The first few months after establishing a foreign company in Saudi Arabia involve a particularly concentrated period of compliance. Requirements are spread across different government systems and some only become relevant as the business starts operating, which makes it easy for individual steps to be dealt with later than intended.

The first 90 days after company incorporation are an important period for getting those arrangements in place before they begin to affect the company’s day-to-day operations.

Complete the tax registration 

Following commercial registration with the Ministry of Commerce, ZATCA generates a Tax Identification Number for the new entity. Foreign establishments then need to complete their corporate income tax registration with ZATCA, so the tax account should be checked rather than assuming the initial registration has dealt with everything. Companies should complete corporate tax registration within 60 days of registering with MOC to adhere to tax deadlines.

VAT follows a different timetable because registration depends on the circumstances of the business. Where registration is required, it needs to be considered alongside when the company expects to start making taxable supplies. Mandatory VAT registration is required once the business taxable turnover exceeds SAR 375,000 while voluntary registration is available to businesses between the SAR 187,500 to SAR 375,00 threshold.

This is often where the commercial timetable starts to meet the compliance calendar. A new Saudi operation may be preparing its first customer contracts and invoices while its finance processes are still being established. If VAT applies, the accounting system needs to be ready to deal with it from the start.

National address

National address is required to be registered with Saudi Post (SPL). The national address must be tied to the company’s Commercial Registration and mandatory for key portals registration and bank opening documentation.

Corporate bank account

Although there is no specific legal requirement that newly incorporated companies must open a corporate bank account within a set number of days, in practice, this should be treated as an immediate post-incorporation task as the company cannot effectively operate without one. The corporate bank account is needed to inject share capital, receive customer payments, pay staff salaries and pay ZATCA and government portal fees. The company General Manager should have already obtained their Iqama card and must be physically present in the country to open the corporate bank account.

Prepare human resources for the first hires

Recruitment can begin quickly once a foreign company is established, particularly where staff are being transferred into Saudi Arabia or the business needs a local team before it can start operating fully.

It is important to note that after the companies General Manager, the first hire should be a Saudi National employee.

As people join, employment contracts are documented through Qiwa and the applicable GOSI requirements come into play. These systems are connected to the company’s wider employment position, so the employee records created during the first hires need to be accurate from the beginning.

There is an additional point for companies recruiting in 2026. Since 15 April, electronically documented employment contracts on Qiwa have been used in calculating Saudisation percentages under the Nitaqat programme.

That gives contract documentation a direct connection to the company’s Saudisation position. Nitaqat status can in turn affect access to employment services, including the ability to obtain work visas, which is particularly relevant for foreign companies planning to bring employees into the Kingdom.

The hiring plan therefore needs to take account of the company’s Saudisation position as the team develops. Waiting until an expatriate employee needs a visa can leave much less room to deal with an issue in the workforce structure.

Additionally, employers are required to obtain medical insurance for all company employees by a locally approved provider as Iqamas and residencies can’t be issued without it.

Get payroll compliance right from the beginning 

The first employees also bring payroll and social insurance requirements into the company’s normal monthly administration.

General Organization for Social Insurance (GOSI) records need to reflect the employees working for the company, and payroll needs to be operated in accordance with the requirements applying to the workforce. Wage Protection System (WPS) requirements may also apply as the company begins paying salaries.

Responsibility also needs to be clear internally. Whether payroll is handled by the Saudi company, a local provider or as part of a wider group process, the Saudi records still need to correspond with what is happening locally.

Make sure the ownership record is current 

Foreign companies should also check the beneficial ownership information held for the new Saudi entity. Saudi Arabia’s Beneficial Ownership Rules, introduced at the end of 2025, require companies to identify their ultimate beneficial owners and maintain a dedicated record of that information.

This can require some work for international groups. The immediate shareholder of the Saudi company may itself be another company, with further entities sitting between it and the individuals who ultimately own or control the structure.

The rules generally look first at direct or indirect ownership of at least 25%. Where this does not identify the beneficial owner, other forms of control are considered.

The information used during establishment should therefore be supported by the wider ownership and corporate records and kept current if the group structure changes.

Be ready before the first invoice 

A company preparing to bill its first Saudi customer should already know how the transaction will be treated for VAT and how the invoice will be generated.

This can require changes to systems already used elsewhere in an international group. An accounting platform that works for the parent company does not automatically produce invoices that meet Saudi requirements, although in many cases the existing system can be configured appropriately.

