In 2026, many professions in Saudi Arabia are subject to specific localisation (Saudization) decisions issued by the Ministry of Human Resources and Social Development. These decisions set a required percentage of Saudi nationals for designated job titles and apply independently of an establishment’s overall Nitaqat band. Before sponsoring a foreign worker for any role, employers must first confirm whether that exact profession is covered and whether the establishment already meets the applicable rate.
How Profession-Specific Localisation Works
Each decision targets a defined list of occupational titles under the Saudi Standard Classification of Occupations. The decision specifies:
- The exact job titles covered
- The required Saudization percentage
- The minimum number of workers in those titles that triggers the rule
- Any additional conditions (such as professional accreditation or minimum wage for a Saudi employee to count)
The rate is calculated as the number of qualifying Saudi workers in the targeted titles divided by the total number of workers (Saudi and non-Saudi) in those same titles at the establishment level. Assigning the tasks of a localised profession to a non-Saudi under a different job title does not remove the obligation.
Employers should always verify the latest procedural guide published on the HRSD website, as the lists of covered titles and conditions can be updated.
Current Key Profession Groups
- Administrative support professions (69 titles): 100% Saudization. Applies to any establishment with one or more workers in the listed titles. Fully in force since 4 October 2026.
- Procurement professions (12 titles): 70%. Applies to establishments with three or more workers in the covered titles (in force since 31 May 2026).
- Engineering professions (46 titles): 30%. Applies to establishments with five or more workers in the covered titles (in force since 30 June 2026). Saudi engineers must hold Saudi Council of Engineers accreditation and meet the stated minimum wage to count.
- Marketing and sales professions: 60% each. Applies to establishments with three or more workers in the respective titles (in force since April 2026). Marketing roles carry a minimum wage condition for Saudi employees to count.
- Accounting professions: Rising in phases. 50% from 27 October 2026 for establishments with five or more accountants (further increases scheduled in subsequent years). SOCPA accreditation and minimum wage conditions apply.
- Project management professions: 70% effective 14 February 2027 for establishments with three or more workers in the listed titles.
Other sectors (pharmacy, dentistry, tourism, etc.) carry their own percentages and conditions. The Ministry publishes a procedural guide for each decision containing the full list of occupational codes and titles.
Employer Workforce Implications
If the profession is subject to a localisation decision and the establishment has reached the headcount threshold, the employer must maintain the required Saudi percentage among workers in those specific titles. Falling below the rate exposes the establishment to penalties and can block new foreign work permits for the same profession group.
Saudi employees count toward the rate only when they hold the correct job title, meet any accreditation requirement, and (where specified) receive at least the stated minimum wage registered at GOSI. Non-Saudi workers already in the covered titles continue to count against the denominator until the percentage is restored.
Foreign Recruitment Implications
A foreign worker can be sponsored for a profession only if:
- The exact occupational title is not subject to 100% localisation, or
- The establishment already meets (and will continue to meet after the hire) the required Saudization percentage for that profession group.
Sponsoring a foreign national into a role that pushes the establishment below the required rate, or into a 100% localised title, will normally result in rejection of the work-permit application. Even if a permit is issued in error, subsequent inspections can lead to penalties and restrictions on further recruitment.
What Employers Must Check Before Sponsoring
- Identify the precise occupational code and title that will be recorded on Qiwa and in the employment contract.
- Confirm whether that title appears in any current profession-specific localisation decision and note the required percentage and headcount trigger.
- Calculate the current Saudi percentage among all workers already employed in the covered titles at the establishment (Saudi workers in the titles ÷ total workers in the titles).
- Verify that any Saudi employees counted toward the rate hold the required professional accreditation and meet the minimum wage (if applicable).
- Confirm that adding the foreign worker will not drop the establishment below the required rate.
- Review the latest procedural guide on the Ministry website for the specific decision, as lists and conditions are updated periodically.
Only after these checks confirm that a foreign national can still fill the profession should the sponsorship process proceed.
Accurately identifying the profession and its localisation status is the essential first step in any foreign recruitment decision.
Plan Your Next Hire with Confidence
Confirming profession-specific localisation requirements before sponsoring protects both compliance and recruitment timelines. Tasheera Services helps employers map occupational titles, calculate current rates, and determine whether a foreign worker can be sponsored for a given role. Contact our team for clear, practical guidance.
