Tips for Job Seekers Archives - Yaqoot Manpower Services

20Oct

End of Service Benefits in Saudi Arabia: A Complete Guide for Employees and Employers

When working in a foreign country, one of the most important things to understand is what happens when your job ends. In Saudi Arabia, this is called End of Service Benefits (ESB).

These benefits are designed to protect workers and ensure they receive fair compensation after completing their service. Whether you are an employee finishing your contract or an employer handling staff payments, understanding these benefits is essential.

This guide will walk you through what End of Service Benefits are, how they are calculated, who is eligible, and how they are paid.

1. What Are End of Service Benefits in Saudi Arabia?

End of Service Benefits (ESB) are payments made by the employer to the employee when their contract ends.

This is required by the Ministry of Human Resources and Social Development under Saudi Labor Law.

The purpose is to reward employees for their years of service and help them transition after leaving a job. It acts as a financial cushion for the employee and ensures fair treatment.

Employees can receive this benefit in different situations, such as:

End of the employment contract
Resignation
Retirement
Termination (according to labor laws)
Death of the employee (benefit goes to their legal heirs)

2. Who Is Eligible for End of Service Benefits?

Both Saudi nationals and expatriate workers are entitled to End of Service Benefits.

However, the amount may vary depending on:

The type of employment contract (fixed-term or indefinite)
The employee’s length of service
Whether the employee resigned or the employer ended the contract
Reason for termination (e.g., resignation, layoff, or retirement)

Key point: An employee must work for at least two years to qualify for partial ESB when resigning. But if the contract ends normally, ESB applies regardless of years of service.

3. How End of Service Benefits Are Calculated?

The ESB calculation is based on:

The employee’s last basic salary (not including allowances or bonuses)
The total years of service

The basic formula under Saudi labor law is:

Half a month’s salary for each of the first 5 years of service
One full month’s salary for each year after the first 5 years

Example:

Let’s say an employee earns SAR 4,000 per month and worked for 7 years.

First 5 years: 5 × 0.5 × 4,000 = SAR 10,000
Remaining 2 years: 2 × 1 × 4,000 = SAR 8,000
Total ESB = SAR 10,000 + SAR 8,000 = SAR 18,000

4. End of Service Benefits When an Employee Resigns

If the employee resigns, the amount may be reduced depending on how long they have worked:

Less than 2 years: No ESB
2 to 5 years: One-third of the ESB amount
5 to 10 years: Two-thirds of the ESB amount
More than 10 years: Full ESB amount

Example: If the ESB calculated was SAR 18,000 but the employee worked for 7 years and resigned — they will receive two-thirds of that amount = SAR 12,000.

5. End of Service Benefits When the Employer Terminates

If the employer ends the contract (not for a legal or disciplinary reason), the employee is entitled to full ESB:

Full ESB for the entire service period
Notice period pay (if applicable)
Other unpaid dues (like unused vacation or overtime)

6. Special Cases and Exceptions

There are a few special conditions under Saudi law where ESB may differ:

Termination for cause: If an employee is terminated for serious misconduct (as defined by labor law), ESB may not be paid.
Death or illness: If the employee dies or becomes permanently disabled, full ESB must be paid to them or their legal heirs.
Female employees: If a female employee resigns within 6 months of marriage or 3 months after giving birth, she is entitled to full ESB.
End of fixed-term contract: If a contract ends naturally after the term, full ESB applies.

7. How Employers Should Pay End of Service Benefits?

Employers must:

Calculate the ESB according to labor law.
Settle all payments (including unpaid salary, leave balance, and ESB) within a specific time after the employee’s last working day.
Provide a final settlement document showing the breakdown.
Transfer the amount to the employee through official payment channels.

Failure to pay ESB on time can lead to legal action or penalties under Saudi labor regulations.

8. How Employees Can Claim Their End of Service Benefits?

Employees can claim their ESB in the following ways:

Through the company’s HR or payroll department
By filing a complaint with the Ministry of Human Resources and Social Development if the employer fails to pay
Using the official Qiwa platform or labor office portal

Having a written contract, payslips, and proof of service makes the process smoother.

9. Recent Updates and Digital Services

Saudi Arabia has introduced digital platforms to make ESB processing easier and more transparent.

Employees and employers can now:

View ESB entitlements online
Submit and approve settlements digitally
Track payment status
Raise disputes through official channels

This improves trust and ensures fair treatment for both sides.

10. Why Understanding ESB Matters?

For employees, ESB is a financial right — it can help support them when they leave their job.

For employers, understanding and complying with ESB laws builds a strong company reputation, avoids legal troubles, and creates a better relationship with staff.

Knowing these rules clearly avoids conflicts and ensures smooth offboarding for everyone.

Summary of End of Service Benefits in Saudi Arabia

Length of Service	Resignation Entitlement	Termination Entitlement
Less than 2 years	No ESB	Full ESB
2 to 5 years	1/3 of ESB	Full ESB
5 to 10 years	2/3 of ESB	Full ESB
More than 10 years	Full ESB	Full ESB

Tip: Always keep a copy of your employment contract, payslips, and service letters. These documents are important if there is ever a dispute over your benefits.

Looking for Reliable Manpower Solutions or HR Support in Saudi Arabia?

Yaqoot Manpower Services helps businesses handle recruitment, payroll, and end-of-service settlements with ease.

Contact Yaqoot Manpower Services today to make employee management simple and compliant.

FAQ’s About End of Service Benefits in Saudi Arabia

1. What is End of Service Benefit (ESB) in Saudi Arabia?

ESB is a payment made by employers to employees when their employment ends, based on the length of service and salary.

2. How is ESB calculated?

It’s calculated using the last basic salary: half a month’s salary for each of the first five years, and one month’s salary for each additional year.

3. Do I get ESB if I resign?

Yes, but the amount depends on how long you have worked. You get one-third after 2 years, two-thirds after 5 years, and the full amount after 10 years.

4. How can I claim ESB if my employer refuses to pay?

You can file a complaint with the Ministry of Human Resources and Social Development or through the Qiwa platform.

5. Is ESB different for foreign workers?

No, foreign workers are entitled to ESB just like Saudi employees, following the same labor law rules.

13Oct

Wage Protection System (WPS) in Saudi Arabia: Everything Employers and Workers Should Know

When someone works for a company, getting their salary on time and in the right amount is one of the most important things. To make sure this happens for every worker in the Kingdom, the Wage Protection System (WPS) was introduced.

This system is designed to make salary payments safe, fair, and transparent for both employers and employees. Whether you’re an employee working hard every day or an employer who runs a business in Saudi Arabia, understanding how WPS works is essential.

In this blog, we’ll explain what the Wage Protection System is, how it works, why it matters, and what businesses need to do to follow it.

What Is the Wage Protection System (WPS)?

The Wage Protection System (WPS) is an electronic salary transfer system developed by the Ministry of Human Resources and Social Development in partnership with the Saudi Arabian Monetary Authority.

This system ensures that salaries are paid to workers through authorized financial institutions in Saudi Arabia. Instead of paying cash or using unclear methods, companies must pay salaries through official bank transfers.

This way, every salary payment is documented and traceable — protecting both employees and employers.

Why WPS Was Introduced?

Before WPS, some workers faced delays or even missed salaries. Some companies didn’t provide clear proof of payment, which caused many problems for employees, especially low-wage workers.

The Wage Protection System was introduced to:

Make sure all workers receive their salaries on time.
Protect employees from unpaid wages.
Help employers build a trustworthy reputation.
Improve transparency and reduce disputes.
Support the Kingdom’s labor reforms and modernization goals under Saudi Vision 2030.

How the Wage Protection System Works?

The WPS follows a clear process that makes salary payments smooth and trackable.

Company Registers in WPS Every business must register with the Ministry’s WPS system and open a payroll account with an authorized bank.
Employee Data Submission The company uploads employee information such as name, ID, salary amount, and payment date.
Salary Transfer Salaries are transferred directly to the employees’ bank accounts through the WPS.
Ministry Monitoring The system automatically reports payments to the Ministry, allowing it to track whether salaries were paid correctly and on time.
Action on Violations If salaries are delayed, underpaid, or unpaid, the Ministry can take action, including fines or suspension of company services.

