Everything you want to know about moving to Saudi Arabia

To work in Saudi Arabia, you need a work visa — officially called an Employment Visa (D5). This visa is issued by the Saudi embassy in your home country once your employer has obtained a work permit (tasrih) for you through the Ministry of Human Resources and Social Development (MHRSD). You cannot arrange a work visa yourself; it must be sponsored by your Saudi employer. After entering the country, your employer is responsible for converting your entry visa into an Iqama (residency permit) within 90 days. See our full Iqama guide for the step-by-step process.

Processing times vary but typically range from 2 to 6 weeks once your employer has submitted all required documentation. The employer-side process — obtaining the work permit from MHRSD — often takes another 2–4 weeks. In practice, the full journey from job offer to visa in hand is commonly 4–8 weeks. Large multinational companies with established HR processes and pre-approved visa quotas tend to complete the process more quickly than smaller local companies.

No — you cannot legally convert a tourist visa into a work visa while inside Saudi Arabia. Working on a tourist visa is a serious violation of Saudi immigration law and can result in fines, deportation, and a ban from re-entering the country. If you are in Saudi Arabia on a tourist visa and receive a job offer, you must exit the country and apply for a work visa through the proper employer-sponsored channels. There is no in-country conversion pathway for tourist visa holders.

A work visa is what you use to enter Saudi Arabia for the first time on an employment basis — it is issued by the Saudi embassy in your home country and is a one-time entry document. An Iqama is your Saudi residency permit — a physical card (and digital ID on the Absher app) that confirms your legal right to live and work in the Kingdom. Once you arrive on a work visa, your employer applies for your Iqama, which must be issued within 90 days. The Iqama is what you use for day-to-day life: opening a bank account, signing a lease, re-entering the country after travel. Read more in our complete Iqama guide.

Historically, yes — the kafala (sponsorship) system tied foreign workers exclusively to a single employer who acted as their legal sponsor. Saudi Arabia has been reforming this system since 2021 under the Labour Reform Initiative (LRI). Workers in many sectors now have the right to change jobs, exit the country, and transfer sponsorship without employer permission. However, your employer is still your formal Iqama sponsor, and the kafala framework still applies in many practical ways. The reforms are significant but do not entirely eliminate the sponsorship relationship. Check our Iqama guide for the latest on your rights as a foreign worker.

A dependent visa does not automatically grant work rights. Since 2022, Saudi Arabia liberalised the rules significantly: a dependent spouse can now apply for an independent work permit through a prospective employer directly via the Qiwa platform — without requiring the primary Iqama holder's consent. The work permit is issued separately from the Iqama but remains linked to the family file. The spouse's new employer initiates the process on Qiwa. This change has made dual-income expat families substantially more viable in Saudi Arabia.

Saudi Arabia opened tourist visas to citizens of 49+ countries in 2019. Requirements are straightforward: a valid passport (at least 6 months remaining), an online application at the official VisitSaudi.com website, a passport-sized photo, and the visa fee (approximately USD 120, which includes mandatory health insurance). Citizens of eligible countries can also obtain a visa on arrival at major ports of entry. The tourist e-visa is valid for 1 year from issue date, allows multiple entries, with a maximum cumulative stay of 90 days per year.

The Saudi tourist e-visa allows a maximum cumulative stay of 90 days within its 1-year validity period. Overstaying is taken seriously and can result in daily fines and future entry bans. Extensions are generally not available for tourist visas — if you need to stay longer, you must leave and re-enter (subject to remaining days on your visa), or explore other visa categories. Do not rely on a tourist visa as a bridge to employment — see the question above on tourist-to-work visa conversion.

Legally, your employer must apply for your Iqama within 90 days of your arrival. In practice, many employers initiate the process within the first few weeks, and once the application is submitted, a digital Iqama typically appears in the Absher app within 2–4 weeks. The physical card used to take longer but the digital version is now considered valid for all official purposes. Delays are usually caused by incomplete documentation — especially if the GAMCA medical examination, fingerprinting, or attested documents are not ready. Proactively follow up with HR if you have not heard anything by week 6. See our full Iqama timeline.

For your first Iqama, you will typically need: your original passport, your work visa stamp, 4 passport-sized photos, a completed medical examination at a Ministry-approved health centre (the GAMCA exam if done abroad, or an in-country medical if from a Western country), fingerprinting at a Jawazat (passports) office, your employment contract, and your educational certificate attested by your home country's foreign ministry and the Saudi embassy. Depending on your nationality and profession, additional documents may be required. Your employer's PRO (Public Relations Officer) will normally guide you through this, but arriving with attested documents already prepared saves significant time. Full checklist in our Iqama guide.

The base Iqama issuance fee is SAR 650 per year for a standard residency permit. By law, your employer is responsible for the cost of your Iqama — deducting it from your salary is illegal. Employers also pay an expat levy to the government separately. Dependent Iqamas for family members cost approximately SAR 400 per person per year. Annual renewal fees are the same as the initial issuance fee. Late renewal penalties can accrue quickly, so track your expiry date on the Absher app and ensure your employer renews well before expiry.

