Saudi Arabia has introduced flexible residency permit options for domestic workers, allowing employers to issue or renew iqamas for periods starting from three months.
Previously, employers could renew residency permits only for one or two years. The new system offers shorter terms and gives households more flexibility in managing costs.
The General Directorate of Passports (Jawazat) launched the service in partnership with the Ministry of Human Resources and Social Development (MHRSD) and the Musaned platform. Employers can access the service through Absher.
The Ministry of Interior said the change aims to improve residency services while giving beneficiaries greater financial flexibility.
Employers can choose permit terms from three to 24 months
Employers can now select residency permits lasting three, six, nine, 12, 15, 18, 21 or 24 months.
Residency fees depend on the selected period. As a result, employers can spread payments over shorter intervals instead of paying for a full year at once.
This option may benefit households whose employment arrangements are temporary or nearing completion.
Shorter permits require timely renewals
Although the new system offers greater flexibility, employers must renew permits before they expire.
A missed renewal can interrupt a worker’s legal residency status and may create compliance issues. Therefore, employers who choose shorter permit periods will need to track renewal dates more carefully.
Employer obligations remain the same
The reform changes only the duration of residency permits and the payment schedule. It does not change employers’ legal responsibilities.
Employers must continue to pay residency and work permit fees, renewal costs and any penalties resulting from their actions.
They must also provide suitable accommodation, food or a food allowance, and pay wages every month. In addition, employers cannot keep workers’ passports or identity documents.
Saudi regulations also prohibit employers from forcing domestic workers into different occupations, transferring them to another employer without following legal procedures, or exposing them to abuse, forced labour or discrimination.
Therefore, the new residency option offers administrative flexibility but does not reduce employer obligations.
Saudi Arabia expands digital services for domestic employment
The latest reform supports Saudi Arabia’s broader effort to digitise domestic employment services.
Musaned already provides recruitment, contract management, worker transfers and salary payment services. According to the platform, it serves more than four million users.
Since January 1, 2026, household employers have also had to pay domestic workers through approved electronic payment channels. The Ministry of Human Resources and Social Development introduced this rule to improve wage transparency and strengthen worker protections.
Together, digital salary records and flexible residency renewals simplify administration while supporting better compliance.
What the change means for employers
The new system gives employers greater control over residency costs and renewal periods. However, it also increases the need for careful compliance.
For domestic workers, the benefits will depend on employers renewing permits on time and maintaining valid employment contracts. If employers meet those requirements, the new system can make residency management simpler for both parties.
