Saudi Arabia Work Visa for Indians: Complete 2025 Guide with Latest Updates

Last Updated: Nov 28, 2025 | Reviewed by: Professional Visa Consultants team of BTW Visas

Quick Summary:

Saudi Arabia's work visa system underwent major reforms in 2025, introducing a three-tier skill classification (High-Skilled, Skilled, Basic) and abolishing the controversial Kafala sponsorship system in June 2025. For Indian nationals, the process requires employer sponsorship, pre-verified academic credentials (mandatory from January 2025), and costs approximately ₹30,000-₹40,000 (SAR 1,000-1,500) with processing times of 3-8 weeks. The temporary block visa quota suspension for Indians was lifted on June 12, 2025, allowing normal processing to resume.

Key Facts:

• Visa Fee: SAR 1,000 (~₹22,000) + additional costs
• Processing Time: 3-8 weeks (varies by skill tier)
• Validity: 1-2 years, renewable
• Age Limit: 18-60 years (24+ for certain occupations)
• Iqama Required: Yes, within 90 days of arrival

 

Understanding Saudi Arabia's 2025 Work Visa System 

Saudi Arabia has fundamentally transformed its work visa framework as part of Vision 2030, the Kingdom's ambitious economic diversification initiative. For Indian workers—who constitute over 2.6 million of Saudi Arabia's 13 million migrant workforce—these changes represent both opportunities and new compliance requirements.

The Three-Tier Skill Classification System

Introduced in July-August 2025, Saudi Arabia now categorizes all long-term work permits under three distinct skill tiers. This classification directly impacts salary requirements, family sponsorship eligibility, and visa processing priorities.

High-Skilled Category: This tier targets professionals in specialized fields including doctors, engineers, IT specialists, and corporate executives. The requirements reflect the Kingdom's push to attract top global talent while maintaining quality standards. Indian professionals in this category benefit from expedited processing and enhanced privileges.

Qualification criteria include holding a bachelor's degree or higher that aligns with the occupation under the Saudi Standard Classification of Occupations (SSCO), demonstrating at least five years of relevant professional experience, earning a minimum monthly salary of SAR 15,000 (approximately ₹3.3 lakhs), and achieving a minimum of 70 points under the Ministry of Human Resources and Social Development's points-based assessment system. All educational documents must be attested by the Saudi Arabian Cultural Mission in India, and certain professions require registration with Saudi accreditation bodies.

Skilled Category: This middle tier encompasses technicians, mid-level supervisors, craftsmen, and specialized tradespeople. It represents the largest segment of Indian workers in Saudi Arabia, particularly in construction, manufacturing, and service sectors.

Requirements include possessing a diploma or equivalent technical qualification, having two to five years of relevant work experience, earning a monthly salary between SAR 5,000 and SAR 15,000 (₹1.1-3.3 lakhs), and scoring 40-69 points on the HRSD assessment. Document attestation remains mandatory, though the process is somewhat streamlined compared to the high-skilled tier.

Basic Category: This entry-level tier covers general laborers, service workers, and support staff. While requirements are less stringent, workers in this category face more limited family sponsorship options and must demonstrate basic competency in their designated roles.

Minimum requirements include completion of secondary education or equivalent, relevant work experience (duration varies by occupation), a monthly salary of at least SAR 3,000 (approximately ₹66,000), and achieving the minimum points threshold. Even at this level, educational certificates must be properly attested through official channels.

Why This Classification Matters for Indian Workers

The skill-based system directly influences several critical aspects of your employment in Saudi Arabia. Your classification determines your base salary requirements, with higher tiers commanding significantly better compensation packages. It affects your ability to sponsor family members, as only workers earning above SAR 5,000 monthly can typically bring dependents. The system also impacts visa processing speed, with high-skilled applications receiving priority review, and influences your long-term career prospects, as higher classifications open doors to premium residency options and eventual pathways to permanent residency under Vision 2030 reforms.

Types of Work Visas for Indians 

Saudi Arabia offers several work-related visa categories, each designed for specific employment scenarios. Understanding which visa type applies to your situation is crucial for a smooth application process.

1. Employment Visa (Standard Work Visa)

This is the primary visa category for Indian nationals seeking long-term employment in Saudi Arabia. It serves as the gateway to obtaining an Iqama (residency permit) and represents the most common pathway for Indian workers entering the Kingdom.

The employment visa is employer-sponsored, meaning your Saudi company must initiate and manage the application process. It leads directly to Iqama issuance within 90 days of arrival, is valid for one to two years with annual renewal options, and falls under the new three-tier skill classification system. This visa type is mandatory for any employment relationship exceeding 90 days and provides access to Saudi banking, healthcare, and other essential services once the Iqama is issued.

Ideal for: Engineers, IT professionals, healthcare workers, teachers, accountants, managers, and any role requiring long-term presence in Saudi Arabia.

Key Advantage: Provides legal residency status and the ability to sponsor family members (subject to salary thresholds).

2. Temporary Work Visit Visa (TWVV)

The Temporary Work Visit Visa serves short-term employment needs, particularly for project-based assignments, technical consultations, or temporary skill transfers. This visa category has gained popularity among Indian IT professionals and consultants working on fixed-duration projects.

Valid for up to 180 days (approximately six months), this visa does not lead to Iqama issuance, is renewable for one additional period under specific circumstances, and is ideal for project-based work, training assignments, or technical support roles. The application process is faster than standard employment visas, typically taking two to three weeks, and workers can enter and exit Saudi Arabia multiple times during the validity period.

Important Limitation: You cannot convert a TWVV to a standard employment visa while in Saudi Arabia. If you wish to transition to long-term employment, you must exit the Kingdom and apply for an employment visa from India.

Ideal for: IT consultants, project engineers, trainers, technical specialists, and short-term contractors.

3. Business Visit Visa

Strictly for non-employment purposes, the business visit visa allows Indian nationals to attend meetings, conferences, negotiations, or explore business opportunities in Saudi Arabia. This visa explicitly prohibits any form of paid employment.

Valid for up to 90 days, this visa can be single or multiple entry, is processed through the Saudi eVisa portal or embassy, and requires an invitation letter from a Saudi company or organization. Misuse of this visa for employment purposes can result in immediate deportation, permanent blacklisting from Saudi Arabia, and penalties for both the individual and the inviting company.

Ideal for: Business owners, corporate executives attending meetings, conference participants, and individuals exploring investment opportunities.

4. Block Visa

While not a separate visa type, the block visa system is crucial for Indian workers to understand. It represents the employer's pre-approved quota to hire foreign nationals and directly impacts visa availability.

Block visas are issued by the Ministry of Human Resources and Social Development (MHRSD) to Saudi companies based on their Nitaqat (Saudization) compliance rating, company size and industry sector, and historical compliance with labor regulations. Companies must maintain a "Medium Green" Nitaqat rating or higher to receive block visa allocations, and the number of visas allocated depends on the percentage of Saudi nationals employed.

Important Note for Indians: In May 2025, Saudi Arabia temporarily suspended block visa quotas for Indian nationals (along with 13 other nationalities) until the end of Hajj season. This suspension was lifted on June 12, 2025, and normal processing has resumed. However, this incident highlights the importance of confirming current visa availability with your employer before making any commitments.

5. Seasonal Work Visa

Introduced to support Saudi Arabia's growing tourism and agricultural sectors, seasonal work visas allow temporary employment during peak periods. While less common for Indian workers, this category is gaining relevance as the Kingdom expands its tourism infrastructure under Vision 2030.

Valid for three to six months, this visa is tied to specific seasonal industries (tourism, agriculture, hospitality), requires employer sponsorship, and does not lead to permanent residency. Workers must exit Saudi Arabia at the end of the seasonal period and cannot extend their stay beyond the visa validity.

Ideal for: Hospitality workers during Hajj/Umrah seasons, agricultural workers during harvest periods, and tourism sector employees during peak seasons.

Eligibility Requirements for Indian Workers

Meeting Saudi Arabia's eligibility criteria is non-negotiable for Indian work visa applicants. The 2025 reforms have introduced stricter verification processes, particularly for educational qualifications, making it essential to understand and fulfill every requirement before initiating your application.

Age Requirements

Saudi Arabia maintains specific age brackets for work visa eligibility, with variations based on occupation type and skill level. The minimum age for most work visas is 18 years, though certain occupations require applicants to be at least 24 years old, particularly in supervisory or specialized technical roles. The maximum age limit stands at 60 years for most categories, though exceptions exist for highly specialized professionals, senior executives, and individuals with rare expertise. Some high-skilled positions may accept workers beyond 60 if they possess exceptional qualifications or experience.

For Indian applicants, age verification requires submission of a valid passport showing your date of birth, birth certificate (attested by the Ministry of External Affairs in India), and in some cases, an age declaration affidavit notarized by a public notary. Employers may request additional age verification for positions with specific age requirements.

Educational Qualifications

The January 2025 policy change mandating pre-verification of academic credentials has significantly impacted Indian applicants. This requirement aims to combat credential fraud and ensure quality control in line with Vision 2030 objectives.

For High-Skilled Positions: You must hold a bachelor's degree or higher from a recognized university, with the degree field directly aligned to your job role under the Saudi Standard Classification of Occupations (SSCO). All degrees must be attested by the Saudi Arabian Cultural Mission in India, and if you hold a master's or doctoral degree, your bachelor's degree must also be authenticated. Original transcripts showing your complete academic record are mandatory, and certain professions require additional certification from professional bodies (for example, medical degrees need Medical Council of India verification, engineering degrees require Institution of Engineers India certification).

For Skilled Positions: A diploma or equivalent technical qualification from a recognized institution is required, with the qualification relevant to your designated job role. Technical training certificates must be notarized and authenticated by your state's Secretary of State office in India, then attested by the Saudi Cultural Mission. Work experience letters can sometimes substitute for formal qualifications in certain trades, but this is evaluated case-by-case.

For Basic Positions: Minimum secondary school completion (10th standard) is required, with certificates attested through proper channels. Vocational training certificates, if applicable, must be authenticated, and employers may require skill assessment tests before finalizing employment.

Professional Experience

Experience requirements vary significantly by skill tier and occupation. High-skilled positions demand a minimum of five years of relevant professional experience, documented through detailed experience letters from previous employers on company letterhead, including job title, duration of employment, key responsibilities, and salary details. These letters must be notarized in India and attested by the Saudi embassy or consulate.

Skilled positions typically require two to five years of relevant experience, with similar documentation requirements. Basic positions may require one to two years of experience or may accept fresh candidates with appropriate training. All experience claims are subject to verification, and providing false information can result in visa rejection and potential blacklisting.

Health Requirements

Saudi Arabia maintains strict health standards for all foreign workers. Every applicant must undergo a comprehensive medical examination at a Saudi-approved medical center upon arrival, but preliminary health screening is often required during the visa application process in India.

The medical examination includes blood tests for HIV/AIDS, hepatitis B and C, syphilis, and other communicable diseases, chest X-ray to screen for tuberculosis, general physical examination assessing overall health status, and drug screening tests. Applicants with certain medical conditions may be denied entry or have their visas revoked after arrival. Pregnancy is not a disqualifying condition, but pregnant women should be aware that maternity care costs may not be covered until the Iqama is issued and health insurance is activated.

Police Clearance Certificate

A police clearance certificate (PCC) from India is mandatory for all work visa applicants. This document verifies that you have no criminal record and are of good character.

