Before recruiting expatriate workers, every Saudi employer must understand how new international hires could affect its Nitaqat status. The company’s classification can influence visa eligibility, employee transfers, work permits, recruitment capacity, and workforce continuity, making compliance planning essential before overseas recruiting begins.
Saudi companies still require skilled international manpower for projects and business growth. As a B2B manpower recruitment company, we help employers source qualified workers from Pakistan according to approved occupations, workforce requirements, and project schedules. This guide explains the key Nitaqat 2026 rules Saudi businesses should review before recruiting expats.
What Is Nitaqat?
Nitaqat is a workforce localization program administered by Saudi Arabia’s Ministry of Human Resources and Social Development. It evaluates private-sector establishments according to their employment of Saudi nationals and places them in a classification band.
The program supports Saudization by encouraging companies to create meaningful employment opportunities for Saudi men and women. However, it does not mean that Saudi businesses cannot recruit foreign workers. International manpower remains important in many industries, particularly where companies need specialized expertise, trade skills, additional project capacity, or workers for approved non-localized positions.
The key is balance. Saudi employers must meet the localization level applicable to their economic activity while planning the recruitment of Pakistani and other international workers within their available eligibility and quota.
What Changed Under Nitaqat in 2026?
Saudi employers should understand both the new Nitaqat developments and the existing compliance conditions that directly affect expatriate recruitment.
A new three-year phase has started
The Ministry of Human Resources and Social Development announced a new phase of Nitaqat Mutawar beginning in 2026 and continuing for three years. According to the Ministry, this phase aims to localize more than 340,000 additional private-sector jobs for Saudi men and women.
The new phase was developed after studying different sectors, market conditions, the nature of their work, and the capacity of establishments. Employers should expect localization to remain a central part of workforce planning throughout the coming years.
Qiwa-documented contracts now affect the calculation
Effective from 15 April 2026, the updated Saudization calculation methodology is based on employment contracts electronically documented through Qiwa. MHRSD has stated that a Saudi employee’s contract must be documented on Qiwa for that employee to be included in the Nitaqat calculation.
This means recruiting a Saudi employee is not enough by itself. The contract and employment records must also be completed correctly on the official platform.
Localization requirements remain activity-specific
There is no universal Saudization percentage that applies to every company. The required level depends on the establishment’s registered economic activity, workforce composition, and applicable range. A percentage suitable for a logistics company may not be suitable for a construction contractor, hotel, factory, or healthcare provider.
Visa and work-permit access depends on classification
Qiwa lists a Medium Green Nitaqat level or higher among the requirements for permanent and temporary instant work visas, together with other compliance conditions. MHRSD also states that establishments in the Red category cannot issue or renew work permits.
Profession-specific localization must also be checked
General Nitaqat compliance does not automatically mean that every occupation is available for foreign recruitment. Separate localization decisions may apply to particular professions and sectors. Employers must confirm that each requested job title can be filled by a non-Saudi worker before beginning overseas sourcing.
Why Nitaqat Matters When Recruiting Expats from Pakistan
Before requesting hundreds of welders, electricians, engineers, drivers, technicians, machine operators, or hospitality workers from Pakistan, a Saudi company should understand how the new workforce will affect its nitaqat status.
Adding non-Saudi workers changes the company’s workforce composition. If recruitment is not planned carefully, the localization ratio may fall and move the establishment into a lower category. This can affect important labor services and may delay the mobilization of urgently needed workers.
For example, Qiwa lists Medium Green or above among the eligibility requirements for permanent and temporary instant work visas, together with other compliance conditions. MHRSD also states that establishments in the Red category cannot issue or renew work permits. A Saudi employer should therefore confirm its position and recruitment capacity before a manpower supplier begins sourcing candidates.
A professional B2B recruitment process should begin with three questions:
- What is the client company’s current Nitaqat classification?
- How many non-Saudi workers can the company recruit under its available quota and approvals?
- Which job titles can legally and practically be filled through overseas recruitment?
Answering these questions at the beginning reduces the risk of candidate delays, unused recruitment work, visa complications, and project disruption.
How Is a Company’s Nitaqat Category Determined?
