Labor and Employment

The Ministry of Human Resources and Social Development enjoys continuous support from the wise leadership, stemming from its pivotal role in achieving the goals of Saudi Vision 2030 and the National Transformation Program. The Ministry is the cornerstone in enhancing the efficiency and attractiveness of the Saudi labor market, as it works on implementing comprehensive strategies aimed at empowering the workforce and achieving integration among different economic sectors.

The Ministry of Human Resources and Social Development seeks to enhance the social safety and protection by developing welfare regulations that ensure sustainability and justice. It also focuses on increasing the contribution of the non-profit sector to the national economy, considering it a fundamental partner in development. Additionally, it aims to raise the productivity of the public sector and develop its systems to enhance its flexibility and its role in supporting the Gross Domestic Product (GDP). 

These efforts reflect the Ministry's commitment to achieving sustainable economic and social development that contributes to building a prosperous society and a strong economy capable of global competition.

• To view the Labor Market Strategy, click here.
• To view the Social Development Strategy, click here.

Government entities are working to enhance job opportunities for men and women in both the public and private sectors, while focusing on developing human resources and achieving social development. These efforts include providing government support for small and medium enterprises, productive families, and individuals, and providing comprehensive information about labor and social welfare laws in the Kingdom of Saudi Arabia. The government also places special emphasis on occupational safety and health, women's empowerment, encouraging freelancing, and supporting retirees and job seekers, and thus reflecting its continuous commitment to building a sustainable society and a prosperous economy.

Saudi Arabia is committed to providing employment opportunities for all capable individuals, as stipulated in Article (28) of the Basic Law of Governance, by establishing laws and legislations that enhance the work environment and protect the rights of both the worker and the employer. These laws aim to achieve a balance between the two parties while ensuring the provision of a safe and sustainable work environment that supports productivity and economic prosperity. Saudi Arabia also focuses on empowering and developing human resources in line with the comprehensive development goals of Saudi Vision 2030.

Labor Law

The Labor Law aims to regulate the relationship between the worker and the employer, achieving a balance between rights and duties, and providing a safe and productive work environment that contributes to enhancing economic and social growth in the Kingdom of Saudi Arabia.

Unemployment Insurance Law

This Law aims to ensure the financial stability of workers during periods of unemployment, while providing training and rehabilitation programs that enhance their chances of returning to the labor market.

Social Insurance Law

This Law aims to provide comprehensive protection for employees and their families by offering financial coverage for risks related to injury, retirement, or death, thereby enhancing social security.

Job Search Assistance Law

This Law aims to support job seekers by providing specific financial aid, along with training programs designed to develop their skills and increase their employment opportunities.

Elderly Rights and Care Law

This Law aims to provide social protection and necessary services for the elderly, ensuring them a dignified life and enhancing their role in society, reflecting Saudi Arabia's commitment to this category.

Rights and Duties of Workers are a fundamental basis for regulating the labor market and ensuring a balanced and sustainable work environment. The Ministry of Human Resources and Social Development, as the legislator and organizer of the labor market, pays great attention to defining these rights and duties in line with the established principles of human rights represented by the Human Rights Commission in Saudi Arabia.

Workers' rights include ensuring a safe work environment, receiving fair wages, specified working hours, and regular leaves in accordance with the approved regulations. In return, the worker's duties include adhering to laws and instructions, performing assigned tasks diligently and competently, and maintaining work confidentiality and protecting the employer's property.

This integrated system aims to achieve justice between the parties to the labor relationship, and enhance productivity and sustainable development in Saudi Arabia.

• Pay the worker's wage in the country's official currency.
• Wages must be paid during working hours and at the workplace.
• Commitment to the wage entitlement dates as specified and agreed upon.
• Payment of wages through approved banks in Saudi Arabia.
• Deductions from the worker's due wage should not exceed half of the wage unless determined by the Labor Dispute Settlement Authority that it's possible to increase the deduction beyond this percentage.
• The employer pays the worker additional wages for overtime hours equivalent to the hourly wage plus 50% of the basic wage.
• For more details on wages, please refer to Chapter One of Part Six of the Labor Law.

• A worker may not be worked for more than eight hours a day or more than forty-eight hours a week, with consideration to reduce working hours during the holy month of Ramadan so that they do not exceed six hours a day or thirty-six hours a week.
• No worker shall work more than five consecutive hours without a period for rest, prayer, and meals. This rest shall not be less than half an hour each time during total working hours, and the worker shall not remain at the workplace for more than twelve hours per day.
• The worker is not under the employer's authority during rest periods.
• Regarding weekly rest, Friday is the weekly rest day for all workers, and for some types of work, this day can be replaced with any other day of the week after notifying the competent labor office.
• For more details on working hours, please refer to Chapter Two of Part Six of the Labor Law.