This system gives both sides — employers and employees — a clear record of salary transactions.

Key Rules and Requirements for Employers

To comply with WPS, companies in Saudi Arabia must follow a few important rules:

Salaries must be transferred through banks approved by the Saudi government.
Payments must match the agreed salary stated in the employment contract.
Salaries must be paid on time each month.
Companies must submit salary information to the WPS system regularly.
Any deductions or changes must be clearly documented and explained.
Failure to comply can lead to fines, penalties, or even suspension of services.

Important: Companies of all sizes — from large corporations to small and medium businesses — are required to comply with WPS.

Benefits of WPS for Employees

The Wage Protection System was designed mainly to protect employees. Here’s how it helps workers:

On-time salary payments — no more waiting or delays.
Clear proof of payment — salaries are transferred through banks and recorded.
Legal protection — if employers don’t pay, employees can raise complaints.
Transparency — employees know exactly when and how much they’re paid.
Fair treatment — reduces the risk of unpaid or reduced wages.

This gives workers more confidence and security in their jobs.

Benefits of WPS for Employers

While WPS protects employees, it also benefits companies in many ways:

Builds trust with employees and authorities.
Simplifies payroll management through a digital system.
Reduces disputes over unpaid or delayed salaries.
Provides proof of compliance for legal and administrative purposes.
Supports business growth by maintaining a good reputation.

Complying with WPS also makes it easier for companies to renew work permits, hire foreign workers, and avoid fines.

Penalties for Non-Compliance

The Ministry of Human Resources and Social Development takes salary protection very seriously. Companies that fail to comply with WPS may face:

Financial penalties and fines.
Suspension of some or all Ministry services.
Ban on new work visas.
Risk of legal action and reputational damage.

Companies are encouraged to stay fully compliant to avoid these penalties and maintain smooth operations.

WPS and Vision 2030

Saudi Arabia’s Vision 2030 aims to build a strong, transparent, and modern economy. The Wage Protection System is part of this larger plan to make the Kingdom an attractive and fair place to work.

It improves labor rights.
Increases investor confidence.
Strengthens the overall business environment.

This system not only benefits employees and employers but also supports the entire economy.

Steps for Businesses to Implement WPS Successfully

For companies new to the system, here’s a simple roadmap to follow:

Register with the Ministry’s WPS portal.
Open a payroll account with an approved Saudi bank.
Upload employee details accurately to the system.
Ensure monthly salary transfers are made through the system.
Keep records updated — any change in salary or employment must be documented.
Review monthly reports to catch and fix any issues quickly.
Train your HR and payroll teams to ensure smooth compliance.

Employee Rights Under WPS

Employees in Saudi Arabia have clear rights under the Wage Protection System:

The right to receive salaries in full and on time.
The right to file a complaint if payments are delayed.
The right to know how much they are paid and when.
The right to have payments made through official channels.

If employees face problems, they can contact the Ministry through its official complaint channels.

How WPS Improves the Labor Market?

The WPS does more than just track salaries. It creates a healthier and more stable labor market by:

Reducing illegal or unfair practices.
Building trust between employers and employees.
Encouraging foreign investment by showing labor transparency.
Supporting workers’ welfare.
Creating accurate data for better labor planning.

Future of WPS in Saudi Arabia

Saudi Arabia continues to enhance the WPS with digital technologies. The system is expected to become even more efficient with:

Real-time monitoring of salary transfers.
Stricter enforcement for delayed payments.
Easier reporting systems for employees.
Greater integration with other labor platforms.

This makes the Kingdom one of the leading countries in protecting labor rights in the region.

Final Words

The Wage Protection System in Saudi Arabia plays a crucial role in building a fair and transparent work environment. It protects workers, supports businesses, and strengthens the economy.

Whether you’re a company owner or an employee, understanding WPS ensures smoother operations and better workplace trust.

Partner with Yaqoot Manpower Services

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Expert payroll outsourcing
Smooth WPS compliance
Transparent and reliable manpower solutions

Let Yaqoot Manpower Services take care of your payroll, so you can focus on growing your business.

FAQ’s About Wage Protection System in Saudi Arabia

1. What is the Wage Protection System in Saudi Arabia?

The Wage Protection System (WPS) is an electronic system created by the Saudi government to ensure workers receive their salaries through banks on time and in full.

2. Is WPS mandatory for all companies?

Yes. All companies in Saudi Arabia, regardless of size, are required to comply with WPS regulations.

3. How does WPS protect employees?

It ensures that salaries are paid through official bank channels and gives workers proof of payment, making it easier to resolve any issues.

4. What happens if a company doesn’t follow WPS rules?

The company can face fines, service suspension, visa restrictions, or legal action.

5. Can small businesses also register for WPS?

Yes. The system is designed for companies of all sizes — from small businesses to large enterprises.

29Sep

Workplace Etiquette in Saudi Arabia

Saudi Arabia is one of the fastest-growing business hubs in the world. With its strong economy, ongoing development projects, and Vision 2030 plans, the country has become a magnet for professionals from all over the globe. If you are moving to Saudi Arabia for work, or already working there, it’s important to understand the local workplace etiquette. Knowing how to behave in professional settings helps you build stronger relationships, earn respect, and succeed in your career.

This blog will explain the main workplace etiquette rules in Saudi Arabia in simple, clear language that anyone can understand.

Why Workplace Etiquette Matters in Saudi Arabia?

Workplace etiquette is not just about being polite. It’s about respecting traditions, building trust, and creating a healthy work environment. In Saudi Arabia, culture and religion play a major role in shaping workplace behavior. By learning and following the right practices, you will:

Avoid misunderstandings with colleagues or managers
Show respect for local customs
Build stronger professional relationships
Create a good reputation for yourself and your company

1. Respect for Culture and Religion

Islam is at the heart of life in Saudi Arabia. Many workplace rules are linked to religious values. For example:

Prayer times are very important. Muslims pray five times a day, and offices often pause during prayer times. Respect these breaks, and never schedule meetings during prayer.
Ramadan etiquette: During the holy month of Ramadan, Muslims fast from sunrise to sunset. Out of respect, avoid eating, drinking, or smoking in public or in the office during fasting hours.
Dress code: Modesty is highly valued. Men usually wear business suits or traditional attire like a thobe. Women should wear professional clothing that covers arms and legs, and in many workplaces, an abaya is recommended.

2. Greetings and Communication

Greetings are more formal in Saudi Arabia compared to some other countries. Here’s what to keep in mind:

Start with “Salam Alaikum” (peace be upon you). It’s the most common and polite greeting. The reply is “Wa Alaikum Salam.”
Handshakes are common among men, but they may be softer and last a little longer than in Western countries. Wait for the other person to initiate.
Between men and women, handshakes may not always be acceptable. If you are unsure, wait and see if the other person offers their hand first.
Always use polite titles like “Mr.,” “Mrs.,” or professional titles such as “Doctor” or “Engineer.”

When communicating, remember that directness is not always appreciated. Saudis value respectful and friendly tones. Avoid being too blunt, as it can come across as rude.

3. Hierarchy and Respect for Authority

Workplaces in Saudi Arabia often follow a clear hierarchy. Decisions are usually made at the top level, and managers are given a lot of respect.

Always address senior staff first in meetings.
When giving opinions, be respectful and diplomatic.
Don’t interrupt when a manager or elder is speaking.
Show patience in decision-making, as approvals may take time.

4. Punctuality and Time Management

In Saudi Arabia, punctuality is important, especially in formal business meetings. However, flexibility is also part of the culture.

Be on time for all meetings, even if others arrive later. It shows professionalism.
Meetings may start with small talk before business begins. Be patient and don’t rush straight to the agenda.
Sometimes, plans or schedules may change suddenly. Adaptability is a valuable skill in Saudi workplaces.