Where the entity falls within the Saudi e-invoicing requirements, invoices need to be generated through a compliant electronic solution. Companies notified that they fall within a Phase Two wave will also need to integrate their solution with ZATCA’s Fatoora platform by the applicable deadline.

Sorting this out before invoicing begins avoids having the finance team redesign the process once transactions are already being recorded.

What should be in place after 90 days? 

There is no single Saudi rule requiring every foreign company to complete the same set of actions within 90 days. The timing will depend on when the company starts trading, whether it has employees and which requirements apply to its business activities.

Some businesses will also have sector-specific licences or regulatory requirements that sit outside the general post-setup process.

Using the first 90 days to get these requirements working alongside the business can prevent routine post incorporation compliance issues from becoming obstacles as the Saudi operation develops.

Sovereign PPG supports clients with company formation, company registration and operational readiness in Saudi Arabia. We provide a full suite of services including hiring employees and ongoing compliance requirements around accounting, bookkeeping and government portals maintenance.

The post Saudi Arabia post setup compliance: The first 90 days for foreign companies appeared first on The Sovereign Group.

Saudi Arabia has become the natural next step for many UAE-based businesses looking to scale across the GCC. With a larger domestic market, ambitious economic reforms, and significant opportunities across multiple sectors, the Kingdom continues to attract companies seeking regional growth.

10 NOVEMBER 2026 | 1PM UAE

Register Today

Join our experts for a practical webinar designed specifically for UAE businesses considering expansion into Saudi Arabia. We will walk you through the key decisions, requirements, and compliance considerations involved in establishing and operating successfully in the Kingdom.

Whether you are exploring your first Saudi presence or planning to relocate part of your operations, this webinar will provide the practical guidance needed to make informed decisions and establish a strong foundation for growth in the Kingdom.

Speakers

James Elliot-Square – Commercial Director – KSA

Muhammad Ali Mehdi – Senior Finance Manager – Middle East

Register Today

The post LIVE Webinar: Expanding Your UAE Business into the Kingdom of Saudi Arabia appeared first on The Sovereign Group.

The Ministry of Commerce in Saudi Arabia has introduced penalties to companies that fail to disclose their UBO information or fail to submit the required annual confirmation. The UBO declaration and the initial Beneficial Ownership rules were introduced as a requirement in Saudi Arabia in 2025. Subsequent changes were introduced with specific penalties for non-compliance in February 2026.

Where in the UAE, UBO disclosure is a mandatory requirement as part of the incorporation process, companies generally cannot complete the incorporation process without having completed the UBO filing.

In Saudi Arabia we have found that the distinction here is that while companies are required to file the UBO information at the time of incorporation, the company must also confirm or make updates to the UBO information at the time of the Commercial Registration (CR) renewal. It is important to note that UBO registration and annual confirmations have no charge but failing to submit this information on time can result in hefty fines for the business.

Violations are penalized based on number of offenses. For example, the first violation means the company will receive a warning and be given 30 days to rectify the non-compliance. However, the company ignores this request, and no changes are made within the 30-day period, the company will be charged the following penalty based on the company’s relevant share capital.

1. Below SAR 500K – SAR 4K penalty
2. SAR 500K – 2.5 million – SAR 20K penalty
3. Above SAR 2.5 – 5 million – SAR 40K penalty
4. Above SAR 5 million – SAR 80K penalty

For repeated violations within a one-year period from the previous violation, the previous fine shall be doubled up to a maximum of SAR 500K penalty amount.

For existing companies in Saudi Arabia that were incorporated before the UBO regulations or penalties for non-compliance were introduced, check that you have completed the required filing. If not complete, your business could be subjected to fines. For new companies entering the Saudi market, this notice is to bring you awareness that UBO filing is now a mandatory part of the incorporation process.

All companies in Saudi Arabia must ensure that any changes to ownership structures or parent company information are reflected in their local UBO records.

For more information of penalties, visit the Ministry of Commerce website:  

وزير التجارة يصدر قرارًا بشأن مخالفة عدم الإفصاح عن بيانات المستفيد الحقيقي

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Saudi Arabia’s tax system has developed considerably over the past decade as the Kingdom has introduced new taxes and modernised the way they are administered. Businesses now have a wider range of tax obligations than many investors initially expect, particularly when operating across borders or expanding into the Saudi market. Saudi Arabia has an extensive network of Double Taxation Agreements (DTAs) designed to prevent double taxation and reduce withholding taxes on cross-border payments. As of 2025/2026, the Kingdom has 60+ tax treaties in affect.

