IT and Technology Saudization: Rules That Apply to Tech Roles

IT Saudization rests on one profession rule from the Ministry of Human Resources and Social Development (MHRSD), plus Nitaqat and a few decisions that touch tech employers indirectly. This page sets out what applies to technology roles today, with the date and source of each rule.

Is there an IT Saudization rule in Saudi Arabia?

Yes. MHRSD Ministerial Decision No. 28889, issued on 5 October 2020 (18/02/1442 AH), requires 25% Saudization in three groups of communications and information technology (ICT) professions. It took effect on 27 June 2021 after a grace period of about nine months. We found no amendment, repeal or newer IT-specific decision, and MHRSD still publishes the decision and its procedural guide. Check Qiwa for the status of your own establishment.

MHRSD announced the decision with a target of 9,000 jobs for Saudis, and tied it to an earlier agreement among MHRSD, the Ministry of Communications and Information Technology, the Human Resources Development Fund (HRDF) and the Saudi Chambers' ICT committee.

The table shows every rule we could verify that can reach a tech employer. Only the first row is IT-specific.

Roles named for localization by one decision are not always the roles a tech employer expects. Cybersecurity analysts, data scientists, cloud engineers and AI engineers do not appear among the ICT titles we could verify. Their coverage depends on the occupation registered for each worker, so use the guides rather than job-board titles.

Which IT professions does the 25% rule cover?

The decision covers 36 occupations, split into three functional groups. The percentage is tested for each group on its own. These are the titles we verified, grouped as in the guide.

Group 1 has 7 occupations, group 2 has 7 and group 3 has 22, according to the guide. We do not print occupation codes because we have not cross-checked them against the guide's Arabic tables. Match each worker against the official list; our job title mapping guide shows how.

Which employers must comply?

The rule applies to private-sector establishments with five or more workers in a group. A group with four or fewer workers is outside the percentage. Because groups are counted separately, a firm with 6 developers and 3 network technicians is in scope for group 2 only.

The guide also refers to an exception for small establishments in the telecom and IT activity or its value chain, and does not define "small". MHRSD has not published a size test that we could verify, so do not assume an exemption.

How do you calculate the 25% requirement?

Saudis required in a group = workers in the group x 25%. A Saudi counts only if registered with the General Organization for Social Insurance (GOSI) at or above the group's wage floor: SAR 7,000 for groups 1 and 2, SAR 5,000 for group 3. The floor is a counting condition, not a minimum wage.

We could not confirm the guide's rounding rule from the sources we reviewed. MHRSD's 2026 guides round 0.5 and above up, and the table assumes that method for illustration.

A worked example: a company has 12 software developers in group 2, of whom 4 are Saudi. Two earn SAR 7,000 or more and two earn SAR 6,200. Only two count, against a need of 3. The company is one qualifying Saudi short, even though 4 of 12 is 33%. See salary thresholds for how this differs from the Nitaqat pay rules.

How does IT Saudization relate to Nitaqat?

They are separate tests. Nitaqat places the whole establishment in a band based on its overall Saudi share, its economic activity and its size. The required percentages follow the formula Y = M ln(X) + C, so targets change continuously with workforce size. The ICT decision looks only at the 36 listed occupations. An establishment can be High Green and still miss the ICT percentage for one group. See Saudization vs Nitaqat. The Saudization certificate page explains what the certificate is and who gets one, and the Nitaqat overview covers the bands.

Key dates

See upcoming dates in the Saudization calendar.

What happens if an establishment does not comply?

The guide says a shortfall can lead to suspension of profession changes, service transfers, work permit issuance and recruitment requests. Assigning a localized profession's tasks to a non-Saudi under another job title is also treated as a breach. The guide names no fine amounts. MHRSD's current schedule is set out in our penalties guide.

What should tech employers do?

1. List workers in the 36 occupations, by group and across all branches.
2. Check each registered occupation against actual duties. Correct genuine errors; do not reclassify roles to avoid a rule.
3. Record each Saudi's GOSI wage against the SAR 7,000 or SAR 5,000 floor.
4. Calculate the gap per group, then check engineering, sales and consulting rules for the same people.
5. Use support. See Saudization support programs and the rates database.

What does it mean for Saudi professionals?

Employers with five or more engineers, developers or technical support staff need qualifying Saudis in each group. Our IT careers guide covers roles, certifications and routes in. The rule raises demand; it does not guarantee any individual a job.

What does it mean for expat IT professionals?

The rule does not ban non-Saudis from IT. It sets a minimum Saudi share per group, so non-Saudis can hold the rest, for example up to 75% of a group. Workers in groups of four or fewer, and in occupations outside the 36, are outside this decision. Our expat guide explains how to check whether a profession is affected.