Middle East
Key trends shaping the Middle East's labor and immigration landscape
Continued modernization through integrated digital systems
Governments across the Middle East are continuing to modernize immigration and labor administration by strengthening alignment between digital platforms. Saudi Arabia’s use of Qiwa to standardize employment contracts, wage clauses, and salary data reflects a broader regional focus on transparent, streamlined systems that support clarity for employers and employees.
Similar developments in Oman’s updated job codes and professional licensing requirements, as well as the UAE’s alignment between immigration status, labor registration, and Emiratisation records, highlight a shared commitment to administrative efficiency, data consistency, and predictable workforce planning.
Workforce localization as a driver of sustainable labor markets
Localization initiatives remain a central feature of regional labor strategies. Saudi Arabia’s expanded Saudization requirements for the sports sector and housing supervisors demonstrate how localization policies are being tailored to specific industries and roles to support long-term national employment objectives.
In the UAE, the increase in the minimum wage for Emiratis in the private sector reinforces Emiratisation by enhancing the attractiveness of private-sector employment. Together, these measures reflect a balanced approach that promotes national participation while continuing to support international talent where required.
Structured compliance frameworks supporting employer clarity
Across the GCC (Gulf Cooperation Council), governments are introducing clearer frameworks that help employers understand and meet their obligations. The introduction of penalties for late social security contributions in Bahrain and Kuwait, alongside Kuwait’s updated residency fee structure and mandatory health insurance requirements, underscores efforts to promote consistency, transparency, and workforce stability.
By linking immigration processes with payroll and social security systems, these initiatives support improved planning and long-term compliance outcomes for employers operating across multiple jurisdictions.
Facilitated mobility within clearly defined frameworks
While maintaining strong governance, GCC countries are also enhancing mobility through structured initiatives. Qatar’s expanded Hayya access for GCC residents, offering multiple-entry access and extended stays, supports regional travel for business and personal purposes.
The approval of a GCC one-stop travel system further demonstrates the region’s commitment to improving travel efficiency and integration. At the same time, ongoing refinements to visa pathways across the region support clear distinctions between different types of permitted activities, ensuring mobility options remain transparent and well-defined.
United Arab Emirates (UAE)
Expanded Golden Visa benefits, evolving eligibility criteria, and labor reforms
The UAE has introduced new benefits for Golden Visa holders, particularly for those who experience travel disruptions while abroad. Authorities have implemented a streamlined digital process allowing Golden Visa residents to obtain return documentation if passports are lost or damaged, alongside enhanced support services for emergency situations. These measures reinforce the UAE’s long-term strategy of attracting and retaining high-value residents, investors, and skilled professionals.
At the same time, Golden Visa eligibility criteria continue to evolve, with authorities applying more detailed assessment practices across certain categories, including highly skilled professionals and executives. Updated guidance has clarified qualification thresholds and documentation expectations, encouraging a more structured and transparent application process.
From a labor market perspective, the UAE has continued to strengthen Emiratisation and workforce governance. The minimum wage for Emiratis in the private sector will increase to AED 6,000 per month effective January 1, 2026, reinforcing incentives for private-sector national employment. Authorities have also announced forthcoming relaxed stay rules for visit visas used for work assignments, aimed at improving flexibility for short-term project-based activities once implementation is finalized. Additional immigration, residency, and Emiratisation process updates further support alignment between immigration status, labor registration, and workforce data.
Saudi Arabia
Contract formalization, refined visa processes, and expanded Saudization
Saudi Arabia has continued to enhance labor and immigration frameworks through new requirements mandating the implementation of wage clauses and updated employment contracts within the Qiwa platform. Employers are required to ensure that contractual terms, salary details, and employee records are accurately reflected across government systems, with deadlines announced for updating registered salary information. These measures support transparency and clarity in employment relationships.
Visa processes have also been refined. Authorities have reported an increase in refusals for Business Visit Visa applications, particularly in cases involving frequent or repeated travel, reflecting efforts to ensure that visa pathways are aligned with the nature of the intended activities.
In parallel, Saudi Arabia has announced new Saudization requirements, including localization mandates for roles in the sports sector and housing supervisors. These initiatives expand nationalization policies into additional sectors and align with broader Vision 2030 objectives to support sustainable workforce participation for Saudi nationals.
Kuwait
Updated residency framework and mandatory health insurance
Kuwait has implemented significant updates to its immigration framework, including the introduction of new and increased fees for residency (Iqama) permits and visit visas. These changes reflect efforts to modernize immigration processes and support structured planning for foreign residents and employers.
In addition, Kuwait now requires health insurance coverage for all foreign residents and visitors as a prerequisite for residency issuance and entry. This requirement strengthens public health protections and integrates insurance compliance into the immigration process.
Qatar
Human resources framework reforms and expanded regional mobility
Qatar has introduced amendments to its human resources framework, updating regulations governing employment administration, contract management, and workforce oversight. These changes strengthen standardized HR governance and clarify employment processes, particularly within the public sector.
On the immigration side, Qatar expanded access under the Hayya platform for GCC residents, introducing multiple-entry access and extended stay periods. This update enhances flexibility for regional residents traveling to Qatar for business, family, or short-term activities, while maintaining centralized and streamlined immigration management.
Oman
Licensing requirements and job classification updates
Oman has introduced a new licensing requirement for select professions, requiring foreign nationals in affected roles to obtain approval or certification from relevant professional bodies before work permits can be issued or renewed. This initiative supports professional standards and workforce regulation.
Oman has also updated its official job code framework, requiring employment contracts to reflect revised job titles and classifications. In certain cases, applicants must also submit attested educational certificates, further supporting accuracy and consistency in employment documentation.
Regional (GCC)
One-stop travel system approved
GCC authorities have approved a one-stop travel system for GCC nationals, allowing travelers to complete immigration procedures at the departure airport without repeating full checks upon arrival in another GCC country. This initiative aims to enhance travel efficiency and regional integration while maintaining robust governance.
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