Unlike many jurisdictions, Saudi Arabia applies different tax regimes depending on the nature of the business, its ownership structure and the type of transaction involved. A single business may therefore deal with several different tax obligations during the course of a financial year, each with its own compliance requirements.

Saudi Arabia’s Tax System

The Saudi tax system is administered by the Zakat, Tax and Customs Authority (ZATCA), which oversees the collection of taxes and Zakat as well as broader tax compliance. One feature that often surprises foreign investors is the distinction between Corporate Income Tax and Zakat.

Corporate Tax generally applies to foreign companies operating in Saudi Arabia and to the foreign ownership portion of mixed-ownership businesses. Zakat is a separate obligation that applies to Saudi and GCC shareholders engaged in commercial activities. Where a company has both Saudi and foreign ownership, the two regimes can apply alongside one another according to the ownership percentages.

Another important point is that Saudi Arabia does not levy personal income tax on employment income. In Saudi Arabia, an individual is generally considered a tax resident if they have a permanent residence in the Kingdom and are present for at least 30 days in a tax year or are present for at least 183 days or more during a tax year. It is important to understand how this might apply to your obligations in your home country.

Instead, businesses are more likely to encounter Corporate Income Tax, Value Added Tax, Withholding Tax and, where relevant, other sector-specific taxes during the course of their operations.

Corporate Tax and Zakat

For many investors, one of the first questions is which regime will apply to their business.

Corporate Income Tax Law is generally charged at 20% of adjusted net profits attributable to foreign ownership, although some industries are subject to different rates under specific legislation. Zakat is calculated differently because it is based on the Zakat base rather than taxable income and profit. Mixed-ownership companies may therefore calculate both obligations as part of the same reporting cycle.

That position is not always fixed. Ownership structures can change over time as new investors join a business or existing shareholders dispose of their interests. Those changes may affect how the business is taxed, so keeping corporate and accounting records current becomes an important part of ongoing compliance.

Value Added Tax in Saudi Arabia

Value Added Tax (VAT) applies to most goods and services supplied in Saudi Arabia and is currently charged at 15%. Businesses that meet the registration threshold of SAR 375,000 are required to register for VAT, issue compliant tax invoices and submit VAT returns within the prescribed deadlines.

Preparing the return is only one part of the process. The figures reported to ZATCA depend on accurate accounting records, supported by invoices that meet the Kingdom’s e-invoicing requirements under the Fatoora system. As businesses grow, maintaining those records consistently often becomes just as important as preparing the return itself.

Withholding Tax

Paying overseas suppliers or service providers can bring another obligation into the picture. Businesses making certain payments to non-residents may also have responsibilities under the Saudi Withholding Tax regime. The responsibility for deducting and remitting the tax rests with the Saudi payer rather than the overseas recipient.

The applicable rate depends on the nature of the payment, which means accurate classification is important. Saudi Arabia has also entered into numerous double taxation treaties that may reduce the amount of tax payable where the relevant conditions are satisfied. Applying treaty relief generally requires supporting documentation, including evidence of the recipient’s tax residence.

Tax compliance throughout the year

It’s easy to think about tax as an annual exercise, but most compliance takes place throughout the year. Accounting records are updated as transactions take place. VAT returns are prepared at regular intervals (monthly or quarterly) and filed within 30 days after the end of the period. Payments to overseas suppliers may give rise to Withholding Tax, while year-end financial information forms the basis for Corporate Income Tax or Zakat calculations.

These obligations are closely connected because they rely on the same financial information. An error in the accounting records can affect more than one tax obligation, while complete and accurate records make it much easier to respond to questions from ZATCA or support a future audit.

How Sovereign can help

With over thirty-five years of experience supporting international businesses, Sovereign provides accounting and tax services for companies operating in Saudi Arabia and across the Middle East.

We help clients establish effective accounting processes, meet their ongoing tax obligations and prepare the information required for Saudi Arabia Income Tax, VAT, Withholding Tax and Zakat compliance including registering for the required tax and audit portals (ZATCA) and tax filing requirements that Saudi Arabia imposes. Our teams also work closely with auditors, the Saudi government, regulatory authorities, helping businesses maintain accurate records as their operations develop.

To find out more about our accounting and tax services, please contact your local Sovereign office.

