Latest news with #HumanResourcesandSocialDevelopment
Gulf Insider
06-07-2025
- Business
- Gulf Insider
Saudi Arabia Unveils New Skill-Based System For Expatriate Work Permits
Saudi Minister of Human Resources and Social Development Ahmed Al-Rajhi has issued a decision classifying the work permits of expatriate workers into three main skill categories: high-skill, skilled, and basic. The classification of existing work permits and technical system upgrades began on June 18 for expatriates currently working in the Saudi labor market. The classification would take effect for incoming expatriate workers as of July 1. The ministry has issued a guidance manual outlining all the details of the decision, which is available on its official website. This decision is part of the ministry's broader efforts to foster a more attractive and efficient labor market, develop human capital, and enhance the business environment, contributing to achieving the objectives of Saudi Vision 2030 and the National Transformation Program. The measure aims to enhance worker performance, attract global talent to transfer expertise and experience to the Saudi labor market, improve operational efficiency, benefit from international experience, and build an environment that supports innovation and the development of business models. The decision will improve verification mechanisms and enable better management of the skill-level distribution of expatriate workers in the labor market by ensuring that workers possess the required skills and qualifications for their job roles, in line with best international practices.
Saudi Gazette
06-07-2025
- Business
- Saudi Gazette
Saudi Arabia unveils new skill-based system for expatriate work permits
Saudi Gazette report RIYADH — Saudi Minister of Human Resources and Social Development Ahmed Al-Rajhi has issued a decision classifying the work permits of expatriate workers into three main skill categories: high-skill, skilled, and basic. The classification of existing work permits and technical system upgrades began on June 18 for expatriates currently working in the Saudi labor market. The classification would take effect for incoming expatriate workers as of July 1. The ministry has issued a guidance manual outlining all the details of the decision, which is available on its official website. This decision is part of the ministry's broader efforts to foster a more attractive and efficient labor market, develop human capital, and enhance the business environment, contributing to achieving the objectives of Saudi Vision 2030 and the National Transformation Program. The measure aims to enhance worker performance, attract global talent to transfer expertise and experience to the Saudi labor market, improve operational efficiency, benefit from international experience, and build an environment that supports innovation and the development of business models. The decision will improve verification mechanisms and enable better management of the skill-level distribution of expatriate workers in the labor market by ensuring that workers possess the required skills and qualifications for their job roles, in line with best international practices.
Saudi Gazette
22-06-2025
- Business
- Saudi Gazette
Al-Rajhi: Employee engagement rate in public sector reaches 83.4%
Saudi Gazette report RIYADH — Minister of Human Resources and Social Development Eng. Ahmed Al-Rajhi said that the Saudi employee engagement indicators for the year 2024 has achieved tangible positive results. "The employee engagement rate for public sector employees reached 83.4 percent, exceeding the set annual target of 76.5 percent. This reflects growing institutional awareness and the authorities' keenness to improve work environments and promote a culture of professional commitment," he said while addressing the annual ceremony of honoring government agencies that achieved the highest levels of employee engagement in 2024. The minister presented the Employee Engagement Award to nine government agencies during the ceremony, which was attended by several government officials and representatives of government agencies. In his speech, Al-Rajhi emphasized that the Employee Engagement Program embodies the interest and support of the wise leadership for the public sector. "This program reflects the ministry's commitment to strengthening the role of human capital as a fundamental pillar in the transition to a more efficient government work environment. The program contributes to consolidating a sense of belonging and initiative, raising the quality of services provided to beneficiaries, and enhancing performance efficiency," he said. Al-Rajhi reviewed the most notable achievements during 2024, such as the Cabinet's approval of the National Program for Succession and Leadership Development, the launch of the Promising Leaders Program, the qualification of more than 120 government leaders through academic programs and leadership forums, the launch of the engineering salary scale regulations, and the launch of several electronic services that contribute to supporting corporate governance in the government sector. Deputy Minister for Human Capital Development Fahad Al-Drees made a presentation on the Employee Engagement Measurement Initiative, which included a comprehensive assessment of levels of satisfaction and professional commitment. He also introduced the "Motivating Work Environment Program" and the "Institutional Engagement Platform," which enables government agencies to monitor moral performance indicators and improve motivation strategies. The ceremony included panel discussions and a presentation of several success stories in the field of employee engagement within government agencies. The Ministry of Hajj and Umrah has won first place in the government ministries category, while the Ministry of Municipalities and Housing came in second, and the Ministry of Communications and Information Technology emerged third. In the institutions, councils, and public bodies category, the National Competitiveness Center bagged the first place, the Saudi Authority for Intellectual Property came in second, and the General Authority for Endowments bagged the third place. In the educational and training institutions category, Al-Majmaa University has won first place, followed by Najran University, and Princess Nourah bint Abdulrahman University. It is noteworthy that the Career Engagement Program is one of the strategic initiatives of the Ministry of Human Resources and Social Development. It aims to promote a culture of high performance, create a positive competitive environment among government agencies, and encourage the exchange of best practices in the field of human capital management and development. Saudi employee engagement refers to the level of enthusiasm, dedication, and connection that employees in Saudi Arabia feel towards their work and their organizations. It encompasses how emotionally invested employees are in their jobs, their commitment to the company's goals, and their willingness to go the extra mile. High employee engagement is linked to increased productivity, improved performance, and a more positive work environment.
