Overseas employment has long been a vital pillar supporting Pakistan’s economy, offering millions of workers opportunities abroad to earn better incomes and transform lives. In 2025 alone, over 615,000 Pakistanis have ventured overseas for work, mainly in Gulf countries, reflecting an ongoing trend of labor migration that strengthens both individual households and the national economy. We are giving a overall report of Overseas employment role in Pakistan economic growth 2025.
At HCM Global Group, we understand the importance of safe and secure international employment. Our expert services facilitate Pakistani workers in accessing trusted overseas job markets, helping them find better pay, skill development, and career growth in sectors such as construction, healthcare, engineering, and hospitality.
Why Overseas Employment is Essential for Pakistan
Pakistan consistently sends a substantial workforce overseas, encompassing skilled professionals, semi-skilled, and unskilled laborers. These workers contribute significantly through:
Massive Remittances: Pakistan receives tens of billions annually in remittances, which bolster foreign reserves, stabilize the exchange rate, and fund essential services like education, healthcare, and business development. In 2025, remittances remain one of the most dependable sources of foreign exchange.
Job Market Relief: With a rapidly growing young population, local job markets struggle to create enough employment. Overseas jobs reduce pressure on domestic unemployment and open pathways for sustainable economic engagement.
Skill Enhancement: Returning workers bring back valuable skills and international work practices, elevating Pakistan’s labor quality in industries like healthcare and engineering.
Strengthened Diplomatic Ties: Pakistani workers are crucial to Gulf economies, fostering stronger bilateral relations and economic collaboration.
Poverty Alleviation: Earnings from overseas jobs help families build homes, start businesses, and ensure education for future generations.
Top Sectors Hiring Pakistani Workers in 2025
Construction & Engineering: Expanding infrastructure projects in Saudi Arabia, UAE, and beyond.
Oil & Gas: Technical and safety staff for Gulf oil industries.
Healthcare: High demand for nurses, lab technicians, and caregivers.
Hospitality & Tourism: Customer service roles in hotels and travel companies.
Information Technology: Growing digital transformation opportunities.
Security & Facilities Management: A consistent demand for security guards and facility supervisors.
Skilled Trades: Electricians, plumbers, and HVAC technicians remain in demand.
How HCM Global Group Supports Safe Overseas Employment
Navigating international job markets demands experience and reliability. At HCM Global Group, we ensure:
Legal Visas & Transparent Contracts: Avoid scams with verified employment.
Employer Verification: Only reputable companies are partnered with.
Complete Documentation Support: Guidance through visa, medical checks, and travel.
Pre-departure Briefings: Preparing workers for abroad’s working and living conditions.
Tips for Pakistani Job Seekers
Choose licensed and trustworthy recruitment agencies like HCM Global Group.
Keep all your documents (passport, CNIC, certificates) updated.
Manufacturing is the engine of the global economy—it’s where innovative concepts are forged into tangible products. From large-scale industrial plants to advanced assembly lines, the manufacturing sector offers incredible stability and growth. For Pakistani professionals and skilled workers, this sector is a gateway to unparalleled opportunities, both at home and across the thriving markets of the Gulf Cooperation Council (GCC). We compile complete guide for Manufacturing Careers which will teach normal Pakistani Worker’s mind for it.
The Opportunity: Growth in Pakistan and the GCC
The manufacturing industry in Pakistan and the Gulf region is experiencing a period of robust expansion.
Pakistan’s Industrial Surge: The national manufacturing base, contributing over 13% to the GDP, is constantly demanding trained manpower. Key sectors like Textiles, Cement & Construction, Pharmaceuticals, and Automotive Engineering are scaling up, creating a steady stream of local jobs for technicians, engineers, and supervisors.
The Gulf’s Diversification Drive: Countries like Saudi Arabia (KSA), the UAE, and Oman are strategically investing billions to diversify their economies away from oil. This has led to the development of massive new industrial zones focused on heavy machinery, petrochemicals, logistics, and advanced assembly.
HCM Global Group specializes in connecting Pakistan’s skilled workforce with these high-value manufacturing jobs in the Gulf. Pakistani talent is highly valued in the GCC for its dedication, technical ability, and discipline, making this the ideal time to launch your international career.