The post What Businesses Need to Know About the Saudi Tax System appeared first on The Sovereign Group.

Any business operating in Saudi Arabia will quickly encounter two terms that are often used interchangeably: Saudization and Nitaqat. The two terms are closely linked, but in fact refer to different aspects of the same framework.

Understanding the distinction is important because these rules influence recruitment decisions, expansion plans and, in some cases, a company’s ability to access essential Saudi government services and government contracts.

The framework has evolved considerably in recent years. The latest phase of the Developed Nitaqat programme, introduced in 2026, signals a continued move towards sector-specific localisation requirements and closer monitoring of compliance. For businesses entering the Saudi market, workforce planning is no longer something that can be addressed after incorporation. It needs to be considered from the outset.

Saudization and Nitaqat, what is the difference?

Saudization is the policy objective. It refers to the Kingdom’s broader strategy of increasing the participation of Saudi nationals and Saudi employees in the private sector workforce as part of the Vision 2030 agenda.

Nitaqat is the mechanism used to put that policy into practice. It classifies private sector establishments according to how effectively they meet their localisation requirements.

The distinction is simple. Saudization sets the direction of travel. Nitaqat measures where each business sits against the requirements that apply to it.

For employers, it is the Nitaqat classification that has the more immediate practical impact.

How does the Nitaqat system work?

Under the Nitaqat framework, companies are grouped according to their economic activity and workforce profile. They are then assessed against the applicable Saudization requirements and assigned a classification.

The best-performing establishments fall within the Platinum category, followed by the Green bands while businesses that fail to meet the minimum requirements may find themselves classified as Red.

This classification influences a company’s ability to access certain labour-related services. A business with a stronger classification will generally encounter fewer restrictions when dealing with employment administration. Falling below the required threshold can have operational consequences that extend well beyond recruitment.

The important point is that there is no single percentage that applies to every business. The required level of Saudization depends on what the company does and, increasingly, the professions it employs.

What changed in 2026?

Saudi Arabia’s Ministry of Human Resources and Social Development has launched a new three-year phase of the Developed Nitaqat programme, with the stated objective of creating more than 340,000 additional jobs for Saudi nationals in the private sector.

This latest phase builds on earlier reforms rather than replacing them entirely. The underlying framework remains in place, but the direction is clear. The authorities continue to refine localisation targets and expand profession-specific requirements across different sectors.

For employers, this means compliance has become more dynamic. Businesses that were comfortably meeting requirements a year ago may find that their position has changed as thresholds evolve.

Reviewing workforce composition periodically is therefore becoming just as important as monitoring financial or operational performance.

Profession-specific localisation

One of the most noticeable developments has been the expansion of profession-based Saudization requirements.

In practice, this means that overall compliance may not always be enough. A company could satisfy its headline Saudization ratio while still being exposed because a particular department or profession falls below the required threshold.

Recent measures have affected a range of sectors and functions, including marketing, sales, engineering, procurement and administrative support roles. The implementation dates and required percentages vary depending on the activity concerned.

For that reason, businesses should avoid relying on general assumptions about their obligations. The detail matters.

Why does Nitaqat compliance matter?

Nitaqat is often viewed simply as an HR issue. In reality, its implications can be much wider.

A company’s classification can influence its access to employment-related services and affect routine administrative processes linked to workforce management. Where compliance issues arise, they can quickly move beyond the HR department and become an operational concern.

That is why many businesses now treat Saudization compliance as part of their broader planning process rather than a standalone compliance exercise.

Addressing localisation requirements early is usually easier than trying to rectify a shortfall once restrictions begin to affect day-to-day operations.

What should foreign companies consider?

For foreign investors entering Saudi Arabia, workforce planning should sit alongside decisions around licensing, ownership structures and business activities.

The activities selected during the establishment process can influence the localisation requirements that ultimately apply to the business. Equally, recruitment strategies developed elsewhere in the region may not translate directly to the Saudi market.

This does not mean that foreign companies cannot build international teams. Saudi Arabia continues to rely on expatriate expertise across many sectors but the objective is to ensure that opportunities for Saudi nationals form part of that workforce strategy.

Businesses that understand this balance from the beginning are generally better placed to adapt as the regulatory framework develops.

Keeping pace with change

One of the challenges with Saudization is that it continues to evolve.

New profession-specific decisions can be introduced with relatively short implementation periods. Guidance is updated and thresholds may change as the authorities respond to labour market conditions and broader economic objectives.

