Latest news with #SaudiConventionsandExhibitionsGeneralAuthority
Saudi Gazette
17-05-2025
- Business
- Saudi Gazette
Law amended to limit service of private security guards to 8 activities during work hours
Saudi Gazette report RIYADH — Saudi Arabia has amended Executive Regulations of the Law of Private Security Services under which service of private security guards is limited to eight activities during work hours. Interior Minister Prince Abdulaziz bin Saud bin Naif has approved amendment of article two of the regulations in this regard. The amendments also stipulate that 24-hour service of security guards are available for 15 vital commercial activities. According to the amended article, facilities that are required to provide private civilian security service during work hours include private and international educational and training facilities; wedding and event halls; private clinics, medical centers, and complexes; and facilities licensed by Saudi Conventions and Exhibitions General Authority or the General Entertainment Authority during the duration of the event. These facilities also include restaurants with an area exceeding 1,000 square meters according to the commercial activity license; women's gyms; hypermarkets and grocery stores with an area exceeding 2,000 square meters according to the commercial activity license, and camps and sites designated to accommodate pilgrims in the holy sites during the period from Dhul Hijjah 1 to Dhul Hijjah 15 of each year. The amended article 15 requires 24-hour private civil security guards for certain types of commercial establishments. These include hotels, banks, exchanges and money transfer shops, hospitals, and gold and jewelry stores, and similar establishments located outside the facilities required to provide private civil security guards; markets, malls, and closed and open commercial centers containing 30 or more stores, or with a commercial area exceeding 3,000 square meters according to the building license. Establishments obligated to provide 24-hour security also include human resources company employee shelters, car and heavy equipment sales centers affiliated with agencies, maintenance centers affiliated with car and heavy equipment dealerships with an area exceeding 2,000 square meters according to the building permit, car showrooms with an area exceeding 2,000 square meters according to the commercial activity license, and buildings and towers with more than 50 units intended for residential or commercial rent. The list of these establishments also includes gated residential complexes with more than 10 villas or more than 50 residential units, amusement parks and tourist facilities with an area exceeding 3,000 square meters according to the commercial activity license, private libraries with an area exceeding 2,000 square meters, and entities obligated to provide private civilian security guards in accordance with other regulations and laws. Factories and warehouses are also required 24-hour service as per the directive of the regional police director, after the facility submits a feasibility study from a licensed security consulting firm. The study must be submitted within two months of notification. It is noteworthy that the Law of Private Security Services is a set of legal rules that regulate the work of civilian guards for private sector establishments. The law regulates the operations of establishments that recruit civilian security guards and prepares them to protect private or public establishments.
Gulf Business
01-05-2025
- Business
- Gulf Business
Job seekers alert: Saudi announces new employment rules
Image credit: Getty Images The Regulations for job announcements Job vacancy announcements and interviews must not contain any form of discrimination, including those based on gender, disability, age, marital status, or other factors. Read- The ministry's new rules prohibit brokering or advertising employment opportunities for Saudis unless the activity is licensed by the ministry and complies with regulations governing such practices. Additionally, these regulations stress the need to obtain proper licenses for job fairs or public job invitations held outside workplace premises. Such events must be coordinated through the Saudi Conventions and Exhibitions General Authority, in line with governing rules. Compliance with professional standards The ministry requires that advertised job roles align with the professions listed in the Saudi Standard Classification of Occupations. Job postings must be made through approved digital platforms, the company's website, official social media accounts, or licensed job fairs. Job advertisement guidelines Key provisions of the regulations stipulate that job advertisements must include: A brief description of the company, including its name, business activity, headquarters, and work location. A clear description of the job vacancy, including the job title, responsibilities, required qualifications, and skills. Years of experience required, application procedures, working hours, job nature, benefits, and the application deadline. An electronic method for receiving job applications. Employers must notify each applicant of the interview format (in-person, remote, or phone), date, and expected time at least three working days in advance. Interview venues—whether inside or outside the facility—must be suitable for the number of applicants. They must be in visible, accessible locations with sufficient seating and desks, comply with occupational health and safety standards, and have security systems or guards, gender-specific restrooms, and drinking water. Accommodations for persons with disabilities For applicants with disabilities, employers must provide appropriate communication tools and ensure accessibility throughout the interview location. A job interview committee must be formed, comprising at least two Saudi individuals, including one human resources specialist. The committee may consult non-Saudi experts if necessary, provided they do not exceed half the committee's members. Restrictions on interview questions The regulations prohibit interviewers from asking about personal freedoms or confidential details about previous employment. All interview outcomes must be documented for future reference. Communicating interview results Applicants must be informed of interview results through official channels within 30 days of the interview. If an applicant is not selected, the reasons must be communicated.