To obtain a PCC in India, apply through your local police station or the Passport Seva Kendra, providing your passport, address proof, and identity documents. Processing typically takes two to three weeks, though it can be expedited in urgent cases. The PCC must be less than six months old at the time of visa application, attested by the Ministry of External Affairs (MEA) in India, and further attested by the Saudi embassy or consulate in India.

If you have lived in multiple states or countries, you may need to provide police clearance from each location. Failure to disclose previous criminal records, even if minor, can result in immediate visa cancellation and deportation.

Financial Requirements

While not always explicitly stated, certain visa categories and skill tiers have implicit financial requirements. For family sponsorship, you must earn a minimum monthly salary (typically SAR 5,000-10,000 depending on family size), maintain a clean financial record with no outstanding debts in Saudi Arabia, and demonstrate ability to support dependents.

Some employers may require proof of financial stability before sponsoring your visa, particularly for senior positions. This can include bank statements showing consistent income, property ownership documents, or investment portfolios.

Employer Requirements

Your Saudi employer must meet specific criteria to sponsor your work visa. The company must hold a valid Commercial Registration (CR) with the Saudi Ministry of Commerce, maintain a "Medium Green" or higher Nitaqat rating (demonstrating adequate Saudization compliance), comply fully with the Wage Protection System (WPS) ensuring timely salary payments, have sufficient visa quota allocated via the Qiwa platform, and classify your position correctly under the Saudi Standard Classification of Occupations (SSCO).

If your employer fails to meet these requirements, your visa application will be rejected regardless of your personal qualifications. Before accepting a job offer, verify your employer's Nitaqat status and visa quota availability through the Qiwa platform or request official documentation from the company.

Complete Document Checklist 

Preparing a complete and properly attested document package is critical for Saudi work visa success. Missing or incorrectly attested documents are the leading cause of visa delays and rejections for Indian applicants. This comprehensive checklist ensures you have everything required.

Primary Documents (Mandatory for All Applicants)

1. Passport Your passport must be valid for at least six months from your intended date of entry into Saudi Arabia, contain at least two blank pages for visa stamping, be in good condition with no damage to the bio-data page, and match exactly the name on all other documents (any discrepancies require legal name change documentation). If you have an old passport with previous Saudi visas, include copies of those pages as they may be requested during processing.
2. Passport-Size Photographs Provide six recent color photographs with a white background, measuring 4cm x 6cm (passport size), taken within the last six months showing your current appearance, with your face clearly visible (no glasses, head coverings except for religious purposes), and printed on high-quality photo paper (not regular printer paper). Digital photographs must meet specific resolution requirements if submitted electronically.
3. Visa Application Form Complete the official Saudi work visa application form available on the Ministry of Foreign Affairs (MOFA) portal, filling all sections accurately in English, ensuring your name matches your passport exactly, signing and dating the form in the designated spaces, and having your employer's authorized signatory also sign where required. Any corrections must be initialed; do not use correction fluid or tape.
4. Employment Contract Your employment contract is a critical document that must be attested by both the Saudi Chamber of Commerce and the Ministry of Foreign Affairs (MOFA) in Saudi Arabia. The contract must include your full name as per passport, job title and detailed job description, monthly salary broken down (basic salary, housing allowance, transportation allowance, other benefits), contract duration (typically one or two years), working hours and days off, leave entitlements (annual leave, sick leave, etc.), termination clauses and notice periods, and employer's obligations (visa processing, Iqama, health insurance, air tickets).

The contract must be printed on the company's official letterhead, signed by both you and the employer's authorized representative, and notarized in Saudi Arabia. Indian workers should request a copy in both English and Arabic, though the Arabic version is legally binding in case of disputes.

5. Invitation Letter (Visa Authorization Letter) Your Saudi employer must provide an official invitation letter certified by MOFA and the Saudi Chamber of Commerce. This letter must state your full name as per passport, your position/job title, the block visa number allocated to your employer, the visa authorization number issued by MOFA, your intended date of arrival, and the employer's commitment to sponsor your visa and Iqama.

This letter is generated through the Qiwa platform after your employer receives block visa approval and MOFA authorization. Without this letter, you cannot proceed with visa stamping at the Saudi embassy in India.

Educational Documents (Skill-Tier Dependent)

6. Degree Certificates All educational certificates must undergo a multi-step attestation process. For bachelor's degrees, obtain the original degree certificate and complete transcripts, get them attested by your university's registrar, have them verified by the Association of Indian Universities (AIU) if required, get attestation from the Ministry of External Affairs (MEA) in India, and finally have them attested by the Saudi Arabian Cultural Mission in India (mandatory from January 2025).

For master's or doctoral degrees, follow the same process for your highest degree, but also include your bachelor's degree with full attestation, as Saudi authorities verify your complete educational progression. Technical diplomas and vocational certificates require attestation by your state's education department, notarization by a public notary, MEA attestation, and Saudi Cultural Mission verification.

Important Note: The January 2025 policy change requires pre-verification of all academic credentials before visa issuance. This process can take four to six weeks, so begin immediately upon receiving your job offer.

7. Professional Certificates and Licenses If your profession requires licensing or certification, provide original certificates from relevant Indian professional bodies (Medical Council of India for doctors, Bar Council of India for lawyers, Institute of Chartered Accountants of India for CAs, Institution of Engineers India for engineers), attestation by the issuing body, MEA attestation, and Saudi embassy attestation.

Some professions require additional Saudi licensing upon arrival. For example, doctors must register with the Saudi Commission for Health Specialties, engineers may need Saudi Council of Engineers registration, and teachers require Ministry of Education approval.

Experience Documents

8. Experience Letters Detailed experience letters from all previous employers are mandatory, particularly for high-skilled and skilled categories. Each letter must be on the company's official letterhead, include the company's contact information and registration details, state your job title and employment duration (start and end dates), describe your key responsibilities and achievements, mention your salary (optional but recommended), be signed by an authorized company representative (HR manager or director), and be notarized by a public notary in India.

If you worked for multiple employers, provide letters from each. Self-employed individuals should provide business registration documents, tax returns, and client testimonials as proof of experience.

9. Salary Certificates Recent salary slips (last three to six months) from your current or most recent employer, bank statements showing salary credits, Form 16 or income tax returns for the past two years, and provident fund statements if applicable. These documents help establish your professional standing and may be required for high-skilled category verification.

Health and Character Documents

10. Police Clearance Certificate (PCC) Obtain a PCC from your local police station or Passport Seva Kendra in India, ensure it is dated within six months of your visa application, get it attested by the Ministry of External Affairs (MEA), and have it further attested by the Saudi embassy in India. If you have lived in multiple Indian states or foreign countries for extended periods, you may need PCCs from those locations as well.
11. Medical Certificates (Preliminary) While the comprehensive medical examination occurs in Saudi Arabia after arrival, some employers or visa categories require preliminary medical certificates from India. This may include a general fitness certificate from a registered medical practitioner, blood group certificate, vaccination records (particularly for healthcare workers), and COVID-19 vaccination certificate (check current requirements).

Additional Documents

12. Passport-Size Photographs of Family Members If you plan to sponsor family members later, bring extra passport-size photographs of your spouse and children, along with copies of their passports, marriage certificate (for spouse), and birth certificates (for children). While not required for initial visa application, having these ready expedites dependent visa processing after you receive your Iqama.
13. Power of Attorney (if applicable) If you are using a visa processing agency or representative to submit your application, provide a notarized power of attorney authorizing them to act on your behalf. This document must specify the agency's name and the scope of their authorization (visa application submission, document collection, etc.).
14. Proof of Accommodation in Saudi Arabia Some visa categories require proof of accommodation arrangements. Your employer should provide a letter confirming they will provide housing or a hotel booking confirmation for your initial arrival period.

Document Attestation Process for Indian Applicants

Understanding the attestation process is crucial, as improperly attested documents are a common cause of visa rejection. The standard attestation chain for Indian documents is: notarization by a public notary in India (for certain documents), attestation by the issuing authority (university, professional body, etc.), attestation by the Ministry of External Affairs (MEA) in India, and attestation by the Saudi Arabian embassy or consulate in India (or Saudi Cultural Mission for educational documents).

This process can take four to eight weeks, so begin immediately upon receiving your job offer. Many Indian cities have professional attestation services that can expedite this process for a fee, typically ranging from ₹5,000 to ₹15,000 depending on the number of documents and urgency.

Digital Document Requirements

With increasing digitization, Saudi authorities now accept electronic submissions for certain documents through the Qiwa and MOFA portals. Ensure all scanned documents are in PDF format, have a resolution of at least 300 DPI for clarity, are under 5MB per file (compress if necessary), and are clearly legible with no shadows or distortions.

Keep both physical and digital copies of all documents. Physical copies are required for embassy submission, while digital copies are uploaded to online portals during various stages of the process.

Step-by-Step Application Process 

The Saudi work visa application process involves multiple stages, with responsibilities divided between your employer in Saudi Arabia and you in India. Understanding each step and the expected timeline helps you plan effectively and avoid delays.

Phase 1: Employer Initiates Process in Saudi Arabia (2-4 Weeks)

Step 1: Job Offer and Contract Signing Your journey begins when a Saudi employer extends a formal job offer. Review the offer carefully, ensuring the salary meets the minimum requirements for your skill tier, the job title matches your qualifications and experience, benefits include visa processing, Iqama, health insurance, and annual air tickets, and the contract duration and termination clauses are clearly stated.

Once satisfied, sign the employment contract. Your employer will have it attested by the Saudi Chamber of Commerce and MOFA in Saudi Arabia. Request both English and Arabic copies for your records.

Step 2: Employer Applies for Block Visa Quota Your employer must first secure a block visa quota from the Ministry of Human Resources and Social Development (MHRSD) through the Qiwa platform. This step verifies that the company has sufficient visa allocation based on its Nitaqat rating and compliance status.

The employer logs into Qiwa, selects the "Block Visa" service, specifies the number of visas needed and the nationalities, uploads required company documents (Commercial Registration, Nitaqat certificate, GOSI compliance proof), and pays the application fee (typically SAR 1,000 per visa).

MHRSD reviews the application and, if approved, issues a block visa quota valid for a specific period (usually three to six months). This quota allows the employer to proceed with individual visa applications for foreign workers.

Step 3: MOFA Visa Authorization With the block visa quota secured, your employer applies for visa authorization from the Ministry of Foreign Affairs (MOFA). This step generates the visa authorization number and invitation letter required for your visa stamping in India.

The employer submits your personal details (as per passport), job title and contract details, attested employment contract, educational certificates (pre-verified through Saudi Cultural Mission), and experience letters. MOFA reviews the application, verifies all documents, and issues a visa authorization number along with an official invitation letter.

This authorization is sent electronically to the Saudi embassy in India and is also provided to you for visa stamping. The entire process typically takes two to three weeks if all documents are in order.

Phase 2: Your Application in India (2-3 Weeks)

Step 4: Receive Visa Authorization and Invitation Letter Your employer will send you the MOFA visa authorization number and the official invitation letter (either electronically or by courier). Verify that all details are correct, including your name spelling, passport number, job title, and visa authorization number.

Step 5: Complete Online Visa Application Visit the Saudi Ministry of Foreign Affairs visa portal (https://visa.mofa.gov.sa) and create an account using your email address. Complete the online visa application form, entering all information exactly as it appears in your passport, uploading digital copies of required documents (passport, photographs, invitation letter, etc.), and paying the visa application fee online (approximately SAR 1,000 or ₹22,000).

After submission, you will receive an application reference number. Save this number, as you will need it to track your application status and for embassy submission.