• An employee is entitled to an annual leave of not less than 21 days for each year, increasing to 30 days if the employee has completed five consecutive years of service with the employer.
• The wage for the leave is paid in advance.
• It is not permissible to forgo the leave for monetary compensation; the employee must take the leave when it is due.
• The employer must inform the employee of the leave date 30 days prior to the leave.
• With the employer's approval, the leave or part of it may be postponed to the following year.
• The employee has the right to receive the wage for any unused leave if he leaves the job.
• The employee is entitled to three days' leave in the event of the birth of a child, and five days for marriage or in the case of the death of a spouse or one of their ascendants or descendants.
• The employee has the right to fully paid leave to sit for exams if he is enrolled in an educational institution, equal to the actual days of the exams.
• The employee may obtain unpaid leave with the employer's approval.
• The employee is entitled to certified sick leave and is paid the full wage for the first 30 days, three-quarters of the wage for the next 60 days, and without wage for the following 30 days within one year, whether these leaves are continuous or intermittent.
• A female employee is entitled to maternity leave with full pay for 10 weeks, which she can distribute as she wishes, starting with a maximum of four weeks before the expected date of delivery. Under no circumstances may a woman be employed after childbirth during the following six weeks. The female employee has the right to extend maternity leave for an additional month without pay.
• For more details on leaves, please refer to Chapter Four of Part Six of the Labor Law.

The Law guarantees the employee an end-of-service gratuity. When the employment relationship ends, the employer must pay the employee a gratuity calculated as follows:

• Half a month's wage for each of the first five years.
• One month's wage for each subsequent year.

The employee is entitled to a gratuity for parts of a year proportional to the time worked, and the last wage is used as the basis for calculation. If the employment ends due to the employee's resignation, the employee is entitled to one-third of the gratuity after a service of not less than two consecutive years and not more than five years. The employee is entitled to two-thirds if their service is more than five consecutive years and less than ten years. The employee receives the full gratuity if he spent ten years or more years of service.

For more details, please refer to Chapter Four of Part Five of the Labor Law.

According to the Labor Law, an employee has the right to leave work without notice, while retaining all his statutory rights in any of the following cases:

• If the employer fails to fulfill essential contractual or statutory obligations towards the employee.
• If it is proven that the employer or its representative deceived the employee at the time of contracting regarding work conditions and terms.
• If the employer assigns the employee, without his consent, to work that is fundamentally different from the agreed-upon job.
• If the employer, a family member, or the responsible manager commits an assault characterized by violence or immoral conduct towards the employee or one of his family members.
• If the employer or the responsible manager deals with cruelty, injustice, or insult.
• If there is a serious hazard at the workplace threatening the employee's safety or health, provided the employer was aware of it and did not take action to remove it.
• If the employer or its representative's actions, especially through unfair treatment or breach of contract, pushed the employee to appear as if he ended the contract.

The Labor Law outlines the key duties that an employee must adhere to:

• Comply with work-related instructions unless they contravene the employment contract, public policy, morals, or expose anyone to danger.
• Maintain punctuality and adhere to work schedules.
• Perform duties as required and to the expected standard.
• Care for and maintain tools provided and safeguard the establishment's property.
• Exhibit good conduct and behavior, foster a spirit of cooperation with colleagues, obey superiors, and strive to satisfy the establishment's clients within their role and legal boundaries.
• Assist in emergencies by providing help and support.
• Protect the confidentiality of the establishment's technical, industrial, and commercial secrets.
• Avoid engaging in any other work outside their scope of work, whether paid or unpaid.
• Do not exploit their position for personal gain or for others at the expense of the establishment.
• Update personal information with the establishment whenever there are changes in social status or place of residence.
• Adhere to the state's prevailing instructions, systems, customs, and traditions.
• Refrain from using the establishment's tools and equipment for personal purposes.

The Ministry of Human Resources and Social Development has issued the Guideline for Work Ethics, which serves as a comprehensive reference to support companies and institutions in formulating and implementing principles and rules of work ethics. The guideline aims to enhance mutual trust between the parties involved in labor relations, create an attractive work environment that contributes to raising the level of professional competence, ensure job security for the worker, and improve the quality of work processes.

This guideline provides a clear framework that directs all parties in the workplace toward optimal behaviors and fundamental principles that govern their interactions. These principles include: commitment to justice, equality, non-discrimination, maintaining general appearance, promoting the values of honesty, integrity, and sincerity; avoiding exploitation of positions, adhering to work etiquette and behaviors, and fostering the spirit of teamwork. Through this guideline, the Ministry seeks to build a robust work environment characterized by professionalism, encouraging cooperation and innovation, in line with Saudi Vision 2030 toward achieving sustainable development.

