As Saudi Arabia continues its rapid transformation under Vision 2030, the regulations governing residency (Iqama) and labor rights are evolving to create a more transparent, digitally-driven ecosystem. For expatriates and the organizations that employ them, staying updated on these changes is not just about compliance—it is about ensuring operational stability.

At HCM Global Group, we specialize in bridging the gap between world-class talent and the regulatory requirements of the Middle East. Below is the definitive guide to Saudi Iqama rules, fees, and procedures as of 2026.

1. The 2026 Fee Structure: A Clear Breakdown

The Saudi government has streamlined the fee structure, allowing for more flexibility through quarterly payments via platforms like Absher and Muqeem.

Standard Iqama Renewal Fees

For most private-sector employees, the core renewal fee remains consistent, though total costs depend on the company’s “Nitaqat” (Saudization) status.

Work Permit Fees (Maktab Amal)

The “Expat Levy” or Work Permit fee varies based on the percentage of Saudi nationals in your workforce:

• High Saudization (>50%): Approximately SAR 8,400 per year.
• Low Saudization (<50%): Approximately SAR 9,600 per year.

Note from HCM Global: Employers are legally responsible for paying the Work Permit and Iqama renewal fees for their employees.

2. New Residency Pathways: Beyond the Traditional Iqama

2026 marks a significant shift toward “Category-Based Residency.” The Saudi Premium Residency Center has expanded options to attract specialized talent and investors:

• Special Talent Residency: For healthcare, scientific, and research professionals.
• Gifted Residency: For those in culture and sports.
• Investor/Entrepreneur Residency: For those driving economic growth.
• Real Estate Residency: For owners of residential property worth at least SAR 4 million.

These permits often bypass the need for a traditional employer sponsor, offering 5-year renewable or permanent options.

3. Key Labor Law Updates in 2026

Saudi Arabia’s labor market has moved toward a “Profile-Based” system. Here is what you need to know:

• Contract Integrity: All employment contracts must be documented on the Qiwa platform. Manual amendments to high-level job titles (like General Manager) now require alignment with the company’s Commercial Registration (CR).
• Notice Periods: Under the latest reforms, employers must provide a 60-day notice for termination, while employees must provide 30 days for resignation.
• Probation Period: The maximum probation period is now capped at 180 days.
• Wage Protection System (WPS): 100% of salaries must be transferred through local banks. Any delay can trigger immediate penalties and the suspension of the company’s ability to renew Iqamas.

4. Why Compliance Matters: The Role of HCM Global Group

For businesses, managing a large-scale expatriate workforce involves navigating complex “Nitaqat” tiers and ensuring every worker’s status is valid. A single expired Iqama can lead to:

1. Fines ranging from SAR 1,000 to SAR 3,000 per violation.
2. Deportation of the employee.
3. The company being “red-listed” on the MHRSD portal.

How We Help:

At HCM Global Group, we don’t just supply manpower; we manage the lifecycle of your talent. From medical clearances and insurance coordination to ensuring every work permit is renewed through our automated tracking systems, we take the administrative burden off your shoulders.

Conclusion: Planning for a Seamless 2026

The 2026 roadmap for Saudi residency is designed to reward high-quality talent and compliant employers. Whether you are an expat looking to stabilize your status or a project manager scaling a team in Riyadh or Jeddah, understanding these rules is your first step toward success.

Ready to streamline your workforce management in KSA?

Contact HCM Global Group today for expert consultation on manpower supply and HR compliance.