Step 6: Schedule Embassy Appointment Book an appointment at the Saudi embassy or consulate nearest to you in India. Major cities with Saudi diplomatic missions include New Delhi, Mumbai, Hyderabad, and Jeddah. Appointments can be scheduled online through the embassy website or by calling their visa section.

Prepare your physical document package, including original passport, printed visa application form, invitation letter and visa authorization, attested educational certificates, experience letters, police clearance certificate, passport-size photographs, and any additional documents specified by the embassy.

Step 7: Submit Application at Saudi Embassy Attend your embassy appointment on the scheduled date and time. Arrive at least 30 minutes early, as late arrivals may result in rescheduling. Submit your complete document package to the visa officer, who will review each document for completeness and authenticity.

The officer may ask questions about your job, employer, qualifications, or previous travel history. Answer honestly and confidently. If any documents are missing or improperly attested, your application may be rejected, and you will need to reapply after correcting the issues.

Pay any additional fees if required (some embassies charge separate service fees beyond the online payment). Collect your receipt and tracking number, which you will use to check your visa status and collect your passport.

Step 8: Biometric Data Collection As part of the application process, you will undergo biometric data collection at the embassy. This includes digital fingerprinting of all ten fingers, facial photograph capture, and signature digitization. This biometric data is linked to your visa and will be verified upon arrival in Saudi Arabia and during Iqama processing.

Step 9: Visa Processing and Approval The embassy forwards your application to MOFA in Saudi Arabia for final approval. Processing times vary but typically range from one to two weeks for standard applications. High-skilled category applications may receive priority processing.

You can track your application status online using your reference number. Once approved, the embassy will notify you via email or SMS to collect your passport with the visa stamp.

Step 10: Passport Collection with Visa Return to the embassy on the specified date to collect your passport. Verify that the visa stamp contains correct information, including your name, passport number, visa type (employment visa), validity period, and visa authorization number.

Check the visa validity carefully. Most employment visas are valid for 90 days from the date of issuance, meaning you must enter Saudi Arabia within this period. If you cannot travel within the validity period, you may need to apply for a visa extension or reapply.

Phase 3: Travel and Arrival in Saudi Arabia (1-2 Weeks)

Step 11: Book Travel and Inform Employer Once you receive your visa, coordinate with your employer regarding your travel arrangements. Most employment contracts stipulate that the employer will provide air tickets, but confirm this in advance. Book your flight to arrive in Saudi Arabia well before your visa expiry date, allowing buffer time for any unexpected delays.

Inform your employer of your exact arrival date, flight number, and time so they can arrange airport pickup and initial accommodation. Carry all original documents in your hand luggage, including passport with visa, invitation letter, employment contract, educational certificates, experience letters, and medical certificates.

Step 12: Entry into Saudi Arabia Upon arrival at a Saudi airport (typically Riyadh, Jeddah, or Dammam), proceed to the immigration counter for foreign nationals. Present your passport with the visa stamp and the invitation letter. Immigration officers will verify your biometric data (fingerprints and facial recognition) against the data collected at the embassy.

If everything matches, you will receive an entry stamp in your passport. Collect your luggage and proceed through customs. Your employer or their representative should be waiting to receive you at the arrivals area.

Step 13: Initial Registration and Medical Examination Within the first few days of arrival, your employer will take you to complete mandatory medical examinations at a Saudi-approved medical center. This comprehensive health screening includes blood tests, chest X-ray, general physical examination, and drug screening.

If you pass the medical examination, you will receive a medical fitness certificate required for Iqama processing. If any health issues are detected, you may be required to undergo treatment or, in severe cases, may be asked to return to India.

Phase 4: Iqama (Residency Permit) Processing (1-2 Weeks)

Step 14: Employer Initiates Iqama Application With your medical certificate in hand, your employer will initiate your Iqama application through the Absher platform (the government portal for residency services). The employer uploads your passport copy, visa details, medical certificate, employment contract, biometric data, and company sponsorship documents.

The Ministry of Interior reviews the application and, if approved, schedules you for biometric verification at a Jawazat (immigration) center.

Step 15: Biometric Verification at Jawazat Center Visit the designated Jawazat center with your employer or their representative. Undergo updated biometric verification, including fingerprints and facial scan. This data is linked to your Iqama and will be used for all future government interactions in Saudi Arabia.

Step 16: Iqama Issuance After successful biometric verification, your Iqama is printed and issued within a few days. The Iqama card contains your photograph, personal details, job title, employer information, residency validity period, and a unique Iqama number.

Your Iqama is your legal residency permit and must be carried at all times in Saudi Arabia. It is required for opening bank accounts, renting accommodation, obtaining a driver's license, accessing healthcare services, and traveling in and out of Saudi Arabia.

Congratulations! You are now legally authorized to live and work in Saudi Arabia. Your employer will provide orientation on Saudi laws, workplace policies, and cultural norms to help you settle in successfully.

Timeline Summary

The entire process from job offer to Iqama issuance typically takes six to ten weeks, broken down as follows:

• Employer's block visa and MOFA authorization: 2-4 weeks
• Your visa application and embassy processing: 2-3 weeks
• Travel and arrival: 1 week
• Medical examination and Iqama processing: 1-2 weeks

Delays can occur due to incomplete documentation, peak processing periods (especially during Hajj season), embassy backlogs, or medical examination issues. Starting the process early and ensuring all documents are properly attested minimizes delays.

Visa Fees and Processing Time 

Understanding the complete cost structure and realistic timelines for Saudi work visa processing helps Indian applicants budget appropriately and plan their transition effectively. Costs extend beyond the basic visa fee to include attestation, medical examinations, and various administrative charges.

Detailed Cost Breakdown for Indian Applicants

1. Visa Application Fee The primary visa fee charged by the Saudi government is SAR 1,000 (approximately ₹22,000 at current exchange rates). This fee is paid online through the MOFA visa portal during the application process. It covers the visa authorization, processing, and stamping at the Saudi embassy in India.
2. Document Attestation Costs Attestation is one of the most significant expenses for Indian applicants, as multiple documents require multi-level authentication. Educational certificate attestation (per document) costs approximately ₹2,000-₹5,000, including university attestation, AIU verification (if required), MEA attestation, and Saudi Cultural Mission attestation. The total cost for a bachelor's degree with transcripts typically ranges from ₹8,000 to ₹15,000.

Experience letter attestation (per letter) costs ₹1,500-₹3,000, including notarization, MEA attestation, and Saudi embassy attestation. If you have multiple employers, multiply this cost accordingly. Police clearance certificate attestation costs ₹2,000-₹4,000, including PCC issuance, MEA attestation, and Saudi embassy attestation.

Marriage and birth certificate attestation (if planning family sponsorship) costs ₹1,500-₹3,000 per document. Professional attestation services charge ₹10,000-₹25,000 for complete document packages, offering faster processing (two to three weeks instead of six to eight weeks) and handling all attestation stages on your behalf.

3. Medical Examination Costs Preliminary medical examination in India (if required by employer) costs ₹3,000-₹8,000, including blood tests, chest X-ray, general physical examination, and medical certificate issuance. Comprehensive medical examination in Saudi Arabia (mandatory upon arrival) costs SAR 200-500 (₹4,400-₹11,000), including all required tests and medical fitness certificate.
4. Embassy and Service Fees Saudi embassy service fee (varies by location) ranges from ₹1,000-₹3,000, covering document verification and administrative processing. VFS Global or other visa facilitation centers (if used) charge ₹1,500-₹3,000 for appointment scheduling, document submission, and passport collection services.
5. Translation Costs If any of your documents are not in English or Arabic, professional translation is required. Translation costs per page range from ₹500-₹1,500, with notarization of translated documents costing an additional ₹500-₹1,000 per document.
6. Travel and Miscellaneous Costs Travel to embassy/consulate (if not in your city) can cost ₹5,000-₹20,000, including transportation, accommodation, and meals. Courier services for document submission/collection cost ₹500-₹1,500. Passport-size photographs cost ₹200-₹500 for the required quantity.
7. Employer-Covered Costs (Verify with Your Contract) Many costs are typically covered by the Saudi employer as part of the employment package. These include air ticket to Saudi Arabia (one-way or round-trip), Iqama processing fee (SAR 51.75 or approximately ₹1,150), health insurance (mandatory for all employees), and initial accommodation (usually for the first month).

Always verify which costs your employer will cover before accepting the job offer. Reputable employers cover most or all visa-related expenses, while less scrupulous employers may try to shift costs to the employee.

Total Estimated Cost for Indian Applicants

For a typical Indian professional applying for a Saudi work visa, the total out-of-pocket expenses range from ₹30,000 to ₹60,000, broken down as follows:

• Basic scenario (employer covers most costs): ₹30,000-₹40,000, including visa fee, attestation, medical examination, and miscellaneous expenses
• Comprehensive scenario (employee bears more costs): ₹50,000-₹70,000, including all of the above plus travel, professional attestation services, and preliminary medical examination

High-skilled professionals with multiple degrees and extensive experience may incur higher attestation costs, potentially reaching ₹80,000-₹1,00,000 for complete processing.

Processing Time Breakdown

Stage 1: Document Preparation and Attestation (4-8 Weeks) This is often the longest phase, particularly for educational certificate attestation through the Saudi Cultural Mission. Standard attestation through government channels takes six to eight weeks, while expedited services through professional agencies take three to four weeks (at additional cost).

Stage 2: Employer's Block Visa and MOFA Authorization (2-4 Weeks) Once your employer receives your attested documents, they apply for block visa quota and MOFA authorization. Processing time depends on the employer's Nitaqat rating (higher ratings get faster processing), the completeness of submitted documents, and current processing volumes at MHRSD and MOFA.

Stage 3: Visa Application and Embassy Processing (2-3 Weeks) After receiving the visa authorization, you complete your online application and submit documents at the Saudi embassy. Embassy processing typically takes one to two weeks, though it can extend to three weeks during peak periods (before Hajj season, end of year, etc.).

Stage 4: Travel and Arrival (1 Week) Once you receive your visa, you should travel within two to four weeks to allow time for Iqama processing before your visa expires (most employment visas are valid for 90 days from issuance).

Stage 5: Medical Examination and Iqama Processing (1-2 Weeks) Upon arrival, medical examination results are typically available within two to three days. Iqama processing takes an additional one to two weeks after medical clearance.

Total Timeline: 10-18 Weeks (2.5-4.5 Months)

The complete process from job offer acceptance to Iqama issuance typically takes two and a half to four and a half months. Factors that can extend this timeline include delays in document attestation (the most common bottleneck), incomplete or incorrect documentation requiring resubmission, peak processing periods at embassies or government departments, medical examination issues requiring follow-up tests, and temporary policy changes (such as the May-June 2025 block visa suspension).

To minimize delays, start document attestation immediately upon receiving your job offer, use professional attestation services if budget allows, ensure all documents are complete and correctly formatted, maintain regular communication with your employer, and build buffer time into your planning (don't resign from your current job until your visa is approved).

Expedited Processing Options

For urgent cases, some expedited options are available. Professional attestation services can reduce attestation time from eight weeks to three weeks for an additional fee of ₹5,000-₹10,000. Some Saudi embassies offer premium processing for an extra fee, reducing processing time by about one week. High-skilled category applications may receive priority processing at MHRSD and MOFA, though this is not guaranteed.

However, there is no way to expedite the medical examination and Iqama processing in Saudi Arabia, as these follow fixed government procedures. Plan accordingly and avoid making commitments based on optimistic timelines.

