Sponsoring an expatriate in Saudi Arabia requires a valid Saudi entity, Nitaqat status that allows new visas, and a clear sequence: visa quota (tasreeh) → work permit (tashgheel) → employment visa → entry → Iqama. This guide walks through each step. See visa categories, family visa, exit re-entry, and visa cancellation. GRO and labor law compliance go hand in hand; EOR and payroll support can handle ongoing filings.
9 Prerequisites Before Sponsoring
- Valid Saudi entity (CR, MISA if foreign-invested) and active commercial registration.
- Nitaqat colour that allows new expatriate visas (Green or Platinum; not Yellow/Red).
- Physical address and office (Ejar/Wasel) for the entity.
- Bank account in the company name for salary and levy payments.
- Qiwa and HRSD portal access; WPS and GOSI in good standing.
- Job description and salary aligned with the role and Nitaqat.
- Employee passport and qualifications (attested if required).
- Medical fitness (employee will undergo medical after entry if required).
- Budget for work permit, visa, Iqama, levy, GOSI, and medical/biometrics.
Nitaqat Check and Colour Impact
Check your Nitaqat band on the HRSD portal. Green (High/Medium/Low) or Platinum: you can request new expatriate visas subject to quota. Yellow or Red: new expatriate visa issuance is suspended; you must improve Saudization (e.g. hire Saudi nationals, register existing Saudis correctly) before sponsoring. Resolving Nitaqat is non-negotiable — see Saudization and Nitaqat.
HRSD Visa Quota (Tasreeh)
Apply for a visa allocation (tasreeh) via Qiwa/HRSD: specify the number of positions and job titles. Approval depends on Nitaqat, sector, and company size. Once approved, you can proceed to request the work permit for the named employee.
Work Permit (Tashgheel) via Muqeem
Submit the work permit application (tashgheel) through Muqeem/Qiwa with the employee's details, job title, salary, and contract. HRSD/Muqeem issues the work permit. The employee cannot apply for the employment visa until the work permit is issued. Timeline: typically a few days to a few weeks after quota and documents are in order.
Employment Visa at Saudi Embassy
With the work permit, the employee applies for the employment visa at the Saudi embassy or consulate in their country of residence. Required documents usually include: passport, photos, work permit printout, signed contract, attested qualifications if applicable, and medical (if required at this stage). Fee and processing time vary by mission.
Entry and Iqama Issuance (Steps 1–8)
- Employee enters Saudi Arabia on the employment visa.
- Within the validity period, complete medical (if not done abroad) and biometrics at the designated center.
- Employer or GRO submits Iqama application via Absher/Muqeem with work permit reference and medical clearance.
- Pay Iqama and related fees (levy, etc.).
- Iqama card is produced and may be collected or delivered.
- Register the employee on Qiwa with the signed contract before first working day.
- Add employee to WPS and GOSI.
- If dependants will join, see family visa process.
Kafala 2021 Reforms
Since 2021, employees with 1+ year of service can exit and re-enter Saudi Arabia without the employer's approval for the exit/re-entry visa. Transfer of sponsorship to another employer has specific conditions and is done via the portal. The employer remains the sponsor and is responsible for visa cancellation when employment ends — see visa cancellation and exit re-entry.
Full Cost Breakdown
Costs vary by nationality and Nitaqat band. Typical components:
- Work permit (tashgheel) fee — HRSD/Muqeem.
- Employment visa fee — Saudi embassy/consulate.
- Iqama issuance and card fee.
- Expatriate levy (monthly, varies by Nitaqat colour).
- GOSI (employer share; employee share for Saudis; expats subject to occupational hazard only).
- Medical and biometrics.
Budget SAR 5,000–15,000+ for first-year setup per employee depending on category and levy; ongoing monthly levy and GOSI add to payroll cost.