshold
Consider an establishment employing 40 Saudi nationals:
25 employees earn SAR 5,500 or above and qualify for full credit under the 2027 threshold.
15 employees earn SAR 4,500 and may receive reduced credit under the revised rules.
In this example, the establishment’s full-credit Saudi headcount could fall from 40 to approximately 25–28, depending on the applicable calculation methodology. This could affect its Nitaqat colour classification and international recruitment capacity.
Employers should use establishment-specific Qiwa data to assess the actual impact rather than relying on illustrative figures alone.
How the Nitaqat Full Credit Threshold Interacts with Existing Nitaqat Rules
The Nitaqat Full Credit Threshold changes will operate alongside the current three-year Nitaqat cycle, entity-level assessment methodology, and profession-specific localisation requirements, including localisation rules for administrative support roles.
These combined requirements may increase compliance pressure on establishments that have not reviewed their salary structures or workforce plans. Employers should assess both upcoming thresholds alongside their existing Saudisation obligations to understand the potential effect on Saudi work visa sponsorship.
Recommended Actions for the Nitaqat Full Credit Threshold Changes
Employers should prepare for the revised Nitaqat Full Credit Threshold by taking the following steps:
Audit Saudi employee salaries: Review current salary distribution and calculate the existing full-credit ratio.
Model future Nitaqat classifications: Use establishment-specific Qiwa data to assess the potential impact of the 2027 and 2028 thresholds.
Review recruitment plans: Evaluate the organisation’s ability to attract and retain Saudi talent at salary levels that qualify for full credit.
Plan international recruitment: Align visa applications and recruitment timelines with the projected Nitaqat classification.
Update workforce budgets: Include both Nitaqat Full Credit Threshold increases in 2027–2028 financial and workforce forecasts.
Employers should confirm the precise partial-credit calculation methods and system update timelines directly with Qiwa or the Ministry of Human Resources and Social Development.
How to Maintain Compliance with the Nitaqat Full Credit Threshold
Preparing early for the Nitaqat Full Credit Threshold increases can help employers protect their compliance status and workforce flexibility.
Practical options include:
Implementing targeted salary adjustments where the additional Nitaqat credit justifies the cost.
Recruiting Saudi nationals into roles that naturally command salaries of SAR 5,000 or above.
Creating internal career progression pathways to help existing Saudi employees move into higher-value positions.
Scheduling international recruitment activity with the April 2027 and April 2028 implementation dates in mind.
Proactive planning gives employers more time to assess costs, adjust recruitment strategies, and reduce the risk of unexpected visa restrictions.
Key Implementation Dates for the Nitaqat Full Credit Threshold
25 April 2027: The Nitaqat Full Credit Threshold increases to SAR 5,000.
25 April 2028: The Nitaqat Full Credit Threshold increases to SAR 6,000.
These dates should form part of every affected establishment’s workforce planning calendar. Reviewing salary distribution and projected Nitaqat classifications before April 2027 will give employers more time to address potential risks.
Next Step
Employers should review their current Saudi salary distribution and model how the Nitaqat Full Credit Threshold changes could affect their colour classification and Saudi work visa sponsorship capacity. Identifying potential risks early can help protect recruitment plans and maintain operational continuity.
For further guidance on workforce planning and Saudi work visa processes, visit Saudi Work Visa.