The Iqama (Residency Permit) Process

The Iqama is far more than just a residency permit—it is your legal identity in Saudi Arabia and the key to accessing virtually all services in the Kingdom. Understanding the Iqama process, your rights and responsibilities as an Iqama holder, and the renewal procedures is essential for every Indian worker in Saudi Arabia.

What is an Iqama?

The Iqama (Arabic for "residence") is an official residency permit issued by the Saudi Ministry of Interior that allows foreign nationals to live and work legally in the Kingdom. It is a mandatory document for all expatriates staying in Saudi Arabia for more than 90 days and serves multiple critical functions.

The Iqama serves as your primary identification document in Saudi Arabia (equivalent to a national ID card for Saudi citizens), proves your legal residency status, authorizes you to work for your sponsoring employer, enables you to open bank accounts and conduct financial transactions, allows you to rent accommodation and sign utility contracts, is required for obtaining a Saudi driver's license, provides access to healthcare services (in conjunction with health insurance), and is mandatory for all travel in and out of Saudi Arabia (you cannot exit or re-enter without a valid Iqama).

Iqama Application Process

The Iqama application process begins immediately after you arrive in Saudi Arabia and complete your medical examination. Your employer is responsible for initiating and managing this process, as they are your legal sponsor (kafeel) under Saudi law.

Step 1: Medical Examination Within your first week in Saudi Arabia, your employer will arrange for you to undergo a comprehensive medical examination at a government-approved medical center. This examination is more thorough than any preliminary tests you may have done in India and includes blood tests for HIV/AIDS, hepatitis B and C, syphilis, malaria, and other communicable diseases, chest X-ray to screen for tuberculosis and other respiratory conditions, general physical examination assessing your overall health, vision and hearing tests, and drug screening.

The medical center will provide results within two to three days. If you pass all tests, you will receive a medical fitness certificate that is electronically linked to your passport and visa information. This certificate is valid for a specific period and must be used for Iqama processing within that timeframe.

If any health issues are detected, you may be required to undergo treatment, provide additional medical documentation, or in severe cases (such as HIV-positive status or active tuberculosis), you may be deemed medically unfit and required to return to India. This is why it is crucial to be in good health before traveling to Saudi Arabia.

Step 2: Employer Registers You in Absher System With your medical fitness certificate in hand, your employer logs into the Absher platform (https://www.absher.sa), the government's unified portal for residency and civil services. The employer initiates a new Iqama application by entering your personal details (name, passport number, nationality, date of birth, etc.), job title and occupation code under the Saudi Standard Classification of Occupations (SSCO), employment contract details (salary, duration, etc.), medical certificate reference number, and biometric data captured during your visa application.

The system automatically verifies your information against multiple government databases, including MOFA (visa authorization), Ministry of Interior (entry records), and the medical examination database. If all data matches and your employer's sponsorship quota is available, the application proceeds to the next stage.

Step 3: Biometric Verification at Jawazat Center You will be scheduled for biometric verification at a Jawazat (Directorate General of Passports) center. Your employer will inform you of the appointment date, time, and location. Bring your passport, visa, medical certificate, and any other documents specified by your employer.

At the Jawazat center, you will undergo updated biometric data collection, including digital fingerprinting of all ten fingers, facial photograph capture using high-resolution cameras, iris scan (in some cases), and signature digitization. This biometric data is linked to your Iqama and creates your unique biometric profile in the Saudi government's database.

The process typically takes 30-60 minutes, depending on the number of applicants being processed. Ensure you follow all instructions from the Jawazat officers and remain patient, as any errors in biometric capture may require you to return for re-verification.

Step 4: Iqama Printing and Issuance After successful biometric verification, your Iqama application is finalized and sent for printing. The Iqama card is produced at a central facility and typically takes three to seven days to be ready for collection.

Your employer will collect the Iqama card on your behalf and provide it to you. The Iqama is a plastic card similar in size to a credit card, featuring your photograph, personal details (name, nationality, date of birth), Iqama number (a unique 10-digit identifier), job title and occupation code, employer's name and establishment number, date of issue and expiry, and a barcode and chip containing your biometric data.

Verify all information on your Iqama card immediately upon receiving it. Any errors must be reported to your employer and corrected through the Absher system before the Iqama is used for any official purposes.

Step 5: Iqama Activation and Registration Once you receive your physical Iqama card, it must be activated in the government system. Your employer typically handles this through Absher, but you should verify activation by checking your Iqama status online at https://www.absher.sa or through the Absher mobile app.

You should also register your Iqama with the Indian Embassy in Saudi Arabia. This registration helps the embassy assist you in case of emergencies, legal issues, or if you need consular services. Registration can be done online through the embassy's website or by visiting the embassy in person.

Understanding Your Iqama Card

Your Iqama card contains critical information that you should understand thoroughly. The Iqama number is your unique identifier in Saudi Arabia, used for all government transactions, banking, healthcare, and official correspondence. Memorize this number, as you will use it frequently.

The profession code indicates your job classification under the SSCO system and determines your skill tier (High-Skilled, Skilled, or Basic). This code must match your actual job duties, as misclassification can result in penalties for both you and your employer.

The expiry date shows when your Iqama must be renewed. Iqamas are typically issued for one year initially and can be renewed annually. Working or residing in Saudi Arabia with an expired Iqama is illegal and can result in fines, detention, and deportation.

The sponsor information shows your employer's name and establishment number. This identifies who is legally responsible for your residency in Saudi Arabia. Under the new labor reforms (post-June 2025), you have more freedom to change employers, but your Iqama must be transferred to the new sponsor through official channels.

Rights and Privileges as an Iqama Holder

Holding a valid Iqama grants you numerous rights and privileges in Saudi Arabia. You have the legal right to reside in Saudi Arabia for the duration of your Iqama validity, work for your sponsoring employer in the capacity specified on your Iqama, open bank accounts and conduct financial transactions, rent accommodation and sign lease agreements, obtain a Saudi driver's license (after passing the required tests), access healthcare services through your employer-provided health insurance, sponsor family members (spouse and children) if you meet salary requirements, travel in and out of Saudi Arabia (with appropriate exit/re-entry permits), and access government services through the Absher platform.

You are also protected under Saudi labor law, which guarantees timely salary payment through the Wage Protection System (WPS), annual leave (typically 21-30 days depending on your contract), sick leave with medical certification, end-of-service benefits (gratuity) upon contract completion, safe working conditions, and protection from arbitrary termination.

Responsibilities as an Iqama Holder

Along with rights come responsibilities. You must carry your Iqama card at all times, as police and government officials can request to see it. Failure to produce your Iqama when requested can result in fines or detention.

You must work only for your sponsoring employer in the job specified on your Iqama. Working for another employer without proper transfer procedures is illegal and can result in deportation and a permanent ban from Saudi Arabia.

You must renew your Iqama before it expires. Working with an expired Iqama is a serious violation that can result in fines of up to SAR 10,000, detention, and deportation.

You must comply with all Saudi laws and regulations, including dress codes, behavior norms, and religious sensitivities. Violations can result in fines, imprisonment, or deportation.

You must maintain valid health insurance throughout your stay. Your employer is required to provide this, but you should verify that your insurance is active and covers your needs.

You must inform your employer of any changes to your personal information (passport renewal, marital status, etc.) so they can update your Iqama records in the Absher system.

Iqama Renewal Process

Iqamas must be renewed annually (or biennially if issued for two years). The renewal process is simpler than the initial issuance but still requires attention to detail and timely action.

Renewal Timeline: Begin the renewal process at least one month before your Iqama expiry date. This allows time for any unexpected issues or delays. Your employer should initiate the renewal through the Absher platform by submitting a renewal application, uploading your updated passport (if renewed), confirming your continued employment and salary details, and paying the renewal fee (approximately SAR 51.75 plus any applicable levies).

Biometric Update Requirement (New in 2025): As of August 2025, all Iqama renewals require updated biometric verification at a Jawazat center. This includes new fingerprints and facial scans to ensure your biometric data remains current in the system. Schedule your biometric appointment through Absher and attend at the designated Jawazat center with your current Iqama and passport.

Medical Re-Examination: Some Iqama renewals may require a new medical examination, particularly if your previous medical certificate has expired or if you are in a high-risk occupation (healthcare, food service, etc.). Your employer will inform you if this is necessary.

Renewal Approval and New Iqama: Once all requirements are met and fees are paid, the Ministry of Interior approves the renewal and issues a new Iqama card with an updated expiry date. The process typically takes one to two weeks. Your old Iqama remains valid until the new one is issued, so there is no gap in your legal residency status.

Renewal Costs: Iqama renewal fees are typically covered by your employer as part of your employment contract. The standard renewal fee is SAR 51.75, but additional levies may apply depending on your employer's Nitaqat rating and the number of expatriate employees. Some employers may also be subject to the expatriate levy (SAR 800 per month per expatriate), which is separate from the Iqama renewal fee.

Iqama Transfer (Changing Employers)

Under the new labor reforms implemented in 2021 and expanded in 2025, Indian workers have greater freedom to change employers without requiring their current sponsor's consent. However, the process must follow official procedures.

Eligibility for Iqama Transfer: You can transfer your Iqama to a new employer if you have completed at least one year with your current employer (this requirement may be waived in certain circumstances), your current employment contract has expired or you have a valid reason for transfer (such as non-payment of salary, unsafe working conditions, etc.), the new employer has available visa quota and meets all sponsorship requirements, and you have no outstanding financial obligations or legal issues in Saudi Arabia.

Transfer Process: The new employer initiates a transfer request through the Qiwa platform, providing justification for the transfer and uploading the new employment contract. You must approve the transfer request through your Absher account. The Ministry of Human Resources and Social Development reviews the request and, if approved, authorizes the transfer. Your Iqama is updated with the new employer's information, and you can begin working for the new sponsor.

The transfer process typically takes two to four weeks. During this period, you should not work for either employer to avoid legal complications. Some employers may require you to serve a notice period before releasing you for transfer, as specified in your employment contract.

Exit and Re-Entry Permits

As an Iqama holder, you need permission to leave and re-enter Saudi Arabia. This is managed through exit and re-entry permits, which come in two types.

Single Exit/Re-Entry Permit: Valid for a single trip out of Saudi Arabia, typically for 30-60 days. You must return within the validity period, or your Iqama may be canceled. This permit is suitable for short vacations, family visits, or business trips.

Multiple Exit/Re-Entry Permit: Valid for multiple trips over a specified period (typically three months to one year). This is ideal if you travel frequently for business or personal reasons. The permit allows you to exit and re-enter Saudi Arabia as many times as needed within the validity period.

How to Obtain Exit/Re-Entry Permits: Under the new labor reforms, you can apply for exit/re-entry permits directly through the Absher platform without requiring your employer's approval. Log into Absher, select the "Exit/Re-Entry Visa" service, choose the permit type (single or multiple), specify the duration, pay the fee (SAR 103.5 for single, SAR 200+ for multiple), and download the permit once approved.

However, your employer may still have the ability to place a travel ban on your Iqama if you have outstanding financial obligations to the company or if there are pending legal issues. Always verify your travel eligibility before booking flights.

Final Exit Permit: If you are leaving Saudi Arabia permanently (upon contract completion, resignation, or termination), you need a final exit permit. This cancels your Iqama and closes your residency file in Saudi Arabia. Your employer typically initiates this process, but under the new reforms, you can also apply for a final exit permit through Absher if your contract has ended.

Be aware that using a final exit permit before your contract ends may result in a permanent ban from working in Saudi Arabia in the future. Always consult with your employer and, if necessary, seek legal advice before applying for a final exit permit.

