GCC Workforce Rules in October 2026: Saudisation, Emiratisation and New Recruitment Agency Rules
Employer insights

Intro

October 2026 brought some of the biggest workforce rule changes of the year across the Gulf. In Saudi Arabia, companies can now fall out of compliance overnight without hiring or losing anyone. Abu Dhabi has taken Emiratisation into private-school classrooms. And Oman and Qatar have rewritten the rules for recruitment agencies.

Here’s what changed, who it affects, and what HR and business leaders should do next.

Saudi Arabia: accounting Saudisation rises to 50%, and Nitaqat wages go up

Accounting Saudisation is now 50%

From 27 October 2026, private-sector establishments with five or more workers in accounting professions must fill 50% of those roles with Saudi nationals, up from 40%. The rate is calculated for the whole entity, not branch by branch, and applies regardless of your Nitaqat band. Accounting offices are excluded.

A Saudi accountant only counts toward the rate when three conditions are met at the same time:

  • the job title is one of the 21 listed occupation codes
  • they hold an active accreditation from the Saudi Organization for Chartered and Professional Accountants (SOCPA)
  • their registered wage is at least SAR 6,000 for a bachelor’s degree holder, or SAR 4,500 for a diploma holder

Example: a company with 23 accountants now needs 12 qualifying Saudi accountants (50% of 23, rounded up). Under the old 40% rate it needed 10.

The requirement keeps rising: to 60% from 27 October 2027 and 70% from 27 October 2028.

The Nitaqat wage threshold is rising

On 25 October, the Ministry of Human Resources and Social Development announced a higher minimum wage for a Saudi employee to count as one full worker under Nitaqat. It rises from SAR 4,000 to SAR 5,000 after a six-month grace period (around April 2027), then to SAR 6,000 a year later (around April 2028).

What Saudi employers should do now

  1. Audit every Saudi accountant against job code, SOCPA status and registered wage. Headcount alone isn’t enough.
  2. Map every Saudi employee’s salary against SAR 5,000 and SAR 6,000, and model your Nitaqat band under each.
  3. Build any salary adjustments into the 2027 and 2028 budgets now.
  4. Plan for the next rises: 15% Saudisation for gyms and sports centres from 18 November 2026, and 70% for project management roles from 14 February 2027.

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UAE: Emiratisation reaches private-school classrooms, and the year-end deadline nears

Abu Dhabi sets Emiratisation targets for teachers

On 23 October 2026, the Abu Dhabi Department of Education and Knowledge (ADEK) launched an Emiratisation policy for private education. The goal is to bring more than 2,000 UAE nationals into teaching over five years. The targets apply on top of federal Emiratisation rules, starting with Arabic, Islamic Studies and Social Studies teachers.

Five school operators have already committed to hiring Emirati educators:

OperatorEmirati educators committed
Taaleem200+
SABIS150+
GEMS Education120+
International Community Schools77+
Liwa Education61+

The programme is supported by NAFIS, which pays eligible trainee teachers up to AED 4,000 a month. Students hired under the Emirati Student Employment Contract count toward Emiratisation targets while they study.

The 31 December Emiratisation deadline

Private-sector companies with 50 or more employees face their full-year Emiratisation target on 31 December. Employer guides put the 2026 target at 10% of skilled roles, with a penalty of AED 108,000 a year for each unfilled position. Since 1 July 2026, Emiratis paid below the AED 6,000 minimum wage don’t count toward the quota.

What UAE employers should do now

  1. Check your Emiratisation numbers against the 31 December target, counting only Emiratis paid AED 6,000 or more.
  2. If you run a school in Abu Dhabi, review Emirati representation in Arabic, Islamic Studies and Social Studies first.
  3. Use NAFIS programmes and student employment contracts to build a pipeline, rather than racing to hire in December.

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Oman and Qatar: new rules for recruitment agencies

Oman: new rules from 1 January 2027

Oman’s Ministerial Decision No. 390/2026, published on 24 October, replaces recruitment rules in place since 2011. From 1 January 2027, recruitment offices must be Omani-owned, licensed by the Ministry of Labour and hold an OMR 5,000 guarantee. They may not charge recruited workers any fees.

For employers, the most useful change is the service guarantee. Workers recruited for companies are covered for 90 days from their start date, and domestic workers for two years. If a hire falls through, the employer can claim a refund or a replacement. That right is lost if the employer misrepresented the job, paid wages more than two months late, or harmed the worker.

Qatar: Ministerial Decision No. 61 of 2026

Qatar’s Ministerial Decision No. 61 of 2026 was published in the Official Gazette on 25 October and took effect on 26 October, replacing rules from 2005. Under the new rules, licensed recruitment agencies must:

  • give workers the employer-signed job terms, including duties, contract type and wage, before they travel
  • not charge workers any fees
  • hold a QAR 750,000 guarantee with the Ministry of Labour
  • report their recruitment activity every month

Employers get a three-month trial period with a full refund, followed by six months with a partial refund. Existing agencies have three months to comply.

What employers using agencies should do now

  1. Review agency contracts in Oman and Qatar before renewal, and add the new guarantee, refund and replacement terms.
  2. Make sure every candidate receives written terms (role, contract type and salary) before they travel.
  3. Check that each agency you use is licensed, and never let one charge candidates a fee.

Key dates for GCC employers

DateCountryChange
18 November 2026Saudi Arabia15% Saudisation for gyms and sports centres
31 December 2026UAEFull-year Emiratisation target for companies with 50+ employees
1 January 2027OmanNew recruitment agency rules take effect
Late January 2027QatarThree-month compliance period for existing agencies ends
14 February 2027Saudi Arabia70% Saudisation for project management roles
Around April 2027Saudi ArabiaNitaqat wage threshold rises to SAR 5,000
27 October 2027Saudi ArabiaAccounting Saudisation rises to 60%

Frequently asked questions

What is the accounting Saudisation rate in 2026? From 27 October 2026, it is 50% for private-sector establishments with five or more workers in accounting professions. It rises to 60% in October 2027 and 70% in October 2028.

Which Saudi accountants count toward Saudisation? Only those in one of the 21 listed job codes, with active SOCPA accreditation, and with a registered wage of at least SAR 6,000 (bachelor’s degree) or SAR 4,500 (diploma).

What is the new Nitaqat wage threshold? A Saudi employee will need to earn SAR 5,000 to count as one full worker under Nitaqat from around April 2027, and SAR 6,000 from around April 2028. The current threshold is SAR 4,000.

Can recruitment agencies in Qatar or Oman charge workers fees? No. Both Qatar’s Decision No. 61 of 2026 and Oman’s Decision No. 390/2026 ban agencies from charging recruited workers fees.

Stay ahead of GCC workforce changes

Compliance in the Gulf is no longer only about how many nationals you employ. Pay, accreditation and the agencies you hire through all count now.

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Hiring across the GCC? VSCareer.com matches employers with candidates on skills and experience, not just job titles. Post a Job – VSCareer or Browse Jobs – VSCareer

This article is for general information only and is not legal advice. Always check the official guidance for your situation.

Sources