Can an Employee Work for Another Company Under Ajeer in Saudi Arabia?

The central Ajeer rule for this topic

The 2026 outsourcing framework addresses specified services performed by expatriate workers already residing in Saudi Arabia under the direct supervision of the service-providing establishment through Ajeer. It should not be described as an automatic sponsorship transfer.

A worker may perform temporary work at a beneficiary establishment only when the applicable Ajeer service allows it and the approved record matches the actual assignment.

Four controls employers should settle first

The answer is conditional, not a blanket yes

Ajeer can provide a legal temporary-work record for eligible arrangements, but an employee cannot use the concept of Ajeer to work freely for any company. The provider, beneficiary, worker, service, occupation, location and dates must satisfy the current service conditions and be reflected in the approved transaction.

What the original employer must control

The service provider should confirm worker eligibility, employment obligations, assignment communication, direct supervision where required, attendance, pay route, insurance and welfare responsibilities. It should keep a current roster and a contact who can respond to the employee and beneficiary.

What the beneficiary company must control

The beneficiary should check the approved worker list, provide site induction and safe access, coordinate work interfaces, record incidents and avoid changing the occupation, location or dates informally. It should not represent the temporary worker as transferred to its sponsorship unless a separate approved process has occurred.

What the employee should verify

The worker should see the correct company, location, occupation, period and supervisor information and understand the wage, overtime, transport, accommodation and complaint route. If actual work differs from the approved assignment, the worker should report it through the designated channel rather than assume the permit covers the change.

How this page fits the Ajeer cluster

This article focuses on the boundary between an authorized temporary assignment and unauthorized outside work. It should be read with the main 2026 Ajeer rules pillar, which explains the wider supplier, beneficiary, employee, temporary-permit, supervision and sponsorship-transfer framework.

The same facts should not be published as multiple city or industry pages with only names changed. Each implementation page must reflect the real service demand, sites, roles, risks and operating controls of its property.

Employer compliance checklist

Use this operational checklist before making a deployment or approval claim.

• Confirm the applicable Ajeer service
• Verify the named beneficiary and worksite
• Match occupation and real duties
• Explain employment terms to the worker
• Maintain provider supervision and support
• Stop or update the assignment before expiry

Frequently Asked Questions

Official sources and update standard

This guide was checked against the official sources below on 28 August 2026. Ajeer contains several services and permit types, each with its own eligibility and workflow. Employers and workers should verify the exact service, current conditions and transaction status on the responsible government platform before acting.

• HRSD — Issuing Ajeer permits
• HRSD — Rules for outsourcing expatriate-worker services through Ajeer
• Ajeer platform — permit and service categories

This is general operational information, not legal advice. It does not guarantee company eligibility, permit approval, worker eligibility, a fixed processing time or a fixed government fee.

Related Ajeer employer resources

• Ajeer Rules in Saudi Arabia 2026
• What Is an Ajeer Contract in Saudi Arabia? Employer and Employee Guide
• New Ajeer Rules 2026: Outsourcing Expatriate Workers Between Saudi Companies
• How to Get an Ajeer Permit in Saudi Arabia: Step-by-Step Employer Guide
• Contact the recruitment team