• Transparency: Creating a suitable climate for the success of any establishment by enabling employees to ask questions, uncover matters that occupy their minds, and express their opinions without fear of punishment. This leads to finding better methods for work mechanisms, solving problems, and saving money.
• Listening: Establishing communication channels between the worker and the employer to create a sound work environment where the participation of the parties in the labor relationship becomes positive for both sides.
• Participation, Teamwork, and Collaboration: Embodying team spirit leads to the success of tasks assigned to team members. When a worker shares his experiences and knowledge with colleagues, it greatly contributes to spreading knowledge and developing their skills. This leads to making correct decisions and elevates skills and efficiency through learning and long-term training.
• Disclosure and Reporting: The employer shall facilitate means of disclosure and reporting of any violations or important information, whether positive or negative, ensuring that the worker is not harmed by reporting. While adhering to the requirements of job duties, including reverence and respect for superiors, the worker should, in the interest of work, report any violations he discovers according to the applicable policies.
• Conflict of Interest: The worker must avoid any actual or potential conflicts of interest when suspected, refraining from performing any tasks that may bring personal benefit, unless directed by the employer. The worker should not participate in any process or decision in a way that could result in personal gain. The worker must notify the employer in writing and immediately in case of any conflict of interest.
• General Behaviors and Public Morals: Relationships between workers should be based on ethics and mutual respect, preserving the customs and traditions of Saudi society and Islamic teachings. Appropriate appearance and attention to public hygiene must be maintained, and female workers must adhere to the legal hijab throughout the working hours.
• Bribery: Workers must be warned about the crime of accepting bribes and violating laws and regulations. They should adhere to the employer's policies when completing their tasks without delay or procrastination and should not engage in any conversations or understandings with clients that might lead to obtaining work through illegitimate means or in exchange for an illegal payment.
• Gifts: While giving and accepting gifts is generally permissible, the nature of relationships between workers themselves and between them and clients necessitates restricting this matter within permissible limits according to the employer's policy or prohibiting it in the workplace to prevent suspicions of obtaining personal benefit at the expense of work. It is not permissible to accept gifts or donations from suspicious entities or people of ill repute or who are suspected of involvement in actions affecting honor and integrity. Dealings must be stopped with any entity found guilty in matters affecting integrity or honor. Gifts that negatively affect the employer's interest, activities, and services must not be accepted.
• Fundraising: Saudi laws do not allow fundraising except by licensed entities. Spontaneous fundraising among workers may expose them to legal accountability and punishment.

The Saudi Labor Law, in its Eighth Chapter, places utmost importance on the safety and protection of workers, and their health and social care. Providing a safe and healthy work environment is a fundamental factor for attracting and retaining the workforce, and thereby contributing to raising the level of job performance, and positively reflecting on the establishments and the Saudi Arabia economy in general.

The Ministry of Human Resources and Social Development seeks to enhance the concept of an attractive work environment, while focusing on aspects of occupational safety and health. To protect the safety and health of workers, preserve property and the environment, and reduce material losses, the Ministry launched the National Strategic Program for Occupational Safety and Health, which aims to develop occupational safety and health standards and practices in the work environment and apply the latest global standards in this field.

Additionally, the Ministry issued the Occupational Safety and Health Management Regulations and it conducts inspection tours to ensure that private sector establishments comply with these regulations, while raising awareness of the importance of occupational safety and health in enhancing the attractiveness of the work environment. These efforts aim to develop national legislation in this field, transfer successful practical experiences and practices, and motivate employers and workers to create a sound and healthy work environment.

It is worth noting that the Ministry of Human Resources and Social Development will not hesitate to apply the penalties stipulated in the Labor Law against violators of the regulations and decisions related to occupational safety and health. These penalties include financial fines of up to 25,000 Saudi Riyals (approximately 6,664 US Dollars), with the possibility of repeating some penalties according to the number of affected workers. 

Through these initiatives and regulations, Saudi Arabia affirms its commitment to provide a safe and healthy work environment, in line with Saudi Vision 2030, striving to achieve sustainable development and a prosperous economy.

The Ministry of Human Resources and Social Development, supported by the Human Resources Development Fund (Hadaf), launched the Occupational Safety and Health Cadres Program initiative aimed at developing the skills and knowledge of national cadres in this vital field. The program offers two training tracks: "Practitioner" and "Professional," to meet the needs of the labor market and enhance the application of occupational safety and health standards in establishments.

Program Objectives

• Develop National Competencies: Qualify specialized Saudi cadres in the field of occupational safety and health, capable of meeting the requirements of the local labor market.
• Enhance Work Environment: Raise the level of commitment to occupational safety and health standards in establishments, thereby contributing to creating a safe and attractive work environment.
• Reduce Occupational Accidents: Minimize injuries and accidents at workplaces by applying best practices and global standards.

Program Tracks

• Occupational Safety and Health Practitioner: This track targets individuals wishing to acquire basic skills and practical practices in this field.
• Occupational Safety and Health Professional: This track is dedicated to professionals seeking to deepen their knowledge and develop their advanced skills in occupational safety and health.

Program Benefits

• Accredited Certificates: Trainees receive certificates recognized by the ministry, enhancing their employment opportunities.
• Financial Support: Participants receive financial support to cover training costs, encouraging enrollment in the program.
• Employment Opportunities: The program contributes to increasing job opportunities in the field of occupational safety and health, in line with market requirements.

- For more information and registration, click here.

The Ministry of Human Resources and Social Development in the Kingdom of Saudi Arabia issued the Ministerial Decision No. (3337) dated 15/07/1435 AH (corresponding to May 15, 2014), prohibiting the employment of workers under direct sunlight in all private sector establishments from 12:00 PM until 3:00 PM, during the period from June 15 to September 15 each year.

Objectives of the Decision:

• Protecting Workers' Health and Safety: The decision aims to reduce health risks associated with direct sun exposure and heat stress, contributing to a safe and healthy work environment.
• Enhancing Productivity: By protecting workers from harsh climatic conditions, it is expected to improve performance and increase efficiency at work.