Lost or Damaged Iqama

If your Iqama card is lost, stolen, or damaged, you must report it immediately and apply for a replacement. Visit the nearest police station to file a report about the lost/stolen Iqama and obtain a police report. Inform your employer immediately so they can initiate a replacement application through Absher. Your employer will apply for a replacement Iqama, pay the replacement fee (approximately SAR 100-200), and you may need to undergo biometric verification again at a Jawazat center.

The replacement Iqama typically takes one to two weeks to be issued. During this period, carry a copy of your police report and your passport as temporary identification. Avoid traveling outside Saudi Arabia until you receive your replacement Iqama, as you cannot exit or re-enter without a valid Iqama.

Iqama Cancellation

Your Iqama can be canceled under several circumstances, including completion or termination of your employment contract, resignation from your job, violation of Saudi laws or labor regulations, medical unfitness, or expiry without renewal.

When your Iqama is canceled, you must leave Saudi Arabia within a specified grace period (typically 30-90 days, depending on the reason for cancellation). Overstaying after Iqama cancellation results in daily fines, detention, and deportation with a potential ban on future entry to Saudi Arabia.

If your Iqama is canceled due to employer-related issues (such as company closure or non-payment of salary), you may be eligible for a grace period to find a new employer and transfer your Iqama. Consult with the Indian Embassy and Saudi labor authorities for guidance in such situations.

2025 Policy Changes Affecting Indians

The year 2025 has been transformative for Saudi Arabia's immigration and labor policies, with several major reforms directly impacting Indian workers. Understanding these changes is crucial for navigating the current visa landscape and planning your career in the Kingdom.

1. Abolition of the Kafala Sponsorship System (June 2025)

In a landmark reform announced in June 2025, Saudi Arabia officially abolished the decades-old Kafala (sponsorship) system, joining Bahrain and Qatar in dismantling this controversial framework. This change represents the most significant shift in Saudi labor law in recent history and has profound implications for Indian workers.

What Was the Kafala System? Under Kafala, a migrant worker's legal residency and employment were tied directly to a single Saudi sponsor (kafeel), usually the employer. The sponsor controlled the worker's visa, passport, ability to change jobs, and permission to leave the country. This system gave employers sweeping power over workers and led to widespread reports of abuse, including wage theft, passport confiscation, excessive working hours, and restrictions on movement.

What Has Changed? The new contract-based employment framework separates immigration status from any single employer. Indian workers can now change jobs without requiring their current employer's consent (after completing one year of service or under specific circumstances), exit and re-enter Saudi Arabia without employer permission (through self-service exit/re-entry permits on Absher), and hold their own passports (employers can no longer confiscate passports).

Workers are also protected by enhanced labor rights, including mandatory salary payment through the Wage Protection System (WPS), clear termination procedures with notice periods, and access to labor dispute resolution mechanisms.

Impact on Indian Workers: This reform significantly improves job mobility and reduces the risk of exploitation. However, it also means that workers must take more personal responsibility for managing their residency status, understanding their rights, and ensuring compliance with labor regulations. The Indian Embassy in Saudi Arabia has welcomed these reforms and encourages all Indian workers to familiarize themselves with their new rights and responsibilities.

2. Mandatory Pre-Verification of Academic Credentials (January 2025)

Starting January 2025, Saudi Arabia introduced a mandatory pre-verification requirement for all academic and professional qualifications of foreign workers, including Indians. This policy aims to combat credential fraud and ensure quality control in line with Vision 2030 objectives.

What This Means for Indian Applicants: All educational certificates (bachelor's, master's, doctoral degrees, diplomas) must be verified and attested by the Saudi Arabian Cultural Mission in India before visa issuance. This is in addition to the existing attestation requirements from the Ministry of External Affairs (MEA) and other authorities.

The pre-verification process involves submitting original degree certificates and transcripts to the Saudi Cultural Mission, completing a verification application form, paying the verification fee (approximately ₹3,000-₹5,000 per degree), and waiting for verification approval (typically four to six weeks).

Why This Change Was Implemented: Saudi authorities identified a significant number of fraudulent or unverified educational credentials among foreign workers, particularly in high-skilled categories. The pre-verification requirement ensures that only genuinely qualified professionals enter the Saudi labor market, protecting both the integrity of the workforce and the interests of legitimate workers.

How to Comply: Begin the pre-verification process immediately upon receiving a job offer from a Saudi employer. Do not wait until other documents are ready, as this is often the longest step in the visa process. Use the services of professional attestation agencies if you need expedited processing, but ensure they are authorized by the Saudi Cultural Mission to avoid scams.

3. Temporary Block Visa Quota Suspension (May-June 2025)

On May 28, 2025, Saudi Arabia temporarily suspended the issuance of block work visa quotas for nationals of 14 countries, including India. This suspension, which lasted until June 12, 2025, caused significant disruption for Indian workers with pending visa applications.

What Happened: The Ministry of Human Resources and Social Development (MHRSD) paused all new block visa quota approvals for Indian nationals, citing the need to manage labor market capacity during the Hajj season. This meant that even if a Saudi employer had an approved quota and had initiated visa applications, Indian workers could not proceed with visa stamping at the embassy.

Current Status: The suspension was lifted on June 12, 2025, and normal processing has resumed. Indian nationals with valid work entry visas who were unable to travel during the suspension period are now permitted to enter Saudi Arabia and complete their residency process.

Lessons Learned: This incident highlights the importance of maintaining flexibility in your job transition plans. Do not resign from your current job or make irreversible commitments until your Saudi visa is fully approved and in hand. Stay informed about policy changes by regularly checking the Indian Embassy in Saudi Arabia's website and subscribing to updates from the Ministry of External Affairs.

If you experience visa delays due to policy changes, maintain open communication with your Saudi employer and seek guidance from the Indian Embassy if needed.

4. Three-Tier Skill Classification System (July-August 2025)

As discussed earlier, Saudi Arabia introduced a comprehensive skill-based classification system for all long-term work permits in July-August 2025. This system categorizes workers into High-Skilled, Skilled, and Basic tiers based on education, experience, salary, and age.

Impact on Indian Workers: The classification directly affects your salary negotiations, as each tier has minimum salary requirements. It influences your family sponsorship eligibility, with higher tiers having easier access to dependent visas. The system also impacts your visa processing priority, as high-skilled applications receive expedited review, and affects your long-term career prospects, as higher classifications open doors to premium residency and permanent residency pathways.

How to Maximize Your Classification: Ensure your educational qualifications are properly attested and verified, as higher degrees improve your classification. Obtain detailed experience letters from all previous employers, documenting your progressive career growth. Negotiate a salary that places you in the highest tier you qualify for, as this affects both your classification and your ability to sponsor family. Consider obtaining professional certifications or licenses that enhance your qualifications and improve your points score.

5. Enhanced Biometric Verification Requirements (August 2025)

Starting August 2025, all Iqama renewals require updated biometric verification at Jawazat centers. This applies to both new applicants and current Iqama holders seeking renewal.

What This Involves: You must visit a Jawazat center to provide updated fingerprints (all ten fingers), facial scans using high-resolution cameras, and in some cases, iris scans. This biometric data is linked to your Iqama and used for identity verification across all government services.

Why This Change Was Implemented: The enhanced biometric requirements aim to prevent identity fraud, improve security and border control, streamline government services through biometric authentication, and create a comprehensive biometric database for all residents.

How to Comply: Schedule your biometric appointment through the Absher platform well in advance of your Iqama expiry date. Attend the appointment with your current Iqama, passport, and any other documents specified by Jawazat. Follow all instructions from Jawazat officers to ensure accurate biometric capture.

6. Wage Protection System (WPS) Enhancements

Saudi Arabia has strengthened its Wage Protection System (WPS) to ensure timely and accurate salary payments to all workers, including Indians. Under the enhanced WPS, all employers must pay salaries electronically through approved banks by the 10th of each month, provide detailed salary slips showing all components (basic salary, allowances, deductions), and register all employment contracts on the Qiwa platform.

Benefits for Indian Workers: The WPS provides strong protection against wage theft and delayed payments. If your employer fails to pay your salary on time, you can file a complaint through the Ministry of Human Resources and Social Development, and the employer faces penalties including fines, suspension of visa processing privileges, and potential license revocation.

What to Do If Your Salary Is Delayed: First, communicate with your employer to understand the reason for the delay. If the delay persists beyond 15 days, file a complaint through the Qiwa platform or the MHRSD hotline. Contact the Indian Embassy for assistance if the issue is not resolved. Consider seeking legal advice or labor dispute resolution services.

7. Premium Residency Visa Options

As part of Vision 2030, Saudi Arabia has introduced premium residency visa options that allow high-value individuals to live and work in the Kingdom without a traditional employer sponsor. While primarily targeted at investors and entrepreneurs, some high-skilled Indian professionals may qualify.

Premium Residency Categories: Permanent Premium Residency (unlimited duration) requires a one-time fee of SAR 800,000 (approximately ₹1.76 crores) and provides permanent residency with no employer sponsorship required. Temporary Premium Residency (one to five years, renewable) requires an annual fee of SAR 100,000 (approximately ₹22 lakhs) per year and provides fixed-term residency with renewal options.

Eligibility for Indian Professionals: You may qualify for premium residency if you own or have usufruct rights to real estate worth at least SAR 4 million in Saudi Arabia, hold an entrepreneur license and have secured significant investment (SAR 400,000+ or SAR 15 million+ depending on category), or can demonstrate exceptional professional skills or contributions to Saudi Arabia's development.

Benefits of Premium Residency: Premium residency holders can work for any employer or be self-employed without traditional sponsorship, sponsor family members without salary restrictions, own property and businesses with fewer restrictions, and have a pathway to permanent residency and potential citizenship under Vision 2030 reforms.

While premium residency is not accessible to most Indian workers due to the high costs, it represents an aspirational goal for successful professionals and entrepreneurs building long-term careers in Saudi Arabia.

Common Problems and Solutions 

Despite the streamlined processes and reforms, Indian workers still encounter various challenges when applying for and working under Saudi work visas. Understanding these common problems and their solutions can help you navigate difficulties effectively and protect your rights.

Problem 1: Document Attestation Delays

Issue: Document attestation, particularly through the Saudi Cultural Mission, is the most common cause of visa processing delays. The multi-level attestation process can take eight to twelve weeks, and any errors or missing steps require starting over.

Solution: Start the attestation process immediately upon receiving your job offer, even before other visa steps begin. Use professional attestation services that specialize in Saudi visa documentation—they charge ₹10,000-₹25,000 but can reduce processing time to three to four weeks. Ensure all documents are complete and correctly formatted before submission to avoid rejections. Maintain regular follow-up with attestation authorities and track your application status online where possible.

If you are facing urgent deadlines, some attestation services offer "super express" processing for an additional fee, though this is not always guaranteed.

Problem 2: Visa Application Rejection

Issue: Visa applications can be rejected for various reasons, including incomplete or improperly attested documents, discrepancies in information across documents, medical examination failures, or employer-related issues (Nitaqat non-compliance, insufficient visa quota, etc.).

Solution: If your visa is rejected, request a detailed explanation from the Saudi embassy or your employer. Address the specific reason for rejection—if it is document-related, correct and resubmit; if it is medical, seek treatment and reapply after clearance; if it is employer-related, your employer must resolve their compliance issues before reapplying.

Do not attempt to reapply immediately without addressing the rejection reason, as this will likely result in another rejection. Seek assistance from professional visa consultants or the Indian Embassy if you are unsure how to proceed.

