Saudi Arabia has introduced an important labor policy change that affects Premium Residency holders and the companies that employ them. Through its digital labor platform, Qiwa, the Ministry of Human Resources and Social Development (MHRSD) has clarified that individuals holding Premium Residency (Saudi Green Card) must now obtain a dedicated work permit before engaging in employment in the Kingdom.
What Is Changing?
Premium Residency holders enjoy the advantage of living and working in Saudi Arabia without being tied to a traditional sponsor. However, under the latest guidance, employment authorization is no longer automatic.
Key requirements include:
✅ A dedicated work permit must be issued through the Qiwa platform.
✅ The permit costs SAR 100.
✅ Employers must ensure employment records and contracts are properly managed through Qiwa.
✅ HR and compliance teams should review existing processes to avoid regulatory issues.
Why This Matters
The move is part of Saudi Arabia’s broader Vision 2030 agenda aimed at creating a more transparent, digital, and efficient labor market. While Premium Residency remains independent of the sponsorship system, employment itself is increasingly being brought under the same compliance framework that applies to other expatriate workers.
Additional Clarifications Issued by Qiwa
1. Resignation Withdrawal Period
Employees who submit a resignation request can withdraw it within seven days, provided the employer has neither accepted nor deferred the resignation during that period. Notice periods continue to depend on individual employment contracts.
2. Training Contracts
Training contracts for beneficiaries of the Tamheer program can now be documented digitally through Qiwa. However, these contracts:
- Do not count toward Saudization targets.
- Are excluded from contract documentation compliance calculations.
3. Visa Amendments
Qiwa clarified that visa details cannot be modified after issuance. In case of incorrect information, employers must:
- Cancel the existing visa.
- Issue a new visa with the correct details.
This creates additional administrative responsibilities for businesses managing expatriate workforces.
4. Payment Options
Service fees on Qiwa can be paid via:
- Bank cards.
- SADAD payment numbers.
- The Qiwa digital wallet.
Implications for Employers
Organizations employing expatriates, particularly Premium Residency holders, should immediately review:
- Work permit procedures.
- Employment contract documentation.
- Visa administration processes.
- Resignation and employee mobility policies.
- Qiwa platform compliance and recordkeeping.
Failure to align with the updated framework could expose businesses to operational and regulatory challenges.
Looking Ahead
Saudi Arabia continues to modernize its labor ecosystem under Vision 2030. These changes underscore the Kingdom’s commitment to digital governance, stronger workforce regulation, and enhanced transparency.
For businesses, the message is clear: proactive compliance is no longer optional—it is essential.
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