In Saudi Arabia’s evolving labor landscape, the Ajeer system plays a vital role in regulating temporary employment for expatriates. It allows businesses to share labor resources across sectors while staying compliant with local labor laws.
Understanding Ajeer: Saudi Arabia’s Expatriate Work System
What Is Ajeer?
Ajeer refers to the electronic platform operated by the Ministry of Human Resources & Social Development (MHRSD). It authorizes temporary labor assignments for expatriate workers via electronic permits.
Employers use the system to legalize staff loans or secondments between companies, streamlining operations with monitored compliance and digital tracking.
Why Ajeer Exists: Purpose & Vision
This system answers several key economic goals:
- Aligns with Vision 2030 objectives by promoting a more flexible labor market and encouraging Saudi business growth.
- Reduces dependence on long-term foreign recruitment by enabling workforce sharing among registered firms.
- Enhances compliance since all temporary assignments are digitally recorded and regulated.
By managing short-term labor allocation through Ajeer, Saudi Arabia encourages efficient utilization of existing expatriate talent while controlling visa pathways.
Core Permit Schemes
Ajeer issues a range of notice types suited to various staffing needs:
- Contracting Permits (B2B Secondments): Businesses may lend workers legally to another company for specific projects or seasonal needs, avoiding visa transfers.
- Secondment Notices: An employee is temporarily assigned to a different organization under formal employer approval often used for training, joint ventures, or overflow workloads.
- Dependent Notices: Expatriates working as dependents may receive permission to be officially assigned to organizations commonly used in healthcare or education roles.
- Guest Yanking Permits: A specific permit for previously undocumented Yemeni workers who have gained legal status under government regularization programs.
- Seasonal or Event-Based Permits: Issued during events like Hajj, Ramadan markets, or entertainment festivals. This enables compliant labor engagement for high-demand periods.
Who Qualifies and How?
Employer Eligibility Checklist
- Must maintain a qualifying Nitaqat rating, typically “medium green” or above.
- Require valid Commercial and Municipal registrations.
- Must track and manage Saudi employment quotas properly.
Employee Requirements
- Valid Iqama (residence permit) tied to a registered employer.
- At least three months of uninterrupted visa validity in Saudi Arabia.
- Consent to temporary assignment outside their primary work location.
Why Ajeer Works Better Than Transfers
Traditional employer transfer involves Iqama changes and potential sponsorship fees. In contrast, Ajeer:
- Enables temporary staffing without Iqama transfer, avoiding administrative overhead.
- Provides legal clarity for both parties through formal permits.
- Offers the ability to easily reverse the assignment when the project ends.
It helps prevent violations tied to undocumented labor while improving staffing flexibility.
Ajeer Renewal Timing & Administrative Aspects
Ajeer permits are issued for a fixed duration, ranging from a few days to months, based on the assignment. Renewal requires:
- Submission of new employer details.
- Renewal of workers’ Iqama status and Saudi quotas.
- Payment of updated processing fees via the Qiwa platform.
Failure to renew on time may result in fines or permit cancellation.
Enforcement & Penalties
Using expatriates on secondment without valid Ajeer documentation is a labor violation. Penalties include:
- Fines of up to SAR 5,000 per worker per violation.
- Possible suspension of Nitaqat rating or denial of future quota allocation.
- Exhibition of non-compliance in future labor audits.
Strict adherence to permit rules is essential to avoid legal and financial risks.
Benefits from Stakeholder Perspectives
For Employers
- Access to flexible staffing when workload fluctuates.
- Reduced reliance on costly visa transfers.
- Clear documentation improves regulatory compliance and internal tracking.
For Workers
- Legal mobility between related firms.
- Opportunity to gain experience in different environments.
- Continued Iqama protection under Saudi labor law.
For the Economy
- Enhanced micro- and SME collaboration.
- Lower thresholds for temporary hires.
- Reduced reliance on extended foreign recruitment cycles.
Evolving Sector Expansion & Future Plans
Saudi authorities are broadening Ajeer’s reach to modern industries:
- Expected expansion into hospitality, technology, healthcare, and logistics.
- Upcoming AI-assisted matching tools to connect employers and surplus staff.
- Integration with broader labor programs to enable more temporary work categories over time.
These upgrades align with broader labor modernization goals.