Yes — since the 2021 Labour Reform Initiative, most private sector workers with at least 12 months of employment can transfer their Iqama sponsorship to a new employer without requiring their current employer's permission. You initiate the transfer via the Qiwa platform. Conditions: your Iqama must be valid, you must have no outstanding labour disputes, and you must have completed the minimum 12-month tenure. Government sector workers and domestic workers are subject to different rules. While the reforms are significant, check your contract for any notice or penalty clauses before switching.

If your Iqama expires, you are in violation of residency law. The Jawazat enforces a tiered penalty schedule: SAR 500 flat fine (1st offence); SAR 1,000 (2nd offence); SAR 1,000 plus a formal deportation order (3rd offence). An expired Iqama also immediately suspends your employer's access to Mudad, Qiwa, and GOSI portals — blocking salary runs and work permit renewals for the entire company until your Iqama is reinstated. The responsibility for renewal lies with your employer, but track the expiry date yourself on the Absher app and remind your HR/PRO team at least 4–6 weeks before expiry. The Absher app sends renewal notifications — enable them.

Saudi Arabia introduced the Premium Residency (Al-Iqama Al-Mumayaza) programme in 2019. There are two tiers: Permanent Premium Residency (one-time fee of SAR 800,000) and Annual Premium Residency (approximately SAR 100,000 per year). Holders can live, work, and own property without a Saudi sponsor, sponsor family members, and exit and re-enter freely. The programme targets high-net-worth investors, senior executives, and high-skill professionals. It is not the same as Saudi citizenship. Applications are submitted through the Premium Residency Centre (PRC) website.

Yes — once you have your own Iqama, you can sponsor your spouse and children (under 18 for sons; unmarried daughters of any age). To do so, your salary must meet the minimum threshold set by the government (check the Absher platform for current figures). Family members enter on a dependent visa and receive dependent Iqamas. Adult sons over 18 must have their own employment-based Iqama. The process is managed through Absher and typically takes 4–8 weeks once documentation is complete. Each dependent Iqama must be renewed annually at approximately SAR 400 per person.

Since the 2021 Labour Reform Initiative, your Iqama remains technically valid until its expiry date after job loss, but you enter a 90-day grace period to find and transfer to a new employer via Qiwa. Your previous employer is required to notify Qiwa of the termination. During the 90-day grace period, you retain the right to remain in the Kingdom legally and continue searching for employment. If no new employment transfer is completed within 90 days, you must depart Saudi Arabia on a Final Exit Visa. Your end-of-service gratuity from the previous employer must be paid at or before the point of departure.

Any foreign investor establishing or acquiring a business in Saudi Arabia must obtain a foreign investment licence from the Ministry of Investment (MISA) before registering with the Ministry of Commerce. The MISA licence confirms your permitted business activities, authorises the ownership structure, and is the legal gateway for foreign ownership. MISA licence issuance typically takes 5–15 business days once all documents are submitted. Saudi nationals and GCC citizens are exempt — they register directly with the Ministry of Commerce. Learn more at our Start a Company guide.

Minimum capital requirements are sector-dependent and determined by MISA on a case-by-case basis. There is no universal minimum for a standard LLC — MISA assesses the nature of the business activities and may require capital commensurate with the scale of planned operations. Branch offices of foreign companies require no separate capital injection. Joint ventures follow agreed partner terms. Free zone companies follow zone-specific capital requirements. Consulting a licensed PRO service before filing ensures you meet the current sector-specific threshold.

The four main structures are: LLC (Limited Liability Company) — the most common for foreign investors, sector-dependent capital, 100% foreign ownership permitted in most sectors; Branch Office — extension of a foreign parent company, no separate capital required, good for professional services firms; Joint Venture — capital agreed between Saudi and foreign partners; Free Zone Company — zone-specific rules (KAEC, SPARK, NEOM zones), often with CIT holidays and 100% foreign ownership. See full structure comparison at business/start-a-company.

End-to-end registration typically takes 3–8 weeks with all documents prepared. Key phases: MISA foreign investment licence (5–15 business days), Commercial Registration (CR) through the Ministry of Commerce (1–5 business days after MISA), Saudi Professional Licence (SPL), Chamber of Commerce enrolment (annual fee SAR 400–2,000), and GOSI/ZATCA/Mudad/Qiwa platform registration (1–3 weeks combined). Document preparation and Apostille/embassy legalisation — if not already done — should be factored in separately and can add 1–3 weeks. A licensed PRO with established government relationships significantly compresses this timeline.

The Saudi government mandated that multinational companies wishing to contract with Saudi government entities must establish their regional headquarters (RHQ) in Saudi Arabia. The January 1, 2024 compliance deadline has passed and is actively enforced. Companies that had not established an RHQ by that date are currently excluded from Saudi government procurement tenders. Retroactive RHQ establishment may restore tender eligibility — consult MISA for the current reinstatement pathway and required documentation. RHQ entities receive specific benefits: a 30-year CIT holiday on RHQ activities, expedited Iqama processing for senior executives, and operational facilitation. If your company has no current or planned Saudi government contracts, the RHQ obligation does not directly apply — though the commercial incentives may still be compelling. Full guide at business/start-a-company.

