Developed Nitaqat: what changed and the 2026 to 2029 phase

Nitaqat (نطاقات) has existed since 2011. The "developed" version, Nitaqat Al-Mutawar (نطاقات المطور), is the redesign the Ministry of Human Resources and Social Development (HRSD) introduced in 2021, and it is the version in force today, now in a new phase announced in 2026. This guide explains what changed. The bands, counting rules and planning steps are in the main Nitaqat and Saudisation guide.

What the 2021 redesign changed

The developed programme was announced in May 2021 and applied to private-sector establishments from 1 December 2021, with a target of more than 340,000 jobs for Saudis by 2024. Its main changes:

• A linear formula instead of size brackets. Under the earlier version, establishments were classified into fixed sizes and the required Saudi share was set for each size. The developed version calculates the required share with a linear formula tied to the establishment's number of employees.
• Fewer, broader activities. Activities with similar characteristics were merged, reducing them from 85 to 32.
• A three-year plan. Establishments can see their Saudisation targets for the coming three years, so they can plan hiring ahead rather than react to changes.

The new phase from 2026

On 22 January 2026, HRSD announced a new phase of developed Nitaqat:

• It runs for three years, starting in 2026; later reports put its start in April 2026. Check the exact start date on Qiwa or HRSD.
• It aims to Saudise more than 340,000 additional jobs for Saudi men and women in the private sector.
• The ministry said it studied all sectors and set target rates it described as realistic for the nature of each business and market conditions, to balance Saudisation with private-sector growth.

The announcements we found do not list the new rate for each activity; Qiwa shows them for each establishment.

What has not changed

The core mechanics described in the Nitaqat glossary entry still apply:

• Bands from Platinum through High, Medium and Low Green to Red, with service restrictions in the lower bands.
• A Saudi employee earning 4,000 SAR or more counts as one, 3,000 to under 4,000 SAR as half, and below 3,000 SAR does not count; GOSI registration is required, and reports on the 2026 phase add a contract documented on Qiwa.
• The rate is measured on an average over a period, not on a single day.

Example: reading your own position

Take an establishment with 20 employees. Of its Saudi employees, 3 earn 4,000 SAR or more and 2 earn 3,500 SAR, all registered with GOSI.

• Counted Saudis: 3 × 1 + 2 × 0.5 = 4
• Saudisation rate: 4 ÷ 20 = 20%

Whether 20% puts the establishment in a green band depends on the required rate for its activity and size under the new phase, which Qiwa shows. Raising the two 3,500 SAR wages to 4,000 SAR would lift the count to 5 and the rate to 25% without a new hire.

How to plan for the new phase

1. Read your new required rate on Qiwa for this year and the next two, and note the activity your establishment is classified under.
2. Recalculate your band with your current headcount, using the counting rules above.
3. Check the wage thresholds for Saudi employees close to 3,000 or 4,000 SAR.
4. Model each hire and exit before you decide; the Nitaqat calculator gives an estimate, and the Saudisation cost calculator compares the cost of the options.
5. Build the three-year targets into the hiring plan, not just this year's.

Sources

• Saudi Press Agency, "HRSD announces the launch of a new phase of the developed Nitaqat programme", 22 January 2026 (Arabic): spa.gov.sa/N2495711
• Ajel, report of the same announcement with the ministry's statements, 22 January 2026 (Arabic): ajel.sa/local/hqmrnr1ehu
• Arab News, "Saudization program Nitaqat gets overhaul with launch of 2nd version", May 2021: arabnews.com/node/1863481
• Argaam, "HRSD ministry applies updated Nitaqat program to private sector", 2021: argaam.com

How RafiqHR helps

RafiqHR shows your Saudisation rate and band from the employee records you already keep, applies the counting rules as configured for your establishment, and runs what-if scenarios before a hire or an exit. Treat the figures on Qiwa as authoritative.