Saudi Arabia Issues New Regulations on Job Advertisements and Interviews in Private Sector

The Ministry of Human Resources and Social Development in Saudi Arabia has introduced a comprehensive set of regulations to govern job vacancy advertisements and interview procedures in the private sector, aimed at enhancing transparency, inclusivity, and compliance with labor standards.

According to a report by the Saudi Gazette, the newly approved regulations prohibit all forms of discrimination in job postings and interviews, including bias based on gender, age, disability, marital status, or other personal characteristics. The ministry also outlined guidelines for training programs that lead to employment and for the licensing of entities involved in employment advertising or job placement services.

The ministry emphasized that job advertisements must only be carried out by licensed organizations and posted through authorized digital platforms, the company’s official website, verified social media accounts, or sanctioned job fairs. Job fairs or public job-related events held outside company premises must be licensed by the Saudi Conventions and Exhibitions General Authority and comply with national regulations.

Each job posting is required to provide clear and comprehensive information, including the company name, nature of business, job title, responsibilities, qualifications, required skills, experience, work location, benefits, and application procedures. Employers must also specify the application deadline and provide an electronic method for receiving applications.

To ensure fair hiring practices, employers must notify applicants at least three working days in advance of the interview date, time, and format—whether in-person, virtual, or by phone. Interview venues must be accessible, properly equipped, and meet occupational health and safety standards. Facilities must include gender-specific restrooms, security personnel or systems, and drinking water.

The new guidelines also mandate that accommodations be made for candidates with disabilities. Employers must provide accessible communication tools and ensure physical accessibility at interview venues.

Job interview committees must consist of at least two Saudi nationals, including one human resources specialist. While non-Saudi experts may be consulted, they must not make up more than half of the committee members.

Furthermore, the regulations prohibit asking candidates about personal freedoms or confidential details related to their previous employment. All interviews must be documented, and employers are required to inform applicants of interview outcomes within 30 days. If a candidate is not selected, they must be notified of the decision and its reasoning through official communication channels.

These measures are part of broader efforts to improve labor market standards and ensure ethical recruitment practices across Saudi Arabia’s private sector.