Can a Saudi Business Visa Be Applied for from the UK While Holding a Residence Permit?
November 10, 2025
For UK companies sending employees to Saudi Arabia for long-term assignments or permanent roles, one of the most important questions is how to correctly sponsor a Saudi work visa. With increasing UK–Saudi business cooperation and major hiring demand across construction, engineering, finance, energy, and technology, understanding the official visa process, employer responsibilities, and current 2025 regulatory changes is essential.
The Saudi work visa pathway remains open to both British nationals and foreign employees hired through a UK office, provided the Saudi entity follows the correct sponsorship procedures through Qiwa, MOFA, and other official government systems.
Who Is Eligible for a Saudi Work Visa Through a UK Employer?
A Saudi Work Visa is required for professionals relocating to the Kingdom for long-term employment, onboarding into a Saudi-based role, or joining ongoing projects under an official employment contract.
UK employers may sponsor:
✔ British citizens hired for Saudi roles
✔ Foreign nationals employed through a UK company and assigned to Saudi Arabia
✔ Existing UK-based staff relocating internally to a Saudi branch or project
Regardless of nationality, all applicants must be attached to an authorised Saudi employer with a valid commercial licence, active Saudisation score, and compliant labour file.
Please Note:
Saudi authorities now require employers to match the employee’s academic qualifications with the exact job title registered in Qiwa. Any mismatch can result in rejection or a request for further verification.
How the Sponsorship Process Actually Works
Unlike many countries where individuals can apply for their own work permits, Saudi Arabia requires the employer to initiate every step from within the Kingdom. This starts with the Saudi entity issuing a formal job offer and registering the contract inside the Qiwa portal. Nothing can happen on the UK side until that contract is approved.
Once Qiwa approves the contract, the employer requests a visa authorisation through the Ministry of Foreign Affairs. This is the key document the employee will use at the Saudi Visa Centre in London. Without it, the application cannot proceed.
Why is it important?
Because everything the employee submits in London must match exactly what was entered in Saudi Arabia—job title, salary, personal details, qualifications. A small mismatch can lead to days or weeks of delays.
The UK Side: What Employees Need to Prepare
The UK portion of the process is more straightforward, but it still requires careful attention. Employees typically need:
A valid passport
The Saudi visa authorisation
A completed medical examination
A legalised degree (if required for the role)
A police clearance certificate
Legalised marriage/birth certificates if family members will follow later
These documents are then submitted to the Saudi Visa Centre, where the application is verified, biometrics are taken, and the file is forwarded to the embassy.
Most cases are approved in 3–7 working days, provided all information is accurate.
How Long the Full Process Takes in 2025
The timeline varies depending on the readiness of documents and the employer’s compliance status.
The employer usually completes the Saudi-side steps within 1–2 weeks
The UK steps, including medicals, legalisations and embassy processing, can take 2–4 weeks
In well-prepared cases, a UK employee can be ready to travel to Saudi Arabia in 5–8 weeks.
More complex cases, typically those involving degree verification or dependent visas, may take longer.
What Happens After the Employee Arrives in Saudi Arabia
Many employers are surprised to learn the visa stamp is only the beginning. Once the employee lands in Saudi Arabia, several mandatory steps follow:
A second medical check
Fingerprinting
Health insurance activation
Submission of the Iqama request
The Iqama is the official residency permit. Only after it is issued can the employee open a bank account, rent a home, enroll children in school, or sponsor their family.
Saudi Arabia is strict about compliance. Employers must issue salaries through the Wage Protection System, keep company licences valid, and renew the Iqama on time. Recent changes in 2025 mean penalties for late renewals and payroll issues have increased, and they can affect the employer’s ability to hire future expatriate staff.
Essential Insights for 2025
Saudi labour regulations continue to evolve, and staying informed is crucial. Here are key updates:
- Academic verification is tighter than ever.
Universities are often contacted directly, especially for engineering and specialist roles. - Job titles must match the applicant’s real qualifications.
Saudi authorities now reject mismatched titles more frequently. - A second medical exam in Saudi is mandatory for all workers.
Even if they completed a medical in the UK, the Iqama will not be issued until the local exam is passed. - Dependants can only join once the employee’s Iqama is issued.
All family documents must be legalised in the UK first.
These small details often make the biggest difference in how smooth (or stressful) the process becomes.
How Our Team Can Support UK Employers and Staff
We provide end-to-end support for UK organisations relocating staff to Saudi Arabia, including:
Contract and job title review
Qiwa visa initiation
MOFA delegation processing
Document attestation (degree, PCC, marriage & birth certificates)
Medical and police clearance coordination
Tasheer appointment scheduling
Embassy submission and tracking
Saudi-side Iqama processing and onboarding
Every case is managed with full compliance, accuracy, and transparent communication.
For professional support with Saudi Work Visas for UK employees, please contact:
📧 info@saudiandgulfvisaservices.com
