The Ministry of Human Resources and Social Development (HRSD) has introduced a 100% Saudization requirement for targeted administrative support occupations. The decision applies to all private-sector establishments operating in Saudi Arabia that employ one or more workers in the targeted occupations. Where an occupation is subject to another Saudization decision with a different percentage, the higher Saudization percentage will apply. Because the requirement applies at entity level, every worker in a targeted occupation at an establishment must be a Saudi national. 

 

Whether the requirement applies is determined by both the occupational title under the Saudi Standard Classification of Occupations and the employee’s actual duties. Compliance is monitored automatically through government systems, using the occupational data registered with the General Organization for Social Insurance (GOSI). 

 

Key Deadline: October 4, 2026 

The decision was initially issued on April 5, 2026. Some occupations became subject to the requirement immediately; others were granted a six-month grace period, which ends on October 4, 2026. The requirement takes effect for those occupations on that date. 

 

Targeted Occupations: 

The decision covers a broad range of administrative support roles, including roles in: 

• Human Resources 

• Recruitment 

• Public Relations 

• Administration 

• Government Relations 

• Communications 

• Reception 

• Security 

• Logistics and Support Functions 

 

Examples of occupations subject to the October 4, 2026, implementation date include Public Relations Manager, Public Relations Specialist, Recruitment Manager, Recruitment Specialist, Human Resources Consultant, Human Resources Operations Specialist, Internal Communications Specialist, Government Relations Clerk, Receptionist, and Administrative Assistant. 

 

Employer Implications: 

Employers with workers in the targeted occupations listed above must ensure those positions are filled exclusively by Saudi nationals by the deadline. Where a job title does not match the employee’s actual duties, the work performed – not the title – will determine whether the requirement applies. 

 

Failing to meet the required Saudization percentage or assigning the duties of a Saudised occupation to a non-Saudi employee under a different job title may result in Saudization penalties and regulatory action. 

 

Recommended Actions: 

We strongly encourage affected organisations to: 

 

• Review the foreign worker population and identify employees currently working in administrative support functions; 

• Check occupational titles, duties, and classifications against the targeted occupations; 

• Identify any roles subject to the October 4, 2026, implementation date; and 

• Take any necessary corrective action before the applicable deadline. 

 

Further information is available on the Ministry of Human Resources and Social Development’s website: Ministry of Human Resources and Social Development (HRSD). 

 

How We Can Help: 

T&S Global Immigration Practice can advise on the scope and application of the Saudization requirement, review current workforce composition and occupational classifications, and assist with corrective action ahead of the October 4, 2026, deadline. 

 

If you have any questions or would like to discuss a specific case, please contact the T&S EMEA team.