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The Ministry of Human Resources and Social Development announced updated rules through its Qiwa platform on June 18, 2026, introducing caps on instant work visas to strengthen labour market oversight. Companies operating for less than two years became eligible for a maximum of five instant visas. For businesses older than two years the limit increased to 50 visas whether in a single application or multiple submissions within the same week at the entity level. Participants in the Establishment Programme will receive an initial allocation of two visas with opportunities for more upon improving their Saudisation rates.
The Qiwa platform specified 10 conditions that must be satisfied for the recruitment of non-Saudi workers from abroad. These encompass active business status paired with a valid commercial registration and the possession of valid work permits for existing employees. Compliance with Saudisation requirements at the medium green category or above forms a core condition alongside adherence to the Wage Protection System. Employers also need sufficient balances on government platforms including Absher and Muqeem while firms with 10 or more workers must complete annual self-assessments. Registration of all employee work locations on Qiwa is mandatory and the employer must be at least 18 years of age.
Labour market figures from the end of 2025 show expatriates filling 14.8 million positions out of a total 19.03 million jobs in the Kingdom according to an analysis of official statistics. This equates to 78 percent of the workforce. The sustained high proportion of foreign labour has driven successive rounds of policy adjustments aimed at elevating Saudi participation in employment. The new visa caps represent one element in ongoing efforts to align recruitment with national objectives.
The Saudisation initiative has continued to expand with new professions added to restricted lists in 2026 as outlined in sector compliance updates. Nitaqat rules set varying localisation targets by industry to guide company compliance levels. The Qiwa platform integrates these standards into its visa approval processes ensuring alignment with national employment priorities.
Recent regulatory adjustments have included the reservation of additional job categories exclusively for Saudi nationals. Updates to the programme have featured wage subsidies and localisation targets in industries such as tourism. Qiwa functions as the primary digital interface for businesses to handle visa applications work permits and Saudisation reporting.
Businesses are expected to conduct self-assessments and maintain platform balances to qualify under the new framework according to the platform’s guidelines. The age requirement for employers adds a further layer of oversight in the application procedure. These stipulations apply uniformly to all entities seeking to hire non-Saudi staff from overseas.