5. Business Meetings and Etiquette

Meetings in Saudi Arabia are often social as well as professional. Here are some important points:

Hospitality is a big part of culture. You may be offered Arabic coffee, tea, or dates before the meeting. Accepting shows respect.
Small talk comes first. Saudis like to build trust before discussing business. Topics such as family, health, or general well-being are common.
Avoid sensitive topics like politics or religion unless you are very close to your colleagues.
Be prepared for decisions to take time, as managers often consult with higher authorities before finalizing agreements.

6. Gender Etiquette in the Workplace

Saudi Arabia has been making big changes to include more women in the workforce. Women now work in many industries, from banking to education to healthcare. Still, certain cultural guidelines apply:

Professional interactions between men and women should remain respectful and formal.
Physical contact, such as handshakes, may not always be acceptable unless initiated by the woman.
Meetings may sometimes be gender-segregated, though this is becoming less common in modern offices.

7. Workplace Relationships and Networking

Building strong relationships is key to success in Saudi workplaces. Saudis value trust and loyalty.

Take time to get to know your colleagues beyond work.
Accept invitations to meals, as these are important for networking.
Show appreciation for hospitality and return kindness when possible.

8. Dress Code in More Detail

Appearance matters a lot in Saudi Arabia. It reflects respect and professionalism.

Men: Business suits are common in international companies. In local companies, wearing a white thobe with a head covering (ghutra or shemagh) is also standard.
Women: Business suits or dresses that cover the arms and legs are common. Many women also wear an abaya in public. Bright or flashy clothing should be avoided in formal settings.

9. Digital Etiquette

With modern workplaces relying on emails, WhatsApp, and other tools, digital communication also has rules:

Always use polite and professional language in emails.
Avoid sending messages during prayer times or very late at night.
WhatsApp is often used for work communication, but keep your tone respectful and professional.

10. Key Do’s and Don’ts

Do’s:

Show respect for culture and religion
Use polite greetings
Be patient in decision-making
Dress modestly and professionally
Accept hospitality with gratitude

Don’ts:

Don’t eat or drink in public during Ramadan fasting hours
Don’t rush into business talk without small talk first
Don’t criticize publicly; give feedback privately and respectfully
Don’t ignore prayer times

Conclusion

Understanding workplace etiquette in Saudi Arabia is more than just following rules – it’s about showing respect and adapting to a culture that values tradition, hospitality, and strong relationships. By practicing these etiquettes, you can create a positive impression, strengthen your career, and enjoy a smoother work experience in the Kingdom.

Looking for reliable manpower services in Saudi Arabia?

Yaqoot Manpower Services provides trusted staffing, HR outsourcing, and recruitment solutions to help your business grow with the right talent.

FAQ About Workplace Etiquette in Saudi Arabia

Q1: Do I need to wear traditional Saudi clothing at work?

Not always. In many companies, business suits are fine. However, dressing modestly and respectfully is always expected.

Q2: How should I greet my Saudi colleagues?

A polite “Salam Alaikum” is the best way. Handshakes are common among men, but wait for the other person to initiate.

Q3: Is it okay to discuss religion or politics at work?

It’s best to avoid these sensitive topics unless you know your colleagues well. Stick to safe and friendly conversation.

Q4: Are women allowed to work in Saudi offices?

Yes. Women are an active part of the workforce in many industries. Workplace interactions remain professional and respectful.

Q5: How important is punctuality in Saudi workplaces?

Being on time shows professionalism, but be patient if meetings start later than scheduled.

25Aug

What the 60-Days Grace Period in Saudi Arabia Really Means for Expats

For millions of expats living and working in Saudi Arabia, staying updated on residency and visa rules is very important. One rule that often creates confusion is the 60-days grace period. Many workers hear about it but are not always sure what it really means for them.

In this blog, we’ll explain the 60-days grace period in simple terms, why it matters, how expats can use it, and what happens if you don’t follow the rules. By the end, you’ll know exactly how this period works and how to avoid problems while living or working in the Kingdom.

What is the 60-Days Grace Period in Saudi Arabia?

The 60-days grace period in Saudi Arabia is the extra time given to expats after their Iqama (residency permit), visa, or contract expires. During this time, you are still allowed to stay in Saudi Arabia legally without paying fines—but only if you act quickly to fix your situation.

This grace period is like a “buffer zone” for expats. It allows you to:

Renew your Iqama.
Change jobs or transfer sponsorship.
Prepare to leave Saudi Arabia legally.

So, instead of facing penalties the day your documents expire, you get 60 more days to set things right.

Why Does the Grace Period Matter for Expats?

Saudi Arabia has one of the largest expat populations in the world, with millions of foreign workers. Mistakes can happen—sometimes documents expire before you notice, or employers delay renewals.

The grace period was introduced to:

Give expats peace of mind – No need to panic the moment your Iqama expires.
Support employers – Companies also get time to handle renewals.
Reduce legal stress – Expats can make plans without fear of sudden penalties.
Encourage compliance – The Kingdom wants expats to stay legal and follow proper procedures.

When Does the 60-Days Grace Period Apply?

The grace period is not a blanket rule. It applies in specific situations:

1. After Iqama Expiry

If your Iqama (residency permit) expires, you get 60 days to renew it without facing penalties.

2. After Final Exit Visa Issuance

If you’re leaving Saudi Arabia permanently, you have 60 days after your final exit visa is issued to leave the country.

3. Exit/Re-Entry Visa Issues

If your exit/re-entry visa expires while you’re outside the Kingdom, a grace period may apply depending on the case.

4. Job Transfer

When switching jobs or transferring sponsorship, the 60-days period allows time for paperwork between old and new employers.

What Happens If You Don’t Act Within the Grace Period?

The grace period is a chance, not a free pass. If you don’t take action within the 60 days, serious problems can follow:

Fines – You’ll have to pay heavy penalties for overstaying.
Deportation – Authorities can deport you if you stay illegally.
Ban on Return – Some expats who overstay may be banned from re-entering Saudi Arabia.
Employer Trouble – Companies may also face fines for failing to renew their workers’ documents.

This is why every expat should use the grace period wisely.

How Expats Can Use the Grace Period Effectively?

Here are some steps to make the most of the 60-days window:

1. Know Your Expiry Dates

Always keep track of your Iqama and visa dates. You can check through the Absher platform or your company’s HR.

2. Start Renewals Early

Don’t wait until the last week. Begin renewal at least one month before expiry.

3. Communicate With Employers

If your company is responsible for renewals, keep reminding HR or management so you don’t miss deadlines.

4. Plan Ahead if Leaving Saudi Arabia

If you’re leaving, book your tickets early and make sure you exit before the grace period ends.

5. Keep Proof

Always keep receipts, approvals, and digital copies of your documents in case there’s any confusion.

Common Mistakes Expats Make

Even with a grace period, many expats get into trouble because of simple errors:

Not checking expiry dates – Some people don’t even know their Iqama is expired.
Depending only on employers – Never assume HR will handle everything on time.
Waiting too long – Using the full 60 days instead of acting quickly.
Overstaying on purpose – Thinking they can avoid authorities, which often ends badly.

Why the 60-Days Grace Period is a Big Advantage?

For expats, the grace period offers several benefits:

Legal protection – You remain safe from fines if you act in time.
Flexibility – Enough time to find a new job or arrange travel plans.
Employer support – Gives companies a chance to complete formalities.
Peace of mind – You don’t have to rush the very day your documents expire.

What to Expect in 2025?

Saudi Arabia is working toward its Vision 2030 goals, which include improving labor laws and digital services. In 2025, expats should expect:

More digital processing – Renewals and job transfers through Absher and Qiwa.
Stricter monitoring – Overstayers will face faster penalties.
Employer accountability – Companies will be held responsible for late renewals.
Clearer rules – The grace period system is being enforced more consistently.

Final Thoughts

The 60-days grace period in Saudi Arabia is more than just extra time—it’s a safety net for expats. But remember, it only helps if you use it wisely. Renew your documents, transfer your sponsorship, or leave the country within those 60 days.

For expats in 2025, the message is clear: stay informed, stay legal, and stay safe in the Kingdom.

Looking for stress-free recruitment and HR solutions in Saudi Arabia?