Understanding the Modern Manufacturing Landscape
Modern manufacturing is far more complex than simple manual labor; it’s a high-tech field powered by automation, precision, and quality control.
What is Manufacturing? It’s the large-scale process of converting raw materials into finished goods using standardized procedures, machines, and skilled labor. It encompasses everything from the production of raw steel to the assembly of complex electronics.
Key Growth Sectors We Recruit For:
Oil & Gas/Petrochemicals: Requires high-level engineers and certified safety personnel.
Power & Energy: Needs maintenance electricians, power plant operators, and mechanics.
Construction Materials (Cement/Steel): Always hiring for welders, fabricators, and heavy machine operators.
FMCG & Food Processing: Focuses on production line operators and Quality Control (QC) Inspectors.
Skills & Certifications That Get You Hired
To secure the best roles, especially in the competitive Gulf market, you need a combination of technical knowledge and essential soft skills.
Technical Expertise is Non-Negotiable
Machine Operation: Proficiency in operating and monitoring industrial equipment safely.
Maintenance & Repair (M&R): Hands-on ability in basic mechanical, hydraulic, or electrical fault-finding.
Quality Assurance & Control: The skill to inspect products, monitor processes, and ensure they meet strict international ISO standards.
Industrial Safety (HSE): A deep commitment to Health, Safety, and Environmental protocols—this is a top priority for all major Gulf employers.
The Soft Skills for Factory Floor Success
Attention to Detail: Precision minimizes waste and prevents costly production errors.
Teamwork and Communication: Manufacturing environments rely on seamless coordination across various teams and shifts.
Adaptability: The industry is constantly adopting new technology; a willingness to learn new systems is crucial.
Essential Certifications & Training
Certifications provide proof of your competency and significantly boost your earning potential. We highly recommend qualifications such as:
Vocational Diplomas (e.g., Mechanical or Electrical Technology from a recognized institution).
HSE Training (Health, Safety, and Environment) from accredited providers.
Your 4-Step Roadmap to a Manufacturing Career Abroad
For Pakistani professionals aspiring to work in the Gulf’s top industrial firms, a structured approach is vital.
Step 1: Define Your Trade and Upskill
Identify the specific trade or role you want—Machine Operator, Welder, Factory Technician, or QA Inspector. Enroll in a high-quality vocational training program (like those offered by TEVTA or NAVTTC) to gain certified skills.
Step 2: Build Local Experience
Even six months of local experience in a Pakistani factory or workshop adds immense value. It demonstrates that you can handle an industrial environment, work a shift, and operate under supervision. This practical experience is often a mandatory requirement for overseas positions.
Step 3: Partner with a Trusted Overseas Recruiter
This is the most critical step. Top companies in the GCC rely on licensed, reputable recruitment agencies like HCM Global Group to manage their high-volume industrial staffing needs. We have established relationships with major players in KSA, UAE, and Qatar. Focus your search through our official job listings.
Step 4: Prepare for Advanced Screening
Be ready for comprehensive trade tests and interviews. Gulf employers will test your skills for real. Our team helps you prepare, ensuring you’re confident in demonstrating your abilities as a:
Production Supervisor
Maintenance Electrician
Welder / Fabricator
Heavy Equipment Operator
Quality Inspector
Looking Ahead: Manufacturing Trends in 2025
The manufacturing sector is becoming increasingly intelligent. Staying current with these trends ensures your long-term relevance:
Smart Factories & IIoT: Factories are integrating sensors and data analytics (Industrial Internet of Things) for better efficiency.
Predictive Maintenance: Using AI to predict when a machine will fail before it happens, reducing costly downtime.
Sustainability: Global companies prioritize eco-friendly and energy-efficient production methods, creating demand for professionals trained in sustainable operations.
Demand for Certified Manpower: The technological shift means the need for unskilled labor decreases, while the demand for certified, tech-savvy skilled personnel increases dramatically.
Conclusion: Choose the Right Partner to Build Your Future
A career in manufacturing offers excellent pay, long-term stability, and the chance to work with world-class technology. For Pakistani workers, securing a role in the high-growth industrial markets of the GCC is a life-changing opportunity.
