Saudi Arabia opens doors: expatriates on dependent visas now eligible to work in the education and health sector

Written by Iasmina Stoian

Introduction

Saudi Arabia has reached a milestone in its ongoing economic and social development plan. A new policy has been adopted allowing expatriates on dependent visas to work in the education and health sectors under specific conditions. In the past, during the Saudi Nationalization Program that emerged in 1985, also known as the Nitaqat program, the expatriates were largely restricted from the labour market, as employment for nationals was prioritized. Moreover, in 2017, it was imposed an Expat Dependent fee, requiring expatriated employed in the country to pay a supplementary tax for their dependents or companions. Thus, the life of expats was heavily impacted by this new change of policies.

Moreover, in Saudi Vision 2030, another governmental program launched in 2016, which will be further explained below, this new policy reflects a strategic move towards addressing the labour shortages, improving the quality of education in the country, and helping the better integration of expatriates in Saudi society and culture.

This new policy not only helps the labour shortages and fill the empty vacancies but also helps create a more inclusive and competitive labour market, especially in critical sectors, one example being the education sector, thus aligning perfectly with the targets enshrined in the Saudi Vision 2030.

Labour regulations, Saudization and Saudi Vision 2030

In the past, Saudi Arabia had strict regulations concerning expatriates living on their spouse’s visa and their dependents. Traditionally, they were not permitted to work in the country, as under the Saudization program, also known as Nitaqat, the focus was on giving the chance on job opportunities to Saudi nationals. This program was trying to reduce the dependency on foreign labour by incentivizing the employment of Saudi nationals in different sectors, firstly in private sectors, and later to others. Thus, in 2011 the Ministry of Labor introduced a resolution requiring all private companies in Saudi Arabia to meet specific quotas for employing Saudi nationals, with a compliance deadline set for 2013. However, by 2014, a significant number of expatriates had left the country, and over 200,000 private firms were shut down for failing to adhere to the Saudization or Nitaqat regulations. At the moment, two-thirds of country’s population comprises of Saudi nationals, while one-third comprises of expatriates (Javed 2024).

On the other hand, in 2016 Vision 2030 was launched, a plan that aimed at the diversification of Saudi Arabia economically, socially and culturally, and reduction of its dependency on oil. This project also aimed to address the labour shortage issue, through attracting more internationals to fill those vacancies. This newly adopted policy that allows expatriate dependents to work in the education and health systems is therefore a reflection of this ambitious vision.

Policy details – eligibility, application process and specific requirements

The new policy allowing expatriate dependents to work in country-specific sectors has strict eligibility criteria and steps that need to be followed for a successful application. To be eligible, dependents must fulfil certain age and qualification requirements, depending on the field, and must also possess a valid residency permit or visa. For example, expatriates over 18 years old who have a valid visa and are either a spouse, a relative of the spouse, or a legal guardian can start an application. The required educational accreditations depend on the position that is filled, and can be, for example, positions for teachers or administrative positions. Those professional accreditations must also be recognized by the Saudi authorities.

Applications for obtaining a work permit are processed through Ajeer, an electronic system for controlling temporary employment for expatriates. To this end, employers are allowed to issue work permits through the Ajeer platform provided that all legal requirements are fulfilled and the nature of employment falls within the goals of the Saudization program. This process further ensures that the dependent does not occupy jobs that need to be reserved for Saudi nationals, for which the regulations of Nitaqat will be applied.

As already mentioned, some posts in the education sector require that employees, depending on the post they would fill, should pass certain qualification examinations or become members of related professional bodies. These measures will ensure that expatriate dependents entering into the workforce are indeed qualified to contribute positively to the sector and maintain the standards expected in Saudi Arabian educational institutions. It is a very considered balance of inclusion and regulation, reflective of the broader efforts of the Kingdom to modernize its workforce while still prioritizing opportunities for its citizens.

Impacts on the education sector

This new policy has a significant impact on the country’s educational landscape. By addressing labour shortages, this policy aims to alleviate the strain on these crucial sectors, which have long struggled with staffing gaps. The influx of skilled expatriate teachers can enhance the quality of education by bringing diverse perspectives and expertise, enriching the learning environment for students.

However, cultural integration can impose a challenge. Cultural integration remains a concern, as expatriates must navigate and adapt to Saudi cultural norms while delivering education. Additionally, there may be competition with local workers, potentially leading to tensions over job opportunities and resources. The balance between leveraging the benefits of a diverse workforce and ensuring fair opportunities for Saudi nationals will be crucial. Effective management of these dynamics will be essential to maximize the positive impact on the education sector while addressing any potential issues that arise from this policy shift.

Impacts on the social and economic sectors

Apart from the educational landscape, there is also the broader economic and social consequence of granting expatriates who enter on a dependent visa the green light for working in the education and health sectors. This extends to enabling the larger family income of expatriate families by increasing the core budget they have at home, which then increases consumer spending and continues to help jolt the local economy forward.

Additionally, allowing dependents to work helps promote the better integration of expatriate families within the local community socially, improving a sense of belonging and increasing their participation in social and community activities. The result can be more mileage in cultural interaction and understanding between the expatriates and Saudi nationals. Opening such doors to expatriates shows that, in many ways, Saudi Arabia is moving in the right direction as far as economic and social development in the region.

Conclusions

In conclusion, the new policy in Saudi Arabia became the cornerstone towards addressing labour shortages and improving the quality of these two important sectors. This big step has also aligned with the broader objectives of Saudi Vision 2030 in bringing diversity into the economy, ensuring social integration, and fostering cultural exchange between expatriates and Saudi nationals. Though there are also challenges, such as cultural adaptation and competition with local workers, careful management and regulation will be needed to maximize the benefits. Overall, the policy underlines Saudi Arabia’s determination to modernize its workforce and create an inclusive, dynamic labour market.

1165 words

 

Keywords: Vision 2030, Nitaqat, expatriates, visa, education, labour market, health, Saudi Arabia, culture

 

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