Middle East

Stronger workforce nationalization and local employment policies

Governments across the Middle East continue to strengthen workforce nationalization initiatives as part of broader economic diversification strategies. Saudi Arabia has expanded Saudisation requirements through additional occupational coverage, higher Nitaqat thresholds, and enhanced training obligations, while the UAE continues to advance Emiratisation by increasing mandatory private sector hiring targets by June 30, 2026, and extending the Nafis programme through 2040 with enhanced benefits. Qatar is similarly promoting greater participation of Qatari nationals through digital workforce initiatives such as the Kawader platform.

Collectively, these developments reinforce a regional policy direction that places increasing emphasis on local talent development, requiring employers to proactively align recruitment, workforce planning, and compliance strategies with evolving nationalization requirements.

Increased labor compliance and employer accountability

Authorities across the region continue to strengthen labor compliance frameworks through enhanced regulatory oversight and greater employer accountability. Saudi Arabia has introduced higher labor penalties, expanded trainee obligations, strengthened workplace inspections, introduced new work authorization requirements for Premium Residency holders, and reinforced pre-arrival medical screening requirements. The UAE has implemented earlier wage payment deadlines, increased Wage Protection System (WPS) payment thresholds, and introduced a new salary dispute resolution framework while linking non-compliance with Emiratisation requirements to significant financial penalties and potential restrictions on access to government services. Kuwait has also expanded employee protections by allowing foreign workers to change employers under specified circumstances before completing one year of employment.

Together, these developments highlight growing expectations for employers to maintain robust governance, payroll administration, sponsorship compliance, and workforce management practices.

Greater focus on long-term residence and investment-based immigration

Several jurisdictions continue to enhance long-term residence frameworks to attract foreign investment, highly skilled professionals, and international talent while supporting broader economic objectives.

The UAE continues refining Golden Visa eligibility for highly skilled professionals and executives while expanding property-linked residency opportunities for qualifying investors. Kuwait has introduced a new long-term residence program allowing eligible foreign investors to obtain residence permits valid for up to 15 years, while Oman continues promoting its 10-Year Investor Residency Programme as part of Vision 2040 to attract foreign investment and skilled professionals. Saudi Arabia has also introduced clearer eligibility requirements for Instant Work Visas and additional work authorization requirements for Premium Residency holders.

These developments reflect a broader regional trend toward creating more structured long-term immigration pathways that balance talent attraction with strengthened regulatory oversight.

Evolving regional mobility and border management

Governments across the Middle East continue refining entry policies in response to operational, public health, and regional mobility considerations. Saudi Arabia introduced temporary emergency entry arrangements and visa grace periods following regional disruptions while expanding visa-free travel arrangements with Russia. The UAE introduced visa-on-arrival eligibility for citizens of six additional countries, implemented temporary visa regularization measures for eligible individuals with expired visas, and introduced temporary entry restrictions for travelers from selected countries in response to Ebola-related public health concerns.

Türkiye expanded visa exemption arrangements for selected nationalities to facilitate tourism and short-term business travel, while Qatar resumed standard visa validity and renewal requirements following the conclusion of temporary extension policies and shortened post-cancellation departure periods for Residence Permit holders.

Together, these developments demonstrate a continued effort to balance business mobility and travel facilitation with evolving compliance, security, and public health considerations.

Continued modernization of labor market and immigration frameworks

Governments across the region continue modernizing labor market and immigration systems through regulatory reform, digital initiatives, and more efficient administrative frameworks.

Qatar has introduced labor law amendments aligned with Qatar National Vision 2030 while leveraging the Kawader employment platform to strengthen workforce participation and recruitment transparency. Saudi Arabia continues enhancing workforce regulation through ongoing reforms to the Nitaqat programme and broader compliance initiatives, while the UAE is modernizing employment administration through labor compliance reforms and long-term workforce development programs.

These initiatives reflect a wider regional commitment to creating more transparent, competitive, and efficient labor markets while strengthening regulatory governance and supporting sustainable economic growth.