Don’t leave your career to chance. Partner with a leader in industrial staffing and overseas placement. HCM Global Group is your trusted expert, connecting your skill set directly with the best global employers.
Take the first step toward a rewarding, high-paying career. Check the latest manufacturing job openings on the HCM Global Group website today!
Qatar’s rapid development beyond the 2022 World Cup has sparked a surge in infrastructure and energy projects. The country’s 2025 budget is over US$56.7 billion, with roughly US$278.3 billion in active construction projects (over half in oil & gas). A new national health and safety policy (2020) underscores this growth by assigning companies clear responsibilities for worker protection. As a result, industries across Qatar are emphasizing workplace safety, and HSE (Health, Safety & Environment) managers are in high demand to ensure compliance on everything from oil rigs to megacity builds. So we made a list for you. HSE Manager Jobs in Qatar for year 2025.
HSE Managers oversee safety protocols, risk assessments and environmental compliance. In Qatar’s booming economy – driven by energy, manufacturing and transport – these professionals play a vital role. For example, Qatar’s labor laws and 2030 National Vision require companies to inform workers of hazards and maintain safe workplaces. With energy projects expected to account for 58% of contracting value in 2025, the need for skilled HSE managers (to enforce protocols, conduct training and prevent accidents) is greater than ever.
Top Companies Hiring HSE Managers in Qatar
QatarEnergy (Qatar Petroleum) – Qatar’s state oil and gas company (now renamed QatarEnergy) is expanding its LNG and petrochemicals operations. It currently operates 14 LNG trains with a 77 million tonnes-per-year capacity (the world’s largest). The North Field expansion will raise that to 110 mtpa by 2026. With such mega-projects, QatarEnergy enforces stringent safety standards. In fact, its LNG subsidiary Qatargas recently celebrated 12 years without a single lost-time incident on its offshore platforms, reflecting the company’s focus on HSE. As QatarEnergy invests in new plants and offshore facilities, it continually hires HSE managers to uphold this record of safety.
Hyundai Engineering & Construction – This leading Korean contractor has won major Qatar projects, including a QR252.6 billion deal for a treated sewage effluent (TSE) storage facility and a QR98.2 billion contract to build a new hospital wing. Hyundai E&C’s success “demonstrates the excellence of our technological capability”, and its Qatar ventures cover everything from water infrastructure to healthcare. Such large-scale construction demands full-time HSE management. Candidates with experience in project safety (permitting, audits, etc.) are prized as Hyundai E&C and its partners prepare sites and train personnel under strict safety protocols.
Larsen & Toubro (L&T Qatar) – L&T is a $30+ billion Indian EPC firm with a strong presence in Qatar’s oil and gas sector. In 2025, L&T secured an “ultra-mega” offshore contract for QatarEnergy’s North Field Compression project – its largest order ever at over US$1.7 billion. L&T emphasizes delivering such complex energy projects “while complying to world-class safety standards”. In other words, every mega-project needs dedicated HSE oversight. L&T’s ongoing work in facilities, pipelines and platforms means they regularly recruit HSE managers and officers to ensure each phase meets these high safety benchmarks.
Parsons Corporation – An American infrastructure and defense engineering firm, Parsons has been instrumental in Qatar’s transport expansion. For example, Parsons led the design and construction management of the $4 billion Doha Expressway for Ashghal (Qatar’s Public Works Authority). On this massive highway upgrade, Parsons worked “collaboratively with the client and other stakeholders to develop safe and efficient facilities” while minimizing community impact. This focus on safety in design and construction is typical of Parsons’ projects. Beyond roads, Parsons serves Qatar’s urban and defense sectors – all areas where HSE managers are needed to implement safety plans, conduct risk assessments and oversee compliance during construction and operations.
Qatargas – As the flagship LNG operator (now a QatarEnergy subsidiary), Qatargas runs multiple liquefaction plants and offshore facilities. It has a stellar safety culture: Qatargas’ offshore operations achieved 12 years without a Lost Time Incident, thanks to programs like rigorous risk assessments and safety training. Continuing expansion (including new ammonia and petrochemical complexes) means Qatargas is always looking for experienced HSE professionals. Candidates with LNG or petrochemical safety backgrounds can find opportunities ensuring Qatargas maintains its incident-free record as it scales up production.
