Visa Options for Western-Trained Nurses to Work in Saudi Arabia
Western-trained nurses moving into Saudi Arabia’s private sector often ask a single question with many moving parts: which visa do I need to work—and how does it fit with SCFHS licensing? This guide breaks down the pathways, documents, sequencing and common pitfalls so you can relocate with confidence and enter practice without unnecessary delays.
Who this is for: Registered Nurses educated and licensed in the UK, EU/EEA, USA, Canada, Australia or New Zealand who plan to join a private clinic or hospital in Saudi Arabia under employer sponsorship.
1) The core pathway: Employment Work Visa → Iqama (Residence Permit)
For clinical work you will typically enter on an employer-sponsored Employment Work Visa and, after arrival, convert it to an Iqama (residence permit). The Iqama ties you to your sponsoring employer and is required for legal residence, banking, housing contracts and payroll.
Key points
Sponsorship is mandatory for clinical roles; freelance nursing is not permitted.
Your SCFHS professional classification/registration is separate from immigration, but both must be in place before patient care.
Visit/business visas are not valid for hands-on clinical work.
The profession shown on your Iqama should align with your role/title.
2) Alternative or related visa scenarios (what they are—and aren’t)
Family Residence Visa (dependants): once your Iqama is issued and eligibility criteria are met, you may sponsor spouse/children. This is not a work permit for dependants.
Temporary work/short-term assignment: possible for specific projects; still requires employer sponsorship and is less common for bedside nursing.
Business/Visit visas: may be used for interviews or administrative onboarding; never for clinical duties.
Exit/Re-entry visas: allow travel outside the Kingdom during your contract; issued after you hold an Iqama.
Change of employer (transfer): handled via the national platforms (e.g., Qiwa) and subject to contract and regulatory rules; coordinate with SCFHS status.
Family Residence Visa (dependants): once your Iqama is issued and eligibility criteria are met, you may sponsor spouse/children. This is not a work permit for dependants.
Temporary work/short-term assignment: possible for specific projects; still requires employer sponsorship and is less common for bedside nursing.
Business/Visit visas: may be used for interviews or administrative onboarding; never for clinical duties.
Exit/Re-entry visas: allow travel outside the Kingdom during your contract; issued after you hold an Iqama.
Change of employer (transfer): handled via the national platforms (e.g., Qiwa) and subject to contract and regulatory rules; coordinate with SCFHS status.
3) Documents checklist (prepare before HR files your case)
Create clean colour scans with consistent names and dates. Expect to need:
Passport (6+ months validity) and passport photo (plain background).
Nursing degree/diploma and full transcripts.
Current/most recent professional license + Good Standing Certificate (recently issued).
Employment reference letters (roles, dates, full-time/part-time, responsibilities, stamp/signature).
CV (chronological, month/year, no gaps).
Police Clearance (from home and recent countries of residence).
Medical certificate if requested (pre-arrival health screening).
Marriage/birth certificates for dependants (if applicable).
Sworn translations and apostille/notarisation where required by the issuing country.
Pro tip: maintain one master PDF called Document Checklist and tick items off; mismatched dates across CV, references and licensing history cause most slowdowns.
4) Licensing and immigration in parallel (SCFHS + Immigration)
SCFHS (Saudi Commission for Health Specialties) licensing generally includes:
Mumaris+ account and professional classification/registration under the correct nursing category.
Primary Source Verification (DataFlow/PSV) for education, license, Good Standing and employment.
Examination/assessment (often via Prometric) depending on category and experience.
Immigration runs alongside:
Employer obtains work visa authorization and issues a visa invitation.
You complete visa stamping in your home country (with any required medicals).
You travel to Saudi Arabia; HR schedules in-country medical screening and biometrics.
Your Iqama is issued and linked to your employer.
Facility privileging completes; you may commence practice once SCFHS + Iqama are both active.
Sequence matters: start DataFlow/PSV early so it does not hold up Iqama activation or your start date.
5) Step-by-step timeline (indicative)
Offer & contract agreed with a private facility (role, salary package, housing/allowances, flights, insurance).
Document pack finalised (translations/apostille as needed).
Employer files work visa; you monitor for extra documents or attestations.
Start DataFlow/PSV and book Prometric if required for your category.
Visa stamping completed; you fly to Saudi Arabia.
Medical screening & biometrics completed in-country.
Iqama printed; bank and local admin setup follow.
SCFHS registration issued/activated; facility privileging completed.
Start of practice under your sponsoring employer.
Offer & contract agreed with a private facility (role, salary package, housing/allowances, flights, insurance).
Document pack finalised (translations/apostille as needed).
Employer files work visa; you monitor for extra documents or attestations.
Start DataFlow/PSV and book Prometric if required for your category.
Visa stamping completed; you fly to Saudi Arabia.
Medical screening & biometrics completed in-country.
Iqama printed; bank and local admin setup follow.
SCFHS registration issued/activated; facility privileging completed.
Start of practice under your sponsoring employer.
6) Typical costs and who pays
Many private employers cover immigration fees, in-country medicals and Iqama issuance. Packages may also include flights, accommodation or housing allowance, transport allowance, health insurance and annual ticket. Clarify what’s covered in your contract, and which items (translations/apostilles, police clearance) you pay personally.
7) Common pitfalls (and how to avoid them)
Working on a visit visa: do not undertake clinical duties before Iqama + SCFHS are active.
Inconsistent identity data: ensure names/dates match across passport, CV, references and license history.
Expired Good Standing or Police Clearance: request close to submission to avoid mid-process expiry.
Missing translations/apostille: follow the issuing country’s rules; unofficial translations are rejected.
Under-specifying your role: ensure your contract title and Iqama profession match your nursing category.
PSV delays: universities/employers that respond slowly hold everything up—follow up proactively.
Working on a visit visa: do not undertake clinical duties before Iqama + SCFHS are active.
Inconsistent identity data: ensure names/dates match across passport, CV, references and license history.
Expired Good Standing or Police Clearance: request close to submission to avoid mid-process expiry.
Missing translations/apostille: follow the issuing country’s rules; unofficial translations are rejected.
Under-specifying your role: ensure your contract title and Iqama profession match your nursing category.
PSV delays: universities/employers that respond slowly hold everything up—follow up proactively.
8) Bringing family to Saudi Arabia (dependants)
After your Iqama is issued and eligibility criteria are met, you can apply for Family Residence Visas for spouse/children. Prepare marriage/birth certificates (translated/apostilled), proof of housing and income. Dependants cannot work unless they obtain their own sponsorship and work authorization.
9) Changing employers without gaps
If you plan to move clinics later:
Review current rules for employer change/transfer and notice periods.
Check SCFHS license portability and any evaluation requirements in the new facility.
Time your resignation to avoid being out of status between sponsors and to protect continuity of benefits.