Zawya
01-05-2025
- Business
- Zawya
Saudi: HR Ministry approves regulations for job ads and interviews in private sector
RIYADH — The Ministry of Human Resources and Social Development has approved regulations for advertising job vacancies and training leading to employment, as well as procedures for conducting job interviews in the private sector. The job vacancy announcements and job interviews must not contain any form of discrimination, such as discrimination based on gender, disability, age, marital status, or any other form of discrimination. The new regulations, announced by the ministry, prohibit the practice of brokering or advertising the employment of Saudis unless the activity is licensed by the ministry and is subject to the regulations and rules governing the practice of brokering the employment of Saudis. At the same time, the regulations emphasize the importance of obtaining the necessary licenses for job fairs or public invitations for jobs outside of workplaces through the Saudi Conventions and Exhibitions General Authority, in accordance with the regulations governing this. The ministry stipulated that advertised jobs must comply with the professions included in the Saudi Standard Classification of Occupations. It also required that job vacancies be advertised through the ministry's approved digital platforms, the company's website and official social media accounts, or licensed job fairs. The most prominent provisions of the job advertisement regulations emphasize that the job advertisement must contain a brief description of the establishment, including its name, activity, headquarters, and work location. The advertisement must also contain a clear job description for the vacancy and the job application requirements, including the job title, job duties, minimum educational qualifications, and skills. In addition, the advertisement must specify the years of experience required for the position, the application process, nature of the work, its hours, and job benefits. The regulations also specify the application deadline, and require that job applications be received electronically. The regulations clarify the importance of sending an invitation to each applicant to notify them of the type of interview (in-person, remotely, or by phone), its date, and the expected time of the interview at least three working days in advance. The regulations also stipulate that the interview location — whether outside or inside the facility — must be appropriate for the number of job applicants. It must be in a visible location with open entrances and exits, sufficient desks and seating, and meet occupational health and safety requirements to protect applicants. The location must also include an electronic security system or security guards, as well as gender-specific restrooms and potable water. If the applicant is a person with a disability, the regulations emphasize provision of appropriate means of communication based on their disability, as well as facilitating arrangements and services to ensure easy access to all facilities at the interview location. A committee must also be formed to conduct job interviews, consisting of no fewer than two Saudi individuals, one of whom must be a human resources specialist. The committee may seek the assistance of non-Saudi specialists in job interviews when necessary, provided that their number does not exceed half of the committee's members. The regulations also prohibit the hiring committee from asking questions related to personal freedoms and the like during the job interview. They also prohibit asking questions related to confidential information about the applicant's previous employment. The results of job interviews must be documented so that they can be referred to when needed. The regulations also emphasize informing applicants of the results of the job interview by any official means within a maximum of 30 days from the interview date. If the applicant fails the interview, the reasons must be explained. © Copyright 2022 The Saudi Gazette. All Rights Reserved. Provided by SyndiGate Media Inc. (
Saudi Gazette
30-04-2025
- Business
- Saudi Gazette
HR Ministry approves regulations for job ads and interviews in private sector
Saudi Gazette report RIYADH — The Ministry of Human Resources and Social Development has approved regulations for advertising job vacancies and training leading to employment, as well as procedures for conducting job interviews in the private sector. The job vacancy announcements and job interviews must not contain any form of discrimination, such as discrimination based on gender, disability, age, marital status, or any other form of discrimination. The new regulations, announced by the ministry, prohibit the practice of brokering or advertising the employment of Saudis unless the activity is licensed by the ministry and is subject to the regulations and rules governing the practice of brokering the employment of Saudis. At the same time, the regulations emphasize the importance of obtaining the necessary licenses for job fairs or public invitations for jobs outside of workplaces through the Saudi Conventions and Exhibitions General Authority, in accordance with the regulations governing this. The ministry stipulated that advertised jobs must comply with the professions included in the Saudi Standard Classification of Occupations. It also required that job vacancies be advertised through the ministry's approved digital platforms, the company's website and official social media accounts, or licensed job fairs. The most prominent provisions of the job advertisement regulations emphasize that the job advertisement must contain a brief description