Partnering with an expert recruiter can give job seekers an edge. HCM Global Group specializes in Qatar and Gulf placements and can connect qualified HSE Managers with these top employers. We understand each company’s culture and safety requirements, so we help candidates prepare strong applications and interviews. With offices in Doha and a network across industries, HCM Global Group offers tailored staffing solutions – from executive search to blue-collar placement – ensuring you land the right HSE role in Qatar’s dynamic market.
Gulf Workforce Challenges and Manpower Solutions to Bridge the Gap
The Gulf region’s booming economies (e.g. UAE, Saudi Arabia, Qatar) rely heavily on a diverse, expatriate workforce. In countries like Qatar and the UAE, nearly 90% of residents are foreign-born, and sectors from construction to hospitality depend on these workers. At the same time, local citizens are often employed in the public sector, so private firms struggle to hire enough qualified nationals. This unique mix creates several challenges for Gulf businesses: specialized skills are in short supply new projects demand large teams, and strict nationalization quotas (Saudization, Emiratization, etc.) force companies to hire more locals. High turnover among expatriates compounds the problem; many expat workers view Gulf jobs as temporary, leading to frequent job changes and extra recruiting costs. Altogether, these factors can delay critical projects and drive up labor costs if not managed properly.
Common Workforce Challenges in the Gulf:
Skilled labor shortages: Rapid growth in technology, construction, and healthcare sectors has outpaced the number of available skilled locals. For example, forecasts show a global talent shortfall of ~85 million unfilled jobs by 2030 (worth trillions of unrealized revenue), and GCC countries feel this pinch acutely. In Saudi Arabia alone, Vision 2030 will require roughly 920,000 new jobs by 2030, far beyond the current national workforce.
Project-based staffing needs: Massive infrastructure and event-driven projects (e.g. Saudi’s $500+ billion NEOM city, Dubai Expo 2020 legacy projects, Qatar’s World Cup venues) create urgent spikes in labor demand. For instance, “Expo 2020’s legacy…demand for skilled manpower continues to rise” as businesses launch new ventures. Filling thousands of roles on tight schedules is a constant struggle.
High turnover and mobility: Much of the Gulf workforce is mobile. Expatriates often move for better pay or leave at contract end, causing frequent vacancies. One HR report notes that expat employees view their positions as temporary, leading to “frequent job changes” that disrupt operations and increase hiring costs. Employers must continually recruit and train replacements, which hampers continuity.
Nationalization policies: Governments have introduced aggressive localization programs to boost citizen employment. Programs like Saudi Arabia’s Nitaqat, Bahrainization, and Kuwaitization set mandatory quotas and incentives for hiring nationals. For example, Saudi firms must meet sector-specific Saudization targets or face penalties. While well-intentioned, these rules strain companies when qualified local candidates are scarce. Many local graduates lack the specific skills needed, so forcing national hires can impact efficiency.
Skilled Labor and Skills Gaps
The mismatch between workforce skills and industry needs is a core issue. Even globally, advanced fields like AI, cybersecurity, and engineering face huge talent gaps. In the Gulf, this is magnified by rapid change: construction, energy, and tech industries need hands-on skills that local education programs haven’t fully provided. For example, Saudi Vision 2030’s knowledge-economy goals necessitate extensive upskilling of youth and career retraining programs. In practice, private firms often must recruit from abroad to fill technical roles.
Project and Seasonal Staffing Demands
Gulf economies continuously roll out mega-projects (new cities, transit systems, tourist hubs) and host global events. These surges require rapid, large-scale staffing. For instance, the $500B NEOM city in Saudi Arabia and Expo City in Dubai drive persistent demand for welders, engineers, and heavy-equipment operators. Likewise, Expo 2020’s continuation into District 2020 and Qatar 2022 infrastructure mean companies must hire thousands of workers on tight timelines. A Dubai industry source notes that with new projects in full swing, “demand for skilled manpower continues to rise”. In such an environment, prolonged hiring delays can stall construction schedules and inflate project costs.
