This Saudi Nationals only jobs index provides a practical reference for HRSD-mandated Saudi-only and 100% localisation roles across Saudi Arabia.
Saudi Arabia’s localisation framework continues to evolve beyond percentage-based Saudisation targets. Across multiple sectors, the Ministry of Human Resources and Social Development (HRSD) has introduced roles that are fully localised or effectively restricted to Saudi Nationals, either immediately or through phased implementation.
This post provides a practical reference index of Saudi Nationals Only and 100% localisation roles, intended for HR teams, compliance officers, legal advisors, and business leaders operating in the Kingdom.
Purpose of this localisation index
This index is designed to help employers:
- Identify roles that must be filled by Saudi Nationals
- Understand minimum wage thresholds used for localisation counting
- Reduce Saudisation compliance risk
- Support workforce planning and job design decisions
- Avoid misclassification of roles during audits or inspections
This is a compliance-focused reference, not a market salary guide.
For market-aligned salary benchmarks across roles and industries, refer to our 2026 Saudi National Salary Guide (SAR).
How localisation decisions are applied in practice
Saudi localisation decisions typically fall into one of the following categories:
- 100% Localisation (Saudi-only roles) Roles that must be filled exclusively by Saudi Nationals.
- High Saudisation Roles with Wage Thresholds Roles that count toward Saudisation only if the Saudi employee meets a minimum GOSI-registered wage.
- Phased Localisation Roles Roles transitioning toward full or high Saudisation over defined implementation periods.
Employers should note that minimum wage thresholds are compliance tools, not indicators of competitive compensation.
Important distinction: compliance vs competitiveness
Meeting localisation wage thresholds ensures:
- Saudisation credit
- Regulatory compliance
However, these thresholds do not reflect market salary expectations, particularly for experienced Saudi professionals.
Employers relying solely on minimum thresholds often face:
- Higher attrition
- Limited candidate pools
- Reduced engagement
