Quwa platform: Specifying the percentage of special categories at 15% in domains
New updates from the Qwa platform for regulating the labor market
In a strategic move aimed at regulating the Saudi labor market and enhancing the efficiency of the Saudization program, the Qiwa platform, affiliated with the Ministry of Human Resources and Social Development, announced the adoption of new mechanisms for calculating four specific categories within the Nitaqat program, which incentivizes establishments to Saudize their workforce. These updates are designed to ensure a balanced work environment and prioritize Saudi talent, while taking into account special cases according to precise and well-considered criteria.
The historical context of the Nitaqat program and its importance
The Nitaqat program, launched by Saudi Arabia in 2011, is one of the most important government initiatives aimed at eliminating unemployment and increasing citizen participation in the private sector. With the advancement of digital transformation, the Qiwa platform has emerged as a comprehensive interface for providing all labor sector services, making it easier for businesses to manage their operations and comply with regulations. These recent decisions align with the objectives of Saudi Vision 2030, which seeks to build an attractive and sustainable labor market and improve the quality of jobs available to citizens.
Details of the percentages of special categories in establishments
The Qiwa platform clarified that the new mechanism includes four main categories: nomadic tribes, private expatriates, GCC nationals, and Saudi support services. Under the new regulations, a maximum limit of 10% of the average number of Saudi employees in any given entity has been set for inclusion in the Nitaqat program, with a minimum of one employee. The Ministry emphasized that any additional employees exceeding this percentage will not be considered within the designated categories when evaluating the establishment. Furthermore, the platform established an overall ceiling for all four categories within a single establishment, limiting it to 15% of the average number of Saudi employees.
Minimum wage to improve job quality
Regarding financial matters and wages, the new directives stipulate that an employee's monthly salary must be at least 4,000 Saudi Riyals to be counted towards the Nitaqat program. Any employee earning less than this minimum will not be considered for Saudization quotas. This decision reflects the Ministry of Human Resources' commitment to improving job quality, increasing the market value of the workforce, and ensuring a decent standard of living that keeps pace with economic developments.
Rights and regulations governing the work of special needs groups
To clarify the nature of these categories, the platform explained that "special expatriates" include the sons and daughters of Saudi women, who are counted in Saudization quotas just like Saudi citizens and are entitled to work in jobs and professions restricted exclusively to Saudis. As for the "displaced tribes" category, they are also counted in Saudization quotas, but with a key difference: they are not entitled to work in professions restricted to Saudis only.
Supporting Saudis and the expected impact
On the other hand, the "Saudi Employment Support" service is a flexible tool that enables temporary employment agencies and establishments to assign their Saudi employees to other establishments in the labor market that wish to attract national talent for specific periods, in accordance with labor laws. In conclusion, this decision is expected to have a tangible positive impact locally, as it will curb sham Saudization and prevent the exploitation of regulatory loopholes, thus contributing to directing employment efforts toward young Saudi talent in a fair and sustainable manner.
