Hiring Trends7 min readUpdated 7 November 2026

Kafala System Reforms Across the Gulf in 2026: What Changed in Saudi, Qatar, UAE and Bahrain

Kafala reforms in Saudi Arabia, Qatar, the UAE and Bahrain explained: job mobility, exit permits, and what sponsorship changes mean for Gulf workers in 2026.

In this guide

The short answer
What kafala meant in practice
Qatar: the earliest major reforms
Saudi Arabia: mobility and exit reforms
UAE and Bahrain: flexibility and mobility
What reforms have not changed
How to apply through SteadStaff

The short answer

Kafala, the sponsorship system that once tied a Gulf worker closely to one employer, has been reformed in different ways across Saudi Arabia, Qatar, the UAE and Bahrain. In general, workers now have more freedom to change jobs, leave the country and renew documents, but the rules are not identical everywhere, and your contract, visa type and occupation still matter.

The safest approach is to treat reforms as a direction of travel, not a single universal rule. Check the current law in the country where you work, read your contract, and get any job change or exit permission in writing before you act.

What kafala meant in practice

Under the traditional kafala system, a worker's residence visa was linked to a named sponsor, usually the employer. That link made it hard to change jobs without the sponsor's consent, and in some countries it was also hard to leave the country without an exit permit from the sponsor.

Workers also reported problems when a sponsor delayed renewals, held passports, or refused a transfer, even after a contract had ended. These problems were one reason Gulf governments began reforming the system, alongside pressure from workers, employers who wanted more flexible hiring, and international attention before major events and investment programmes.

Qatar: the earliest major reforms

• Qatar removed the exit-permit requirement for most workers, so most employees can leave the country without their employer's permission.

• Workers can generally change jobs after giving notice, including during a contract in defined circumstances, without a no-objection certificate from the previous employer.

• A minimum wage was introduced, and employers must provide written contracts and pay through the Wage Protection System, which tracks salary payments.

• Domestic workers have separate rules in some areas, and enforcement can vary, so workers should still keep contracts, payslips and messages as evidence.

Saudi Arabia: mobility and exit reforms

Saudi Arabia introduced labour mobility reforms that allow many private-sector workers to transfer to a new employer after their contract ends, or after a notice period in defined cases, without the previous employer's consent. The reforms were designed to make the labour market more flexible and to reduce disputes over transfers.

Exit and re-entry rules were also eased for many workers, and digital services now handle many visa, Iqama and exit processes. Some categories, including domestic workers, have followed a separate reform path, and employers may still set conditions in specific contracts, so check the rules that apply to your occupation and visa type.

UAE and Bahrain: flexibility and mobility

The UAE has introduced flexible work permits, easier job transfers in many cases, and a wider range of visa types, including long-term residence options for some skilled workers. The direction is towards a labour market where workers can move between employers more freely, subject to notice and contract terms.

Bahrain introduced reforms including a flexible work permit system for some workers and measures to improve mobility. As with the other Gulf states, the headline reforms do not remove every condition, and domestic workers and other specific groups can face different rules, so read the current guidance for your category before you rely on a general change.

What reforms have not changed

Reforms have not removed the need for a valid visa, a written contract, or a legal sponsor. You still need an employer or sponsor to hold a work visa in most cases, and you still need to follow notice periods, medical tests such as GAMCA or Wafid where required, and document attestation for a new role.

Enforcement also varies. A reform on paper does not always mean every employer follows it immediately, and some workers still face delays or disputes. Keep written records, know the labour ministry or labour court route in your country, and do not pay anyone who promises to bypass the official process.

How to apply through SteadStaff

If you are planning your next move in the Gulf, SteadStaff can help you find verified openings with employers who follow clear, written terms. Browse current vacancies, read the job description carefully, and apply with an up-to-date CV that matches the role and your real experience.

Applying is always free for candidates. Prepare your documents, check the notice, salary, leave, accommodation and food terms in the offer before you accept, and ask questions early if anything is unclear. A clear application and an honest profile give you the best chance of a smooth, well-planned move.

Frequently asked questions

What is the kafala system?

Kafala is the sponsorship system used in several Gulf countries, under which a migrant worker's visa and legal residence are linked to a specific employer or sponsor. Traditionally, workers needed the sponsor's permission to change jobs, leave the country, or in some cases renew documents.

Can Gulf workers change jobs without their employer's permission now?

In several Gulf countries, yes, under defined conditions. Qatar, the UAE, Saudi Arabia and Bahrain have each introduced reforms that allow job mobility after a notice period or at the end of a contract, although the exact conditions, notice rules and exceptions vary by country.

Do I still need an exit permit to leave Saudi Arabia or Qatar?

Qatar removed the exit-permit requirement for most workers, and Saudi Arabia has eased exit and re-entry rules for many categories. Some roles and some employers may still have specific conditions, so check the current rule for your visa type and occupation before you travel.

What changed in the UAE for sponsored workers?

The UAE has moved towards more flexible employment models, including job mobility, different work-permit types, and easier transfer between employers in many cases. Domestic workers and some other categories can have different rules, so the general reforms do not apply identically to every worker.

Does kafala reform mean my employer cannot hold my passport?

Holding a worker's passport is prohibited in most Gulf countries, and reforms have strengthened that position. If an employer holds your passport, you can raise it with the labour authorities in the country where you work, and you should keep copies of your passport and visa separately.

What should I check before changing jobs under the new rules?

Check your contract end date, notice period, any non-compete clause, and whether your new employer will handle the visa transfer. Get the new offer in writing, confirm who pays transfer and medical costs, and keep copies of every approval and receipt.