High Turnover in the Expatriate Workforce
Many Gulf private-sector workers are on fixed-term contracts or migrant visas, so employee turnover is high. Turnover is especially pronounced in hospitality and retail – sectors that recruit huge numbers of workers each season. This churn forces employers into a continuous hiring cycle. According to a regional HR analysis, expatriate employees often view Gulf positions as temporary, leading to “frequent job changes” that disrupt organizational stability. In practical terms, this means Gulf businesses frequently lose trained staff and must replace them, incurring repeated recruitment and training expenses.
Navigating Nationalization Policies
Gulf governments are emphasizing citizen employment in the private sector. Initiatives like Saudi Arabia’s Nitaqat system and similar programs in the UAE, Oman, Kuwait, and Bahrain set employment quotas for nationals. For example, Saudi companies may get government incentives or preferential treatment if they meet Saudization targets, while others face fines or levies. To comply, businesses must hire or train local workers for roles often filled by expats. However, replacing expatriate staff isn’t always straightforward: many nationals prefer public-sector jobs with higher pay and security. There is often a skills mismatch too, since vocational and STEM education in the region is still aligning with private-sector demand. In short, nationalization policies add pressure on firms to find or develop qualified locals while keeping projects on track.
How Professional Manpower Solutions Help
Professional recruitment and staffing agencies specialize in overcoming exactly these hurdles. By partnering with a manpower provider, Gulf businesses gain:
Access to deep talent pools: Top staffing firms maintain large databases and global networks across key source countries. They tap both active job-seekers and passive candidates (those not openly looking), greatly widening the candidate pool. For example, many Gulf blue-collar roles are filled by skilled workers from South Asia or Eastern Europe. Experienced recruiters in those markets can rapidly match qualified personnel to Gulf projects.
Rapid time-to-hire: Instead of spending weeks on hiring, companies get pre-vetted talent fast. Agencies use advanced sourcing tools and screening processes. As one HR analysis notes, “every day a position stays vacant, businesses lose productivity,” so efficient recruiters use AI shortlisting and networks to slash vacancy time. This ensures critical roles are staffed before project deadlines slip.
Compliance and localization support: Staffing firms know local labor regulations and nationalization laws. They can help identify candidates who meet localization quotas (e.g. Emirati or Saudi nationals when required) and guide employers on Emiratization/Saudization rules. By handling visa paperwork, work permits and localization paperwork, they ensure companies stay compliant with UAE/Saudi rules without building in-house expertise.
Cost efficiency: Outsourcing recruitment often saves money. Employers avoid costs of advertising, screening, and background checks. Experienced agencies handle these processes at scale. One hiring firm explains that by reducing bad hires and automating payroll/visa work, staffing partners actually cut overall hiring expenses. Over time, this leads to better ROI than running solely internal HR.
Training and readiness: Many agencies provide basic training or orientation so new hires are job-ready. For example, recruiters often deliver candidates who have already completed safety certifications or technical training for Gulf roles. This “pre-trained” workforce means shorter onboarding and faster productivity. Clients report that good agencies “match the right people to jobs” and provide reliable hires.
Flexibility and scalability: Manpower solutions let businesses scale staffing up or down with minimal risk. Need 200 workers for a construction phase? A staffing partner can mobilize a crew quickly. When a project winds down, companies can release contract labor without the overhead of permanent layoffs. This agility is crucial given the ebb and flow of Gulf projects.
By leveraging these advantages, Gulf companies can address their workforce shortfalls more effectively than going it alone. Rather than battling high turnover or falling behind on hiring, firms using professional manpower solutions stay staffed and compliant. For instance, a Dubai retail chain filled 150 new outlet positions in under four weeks through an agency, cutting hiring costs by 30% and improving retention with better candidate matches.
Overall, professional manpower agencies act as workforce partners: they connect Gulf businesses to global talent, manage local HR complexity, and even support upskilling initiatives. This complements government efforts (like Saudi tech training programs and UAE incubators) by quickly translating those trained talents into private-sector jobs. In the competitive Gulf market, having an expert staffing ally can mean the difference between project delays and on-time delivery.