Yaqoot Manpower Services in Saudi Arabia helps companies and expats manage visas, Iqama renewals, and staffing needs with ease. Contact us today and make your recruitment and compliance worry-free.

FAQ

Q1. What is the 60-days grace period in Saudi Arabia?

It is the extra 60 days given to expats after their Iqama, visa, or contract expires to renew, transfer, or exit legally.

Q2. Will I pay fines if I leave during the grace period?

No. As long as you leave or renew within 60 days, you won’t face penalties.

Q3. Can I transfer my sponsorship during the grace period?

Yes. The grace period allows you to process job changes or sponsorship transfers.

Q4. What happens if I overstay after the grace period?

You may face heavy fines, deportation, or even a ban from returning.

Q5. How do I check my Iqama expiry date?

You can check it easily on the Absher platform or by asking your employer’s HR department.

21Aug

What is Huroob in Saudi Arabia? Everything You Need to Know in 2025

If you are an expatriate worker in Saudi Arabia, you may have heard the word “Huroob.” For many workers, this is one of the most serious legal issues they can face. Understanding what Huroob is, how it works, and how to check or fix it in 2025 is essential for anyone working in the Kingdom.

This guide explains everything in simple terms so that anyone — even a 5th grader — can understand it.

What is Huroob?

Huroob is an Arabic term that means “escape” or “absconding.” In Saudi Arabia, Huroob happens when an employer reports that their sponsored worker has run away, left work without permission, or violated their job contract.

When Huroob status is activated in the Ministry of Human Resources and Social Development (MHRSD) or Absher system, the worker is considered illegal. This means they can be arrested, detained, deported, and even banned from re-entering Saudi Arabia.

Why is Huroob Important?

Saudi Arabia’s kafala system (sponsorship system) means that expatriates must be tied to a Saudi employer. If a worker leaves their job without consent or gets reported by the employer, their entire legal residency can be at risk.

Without fixing Huroob, the worker cannot:

Transfer sponsorship to another employer
Renew their Iqama (residency permit)
Work legally in the country
Exit and re-enter Saudi Arabia without legal consequences

How to Know if You Are Under Huroob Status?

Many workers panic because they don’t even realize their employer has filed Huroob against them. Luckily, in 2025, there are online systems to check your legal status:

1. Check Through the Absher Portal

Log in to Absher.sa
Enter your Iqama number and password
Go to “Employment Status”
If you are under Huroob, it will show as “Absent from Work”

2. Ministry of Labor Website

Visit the MHRSD website
Select “Labor Query Service”
Enter your Iqama number
The system will display your employer and employment status

3. Ask Through an Official Office

If you don’t have online access, you can also visit a Jawazat (passport office) or labor office and check in person.

Consequences of Being Under Huroob

Being marked under Huroob is very serious in Saudi Arabia. Some of the consequences include:

Immediate termination of employment contract
Deportation from Saudi Arabia
A ban from re-entering Saudi Arabia for a minimum of 3 to 5 years
Loss of end-of-service benefits
Legal fines and penalties

If arrested, a worker under Huroob may also be detained in deportation centers until they are removed from the country.

How Many Days to Remove Huroob in Saudi Arabia?

The time frame to remove Huroob depends on whether the employer agrees to cancel it or if legal intervention is required. Usually:

If the employer reports it mistakenly, they can request removal within 15 days.
After 30 days, it becomes much harder to remove unless you go through labor courts.

Can a Person Under Huroob Return to Saudi Arabia?

Generally, if you were deported under Huroob, you are banned for at least 3 to 5 years. After this period, some workers can re-apply for a visa with a different sponsor.

However, if the worker had a criminal record alongside Huroob, the ban may be permanent.

How to Fix or Remove Huroob Status?

Removing Huroob is not easy, but there are certain ways:

Employer Cancellation – If the employer agrees, they can log into Absher or MHRSD and remove Huroob.
Transfer of Sponsorship – In some cases, if a new employer is willing to sponsor, you can transfer even under Huroob (though it requires approval).
Ministry of Labor Complaint – If you were falsely accused, you can file a complaint at the labor office.
Court Order – For disputes, the labor court can cancel Huroob after investigation.

Legal Implications of Huroob

The Saudi labor law treats Huroob very seriously. Here are some legal aspects to understand:

Penalty for Workers: Deportation, ban, and loss of benefits.
Penalty for Employers: If an employer files false Huroob, they can face fines up to SAR 20,000.
Termination Rights: Huroob acts as automatic termination of contract.
Iqama Status: Residency permit becomes invalid.

Who Can Perform a Huroob Check?

Employers – They can check worker status through Absher or MHRSD.
Government Agencies – Police, Jawazat, and Labor Offices track Huroob.
Workers Themselves – Every expatriate can check their own status online.

Recent Updates in 2025

Saudi Arabia has introduced reforms to protect workers, including:

A 60 days grace period for correcting the Huroob status of domestic workers (announced by MHRSD).
Easier sponsorship transfer in certain cases without employer consent.
Stricter fines on companies that misuse the Huroob system.

Are You Looking for Huroob Help in Saudi Arabia?

At Yaqoot Manpower Services, we help workers and companies understand Saudi labor laws, resolve Huroob issues, and guide them step by step. Contact our recruitment experts at yaqootmanpowerservices.com.

FAQs About Huroob in Saudi Arabia

Q1: How many days can I stay in Saudi Arabia after Huroob?

You must leave immediately; otherwise, you risk arrest.

Q2: Can I work with another sponsor under Huroob?

Not legally, unless the Ministry of Labor approves a sponsorship transfer.

Q3: Can I return to Saudi Arabia after deportation?

Yes, usually after 3–5 years unless permanently banned.

Q4: What if my employer filed Huroob falsely?

You can file a complaint at the labor office and request cancellation.

Q5: How much is the penalty for Huroob?

The penalty is usually deportation and a ban, plus possible fines.

Q6: Is Huroob lifted after the 3-year ban?

Yes, in most cases after 3–5 years you may apply for a new visa.

Q7: How do I know if I am blacklisted?

If your Iqama shows “Absent from Work” and you were deported, you are blacklisted for several years.

Q8: Can Huroob be removed without employer consent?

Yes, but only through a Ministry of Labor complaint or labor court ruling.

Q9: What happens to domestic workers under Huroob?

They are given a 6-month grace period to correct their status with a new employer.

28Jul

Riyadh Expo 2030: Everything You Need to Know

The world is getting ready for one of the biggest global events of the decade—Riyadh Expo 2030. But what exactly is this Expo? Why is it so important? And why is Saudi Arabia preparing on such a grand scale? In this post, we’ll walk you through everything you need to know about Riyadh Expo 2030—in a clear and simple way.

Whether you’re a student, a traveler, a business owner, or just curious, this article will help you understand what’s coming and why it matters.

What Is the World Expo?

Before we dive into Riyadh’s big moment, let’s quickly understand what a World Expo is.

A World Expo, also known as a Universal Exposition, is a global event that brings together countries, businesses, and people from around the world to showcase their ideas, innovations, cultures, and achievements. It’s like the Olympics, but instead of sports, it focuses on technology, sustainability, architecture, culture, and future solutions.

World Expos happen every five years and last for six months. Past Expos have introduced the world to amazing things like:

The Eiffel Tower (Paris Expo 1889)
The Ferris Wheel (Chicago Expo 1893)
Touchscreen technology (Knoxville Expo 1982)

So yes, Expos can shape the future.

What Is Riyadh Expo 2030?

Riyadh Expo 2030 is Saudi Arabia’s official hosting of the World Expo, which will take place in the capital city Riyadh from October 1, 2030, to March 31, 2031.

Saudi Arabia won the bid in November 2023 after competing with cities like Busan (South Korea) and Rome (Italy). The win marked a major moment in Saudi Arabia’s global vision—especially under the country’s ambitious plan called Vision 2030, which aims to transform Saudi Arabia’s economy and image by investing in tourism, innovation, and sustainability.

The Theme of Riyadh Expo 2030

Every World Expo has a theme. Riyadh’s theme is:

“The Era of Change: Together for a Foresighted Tomorrow”

This theme highlights how the world is changing fast—technologically, socially, and environmentally—and how we must work together to shape a better and smarter future.