Corporate Income Tax (CIT) is levied at a flat rate of 20% on income attributable to foreign shareholders in Saudi-registered companies. Saudi and GCC national shareholders do not pay CIT — they pay Zakat (2.5% on the Zakat base) instead. In a fully foreign-owned company (100% foreign ownership), the entire net profit is subject to CIT at 20%. In a mixed-ownership joint venture, CIT applies only to the foreign ownership portion and Zakat applies to the Saudi ownership portion. See our full Tax Guide.

No — Saudi Arabia has zero personal income tax on employment income, investment returns, and capital gains for individuals. This applies equally to Saudi nationals and all expatriates regardless of salary level. This is one of Saudi Arabia's most significant financial advantages for high earners. However, your home country may still tax your Saudi income: US citizens must file annual US tax returns and may use the Foreign Earned Income Exclusion (FEIE, approximately USD 126,500 in 2024). UK residents working abroad should seek specific advice on HMRC non-residency tests. Check our Tax Guide for country-specific guidance.

Zakat is an Islamic wealth tax levied at 2.5% of the Zakat base (broadly: net equity plus long-term liabilities, adjusted per ZATCA rules). It applies to Saudi and GCC national-owned business entities — not to individuals. In a company with mixed Saudi/foreign ownership, Zakat applies to the Saudi-owned portion of the Zakat base and CIT (20%) applies to the foreign-owned portion. In a 100% foreign-owned company, Zakat does not apply — only CIT applies. Both are collected and administered by ZATCA (Zakat, Tax and Customs Authority).

Withholding Tax (WHT) is deducted at source when a Saudi entity pays a non-resident. Key rates: management fees 20%, royalties 15%, technical and consulting services 5%, dividends 5%, interest 5%, rent 15%, insurance and reinsurance premiums 5%. The Saudi entity is responsible for withholding and remitting to ZATCA within 10 days of month-end. Saudi Arabia has Double Taxation Avoidance Agreements (DTAAs) with 50+ countries — including the UK, France, China, India, and most GCC states — which can significantly reduce these rates. Always verify your country's DTAA position before structuring cross-border payments.

Saudi Arabia introduced VAT in January 2018 at 5%, which was raised to 15% in July 2020. VAT applies to most goods and services sold in the Kingdom. Businesses with annual taxable supplies exceeding SAR 375,000 must register with ZATCA. Filing is monthly or quarterly depending on company size. Certain sectors have exemptions or zero-rating — including some financial services, residential property rental, and international transport. Penalties for late registration and non-compliance are significant. VAT registration is done through the ZATCA portal (zatca.gov.sa).

Saudi Arabia has several active and emerging zones: KAEC (King Abdullah Economic City) — west coast, logistics, manufacturing, and port operations; SPARK (Prince Abdulaziz City for Science and Technology) — Riyadh-adjacent, technology and innovation focus; Jazan Economic City — industrial and petrochemical; NEOM zones (Sindalah, Oxagon) — advanced manufacturing, maritime, and tech. Free zone companies benefit from CIT holidays that vary by zone — NEOM zones: 50-year CIT holiday under the NEOM Special Law; KAEC: 20-year CIT exemption; SPARK and other SEZs: activity-specific terms — confirm directly with SEZA before structuring. All active zones offer 100% foreign ownership, streamlined customs and import procedures, and expedited business licensing. SEZA (Special Economic Zones Authority) is the umbrella authority governing the programme. Full breakdown at business/free-zones.

GOSI (General Organisation for Social Insurance) is Saudi Arabia's mandatory social insurance system. For expatriate employees, contribution is limited to occupational hazard insurance: the employer contributes 2% of the employee's basic salary monthly. Expats do not contribute personally to GOSI and do not receive pension benefits — only coverage for workplace injuries and occupational diseases. For Saudi national employees, total contributions are 21.5%: employer 12.75% (10.5% pension/annuity + 2% occupational hazards + 0.25% SANED unemployment scheme) and employee 8.75% (8.5% pension/annuity + 0.25% SANED). GOSI is registered during the company setup process and contributions are paid via the Mudad platform.

EOSG is one of Saudi Arabia's most significant employee rights and is calculated on final basic salary only — not total package (housing allowance, transport, and other benefits are excluded, which is why the basic/allowance split in your contract matters enormously).

Formula: Years 1–5: (Basic salary ÷ 30) × 15 days × years of service. Years over 5: (Basic salary ÷ 30) × 30 days × years of service beyond 5.

For resignation: 1/3 of full EOSG after 2–5 years; 2/3 after 5–10 years; full EOSG after 10+ years. For dismissal or contract expiry (at any length of service): full EOSG. EOSG must be paid within your final month of employment. Delayed payment can be pursued through MHRSD or the Qiwa platform.

The standard probation period under Saudi Labour Law is 90 days, extendable to a maximum of 180 days by mutual written agreement in the employment contract. During probation, either party may terminate the contract with no notice period required and no end-of-service gratuity obligation. Probation cannot be used repeatedly — an employer cannot put the same employee through a second probation period for the same role. The probation period must be explicitly stated in the contract to be enforceable.

