Saudi Arabia: Recruitment and selection

Updating authors: Sara Khoja and Sarit Thomas, Clyde & Co LLP
Original author: Al Tamimi & Company

See the legal services provided by the author of International > Saudi Arabia, including any discounts/offers for subscribers.

Summary

• Other than requirements for foreign nationals, there is no general statutory framework governing the practice of recruitment and selection of job applicants in the private sector. However, there is a framework regulating how job advertisements must be handled in the private sector. (See General)
• There is a general prohibition on discrimination in recruitment and selection with regard to Kingdom of Saudi Arabia nationals, and more particularly in the case of discrimination on the ground of disability, and discrimination is in fact required in favour of citizens of the Kingdom of Saudi Arabia. (See Discrimination)
• Private sector employers must advertise job vacancies on officially licensed platforms and give priority to Saudi nationals by posting opportunities on the national jobs portal in accordance with the specified transparency standards. (See Advertising vacancies)
• There are various rules relating to the employment of children and minors. (See Young people and children)
• Foreign nationals are required to have a valid residency visa and work permit for employment in the Kingdom of Saudi Arabia. (See Foreign nationals)
• Non-citizens may be employed only where suitably qualified Kingdom of Saudi Arabia citizens are not available. (See Priority for employment)
• Employers are responsible for creating a suitable work environment for women. (See Employment of women)
• All employers with at least 25 employees must, if the nature of the work allows, ensure that at least 4% of their employees are people with disabilities. (See Employment quota for people with disabilities)