Middle East
Key trends shaping the Middle East's labor and immigration landscape
Travel restrictions and border control measures
Across the Gulf, temporary restrictions introduced earlier in the year in response to regional events and religious travel have now largely eased.
Saudi Arabia
Saudi Arabia had suspended the issuance of short-term visit visas for nationals of 14 countries ahead of the Hajj season to manage inbound volumes and prioritize pilgrims. This suspension has since been lifted, and the Kingdom has resumed issuing business, tourism, and family visit visas to the affected nationalities. However, only single-entry visas with a maximum duration of 90 days are currently being granted. Letters of Invitation (LOIs) are once again being issued but no longer specify visa validity or entry terms. Final decisions on entry conditions now lie entirely with Saudi immigration authorities, and individuals holding existing visas are advised to confirm entry eligibility with their local Saudi embassy. As visa policies remain subject to ongoing adjustments, organizations are encouraged to regularly verify current requirements before travel planning.
Kuwait
In Kuwait, a significant shift in outbound mobility has been introduced through the implementation of a mandatory exit permit system for private-sector expatriate workers. Effective July 1, 2025, all foreign employees are required to obtain exit approval through the Sahel mobile application, with employers expected to provide authorization via the As-hal platform. This development marks a regulatory departure from previous practices, where exit and re-entry were less restrictive. The system reflects a broader move across the Gulf toward digitizing mobility controls and enhancing employer oversight of foreign worker movement.
Workforce nationalization and labor market controls
Labour nationalization continues to be a defining trend shaping immigration and employment policy across the Gulf Cooperation Council (GCC).
Saudi Arabia
In Saudi Arabia, new Saudisation measures are being phased into the tourism sector, with the Ministry of Human Resources and Social Development mandating quotas ranging from 30% for chef positions to 100% for hotel front-desk roles by 2028. These new thresholds are already influencing hiring practices and visa planning in hospitality, particularly for project-based assignments tied to Vision 2030 initiatives.
Alongside these reforms, Saudi Arabia has suspended its Temporary Work Visa (TWV) program for all nationalities. Pending applications have been halted, and the quota allocation tool has been removed from the Qiwa platform. While not formally linked, this suspension appears timed alongside the Hajj period and intensified Saudisation efforts. As a result, companies reliant on short-term expatriate deployment should consider alternate visa strategies and factor in longer lead times for workforce mobilization.
United Arab Emirates
In the United Arab Emirates, pressure to localize continues to increase. As of June 2025, private-sector mainland employers with 50 or more staff were required to meet a 7% Emiratisation threshold. Failure to comply triggers monthly fines of AED 9,000 per unfilled Emirati position. A sector-specific target has also been introduced in the insurance industry, with Emiratisation quotas set to reach 50%–60% by 2030. These evolving quotas require proactive workforce planning, particularly in regulated sectors, and underscore the UAE’s intention to deepen long-term citizen participation in skilled roles.
Citizenship and demographic policy reforms
Nationality frameworks across the GCC are being recalibrated to align with long-term demographic and strategic objectives.
Kuwait
In Kuwait, the right to acquire citizenship through marriage has been permanently revoked. However, limited nationality rights are now available to children of Kuwaiti women under exceptional circumstances. The amended law also includes provisions for using genetic verification in naturalization decisions, raising both legal and ethical considerations for applicants and their families.
Oman
In contrast, Oman has adopted a more inclusive approach. Recent amendments have reduced the residency requirement for citizenship eligibility from 20 to 15 years. The government has also eased criteria for foreign spouses, divorcees, and widows of Omani nationals. However, these reforms are accompanied by stricter revocation rules: naturalized citizens now risk losing their citizenship if they reside outside the country for more than two consecutive years without a valid reason. This demonstrates the dual emphasis on inclusion and national retention in Oman’s demographic strategy.
Process developments and Free Zone administration
United Arab Emirates
Operational changes to immigration procedures continue across the UAE, particularly within Free Zones. New procedural updates have been introduced regarding the classification and approval of educational certificates for designated job titles. These changes are affecting eligibility criteria across sectors such as IT, education, and finance. The Golden Visa process has also undergone restructuring, with end-to-end digitization and enhanced criteria for highly skilled professionals. Notably, company size now directly influences whether an employee qualifies under the skilled professional category, adding a new compliance layer to Golden Visa sponsorship.
In parallel, the UAE’s General Pension and Social Security Authority (GPSSA) has announced the automation of pension and social security registration for Emirati and GCC nationals. As of mid-2025, registration will be automatically triggered upon the issuance or cancellation of a work permit. The move is intended to reduce manual compliance burdens and streamline social insurance coverage across the mainland.
Crisis response and temporary humanitarian measures
The geopolitical climate has also influenced immigration policy in recent months.
United Arab Emirates
In response to escalating tensions linked to the Israel–Iran conflict, authorities in the UAE have introduced temporary protective measures. Overstay fines have been waived for Iranian nationals unable to depart on schedule, and an increase in visa extension requests has been noted among Lebanese and Jordanian nationals affected by travel disruptions. Companies employing individuals from impacted regions are advised to monitor updates closely and be prepared to support staff with documentation and local compliance assistance.
As the region remains vulnerable to periodic instability, governments are responding with a mix of precautionary controls and targeted relief measures. Employers are advised to remain agile in the face of sudden travel advisories, border closures, or visa policy shifts that may affect employee mobility or compliance timelines.
Want more information on Middle East's immigration policy and updates?
Reach out to our experts.
Rekha Simpson
UAE Immigration Lead
Ali Ibrahim
KSA and Bahrain Immigration Lead
Antoine Salloum
Qatar Immigration Lead
Nasrine Abdi
Immigration Manager, UAE