Effective June 2026, Premium Residency holders in Saudi Arabia are required to obtain a dedicated work permit through the Qiwa digital labor platform, operated by the Ministry of Human Resources and Social Development.1
WHY THIS MATTERS
This new requirement introduces an additional compliance step for globally mobile employees holding Premium Residency in Saudi Arabia. The fee structure and permit process are managed via Qiwa, meaning organizations with larger employee numbers may face variable subscription costs. Additionally, clarity on training contract documentation and Saudization targets could impact workforce planning and talent mobility strategies.
Background
Previously, Premium Residency holders were permitted to work in Saudi Arabia without needing a dedicated work permit. The Qiwa platform has traditionally provided various employment-related services, such as contract documentation and compliance tracking. The introduction of a mandatory work permit for Premium Residency holders marks a shift in regulatory practice, adding a formalized step for employment eligibility.
Key Highlights
This regulatory update requires Premium Residency holders to obtain a dedicated work permit through Qiwa at a fee of SAR100. The platform has specified additional details regarding training contracts, resignation procedures, and visa corrections, reflecting broader administrative changes. The key points include:
- Work permit requirement: Premium Residency holders are required to secure a dedicated work permit via Qiwa, with a fee of SAR100.
- Variable subscription fees: Subscription fees for Qiwa services vary based on establishment size and employee numbers under the entity's unified registration.
- Training contracts: Training contracts for Tamheer program beneficiaries can be documented on Qiwa but do not count toward Saudization targets or compliance metrics regarding employment contract documentation.
- Payment options: Service fees may be paid through bank cards, SADAD payment numbers, or the Qiwa digital wallet.
- Resignation procedures: Employees may withdraw resignation requests within seven days if the employer has not acted on the request. Notice periods are governed by individual employment contract terms.
- Visa corrections: Visa information cannot be amended post-issuance. Incorrect visas must be canceled and replaced with accurate details.
KPMG INSIGHTS
In light of the change, organizations might wish to consider the following:
- Update internal protocols to incorporate the requirement for Premium Residency holders to obtain work permits via Qiwa prior to commencing employment.
- Review Qiwa subscription fee structures to evaluate potential financial implications, primarily where larger employee populations are involved.
- Enhance HR awareness of documentation processes for Tamheer training contracts, including their exclusion from Saudization metrics.
- Verify the accuracy of visa applications at the outset, given that amendments are not permitted once visas are issued.
If assignees and/or their programme managers have any questions or concerns about the update, they should consult with their qualified immigration professional or a member of the GMS/People Services team with KPMG in the Lower Gulf (see the Contacts section).
ENDNOTE:
1 Saudi Gazette, “Qiwa: Premium Residency holders must obtain SR100 work permit,” published on 12 June 2026.
Contacts
Disclaimer
* Please note the KPMG International member firm in the United States does not provide immigration or labour law services. However, KPMG Law LLP in Canada can assist clients with U.S. immigration matters.
The information contained in this newsletter was submitted by the KPMG International member firm in the United Arab Emirates.
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