Challenges & Best Practices
Addressing Current Limitations
- Not all industries are yet covered under Ajeer.
- Tracking Saudization compliance across employers can be complex.
- Digital usability varies; some employers face portal challenges.
Strategic Tips for Employers
- Maintain a strong Nitaqat rating through active Saudi hiring.
- Confirm worker Iqama status before applying for permits.
- Document work contracts clearly including project length and terms.
- Use an Arabic-language liaison or payroll partner for smoother workflow.
- Review renewal schedules regularly to avoid lapses and fines.
Ajeer provides an official, scalable way to handle temporary employment needs in Saudi Arabia. It aligns legal compliance with business agility, enabling workforce sharing and seasonal staffing while safeguarding workers and employers alike.
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Benefits to Stakeholders & Future Outlook of the Ajeer System
Saudi Arabia’s digital platform for temporary labor permits serves businesses, workers, and the national economy in distinct and complementary ways.
By aligning workforce flexibility with legal frameworks, Ajeer supports Vision 2030’s aim to modernize the labor market.
Benefits to Stakeholders
For Companies
- Operational Flexibility: Ajeer enables firms to address short-term or seasonal staffing needs such as during Hajj or event seasons without recruiting or transferring Iqama sponsorship. Employers can borrow or lend labor in a compliant, controlled way.
- Cost Efficiency: Lower expenses compared to overseas recruitment: no visa transfer fees or lengthy onboarding cycles. Companies rent existing expatriate workers already present in the domestic labor pool.
- Compliance with Labor Laws: All temporary work assignments are recorded via electronic permits, reducing risk of undocumented labor and ensuring adherence to Saudization and labor regulations under Nitaqat standards.
For Workers
- Legal Mobility and Protection: Ajeer permits allow employees to work legally for other firms without sponsorship changes, maintaining their original employer and gaining experience elsewhere while staying protected under Saudi labor regulations.
- Clarity on Terms: Every assignment is documented with contract details, duration, and duties. These formal notices ensure workers understand rights, duration, and employer responsibilities.
Challenges & Expansion Plans
While Ajeer offers real value, it also faces limitations. However, reforms underway aim to enhance its reach and ease of use.
Current Limitations
- Sector Restrictions: Currently, only select industries such as construction, consulting, cleaning services, educational institutes, and maintenance are eligible for Ajeer contracting or secondment permits.
- Nitaqat Dependence: Employers must hold at least a “medium-green” rating under Saudization rules. Companies falling below cannot participate, limiting some smaller or non-compliant businesses from accessing benefits.
- Renewal and Digital Challenges: Permits expire and must be renewed on time. Paperwork errors, Iqama validity lapses, or platform glitches can lead to delays or fines. Navigating permit renewals demands administrative precision.
Ongoing Enhancements
- Sector Widening & System Upgrades: The ministry plans to expand eligibility to new industries technology, healthcare, hospitality, logistics opening Ajeer access beyond its current scope Batic Law. Future updates aim to support AI-driven workforce matching, enhance digital documentation, and improve labor contract transparency.
- Seasonal Workforce Innovation: Ajeer Al-Hajj now facilitates employment during the pilgrimage season, allowing job seekers and employers to connect via a virtual platform.
This seasonal component models scalable solutions for future events and special labor needs.
Strategic Takeaways for Users
- Maintain Nitaqat Compliance: If your company aims to use Ajeer, prioritizing Saudization is essential. Staying in “green” status ensures ongoing eligibility.
- Track Permit Cycles: Establish reminders and cross-check permit durations to prevent lapses or labor violations.
- Leverage Ajeer for Short-Term Needs: Use the platform for surge periods rather than permanent staffing to avoid unnecessary complexity in contracts.
- Plan for Expansion: If your industry aligns with upcoming sectors, prepare to adopt Ajeer workflows as reforms roll out.
Ajeer represents a well-calibrated effort to blend labor flexibility with regulatory structure in Saudi Arabia. It creates real operational benefits for companies and legal clarity for workers, while serving national economic goals tied to Vision 2030.
Though not yet universal, planned expansions and digital upgrades will broaden its utility. As Saudi Arabia refines its seasonal and sectoral access, more industries and more firms will gain from Ajeer’s legal, efficient staffing model.
