Saudi Arabia — Visa & Iqama Guide

Interactive guide for candidates and employers. Check eligibility, follow the steps, and get everything you need in one place.

Check Eligibility View Steps

Understanding the Saudi Work Visa & Iqama Process

The Pathway

Employer-sponsored Standard Work Visa → Entry → Iqama (Residence Permit)

Key Gatekeepers:

Nitaqat: Saudization compliance (employer must be Medium Green+)
Attestation: Multi-stage degree verification (often the longest step)
Platforms: Qiwa, Absher, Muqeem, Enjaz, SACM

This is a sequential process—each phase depends on the previous one.

Core Requirements

You likely qualify if you have:

Job offer from KSA-licensed sponsor
Employer's Nitaqat status is Medium Green or higher
Qualifications that can be attested (degree from recognized institution)
Ability to complete medical exam & police clearance

Expect extra time if: University verification is slow, your profession faces high Saudization targets, or employer platform access isn't complete.

Timeline & Phases

3 Main Phases:

Phase 1: Employer obtains quota & MOFA authorization (weeks)
Phase 2: Employee handles attestation, medical, PCC, submits via Enjaz (weeks to months—bottleneck)
Phase 3: Post-arrival medical, biometrics, Iqama application (weeks)

Total: Typically 2-6+ months from offer to Iqama. Attestation (especially SACM + university verification) is usually the longest variable.

Quick Eligibility (Self‑Check)

I have a job offer from a KSA‑licensed sponsor
Employer Nitaqat is Medium‑Green or higher
My degree/certificates can be attested (home‑country → SACM → embassy)
I can complete medical exam and police clearance

Readiness: 0%

Saudization (Nitaqat) — Critical to Understand

Step‑by‑Step — From Offer to Iqama

Click a phase to view detailed requirements.

Phase 1: Pre‑Arrival — Employer Preparations

Before the employee can apply for a visa abroad, the sponsoring employer in Saudi Arabia must complete critical setup and obtain authorization from multiple government ministries. This phase establishes the legal foundation for sponsorship.

Step 1: Ensuring Employer Eligibility

What this means: The employer must first confirm they are legally and operationally qualified to sponsor foreign workers.

• Valid Business License: Must have an active Commercial Registration (CR) or MISA (Ministry of Investment) license proving legal operation in Saudi Arabia.

• Nitaqat Compliance: This is Saudi Arabia's Saudization program. Employers are color-coded based on their ratio of Saudi vs. foreign workers (Platinum, High Green, Medium Green, Low Green, Red). You must be 'Medium Green' or higher to sponsor new visas. This status is checked and managed via the Qiwa platform.

• WPS Compliance: The Wage Protection System ensures employers pay salaries on time through approved banks. Non-compliance blocks access to visa services.

• Financial Balance: The establishment must have sufficient credit in their unified government account for fees (verified by Ministry of Interior).

This step acts as the foundational gatekeeper—failure here prevents any visa sponsorship from proceeding.

Step 2: Obtaining Visa Block/Quota Approval

What this means: The employer formally requests permission from the Ministry of Human Resources and Social Development (MHRSD) to recruit foreign workers.

• Platform: This is done through Qiwa (MHRSD's employer platform at qiwa.sa)

• The Request: Specify the number of visas needed, job titles/professions, and intended nationalities of workers.

• Evaluation: MHRSD reviews based on your Nitaqat status, company size, sector, and justification for needing expatriate labor.

• Validity: Approved block visas typically remain valid for 2 years, giving you a recruitment window.

• Timeline: Usually takes days to weeks depending on MHRSD workload and your compliance status.

This approval grants authorization to recruit but doesn't yet name specific employees.

Step 3: Securing MOFA Visa Authorization Number

What this means: Once MHRSD approves the work permit, the Ministry of Foreign Affairs (MOFA) issues a specific reference number that allows your chosen employee to apply at a Saudi embassy abroad.

• The Flow: MHRSD approval → electronically communicated to MOFA → MOFA issues Visa Authorization Number (also called Visa Referral Note).

• Timeline: Takes approximately 2 weeks after initial MHRSD approval.

• Critical Documents You Must Prepare:

Sponsorship Letter: Formal letter to the Saudi embassy confirming you're sponsoring this specific applicant, including their name, position, block visa number and date.
Employment Contract: Signed contract with employment terms.
Attestation: Both documents must be certified by the Saudi Chamber of Commerce AND MOFA in KSA.

• What You Send: Transmit the MOFA Authorization Number and these certified documents to your prospective employee abroad.

This number is the critical link—without it, the embassy cannot process the employee's visa application.