Exceptions

The decision excludes certain categories of workers, such as:

• Workers in Oil and Gas Companies: Due to the special nature of their work.
• Maintenance Workers in Emergency Situations: Emphasizing the necessity of taking measures to protect them from sun exposure harms.

Coordination with Local Authorities

The Ministry's branches coordinate with the regional emirates to determine the need to apply the decision in those regions and their affiliated provinces, based on climatic conditions and prevailing temperatures during the prohibition period.

Awareness and Supervision

The Ministry conducts awareness and guidance campaigns for employers and workers about the importance of adhering to the decision, and carries out inspection tours to ensure its implementation.

Penalties

Penalties are imposed on establishments not complying with the decision, proportionate to the size of the violation and the number of affected workers, to ensure compliance and protect workers' rights.

Compliance Rate

The compliance rate of establishments with the decision to prohibit work under direct sunlight this year reached 94.6%, thus reflecting the growing awareness of the importance of providing a safe and healthy work environment.

Communication and Reporting

Violations related to the decision can be reported by contacting the unified customer service number (19911), or through the Ministry's app available on smartphones. This decision is part of Saudi Arabia's ongoing efforts to enhance occupational safety and health standards and provide a work environment that aligns with the best global practices, in line with Saudi Vision 2030.

Regulations for Protection from Behavioral Violations in Work Environment

The Ministry of Human Resources and Social Development issued the Ministerial Decision No. 20912, setting regulations to protect against behavioral violations in the work environment. This decision aims to preserve individuals' privacy, dignity, and personal freedom, and to enhance ethical values in workplace.

Behavioral violations (abuse) include all misconduct practices from one party toward another, including:

• Exploitation
• Threatening
• Harassment
• Blackmail
• Quarreling
• Insulting
• Degrading
• Any form of discrimination, physical, verbal, or otherwise

Objectives of the Regulations

• Improve Work Environment: The Ministry seeks to develop the work environment and make it attractive for job seekers by establishing these regulations that protect the rights of all workers.
• Compliance with Laws and Legislation: These regulations are based on the Labor Law and its executive regulations, the Council of Ministers' Decision to combat harassment offenses, as well as international agreements and global practices on eliminating violence and harassment in the workplace.

Implementation Procedures

• Workshops and Awareness: The regulations were presented and refined through several workshops hold with specialists from various entities in the private sector to ensure effective implementation and commitment by establishments.
• Inspection and Oversight: The Ministry conducts inspection tours to ensure private sector establishments comply with these regulations and to raise awareness about the importance of protection from behavioral violations in enhancing workplace attractiveness.
• Penalties: The Ministry will not hesitate to apply the penalties stipulated in the Labor Law against violators of the regulations and decisions related to behavioral violations, based on the severity of the violations committed.

Communication and Reporting

Male and female workers can report any behavioral violations in the workplace by contacting the Ministry through designated channels, such as the unified customer service number (19911), or via the ministry's app available on smartphones.

Aligning with Saudi Vision 2030, the Ministry of Human Resources and Social Development launched a series of qualitative initiatives to enhance the role of women in the labor market and leadership positions. These efforts have yielded tangible results, surpassing set targets:

• The participation rate of women in the labor market rose to 35.8%, exceeding Vision 2030 targets.
• The percentage of women in middle and senior administrative positions increased to 43%.

This reflects the enhanced status of women as a key and effective partner in national development across all fields—economic, social, scientific, cultural, and others—at all levels.

Today, Saudi women actively contribute to supporting the national economy and social projects, showcasing the success of government policies in empowering them and enhancing their role in sustainable development. For more information, click here.

The Kingdom of Saudi Arabia, represented by the Ministry of Labor and Social Development, is committed to empowering women and enhancing their participation in the labor market, focusing on providing a safe and supportive work environment. The ministry has mandated private sector establishments to implement systems that ensure working women's comfort and stability, promoting respect for all and preserving individuals' privacy, dignity, and personal freedom, in accordance with Islamic Sharia provisions.

In efforts to combat workplace discrimination, the Saudi Labor Law adopts equal rights and duties for both men and women, including:

• Equal Pay: Ensuring equal wages for equal value and type of work.
• Equal Opportunities: Guaranteeing fairness in employment and training opportunities that support professional skill development.

To view the Unified Regulation for the Work Environment in Private Sector Establishments, click here.

Monitoring Reports of Labor Law Violations

An electronic service that enables workers to monitor and report inspection violations and infringements of the Labor Market Law by the private sector establishments, without the need to visit the authority.

• Transportation Support – Wussol

An initiative aimed at finding solutions to alleviate the burden of transportation costs for working women and workers with disabilities (male and female) in the private sector, to empower their employment and increase their stability in the labor market.

• Qurrah Program

An electronic portal designed to support working women by providing childcare services at subsidized prices, thereby facilitating women's participation and continuity in the labor market.

• Empowering Women in Civil Service and Enhancing Their Leadership Role

An initiative aimed at increasing the proportion of women in administrative positions through training and leadership mentoring for female cadres.