Under Saudi Labour Law Article 75, the statutory minimum notice period for indefinite-term contracts is 30 days for employee-initiated resignations and 60 days for employer-initiated terminations. For fixed-term contracts, the contract end date governs — early termination by the employer without cause entitles the employee to compensation for the remaining term. If an employee is dismissed without valid cause on an indefinite-term contract, they are entitled to additional compensation of 2 months' salary per year of service — on top of the regular EOSG. Check your employment contract carefully as many companies set longer notice periods (90 days is common for senior roles).

Overtime under Saudi Labour Law is compensated at 150% of the standard hourly rate (basic salary ÷ 26 working days ÷ 8 hours per day × 1.5). The standard working week is 48 hours (8 hours/day, 6 days). During Ramadan, working hours are legally reduced to 6 hours per day for all employees. Weekend work and work on official public holidays may attract higher rates depending on the employment contract. Maximum overtime is legally capped at 3 hours per day. All overtime must be agreed in writing — verbal agreements are difficult to enforce in disputes.

Saudi Labour Law entitles employees to a minimum of 21 days of paid annual leave per year for the first five years of service. This increases to 30 days per year after five years of continuous employment with the same employer. Your employment contract can provide more than the statutory minimum but cannot provide less. Annual leave entitlement accrues proportionally during the year. Unused leave must be compensated financially if employment ends before it is taken — it cannot simply be forfeited.

Saudi Labour Law provides the following sick leave entitlement per year: 30 days at full pay, then 60 days at 75% pay, then 30 days unpaid. A medical certificate from an approved healthcare provider is required for absences of 3 consecutive days or more. After the 120-day total sick leave period is exhausted, the employer may terminate the contract — but EOSG remains payable. Sick leave during probation does not count toward the above entitlement. Your employer may have more generous sick leave provisions than the statutory minimum.

The Wage Protection System (WPS) — operated through the Mudad platform — requires all private sector employers in Saudi Arabia to pay salaries electronically through monitored channels. Every payment is timestamped and reported to MHRSD in real time. If your employer delays salary payment by 7+ days past the due date, MHRSD is automatically notified and can impose penalties, freeze the employer's ability to issue new work permits and renew existing Iqamas, and initiate enforcement action. WPS payment records are admissible as evidence in labour disputes — they provide an automatic, tamper-proof salary payment history that strongly favours employees in MHRSD mediation and Labour Court proceedings.

Qiwa (qiwa.sa) is the Saudi government's official HR and workforce platform operated by MHRSD. Key functions for employees: view and validate your employment contract (your employer must upload it to Qiwa), initiate and accept job transfers without employer consent (after 12 months of service), apply for the Qiwa freelance permit if eligible, and file labour complaints. To use Qiwa, log in with your Absher credentials (you need a Saudi mobile number linked to Absher) and navigate to "My Services." The Qiwa app is available in Arabic and English on iOS and Android. Accepting a new job offer through Qiwa initiates the Iqama transfer process simultaneously.

No. Saudi Labour Law Article 40 explicitly prohibits employers from confiscating or retaining a worker's passport without the worker's written consent. Passport confiscation is illegal and a reportable offence. Employers may temporarily hold your passport during the initial Iqama application process — typically 2–4 weeks — but once the Iqama is issued, your passport must be returned to you immediately. If your employer refuses to return your passport, file a complaint with MHRSD via their hotline 19911 or through the Qiwa or Musaned platform. You can also report in person at any MHRSD office. This protection applies to all workers regardless of nationality or sector.

Nitaqat is Saudi Arabia's workforce nationalisation programme requiring private sector companies to employ a minimum percentage of Saudi nationals. The required percentage varies by industry and company size. Companies are rated Platinum, Green, Yellow, or Red based on compliance. As an expat employee, Nitaqat does not directly affect your personal status — but it significantly affects your employer. Companies rated Red (non-compliant) face restrictions on issuing new work permits and renewing existing Iqamas, meaning your Iqama renewal could be blocked if your employer falls into the Red zone. Before accepting a job, check your prospective employer's Nitaqat compliance through mol.gov.sa — this is a practical due diligence step many new expats overlook.

Saudi Arabia has a clear 4-step labour dispute resolution process. Most disputes are resolved at step 1 or 2 without reaching the courts:

Step 1 — Qiwa Complaint: File a complaint via the Qiwa platform (qiwa.sa). Your employer has 21 days to respond. Keep all written evidence — contracts, payslips, messages.

Step 2 — MHRSD Mediation: If unresolved, MHRSD schedules a mediation session, typically within 3–4 weeks. A Ministry officer facilitates the session. Most salary and EOSG disputes are resolved here.

Step 3 — Labour Court: If mediation fails, the case is referred to the Labour Courts. Proceedings are conducted in Arabic — hiring a Saudi labour lawyer is strongly advised. Court proceedings can take 3–12 months.

