Recruiters must navigate visa, Iqama, medical, and WPS processes using Qiwa, Mudad, and Absher within tight legal deadlines.
Onboarding must track and support national hiring quotas to maintain or improve Nitaqat ratings.
A 30-60-90 day onboarding plan and mentorship ensure faster productivity and reduce early turnover.
Saudi Arabia’s labour market is tightly regulated, highly digitised, and shaped by Saudization (Nitaqat) quotas that oblige private-sector firms to hire, develop, and track Saudi nationals. Recruiters, therefore, juggle immigration formalities for expatriates visa blocks, medical tests, Iqama residence permits with digital contract registration on Qiwa for all employees and payroll compliance on Mudad.
Explore: Hire the Best Candidate in Saudi Arabia
Why Strategic Onboarding Matters in Saudi Arabia
Saudi Arabia fines firms that fail to register contracts on Qiwa or to upload Wage Protection System (WPS) files on time, and it downgrades Nitaqat status if Saudization ratios slip. At the same time, Article 53 of the Labor Law strictly limits probation to 90 days (extendable once, with written consent, to 180 days). These pressures make a disciplined, tech-enabled onboarding programme essential for:
Regulatory compliance:
Within 90 days of entry, every worker must hold a validated electronic contract, an active work permit, and, for expatriates, an Iqama.
Saudization success:
Nitaqat scores determine the ease of obtaining new visas and government tenders; onboarding must track national-versus-expat ratios in real time.
Employee experience:
A clear 30-60-90 plan and mentoring reduce early turnover and accelerate value creation.
Explore more: Top Hiring Platforms for Recruiters in Saudi Arabia
How to Onboard an Employee in Saudi Arabia in 2025
Expatriate vs Saudi (Core Compliance Differences)
Explore more: Top Recruitment Agencies in KSA.
1. Issue Offer Letter & Draft Bilingual Contract
Under MHRSD rules, the offer letter and Arabic/English contract must state any probation and be uploaded to Qiwa within 14 days for electronic approval.
2. Obtain a Visa Block & Process a Work Permit
Log in to the Qiwa/Absher Business portal to request a visa quota; once approved, the recruiter obtains the authorization number that allows the Saudi embassy to stamp the employment visa.
3. Process Entry Visa & Arrival Formalities
For expatriates, HR processes the entry visa through Enjaz, sends it to the candidate for stamping, and arranges travel. Upon arrival, fingerprints are captured at the airport.
4. Conduct Government Medical Test
Within 14 days, the employee must conduct a medical exam (HIV, TB, hepatitis) at a licensed Saudi clinic; the result uploads automatically to MOFA and Jawazat systems.
5. Obtain Medical Insurance & Issue Iqama
A valid health insurance policy is mandatory before Jawazat will print the Iqama card. Recruiters work with insurers to obtain coverage, then submit the Iqama application; the residence card must be issued within 90 days of entry to avoid fines.
6. Sign & Register Final Contract (Qiwa)
Both parties sign the e-contract digitally on Qiwa. The system automatically registers the contract and generates a work-permit number that links to the GOSI and WPS databases.
7. Comply with WPS via Mudad
Within the first payroll cycle, HR uploads the wage-payment file to Mudad, Saudi Arabia’s Wage Protection platform; from March 2025, files must be uploaded within 30 days of the month-end.
8. Register Saudis with GOSI & Track Nitaqat
If the hire is a Saudi national, the recruiter registers them on the GOSI pension portal and updates Nitaqat dashboards to ensure quota compliance; expatriates are added to GOSI only for accident insurance.
9. Orient, Train & Integrate
- Day-one induction: cover company values, prayer-break protocol, and gender-segregated facilities.
- 30-60-90 plan: align KPIs with Article 53 probation limits (max 90 days, extendable once)
- Mentorship: pair expats with Saudi mentors to ease cultural acclimatisation.
10. Metrics & Dashboards
Read more: Compensation and benefits of Saudi Employees
Wrapping Up
Successful Saudi onboarding is a disciplined sequence: issue a compliant offer, obtain visa approvals quickly, conduct mandatory medicals, sign and register contracts on Qiwa, then comply with Mudad WPS uploads. Paralleling these legal steps, provide clear goals, mentoring, and feedback to engage talent, especially Saudi nationals, whose development propels Nitaqat scores and brand reputation.
Automating platform checkpoints ensures no deadline slips and every metric is visible in real time. By mastering this workflow, recruiters transform Saudi Arabia’s exacting regulatory landscape into a streamlined, value-adding onboarding experience that accelerates time-to-productivity and fortifies long-term retention.
.svg)