• Initiative to Encourage Flexible Work

An initiative that contributes to increasing job opportunities for Saudi men and women, especially in less developed regions and for individuals with limited educational levels. It also enhances economic growth and diversifies the job opportunities available to all segments of society by developing comprehensive laws for flexible work (hourly basis) and encouraging employers to provide flexible work contracts that offer more suitable opportunities for job seekers. 

- For more initiatives, click here.

The Kingdom of Saudi Arabia strives to achieve excellence in government performance, aiming to be among the world's leading countries, by enhancing the efficiency of the government sector in line with the objectives of Saudi Vision 2030. Saudi Arabia places the development of human capital at the forefront of its priorities, considering it the fundamental pillar for achieving sustainable development and building the future. 

In this context, the wise leadership pays great attention to providing diverse job opportunities in ministries and government agencies, while focusing on attracting national talents. It also pays great attention for developing the skills of state employees through modern training and qualification programs based on scientific foundations and global practices, enhancing their readiness to keep pace with rapid transformations in the labor market.

Affirming its commitment to empowering male and female citizens, the government entities have launched a series of strategic initiatives to qualify and train Saudis in line with labor market needs. These efforts aim to enhance national capabilities and achieve a balance between supply and demand in the labor market, contributing to building an innovative government sector capable of leading national transformation and achieving the aspirations of Saudi Vision 2030.

National Unified Employment Platform

An electronic platform aimed at connecting job seekers with available employment opportunities in both the public and private sectors. The platform seeks to achieve integration through comprehensive digital alignment that enhances accuracy and transparency in the employment process, thereby contributing to meeting the needs of the Saudi labor market and promoting economic growth.

National Labor Portal - Taqat

An integrated electronic platform for the Saudi labor market, bringing together job seekers and employers in both the public and private sectors, as well as employment service providers. The portal offers comprehensive employment and training services aimed at developing national competencies, enhancing workforce stability, and presenting job opportunities fairly and effectively, in line with Saudi Vision 2030 and the sustainable development goals.

Employment in the Health Sector

An electronic service that enables individuals wishing to work at the Ministry of Health to submit employment applications automatically without the need to visit the Ministry in person.

Employment in the Justice Sector

The Ministry of Justice is keen on attracting the best human resources from both genders to contribute to achieving the Ministry's vision. To view the available positions, click here.

Employment in the Education Sector

The Ministry of Education, represented by the Human Resources Agency, seeks to gain a competitive advantage by enhancing the quality and efficiency of its human resources through the provision of jobs both in quantity and quality within a specified timeframe. This is to be achieved in accordance with an integrated methodological framework that aligns with the Ministry’s strategy and its internal and external factors, in implementation of its vision and objectives.

Fields of Work in the Education Sector:

• Educational Positions
• Official Positions
• Support Services Positions

- To apply for positions, click here.

Employment in the Environmental Sector

Saudi citizens seeking employment can register their personal data, academic qualifications, and practical experiences, and attach the required documents electronically via the National Unified Employment Platform (Jadarat). The platform allows users to access available employment opportunities in both the public and private sectors.

Employment at the Ministry of Islamic Affairs

An electronic service that enables beneficiaries to apply for vacant positions at the Ministry of Islamic Affairs, Dawah, and Guidance easily and flexibly through a dedicated electronic platform, ensuring speed and efficiency in procedures.

Human Resources Development Fund

Human Resources Development Fund was established with the aim of supporting the qualification and employment of the national workforce in the private and non-profit sectors. The fund seeks to achieve its goals by implementing strategic programs and initiatives focusing on developing national skills and enhancing their participation in the labor market, contributing to stimulating the private sector to attract qualified national talents. 

Employment in the private sector is a fundamental pillar for supporting the national economy and achieving sustainable development. The private sector is a pivotal partner in providing job opportunities for citizens through a competitive environment that contributes to enhancing skills and competencies and raising productivity levels, in line with the objectives of Saudi Vision 2030.

National Labor Portal (Taqat)

An integrated electronic platform that serves as a comprehensive gateway to the labor market in the Kingdom of Saudi Arabia. It connects job seekers with employers in the private sector and provides a range of advanced services for employment and training. The platform aims to enhance the efficiency and effectiveness of employment processes and contribute to the stability and development of the national workforce, thereby supporting the achievement of the economic and social development goals of Saudi Vision 2030.

Registration of Job Seekers with Hadaf

An electronic service provided by the Human Resources Development Fund, aiming to organize procedures for the fund's support of employment and training plans for citizens in private sector establishments. It works on acquainting establishments with training centers, receiving job applications, and linking job seekers with targeted positions.

Jadarat

The national platform aiming to be the main enabler of employing Saudi manpower by facilitating the journey of job seekers in exploring all vacant positions in the public and private sectors in the Saudi labor market.

Employment Support Initiative

An electronic program aiming to support male and female job seekers in the private and non-profit sectors by having the fund bear a percentage of the employee's wage. The program includes supporting all full-time jobs in the private and non-profit sectors.

Temporary Work – Direct Contracting

An electronic service that allows access to the workforce by enabling individuals wishing to work for establishments to register on the Ajeer website and publish their resumes in the labor market for direct contracting. Establishments can benefit from job seekers and contract with them according to their requirements by offering them positions through the labor market. This service covers contracts based on direct agreements between the establishment and the individual (not between establishments).