Step 4 — Court of Appeals: Labour Court decisions can be appealed to the Court of Appeals within 30 days of the judgement. Always preserve WPS salary records, Qiwa contract data, and written communications as evidence.

Rents vary significantly by area and property type. In Riyadh: a one-bedroom apartment in a decent area costs SAR 2,500–4,500/month; a two-bedroom SAR 4,000–8,000; a compound villa SAR 7,000–15,000. Jeddah is slightly cheaper: one-beds SAR 2,000–4,000; two-beds SAR 3,500–7,000; compound villas SAR 6,000–13,000. Premium compounds and new-build developments can substantially exceed these figures. Annual leases are the norm and 2–4 months' rent upfront is common. See our complete housing guide for a full breakdown by neighbourhood.

A compound is a gated residential community, typically catering primarily to expats. Compounds offer shared amenities not common in regular Saudi residential areas — swimming pools, gyms, tennis courts, Western-style supermarkets, restaurants, and community centres. They operate under their own management and are generally more relaxed in terms of social customs within the compound walls. Compounds charge higher rents than equivalent standalone apartments but offer a community environment that many families find invaluable, especially when first arriving. Many multinational employers provide compound housing or a housing allowance that covers compound rents. Read more in our housing guide.

It depends entirely on your priorities. Compounds are ideal for families with children (built-in playmates, safe outdoor spaces, international school buses often stop at the gate), those who value a ready-made social network, and people arriving for the first time who want a gentler transition. City apartments offer a more local, authentic experience, are usually cheaper, give more independence, and put you closer to restaurants, malls, and culture. Single professionals often prefer city apartments; families with young children often prefer compounds. Many long-term expats start in a compound and move to a city apartment after a year or two once they are settled.

Property ownership rules for foreigners have been evolving. As of 2024, non-Saudi residents (Iqama holders) can own residential property for personal use in most areas outside Mecca and Medina (which are restricted to Muslims and Saudi nationals). Premium Residency holders have the broadest property rights. Standard Iqama holders face some restrictions depending on property type and location, and Ministry of Interior approval is required in some cases. Foreigners are not currently permitted to own land in border zones or strategic areas. Always consult a local legal advisor before purchasing — regulations in this area continue to evolve.

Leases in Saudi Arabia are typically for 12 months and must be registered on the government's Ejar platform — a legal requirement that protects both tenants and landlords. The process: find a property (via Bayut.sa, Property Finder, or an agent), negotiate the rent and terms, sign the contract (bilingual Arabic/English is common for expats), pay the agreed upfront amount (usually 2–4 months' rent by bank transfer or certified cheque), register the lease on Ejar, connect utilities (KAHRABA for electricity, water billed separately), and take a move-in inventory. Brokers typically charge one month's rent commission. Full step-by-step in our housing guide.

Apply as early as possible — ideally 6–9 months before your intended arrival. Top-tier schools such as BISR (British International School Riyadh) and Jeddah Prep have waiting lists of 2 or more years, so applications should be submitted as soon as your corporate relocation is confirmed. Submit to multiple schools simultaneously to maximise options. Schools in the RCRC (Royal Commission for Riyadh City) International Schools Program may have expedited corporate relocation pathways for employees of qualifying companies. Visit our Schools guide for school listings, fees, curricula, and application contacts.

The CAT4 (Cognitive Abilities Test, 4th edition) is an admissions and placement assessment by GL Education. Most British-curriculum international schools in Saudi Arabia use it to evaluate a child's cognitive abilities across four batteries: verbal, non-verbal, quantitative, and spatial reasoning. It helps schools place students at the appropriate year-group level and identify learning support needs. Critically, the CAT4 is a cognitive ability test — not a knowledge test — so children cannot meaningfully "study for it." Schools require it at admissions, not as a hurdle, but as a placement tool. Results are shared with parents and inform learning plans throughout the child's time at school.

The attestation pipeline is the most commonly missed step in family relocations — missing it completely halts your child's school enrolment. The pipeline for each document (birth certificate, school transcripts, vaccination records):

1. Domestic notarisation — notarise the original in your home country (1–3 days).
2. Apostille or embassy legalisation — for Hague Convention countries, obtain an Apostille from the relevant authority. For non-Hague countries, legalise through your home country's foreign ministry then the Saudi embassy (1–3 weeks).
3. Saudi MoFA counter-attestation — on arrival in Saudi Arabia, documents must be counter-attested by the Saudi Ministry of Foreign Affairs (3–7 days in person, or via PRO service).

Total pipeline: allow 6–14 weeks depending on your home country. Start before you depart — do not leave it until after arrival.

Noor (noor.moe.gov.sa) is the Saudi Ministry of Education's student management system. It is the official database through which all schools — including international schools — register enrolled students and track academic records. Once your child is accepted by a school and the attested documents are verified, the school's registrar handles the Noor enrolment using your child's Iqama number. Parents do not typically interact with Noor directly. Without a valid Iqama number for your child, Noor registration cannot proceed — this is why dependent Iqamas for children must be processed promptly on arrival and before the intended school start date.