Problem 3: Salary Delays or Non-Payment

Issue: Despite the Wage Protection System (WPS), some Indian workers still experience salary delays or non-payment, particularly with smaller or less reputable employers.

Solution: If your salary is delayed, first communicate with your employer's HR or finance department to understand the reason. If the delay exceeds 15 days, file a formal complaint through the Qiwa platform (https://www.qiwa.sa) or the Ministry of Human Resources and Social Development hotline (19911). Document all communication with your employer, including emails, messages, and salary slips (or lack thereof).

Contact the Indian Embassy in Saudi Arabia for assistance—they can intervene on your behalf and provide guidance on legal options. If the issue persists, you may be eligible to transfer your Iqama to a new employer without your current employer's consent, citing non-payment as justification.

Under Saudi labor law, employers who fail to pay salaries face severe penalties, including fines, suspension of visa processing privileges, and potential license revocation. Do not hesitate to assert your rights through official channels.

Problem 4: Passport Confiscation

Issue: Although the June 2025 reforms prohibit employers from confiscating workers' passports, some employers still engage in this illegal practice, particularly in smaller companies or certain industries.

Solution: Politely but firmly refuse to surrender your passport to your employer. Explain that passport confiscation is illegal under Saudi law and that you need your passport for personal identification and potential emergencies.

If your employer insists or has already confiscated your passport, file a complaint with the Ministry of Human Resources and Social Development through the Qiwa platform or hotline (19911). Contact the Indian Embassy immediately—passport confiscation is a serious violation, and the embassy can intervene on your behalf.

If necessary, request a police report documenting the confiscation and seek legal assistance through Saudi labor courts. Under the new reforms, you have the right to hold your own passport at all times, and employers who violate this face significant penalties.

Problem 5: Contract Violations by Employer

Issue: Some Indian workers arrive in Saudi Arabia only to find that the actual job, salary, or working conditions differ significantly from what was promised in their employment contract.

Solution: Before signing any contract, read it carefully and ensure you understand all terms, including job duties, salary breakdown, working hours, leave entitlements, and termination clauses. Request both English and Arabic versions and have them reviewed by a legal expert if possible.

If you discover contract violations after arrival, document all discrepancies with evidence (original contract, actual salary slips, work schedules, etc.). Communicate with your employer to resolve the issues amicably, requesting written confirmation of any agreed changes.

If the employer refuses to honor the contract, file a labor dispute complaint through the Ministry of Human Resources and Social Development. You may be eligible to terminate your contract and transfer to a new employer without penalty if the violations are significant.

Contact the Indian Embassy for support—they can provide legal guidance and, in severe cases, facilitate your safe return to India if you choose to leave.

Problem 6: Iqama Renewal Delays

Issue: Iqama renewal delays can occur due to employer negligence, outstanding fines or violations, medical examination issues, or system errors in the Absher platform.

Solution: Begin the renewal process at least one month before your Iqama expiry date to allow time for any unexpected issues. Ensure your employer has initiated the renewal application and paid all required fees. Check your Iqama status regularly through the Absher platform to monitor progress.

If your Iqama expires while renewal is pending, you may face fines and restrictions on travel. Contact your employer immediately to expedite the process and, if necessary, file a complaint with the Ministry of Interior if the delay is due to employer negligence.

If the delay is due to outstanding fines or violations, resolve these immediately through the Absher platform or by visiting the relevant government office. If it is due to medical examination issues, complete any required follow-up tests promptly.

Problem 7: Difficulty Changing Employers

Issue: Despite the new labor reforms allowing greater job mobility, some workers still face challenges when attempting to transfer their Iqama to a new employer, particularly if their current employer is uncooperative or if they have not completed one year of service.

Solution: Understand the eligibility requirements for Iqama transfer—you typically need to have completed at least one year with your current employer, though exceptions exist for cases of non-payment, unsafe working conditions, or contract violations.

If you meet the eligibility criteria, the new employer initiates the transfer request through the Qiwa platform. You must approve the request through your Absher account. If your current employer attempts to block the transfer without valid reason, file a complaint with the Ministry of Human Resources and Social Development.

If you have not completed one year of service, you may still be able to transfer if you can demonstrate valid reasons (such as non-payment of salary, contract violations, or unsafe working conditions). Seek guidance from the Indian Embassy or a labor law consultant to understand your options.

Problem 8: Family Sponsorship Challenges

Issue: Indian workers often face difficulties sponsoring family members due to insufficient salary, incomplete documentation, or employer non-cooperation.

Solution: Verify that you meet the minimum salary requirements for family sponsorship (typically SAR 5,000-10,000 per month, depending on family size). Ensure your Iqama is valid for at least six months and that you have no outstanding violations or fines.

Prepare all required documents for family sponsorship, including marriage certificate (attested by MEA and Saudi embassy), birth certificates for children (attested), passport copies of family members, proof of accommodation, and medical insurance coverage for dependents.

If your employer is required to provide a salary certificate or other documentation for family sponsorship and is uncooperative, request assistance from the Ministry of Human Resources and Social Development or the Indian Embassy.

Some employers have policies restricting family sponsorship for certain job categories or during probation periods. Clarify these policies before accepting the job offer to avoid surprises later.

Problem 9: Medical Examination Failures

Issue: Some Indian workers fail the mandatory medical examination in Saudi Arabia due to undetected health conditions, leading to visa cancellation and forced return to India.

Solution: Undergo a comprehensive medical check-up in India before traveling to Saudi Arabia, including blood tests for HIV, hepatitis, and other communicable diseases, chest X-ray to screen for tuberculosis, and general health assessment.

If you have any chronic health conditions, consult with a doctor about whether they might affect your Saudi medical examination. Some conditions (such as HIV-positive status or active tuberculosis) are automatic disqualifiers, while others may be acceptable with proper medical documentation and treatment.

If you fail the medical examination in Saudi Arabia, you may be given an opportunity to undergo treatment and retest, depending on the condition. However, for certain disqualifying conditions, you will be required to return to India immediately.

To avoid this situation, be honest about your health status before accepting a job offer and traveling to Saudi Arabia. It is better to address health issues in India than to face medical examination failure and forced return after incurring travel and other expenses.

Problem 10: Communication and Language Barriers

Issue: Many Indian workers face challenges due to language barriers, as most official processes in Saudi Arabia are conducted in Arabic, and not all employers provide adequate translation or support.

Solution: Learn basic Arabic phrases and terminology related to work, residency, and daily life. Many free online resources and mobile apps can help you learn conversational Arabic.

Use translation apps (such as Google Translate) to help with reading Arabic documents and communicating with Arabic-speaking colleagues or officials. However, be aware that automated translations may not always be accurate, especially for legal or technical documents.

Seek assistance from Arabic-speaking colleagues, friends, or community members when dealing with important official matters. Many Indian community organizations in Saudi Arabia offer support services, including translation assistance.

For critical documents (such as employment contracts, legal notices, or medical reports), hire a professional translator to ensure accurate understanding. The cost is typically ₹1,000-₹3,000 per document and is well worth the investment to avoid misunderstandings.

The Indian Embassy in Saudi Arabia also provides consular services and can assist with translation or interpretation in certain situations.

Family Sponsorship and Dependent Visas 

One of the most important considerations for Indian workers in Saudi Arabia is the ability to bring family members to live with them in the Kingdom. Family sponsorship not only improves quality of life but also provides emotional support and stability during your time abroad. Understanding the requirements, process, and costs of family sponsorship is essential for planning your family's future in Saudi Arabia.

Eligibility for Family Sponsorship

Not all Indian workers in Saudi Arabia are eligible to sponsor family members. The Saudi government has established specific criteria to ensure that sponsors can adequately support their dependents.

Minimum Salary Requirements: The primary eligibility criterion is your monthly salary. To sponsor a spouse only, you typically need a minimum monthly salary of SAR 4,000-5,000 (approximately ₹88,000-₹1.1 lakhs). To sponsor a spouse and one child, the minimum is usually SAR 5,000-6,000 (₹1.1-1.32 lakhs). To sponsor a spouse and two or more children, you need SAR 6,000-8,000 (₹1.32-1.76 lakhs) or more, depending on the number of dependents.

These thresholds can vary based on your employer's policies, your job category, and current government regulations. Some employers set higher internal thresholds for family sponsorship.

Iqama Validity: Your Iqama must be valid for at least six months from the date of applying for family sponsorship. If your Iqama is nearing expiry, renew it before initiating the family sponsorship process.

Accommodation: You must provide proof of suitable accommodation for your family. This can be a rental agreement showing adequate space for your family size, a letter from your employer confirming company-provided housing, or property ownership documents if you own a residence in Saudi Arabia.

Clean Record: You must have no outstanding violations, fines, or legal issues in Saudi Arabia. Any pending cases or unpaid fines must be resolved before you can sponsor family members.

Employer Approval: While not always legally required, many employers have internal policies regarding family sponsorship. Some companies restrict sponsorship during probation periods (typically the first three to six months of employment) or for certain job categories. Verify your employer's policy before initiating the process.

Who Can You Sponsor?

Saudi Arabia allows you to sponsor specific family members, subject to eligibility requirements.

Spouse: You can sponsor your legally married spouse (one spouse only, as Saudi Arabia does not recognize polygamous marriages for foreign workers). Your marriage must be legally registered and attested by the Ministry of External Affairs in India and the Saudi embassy.

Children: You can sponsor your biological or legally adopted children. Sons can be sponsored until age 18 (or up to age 25 if they are full-time students). Daughters can be sponsored until marriage, regardless of age. Children with special needs or disabilities may be sponsored beyond these age limits with proper medical documentation.

Parents: In some cases, you may be able to sponsor your parents if you meet higher salary thresholds (typically SAR 10,000+ per month) and can demonstrate that you are their primary financial supporter. This is less common and subject to stricter requirements.

Other Relatives: Generally, you cannot sponsor siblings, grandparents, or other extended family members unless you can demonstrate exceptional circumstances and meet very high financial thresholds.

Required Documents for Family Sponsorship

Sponsoring family members requires extensive documentation, all of which must be properly attested.

For Spouse: Marriage certificate (original and attested by MEA and Saudi embassy), spouse's passport (valid for at least six months), passport-size photographs of spouse (6-8 photos), spouse's educational certificates (attested), medical examination certificate (completed in Saudi Arabia after arrival), and proof of relationship (if your marriage certificate does not clearly show your name, additional documentation may be required).

For Children: Birth certificates (original and attested by MEA and Saudi embassy), children's passports (valid for at least six months), passport-size photographs of each child (6-8 photos), school certificates or enrollment letters (if applicable), medical examination certificates (completed in Saudi Arabia after arrival), and vaccination records (particularly for young children).

For Sponsor (You): Valid Iqama with at least six months remaining, salary certificate from your employer (showing your monthly salary and confirming your employment), bank statements (last three to six months, showing consistent salary deposits), proof of accommodation (rental agreement, employer housing letter, or property ownership documents), and health insurance coverage for dependents (your employer must provide or you must purchase).

Additional Documents: Family book or family registration certificate (if available in India), no-objection certificate from your employer (confirming they approve the family sponsorship), and proof of financial capability (additional bank statements, investment documents, etc., if required).

Family Sponsorship Application Process

The family sponsorship process involves several stages and typically takes four to eight weeks from start to finish.

Step 1: Verify Eligibility and Prepare Documents Confirm that you meet all eligibility requirements (salary, Iqama validity, accommodation, clean record). Gather and attest all required documents for yourself and your family members. This is often the longest step, as document attestation can take several weeks.