Direct Contracting for Labor Services

An electronic service that allows establishments to contract directly with the beneficiary without going through the labor market, in order to temporarily lend or borrow surplus labor services.

Marn

An electronic program that enables Saudi job seekers and employers to contract flexibly, where the wage is based on the hour (the smallest wage unit) without committing to any other benefits such as:

• Paid leave
• End-of-service gratuity
• No probationary period required

Graduate Development Program – Tamheer

An electronic product targeting male and female graduates with diplomas and bachelor's degrees or higher. It aims to train them to acquire the necessary experiences and skills to prepare and qualify them to participate in the labor market with the possibility of employment.

Tawteen Program

An electronic program affiliated with the Ministry of Human Resources and Social Development dedicated to employing job seekers who have not previously entered the labor market or have been out of work in the private sector, according to certain conditions, activities, and professions. The program aims to support private sector establishments with qualified national cadres, enable national talents to enter the labor market, gain experience, develop professionally, and acquire skills through training. It supports job stability and sustainability, achieving the objectives of establishments and employees, according to the conditions, provisions, and policies of the program, considering the possibility of updating them based on labor market changes and the Ministry's orientations regarding localization plans.

Qiwa Platform

An electronic platform launched by the Ministry of Human Resources and Social Development for empowerment, saudization and business continuity.

Nitaqat

An electronic service aimed at evaluating establishments within the Nitaqat program, enabling them to identify the scope of their entity and affiliated branches.

Rapid technological advancements have fostered a new culture within the labor market, offering job opportunities that transcend the constraints of time and place. This enables employers and employees to communicate and work within an integrated electronic environment. Through this digital landscape, job tasks can be efficiently accomplished without being confined to a specific geographic location or hindered by exceptional obstacles such as the COVID-19 pandemic, which highlighted the importance of this model in maintaining business continuity.

The Remote Work Program is one of the pioneering national initiatives launched by the Ministry of Human Resources and Social Development. The program aims to bridge the gap between employers and job seekers who face challenges that prevent them from obtaining traditional jobs. It contributes to creating flexible job opportunities that support achieving balance between professional and personal life, and enhances the participation of national cadres in the labor market, in line with the goals of Saudi Vision 2030. Some of its features include:

• Work Anywhere.
• Build a Remote Team.
• Work Anytime.
• All Required Skills in the Market.

To view the User Guide for the Remote Work Portal – Job Seekers, click here.

To view the User Guide for the Remote Work Portal – Establishments and Employers, click here.

To view the User Guide for the Remote Work Portal – Service Providers, click here.

To view the Procedural Guide for Remote Work, click here.

To view the Employer's Guide on How to Activate the Remote Work Program, click here.

In line with Saudi Vision 2030, the Ministry of Human Resources and Social Development launched the Freelance Program, which aims to empower national competencies and support those seeking additional income and self-employed professionals. The program offers an official and accredited certificate from the Ministry to specialists in a variety of professional fields, allowing them the opportunity to practice their specialized activities independently. It also provides multiple benefits granted immediately upon issuing the Freelance Document, and thereby enhancing opportunities for professional stability and excellence.

Freelance Document

A document certified by the Ministry of Human Resources and Social Development that allows individuals to register in a number of activities. It enables them to practice work independently in activities approved by the Ministry through the Freelance Electronic Portal. To register, click here.

Freelance Document Programs

• Directed Transportation

This involves transporting passengers by directing private taxis or personal cars to transport passengers for a fee via smart device applications.

• Order Delivery

A program provided by the Human Resources Development Fund in cooperation with the Ministry of Human Resources and Social Development, the Communications, Space & Technology Commission, and the Future Work Company under certain regulations. According to this program, financial support is provided to freelancer involved in the order delivery service through smartphone applications. The duration of this program and its support is 24 months, starting from the program's launch date.

• Specialized Services

Activities based on skills in specific specializations, relying on a foundation of knowledge and experience.

• Handicrafts

A craft refers to industries from which one earns a livelihood and serves as a source of income. Currently, handicrafts are divided into two types: artistic productive crafts and heritage crafts. An activity is considered a handicraft if it is primarily based on manual work, practiced as a main continuous profession, and aims to transform raw materials into manufactured or semi-manufactured products using machinery or without it, primarily using local environmental resources depending on their availability.

• Rural Development

These are freelance activities in the agricultural sector, including fields like livestock, fisheries, and other products and industries that rely on agriculture. They aim to encourage practitioners of these activities to preserve agricultural and animal wealth in Saudi Arabia, and to increase individual participation in production and food security.

• Productive Families

Families that meet part of their special needs by relying on skills existing within the family. They produce and sell products from home to increase family income and raise their standard of living.

• Food Carts

Activities aimed at encouraging workers with mobile carts to sell food, beverages, and ice cream, provided they are licensed by the Ministry of Municipal Affairs.