Subthemes include:

A Different Tomorrow – Imagining what life, work, and society will look like in the future.
Climate Action – Exploring solutions to fight climate change and protect our planet.
Prosperity for All – Making sure that progress benefits everyone, not just a few.

Why Riyadh Expo 2030 Is a Big Deal?

Hosting the Expo is more than just a title—it’s a chance for Saudi Arabia to show the world how far it has come and where it wants to go. Here are a few reasons why Riyadh Expo 2030 matters:

1. Global Recognition

Saudi Arabia is positioning itself as a leader in innovation, sustainability, and investment. Hosting the Expo proves that it can handle world-class events and be a destination for tourists and investors.

2. Economic Growth

It’s estimated that the Expo could attract over 40 million visitors—both local and international. This will boost tourism, hospitality, real estate, and transportation sectors.

3. Job Creation

Thousands of jobs will be created in construction, event management, hospitality, logistics, and technology—helping locals, especially young people, find new opportunities.

4. Urban Transformation

Riyadh is undergoing massive development. New roads, metro lines, green spaces, smart infrastructure, and futuristic buildings are being built to support the Expo and life beyond 2030.

Where Will It Be Held?

The Expo will be held in northeast Riyadh, near the King Khalid International Airport. The site will cover over 6 million square meters—that’s more than 800 football fields.

It will include:

Pavilions from over 180 countries
Exhibition halls
Innovation centers
Cultural spaces
Restaurants and cafés
Green walkways and public transport systems

The area is being designed as a “15-minute city,” meaning visitors can walk or take public transport to any part of the site in under 15 minutes.

What Can You Expect to See?

World Expos are known for their wow-factor displays, futuristic ideas, and architectural wonders. Here’s what to expect at Riyadh Expo 2030:

1. National Pavilions

Each participating country will build its own pavilion to showcase its culture, technology, and solutions. These are usually the most creative and fun spaces to explore.

2. Innovation Zones

Companies and startups will present futuristic technologies—like AI, robotics, clean energy, and digital health.

3. Cultural Events

Music, dance, art exhibitions, and food festivals from around the world will make the Expo feel like a global celebration.

4. Sustainable Design

The entire Expo site is being planned with sustainability in mind—solar power, waste recycling, green buildings, and smart mobility.

Who Will Attend Riyadh Expo 2030?

Riyadh Expo 2030 is expected to welcome:

Over 40 million in-person visitors
Hundreds of millions of virtual visitors
World leaders, CEOs, inventors, and artists
Tourists, families, students, and researchers

In short, everyone—from decision-makers to curious explorers—will have something to learn and experience.

How Is Saudi Arabia Preparing?

Saudi Arabia is investing billions of dollars to make the Expo a success. Some of the key preparations include:

Expanding Riyadh’s Metro System (expected to carry millions of passengers).
Building new hotels, resorts, and entertainment hubs.
Launching smart city projects like NEOM and The Line (connected to the larger Vision 2030).
Working on green energy solutions and sustainable infrastructure.
Training thousands of volunteers and staff to help manage the Expo experience.

How Will It Impact the Future?

The Expo’s effects won’t end in 2030. Here’s what long-term changes it might bring:

A stronger global image for Saudi Arabia.
Permanent job creation and economic diversification.
A greener, smarter Riyadh for residents and future generations.
More international partnerships in science, education, and trade.
Inspiration for young minds across the world.

How Businesses and Job Seekers Can Benefit from Riyadh Expo 2030?

While Riyadh Expo 2030 is a global celebration of innovation and culture, it’s also a huge opportunity for businesses and job seekers—especially those who act early.

Opportunities for Businesses

Networking with Global Players
The Expo will attract companies, investors, government bodies, and innovators from around the world. Businesses—especially startups and SMEs—can build valuable partnerships and explore new markets.
Showcasing Products and Services
Companies involved in tech, sustainability, logistics, tourism, energy, or construction can present their solutions to a global audience. Being part of the Expo can boost a brand’s visibility and reputation.
Tenders and Contracts
With massive infrastructure being built, companies in engineering, facility management, transportation, architecture, and event services can bid on public and private projects tied to the Expo.
Market Expansion
For international businesses, the Expo is a gateway to enter the Saudi and wider GCC market. With Vision 2030 pushing for economic diversification, Saudi Arabia is more open than ever to global trade.
Increased Tourism & Hospitality Demand
Travel agencies, hotels, F&B providers, and event organizers will benefit from the millions of visitors expected. This demand surge offers short- and long-term revenue potential.

Opportunities for Job Seekers

New Job Creation
With the scale of the Expo, Saudi Arabia is expected to create hundreds of thousands of jobs in sectors like:
- Construction and Engineering
- Hospitality and Tourism
- Event Planning and Management
- Customer Service and Retail
- Media and Marketing
- Transport and Logistics
- Technology and Innovation
Skill Development
Training programs are being launched to prepare Saudi youth and expats to serve Expo-related industries. These programs focus on languages, tech skills, project management, and service excellence.
Volunteering and Internships
Young professionals and students can gain real-world experience by volunteering or interning with Expo teams. It’s a great way to build a resume and open doors to full-time employment.
Long-Term Employment Growth
Even after the Expo ends in 2031, the infrastructure, hospitality, and tourism ecosystems built for it will keep running. This means sustained job opportunities for years to come.

In Summary

Riyadh Expo 2030 is more than just an event. It’s a bold statement—that Saudi Arabia is ready to lead, innovate, and share its vision with the world. It’s about celebrating change, exploring possibilities, and working together for a better tomorrow.

Whether you plan to attend or watch from afar, it’s worth keeping an eye on this once-in-a-lifetime global celebration. It’s not just Riyadh’s Expo—it’s the world’s future on display.

Final Thoughts

Riyadh Expo 2030 will be a turning point—not only for Saudi Arabia but for how we imagine the world in the years ahead. If you’ve never thought about attending a World Expo before, this one might be the one to consider.

Stay tuned, because the countdown to Riyadh 2030 has already begun.

How Yaqoot Manpower Services Can Help in Riyadh Expo 2030?

As one of Saudi Arabia’s leading recruitment and staffing agencies, Yaqoot Manpower Services is well-positioned to support the massive workforce needs of Riyadh Expo 2030. With over a decade of experience in manpower supply, HR outsourcing, and payroll services across industries like construction, hospitality, logistics, IT, and facility management, Yaqoot provides skilled and semi-skilled workers, project-based teams, and temporary staffing solutions tailored to Expo-related projects. Whether you’re an employer looking to build your Expo team or a job seeker ready to contribute to this landmark event, Yaqoot can connect the right talent to the right opportunity—quickly and reliably.

22Jul

IT Recruitment Trends: Top Skills in Demand in Saudi Arabia

In recent years, Saudi Arabia has been transforming itself into a leading digital hub. With initiatives like Vision 2030 driving the country’s economic diversification, there has been a strong focus on building a knowledge-based, technology-driven economy. As a result, the demand for IT professionals in Saudi Arabia is growing faster than ever before.

Businesses across industries — from oil and gas to healthcare, banking, retail, and logistics — are embracing digital solutions. This shift is creating new job opportunities for IT talent, but also new challenges for companies trying to recruit the right people.

In this blog post, we will explore the key IT recruitment trends in Saudi Arabia, focusing on the top skills that are currently in demand. Whether you are a job seeker trying to improve your career prospects or a recruiter looking to understand the latest trends, this post will help you stay informed.

Why IT Recruitment is Booming in Saudi Arabia?

Saudi Arabia’s digital transformation is not just a passing trend — it’s a national priority. Vision 2030 has set clear goals to reduce reliance on oil and boost sectors like technology, tourism, entertainment, and finance. This has led to massive investments in smart cities (like NEOM), e-government platforms, cybersecurity infrastructure, fintech solutions, and cloud computing services.

With this rapid technological growth, companies need skilled IT professionals to build, maintain, and secure these advanced systems. Recruitment agencies and HR teams in Saudi Arabia are under pressure to find candidates who are not only technically skilled but also adaptable, forward-thinking, and aligned with the country’s digital future.

