Guide to the Nitaqat Program: What You Need to Know as a HR Professional

The Nitaqat program is a cornerstone of Saudi Arabia’s labour policy, designed to boost national employment and support economic diversification. For HR professionals, understanding this program is critical not only for compliance but also for effective workforce planning and strategic hiring. 

Whether you manage a local business or oversee HR in an international corporation operating in the Kingdom, this guide will help you navigate Nitaqat requirements, ensuring your company remains compliant and competitive. 

What Is the Nitaqat Program? 

Launched in 2011 by Saudi Arabia’s Ministryof Human Resources and Social Development (MHRSD), the Nitaqat program is a Saudization initiative that mandates private sector companies to employ a specific percentage of Saudi nationals. 

The program’s key objectives are: 

Nitaqat categorizes companies based on their compliance with Saudization quotas and incentivizes higher employment of Saudi nationals through benefits and streamlined government procedures. 

How Nitaqat Classifies Businesses 

Under Nitaqat, companies are assigned a color-coded classification based on how well they meet Saudization requirements: 

Saudization targets vary depending on: 

For instance: 

Why prioritize Nitaqat compliance? 

Understanding the benefits of Nitaqat compliance can help your company operate smoothly and strengthen its position in the Saudi labour market.

• Companies in the platinum and green categories enjoy faster visa processing and fewer restrictions when hiring expatriates, reducing administrative delays and ensuring business continuity.
• Demonstrating commitment to Saudization reflects corporate social responsibility and alignment with national economic goals, which can strengthen relationships with clients, investors, and regulators.
• Non-compliance can result in financial penalties, restrictions on hiring expatriates, and limitations on government services, so staying compliant safeguards your company’s operations and growth potential.
• A strong Nitaqat rating signals stability and adherence to best HR practices, giving your company a competitive edge in attracting both local and international talent. 

Steps to Ensure Nitaqat Compliance 

1. Evaluate Your Current Workforce 

Assess the proportion of Saudi nationals compared to your sector-specific Nitaqat quotas. Identify departments or roles with shortfalls. 

• Check prioritized roles: Ensure key positions such as HR managers, receptionists, customer service representatives, and sales roles are staffed with Saudi employees where possible. 

2. Recruit Saudi Talent Proactively 

Collaborate with universities, vocational institutes, and recruitment fairs. Leverage government platforms like the Taqat portal to connect with qualified candidates. 

Ensure recruited employees meet minimum requirements: 

3. Develop Training and Development Programs 

Offer upskilling and mentoring programs to integrate Saudi employees into specialized or technical roles. Focus on bridging experience gaps and preparing employees for key positions that support Nitaqat targets. 

4. Monitor and Report Regularly 

Track compliance using MHRSD online tools or your HR management system. Conduct internal audits periodically to address shortfalls promptly. Maintain documentation on recruitment, training, and placement of Saudi employees to support compliance verification. 

5. Partner with HR Consultants 

Engage specialized HR or legal consultants familiar with Saudization regulations. They can provide tailored guidance, navigate exemptions, and ensure your company remains compliant. Consultants can also help with strategic workforce planning to balance Nitaqat requirements with operational needs. 

Impact on Workforce Planning 

Nitaqat has a direct effect on hiring strategies. HR professionals should consider the following: 

Strategic recruitment

Prioritize roles that Saudi employees can fill effectively while meeting quota requirements. Align recruitment plans with long-term business objectives. 

Diversify expatriate roles

Assign expatriates to highly technical, specialized, or niche positions that complement the local workforce and enhance productivity. 

Retention strategies

Invest in the professional development of Saudi employees. Career growth programs, mentorship, and training initiatives minimize turnover and ensure sustainable compliance. 

Workforce forecasting

Use Nitaqat compliance requirements to inform workforce planning, succession strategies, and talent pipeline development. 

Penalties for Non-Compliance 

Companies in the Red categories face multiple risks: 

Maintaining compliance is essential to avoid operational disruptions, safeguard revenue streams, and protect the company’s reputation. 

Recent Updates to Nitaqat (2024–2025) 

Sector‑specific quotas increased or expanded 

In 2025, new Saudization rates were introduced for a number of sectors. For example: in healthcare, roles such as radiology, medical labs, therapeutic nutrition, physiotherapy now have higher Saudization targets. The tourism sector saw 41 professions newly localized / prioritized for Saudis as of April 2025.  

For sectors like dentistry, accounting, engineering, pharmacy / hospital‑related jobs updated quotas have been published.  

Wider definition of “counted as Saudi” under certain conditions 

Foreign investors who own private businesses are now treated as if they were Saudi nationals when calculating Saudization quotas.  

The classification also extends to certain groups previously excluded: according to official updates, some categories such as “offspring of Saudi women married to non‑Saudis,” non‑Saudi widows of Saudi citizens, and Saudi citizens working remotely are now treated as locals for Nitaqat purposes. 

Flexibility for “flexible / non‑traditional” work counted toward Saudization 

The law now allows a facility to earn a full Nitaqat point if a flexible worker (e.g. part-time or contract basis) completes 160 hours per month.  

This shift reflects labour‑market changes and offers companies additional flexibility to meet Saudization requirements without always hiring full‑time staff. 

More dynamic quota calculations & differentiated quotas by company size or sector 

As of 2025, quota thresholds vary depending not just on sector but on the size of the business and number of employees/professionals in certain roles (e.g. engineering firms with ≥ 5 engineers, accounting firms with ≥ 5 accountants, etc.). 

For example: accounting firms with at least five accountants now have a target Saudization percentage (with gradual increases planned through 2028).