Step 2: Obtain Employer Approval Request a salary certificate and no-objection certificate from your employer. Some employers handle the entire family sponsorship process on behalf of employees, while others require you to manage it yourself through the Absher platform.

Step 3: Apply for Family Visit Visa Log into the Absher platform (https://www.absher.sa) using your Iqama credentials. Navigate to the "Dependent Services" or "Family Visit Visa" section. Submit a family visit visa application for each family member you wish to sponsor, uploading all required documents (passport copies, photographs, attested certificates, etc.).

Pay the visa application fee (approximately SAR 300-500 per family member, depending on visa duration). The Ministry of Foreign Affairs reviews your application and, if approved, issues visa authorization numbers for your family members.

Step 4: Family Members Apply for Visa in India Send the visa authorization numbers and invitation letters to your family members in India. They must complete online visa applications on the Saudi MOFA portal, submit their applications and documents at the Saudi embassy in India, undergo biometric data collection, and pay visa fees.

The embassy processes their applications and, if approved, stamps visas in their passports. This typically takes two to three weeks.

Step 5: Family Members Travel to Saudi Arabia Once your family members receive their visas, they can travel to Saudi Arabia. Coordinate their travel arrangements, ensuring they arrive before the visa expiry date (family visit visas are typically valid for 90 days from issuance).

Arrange airport pickup and initial accommodation. Your family members will enter Saudi Arabia on family visit visas, which must be converted to residency Iqamas within 90 days.

Step 6: Medical Examination in Saudi Arabia Within the first week of arrival, take your family members to a government-approved medical center for comprehensive medical examinations. Each family member must undergo blood tests, chest X-rays, general physical examinations, and any other required tests.

Medical examination costs approximately SAR 200-500 per person. Your employer's health insurance may cover these costs, or you may need to pay out-of-pocket and seek reimbursement.

Step 7: Convert Visit Visa to Residency Iqama With medical fitness certificates in hand, apply to convert your family members' visit visas to residency Iqamas through the Absher platform. Upload medical certificates, passport copies, photographs, and proof of relationship (marriage certificate, birth certificates).

Pay the Iqama issuance fee (approximately SAR 51.75 per person plus any applicable levies). Schedule biometric verification appointments at a Jawazat center for each family member.

Step 8: Biometric Verification and Iqama Issuance Take your family members to the Jawazat center for biometric verification (fingerprints, facial scans, etc.). This process is similar to what you underwent for your own Iqama.

After successful biometric verification, Iqamas are printed and issued within one to two weeks. Collect the Iqama cards and verify that all information is correct.

Congratulations! Your family members are now legal residents of Saudi Arabia and can live with you for the duration of your employment.

Costs of Family Sponsorship

Family sponsorship involves several costs, some of which may be covered by your employer depending on your contract.

Visa Application Fees: Family visit visa application (per person): SAR 300-500 (₹6,600-₹11,000). Visa stamping at Saudi embassy in India (per person): SAR 200-300 (₹4,400-₹6,600).

Document Attestation: Marriage certificate attestation: ₹3,000-₹5,000. Birth certificate attestation (per child): ₹2,000-₹4,000. Other document attestation: ₹1,000-₹3,000 per document.

Medical Examinations: Medical examination in Saudi Arabia (per person): SAR 200-500 (₹4,400-₹11,000).

Iqama Issuance: Iqama issuance fee (per person): SAR 51.75 (₹1,150). Biometric verification: Usually included in Iqama fee.

Travel Costs: Air tickets from India to Saudi Arabia (per person): ₹15,000-₹40,000, depending on route and season.

Health Insurance: Annual health insurance (per person): SAR 500-2,000 (₹11,000-₹44,000), depending on coverage level. Some employers provide health insurance for dependents as part of the employment package.

Total Estimated Cost: For a family of three (spouse and one child), the total cost of family sponsorship typically ranges from ₹80,000 to ₹1,50,000, depending on various factors and whether your employer covers certain expenses.

Rights and Responsibilities of Dependent Iqama Holders

Family members holding dependent Iqamas have specific rights and responsibilities in Saudi Arabia.

Rights: Legal residency in Saudi Arabia for the duration of the sponsor's employment, access to healthcare services (through the sponsor's health insurance), ability to open bank accounts and conduct financial transactions, access to education (children can enroll in schools), ability to travel in and out of Saudi Arabia (with appropriate exit/re-entry permits), and protection under Saudi law.

Responsibilities: Dependent Iqama holders must comply with all Saudi laws and regulations, including dress codes and behavior norms. They cannot work in Saudi Arabia without obtaining their own work visa and Iqama (dependent Iqamas do not authorize employment). They must renew their Iqamas annually along with the sponsor's Iqama. They must maintain valid health insurance throughout their stay.

Education for Children: Children on dependent Iqamas can enroll in schools in Saudi Arabia. Options include international schools (offering curricula from various countries, including Indian CBSE schools), private Saudi schools (offering Saudi curriculum in Arabic), and company-sponsored schools (some large employers operate schools for employees' children).

School fees vary widely, from SAR 10,000 to SAR 50,000+ per year, depending on the school and grade level. Some employers provide education allowances or cover school fees as part of the employment package.

Dependent Iqama Renewal

Dependent Iqamas must be renewed annually, typically in conjunction with the sponsor's Iqama renewal. The process is similar to the initial issuance, requiring updated medical examinations (in some cases), biometric verification (as of August 2025), payment of renewal fees, and confirmation of continued sponsorship eligibility (salary, accommodation, etc.).

Ensure you renew dependent Iqamas before they expire to avoid fines and legal complications.

Canceling Dependent Iqamas

If your family members need to return to India permanently (due to personal reasons, end of your employment, etc.), you must cancel their dependent Iqamas. This is done through the Absher platform by applying for final exit permits for each family member, paying any outstanding fees or fines, and ensuring they exit Saudi Arabia within the specified grace period (typically 30-60 days).

Once dependent Iqamas are canceled, your family members cannot re-enter Saudi Arabia on those Iqamas. If they wish to return later, you must apply for new family visit visas and repeat the Iqama issuance process.

Rights and Protections Under New Reforms 

The 2025 labor reforms in Saudi Arabia have significantly strengthened the rights and protections available to Indian workers. Understanding these rights empowers you to assert them when necessary and ensures you are treated fairly throughout your employment.

Fundamental Labor Rights

1. Right to Timely Salary Payment Under the Wage Protection System (WPS), your employer must pay your salary electronically through an approved bank by the 10th of each month. Salaries must be paid in full, with clear breakdowns of basic salary, allowances, and any deductions.

If your salary is delayed beyond 15 days, you have the right to file a complaint with the Ministry of Human Resources and Social Development without fear of retaliation. Employers who consistently delay salaries face fines, suspension of visa processing privileges, and potential license revocation.

2. Right to Hold Your Passport The June 2025 reforms explicitly prohibit employers from confiscating workers' passports. You have the legal right to hold your own passport at all times. If your employer requests your passport for visa processing or other administrative purposes, they must return it to you immediately after completing the necessary procedures.

Passport confiscation is a serious violation, and you can file a complaint with the Ministry of Human Resources and Social Development or contact the Indian Embassy for assistance.

3. Right to Change Employers After completing one year of service with your current employer (or under specific circumstances such as non-payment of salary or contract violations), you have the right to transfer your Iqama to a new employer without requiring your current employer's consent.

The new employer initiates the transfer request through the Qiwa platform, and you approve it through your Absher account. Your current employer cannot block the transfer without valid legal reasons.

4. Right to Exit and Re-Entry You can apply for exit and re-entry permits directly through the Absher platform without requiring your employer's approval. This allows you to travel outside Saudi Arabia for vacations, family visits, or personal reasons without employer interference.

However, your employer may place a travel ban on your Iqama if you have outstanding financial obligations to the company or pending legal issues. Always verify your travel eligibility before booking flights.

5. Right to Safe Working Conditions Saudi labor law requires employers to provide safe and healthy working conditions, including proper safety equipment and training, adequate rest breaks and time off, protection from extreme heat (particularly for outdoor workers), and compliance with occupational health and safety standards.

If you believe your working conditions are unsafe, report the issue to your employer's safety officer or HR department. If the issue is not resolved, file a complaint with the Ministry of Human Resources and Social Development.

6. Right to Annual Leave You are entitled to annual leave based on your employment contract and Saudi labor law. Typically, employees receive 21-30 days of paid annual leave per year, depending on length of service and contract terms.

Your employer cannot deny you annual leave without valid reasons, and you should be able to take leave at mutually agreed times. If your employer consistently denies leave requests, this may constitute a contract violation.

7. Right to Sick Leave If you are ill or injured, you are entitled to sick leave with medical certification. Saudi labor law typically provides 30 days of full-pay sick leave, followed by 60 days of half-pay sick leave, and additional unpaid sick leave if necessary (subject to medical certification).

Your employer cannot terminate your employment while you are on legitimate sick leave, and they must continue to provide health insurance coverage during this period.

8. Right to End-of-Service Benefits (Gratuity) Upon completion of your employment contract (whether due to contract expiry, resignation, or termination), you are entitled to end-of-service benefits (gratuity) calculated based on your length of service and final salary.

The calculation is typically half a month's salary for each of the first five years of service, and one month's salary for each year beyond five years. Your employer must pay this gratuity within a specified period after your employment ends (usually within two weeks).

9. Right to Fair Treatment and Non-Discrimination Saudi labor law prohibits discrimination based on nationality, religion, gender, or other protected characteristics. You have the right to be treated fairly and with respect by your employer, colleagues, and clients.

If you experience discrimination or harassment, report it to your employer's HR department. If the issue is not resolved, file a complaint with the Ministry of Human Resources and Social Development or seek assistance from the Indian Embassy.

10. Right to Legal Recourse If you have a labor dispute with your employer (such as non-payment of salary, contract violations, unfair termination, etc.), you have the right to seek legal recourse through Saudi labor courts.

The Ministry of Human Resources and Social Development provides free labor dispute resolution services, and you can file complaints through the Qiwa platform or by calling the MHRSD hotline (19911). The Indian Embassy can also provide guidance and support in navigating the legal system.

Protections Against Exploitation

1. Protection Against Forced Labor The abolition of the Kafala system in June 2025 significantly reduced the risk of forced labor by giving workers greater freedom to change employers and exit the country. However, some forms of exploitation may still occur, particularly in smaller companies or certain industries.

If you are subjected to forced labor (such as being required to work excessive hours without pay, being prevented from leaving your workplace, or having your passport confiscated), this is a serious violation of Saudi law and international human rights standards.

Immediately contact the Indian Embassy, file a complaint with the Ministry of Human Resources and Social Development, and seek assistance from labor rights organizations or legal aid services.

2. Protection Against Wage Theft The Wage Protection System (WPS) provides strong protection against wage theft by requiring electronic salary payments and maintaining records of all transactions. If your employer fails to pay your salary or pays less than the contracted amount, you can file a complaint and provide evidence through the WPS records.

Employers who engage in wage theft face severe penalties, including fines, suspension of visa processing privileges, and potential license revocation. In some cases, criminal charges may be filed against employers who systematically withhold wages.

3. Protection Against Unsafe Working Conditions If you are required to work in unsafe conditions (such as extreme heat without adequate breaks, hazardous environments without proper safety equipment, or conditions that pose immediate danger to your health), you have the right to refuse to work until the conditions are corrected.

Report unsafe conditions to your employer's safety officer, HR department, or the Ministry of Human Resources and Social Development. In cases of immediate danger, you may also contact emergency services (dial 911 in Saudi Arabia).