Top IT Skills in Demand in Saudi Arabia (2025 and Beyond)

Below are some of the most sought-after IT skills in Saudi Arabia’s current job market:

1. Cybersecurity

With cyber threats becoming more sophisticated and widespread, cybersecurity skills are in high demand. Companies need experts who can protect their systems, networks, and data from attacks. This includes roles like:

Cybersecurity Analysts
Security Engineers
Risk Management Specialists
Penetration Testers

Industries like banking, energy, and government are especially focused on hiring cybersecurity professionals to safeguard critical infrastructure.

2. Cloud Computing

Cloud computing allows organizations to store and manage data more efficiently. As Saudi companies shift towards cloud-based solutions, there is a growing need for:

Cloud Architects
Cloud Engineers
AWS, Microsoft Azure, and Google Cloud Specialists

Companies are looking for professionals who can design, implement, and maintain cloud environments that meet their security and performance needs.

3. Artificial Intelligence (AI) and Machine Learning (ML)

AI and ML are transforming how businesses operate, from automating processes to analyzing data for better decisions. Skilled professionals are needed to develop AI algorithms, manage data pipelines, and create intelligent solutions.

Roles in demand include:

AI Engineers
Machine Learning Specialists
Data Scientists

These skills are especially important for healthcare, finance, logistics, and public services where AI is being used to improve efficiency and outcomes.

4. Software Development

Software developers remain the backbone of IT recruitment in Saudi Arabia. Companies are looking for programmers who can build both internal systems and customer-facing applications. Key skills include:

Java, Python, .NET, and C++
Mobile App Development (iOS and Android)
Web Development (React, Angular, Vue.js)
API Development and Integration

Startups, as well as established corporations, require developers to create customized digital solutions.

5. Data Analytics and Big Data

With the explosion of data, organizations want to make smarter decisions through data analytics. Professionals who can collect, process, and interpret large datasets are highly valued. These roles include:

Data Analysts
Business Intelligence (BI) Specialists
Big Data Engineers

Strong knowledge of tools like Power BI, Tableau, SQL, and Python is essential.

6. DevOps and Automation

Companies in Saudi Arabia are adopting DevOps practices to speed up software development and improve collaboration between IT and operations teams. There is a demand for:

DevOps Engineers
Site Reliability Engineers (SRE)
Automation Specialists

Skills in CI/CD pipelines, Kubernetes, Docker, Jenkins, and Ansible are becoming standard requirements.

7. Blockchain Technology

Although still an emerging field, blockchain is gaining attention, particularly in finance and supply chain sectors. There is increasing demand for professionals who understand:

Blockchain Development
Smart Contracts
Decentralized Applications (DApps)

Saudi Arabia’s push towards digital trust and transparency is fueling this demand.

8. Networking and Infrastructure

Physical and virtual networks are the backbone of all digital operations. Companies require skilled personnel to build and maintain secure, high-performance networks. Key roles include:

Network Engineers
Systems Administrators
IT Infrastructure Managers

Knowledge of Cisco, Juniper, VMware, and related technologies is highly regarded.

Recruitment Trends in Saudi Arabia’s IT Sector

Beyond the technical skills listed above, several trends are shaping how IT recruitment works in Saudi Arabia today.

1. Preference for Saudi Nationals (Saudization)

Under Vision 2030’s Saudization policy (Nitaqat system), companies are encouraged to hire Saudi nationals in key positions, including IT. While expatriates are still in demand for certain specialized roles, there is a growing focus on developing local talent through training programs and certifications.

2. Hybrid Work is Now Common

Many IT roles now offer hybrid or remote work options. This flexibility helps attract top talent from within the Kingdom and globally. Companies are adjusting their recruitment strategies to reflect this new reality.

3. Certifications Matter More Than Degrees

For many IT roles, certifications like AWS Certified Solutions Architect, Microsoft Certified: Azure Administrator, Cisco CCNA/CCNP, CompTIA Security+, and Google Cloud Professional are often valued more than traditional university degrees. Recruiters look for proven skills and hands-on experience.

4. Soft Skills Are Also Critical

Employers are not just looking for technical expertise. Communication, problem-solving, adaptability, and teamwork are highly valued in IT professionals, especially for leadership and client-facing roles.

5. Talent Shortages Lead to Higher Salaries

There is a shortage of highly skilled IT professionals in Saudi Arabia, especially for specialized fields like cybersecurity, AI, and cloud. This shortage is driving up salaries and benefits, making IT one of the more lucrative career paths.

Advice for Job Seekers in Saudi Arabia’s IT Industry

If you are aiming to build a successful career in Saudi Arabia’s IT sector, here are a few tips:

1. Stay Updated: Technology evolves quickly. Keep learning through online courses, certifications, and practical projects.

2. Focus on In-Demand Skills: Prioritize areas like cybersecurity, cloud computing, and AI.

3. Work on Your Portfolio: Showcase your skills through personal projects, open-source contributions, or case studies.

4. Improve Soft Skills: Communication and teamwork can set you apart from equally skilled candidates.

5. Use Specialized Recruiters: Many recruitment agencies specialize in IT and can connect you to the right opportunities.

How Yaqoot Manpower Can Help You Hire IT Talent in Saudi Arabia?

At Yaqoot Manpower Recruitment Agency, we specialize in helping businesses across Saudi Arabia find and hire the best IT talent. Whether you need software developers, cybersecurity experts, data analysts, or cloud engineers, we have access to a large network of skilled candidates both locally and internationally.

Our recruitment solutions are tailored to your needs — whether you require permanent staff, project-based teams, or contract IT professionals. We ensure every candidate we recommend has the right technical expertise, certifications, and soft skills to help your business succeed in Saudi Arabia’s fast-growing digital economy.

Conclusion

Saudi Arabia’s IT sector is expanding rapidly, driven by Vision 2030 and the Kingdom’s ambition to become a digital leader. This growth is creating excellent opportunities for skilled professionals and putting pressure on businesses to adapt their recruitment strategies.

By focusing on the right skills, continuous learning, and leveraging specialized recruitment services, both employers and job seekers can take advantage of these exciting trends in Saudi Arabia’s IT industry.

04Jul

The Complete Guide to Saudi Labour Law Updates 2025 for Employers and Employees

Saudi Arabia’s labor market is transforming rapidly in 2025 with the introduction of key updates to the Kingdom’s labour law framework. These reforms, driven by Vision 2030 and overseen by the Ministry of Human Resources and Social Development (MHRSD), aim to build a fairer, more efficient, and business-friendly work environment for both employers and employees.

Whether you’re a business owner, HR manager, or job seeker, staying informed of these changes is critical for remaining compliant and competitive in today’s evolving Saudi workforce.

At Yaqoot Manpower Services, we have distilled the most important updates and provided practical insights to help organizations navigate them confidently — based on trusted industry knowledge and official guidance.

Why Labour Law Reforms Matter in 2025?

Labour law updates in Saudi Arabia are not merely administrative shifts; they are part of a larger effort to:

Increase private sector participation
Improve worker protections and rights
Simplify contract processes
Digitize employment relationships
Align with global labor standards

These changes also reflect the Kingdom’s push to attract foreign investment and reduce its reliance on public sector jobs by encouraging private employment and entrepreneurship.

Key Saudi Labour Law Changes in 2025

Below is a breakdown of the most relevant labour law updates employers and employees need to know:

1. Resignation and Acceptance Timelines

In 2025, resignation procedures have been clarified to reduce disputes and delays:

When an employee submits a resignation, the employer must respond within 30 days.
If there’s no formal response, the resignation is considered automatically accepted.
Employees have the right to withdraw their resignation within 7 days of submission.

This change enhances transparency and ensures resignation processes are fair and time-bound.

2. Extended Probation Period

The probation period for new hires has been officially extended from 90 days to 180 days. This extension allows employers to better evaluate a candidate’s performance while giving new employees more time to adjust.

Either party can still terminate the employment during this probation without advance notice or compensation.