Complete Documents Checklist

Required documentation for employers and employees throughout the visa and Iqama process

For Employers (Sponsorship & Iqama)

Legal & Compliance Documents:

Commercial Registration (CR) or MISA License: Proof of legal business operation in KSA
Nitaqat Compliance Proof: Medium Green or higher status (verified via Qiwa)
WPS Compliance: Wage Protection System adherence confirmation
Establishment National Address: Registered physical business address

Authorization & Sponsorship:

Visa Block/Quota Approval: MHRSD authorization via Qiwa
MOFA Visa Authorization Number: Links approved visa slot to specific employee
Sponsorship Letter: Formal embassy letter (attested by Chamber of Commerce & MOFA)
Employment Contract: Signed agreement (attested by CoC & MOFA)
Power of Attorney (if applicable): Electronic via Enjaz for visa processing

Platform Access Required:

Qiwa: MHRSD platform for labor services, contracts, work permits
Absher Business: MOI platform for Iqama management, visas, payments
Muqeem (alternative): MOI platform for residency affairs management

For Employees (Embassy Visa & Iqama)

Personal Documents:

Passport: Valid 6+ months with 2+ consecutive blank pages
Photos: Passport-sized, white background (embassy specifications)
MOFA Visa Authorization Number: Provided by employer

Professional Qualifications:

Original Degree/Diploma: Attested through multi-stage process
Academic Transcripts: Official transcripts (attested)
Home Country Attestation: University → Education Ministry → Foreign Affairs Ministry
SACM Authentication: Saudi Cultural Mission verification (the bottleneck)
Embassy Attestation: Final attestation by Saudi Embassy in your country
Employment Contract: Provided by employer (already attested in KSA)

Medical & Background:

Embassy Medical Report: From embassy-approved center (within 3 months)
Police Clearance Certificate: From home country (within 6 months)

Application & Payment:

Enjaz Application Form: Completed online (visa.mofa.gov.sa)
Visa Fee Payment Receipt: Electronic payment proof (~SAR 405)

Post-Arrival in KSA:

Border Number: Assigned upon entry (needed for Iqama)
KSA Medical Report: In-country government-approved facility
Biometric Registration: Fingerprints & photo at Jawazat office
Health Insurance: Mandatory coverage (usually arranged by employer)

Fees & Timelines — What to Expect

Comprehensive breakdown of costs and expected processing times at each stage

Cost Breakdown

Employer-Paid Fees (Legally Required):

Work Permit Fee (Expat Levy): SAR 9,600/year (if Saudis < 50% workforce) OR SAR 8,400/year (if Saudis ≥ 50%). This is a major annual cost per employee.
Iqama Issuance Fee: ~SAR 51.75 (via Absher Business)
Iqama Annual Renewal: ~SAR 51.75 - 650 depending on category
Health Insurance: ~SAR 450-600+ per year (mandatory coverage)
Repatriation Costs: Upon contract end (employer's responsibility)

Note: Saudi Labor Law mandates employers bear recruitment and employment costs. Recent clarifications confirm previous employers liable for outstanding fees even after transfers.

Employee-Paid Fees (Typically):

Visa Application Fee: ~SAR 405 (~USD 108) via Enjaz (often reimbursed)
Embassy Medical Exam: Varies by country/clinic (often reimbursed)
Document Attestation: Variable costs for notarization, government attestations, SACM, embassy fees (can be substantial; sometimes reimbursed)
Dependent Levy: SAR 400 per dependent per month (SAR 4,800/year). Not legally required to be employer-paid, so typically falls on employee—significant for families.

Note: Dependent levy responsibility varies by employer policy. Some employers negotiate partial coverage.

Timeline Expectations

Stage	Estimated Duration	Key Factors
Employer Eligibility Check	Immediate	If already compliant
Visa Block Approval (Qiwa)	Days to weeks	MHRSD workload, Nitaqat
MOFA Authorization	~2 weeks	Post-MHRSD approval
Document Attestation	Weeks to MONTHS	University response (main bottleneck)
Medical/PCC	Days to weeks	Local authority efficiency
Embassy Visa Processing	1-3 weeks (up to 2 months)	Embassy workload, nationality
KSA Medical Results	1-3 days	Post-arrival
Biometrics System Update	3-5 days	MOI processing
Iqama Issuance	2-4 weeks	Post all prerequisites

Overall Timeline: Highly variable, typically 2-6+ months from job offer to Iqama-in-hand

The attestation process (especially SACM + university verification) is the primary variable. Starting it immediately upon job offer is critical. Other factors include embassy workload, document completeness, and system processing times.

Cost & Timeline Tips:

Negotiate with employers upfront about which costs they'll cover (attestation, medicals, dependent levy).
Start attestation immediately—don't wait for other steps. Engage specialized agencies if possible.
Employers: Factor the substantial Expat Levy (SAR 8,400-9,600/employee/year) into hiring budgets. Some exemptions exist for small enterprises (<9 employees) and industrial sector (waiver extended to end 2025).
Track your employer's Nitaqat status throughout—a drop can halt the entire process.
All fees paid via government platforms (Qiwa, Absher, Muqeem, Enjaz) typically use the SADAD payment system.