Saudi Organization for Chartered and Professional Accountants (SOCPA)

A professional entity that leads and supervises, through its available knowledge and skills, the accounting and auditing profession. It aims to improve and develop its practice, advance it, monitor the quality of its performance, raise awareness of its rules and ethics, and enhance its participation in serving the national economy and society. SOCPA works on developing and supporting individuals, institutions, and groups related to business to increase trust and transparency in financial statements, and protect investors and users of financial statements.

As part of the Saudi Arabia's commitment to enhancing transparency and ensuring the rights of workers in the private sector, efforts have been made to document and digitize employment contracts. This ensures that employers are committed to uploading and updating their employees' contract data accurately and reliably. These efforts aim to achieve the highest levels of efficiency in data management and enhance trust between parties to the labor relationship.

Saudi Arabia has launched several initiatives and services to achieve this goal, most notably the Mudad Platform, which contributes to developing and simplifying administrative and financial procedures for establishments. Additionally, it launched the service of documenting contracts of workers enrolled in the General Organization for Social Insurance. These digital solutions facilitate procedures, enhance the protection of employee rights, and ensure compliance with applicable laws, to support the Saudi Vision 2030 towards digital transformation and sustainable development. Its programs include:

• Wage Protection Program

A program launched by the Ministry of Human Resources and Social Development to raise transparency levels through the Mudad Platform.

• Payroll Management System

An electronic service that helps manage business easily from one place.

Wage Protection Program

The Wage Protection Program aims to monitor the wage disbursement processes for all male and female workers in the private sector establishments (Saudis and expatriates). It establishes a database containing updated information on their wage payments, determining the extent of establishments' commitment to paying wages on time and at the agreed-upon amount.

The Wage Protection Program was initially applied in its first phase on June 1, 2013 (22/07/1434 AH) to include giant establishments (3,000 workers or more) as a trial period. In its eleventh phase, implemented in August 2017, the program included establishments with 60 workers or more. All establishments present in the Saudi labor market can register and upload the wage disbursement file through the electronic services portal affiliated with the Ministry of Human Resources and Social Development.

The Saudi Pension Law is an integrated framework aiming to achieve social and financial protection for workers in both the public and private sectors upon the end of their professional careers or when facing circumstances that prevent them from continuing work, such as disability or death. This Law is regulated through specific regulations supervised by the General Organization for Social Insurance, which has taken over the tasks of the Public Pension Agency, to ensure more efficient and comprehensive services.

• Taqdeer

A national initiative provided by the General Organization for Social Insurance for retirees and beneficiaries from both the public and private sectors, to appreciate their efforts and contributions in serving the nation by granting them various services and advantages.

• Masaken

A financing program offered by the General Organization for Social Insurance for eligible retirees and beneficiaries from both the public and private sectors. It aims to increase the percentage of citizens owning their homes by providing many special benefits.

To learn more, click here.

• I'tizaz Program

A program aiming to raise community awareness of the sacrifices of Ministry of Defense personnel and their pivotal role in serving the nation. The program offers exceptional products and services to current employees, retirees, and families of martyrs through strategic partnerships with both the public and private sectors, thereby contributing to improving the quality of life and appreciating their efforts.

Support for Small and Medium Enterprises and Business Incubators

• Monsha'at

The Small and Medium Enterprises General Authority (Monsha'at) was established in 2016 by virtue of the Council of Ministers' Decision No. (301) dated 11/07/1437 AH. It enjoys general legal personality and financial and administrative independence and is organizationally linked to the Ministry of Commerce. Its objectives include organizing, supporting, developing, and sponsoring the SME sector in Saudi Arabia according to best global practices, to raise the productivity of these enterprises and increase their contribution to the GDP from 20% to 35% by 2030.

Monsha'at works on preparing, implementing, and supporting programs and projects to spread the culture and concept of entrepreneurship, self-employment, and innovation. It diversifies financial support sources for enterprises, stimulates venture capital sector initiatives, and provides administrative and technical support to enterprises. It assists them in developing their administrative, technical, financial, marketing, and human resources capabilities, among others.

To view the tasks and competencies of the Small and Medium Enterprises General Authority, click here.

BIAC

Established in 2017, and it's a subsidiary of the Saudi Technology Development and Investment Company (TAQNIA) and wholly owned by the Public Investment Fund. BIAC possesses enablers to support both the public and private sectors in creating and developing innovative solutions through extensive expertise in innovation and shared services, and thereby contributing to the growth of companies using the best practices and modern methods.

Business Incubators and Accelerators Program aims to enhance technical entrepreneurship in the Kingdom of Saudi Arabia by transforming promising technical projects into successful commercial opportunities. The program is concerned with supporting technology-based projects and developing entrepreneurship in the technical field by providing an incubating environment that enables entrepreneurs to transform their ideas into startups capable of competing in the market.

Some of the prominent initiatives in this context include:

• BADIR Program for Technology Incubators and Accelerators: A comprehensive national program that seeks to activate and develop technology business incubators, promote the concept of entrepreneurship, and transform technical projects and research into successful commercial opportunities. The program manages eight incubators in seven different regions in the Kingdom of Saudi Arabia, as well as four business accelerators.
• Industrial Business Incubators and Accelerators Initiative: An initiative focuses on supporting entrepreneurs in the early stages of developing their projects and providing assistance in establishing and accelerating the growth and success of startups in the industrial sector.
• Business Accelerators Program: A program launched by the Small and Medium Enterprises General Authority (Monsha'at) in partnership with the public and private sectors. It aims to accelerate the development and growth of startups and entrepreneurial companies and expand them within a short period ranging between three to six months.

