Saudi Arabia is making big moves in clean energy. With a $5.3 billion investment into 10 green energy projects delivering over 6,500 megawatts by the end of 2024, the country is pushing hard toward a sustainable future. And if you’re a global investor looking to be part of that future, there’s one key requirement: a
Saudi Arabia’s Ministry of Human Resources and Social Development (MHRSD) has introduced a new system for categorising expatriate workers, dividing them into three distinct skill groups: High-Skilled, Skilled, and Basic. While the policy doesn’t yet trigger any direct changes to work permits or visa requirements, it sets the tone for a more structured and strategic approach to managing foreign labour in the Kingdom.
Though currently administrative in nature, this move signals a shift toward a more data-led and future-ready labour market—one that draws inspiration from international models like those in the UK, Canada, and Australia, where work visa decisions are based on salary thresholds, qualifications, occupation type, and local labour market conditions.
Residency in Saudi Arabia is no longer just a legal formality. It’s a strategic enabler, a tool for business agility, investor access, and professional independence.
The country’s two leading pathways, Premium Residency and Work Visa, are vastly different in function, cost, and flexibility. But both come with a common challenge: choose the wrong one, and your mobility, business operations, and even family relocation plans can stall before they start.
Starting a business in Saudi Arabia today is more accessible than ever, especially with the country’s push to attract global and regional players under Vision 2030. But even with a smoother process, every step, starting from choosing a trade name to registering a trademark, requires careful attention to the legal details that shape a company’s presence and protection in the market.
Relocating talent across borders requires more than just securing a visa and a flight. In Saudi Arabia, a smooth onboarding process is heavily dependent on how well both expatriates and employers navigate post-arrival formalities and compliance protocols. With strict labor laws and digital governance platforms, every step must be handled with accuracy and timeliness.
The past five years have significantly redefined the concept of business resilience. From a global pandemic and supply chain disruptions to geopolitical unrest, inflation, and the AI revolution, the period from 2020 to 2025 has presented organizations with challenges like never before. In the face of ongoing volatility, one theme has emerged consistently as the differentiator between businesses that thrive and those that falter: corporate agility.
Corporate agility refers to an organization’s ability to anticipate, adapt, and act rapidly in response to change. It goes beyond speed; it is about having the right mindset, technology, and talent strategy to not only survive disruption but to evolve and lead through it.
The Kingdom of Saudi Arabia (KSA) has introduced significant amendments to its Labour Law, effective from February 2025. These changes, aligned with Vision 2030, aim to modernize the labour market, enhance worker protections, and ensure compliance across businesses of all sizes.
On May 12, 2025, the UK government published its most consequential immigration reform in years: the Immigration White Paper titled “Restoring Control Over the Immigration System.” With the goal of reducing net migration, enhancing compliance, and refocusing on high-skilled talent, these reforms will reshape how individuals live, work, and study in Britain.
The world’s top-performing organizations have adopted five core behaviors that consistently drive competitive advantage, innovation, and resilience.
Dubai just took a major step toward reshaping how government land is managed—and the global investment world is paying attention. A new regulation, Law No. (6) of 2025, has been introduced, giving Dubai Municipality more control over how public land is allocated and used.