Saudi Gazette
21-05-2025
- Business
- Saudi Gazette
HR Ministry proposes revised penalties for Labor Law violations
Ministry of Human Resources and Social Development, Ahmed Al-Rajhi, violations and penalties, Istithlaa Saudi Gazette report RIYADH — The Ministry of Human Resources and Social Development has proposed revision of the penalties for violations of Labor Law and its executive regulations. Minister of Human Resources and Social Development Ahmed Al-Rajhi has decided to update the list of violations and penalties, based on the new amendments to the Labor Law and its executive regulations. The Ministry published the table of violations and penalties on the Istithlaa public survey platform, seeking the opinion of the stakeholders and the public before implementing the new proposals. The ministry noted that this update aims to clearly and precisely define violations for both establishments and inspectors, reducing the need for discretion and personal judgment in implementing regulations across different categories of companies and establishments. These updates help address ongoing changes in the work environment, such as flexible work and remote work. The clarification of penalties provides transparency, encouraging establishments to comply with regulations and ensuring the rights of both workers and employers. The table published by the ministry includes a wide range of violations, ranging from serious to minor. The fines imposed vary based on the establishment's classification into one of three categories: establishment with 20 or less than 20 workers; 21 to 49 workers; and 50 or more workers. The violations are also classified as serious and minor. The following are the fines for various serious Labor Law violations: 1- SR200,000—SR250,000 for practicing the activity of recruiting, outsourcing, or providing labor services without a license. 2- SR200,000 for employing Saudis without a license 3- SR10,000 for an employer for hiring a non-Saudi worker without a work permit. The fines will be multiplied on the basis of the number of workers. 4- SR2,000—SR8,000 for employer for hiring non-Saudi workers in professions or activities restricted to Saudis, or registering a Saudi worker without a valid employment relationship. 5- SR10,000—SR20,000 for an employer allowing his employee to work for a third party or for their own account. 6- SR5000 for an employee working for another employer. 7- SR1,500—SR5,000 for the employer if he fails to comply with occupational safety and health regulations. 8- SR1,000 for employing a worker under the sun or in adverse weather conditions without taking precautions. 9- SR1,000—3,000 for the employer's failure to bear the fees and costs required or to pass them on to the workers 10- SR300 for the failure to pay workers' wages and entitlements on time or withholding wages, which may be multiplied by the number of workers. 11- SR1000—SR3000 for any discriminatory action by an employer. 12- SR1000—SR3000 for failure to form a committee to investigate behavioral violations, as well as for failure to investigate and recommend disciplinary action within five days, or failure to impose disciplinary action within 30 days 13- SR1,000 to 2,000 for employing children under the age of 15 14- SR1,000 for keeping worker's passport or residency permit. 15- SR3000—SR5000 for failure to facilitate the tasks of supervisors and employees assigned to supervision 16- SR1,000—3,000 for failure to comply with the regulations for advertising job vacancies and conducting interviews 17- SR1000 for failure to provide maternity leave for working women 18- SR500 for failure to provide services and facilitate arrangements to enable people with disabilities to perform their work. Fines for the non-serious violations include the following: 1- SR1000—SR3000 for failure to grant the worker the approved weekly rest period, or increasing work hours without additional payment, or failing to adhere to daily rest periods 2- SR1000—SR3000 for employer's failure to provide a worker with a service certificate and return their documents after the termination of the employment relationship 3- SR300—SR1000 for failure to provide medical insurance for the workers and their family members. 4- SR300—SR1000 for failure to disclose information about operation and maintenance contracts with government agencies or establishments in which the state holds a minimum 51 percent stake or disclosure of incorrect or incomplete information 5- SR1000 for employing Saudi male workers in activities restricted to Saudi female workers.
Saudi Gazette
19-05-2025
- Business
- Saudi Gazette
Saudi Arabia launches initiative to license volunteer work
Saudi Gazette report RIYADH — Saudi Arabia has launched a volunteer work license initiative aimed at qualifying volunteers and enhancing their skills, which will enable them to perform their duties within an organized and safe framework. This step is part of the fundamental pillars of organizing and empowering volunteer work, particularly in serving pilgrims. The Minister of Human Resources and Social Development, Eng. Ahmed Al-Rajhi, launched the Non-Profit Work Observatory Foundation to serve pilgrims. The Observatory monitors the actual situation of the sector and systematically collects and analyzes data, contributing to the preparation of qualitative studies that address the challenges and obstacles facing non-profit organizations. This came at the opening of the third edition of the International Non-Profit Sector Exhibition 2025 (IENA), which includes a social investment forum and a Gulf forum to strengthen the relationship between the non-profit sector and the public and private sectors. The exhibition is a pioneering platform of its kind, bringing together non-profit organizations, the public and private sectors, and international institutions to support cooperation, exchange expertise, and develop solutions and innovations in this field. It also highlights the importance of the non-profit sector as an effective strategic pillar in achieving sustainable development and social goals, empowering human capabilities, increasing the number of non-profit organizations in various development fields, and raising the sector's contribution to the gross domestic product by 5% by 2030.
