Specified services
Confirm that the contracted activity falls within the current permitted scope.
Cleaning staff using a floor machine, mopping and wiping glass in one lobby.Regulatory update
New Ajeer Rules 2026: Outsourcing Expatriate Workers Between Saudi Companies
The 2026 framework concerns outsourcing specified services performed by expatriate workers already residing in Saudi Arabia under the direct supervision of the service provider through Ajeer.
The central Ajeer rule for this topic
An Ajeer permit is an electronic legal document that authorizes a worker to perform work at a specific establishment for a specific temporary or limited period, subject to the applicable service conditions.
The 2026 framework concerns outsourcing specified services performed by expatriate workers already residing in Saudi Arabia under the direct supervision of the service provider through Ajeer.
Four controls employers should settle first
Resident workforce
Do not present this framework as a new overseas visa route; it addresses eligible expatriates already in Saudi Arabia.
Provider supervision
Design attendance, task direction and escalation so the provider's direct supervision is real.
Contractual rights
Document responsibilities between the provider and client instead of relying on informal placements.
The central 2026 policy point
HRSD describes the rules as enabling establishments to outsource specific services performed by expatriate workers already residing in the Kingdom, under the direct supervision of the service-providing establishment through Ajeer. That wording matters: it frames a regulated service arrangement, not unrestricted labor broking or a shortcut around sponsorship and work-permit controls.
Why direct supervision changes operations
The provider needs supervisors who can assign work, monitor attendance and quality, record incidents, coordinate replacements and communicate with the beneficiary. The client can specify service outcomes and site rules, but an arrangement where the provider disappears after supplying names may conflict with the operating model described in the rules.
Procurement documents should become more precise
A client request should identify the specific service, location, duration, output standard, worker categories, shift coverage, access requirements, acceptance method and reporting rhythm. The supplier response should explain how eligible workers and supervisors will be assigned and how the live roster will stay aligned with the approved Ajeer records.
Claims employers should avoid
Do not advertise guaranteed approval, any-worker-any-site deployment, automatic sponsorship transfer, indefinite use of a temporary permit, or an unpublished fixed price and processing time. A company should verify the current rules on the official platform and obtain professional advice for facts that fall outside published guidance.
How this page fits the Ajeer cluster
This article focuses on what changed in the 2026 outsourcing framework and what did not. 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.
- Verify the service is within the applicable outsourcing scope
- Confirm workers are eligible and already resident where required
- Design direct provider supervision
- Align contracts, permits and operational rosters
- Keep change and incident records
- Recheck official guidance before each new campaign
Frequently Asked Questions
Do the 2026 rules cover overseas recruitment?
The cited outsourcing framework focuses on specified services performed by eligible expatriates already residing in Saudi Arabia.
Can a client supervise workers directly?
The cited framework emphasizes direct supervision by the service provider; site coordination should be designed around that requirement.
Does this replace Saudi Labor Law?
No. The Ajeer arrangement operates within applicable labor, employment and sector obligations.
Are all services eligible?
Do not assume so. Verify the exact activity and current service conditions on the official platform.
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 — Rules for outsourcing expatriate-worker services through Ajeer
- HRSD — Issuing Ajeer permits
- 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
Review the requirement before deployment
Share the service, supplier and beneficiary establishments, worker categories, quantities, occupation, exact worksite, assignment period, shift, supervision and responsibility matrix. Availability and permit status must be verified before any joining date is treated as confirmed.