By increasing the Saudization standards to 60% for marketing and sales positions in the private sector, Saudi Arabia has declared a significant change in its workforce localization policy. The new rule, which was released by the Ministry of Human Resources and Social Development (HRSD) on January 19, 2026, is applicable to businesses that employ three or more people in the designated professions. After the notification date, businesses have three months to comply with the new regulations.
One of the biggest upgrades to localization for creative and commercial functions in recent years is this development. Sales and marketing are essential to revenue generation, brand growth, customer engagement, and market competitiveness; they are not support functions. The Kingdom is integrating Saudi talent into fields that have a direct impact on corporate growth and strategic direction by boosting Saudi participation in these roles.
At its core, the ruling increases Saudization to 60% in 18 private sector marketing and sales occupations. The rule, which establishes a minimum monthly pay of SAR 5,500, is applicable to all establishments with three or more employees in these roles.
Three months after the announcement, the regulation is set to go into effect, giving businesses time to modify their hiring practices and personnel arrangements. HRSD's emphasis on workforce nationalization and employment quality is highlighted by the combination of a high localization threshold, a specified salary floor, and a controlled implementation period.
The first decision applies to private-sector marketing roles. These roles influence how companies interact with consumers, develop brand equity, and communicate. Saudi nationals are positioned in both strategic and creative decision-making roles by mandating a 60% Saudization rate in marketing functions.
Covered professions include:
Collectively, these roles define a company’s public identity, customer perception, and market presence. The minimum salary of SAR 5,500 ensures these roles are treated as sustainable, professional careers rather than temporary compliance placements.
The second decision raises Saudization to 60% for sales functions in private-sector companies with three or more employees. Sales roles are critical for revenue generation, client relationships, and market expansion.
Covered roles include:
Organizations must review hiring, recruitment, and development strategies in light of this regulation, which impacts both traditional retail and wholesale operations as well as specialist technical sales and commercial trading operations.
This regulation is important for the kinds of roles it addresses as well as for its percentage targets. This project localizes revenue-generating, strategy-defining, and reputation-shaping roles, in contrast to earlier localization initiatives that concentrated on administrative or operational roles.
Saudi professionals are now positioned as contributors to business growth and market competitiveness thanks to a larger strategic workforce policy that centers on marketing and sales.
The introduction of a minimum monthly wage of SAR 5,500 reinforces the principle that Saudization must be coupled with meaningful employment standards.
This benchmark:
Employers are encouraged to invest in training and career development, ensuring Saudi employees in these roles can progress into leadership and specialist positions.
HRSD has also introduced a comprehensive package of support measures for private-sector organizations. These include assistance with recruitment, training, upskilling, and employee development. Employers can also access HRDF (Hadaf) funding and Saudization support programs designed to promote job stability for Saudi nationals.
By providing guidance and financial support, HRSD aims to shift Saudization from a compliance obligation to a strategic workforce investment.
According to HRSD, the decisions are based on analytical studies of labour market needs, considering:
As Saudi Arabia continues to diversify its economy, marketing and sales roles are expanding rapidly across industries such as digital commerce, technology, tourism, financial services, and consumer brands. Localizing these functions ensures Saudi nationals play a central role in sectors critical to the Kingdom’s economic transformation.
The three-month compliance period following the 19 January 2026 announcement requires businesses to act quickly. Companies should:
Early action will reduce compliance risk while strengthening workforce stability and competitiveness.
The 60% Saudization mandate for marketing and sales roles represents a decisive evolution in Saudi Arabia’s workforce policy. It moves localization into strategic, revenue-driving functions and emphasizes job quality, professional stability, and national participation in business leadership.
For employers, this is both a compliance requirement and a strategic opportunity.
For Saudi professionals, it signals stronger career pathways, competitive compensation, and a more prominent role in shaping the Kingdom’s private-sector growth.