Unlock seamless staffing solutions with Motaded. From securing your Ajeer paper to aligning with Saudi labor laws, we handle every detail so your team stays authorized and your operations uninterrupted.
Read About; Can Expats Start Business in Saudi Arabia: Full Legal Guide
Operational Sectors Covered by Ajeer in Saudi Arabia
Ajeer is a government-run system in Saudi Arabia that manages temporary labor permits. It enables lawful workforce secondment across different organizations while ensuring legal sponsorship remains intact.
Understanding the specific industries currently covered under this platform is essential for both employers and professionals looking to operate within the Kingdom’s regulatory framework.
Construction, Building & Maintenance
This sector is a core beneficiary of the Ajeer system. Companies engaged in building construction, infrastructure maintenance, and facility operations use Ajeer to temporarily assign workers to partner sites without transferring sponsorship.
It helps manage project-based labor efficiently while maintaining compliance with labor regulations.
Cleaning, Hospitality & Facility Services
The cleaning and catering industries make extensive use of Ajeer. Service providers working with hotels, corporate buildings, or event venues can deploy support staff legally through this system.
It ensures workers are documented and protected while supporting facilities on a rotating or short-term basis.
Consulting & Business Support Services
Professional services firms such as those offering IT support, finance, HR, or legal consultancy can assign employees to client offices under temporary contracts through Ajeer.
These secondments allow professionals to contribute without changing their Iqama, ensuring operational continuity and legal assurance for all parties involved.
Training Centers & Educational Institutes
Private schools, vocational institutions, and training companies can hire second qualified professionals under Ajeer.
These permits cover administrative roles, teaching positions, and specialist instructors, particularly in English language, technology, and skills-based education. It also supports temporary needs during staff transitions or expansion periods.
Expat Dependents Working in Regulated Sectors
Ajeer now enables certain expatriate dependents to work in regulated fields, especially in education and healthcare.
This initiative allows qualified family members of foreign workers to gain legal employment without the need to change their residency status. It improves workforce inclusion and fills critical skill gaps.
Temporary Labor for Hajj, Festivals & Seasonal Events
During religious and national events, Ajeer facilitates short-term staffing. For example, Hajj-specific permits allow companies to hire labor for crowd management, logistics, hospitality, and health services.
Similar authorizations apply to national celebrations, cultural events, and entertainment seasons where workforce demand temporarily spikes.
Employee Sharing Between Companies
Small and medium-sized enterprises benefit from secondment notices under Ajeer. This mechanism allows businesses to legally lend or borrow employees to manage fluctuating workloads.
The original employer retains sponsorship, while the employee performs duties at the host company for a limited period.
Interim Employment During Legal Proceedings
Employees involved in ongoing labor disputes or separation processes may be eligible for temporary assignments through Ajeer.
This supports financial stability and preserves residency while legal cases are being resolved. It is especially useful for foreign workers navigating employment transitions.
As more sectors are integrated into the platform, and as technology improves permit tracking and compliance, Ajeer is poised to become an indispensable workforce tool under Saudi Arabia’s national development strategy. Contact With Us.
FAQs about Ajeer paper in saudi arabia
What exactly is “Ajeer paper in Saudi Arabia”?
“Ajeer paper” refers to the electronic work permits issued via the Ajeer system, administered by the Ministry of Human Resources & Social Development. These permits authorize temporary assignments, secondments.
Who can use the Ajeer system?
Employers must maintain at least a “medium green” Nitaqat rating to issue Ajeer permits. Workers must have valid residency (Iqama) and be active in the Kingdom for at least 3 months. Both entities must observe Saudization rules to qualify.
Why is Ajeer used instead of normal employment?
Using Ajeer prevents illegal or undocumented labor. It provides flexible staffing without changing sponsorship, reduces overseas recruitment costs, and ensures legal protection for temporary workers and lending companies.
Can small businesses use Ajeer?
Yes. There’s a streamlined secondment permit for establishments with 1–5 employees. These micro-businesses can borrow or loan workers without the overhead of full permit processes.
Who can guide me through the Ajeer system with minimal hassle?
If you're looking to manage Ajeer permits, documentation, and compliance without getting lost in administrative layers, Motaded provides end-to-end assistance tailored to your sector and staffing needs.