These programs and initiatives contribute to supporting the national economy by empowering technical entrepreneurs and providing them with the necessary resources and guidance to transform their innovative ideas into successful projects, thereby contributing to achieving Saudi Vision 2030.

• 9/10ths Program

The 9/10ths Program is a national initiative launched by the Human Resources Development Fund (Hadaf) under the umbrella of the Ministry of Human Resources and Social Development. It aima to support and develop small and medium enterprises and enhance the growth of the national economy. The program offers innovative solutions through multiple platforms:

• Forsah Platform

A link between suppliers and buyers, allowing SMEs to view tenders and submit electronic quotations in both public and private sector procurements. It also enables them to post Requests for Quotations among themselves, thereby enhancing competitiveness and transparency in the market.

• Bahr Platform

It connects freelancers with project owners, allowing business owners to access skilled professionals to execute their tasks and projects efficiently and with high quality.

• Made in Saudi Program

A national initiative launched by the Saudi Export Development Authority as part of the National Industrial Development and Logistics Program. It aims to stimulate national industries, encourage consumers to purchase local goods, and promote and enhance Saudi exports to global markets.

• Zad Platform

A platform that provides small business owners and entrepreneurs with interactive reports and statistical data that support business development and improve decision-making processes, thereby contributing to enhancing performance efficiency and increasing chances of success.

Through these platforms, the 9/10ths Program seeks to empower entrepreneurs, owners of small and medium enterprises, freelancers, and productive families by providing access to the necessary resources and tools to develop their businesses and contribute to driving economic growth in Saudi Arabia.

Entrepreneurs Journey

• For more information, click here.

It provides financial support to beneficiaries during their job search journey, along with training programs aimed at enhancing their skills and readiness for the labor market. It also links their registered profiles with employment centers to showcase available opportunities, thereby contributing to enabling them to achieve their professional ambitions effectively. Among its prominent services:

• Job Search Allowance

An electronic service aimed at supporting job seekers by providing a decreasing financial allowance starting from 2,000 Saudi Riyals and lasting for 15 months. The program includes a set of training and employment services to help beneficiaries find work.

• Checking Saned Eligibility

An electronic service that allows unemployed subscribers (male and female) to check their eligibility for receiving unemployment allowance.

• Disbursement of Unemployment Benefits

An electronic service that enables unemployed youth subscribers of both genders who have lost their jobs for reasons beyond their control and who meet the qualifying conditions for the Saned unemployment benefit to apply for disbursement of the allowance.

A fundamental initiative provided by specialized entities in Saudi Arabia with the aim of enhancing the readiness of the national workforce and qualifying them for active participation in the labor market.

These programs offer specialized and targeted vocational training that aligns with labor market needs, including employment-linked training designed to meet the requirements of establishments for national competencies. Through these initiatives, individuals are empowered to acquire qualitative skills that raise their competitiveness in the market, and help establishments meet their needs of trained and qualified cadres.

These programs aim to enhance the national economy by increasing the participation rate of local competencies in various sectors and be updated with professional and technological developments to meet the aspirations of Saudi Vision 2030 towards a sustainable economy based on national competencies. 

Doroob

A leading national electronic platform for e-training, aiming to develop national competencies and meet job needs through a wide range of free online training programs and tracks.

The platform allows beneficiaries to access training programs anytime and anywhere, providing accredited electronic certificates after completing 70% of the program requirements.

• Doroob Platform for Individuals:

An electronic service that enables individuals to register on the Doroob website and benefit from a variety of training services offered by the program. It allows users to access distinguished educational resources and innovative training lessons through the electronic portal without the need to visit the entity.

• E-Training (Doroob):

Programs aim to support the establishments in raising the efficiency of their employees and developing their capabilities pursuant to the work requirements.

• Registration in Directed Saudization Courses:

Training courses enable beneficiaries to take advantage of training programs specifically designed to support Saudization efforts through the Doroob Platform.

"Doroob" is part of the Saudi Arabia's efforts to enhance the readiness of national forces and keep pace with labor market needs, in line with the goals of Saudi Vision 2030.

• Irshad

An electronic program to enable all Saudis to make better learning and career choices by building an integrated system of career education and guidance services for students, teachers, partners, job seekers, employers, and employees.

• Professional Certification Support Program

A program offered by the Human Resources Development Fund to encourage and motivate the national workforce, business organizations and job seekers to obtain accredited professional certificates to develop their skills and expertise in specialized fields required in the labor market.

• Applying for a Training Program at the Technical and Vocational Training Corporation

An electronic service provided by the Technical and Vocational Training Corporation that enables beneficiaries to apply for training programs offered by the Corporation.

- For more information about labor market statistics, click here.

To view the most prominent government applications, click here.

• Ministry of Human Resources and Social Development (HRSD)
• Human Resources Development Fund (Hadaf)
• The General Authority for Small and Medium Enterprises "Monshaat"
• General Organization for Social Insurance