Nitaqat Program in Saudi Arabia: Everything You Need to Know

Nitaqat (النطاقات), meaning “ranges” in Arabic, is Saudi Arabia’s workforce nationalization program implemented by the Ministry of Human Resources and Social Development (MHRSD). Introduced in June 2011, this program is a cornerstone of Saudi Arabia’s Vision 2030 initiative, designed to increase employment opportunities for Saudi nationals in the private sector and reduce the country’s historical dependence on expatriate workers.

The program operates through a classification system that categorizes private sector companies based on their Saudization percentage—the ratio of Saudi employees to the total workforce. Companies are rewarded or penalized based on their compliance level, creating strong incentives for businesses to hire and retain Saudi talent.

The Nitaqat Classification System

Current Categories (As of 2026)

The Nitaqat program classifies companies into five color-coded categories:

Platinum (White) – Highest compliance level
High Green – Strong compliance
Medium Green – Good compliance
Low Green – Basic compliance
Red – Non-compliant

Important Note: The Yellow category was officially eliminated in November 2019 through Ministerial Resolution No. 63717, consolidating the system and increasing pressure on employers to achieve Green status or higher.

How Companies Are Classified

Classification depends on three critical factors:

Saudization Percentage: The ratio of Saudi nationals to total employees
Company Size: Total number of employees (companies with fewer than 10 employees are exempt but must still employ at least one Saudi national)
Industry Sector: The program segments the labor market into 41 commercial activities, each with specific requirements

The Saudization rate is calculated using this formula:

Saudization Rate = (Average Saudi nationals employed / Average total employees) × 100

This calculation is based on data from the previous 26 weeks, sourced from the Ministry of Interior and the General Organization for Social Insurance (GOSI).

Benefits and Penalties by Category

Platinum Category Benefits

Companies in the Platinum category enjoy the most extensive privileges:

Visa Processing: Apply for new work visas for foreign employees every two months without restrictions
Expedited Services: Fast-track visa approvals and work permit renewals
Transfer Flexibility: Recruit and transfer employees from Red or Yellow categories without employer permission
Grace Periods: One-year grace period if municipal, professional licenses, or commercial registrations expire
No Transfer Restrictions: Foreign workers can be transferred without the standard two-year requirement with previous employer
Priority Government Access: Priority access to government services and contracts
Work Permit Renewals: Renew work permits at any time if the Iqama has at least three months validity remaining

High Green Category Benefits

Apply for new visas every two months (subject to quota availability)
Change professions of foreign workers (except positions restricted to Saudis)
Renew work permits for foreign employees with valid residency visas
Transfer employees from Red and Low Green categories without employer permission
Receive replacement visas for employees leaving on final exit
Access to most ministry services

Medium Green and Low Green Benefits

Limited visa application capabilities
Can renew work permits with restrictions
Change professions of foreign employees (except Saudi-restricted positions)
Transfer employees from lower categories
Receive replacement visas for specialized professions (Low Green only)

Red Category Penalties

Companies falling into the Red category face severe restrictions:

No New Visas: Cannot apply for or receive new work visas
No Visa Transfers: Unable to transfer visas for foreign workers
No Profession Changes: Cannot change employees’ job classifications
Work Permit Restrictions: Cannot issue or renew work permits for foreign employees
No Expansion: Prohibited from opening new branches or facilities
Loss of Employee Control: Employees can freely transfer to Green or Platinum category companies without employer consent
Denied Ministry Services: Loss of access to basic MHRSD services

Recent Updates and Amendments (2024-2025)

Foreign Investor Classification (April 2024)

In a significant policy shift announced on April 11, 2024, the MHRSD updated the Nitaqat program to count foreign investors who own private businesses in Saudi Arabia as equivalent to Saudi nationals when calculating Saudization quotas. This change provides substantial relief to foreign entrepreneurs operating in the Kingdom.

Remote Worker Recognition

The program now acknowledges Saudi citizens working remotely as regular employees for Nitaqat calculation purposes, reflecting the modern workplace reality.

