Saudi Arabia’s Ministry of Human Resources and Social Development provides several electronic services through the Ajeer platform to regulate temporary employment arrangements between establishments. The system helps businesses meet short-term operational needs while ensuring that workers and employers comply with the Kingdom’s labour regulations.

According to the ministry, an Ajeer permit is an official document authorising an employee to work at a specified establishment for a limited period, subject to the conditions of the relevant service. It should not be confused with a permanent employment transfer, which follows a separate process through the Qiwa platform.

One of the principal services is Ajeer Contracting, which allows outsourcing and service-providing establishments to issue permits for employees assigned to perform contracted work at a client establishment’s premises. The arrangement helps companies obtain specialised services without permanently transferring the workers to the receiving business.

The ministry’s published service guidance identifies several eligible activities for service-providing establishments, including construction, cleaning and catering, maintenance and operations, consulting and business services, and educational institutes and colleges. Under the relevant contracting requirements, the provider must meet the applicable Nitaqat classification threshold, beginning at Low Green.

The establishment receiving the services may operate in a different sector, subject to the applicable platform requirements. Both parties must agree to the electronic contract before the provider proceeds with issuing permits for the employees assigned to the work.

To initiate Ajeer Contracting, the service provider signs in to the platform, opens the contracts section and creates a new contract under the Ajeer Contracting service. The provider then enters the receiving establishment’s information and the contract details before submitting the offer for approval.

After the receiving establishment accepts the contract, the provider returns to the permits section, selects a valid contract and enters the required permit details. Employees are added using the available search or identification options, and the permit is then issued after the applicable conditions have been satisfied.

The platform also offers Ajeer Secondment, a separate arrangement allowing an establishment to assign an employee’s services to another establishment for a defined contractual period. This differs from contracting for specific services, making it important for businesses to select the route that matches their intended working arrangement.

Another Ajeer service addresses temporary work during labour disputes. Eligible workers affected by an employment dispute may be authorised to work temporarily for another establishment while the dispute with their original employer is being resolved, subject to the conditions of that service.

Fees require particular attention. Some ministry service guides describe certain contracting and secondment services as having no service fee. However, the operational Ajeer platform states that permit costs for some services vary according to the duration requested and may require invoice generation and payment.

Employers should therefore distinguish between the administrative service fee and any charge applicable to the specific permit. They should verify the amount displayed by the platform rather than assuming that every Ajeer permit is free of charge.

An Ajeer permit does not authorise unrestricted employment at other establishments or work beyond its approved period. The employer, employee, permitted activity and contract must continue to meet the applicable regulations throughout the arrangement.

Businesses seeking clarification can consult the official Ajeer platform or contact its support team at 920011040 or support@ajeer.com.sa. Reviewing the correct service requirements before signing a contract can help prevent delays and compliance problems.

Ajeer forms part of Saudi Arabia’s established labour-market regulatory framework. It should not be interpreted as a blanket authorisation for expatriate employees to work for any employer without permission, as eligibility, procedures and costs differ between the available services.

Source: Saudi Ministry of Human Resources and Social Development – Ajeer Platform