As a result, compliance is increasingly an ongoing process rather than an annual review exercise.

Regular reviews of workforce arrangements and an understanding of how future recruitment decisions may affect a company’s Nitaqat position can help businesses respond before issues arise.

How Sovereign Group can help

Saudi Arabia remains one of the region’s most significant growth markets, but the regulatory environment continues to develop alongside that growth. Understanding how Saudization and Nitaqat apply to your business is an important part of establishing and maintaining a successful presence in the Kingdom.

Sovereign works with businesses entering and operating in Saudi Arabia to help them understand the practical implications of localisation requirements and how these interact with their wider establishment plans. We also support with the essential portal registrations, such as Qiwa (Nitaqat) for ongoing company compliance.

The post A 2026 Guide to Saudization and Nitaqat appeared first on The Sovereign Group.

Saudi Arabia is one of the most compelling jurisdictions in the Middle East and globally for technology‑driven and innovation‑led businesses. Across software, AI, information technology, fintech, cybersecurity, industrial manufacturing, and advanced services, international companies are increasingly choosing the Kingdom as a core operational hub.

What’s consistent across successful market entries is practical alignment with regulatory clarity, scale of opportunity, speed of execution, and strong demand from both government and private-sector buyers.

Foreign investors can set up their business by first obtaining a Ministry of Investment Saudi Arabia (MISA) investment license and then proceeding with full commercial registration from the Ministry of Commerce. MISA and the Ministry are very encouraging of international investors aligning their business activities with the digital economy, investing heavily in infrastructure to support digital transformation.

The post Saudi Arabia Digital Transformation: How Tech, AI and Advanced Industries Are Succeeding appeared first on The Sovereign Group.

Increasingly, individuals are looking beyond the UAE’s Golden Visa scheme. Those who can afford the Saudi Premium Residency long-term investment route are using it as a strategic entry into the Kingdom.

Saudi Arabia is opening its doors wider than ever, welcoming global talent, investors, and innovators. As part of Vision 2030, the Kingdom has launched a suite of Premium Residency programmes designed to attract those who wish to live, invest, and grow in one of the world’s fastest-transforming economies. These programmes are more than visas: they represent a strategic initiative to position Saudi Arabia as a global hub for innovation, investment, and prosperity.

Real Estate Owner Residency

Created for property investors, this programme offers family residency, business rights, visa-free travel, and real estate ownership. Applicants must invest at least SAR 4 million in a developed, mortgage-free residential property, with residency tied to ownership or usufruct.

Special Talent Residency

Tailored for professionals in leadership, healthcare, science, and research, this option provides wide-ranging benefits, including family residency, Nitaqat exemption, and business rights. Applicants must meet qualification and salary requirements, hold contracts with approved entities, and receive employer recommendations.

Gifted Residency

Focused on exceptional individuals in sport, culture, and the arts, this pathway recognises global and regional achievers. Eligibility is based on ministry endorsement, awards, or significant achievements.

Investor Residency

Granting direct permanent residency, this programme supports investors who commit at least SAR 7 million, hold a valid investment license, and create a minimum of ten jobs within two years. Benefits include business rights, property ownership, and exemptions from certain fees.

Entrepreneur Residency

Designed for start-up founders and innovators, this residency has two categories:

• Investment of SAR 400,000 with a 20% ownership stake.
• Investment of SAR 15 million with a 10% ownership stake and the creation of twenty jobs within two years.

Entrepreneurs may also nominate key staff for the Special Talent Residency.

Limited and Unlimited Duration Premium Residencies

Offering maximum flexibility, these residencies are available to individuals able to demonstrate financial capability. Fees begin at SAR 100,000 per year (up to five years), while permanent residency can be secured with a one-time fee of SAR 800,000.

Collectively, these programmes are powerful instruments for building a knowledge based, globally competitive economy. Each is tailored to meet the needs of investors, professionals, entrepreneurs, and creative talents, offering not just a place to live, but a meaningful stake in the Kingdom’s future. Sovereign PPG are able to support you with an eligibility assessment and help you submit the visa application for your PRP. Get in touch with our team today.

The post Saudi Arabia’s Premium Residency Programmes: A Complete Guide appeared first on The Sovereign Group.

