Saudi Arabia’s New Policy on Work Permits for Expatriate Dependents

Saudi Arabia has introduced a new work permit system for the expatriate community and their family members. This is a new program allowing the dependents in the Kingdom to work legally under certain restrictions. 

This development represents an extremely important change in the workability and immigration landscape of the country, whereby spouses and other eligible family members of expatriate workers will be allowed to work legally under certain conditions. 

Work was prohibited for dependents on family-type visas who resided in Saudi Arabia, despite their claim to professional qualifications or relevant experience. The policy thus enables dependents to either draw an official work permit through the Ministry of Human Resources and Social Development (HRSD). 

The permitted work for such dependents stands for an evolving workforce strategy of the Kingdom, pursuing economic efficiency, management of available human capital, and support for expatriate families. 

This article attempts to break down a summary of what the new ruling entails, who qualifies for it, how to proceed with it, and its ramifications on families, employers, and the labor supply of the nation.

Why Saudi Arabia Introduced This Change

There are several strategic reasons to support this decision to allow dependents to work in Saudi Arabia:

1. Better Use of Available Skills

Many dependents who accompany expatriate workers are qualified professionals, teachers, nurses, IT specialists, accountants, and so on, and such professionals were never employed, since their dependents were unable to work legally. By giving them employment opportunities, it helps ease skill shortages in the economy.

2. Increased Labor Market Flexibility

The employers are hiring from a talent pool that already resides in the Kingdom. This provides faster hiring processes in the manpower-short sectors, and cuts time and money spent hiring from abroad.

3. Improved Quality of Life for Expat Families

Living on a single income can be difficult financially for families of expatriates. Allowing a spouse or adult children to work reduces financial strain and enhances living standards.

4. Support for Ongoing Labor Reforms

The Saudi Government is reforming the labor regulations with the intention of creating a strong linkage with skills, qualifications, and economic diversification. The other reason for this introduction is that it continues to add talent to the workforce while putting it under a regulatory framework.

Eligibility Criteria for Dependent Work Permits

Dependent work permits are not directly granted for all dependents; they must satisfy certain specified criteria:

1. Valid Visa and Residency Status

The third party must hold a family visa and an Iqama, which should not incur any violations whatsoever at the time of application.

2. Defined Family Relationship

Eligible dependents usually comprise:

• Spouses
• Sons or daughters who meet age and dependency requirements
• Other dependents are legally recognized under Saudi visa regulations

3. Qualifications for the Job Role

Dependents must have sufficient education, skill, or professional license concerning the jobs for which they are going to apply. Regulated jobs require additional certification depending on professions, such as healthcare or education, based on specializations.

4. Employment in Permitted Sectors

HRSD defines sectors that may employ dependents, including but not limited to:

• Healthcare and medical services
• Education and training
• Information technology
• Business services and consulting
• Hospitality and tourism
• Some retail and administrative roles

Occupations restricted to Saudi nationals, including in the case of selected Government jobs, security-related ones, and specialized ones with public-facing duties, remain obstructed.

5. Employer Compliance

Any employer recruit is dependent on the following:

• Be registered with HRSD
• Comply with Saudization policies
• Be in good standing (not in a restricted or penalized category)

How the Application Process Works

The applications for dependent work permits are made easy by Saudi Arabia’s digital government platforms. Here’s how the process typically unfolds:

Step 1: Prepare Documentation

The common documents required include:

• Valid dependent Iqama and passport
• Educational certificates (attested if required)
• Professional licenses, if applicable
• Employment offer from a company
• Sponsor approval when needed

Step 2: Employer Submission Through Official Portals

Most of these applications can be submitted via the HRSD’s digital platforms, such as Qiwa for work authorization, and Absher for residency updates. The employer initiates the work permit request.

Step 3: Payment of Fees

The hiring fee for dependents will be approximately the same as that for hiring expatriate workers in the private sector. This means that dependents will also come under the same regulatory and financial framework that foreign workers abide by.

Step 4: Approval and Iqama Update

Once approved, details in the dependent’s Iqama related to their employment status will contain the following:

• Employer name
• Job title
• Validity period
• Changing employers or roles requires new approval from HRSD.

Benefits for Families, Employers & the National Economy

For Expatriate Families

• Supplemented income from a working spouse or dependent
• Increased financial security and improved quality of life
• Opportunities for development in one’s profession and career

For Employers

• Ready talent pool access available within Saudi Arabia
• Reduced time in recruitment
• Lower costs incurred in hiring and relocating compared to overseas recruitment

For the Economy

• Improved use of human resources already residing in the Kingdom
• Creating a labor market that is more energetic and flexible
• Better support to sectors requiring highly skilled manpower

Challenges and Considerations

The policy is futuristic and full of promise, but it poses challenges as well:

Competition With the Local Workforce

Any expansion of an expatriate labor pool should support the Saudization targets. Employers should comply with quotas during the recruitment of dependents, along with hiring expatriates.

Regulatory Complexity

The system is newly introduced, and consequently, the processes will develop over time. Employers and applicants need to keep up to date regarding requirements and formal employment structures to avoid informal employment arrangements.

Qualification and Skill Matching

The qualifications of the majority of dependents may not match those required of specialized positions, with some in need of extended certification or training.

Cost of Hiring

Fees could be similar to those levied for employing expatriates, and hence, employers need to consider such costs when opting to hire dependent workers.

Implications for Indian and Other Expatriate Communities

Saudi Arabia has a huge expatriate community from various countries like India, Pakistan, Bangladesh, the Philippines, and others. The new policy opens avenues for possible advancement in job opportunities for these families.

This could mean significant empowerment for the Indian expatriate community, many of whom immigrate with qualified wives or children to the Kingdom. The ability of dependent spouses to work legally can be transformative for families relying on a single earner.

The Bigger Picture: Transformation of Saudi Labor Policy

Extension of dependent work permits is complemented by other reforms envisaged in Saudi Arabia:

• Skill-based work classifications for issuing work permits
• Increased regulation of foreign employment
• Stronger emphasis on qualifications and proper training for professional skills
• Modernization of labor laws under Vision 2030

These reforms reflect a flexible, demand-driven labor strategy that encourages, through structure, both Saudi and expatriate contributions to national growth.

Conclusion

Saudi Arabia’s regulation and approval of work permits for expatriate dependents marks a milestone in the labor and immigration framework of the nation. New opportunities await expatriate families as financial stabilization also improves. It broadens access to a skilled pool for employers since most of them already reside in the Kingdom. 

This level of improvement leads to an efficient, adaptable, and skills-oriented workforce for the economy as a whole. Difficulties will come, such as conformance with Saudization, navigating the regulatory maze, and issues of qualifications. Overall, though, the change would be positive and forward-looking.