Saudi Arabia Introduces New Limits On Instant Work Visas Through The Qiwa Platform

1. BACKGROUND

The Qiwa platform, operated by the Ministry of Human Resources and Social Development (“MHRSD”) of Saudi Arabia, has introduced revised limits concerning the issuance of instant work visas (“Instant Work Visas”) for establishments operating within the Kingdom.

The latest update provides greater clarity by introducing specific maximum allocations according to the establishment’s period of operation. It also reinforces the existing link between access to Instant Work Visas and an establishment’s compliance with applicable Saudization (Nitaqat) requirements and other labor-related eligibility conditions administered through Qiwa.

Accordingly, the revised framework provides businesses with greater visibility as to the number of Instant Work Visas potentially available to them, while actual eligibility remains subject to the establishment’s Saudization status, available recruitment balance and compliance with the applicable Qiwa requirements.

1. WHAT HAS CHANGED

The new limits were reported following a Qiwa announcement in June 2026. In particular, Qiwa indicated that the maximum number of instant visas available to establishments not exceeding two (2) years of age had been reduced to five (5), while establishments exceeding two (2) years may obtain up to fifty (50) Instant Work Visas.

• ELIGIBILITY REQUIREMENTS

The Qiwa platform has also identified ten (10) key eligibility requirements that establishments must satisfy when recruiting non-Saudi workers from outside the Kingdom:

• the establishment must have an active status;
• the establishment must maintain a valid commercial registration, except where the relevant entity is not required to hold one;
• all work permits issued to employees under the establishment must be valid;
• the establishment must be classified within the Medium Green category or higher under the applicable Saudization program;
• the establishment must be compliant with the Wage Protection System, with no outstanding compliance issues;
• the establishment must maintain sufficient financial credit on the relevant Ministry of Interior platforms, such as Absher or Muqeem, with the required balance funded through the applicable banking channels;
• establishments employing ten (10) or more employees must have completed the applicable annual self-assessment;
• the establishment must comply with the requirements for assigning employees’ work locations through the Qiwa platform;
• the employer must be at least eighteen (18) years of age; and
• the establishment must have a sufficient recruitment quota available, depending on the type of visa requested.

1. VISA CATEGORIES

The Qiwa platform identifies three (3) principal categories of work visas for the employment of non-Saudi employees:

• permanent work visas: issued for the employment of non-Saudi employees under long-term contracts;
• temporary work visas: issued for short-term employment contracts of non-Saudi employees for periods of three (3) months or less; and
• Hajj and Umrah temporary work visas: for employees engaged during the Hajj or Umrah seasons, the issuance of which is subject to approval by MHRSD.

1. IMPLICATIONS FOR BUSINESSES

Businesses operating in Saudi Arabia, particularly newly established entities, should factor the revised Instant Work Visa limits into their workforce and recruitment planning, alongside their available Qiwa recruitment balance, Saudization status and compliance with the applicable eligibility requirements.

Foreign investors establishing new Saudi subsidiaries should also consider the revised visa allocation framework at an early stage of their market-entry planning, particularly where their operating model requires the deployment of a significant number of foreign personnel during the first two (2) years of operations.

Meysan will continue to monitor these developments. Should you have any questions, our Saudi Arabia team is available to assist clients in assessing the application of the revised Qiwa requirements to their operations and their implications for workforce planning and establishment in the Kingdom.