Middle East

Intensified workforce localization and national employment strategies

Across the Middle East, governments continued to advance workforce localization agendas during the first quarter of 2026, reinforcing national employment as a central pillar of economic and social policy.

Saudi Arabia expanded Saudisation requirements across a broader range of sectors and roles, including engineering, procurement, sports, fitness, housing supervision, and trainee engagement. The launch of the 2026–2028 phase of the Nitaqat Program introduced revised sector‑specific benchmarks and band classifications, requiring employers to reassess workforce structures and long‑term hiring strategies.

In the United Arab Emirates (UAE), the minimum salary threshold for Emirati nationals working in the private sector has increased, reinforcing Emiratisation objectives. The government also signaled its long‑term commitment to national workforce participation through the extension of the Nafis program, strengthening incentives for private‑sector employment.

Oman continued to reinforce Omanisation through enhanced use of the Tawteen platform, while Qatar complemented localization policies with longer‑term talent retention initiatives targeting executive and entrepreneurial talent. Together, these measures reflect a regional focus on embedding national participation within private‑sector labor markets while maintaining access to international skills where required.

Immigration system reform and digital integration

The first quarter of 2026 saw further progress in immigration system modernization and digital integration across the region. Governments continued to align immigration, labor, and social security platforms to improve transparency, consistency, and regulatory oversight.

Kuwait implemented wide‑ranging immigration reforms aimed at simplifying residency administration, including extended visa validity periods, clarified visit‑to‑residence conversion rules, revised fee structures, and the introduction of a digitally managed multiple‑trip exit permit.

Oman aligned employment visa and residence card processes to revised occupational codes and expanded documentation requirements, reinforcing accurate job classification and regulatory consistency.

In Saudi Arabia, procedural enhancements included expanded use of digital portals and electronic processes for employment and social security administration, reflecting a broader shift toward centralized compliance monitoring and data‑driven workforce management.

This digital transformation also extends to immigration-related processes, particularly in the verification and legalization of supporting documents. Academic qualifications are now subject to verification through platforms such as Musadaqa and the Qualification Verification Program (QVP), while work experience support letters are increasingly required to undergo similar digital verification procedures.

These developments reinforce the Kingdom’s focus on enhanced due diligence, standardization, and transparency across both employment and immigration frameworks. The UAE has continued to advance immigration system reforms through enhanced digital integration and streamlined administrative processes. Authorities are further consolidating services across unified platforms, enabling more efficient visa processing, status tracking, and compliance management for both employers and individuals. This reflects a broader shift towards a fully digitized immigration framework, aimed at improving user experience, reducing processing times, and increasing transparency.

These reforms support the UAE’s ambition to position itself as a globally competitive destination for talent and investment, while maintaining robust regulatory oversight.

Temporary immigration flexibility in response to regional disruption

During the first quarter of 2026, governments across the Middle East introduced exceptional, time‑bound immigration relief measures in response to regional travel disruption, reflecting increased administrative responsiveness within established immigration frameworks. Across several Gulf Cooperation Countries (GCC) jurisdictions, authorities implemented automatic visa extensions, fine waivers, and limited absence‑related concessions to address the practical impact of airspace closures and flight suspensions on travelers and residents.

While the specific measures and eligibility criteria varied by jurisdiction, the initiatives reflected a largely consistent regional approach aimed at preserving individuals’ ability to remain compliant and to re‑enter GCC countries once travel resumed.

Across the region, authorities acted to prevent travelers and residents from being disadvantaged by circumstances beyond their control, while ensuring immigration records remained regularized. These measures were consistently communicated as temporary and exceptional, reinforcing that core immigration controls and long‑term compliance frameworks remain in place. Further detail on individual country measures is set out in the country‑specific developments below.

Heightened compliance expectations and regulatory enforcement

A continued emphasis on compliance and enforcement remained a key regional trend during Q1 2026. Authorities across multiple jurisdictions increased scrutiny of employment practices, job classification accuracy, and adherence to authorized work activities.

In Saudi Arabia, labor inspections and enforcement activity intensified, reinforcing expectations around role alignment, workforce authorization, and salary compliance. Oman and the UAE strengthened documentation standards for employment and dependent applications, reflecting broader efforts to ensure regulatory accuracy and workforce integrity.

These developments underscore the importance for employers of maintaining accurate workforce records, proactive compliance monitoring, and alignment between immigration status, employment contracts, and regulatory registrations.