Saudi Arabia has recently introduced changes to the way certain job titles are allocated to expatriate workers, prompting some questions from employers. The changes, implemented through the Ministry of Human Resources and Social Development’s Qiwa platform, form part of the Kingdom’s ongoing labour market reforms and Saudization strategy. While initial reports suggested a sweeping restriction on expatriates holding senior commercial roles—particularly the title of general manager—subsequent clarification from Qiwa confirms that the position remains open to non-Saudis, subject to specific regulatory conditions.
Initial Announcement: Restrictions via the Qiwa Platform
In late January 2026, it appeared that Qiwa had suspended the ability to amend or assign certain job titles to expatriate employees. Press reports indicated that four roles had been affected: general manager, sales representative, marketing specialist, and procurement manager.
The change was significant considering Qiwa is the central digital platform governing private-sector employment in Saudi Arabia, including work permits, employment contracts, and occupational classifications. Once a profession is restricted or removed from the system, employers are unable to proceed with work permit applications or profession changes for non-Saudi employees in those roles.
Early coverage suggested that the general manager title in particular had been fully reserved for Saudi nationals, with expatriates being encouraged to adopt alternative titles such as CEO or chairman. This interpretation could create uncertainty for businesses with longstanding expatriate leadership structures.
Qiwa’s Clarification: General Manager Roles Still Open to Expatriates
Qiwa subsequently issued an official clarification confirming that the role of general manager is not restricted to Saudi nationals and is not subject to mandatory Saudization.
According to press reports, Qiwa has confirmed that the key issue is not nationality, but rather regulatory alignment. While expatriates can no longer submit open requests through Qiwa to change their profession to general manager, non-Saudis may still hold the title provided that the role is formally recorded in the company’s Commercial Registration (CR) using the same designation.
This requirement is intended to ensure consistency between employment contracts, labour records, and the company’s officially registered business details. In other words, where a non-Saudi is genuinely appointed as a general manager at the corporate level and that appointment is reflected in the CR the title remains permissible.
Qiwa emphasised that the recent change was procedural rather than a policy decision to exclude expatriates from senior leadership roles.
Broader Policy Context: Saudization and Role Localization
The suspension of job title changes is consistent with Saudi Arabia’s broader policy objective of increasing national participation in the private sector. The affected roles are considered commercially sensitive or strategically important, especially in sales, marketing, procurement, and senior management.
In parallel, the authorities have reinforced Saudization quotas in marketing and sales functions, requiring companies with three or more employees in these departments to ensure that at least 60% of staff are Saudi nationals, subject to minimum salary thresholds for those roles, to count toward localization targets.
Conclusion
Saudi Arabia’s recent updates to the Qiwa platform reflect a continued tightening of labour market controls rather than a blanket exclusion of expatriates from senior roles. While initial reports appeared to suggest that positions such as general manager had been reserved exclusively for Saudi nationals, Qiwa’s clarification confirms that expatriates may still hold the title provided that it is accurately reflected in the company’s CR.
The episode serves as a reminder that employers operating in the Kingdom must pay close attention not only to Saudization targets but also the alignment between job titles, contractual arrangements, and corporate records. As regulatory scrutiny increases, careful structuring and documentation will be essential to maintaining compliant and effective leadership teams.