There is no single localization percentage for every Saudi business. The company’s classification depends on factors that include:
- Its registered economic or sub-economic activity
- The number of Saudi employees in the entity
- The number of non-Saudi employees in the entity
- The workforce-counting rules that apply to its employees
- The accuracy and status of its official employment records
- The localization range established for its activity
This means a construction contractor, manufacturing company, hotel operator, logistics provider, and healthcare organization may have different requirements. Employers should not rely on an unofficial percentage or another company’s experience when planning overseas recruitment.
Qiwa currently presents five Nitaqat categories:
| Category | What It Generally Indicates |
| Platinum | The highest localization performance for the relevant activity. |
| High Green | Strong localization performance above the required Green threshold. |
| Medium Green | A solid compliance level and an important benchmark for accessing key services. |
| Low Green | The establishment meets the applicable lower Green range but has less flexibility than higher categories. |
| Red | The establishment is below the required range and may face restrictions on essential labor services. |
Because the applicable ranges depend on the company’s activity and workforce data, the official Qiwa calculator should be used for scenario planning.
How to Perform a Nitaqat Status Check
A nitaqat status check should be completed before the employer approves an overseas manpower order. The company can review its current classification through its Qiwa business account.
For workforce planning, the employer can also use the official Nitaqat Calculator. It allows a business to enter its sub-economic activity and the expected numbers of Saudi and non-Saudi employees. The company can then compare how a proposed recruitment plan may affect its classification.
A practical pre-recruitment review should include:
- Current Nitaqat category
- Registered economic activity
- Existing numbers of Saudi and non-Saudi employees
- Available recruitment quota
- Validity of employee work permits
- Wage Protection System compliance
- Employment-contract authentication status
- Job titles and profession-specific localization rules
- Permanent or temporary work visa eligibility
The nitaqat status check must be performed by the Saudi establishment using its official records. A foreign manpower supplier can coordinate recruitment around the information confirmed by the client, but it cannot change or guarantee the client’s government classification.
What Is a Nitaqat Certificate?
Many employers and HR teams search online for a nitaqat certificate when they need proof of localization compliance. On Qiwa, the official document is described as the Nationalization Certificate.
Eligible establishments can access the Certificates section through Qiwa and manage or issue the Nationalization Certificate there. Qiwa states that the establishment must meet the minimum required localization rate Low Green or above and its nationalization rate must be greater than zero, along with the other applicable service requirements.
The nitaqat certificate can be important when an organization needs to demonstrate its localization standing for business, contractual, or administrative purposes. Companies should always download or verify the current certificate through the official platform rather than using an old saved copy.
Can Saudi Companies Still Hire Pakistani Expats Under Nitaqat?
Yes. Nitaqat is a localization framework, not a complete ban on foreign recruitment. Saudi companies can continue recruiting qualified Pakistani workers when they meet the applicable requirements and have the necessary quota, visa eligibility, and approvals.
Pakistan offers a large and diverse talent pool for Saudi employers, including:
- Civil, mechanical, and electrical engineers
- Welders, fabricators, pipefitters, and scaffolders
- Electricians, plumbers, HVAC technicians, and MEP workers
- Heavy-equipment operators and drivers
- Manufacturing and production workers
- Warehouse and logistics personnel
- Hospitality and catering staff
- Facility management and housekeeping personnel
- Healthcare and technical professionals
- Supervisors, foremen, quality inspectors, and safety staff
The objective is not to recruit the largest possible number of workers. It is to provide the right workers for approved positions, in the right phases, and according to the client’s project schedule and workforce capacity.
How Our B2B Manpower Recruitment Process Supports Saudi Employers
AlSaudi Pak work directly with Saudi companies, contractors, and business clients that require manpower from Pakistan. Our recruitment process is designed around the employer’s operational needs.
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Understanding the manpower requirement
AlSaudi Pak begin by reviewing the required job titles, number of workers, qualifications, experience, salary structure, project location, duty hours, contract duration, and expected deployment schedule.
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Confirming recruitment readiness
Before large-scale sourcing begins, the Saudi client should confirm its current nitaqat status, available visa or recruitment quota, approved occupations, and readiness to proceed. This protects both the employer and the candidates from avoidable delays.
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Sourcing candidates across Pakistan
We identify potential candidates through our recruitment network and screen them according to the client’s criteria. This can include experience review, document checks, interviews, and trade testing where required.
