Your Nitaqat score is calculated using a broader definition of "Saudi-equivalent" employees than many realize. Identify the non-Saudis on your payroll who already count toward compliance.
Saudi Arabia's Nitaqat program is the primary mechanism for driving private-sector employment of Saudi nationals. For businesses, meeting Saudization quotas determines access to visas, government contracts, and operational flexibility.
Most employers know the basics: hire Saudi nationals, register them with GOSI, and monitor your color-coded tier. However, many businesses miss a critical detail—the Nitaqat framework recognizes certain non-Saudi employees as "Saudi-equivalent" for quota calculations. Understanding these categories can improve your compliance position without requiring additional Saudi hires.
This article outlines the non-Saudi employee classifications that count toward your Saudization percentage.
A son or daughter of a Saudi mother is counted as a full Saudi employee when calculating your Saudization percentage, even if the individual does not hold Saudi nationality.
Subject to applicable requirements, non-Saudi mothers of Saudi children and non-Saudi widows of Saudi citizens are treated as Saudi employees for Nitaqat calculations.
Certain individuals from displaced tribes (القبائل النازحة), commonly known as Bedoon, may be counted as Saudi employees for Saudization purposes. This generally includes Arab Bedoon individuals who do not possess a nationality but are recognized under the Nitaqat framework.
Nationals of GCC member states—citizens of the United Arab Emirates, Bahrain, Kuwait, Oman, and Qatar are treated as Saudi employees for Saudization purposes. This equivalence extends to Gulf athletes and sports professionals.
Foreign investors who own private establishments in Saudi Arabia are counted as Saudi nationals in Saudization calculations. This structural advantage can improve a company's compliance ratio from the moment of registration.
A Saudi employee temporarily assigned from one employer to another under an approved lending arrangement counts toward the borrowing employer's Saudization percentage during the lending period.
Saudi citizens engaged under remote work arrangements are recognized as regular employees for Saudization purposes, provided they meet regulatory requirements.
The Nitaqat program counts more than just Saudi passport holders. By recognizing these non-Saudi categories—from children of Saudi mothers to GCC nationals and establishment owners, the framework offers businesses multiple pathways to improve their Saudization percentage.
Review your current workforce against these classifications. You may already employ individuals who qualify as Saudi-equivalent under Nitaqat, bringing you closer to your target tier without additional hiring.