Partial Credit for Specific Nationalities

Palestinians with Egyptian passports: Receive partial credit toward quotas
Baloch ethnicity individuals: Counted as one-fourth of a foreign worker (hiring four equals one foreign worker for quota purposes)

Minimum Wage Increase

Through Ministerial Resolution No. 51848, the minimum wage for Saudi workers counted in Saudization calculations increased from SAR 3,000 to SAR 4,000 per month. This ensures better financial stability for Saudi employees and encourages quality employment.

Special Counting Rules

Saudi nationals with disabilities count as four employees toward quotas
Saudi employees earning under SAR 4,000 count as 0.5 employees
Certified engineers with salaries above SAR 7,000/month count toward quotas at full value

Sector-Specific Requirements (2025)

Recent expansions of the Nitaqat program include specific requirements for professional sectors:

Healthcare and Pharmacy

Hospitals: 65% Saudization rate (effective July 27, 2024)
Community Pharmacies: 35% target
Other Pharmacy Businesses: 55% target
Dentistry: 45% rate (increasing to 55% by January 27, 2026)

Professional Services

Engineering Firms: 30% requirement for firms with 5+ engineers (effective July 27, 2024)
Accounting: 40% target for businesses with 5+ accountants (effective October 27, 2024), with 10% annual increases until 2028

Retail and Construction

Retail (major malls): Typically 50% Saudization rate for Green/Platinum status
Construction: 10-30% depending on company size and work nature

Key Compliance Strategies

For New Companies

When foreign companies first establish operations in Saudi Arabia, hiring a Saudi national as the first employee immediately positions the company in the Platinum category, enabling smooth processing of additional work visas (Iqamas) for foreign workers.

For International Companies

The second employee hired after the General Manager must be a Saudi national. Companies with up to 5 employees must have at least one Saudi national. Larger companies with over 100 employees typically need a minimum 30% Saudization rate, though this varies by sector.

The Saudization Certificate

Companies meeting Nitaqat requirements receive a Saudization Certificate, a crucial document required for:

Renewing or opening any private sector business
Issuing work visas
Competing for government tenders and contracts
Demonstrating compliance credibility to stakeholders

Exemptions and Special Cases

Regional Headquarters (RHQ) Exemption

Companies establishing a Regional Headquarters in Saudi Arabia receive:

10-year exemption from Saudization requirements
Unlimited work visas for foreign workers
This incentive aims to position Saudi Arabia as the hub for multinational operations in the Middle East and North Africa

Small Businesses

Companies with fewer than 10 employees are exempt from Nitaqat categories but must still employ at least one Saudi national.

How to Check Your Nitaqat Status

Companies and employees can verify Nitaqat status through:

Qiwa Platform (https://www.qiwa.sa) – The official MHRSD portal
HRSD Website (https://hrsd.gov.sa)
Input company registration or Iqama details to view current category status

Important: Iqama color status is only available through the HRSD website, not through the Ministry of Interior portal.

Impact and Achievements

Since the program’s implementation:

Saudi unemployment dropped to 7% by the end of 2024, ahead of the 2030 target
Women’s workforce participation increased to over 35% of the total workforce as of 2022
Nearly 4 million foreign workers were regularized during the program’s early implementation
The program is projected to create 340,000 jobs through its updated version targeting 2024

Connection to Vision 2030

Nitaqat is fundamental to Saudi Arabia’s Vision 2030 economic transformation, supporting:

Economic diversification beyond oil dependence
Youth employment (over half of Saudi Arabia’s population is under 35)
Human capital development
Sustainable workforce growth
Women’s economic empowerment
Creation of a knowledge-based economy

Conclusion

The Nitaqat program represents more than a regulatory requirement—it is a strategic initiative transforming Saudi Arabia’s economy and labor market. For businesses operating in the Kingdom, understanding and maintaining compliance with Nitaqat is essential for:

Legal operations and avoiding penalties
Accessing government contracts and tenders
Building credibility and trust with stakeholders
Contributing to national development goals
Ensuring long-term business sustainability

Companies should regularly monitor their Nitaqat status, develop strategic Saudization plans, invest in training and developing Saudi talent, and stay informed about program updates to maintain compliance and competitive advantage in the Saudi market.

What is Nitaqat?