This update applies to any establishment employing three or more workers in the listed marketing or sales roles and forms part of the Ministry's broader Labour Market Strategy aligned with Saudi Vision 2030.

‍

Saudization Rate and Salary Threshold

The revised requirement raises the mandatory Saudization rate for marketing and sales professions to 60%. To be counted toward this quota, a Saudi national employed in a marketing role must receive a minimum monthly salary of SAR 5,500.

‍

Covered Marketing Professions

The following roles are subject to the 60% Saudization requirement under the marketing category:

• Marketing Manager
• Advertising Agent
• Advertising Manager
• Graphic Designer
• Advertising Designer
• Public Relations Specialist
• Advertising Specialist
• Marketing Specialist
• Public Relations Manager
• Photographer

‍

Covered Sales Professions

The following roles are subject to the 60% Saudization requirement under the sales category:

• Sales Manager
• Retail Sales Representative
• Wholesale Sales Representative
• Sales Representative
• ICT Sales Specialist
• Sales Specialist
• Commercial Specialist
• Commodity Broker

‍

Implementation and Compliance Obligations

The Ministry has published procedural guidelines on its official website detailing the covered professions, calculation methodology for Saudization rates, and the penalties applicable for non-compliance. Employers should review these guidelines and take the following steps:

• Audit current workforce composition within marketing and sales departments
• Verify job-title registrations on the Qiwa platform
• Review employment contracts tied to affected roles
• Assess whether the SAR 5,500 minimum salary threshold is met for Saudi hires counted toward the quota
• Update recruitment pipelines to meet the 60% localisation target

Establishments that fail to meet the Saudization threshold risk adverse Nitaqat classification, which can affect the ability to issue work permits, renew visas, and carry out other government transactions.

‍

Strategic Context: Vision 2030 and Labour Market Strategy

These Saudization decisions reflect the Ministry's ongoing work, in partnership with relevant government entities, to expand employment opportunities for Saudi nationals — both men and women — across all regions of the Kingdom. They sit within the framework of the Labour Market Strategy and Saudi Vision 2030, which seeks to increase Saudi participation across diverse private sector functions.

‍

Scope of the Updated Saudization Requirements

The new 60% Saudization requirement applies across multiple marketing and sales job classifications, including management and specialist roles. Establishments meeting the threshold of three or more employees in these functions must ensure that their workforce composition aligns with the updated percentage.

‍

Affected companies should review:

• Workforce distribution within marketing and sales departments.
• Employment contracts in Saudi Arabia tied to affected roles.
• Job-title registration within Qiwa Saudi Arabia.
• Recruitment pipelines and localization planning strategies.

‍

Failure to meet updated Saudization percentages in Saudi Arabia may affect regulatory classification status and operational flexibility.

‍

Operational and Compliance Implications

The increase in Saudization is not solely a hiring matter, it directly influences:

• Workforce planning and restructuring
• Employment contract compliance
• Job classification alignment
• Qiwa registration accuracy
• Long-term company operations in Saudi Arabia

‍

Companies that delay compliance planning may face operational constraints when processing employment updates or expanding business activities. Integrating HR compliance in Saudi Arabia reviews into workforce planning cycles has therefore become essential.

‍

Strategic Workforce Compliance Advisory

As Saudization frameworks continue to expand across sectors, organizations increasingly require structured advisory support to manage workforce alignment and regulatory compliance.

‍

Conclusion

The increase to 60% Saudization in marketing and sales roles effective April 19, 2026, reflects continued regulatory emphasis on workforce localization within Saudi Arabia. Companies that proactively review employment classifications, workforce structures, and compliance readiness will be better positioned to meet regulatory expectations while maintaining operational stability.

‍

How Hudson McKenzie Can Help

As Saudization obligations continue to broaden across sectors, structured compliance advisory is increasingly essential. Hudson McKenzie's Middle East immigration and workforce compliance team advises private sector employers on Nitaqat planning, Qiwa registration, employment structuring, and regulatory risk management in Saudi Arabia.

‍

Contact and Disclaimer

Should you have any questions regarding the above information, or require assistance with your immigration or global mobility matters, please don’t hesitate to contact our legal team at Hudson McKenzie. You can reach us by email at info@hudsonmckenzie.com or by telephone at +44 (0) 20 3318 5794.

‍

For office locations, please visit our Our Offices page.

‍

The information provided in this blog is for general guidance only and does not constitute legal advice.