Iqama (Saudi residence permit)
is Saudi Arabia’s residence permit for foreign workers, sponsored by the employer and rene wed annually against levies. It anchors the employment relationship: work authorisation, dependants’ status and exit/re-entry all hang off the iqama — and Saudization (Nitaqat) quotas shape who can be sponsored.
Employer mechanics around the iqama
The employer obtains work visas against its Nitaqat standing, converts arrivals to iqamas, pays dependant and expat levies, and manages renewals — lapses block the employee’s banking, travel and services. Transfers between employers are possible under the reformed mobility rules (notice-based after contract terms), replacing the old absolute sponsorship lock.
Wage payments run through the Mudad platform (the Saudi WPS), and contracts register digitally in Qiwa — the trio of Qiwa, Mudad and GOSI filings is the compliance calendar. Professional-classification rules increasingly tie roles to verified qualifications.
FAQ
Can employees change employers in Saudi Arabia?
Yes — labour reforms allow transfers after contract completion or with notice windows, and in defined cases without employer consent, ending the hard sponsorship lock. Process runs through Qiwa; timing and eligibility depend on contract status and the employer’s compliance standing.
What are the employer costs around an iqama?
Visa and iqama fees, expat levies (per worker and per dependant), medical insurance, GOSI contributions (occupational hazards for expats; fuller branches for Saudis) and end-of-service accrual. Levies move with policy — budget from current-year schedules.