Conclusion & Call to Action
Gulf companies face a unique set of labor challenges – from skilled labor gaps and megaproject demands to turnover and national quotas. Professional manpower solutions are a proven way to overcome these hurdles. Whether it’s sourcing niche technical talent, providing contract crews for new projects, or ensuring compliance with Saudization/Emiratization rules, a staffing partner delivers customized support.
If your business needs reliable staffing in the UAE, Saudi Arabia, Qatar or beyond, contact HCM Global Group. Our experts understand Gulf workforce dynamics and maintain extensive networks to supply the right candidates swiftly. Let HCM Global Group help you stay fully staffed and competitive – reach out today to discuss your manpower requirements.
Introduction: Absher—Your Digital Key to Life in Saudi Arabia
If you are beginning your journey in the Kingdom of Saudi Arabia (KSA) from countries like Pakistan, India, the Philippines, Bangladesh, Nepal, or any of our partner nations across Africa and Southeast Asia, the Absher platform is the single most important digital tool you will encounter. It is not just an application; it is the official gateway—developed by the KSA Ministry of Interior (MOI)—that governs nearly every aspect of your legal residency, employment status, and administrative life.
Absher offers residents, citizens, and visitors access to over 330 web-based services, making it indispensable for managing passports, traffic, civil affairs, and expatriate processes. Operating 24/7 , Absher’s primary function is digital compliance. For HCM Global Group clients, understanding this platform is mandatory for securing long-term stability in the Kingdom and aligning with the nation’s Vision 2030 digital transformation goals.
Part 1: Registration and Activation—The Critical First Steps
Before you can renew an Iqama or request a visa, you must secure your own, independent Absher account. New arrivals, particularly workers from Kenya, Uganda, and Vietnam, frequently face hurdles at this stage, specifically concerning mobile phone verification.
Essential Requirements: Your Iqama and Private Mobile Number
The registration process requires two non-negotiable items: your valid ID/residence ID number (Iqama) and a unique, private mobile number.
The Mobile Number Rule: This is the most critical compliance point. Absher strictly requires that the mobile number you register must be unique to your account. If you use a number previously associated with another Absher account (perhaps a recruiter’s or a shared company number), that number will be automatically removed from the previous account and registered solely to your name. Using an invalid or someone else’s number is illegal and will cause immediate registration failure.HCM Global Group advises all new expats to acquire a private, registered mobile SIM card immediately upon arrival to avoid account blocks.
Step-by-Step Online Registration
Access Absher: Navigate to the official website or mobile application and select “New User”.
Enter Details: Input your ID/Iqama number and your unique, private mobile number. Create a Username, Password, and enter your Email. The password must be at least 8 characters long and contain a mix of uppercase letters, lowercase letters, and numbers.
Verification: An activation code will be sent immediately via SMS to the registered mobile number.
Activating Your Account: Mandatory Verification Channels
Receiving the code is only step one. The account must be activated via one of the following secure channels to confirm your identity:
Activation Method
Target Beneficiary
Key Function
Availability
KSA Bank Online Banking/App
Residents with existing KSA bank accounts
Instant, 24/7 activation from home
24/7
Self-Service Machines (Kiosks)
Residents without online banking or initial setup
Quick verification using Iqama and biometrics
Machine hours
Registration and Activation Offices
Complex cases or initial registration issues
In-person assistance at Jawazat or Civil Affairs
Office hours
Activating through a KSA bank’s online portal (e.g., AlJazira Online or FransiPlus) is often the fastest method: simply log in, navigate to Government Services/MOI service, and choose Absher Activation.
Part 2: Managing Residency—Iqama and Visa Services
Once activated, Absher becomes your control panel for maintaining legal status in the Kingdom.
Iqama (Residence Permit) Renewal and Status
For all residents, particularly workers from Bangladesh and Nepal, routine checking of Iqama validity is critical.
Checking Status: Log in, navigate to “E-Services,” select “Employee Inquiries,” and choose “Public Query Resident ID Expiry” to view if your Iqama is active or expired .
Renewal Process: The renewal process is handled digitally. You must log in, select “My Services,” and then “Iqama Renewal” . Renewal requires payment of necessary fees and fulfillment of conditions, such as valid medical insurance. Renewal is possible even if the residency has expired, provided it has not been expired for more than six months.