4. Protection Against Unfair Termination Saudi labor law requires employers to follow specific procedures when terminating employment, including providing notice (typically 30-60 days, depending on your contract), paying end-of-service benefits (gratuity), and providing a valid reason for termination (if terminating before contract expiry).

If you believe you have been unfairly terminated, file a labor dispute complaint with the Ministry of Human Resources and Social Development within a specified period (typically 30 days of termination). You may be entitled to compensation, reinstatement, or other remedies.

How to Assert Your Rights

1. Know Your Rights Familiarize yourself with Saudi labor law and your employment contract. Understand what you are entitled to and what your employer's obligations are. The Ministry of Human Resources and Social Development website (https://www.hrsd.gov.sa) provides resources and information in multiple languages.
2. Document Everything Keep copies of all important documents, including your employment contract, salary slips, Iqama, passport, and any correspondence with your employer. If you experience issues, having documentation will strengthen your case.
3. Communicate Clearly If you have concerns or issues, communicate them clearly to your employer in writing (email or formal letter). This creates a record of your concerns and gives your employer an opportunity to address them.
4. Use Official Channels If informal communication does not resolve your issues, use official channels such as the Qiwa platform, the Ministry of Human Resources and Social Development hotline (19911), or the Indian Embassy consular services.
5. Seek Support Don't face issues alone. Seek support from colleagues, friends, Indian community organizations in Saudi Arabia, or professional legal advisors. The Indian Embassy provides consular assistance and can guide you through the process of asserting your rights.
6. Be Persistent Resolving labor disputes can take time and persistence. Don't give up if your initial complaint is not immediately resolved. Follow up regularly and escalate to higher authorities if necessary.

Resources for Indian Workers

Indian Embassy in Saudi Arabia:

• Embassy in Riyadh: +966-11-488-2700
• Consulate in Jeddah: +966-12-660-6994
• Website: https://www.eoiriyadh.gov.in

Ministry of Human Resources and Social Development (Saudi Arabia):

• Hotline: 19911
• Website: https://www.hrsd.gov.sa
• Qiwa Platform: https://www.qiwa.sa

Indian Community Organizations: Various Indian community organizations in Saudi Arabia provide support services, including legal advice, translation assistance, and social support. Contact the Indian Embassy for referrals to reputable organizations in your area.

Frequently Asked Questions 

Q1: How long does the entire Saudi work visa process take for Indian nationals?

A: The complete process from job offer to Iqama issuance typically takes 10-18 weeks (2.5-4.5 months). This includes document attestation (4-8 weeks), employer's block visa and MOFA authorization (2-4 weeks), visa application and embassy processing (2-3 weeks), travel and arrival (1 week), and medical examination and Iqama processing (1-2 weeks). Using professional attestation services can reduce the timeline by several weeks.

Q2: Can I apply for a Saudi work visa without a job offer?

A: No. Saudi work visas are employer-sponsored, meaning you must have a confirmed job offer from a Saudi company before you can apply. The employer initiates the visa process by obtaining a block visa quota and MOFA authorization. There is no provision for individuals to apply for work visas independently.

Q3: What is the minimum salary required for a Saudi work visa?

A: The minimum salary depends on your skill tier classification. For the Basic tier, the minimum is approximately SAR 3,000 per month (₹66,000). For the Skilled tier, it ranges from SAR 5,000 to SAR 15,000 per month (₹1.1-3.3 lakhs). For the High-Skilled tier, the minimum is SAR 15,000+ per month (₹3.3 lakhs+). These thresholds also affect your eligibility for family sponsorship.

Q4: Is medical insurance mandatory for Indian workers in Saudi Arabia?

A: Yes. All employers in Saudi Arabia are required by law to provide health insurance coverage for their employees. This insurance must cover basic medical services, hospitalization, emergency care, and other essential healthcare needs. Verify that your employment contract includes health insurance coverage before accepting the job offer.

Q5: Can I change my employer while in Saudi Arabia?

A: Yes. Under the new labor reforms implemented in 2021 and expanded in 2025, you can transfer your Iqama to a new employer after completing one year of service with your current employer (or under specific circumstances such as non-payment of salary or contract violations). The new employer initiates the transfer request through the Qiwa platform, and you approve it through your Absher account.

Q6: What happens if I lose my job in Saudi Arabia?

A: If your employment is terminated or your contract ends, your Iqama will be canceled, and you will typically be given a grace period (30-90 days) to either find a new employer and transfer your Iqama or exit Saudi Arabia. During this grace period, you can search for new employment opportunities. If you find a new employer, they can initiate an Iqama transfer. If you do not find new employment within the grace period, you must leave Saudi Arabia to avoid overstay penalties.

Q7: Can I bring my family to Saudi Arabia on a work visa?

A: Yes, but only if you meet specific eligibility requirements. You must earn a minimum monthly salary (typically SAR 4,000-8,000 depending on family size), have a valid Iqama with at least six months remaining, provide proof of suitable accommodation, and have no outstanding violations or fines. You can sponsor your spouse and children (sons up to age 18 or 25 if students, daughters until marriage). The family sponsorship process involves applying for family visit visas, which are then converted to dependent Iqamas after arrival in Saudi Arabia.

Q8: How much does it cost to get a Saudi work visa from India?

A: The total cost for an Indian applicant typically ranges from ₹30,000 to ₹70,000, depending on various factors. This includes the visa application fee (SAR 1,000 or ₹22,000), document attestation costs (₹10,000-₹25,000), medical examination fees (₹3,000-₹8,000 in India, SAR 200-500 in Saudi Arabia), embassy and service fees (₹2,000-₹6,000), and miscellaneous expenses (travel, photographs, etc.). Some costs may be covered by your employer as part of the employment package.

Q9: What is the Iqama, and why is it important?

A: The Iqama is your residency permit in Saudi Arabia, serving as your primary identification document and proof of legal residency. It is mandatory for all expatriates staying in Saudi Arabia for more than 90 days. The Iqama is required for opening bank accounts, renting accommodation, obtaining a driver's license, accessing healthcare services, traveling in and out of Saudi Arabia, and virtually all official transactions. You must carry your Iqama at all times and renew it annually before expiry.

Q10: Can I work in Saudi Arabia on a business visit visa?

A: No. Business visit visas are strictly for non-employment purposes such as attending meetings, conferences, or exploring business opportunities. Working on a business visit visa is illegal and can result in immediate deportation, fines, and a permanent ban from Saudi Arabia. If you wish to work in Saudi Arabia, you must obtain a proper employment visa and Iqama.

Q11: What should I do if my employer confiscates my passport?

A: Passport confiscation is illegal under Saudi law as of June 2025. If your employer confiscates your passport, politely but firmly request its return, explaining that it is illegal. If they refuse, file a complaint with the Ministry of Human Resources and Social Development through the Qiwa platform or hotline (19911), and contact the Indian Embassy immediately for assistance. The embassy can intervene on your behalf and help you recover your passport.

Q12: How do I file a complaint if my salary is not paid on time?

A: If your salary is delayed beyond 15 days, file a complaint through the Qiwa platform (https://www.qiwa.sa) or call the Ministry of Human Resources and Social Development hotline (19911). Provide details of your employment, salary agreement, and evidence of non-payment. The ministry will investigate and take action against your employer, which may include fines, suspension of visa processing privileges, or license revocation. You can also contact the Indian Embassy for support.

Q13: Is it safe for Indian women to work in Saudi Arabia?

A: Yes. Saudi Arabia has made significant progress in women's rights and workplace protections as part of Vision 2030 reforms. Women now have equal employment rights, including equal pay for equal work, protection from sexual harassment, extended maternity leave (12 weeks with full pay), and access to childcare support. However, as with any country, it is important to research your employer, understand your rights, and take appropriate precautions. The Indian Embassy provides consular support for Indian women workers in Saudi Arabia.

Q14: Can I apply for permanent residency in Saudi Arabia?

A: Saudi Arabia has introduced premium residency visa options as part of Vision 2030, which can lead to permanent residency for high-value individuals. However, these options require significant financial investment (SAR 800,000 for permanent residency or SAR 100,000 per year for temporary premium residency) or exceptional professional contributions. For most Indian workers, permanent residency is not currently accessible, but the Kingdom is gradually expanding pathways to long-term residency and potential citizenship for skilled professionals.

Q15: What is the Nitaqat system, and how does it affect me?

A: Nitaqat is Saudi Arabia's Saudization program, which requires companies to maintain a minimum percentage of Saudi national employees. Companies are rated on a color-coded scale (Platinum, Green, Yellow, Red) based on their Saudization compliance. Your employer's Nitaqat rating affects their ability to obtain block visa quotas, process work visas for foreign workers, and renew Iqamas. If your employer has a low Nitaqat rating (Yellow or Red), they may face restrictions on hiring foreign workers, which could affect your visa processing or renewal.

Conclusion

Navigating the Saudi Arabia work visa process as an Indian national requires careful planning, thorough documentation, and a clear understanding of the 2025 reforms and requirements. While the process can be complex and time-consuming, the opportunities for professional growth, tax-free income, and career advancement make Saudi Arabia an attractive destination for Indian workers across all skill levels.

The key to success is starting early, ensuring all documents are properly attested, maintaining open communication with your employer, understanding your rights and responsibilities, and seeking assistance when needed from the Indian Embassy or professional consultants.

Saudi Arabia's Vision 2030 reforms have created a more transparent, worker-friendly environment with stronger protections and greater mobility. The abolition of the Kafala system, enhanced wage protection, and improved labor rights represent significant progress for migrant workers, including Indians.

As you embark on your journey to work in Saudi Arabia, remember that you are part of a large and vibrant Indian community in the Kingdom. Leverage this community for support, stay informed about policy changes, and always assert your rights through official channels when necessary.

We wish you success in your Saudi Arabia work visa application and a rewarding career in the Kingdom!

Additional Resources

Official Government Websites:

• Saudi Ministry of Foreign Affairs (Visa Portal): https://visa.mofa.gov.sa
• Ministry of Human Resources and Social Development: https://www.hrsd.gov.sa
• Qiwa Platform (Labor Services): https://www.qiwa.sa
• Absher Platform (Residency Services): https://www.absher.sa
• Indian Embassy in Riyadh: https://www.eoiriyadh.gov.in

Helplines:

• MHRSD Hotline (Saudi Arabia): 19911
• Indian Embassy Riyadh: +966-11-488-2700
• Indian Consulate Jeddah: +966-12-660-6994

Useful Mobile Apps:

• Absher (iOS/Android): For managing Iqama, exit/re-entry permits, and other residency services
• Qiwa (iOS/Android): For employment services and labor compliance
• Tawakkalna (iOS/Android): For health services and COVID-19 related requirements (if applicable)

Disclaimer: This guide is for informational purposes only and is based on information available as of November 28, 2025. Saudi Arabia's visa policies and labor regulations are subject to change. Always verify current requirements with official Saudi government sources, your employer, and the Indian Embassy before making any decisions or commitments. This guide does not constitute legal advice, and readers are encouraged to consult with qualified immigration lawyers or consultants for specific situations.

Last Updated: November 2025

Content Accuracy: This comprehensive guide was researched and compiled using official government sources, recent policy announcements, and verified information from reputable immigration and labor law resources. It is designed to provide Indian nationals with accurate, up-to-date information to navigate the Saudi Arabia work visa process successfully.

Expert Contributors: BTW Visas experts team with 15+ years of industry experience, with a 99% visa success rate, and have processed more than 4 lakh+ Visas.