Saudi Arabia’s labor market continues to undergo regulatory changes aimed at increasing the participation of national talent in the private sector. In this context, the decision on the Saudization of 69 Administrative Occupations at a rate of 100% raises important questions for business owners and investors, particularly foreign investors planning to enter or expand their operations in the Saudi market.
But which occupations are covered by this decision? Does it mean higher operating costs for businesses, or could it create new opportunities to build more efficient and sustainable local teams?
In this article, we explore the details of the decision, the occupations covered, and its key implications for foreign companies and workforce planning in Saudi Arabia.
Saudization of 69 Administrative Occupations in Saudi Arabia: Decision Details and Saudization Rates
The Ministry of Human Resources and Social Development announced a decision to localize 69 supporting administrative occupations at a Saudization rate of up to 100%. This initiative aims to increase the participation of Saudi national talent in the labor market and reduce reliance on foreign workers in the occupations covered by the decision.
The decision forms part of Saudi Arabia’s broader efforts to develop its labor market and increase Saudization rates across the private sector. As a result, businesses are required to review their workforce structures and ensure that their recruitment practices comply with the new requirements.
However, it is important to distinguish between the localization of specific occupations and a general prohibition on foreign nationals working in the private sector. The decision targets specific occupational classifications and does not prohibit foreign workers from holding all administrative positions.
Details of the Decision on the Saudization of 69 Administrative Occupations in Saudi Arabia
The Ministry of Human Resources and Social Development issued an update to the decision on the Saudization of supporting administrative occupations in the private sector. The update added 69 occupations to the list of positions subject to a 100% Saudization requirement, based on the occupational titles and definitions approved under the Saudi Unified Classification of Occupations.
The decision was implemented in two phases rather than applying to all occupations on a single date:
- Phase One: Covered 19 occupations, with the 100% Saudization requirement taking effect on April 5, 2026.
- Phase Two: Covered an additional 50 occupations. The grace period for this phase ended on October 4, 2026, after which the same Saudization requirement became applicable.
The decision applies to private-sector establishments employing one or more workers in any of the targeted occupations, regardless of the establishment’s size or its classification under the Nitaqat program.
Accordingly, all 69 occupations included in the update are now subject to the 100% Saudization requirement. Reviewing job titles and workforce structures is therefore an important step for businesses seeking to comply with regulatory requirements and avoid penalties for violations.
Key Supporting Administrative Occupations Covered by the Saudization Decision
The decision on the Saudization of Supporting Administrative Occupations covers a broad range of positions across different business functions. It is not limited to traditional office-based roles but also extends to human resources, public relations, translation, shipping, and administrative services.
Some of the key occupations identified by the Ministry of Human Resources and Social Development include:
1. Human Resources and Recruitment
- Human Resources Operations Manager
- Workforce Planning Manager
- Recruitment Manager
- Recruitment Specialist
- Human Resources Operations Specialist
- Human Resources Consultant
- Recruitment Services Specialist
2. Administrative and Secretarial Positions
- Administrative Assistant
- Executive Secretary
- Secretary
- Government Relations Clerk
- Human Resources Clerk
- Data Entry Clerk
- Typist
3. Public Relations and Corporate Communications
- Public Relations Manager
- Public Relations Specialist
- Public Relations Consultant
- Public Relations Expert
- Internal Communications Specialist
- Conference and Events Organizer
4. Translation and Language Positions
- Translator
- Interpreter
- Sign Language Interpreter
- Proofreader
- Linguistic Specialist
5. Shipping, Customs, and Reception Positions
- Shipping Agent
- Customs Agent
- Customs Broker
- Shipping Clerk
- Receptionist
- Information Clerk
- Hotel Receptionist
It is worth noting that these are examples from the list and do not represent all 69 occupations covered by the decision. The full list also includes other positions in areas such as security, warehousing, labor affairs, and organizational development.
Businesses should also avoid relying solely on job titles when determining whether an occupation falls within the scope of the decision. They should review the relevant occupational code and definition under the Saudi Unified Classification of Occupations, alongside the Ministry’s official procedural guidelines.
How Can Businesses Benefit from Employment and Training Support Programs?
Eligible establishments may benefit from employment support programs offered through Saudi Arabia’s Human Resources Development Fund (HRDF), also known as Hadaf.
These programs may provide support for recruitment, training, professional development, employment, and workforce retention, subject to the applicable eligibility requirements.
What Should Foreign Investors Do Now?
If your company is already operating in Saudi Arabia, conducting a compliance review is an important step. This should include:
- Ensuring that employees’ registered occupations match the Saudi Unified Classification of Occupations.
- Checking which positions are covered by the decision under the official procedural guidelines.
- Reviewing employee records, employment contracts, and relevant professional licenses.
- Developing recruitment and training plans that align with current regulatory requirements.
For investors planning to establish a new company, it is advisable to incorporate Saudization requirements into the feasibility study and operating budget from the outset, rather than treating them as unexpected costs after business operations have begun.
How Can HFA Help You Enter the Saudi Market?
With evolving regulatory requirements, HFA helps foreign investors establish their companies in Saudi Arabia and understand the obligations associated with their business activities, including relevant Saudization requirements and operational planning.
Our services include company formation, tax and accounting services, and guidance on the regulatory requirements for conducting business in Saudi Arabia.
Planning to enter the Saudi market?
HFA – Your Business Expansion Partner.
Frequently Asked Questions
1. Does the Saudization decision apply to companies fully owned by foreign investors?
Yes. Foreign ownership does not automatically exempt an establishment from the decision if it falls within its scope of application.
2. Can the Saudization decision affect the renewal of work permits for foreign employees?
It may affect an establishment’s procedures concerning employees working in targeted occupations, subject to the applicable regulations.
3. Can a company challenge the classification of a position as an occupation covered by the Saudization decision?
An establishment can contact the Ministry to request clarification and verify whether the job title and actual duties fall within the scope of the decision.
4. Do Saudization requirements differ between small and large companies?
Certain Saudization requirements vary depending on the business activity, establishment size, and applicable regulations. Companies should therefore verify the specific requirements relevant to their operations.
5. Where can businesses find the official list of occupations covered by the Saudization decision?
The official list is available through the Ministry of Human Resources and Social Development’s website and the procedural guidelines issued for the decision.
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SOURCE : Saudi Ministry of Human Resources and Social Development