Exit and Re-Entry Visas: Travel Compliance
Absher is the official channel for all travel permissions, including issuing, extending, and cancelling Exit/Re-Entry Visas.
Non-Refundable Fees Policy: A critical detail for residents from India and Pakistan who travel often: If you cancel an Exit and Re-Entry visa through Absher, the fees paid are explicitly non-refundable . Plan your travel carefully before payment to avoid unnecessary financial loss.
Visa Fees:
Single Exit/Re-entry Visa: 200 SAR for up to two months, plus 100 SAR for each additional month (within Iqama validity) .
Multiple Exit/Re-entry Visa: 500 SAR for up to three months, plus 200 SAR for each subsequent month .
The Cost of Delayed Extension: If you need to extend a visa while outside the Kingdom, the fees effectively double. The extension fee is 200 SAR per month for a single visa extension and 400 SAR per month for a multiple visa extension . Proactive renewal via Absher before travel is strongly advised.
Part 3: Financial Clarity—Expat Fees and Budgeting
Budget planning requires a precise understanding of annual fees mandated for maintaining legal status in SAR (Saudi Riyals) .
Core Annual Fees (Estimated)
Service/Fee Category
Duration
Cost (SAR)
Notes
Iqama Renewal Fee (Residence Permit)
Annual
650 SAR
Fixed annual fee .
Work Permit Fee (Maktab Amal Levy)
Annual
9,600 SAR
Calculated at 800 SAR/month .
Export to Sheets
The Work Permit fee (expats levy) is calculated at 800 SAR per month (9,600 SAR annually) and is typically the employer’s responsibility, but it influences the economic conditions for workers from nations like Nigeria, Ghana, and Indonesia .
Dependent Fees: Managing Family Residency
For expats, such as those from the Philippines or Sri Lanka, who wish to bring family, the Dependent Fee structure is a major commitment.
Cost Per Dependent: A monthly fee of 400 SAR applies for each dependent (spouse, children) registered on the Iqama .
Total Annual Cost: This amounts to 4,800 SAR per dependent annually .
For a resident sponsoring a wife and two children, the annual dependent levy is 14,400 SAR, separate from their own Iqama renewal cost. HCM Global Group urges accurate financial planning based on these figures.
Part 4: Troubleshooting and Support—Mastering Tawasul
What happens when an Absher service fails or you encounter an unusual administrative issue? The Tawasul service (Arabic for “Communication”) is your digital safety net .
What is Tawasul?
Tawasul is an electronic service that allows individuals (citizens and residents) to submit a formal application or inquiry directly to a specific government sector (like Passports or Traffic) when standard online service implementation is not possible . This provides a formal, logged communication channel, preventing bureaucratic issues from escalating into legal compliance failures .
How to Submit a Tawasul Request (e.g., for Passport/Jawazat Issues)
Fill Details: Specify the type of issue and provide a clear, concise description .
Attach Documents: If documents are required, they must all be combined and uploaded in a single PDF file.
Submit and Track: Submit the request. Note that only one active Tawasul request can be submitted at a time .
Final Compliance Checklist from HCM Global Group
Absher is fundamental to your success in the Kingdom. Mastering it is synonymous with securing your legal status and financial stability.
Key Takeaways for All Expats:
Secure a Private Mobile Number: Immediately obtain and register a private number. Never share login credentials, passwords, or verification codes to avoid fraud.
Know Your Fees: Understand the annual 650 SAR Iqama renewal fee and the 4,800 SAR annual fee per dependent.
Plan Travel Proactively: All visa processes must be managed via Absher before travel to avoid doubled extension fees and non-refundable cancellation costs .
Utilize Tawasul: In case of technical difficulties, use the Tawasul service to formally communicate with authorities and maintain compliance .
Protect Your Digital Identity: The platform maintains strict password policies for security. Ensure your password is at least 8 characters long and complex.
HCM Global Group is committed to helping our clients navigate these complex systems successfully.
Workforce Diversity in Saudi Arabia: A Strategic Edge for Key Industries
As Saudi Arabia continues its rapid transformation under Vision 2030, workforce diversity isn’t just a nice-to-have—it’s a strategic imperative. Employers in sectors such as oil & gas, construction & infrastructure, healthcare, IT, hospitality, facility management, and logistics are discovering that diversity can unlock innovation, improve productivity, and align with national goals for Saudization and inclusive growth. At HCM Global Group, we believe that building diverse teams is essential for long-term success in these industries.