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Client selection and approval
Shortlisted candidates are presented to the Saudi employer for final review. Interviews and practical assessments can be arranged according to the client’s preferred selection process.
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Documentation and mobilization coordination
After selection, we coordinate the Pakistan-side recruitment documentation and deployment process in line with the approved employment terms and official procedures. The Saudi employer remains responsible for Saudi-side approvals, contracts, visas, and compliance requirements.
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Phased workforce deployment
Where a project requires a large number of workers, phased mobilization can help align arrivals with site readiness, accommodation, operational demand, and the employer’s workforce plan.
How to Recruit Expats Without Weakening Nitaqat Status
Saudi companies can reduce recruitment risk by connecting every overseas recruiting decision with their localization strategy.
Calculate the workforce impact before issuing a demand
Use the Qiwa calculator to model the expected workforce after recruitment. If the proposed number of foreign workers could lower the company’s classification, management can revise the recruiting schedule or strengthen its Saudi workforce plan first.
Separate urgent and future manpower requirements
Identify which positions are needed immediately and which can be recruited in later phases. This avoids bringing in more workers than the project can absorb at one time.
Review occupation-specific localization rules
Some professions may be subject to separate localization decisions in addition to general Nitaqat requirements. The employer should verify whether the requested job titles are open to foreign recruitment.
Maintain accurate employment records
Make sure workforce information and employment contracts are accurate and properly documented through Qiwa. A missing or incomplete Saudi employment contract can affect the calculation and the establishment’s classification.
Build a long-term Saudi talent strategy
International manpower should complement the company’s Saudi workforce. Employers can combine overseas recruitment with Saudi, training, knowledge transfer, supervisory development, and succession planning.
Monitor the company’s status throughout the project
Do not treat a single nitaqat status check as permanent. Workforce numbers change when employees join, transfer, or leave. HR teams should regularly monitor the establishment’s live data and download an updated nitaqat certificate when proof of compliance is needed.
Common Mistakes Saudi Employers Should Avoid
Starting recruitment before confirming quota and eligibility
Sourcing a large number of candidates before confirming the company’s eligibility can waste time and delay projects.
Assuming that every occupation is available for foreign recruitment
The employer should verify current profession-specific rules before approving the manpower demand.
Using an outdated Nitaqat certificate
Workforce data and classifications can change. Companies should obtain current information through Qiwa whenever official proof is required.
Why Work With a Pakistan-Based B2B Manpower Partner?
A specialist recruitment partner gives Saudi employers organized access to talent across multiple industries and locations in Pakistan. Instead of handling thousands of individual applications, the employer receives candidates screened according to a defined manpower request.
Our B2B approach focuses on:
- Recruitment according to the client’s approved job requirements
- Candidate screening and shortlisting
- Coordination of interviews and practical trade tests
- Clear communication with the Saudi employer
- Support for bulk and project-based recruitment
- Pakistan-side documentation and mobilization coordination
- Deployment planning aligned with the client’s schedule
We do not present foreign recruitment as a replacement for Saudization. We help Saudi companies add international skills and project capacity within a balanced, legally compliant workforce strategy.
Nitaqat 2026 Pre-Recruitment Checklist for Saudi Employers
Before issuing a manpower demand to a recruitment partner, the employer should confirm the following:
- A current nitaqat status check has been completed through Qiwa
- The establishment is eligible for the required visa or employee-transfer service
- The available recruitment quota covers the planned number of workers
- All required work permits are valid
- Wage Protection System and contract-authentication requirements are satisfied
- The requested occupations are open to non-Saudi recruitment
- The proposed expatriate headcount has been tested in the Nitaqat Calculator
- Saudi employment contracts are accurately documented through Qiwa
- The latest nitaqat certificate or Nationalization Certificate is available when required
- Candidate arrivals are aligned with accommodation, site readiness, and project schedules
Completing this review before recruitment begins protects the employer from unnecessary sourcing costs, visa delays, and last-minute workforce changes.
Conclusion
Before recruiting expatriate workers, Saudi employers should check their Nitaqat status, confirm visa eligibility and recruitment quota, verify approved occupations, and keep employment records updated on Qiwa. With proper planning, businesses can meet localization requirements while recruiting skilled manpower from Pakistan. As a B2B manpower partner, we help Saudi companies source qualified Pakistani workers according to their approved workforce requirements and project schedules.