Saudi law requires all employers to provide health insurance for employees and their immediate dependents. The most common insurers covering expats are Bupa Arabia, Tawuniya, AXA Cooperative, and Walaa Insurance. Your policy will specify a network of approved hospitals and clinics — always carry your insurance card and verify network status before booking an appointment, as out-of-network visits are typically your responsibility. Major private hospitals (King Faisal Specialist Hospital, HMG, Saudi German Hospital, Dr. Sulaiman Al-Habib) accept direct billing from major insurers. For anything beyond routine GP visits, pre-authorisation from your insurer is required. See our Service Directory for healthcare providers by city.

For planned inpatient admissions, day surgeries, or high-cost diagnostic procedures, your attending physician submits a pre-authorisation request to your insurer (Bupa Arabia, Tawuniya, or other) with the diagnosis codes, proposed treatment plan, and estimated cost. Insurers typically respond within 24–48 hours for elective procedures; urgent cases may be expedited. For emergency admissions, treatment proceeds immediately and the hospital notifies the insurer within 24–48 hours — most policies cover emergency care automatically but require prompt notification. Always save your insurer's 24-hour medical helpline number in your phone before you need it.

Specialist paediatric and developmental therapy services have expanded significantly in Saudi Arabia in recent years. Key providers in Riyadh: Canopy ABA (Applied Behaviour Analysis therapy — ABA, BCBA-led, accepts Bupa Arabia; waitlist typically 3–6 months — join as early as possible), Hope Center for Autism (comprehensive multidisciplinary therapy including speech, OT, and ABA; accepts most major insurers), and MEDA Therapy Center. In Jeddah: Children's Therapy Center and Al Hayat International Hospital paediatric services. Pre-authorisation from your insurer is required before starting any insurance-covered therapy programme. Contact providers directly on arrival and join waitlists immediately — demand consistently exceeds supply.

GAMCA (GCC Approved Medical Centres Association) is the network of pre-departure health screening centres approved by GCC immigration authorities. If your home country is on the GAMCA list — which covers most South Asian (India, Pakistan, Bangladesh, Sri Lanka, Nepal, Philippines), Southeast Asian, and African countries — you must complete a GAMCA medical examination before your work visa is issued. The examination screens for specified communicable diseases. Results are transmitted digitally to Saudi immigration. Citizens of Western countries (UK, US, EU, Australia, Canada) that are not on the GAMCA list complete their medical examination inside Saudi Arabia after arrival, typically at a Ministry-approved health centre as part of the Iqama process. Check with your employer's PRO which category applies to you.

To open a bank account, visit a branch of your chosen bank with your Iqama, passport, and proof of employment (an employment letter on company letterhead). Most major banks allow you to initiate the application digitally and just verify your identity in-branch. The account is usually active within 1–3 business days, and your debit card arrives in 7–10 days. Al Rajhi and SNB (Saudi National Bank) have streamlined processes for expats. If your Iqama is not yet ready, some banks allow account opening with your work visa and employer letter — though this varies and such accounts have lower transfer limits. See our banking guide for a full bank comparison.

In most cases, yes — an Iqama is the standard required ID for opening a full bank account. However, some banks will open a temporary or limited account using your passport and work visa while your Iqama is being processed, though this account will have lower transfer limits and fewer features. It is worth asking your employer which bank they use for payroll, as many companies have corporate arrangements that simplify account opening for new employees — sometimes before the Iqama is issued. The STC Pay digital wallet also allows basic payment and transfer services before a full bank account is established.

The most popular banks among expats: Al Rajhi Bank (largest bank in Saudi Arabia, excellent mobile app, widest ATM network in the Kingdom), Saudi National Bank — SNB (formerly NCB, good English service, wide branch presence), and SABB (Saudi British Bank — an HSBC affiliate, popular with British expats and Western multinationals). Riyad Bank and Banque Saudi Fransi are also well-regarded. For digital payments, STC Pay is widely used. Most expats recommend having their salary in a major local bank for bill payments and transfers, while using a service like Wise or Al Rajhi Exchange for international remittances. Full comparison at life/banking.

Saudi Arabia has no restrictions on remitting legitimately earned salary. Most popular methods: Wise (competitive exchange rates, transparent fees — excellent for UK, US, and European recipients), Al Rajhi Exchange (extensive network, popular with South Asian workers), local bank SWIFT transfers (reliable but often expensive — check your bank's fees before sending), and Western Union / MoneyGram branches in major malls. STC Pay also supports some international transfers. Always compare the total cost including the exchange rate spread — not just the stated fee — as many services advertise "no fee" while building the margin into an unfavourable rate.

Yes. Saudi Arabia imposes a remittance levy of 6% on transfers sent abroad by expatriate residents (non-Saudi citizens). The levy applies to the amount remitted via exchange houses and banks. It does not apply to transfers between Saudi bank accounts, to Saudi nationals, or to corporate business transfers. The levy is collected at the point of transfer and is unavoidable when using formal channels. You can reduce its effective impact by spending more in-country (rent, school fees, car purchases, household expenses) and remitting the net surplus rather than a large gross amount each month.

