Saudi Arabia work visa & Iqama from Pakistan: the full guide

Saudi Arabia is one of the largest employers of Pakistani workers in the world, across construction, healthcare, engineering, hospitality, and skilled trades. The process is sponsor-driven and well-trodden — but it has specific steps (and specific risks) that are worth understanding before you commit.

The shape of the process

1. Job offer & contract from a Saudi employer.
2. Work visa authorisation. The employer obtains a visa authorisation (block visa / power of attorney) and a visa number for your role.
3. Medical fitness test at a GAMCA / Gulf-approved medical centre in Pakistan before the visa is issued.
4. Attestation & documents. Educational and experience documents attested through the proper chain; police character certificate where required.
5. Visa stamping on your passport via the Saudi mission / approved processing, usually through a BEOE-licensed recruiter for Pakistani workers.
6. Protector clearance (BEOE). Pakistani workers going through legal channels obtain emigration clearance — the “protector” stamp — which records your job and contract with the government.
7. Travel & Iqama issuance. After arrival, your employer processes your Iqama (residence permit) — your legal residency, tied to the employer.

The medical test (GAMCA / Wafid)

Gulf countries require a pre-departure medical fitness test at an approved centre, coordinated through the GAMCA / Wafid system. You cannot use just any clinic — it must be an approved centre, and an “unfit” result will stop the visa. Budget for this and book through the official system, not a middleman charging a markup.

The Iqama and why transferability matters

Your Iqama is the document that governs your right to live and work in the Kingdom, and it is sponsored by your employer. Whether — and how easily — you can move to a different employer later is one of the most consequential things about your time in Saudi Arabia. Since 2021, the Kingdom’s Labour Reform Initiative (administered through the Qiwa platform) has expanded workers’ ability to change employers in defined circumstances. We cover this in depth in our dedicated guide on Iqama transferability.

Who pays

For Pakistani workers, recruitment is regulated by BEOE, which caps the service fee a licensed Overseas Employment Promoter (OEP) can charge and defines which costs are legitimate. The Saudi employer is responsible for the work visa and Iqama costs. Be extremely wary of any “agent” demanding large sums beyond the regulated fee, or asking for money before you have a verified visa number and contract in hand.

Saudization (Nitaqat) — why it affects you

Saudi Arabia operates a localisation policy (Nitaqat) that requires companies to employ a percentage of Saudi nationals. This shapes which roles are open to foreign workers and can affect renewals in certain sectors. It is not something you control, but it is useful context when assessing how stable a role is.

Documents you will typically need

• Passport valid well beyond your intended stay
• GAMCA/Wafid-approved medical fitness certificate
• Attested educational certificates and, for regulated roles, professional licences (e.g. SCFHS registration for healthcare, SCE for engineers)
• Experience letters
• Police character certificate (where required)
• Photographs to specification

The honest risks

• Free-visa / Azad-visa arrangements — where you pay for a visa not tied to a real job — are illegal, insecure, and a frequent source of exploitation. Avoid them.
• Contract substitution — the salary and role you were promised differing from what you find on arrival. Keep your signed Arabic contract and salary slips.
• Unlicensed recruiters. Only deal with a BEOE-licensed OEP and verify the licence first.

Before paying anyone, verify the recruiter on the BEOE register and run the offer through ScamShield Pro.