3. Working Hours and Overtime Regulations

The law continues to enforce 8 working hours per day or 48 hours per week for most employees. During Ramadan, Muslim employees work 6 hours per day or 36 hours per week.

Other working hour regulations include:

A mandatory 30-minute break after every 5 hours of continuous work.
Overtime pay is set at 1.5 times the regular hourly wage.
If agreed, employers may offer compensatory leave instead of overtime pay.
Work on official public holidays must be treated and compensated as overtime.

Employers should ensure time tracking systems are updated to record hours accurately and fairly.

4. Comprehensive Leave Policy Updates

The 2025 reforms have provided more clarity on various types of leave:

a) Annual Leave

Employees are entitled to 21 paid days per year, increasing to 30 days after five years of continuous service.

b) Sick Leave

Employees can now receive up to 120 days of sick leave per year, broken down as:
- 30 days fully paid
- 60 days at 75% pay
- 30 days unpaid
During the probation period, employees may take sick leave only after 90 days of employment.
Employers are not allowed to terminate an employee while they are on approved sick leave.

c) Maternity and Paternity Leave

Female employees are entitled to 14 weeks of maternity leave, including 6 weeks mandatory post-childbirth.
Nursing mothers are granted 1 hour of paid nursing time daily for up to one year.
Fathers can now avail 3 days of paternity leave within the first 7 days after childbirth.

d) Marriage and Bereavement Leave

5 days of paid leave are granted for marriage.
In the event of a spouse, parent, or child’s death: 5 days of paid leave.
For the death of a sibling: 3 days of leave.

e) Hajj Leave

Muslim employees with two or more years of continuous service are entitled to 10–15 days of paid Hajj leave, once during their employment.

f) Iddah Leave

Muslim women receive 4 months and 10 days of paid leave after the death of a husband.
Non-Muslim women receive 15 days of paid leave under similar circumstances.

5. Fixed-Term vs. Indefinite Contracts

Clear distinctions have been reinforced between contract types:

Fixed-term contracts expire on a predetermined date or project completion.
If renewed more than three times or extended beyond four years, they may convert into indefinite contracts.
Only Saudi nationals can be employed on indefinite contracts under current guidelines.
Employers must provide 30–60 days’ notice when terminating indefinite contracts and offer compensation equal to 15 days of wages per year of service.

For HR teams, properly defining contract terms and renewal strategies is crucial to staying compliant.

6. Termination Guidelines and End-of-Service Benefits (EOSB)

Labour law updates include stricter regulations on termination and EOSB calculations:

Termination during probation is permitted, but not allowed during sick or maternity leave.
EOSB must be calculated fairly based on final salary and years of service, and in accordance with updated leave laws.
Employers must provide documentation and justification for dismissal in most cases.

EOSB transparency is increasingly important as employees become more aware of their legal entitlements.

7. Digitalization of Labour Processes

Saudi Arabia continues to enhance transparency and efficiency through digital platforms such as:

Qiwa: Central platform for contract management, Saudization status, and worker transfers.
GOSI: Social insurance records and contribution tracking.
Mudad: Wage protection system ensuring timely and documented salary payments.

Employers are legally required to use these platforms for contract registration, salary reporting, and employee data verification.

What These Changes Mean for Employers?

At Yaqoot Manpower Services, we advise all companies to take the following proactive steps:

1. Review Contracts and HR Policies

Update employment contracts to reflect new rules on resignation, leave, and working hours.

2. Train HR and Payroll Staff

Ensure teams are well-informed about changes to EOSB, overtime, and leave entitlements.

3. Adopt Digital Platforms

Fully integrate with MHRSD-mandated platforms (Qiwa, GOSI, Mudad) to maintain compliance.

4. Revisit Saudization Planning

With rising compliance checks, companies must track and plan for Saudization targets more strategically.

5. Conduct a Legal Audit

Evaluate your current HR processes for potential non-compliance or legal risks, especially in termination procedures.

How Yaqoot Manpower Services Can Help?

As a trusted manpower and HR outsourcing agency in Saudi Arabia, Yaqoot Manpower Services offers end-to-end support to help businesses align with the latest legal requirements:

Workforce planning and recruitment (Saudi and expatriate)
Saudization compliance strategy
Contract drafting and policy design
HR audit and legal risk management
Integration with Qiwa, GOSI, and Mudad systems

With over a decade of industry experience, our team stays ahead of regulatory changes to ensure our clients are always compliant and competitive.

Final Thoughts

The 2025 Saudi labour law updates reflect the Kingdom’s commitment to economic transformation and a modernized labor environment. For employers, this means updating policies and practices. For employees, it offers stronger protections and better clarity.

Compliance isn’t just a legal obligation — it’s a cornerstone of sustainable business success in Saudi Arabia.

Partner with Yaqoot Manpower Services to ensure you remain informed, compliant, and future-ready.

13Jun

Why SCE Registration is Mandatory for Engineers in Saudi Arabia

If you’re an engineer working in Saudi Arabia or planning to work there, you’ve probably heard people talk about SCE registration. But what is it? Why is it so important? And what happens if you don’t register?

In this post, we’ll explain everything in a clear and friendly way—just like how a teacher would explain it to a 5th grader. By the end, you’ll know why the Saudi Council of Engineers (SCE) is a big deal, especially if you’re a foreign engineer.

What is the SCE?

Let’s start from the beginning.

The Saudi Council of Engineers (SCE) is a government organization in Saudi Arabia. It was created to make sure that people who work as engineers really have the skills, knowledge, and degrees to do their jobs.

Think of the SCE like a referee in a sports game. It makes sure everyone is playing by the rules. In the world of engineering, SCE makes sure that:

Only qualified people get engineering jobs
Engineers follow safety rules and ethical standards
Fake degrees or fake engineers don’t enter the workforce

Why Do Engineers Need to Register?

Now, let’s get to the main point—why is SCE registration mandatory?

If you want to work legally in Saudi Arabia as an engineer, you must register with the SCE. Without registration, your job title won’t be recognized by the Saudi government, and you may not be allowed to work in your profession.

Here’s what SCE registration allows you to do:

1. Work legally as an engineer in Saudi Arabia

2. Renew your Iqama (residence permit) every year

3. Show employers that your degree is real and verified

4. Access training programs and grow your engineering career

5. Apply for better job positions with confidence

What Happens If You Don’t Register?

Imagine you are an engineer from Pakistan, India, or Egypt who just got a great job offer in Riyadh. You arrive, get settled, and start working. But when it’s time to renew your Iqama, the HR department says, “You’re not registered with SCE. We can’t renew your work permit.”

Without SCE registration:

You cannot renew your Iqama
You risk losing your job
Your job title might be changed to “Labor” or “Technician,” even if you’re a qualified engineer
Your employer may refuse to process your papers

That’s why registration isn’t just a good idea—it’s mandatory by law.

Which Professions Require SCE Registration?

Many people think only big engineers (like civil or electrical engineers) need to register. But that’s not true. Anyone working in engineering-related fields must register.

This includes:

Civil Engineers
Electrical Engineers
Mechanical Engineers
Chemical Engineers
Industrial Engineers
Architects
AutoCAD Draftsmen
Engineering Technicians
Surveyors

Even people in supporting roles (like design and drawing) often need to register if their Iqama says “engineer” or anything similar.

What Does the SCE Check?

The SCE wants to make sure you’re really qualified for your job. So, they check:

Your university degree (to make sure it’s real)
Your job title on your Iqama (it must match your qualification)
Your personal information (passport, Iqama, etc.)
Your education documents must be attested (stamped) by your home country and Saudi embassy

If everything looks good, you get a SCE Membership ID and certificate. This means you’re now a recognized engineer in Saudi Arabia.

Why Did Saudi Arabia Make This Rule?

Saudi Arabia is working hard to improve its cities, roads, buildings, and industries. The government wants to make sure that only the best engineers are doing this work. That’s why they made a rule: every engineer must register with the SCE.

This helps the country:

Improve safety and quality in engineering projects
Bring in skilled professionals and block fake degree holders
Build strong infrastructure for the future

It also helps engineers:

Get respect in the industry
Access professional development
Apply for top jobs with confidence

How Do You Register with the SCE?