of the establishment, including its name, activity, headquarters, and work location. The advertisement must also contain a clear job description for the vacancy and the job application requirements, including the job title, job duties, minimum educational qualifications, and skills. In addition, the advertisement must specify the years of experience required for the position, the application process, nature of the work, its hours, and job benefits. The regulations also specify the application deadline, and require that job applications be received electronically. The regulations clarify the importance of sending an invitation to each applicant to notify them of the type of interview (in-person, remotely, or by phone), its date, and the expected time of the interview at least three working days in advance. The regulations also stipulate that the interview location — whether outside or inside the facility — must be appropriate for the number of job applicants. It must be in a visible location with open entrances and exits, sufficient desks and seating, and meet occupational health and safety requirements to protect applicants. The location must also include an electronic security system or security guards, as well as gender-specific restrooms and potable water. If the applicant is a person with a disability, the regulations emphasize provision of appropriate means of communication based on their disability, as well as facilitating arrangements and services to ensure easy access to all facilities at the interview location. A committee must also be formed to conduct job interviews, consisting of no fewer than two Saudi individuals, one of whom must be a human resources specialist. The committee may seek the assistance of non-Saudi specialists in job interviews when necessary, provided that their number does not exceed half of the committee's members. The regulations also prohibit the hiring committee from asking questions related to personal freedoms and the like during the job interview. They also prohibit asking questions related to confidential information about the applicant's previous employment. The results of job interviews must be documented so that they can be referred to when needed. The regulations also emphasize informing applicants of the results of the job interview by any official means within a maximum of 30 days from the interview date. If the applicant fails the interview, the reasons must be explained.
Leaders
28-03-2025
- Business
- Leaders
Riyadh to Host Fortune's Inaugural Most Powerful Women International Summit
Fortune has announced its first Fortune Most Powerful Women International Summit that will take place in Riyadh, Saudi Arabia, on 20-21 May, 2025. This marks the first international summit in the region focused on female leadership. The Fortune Most Powerful Women community includes top leaders from various industries and governments worldwide. Renowned for its agenda-setting discussions, the Summit will address key forces shaping the global business landscape. Additionally, it will explore how public and private sectors can collaborate to enhance innovation and growth. Attendees will discuss pressing topics, including crisis leadership, adapting to economic shifts, scaling emerging technologies, and uncovering new opportunities in investing and healthcare. They will also examine the evolving businesses in sports, entertainment, and design. A Step Towards Vision 2030 Fortune is hosting this summit in Saudi Arabia to align with the country's Vision 2030 objectives, focusing on investing in growth, innovation, and women's progress in both business and society. As a result, the women's workforce participation rate has increased to 36%, more than doubled from 17% in 2017. Furthermore, Saudi women now own 45% of the nation's small and medium-sized businesses, significantly contributing to the economy's entrepreneurial development. Fortune's Most Powerful Women Summit will grant global leaders access to this burgeoning market. This event aims to foster partnership opportunities and expand the global community. 'Fortune strives to be at the center of new frontiers in global business, and Saudi Arabia is one of those places,' said Anastasia Nyrkovskaya, CEO of Fortune. 'It's an ideal time to gather the world's most influential women in Riyadh to inspire, connect, and drive progress.' Alyson Shontell, Editor in Chief of Fortune, emphasized the significance of Saudi Arabia's impact on the global economy in her piece titled 'Why Fortune MPW is Going Global.' She highlighted Fortune's commitment to fostering progress through authoritative journalism. 'Given Saudi Arabia's recent acceleration, especially for women, we are excited to document the progress there too.' Celebrating Inspirational Leadership On 20 May, Fortune will reveal its renowned 100 Most Powerful Women in Business list. Now in its 28th year, this list honors global female leaders who drive innovation across numerous sectors, including finance, technology, healthcare, telecom, retail, and energy. The 2024 edition recognized leaders from 19 countries and territories, with over half serving as CEOs of Fortune 500 and Global 500 companies. The Fortune Most Powerful Women International Summit will partner with the Saudi Conventions and Exhibitions General Authority (SCEGA). Fortune is a global media company known for its trusted reporting and information that aims to improve business practices. As an independently owned entity, Fortune tells the stories of significant companies and emerging innovators alike. Its iconic rankings include the Fortune 500, Fortune Global 500, Most Powerful Women, and World's Most Admired Companies. Short link :