Saudi Arabia offers a range of visa categories to suit various employment needs:

• Employment Visa (Iqama): this is the primary visa required for long-term work in Saudi Arabia. It grants the right to live and work in the country for a period of one to two years, depending on the employment contract. Employer sponsorship is required, and the visa is renewed annually to match the terms of the employment contract.
• Business Visit Visa: this visa is suitable for short business trips, such as visits to attend meetings or conferences. It is valid for up to 90 days but does not permit full-time employment.
• Temporary Work Visa: this visa is suitable for short-term projects and permits multiple entries within a 12-month period. It is valid for up to 90 days and allows employers to sponsor foreign workers on a project basis.
• Premium Residency (Saudi Green Card): launched in 2019, the Saudi Premium Residency programme allows expatriates to live, work and own property in Saudi Arabia without a sponsor. It offers two distinct options – permanent residency for a one-time fee or renewable residency for an annual fee.

Who Is Eligible for a Saudi Work Visa and What Are the Requirements?

For companies looking to employ foreign professionals on a long-term basis, the Employment Visa (Iqama) is the primary route. It involves the following key requirements:

• Sponsorship – Only a registered Saudi employer can initiate the work visa application on behalf of the foreign employee.
• Employment Contract – a signed contract between the registered Saudi employer and the employee is required, setting out the terms of employment. This must be certified by relevant Saudi authorities.
• Educational and professional qualifications – certified copies of academic and professional credentials must be submitted and authenticated by the Saudi Arabian Cultural Mission.
• Medical examination – a licensed physician must provide a report confirming the absence of contagious diseases, necessary for visa approval.
• Police clearance – a recent police report certifying a clear criminal record.

How Do You Apply for a Saudi Work Visa?

The process involves collaboration between the employer and employee and the following steps:

1. Employer Registration – the first step is for the Saudi employer to register with the Ministry of Interior and open an immigration file. This step formally establishes the employer’s ability to sponsor foreign employees.
2. Applying for the Work Visa – once registration is complete, the employer must submit a Work Visa application to the Ministry of Human Resources and Social Development (HRSD). This application should include all necessary supporting documents to ensure that the Ministry has everything needed for swift review.
3. Receiving Visa authorisation – When the HRSD approves the application, it will notify the Ministry of Foreign Affairs, which will issue a Visa Authorisation Number to allow the prospective employee to move forward with the application. This typically takes around two weeks.
4. Employee’s Application Submission – using the Visa Authorisation Number, the prospective employee is then required to submit a visa application to the Saudi embassy or consulate in their home country, together with any required documents to complete their file.
5. Issuance of the Work Visa – providing that all the required documentation is in order, the embassy will issue the visa, typically within one to three weeks. At this point, the employee is officially approved to enter Saudi Arabia and begin their work journey.
6. Entering and Applying for the Iqama – the final step is for the employer to apply for a residence permit (Iqama) within 90 days of the employee’s arrival in Saudi Arabia. The Iqama serves as the primary ID in Saudi Arabia and is essential for daily activities, from opening a bank account to verifying legal status.

To ensure a smooth process, employers should keep thorough up-to-date records of all visa-related documents and monitor visa and Iqama expiration dates to avoid costly lapses. For employees who need to travel outside Saudi Arabia, securing an Exit/Re-Entry Permit from the Ministry of Interior in advance –typically a one-week process – is essential for avoiding any disruptions.

How Much Does a Saudi Work Visa Cost?

The cost of a Saudi work visa can vary based on several factors, including the type of employment, the length of stay and the employee’s nationality. In general, Saudi employers are expected to cover the costs associated with their employees’ work visas and residence permits.

The fees vary depending on the company’s national workforce percentage:

• Companies employing 50% or more Saudi nationals – the total cost of a Work Visa and Residence Permit will be around SAR7,200 (c. USD2,000), which includes:
  • Iqama (Residence Permit) SAR750
  • Work Permit SAR6,000
  • Medical Insurance SAR 450
• Companies employing 50% or more non-Saudi nationals – the total cost of a Work Visa and Residence Permit will be around SAR8,400 because the Work Visa fee increases to SAR7,200, while Iqama and medical insurance fees remain the same.

How can Sovereign PPG help?

With extensive knowledge of the Saudi market and strong connections with local authorities, Sovereign PPG can streamline the Work Visa and Iqama application process, ensuring compliance with all labour and immigration requirements. Whether you need assistance with obtaining Work Visas, managing employee sponsorship or handling immigration approvals for your team in Saudi Arabia, we are here to help.

The post How to Apply for a Saudi Work Visa appeared first on The Sovereign Group.