Saudi Work Visas for Professional Services and Consulting Firms
October 12, 2026Saudi Workforce Localisation and International Hiring: Where Can Global Talent Still Add Value?
October 20, 2026
Saudi Work Visas for Defence and Advanced Manufacturing Employers
Hiring international specialists for Saudi defence and advanced manufacturing projects involves more than obtaining a work visa. Employers need to assess occupational work permit classification, applicable General Authority for Military Industries (GAMI) requirements and Saudization obligations before setting recruitment and deployment dates.
Work Permit Classification for Defence and Advanced Manufacturing Employers
Under Ministerial Resolution No. 4602, Saudi Arabia classifies expatriate work permits as High-Skilled, Skilled or Basic. Classification follows the Saudi Standard Classification of Occupations (SSCO) and HRSD’s criteria, which include qualifications, professional experience, skills, wages and age.
High-Skilled Work Permits
Generally applies to occupations in groups 1–3. Eligibility depends on the applicable wage threshold, professional accreditation and a points-based assessment of education, experience and wages.
Skilled Work Permits
Generally applies to occupations in groups 4–8. Certain group 1–3 occupations may also qualify when the worker does not meet the High-Skilled wage threshold. The applicable wage and professional accreditation or skills-verification criteria must be met.
Basic Work Permits
Generally applies to group 9 occupations. Some occupations in groups 1–8 may fall into this category if the worker does not meet the Skilled wage threshold. The applicable criteria include an age limit of 60.
These categories are a starting point, not a substitute for checking the specific occupation and worker against current HRSD requirements. Employers should verify the registered occupation and classification through the relevant HRSD systems before confirming eligibility.
GAMI Licensing and Facility Readiness
GAMI requirements depend on the activity being undertaken. Regulated activities may include military manufacturing, military services or trading in military articles.
For military manufacturing, the establishment permit supports facility-location procedures and the process of obtaining relevant approvals. A separate manufacturing licence authorises the covered activity. An active establishment permit is required before applying for the manufacturing licence. Military services follow their own permit and licensing route.
Employers should establish which approvals apply to the proposed activity and facility before committing to operational dates. A worker’s visa or work authorisation does not replace the business approvals required for a regulated activity.
Engineering Saudization Requirements
Effective 30 June 2026, a 30% Saudization rate applies to 46 specified engineering professions at private-sector establishments employing five or more workers in the covered professions.
Employers should check the approved occupational titles and the applicable calculation rules rather than relying on internal job titles alone.
The engineering requirement must also be distinguished from the separate decision covering technical engineering professions, which has its own scope and implementation framework.
Under the 30% engineering decision, Saudi engineers must have a registered monthly wage of at least SAR 8,000 and the required professional accreditation to count towards the applicable localisation requirement. This wage condition applies to Saudi employees counted towards the rate, not expatriate engineers.
How Permit Classification, Licensing and Saudization Intersect
Consider a manufacturer planning to establish a military component production line in Saudi Arabia and recruit an overseas industrial engineer.
The employer should confirm the engineer’s registered occupation and work permit eligibility, establish the applicable GAMI licensing route, and determine whether the role falls within a covered Saudization decision.
These checks can run in parallel where possible. Recruitment and deployment dates should reflect the outstanding requirements rather than the visa process alone.
Pre-Employment Checks for International Specialists
Before issuing an offer, employers should confirm the employing entity, work location, registered occupation and actual duties. They should then identify the applicable requirements, which may include qualification verification, professional registration, employment documentation, work authorisation and business approvals.
Assign an owner and target date to each outstanding item. This gives recruitment, HR and operational teams a clearer view of dependencies and potential delays.
Where overseas specialists are required, employers should also plan knowledge transfer and workforce development alongside localisation compliance.
Saudi Work Visa Support for Defence and Advanced Manufacturing Employers
Saudi Work Visa provides assistance with Saudi work and temporary work visa applications, document preparation, MOFA endorsements, consular filings and Qualification Verification Program (QVP) applications.
Planning to recruit technical specialists for Saudi Arabia? Contact Saudi Work Visa to discuss your application requirements, supporting documents and verification and submission steps.
Disclaimer: Occupational eligibility, business licensing and work authorisation remain subject to the applicable requirements and decisions of the relevant Saudi authorities.