Here’s a step-by-step guide that even a kid can understand:

Step 1: Go to the Website

Visit www.saudieng.sa

Step 2: Make an Account

Click on “New User” and fill in your details (like name, email, and Iqama number).

Step 3: Upload Your Documents

You need to upload:

Passport copy
Iqama copy
Degree certificate (attested)
Passport-size photo
Your CV
Any other certificates

Step 4: Pay the Fee

Engineers usually pay around 750–850 SAR
Technicians pay about 400–500 SAR

You’ll get a Sadad payment number and can pay online.

Step 5: Wait for Approval

The SCE team will check your documents. If everything is correct, they will send you your SCE membership.

Don’t Forget: Renew Every Year

Just like your school ID or library card, your SCE membership expires after one year. So you must renew it yearly to keep your Iqama valid.

If your membership expires:

You may not be able to renew your Iqama
Your employer might put your job on hold
You could face fines or penalties

Common Problems (And How to Avoid Them)

Many engineers face trouble with SCE because of small mistakes. Here are a few examples:

Your degree isn’t attested

Fix: Go to your country’s Higher Education body and the Saudi Embassy to get proper stamps.

Your Iqama job title says “Labor” or “Sales”

Fix: Ask your employer to correct it through Qiwa or GOSI portal.

You uploaded blurry documents

Fix: Make sure all scans are clear and in color.

Benefits of Being SCE Registered

Being registered with the SCE is not just a legal step. It’s a professional badge of honor.

Here’s what you get:

Legal permission to work
Access to training and courses
Better job offers and promotions
Connection with other engineers
Peace of mind—no fear of Iqama issues

Final Thoughts

If you’re working or planning to work as an engineer in Saudi Arabia, SCE registration is not optional—it’s the law. It protects your job, your career, and your future.

So don’t wait until the last moment. Gather your documents, log on to the website, and register. It’s one of the smartest things you’ll do as a professional.

And if you feel confused or need help, don’t worry—there are trusted recruitment agencies and advisors who can guide you step-by-step.

Need Help with SCE Registration?

If you’re a Pakistani, Indian, Filipino, or Egyptian engineer and need help with the SCE registration process, Yaqoot Manpower Services in Saudi Arabia here to assist you.

We help with:

Degree attestation
Job title correction
Document submission
Tracking your application
Engineering job placement across Saudi Arabia

Let us help you secure your future. Contact us today.

29May

Unemployment Hits Record Low in Saudi Arabia: What’s Driving the 2025 Job Boom?

In 2025, something exciting happened in Saudi Arabia—unemployment dropped to its lowest level in years. That means more people than ever have jobs and are able to support their families, build careers, and feel hopeful about the future. But how did this happen? What changed?

Let’s take a closer look at the story behind this job boom and explore the reasons why Saudi Arabia is creating more opportunities for its people.

A Quick Look at the Numbers

In early 2025, Saudi Arabia’s General Authority for Statistics shared some great news: the unemployment rate fell to less than 5%, the lowest it has been in decades. For comparison, just a few years ago in 2020, unemployment was much higher, especially among young Saudis and women.

Today, more people are working in industries like:

Information technology (IT)
Construction
Tourism and hospitality
Healthcare
Retail
Renewable energy

So what caused this big change?

Vision 2030: A Plan That’s Changing the Country

One of the biggest reasons for the drop in unemployment is Vision 2030. This is a long-term plan launched by Crown Prince Mohammed bin Salman. Its main goal is to make Saudi Arabia’s economy stronger by focusing on more than just oil.

Vision 2030 supports:

Education and job training
Women joining the workforce
New industries like tech and tourism
Small and medium businesses (SMEs)
International investment

This plan started back in 2016, but in 2025, we are now seeing the results. More companies are opening, more businesses are hiring, and more people are being trained to fill those jobs.

New Opportunities for Women

In the past, many Saudi women had a hard time finding jobs. But things are different now. In 2025, more women are working than ever before. Thanks to legal changes, education programs, and support from the government, Saudi women are joining the workforce in big numbers.

Today, women are working as:

Teachers and professors
Doctors and nurses
Software developers
Bankers and accountants
Entrepreneurs running their own businesses

This shift has helped bring down the overall unemployment rate. More people working means a stronger economy for everyone.

Young Saudis Are Getting Job-Ready

Another important reason for the drop in unemployment is better education and job training for young people. The government and private companies are working together to teach skills that are needed in today’s economy.

Many young Saudis are now learning about:

Computer programming
Engineering
Graphic design
Cybersecurity
Business and finance

There are also more internships, apprenticeships, and training programs than ever before. This helps students and new graduates find jobs faster and easier.

Big Projects Are Creating Thousands of Jobs

Saudi Arabia is building a lot of big projects right now, and they need workers of all kinds—engineers, electricians, architects, hotel staff, and more.

Some of these mega projects include:

NEOM – a smart, futuristic city being built in the northwest
The Red Sea Project – a luxury tourism project with hotels and resorts
Qiddiya – an entertainment city with theme parks, sports, and culture
Diriyah Gate – a cultural and historical destination

All of these projects are creating thousands of new jobs. They are not only attracting global investors but also offering work to local Saudi citizens and skilled workers from abroad.

Small Businesses Are Growing

While big projects grab headlines, small businesses are also helping the economy grow. The Saudi government has made it easier for people to start their own businesses through loans, funding programs, and online platforms.

In 2025, there are more startups and small companies than ever before. These businesses are hiring people in fields like:

E-commerce
Food and beverage
Fashion
Delivery services
Event planning

This growth gives people more job options and encourages innovation.

Saudization: Putting Citizens First in Hiring

One of the key government strategies to reduce unemployment is called Saudization, also known as the Nitaqat program. This policy encourages companies to hire Saudi citizens instead of relying only on foreign workers.

The government has set minimum quotas for Saudi employees in different sectors. Businesses that meet or exceed these quotas get rewards, while those that don’t may face penalties.

Thanks to Saudization, more Saudi nationals are working in:

Retail stores
Restaurants and cafes
Banks and insurance firms
Customer service centers

This policy has made a big impact on unemployment figures.

Technology Is Opening New Doors

Saudi Arabia is investing heavily in technology, and that’s creating a lot of high-quality jobs. From building smart cities to creating digital platforms, the demand for tech workers is rising fast.

In 2025, many Saudis are working in jobs that didn’t exist 10 years ago, like:

App developers
Data analysts
Digital marketers
Cloud computing experts
AI and robotics engineers

Technology is not only helping create jobs, but also making it easier to apply for them, work from home, and even start online businesses.

What This Means for the Future?

Saudi Arabia’s low unemployment rate in 2025 is a sign that positive change is happening. The country is moving forward, building a more diverse economy, and giving its people more chances to grow.

But this is just the beginning. To keep unemployment low in the future, Saudi Arabia must continue:

Investing in education and skills
Supporting women in the workforce
Helping small businesses succeed
Encouraging innovation and entrepreneurship

If it does, the job market will continue to improve, and more people will find rewarding work.

Final Thoughts

Saudi Arabia’s record-low unemployment rate in 2025 is something to celebrate. It shows that hard work, planning, and cooperation between the government, businesses, and the people can lead to real results.

Behind every statistic is a person—a new graduate landing their first job, a woman returning to work after raising a family, or an entrepreneur starting their own company. These stories are what truly define this job boom.

As we look ahead, one thing is clear: with the right support, Saudi Arabia’s workforce has a bright and busy future.

How Yaqoot Manpower Services Can Support Saudi Arabia’s Growing Job Market?

As Saudi Arabia experiences record-low unemployment and a booming job market, Yaqoot Manpower Services stands ready to support businesses in finding the right talent. With over a decade of expertise in manpower supply, recruitment, and HR outsourcing, we help companies across industries—from construction and oil & gas to IT and hospitality—connect with skilled Saudi and expatriate workers. Whether you need temporary staff, permanent hires, or specialized workforce solutions, Yaqoot Manpower ensures fast, reliable, and compliant hiring to meet your business goals in this fast-moving economy.

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