Saudi Arabia now classifies every new expatriate work permit into one of three skill tiers — high-skilled, skilled and basic — using a points model built from the worker's job title, qualification, experience, salary and age. The classification affects permit eligibility, and it sits alongside the expatriate levy and standard fees that make up the employer's annual cost per worker. Here is the 2026 picture.
The Three Tiers
- High-skilled — degree-level roles, senior technicians and specialists with salaries above the tier threshold
- Skilled — trade and technical roles with recognised qualifications and mid-range salaries
- Basic — general labour and support roles
The tier is computed on Qiwa when the permit is issued. Job title, declared salary and qualification must be consistent — a "senior technician" title with a basic-tier salary is flagged.
Why the Tier Matters
Tiering determines which professions the establishment may fill with expatriates under its Nitaqat band and sector rules, aligns with the SVP requirement for listed professions, and feeds future policy on fees and quotas. Employers who classify honestly at issuance avoid problems at renewal.
The Fees an Employer Pays Per Worker
- Work permit fee — annual, paid on Qiwa at issuance and renewal
- Expatriate levy — SAR 800 per month (SAR 9,600 a year) for each expatriate in establishments where expatriates equal or outnumber Saudis; reduced where Saudis are in the majority; certain sectors and small firms have relief
- Iqama issuance/renewal — around SAR 650 a year
- Health insurance — mandatory private cover, from roughly SAR 500 to over SAR 2,000 a year depending on plan and age
- Visa issuance — a per-visa government fee at the block-visa stage
- Exit/re-entry visas — per trip, borne by the employer
Taken together, government fees and insurance typically run SAR 12,000 to 15,000 per basic-tier worker per year before salary; skilled and high-skilled workers carry similar government fees but higher insurance and salaries.
What the Employer May Not Charge the Worker
Saudi Labour Law places recruitment fees, iqama, work-permit fees and the levy on the employer. Deducting them from wages is unlawful and, on the Indian side, contradicts the attested contract and eMigrate undertakings.
Renewal Checks From 2026
At renewal Qiwa verifies wage-protection compliance, the SVP certificate for listed professions and consistency of the skill tier with the paid salary. A worker paid below the declared tier salary can block the renewal.
Budgeting a Recruitment
Combine these fees with recruitment, medical and travel costs — itemised in our Saudi hiring cost breakdown — or run a quick estimate with the cost and timeline calculator. Figures are indicative and change with Ministry decisions; the signed agreement governs.