Why Workforce Diversity Matters in Saudi Arabia
Alignment with National Priorities Saudi Arabia’s reforms are pushing for higher female participation, stronger Saudization (localization of jobs), and more inclusive work environments. Policies such as expanding Saudization quotas in healthcare, engineering, and technical fields reflect this commitment. Arab News+2Al Arabiya English+2
Competitive Advantage in Sectoral Growth Industries like oil & gas and construction & infrastructure are growing rapidly with mega-projects and global partnerships. Diverse teams bring in varied perspectives necessary for innovation, safety, and efficiency in complex technical environments.
Improved Talent Attraction, Retention & Reputation Companies that demonstrate inclusive practices are more attractive to top talent. They enjoy lower turnover, higher employee engagement, and a stronger employer brand—both domestically and internationally.
These sectors are highly technical and risk-sensitive. A diverse workforce helps in problem-solving for engineering challenges, safety compliance, and sustainability goals. Female participation, local Saudi talent, and varied educational backgrounds bring fresh lenses to old problems. As international investment and energy diversification (including renewables) increase, firms with inclusive hiring and team structures will adapt faster and innovate more.
Projects in Saudi Arabia—from NEOM to large infrastructure upgrades—require a mix of skilled workers, management staff, and technical professionals. Culturally and gender-diverse teams help in coordinating across regions, understanding local community needs, improving communication, and reducing delays. Moreover, localization of jobs is key: hiring more Saudi nationals, including women, is both compliance and strategic value.
Saudi Arabia has raised Saudization rates in hospitals, pharmacies, and health laboratories. A diverse workforce—gender balanced, representative of various regions of the country—improves patient trust, cultural sensitivity, language compatibility, and care outcomes. It also supports mental welfare and inclusive services, essential in public health policy. Arab News+2NES Fircroft+2
With technology, smart cities and AI growing rapidly, innovation depends on diverse thinking. Including Saudis with different educational and regional backgrounds, women, and people with non-traditional qualifications adds creative problem solving. Also, local talent pools benefit from inclusion in learning and upskilling programs to meet future skill demands.
These sectors are often face of client experience. Guest satisfaction, branding, and service quality improve when teams reflect diversity—in language, nationality, gender, culture. Inclusive staffing in hotels, events, and facility services also helps with compliance, better service design, and local market understanding.
Practical Steps Employers Can Take
Review hiring policies to remove bias, ensure job descriptions are inclusive, and encourage applications from different regions and groups.
Set localization (Saudization) targets in roles and actively recruit Saudi nationals in sectors where foreign labor has been dominant.
Promote women into leadership and technical roles, and provide training and mentorship programs.
Invest in upskilling and vocational training, especially in industries like construction, manufacturing, and healthcare where technical skill gaps exist.
Build inclusive work environments that support diversity of gender, background, and ability—through flexible working, equitable pay, and workplace culture initiatives.
How HCM Global Group Supports Employers
At HCM Global Group, we specialize in helping Saudi companies build workforce strength through diversity. Our services in industrial staffing, bulk recruitment, executive search, and HR advisory are designed to source both local and international talent across sectors like oil & gas, construction, healthcare, IT, hospitality, facility management, logistics, and FMCG.
We help employers:
Identify underrepresented talent pools
Manage compliance with Saudization and other national regulations
Design recruitment campaigns that promote inclusion
Support onboarding and retention of diverse hires
Conclusion
Workforce diversity in Saudi Arabia is no longer optional—it is a pillar for sustainable growth, innovation, and compliance. In industries where technical excellence, service quality, and project scale are all critical, embracing diversity gives companies an edge. For employers across oil & gas, construction, healthcare, IT, hospitality and beyond: the organizations that foster inclusive cultures, hire widely, and invest in local talent will be those leading the next wave of success.
If you’re ready to strengthen your teams with diverse, capable professionals, HCM Global Group is here to help. Let’s build a workforce that reflects the future.