Yes — the Saudi Riyal has been pegged to the US dollar at a fixed rate of 3.75 SAR per USD since 1986. This peg is backed by Saudi Arabia's substantial foreign exchange reserves (among the largest in the world) and is widely considered one of the most durable currency pegs globally. There is effectively zero exchange rate risk between SAR and USD. However, if you are remitting to a non-USD currency (GBP, EUR, INR, PKR, etc.), normal exchange rate fluctuations between the USD and your home currency apply — meaning your remitted purchasing power can vary despite the SAR/USD stability.

To convert your foreign driving licence at a Muroor (traffic department) office, bring: your valid Iqama, original foreign driving licence, passport copy, 2 passport-sized photos, a translated licence (if not in Arabic or English), and the completed application form. If your nationality is on the direct-conversion list (see below), you exchange your foreign licence without a driving test and receive a Saudi licence within 1–2 weeks. If your nationality requires a driving test, you must book a test appointment at Muroor — slots typically take 2–4 weeks. Your foreign licence is surrendered upon conversion. The Absher app can help you book appointments at Muroor offices online.

Citizens of the following country groups can typically convert their licence directly without a driving test: Western countries — UK, USA, Canada, Australia, New Zealand, all EU member states, Switzerland, Norway, Iceland; GCC nationals — all Gulf Cooperation Council citizens; select other countries including Japan, South Korea, and some others (the list updates periodically — confirm with Muroor before applying). Citizens of most South Asian (India, Pakistan, Bangladesh), Southeast Asian (Philippines, Indonesia), and African countries must take the full Saudi driving test, which involves a theory exam and practical road test. Booking a test slot typically takes 2–8 weeks.

The Riyadh Metro has 6 lines and 85 stations, making it one of the largest urban metro systems in the world by length. Key lines: Line 1 (Blue) — east-west corridor, King Khalid International Airport to Old Airport Road; Line 2 (Red) — north-south along King Fahd Road; Line 3 (Orange) — Al Olaya/King Abdullah Financial District (KAFD) corridor; Lines 4–6 serve additional residential and commercial areas. Fares range from SAR 4 to SAR 16 depending on distance. Purchase a Darb card (reloadable smart card) from station kiosks or the Darb app — single-journey tokens are also available. Operating hours: approximately 6:00am–midnight on weekdays, extended on weekends and holidays. The Naqd app is useful for journey planning across metro and bus connections.

Yes — both Uber and Careem (owned by Uber since 2019) operate extensively across Riyadh, Jeddah, and Dammam. They are reliable, air-conditioned, and priced reasonably. Riyadh has the densest coverage and fastest pickup times. Jeddah has no metro system, making Uber and Careem the primary transport option for expats there. Both apps accept international credit and debit cards with no local account needed. Availability in smaller cities (Abha, Al Khobar) exists but is less reliable. For airport transfers, pre-booking via the apps is recommended.

Speed limits: 120 km/h on highways, 80 km/h on urban roads, 40–60 km/h in residential and school zones. Speed cameras are widespread on all major routes and fines are issued automatically — no police stop required. Mobile phone use while driving is prohibited and fined. Seatbelts are mandatory for all passengers. Saudi Arabia has a significantly above-average road accident rate — tailgating at high speed is common and extremely dangerous. Drive defensively, avoid night driving on inter-city roads where possible, and exercise extra caution in fog conditions (common in winter months in some regions). Petrol: Unleaded 91 (SAR 0.98/litre), Unleaded 95 (SAR 1.18/litre) — some of the cheapest fuel in the world.

Yes. Third-party liability (TPL) insurance is the legal minimum and is mandatory for all vehicles registered in Saudi Arabia. Driving without valid TPL insurance is a criminal offence and results in immediate fines and vehicle impoundment. Comprehensive insurance is strongly recommended — it is required by most compound housing contracts and by all Saudi car finance providers. Insurance is purchased annually and is tied directly to your vehicle's Istimara (registration). Major providers: Tawuniya, AXA Cooperative, and Walaa Insurance. Insurance can be purchased online through the Najm platform or directly from insurer websites. Prices vary based on vehicle value, driver age, and claims history.

To register a vehicle in Saudi Arabia, you need: your valid Iqama, passport copy, mandatory third-party insurance certificate (must be obtained first), and vehicle documents (purchase invoice from a dealer for new vehicles, or ownership transfer papers for used vehicles). New vehicles are typically registered by the dealership on your behalf. For used vehicle purchases, registration transfer is processed at a Muroor office. Annual renewal of the Istimara (vehicle registration card) can be completed through the Absher app, Muroor offices, or licensed service centres. The Istimara must be carried in the vehicle at all times — failure to produce it during a police check results in a fine.

Yes — the production, sale, and public consumption of alcohol is illegal in Saudi Arabia and applies to all residents including expatriates. Importing alcohol is also prohibited. Penalties range from fines and deportation to imprisonment depending on the circumstances. Saudi Arabia has no licensed bars, pubs, or liquor stores. In 2024, Saudi Arabia opened a licensed shop serving non-Muslim diplomats within a specific designated zone — but this does not extend to the general expat population. The law is strictly enforced and your employer's code of conduct will almost certainly include alcohol prohibition. This is a non-negotiable aspect of life in Saudi Arabia.

Saudi Arabia has significantly relaxed its dress code requirements since 2018–2019. Non-Muslim expat women are no longer legally required to wear an abaya in public — this changed in 2018. Modest Western dress (covering shoulders and knees) is widely accepted in shopping malls, restaurants, tourist sites, and business environments. Men should avoid sleeveless tops and very short shorts in formal or conservative settings. At beach resorts, hotel pools, and designated entertainment venues, swimwear is accepted. In conservative areas, traditional neighbourhoods, and government offices, dressing more modestly remains respectful and expected. Apply common sense — Saudi Arabia is a diverse country and context always guides appropriate dress.

Saudi Arabia's official public holidays: Saudi National Day (23 September — 1 day), Founding Day (22 February — 1 day), Eid Al-Fitr (3–5 days — date shifts annually per Islamic calendar), and Eid Al-Adha (3–5 days — date shifts annually). Ramadan is not itself a public holiday but legally reduces working hours to a maximum of 6 hours per day for all employees in the private sector throughout the month. Business hours shift significantly during Ramadan — expect late starts, afternoon breaks, and a surge of activity after sunset. The Saudi weekend is Friday and Saturday — Sunday is a regular working day.

Yes — Saudi Arabia lifted the driving ban for women in June 2018. Women can now obtain a Saudi driving licence, drive independently, own and rent vehicles, and use all road infrastructure on equal terms with men. Foreign women holding valid driving licences from most countries (UK, US, EU, Australia, Canada) can convert their licence without a full driving test at Muroor — the same process as male expat drivers. Ride-hailing apps (Uber, Careem) are widely available across all major cities for those who prefer not to drive.

Saudi Arabia can be surprisingly affordable for many categories compared to Western cities. Petrol (~SAR 1/litre), household help, local food, and utilities are significantly cheaper than the UK or US. Groceries at local markets are cheap; imported Western brands at premium supermarkets are comparable to UK prices. Eating out ranges from very cheap (SAR 15–25 for a local meal) to comparable to London prices at upscale Western restaurants. Rent is the biggest variable — compound housing can be expensive but includes amenities; city apartments are considerably cheaper. The decisive financial advantage: zero personal income tax, which significantly boosts take-home pay at every salary level. Many expats save substantially more in Saudi Arabia than they would at equivalent salaries in the UK or US. See our detailed cost of living guide with real figures by category.

Yes — Tawakkalna is Saudi Arabia's official government services app for digital identity verification and health records. Originally launched as a COVID-19 health passport, it has evolved into a multi-purpose platform used for digital ID verification, vaccination certificates, and accessing certain government venues and services. You will be asked to show Tawakkalna at some government offices, healthcare facilities, and events. Download it on iOS or Android, register using your Iqama number and a Saudi mobile number. Visitors can register with a passport before their Iqama is issued. Both Absher and Tawakkalna are available in English — download both before or immediately after arrival.

Yes — dogs and cats can be brought to Saudi Arabia with the correct documentation: a veterinary health certificate issued within 10 days of travel, valid rabies vaccination records (vaccination must be at least 30 days old and within 12 months), an ISO 11784/11785 microchip, and import approval through the Ministry of Environment, Water and Agriculture (MEWA). Certain breeds — including pit bulls, rottweilers, and other breeds classified as dangerous — may face import restrictions. Budget approximately SAR 500–1,500 for documentation, vetting, and import fees. Using a specialist pet relocation service is strongly recommended as the paperwork and timing requirements are complex. Check your airline's pet transport policy well in advance.

No — the vast majority of expat daily life in Riyadh, Jeddah, and Dammam can be managed in English. Major malls, international restaurants, private hospitals, banks, and most business environments have English-speaking staff. Government apps like Absher and Tawakkalna are available in English. Ride-hailing (Careem, Uber) and food delivery apps (Jahez, HungerStation) operate in English. That said, learning basic Arabic phrases — greetings, polite requests, numbers — is genuinely appreciated by Saudis and makes day-to-day interactions warmer and more authentic. Deeper Arabic proficiency opens doors to local culture, Saudi friendships, and career opportunities that English alone cannot reach.

Saudi Arabia consistently ranks among the safest countries in the Middle East and North Africa for expatriates. Violent crime and petty theft rates are extremely low compared to most Western cities. The Kingdom has invested heavily in security infrastructure, and the legal deterrents are significant. Women can now drive independently, travel alone, live without a male guardian, and work across all sectors — a transformation that has made daily life substantially freer since 2018. The Vision 2030 social reforms have opened up entertainment, tourism, concerts, cinema, and public life in ways that would have been unimaginable a decade ago. The primary safety concern for expats is road traffic — Saudi Arabia has high accident rates, so defensive driving is essential. Western governments generally rate Riyadh, Jeddah, and Dammam as safe for travel, with higher caution advisories for border regions near Yemen. Always check your government's current travel advisory before departure.