Azad Visa (Free Visa) & How Workers Appear on Major Industrial Sites
Published on: October 15, 2025 — by Calm Gulf Life
A complete, step-by-step post — includes full conversation, examples, checklists, risks, verification steps, and an email template.
📑 Table of Contents
- ➡️ Short summary (quick answers)
- ➡️ Full conversation transcript (verbatim)
- ➡️ Detailed analysis — how this works
- ➡️ How these workers get IDs despite different sponsors
- ➡️ Risks for workers and companies
- ➡️ Practical verification checklist
- ➡️ Concrete example (case study)
- ➡️ Ready-to-send email template
- ➡️ Conclusion & next steps
💡 Short Summary — Quick Answers
Yes — the "Azad visa" (free visa) market exists in Saudi Arabia and across the Gulf. It is a parallel system where sponsors issue visas that are effectively sold or rented to foreign workers, who then work for other companies. Officially, this is not legitimate employment sponsorship, but in practice, many workers renew these visas and work for years. They are allowed on major industrial sites because gate/security systems accept their valid iqama and insurance. This creates a grey area: it looks legal (valid iqama, insurance, ID badge) but is irregular in strict labour-law terms and carries risk.
Why major companies still allow it on-site? Because the site gate primarily checks documentation validity (iqama, insurance) and trusts contractors to ensure manpower legality. Contractors often supply the manpower; if the contractor fails to ensure legal sponsorship, they take the risk. The site ID system validates authenticity and expiry, but not necessarily sponsorship alignment with the contractor.
💬 Discussion Highlights — Understanding Azad (Free) Visas
1️⃣ Introduction
In this discussion, Mr. Madhu explored the working of Azad (free) visas in Saudi Arabia and the Gulf. The conversation explains practical experiences, legal implications, and how contractors manage manpower for long-term projects.
2️⃣ How Azad Visas Operate
- ✅ Sponsors: Small local companies issue visas without officially employing the worker.
- 💰 Payment: Workers pay SAR 15,000–25,000 initially and renew annually (SAR 6,000–10,000).
- 📄 Deployment: Workers provide iqama and paperwork to contractors for manpower supply.
- 🛡️ Verification: Contractors accept valid iqama, insurance, and ID verification; sponsor alignment is often overlooked.
3️⃣ Real-World Example
A worker independently obtained an Azad visa, submitted it to a contractor, and has been working for 5 years while paying the sponsor annually. 🏗️ This shows the system can function long-term even though it is irregular under Saudi labor law.
4️⃣ Risks & Legal Considerations
- ⚠️ The visa is not linked to the actual employer; technically, the worker may be violating labor laws.
- 🚨 Contractors using free visa workers may face fines or operational restrictions if discovered.
- ⏳ Enforcement is partial; many grey-area workers are allowed as long as iqama and insurance are valid.
5️⃣ Why the System Persists
- 🏗️ Contractors face manpower shortages and tight project timelines, so they rely on Azad visa workers.
- ⚖️ Government enforcement is gradual to prevent disruption of ongoing projects.
- 🖥️ Platforms like Qiwa for sponsorship transfer, and temporary/freelance visas, are slowly replacing the Azad system.
6️⃣ Practical Tips for Workers & Companies
- ✅ Avoid buying Azad visas personally.
- 📌 Stick to visas officially sponsored by your company.
- 🔄 Use official transfer systems (like Qiwa) when changing jobs.
- 🔍 Verify iqama sponsor, insurance, and documentation before accepting work.
This discussion clarified how Azad visas operate in practice, why grey-area arrangements exist, and what steps can be taken to reduce risks. 💡
🔍 Detailed Analysis — How Azad Visas Actually Work (Step-by-step)
- 📝 Visa issued by sponsor (kafeel): A Saudi sponsor registers a foreign worker under their company’s CR (commercial registration) and obtains a visa/iqama for that worker.
- 💰 Worker pays sponsor: The worker pays an upfront/rent fee and annual renewal fees so the sponsor continues renewing the iqama under that CR.
- 🏢 Worker finds job with another contractor: The worker provides the valid iqama to other contractors. The contractor submits the worker’s iqama and passport for a site ID badge.
- 🛡️ Gate checks authenticity, not sponsorship-match: Systems verify the iqama is valid and current. The sponsor name may be visible, but identity/status validation is prioritized over enforcing exact sponsor match with the contractor.
- ⚖️ Responsibility is contractual: The contractor is responsible to ensure their supplied manpower is compliant. Government audits or enforcement actions target the sponsor/contractor chain if irregularities are discovered.
This step-by-step breakdown explains why Azad visas appear “legal” in practice, how contractors manage manpower, and where the grey areas in compliance exist. It also shows why proper verification and awareness are essential to avoid legal risks.
🛠️ How Workers with Azad Visas Get IDs (Technical Flow)
Flow Overview:
👤 Worker (Azad iqama) | ✅ Valid iqama & insurance | 🏢 Subcontractor / Small vendor (manpower supplier) | 📤 Vendor submits documents | 🏗️ Main Contractor (Kent) | 📤 Contractor uploads to ID system | 🔒 Aramco ID System - Validates authenticity & expiry - Checks documents, not always sponsor match
Key Point: The ID system validates that the iqama is genuine and current. It does not always enforce that the sponsor matches the immediate contractor. Responsibility for manpower compliance remains with the contractor and vendor, and any irregularities are subject to Ministry of Labour audits.
⚠️ Risks — For Workers, Contractors & Companies
- 👤 For the worker: Deportation, fines, ban on re-entry, loss of legal protection if injured or in dispute.
- 🏢 For the small vendor/contractor: Heavy fines, loss of license, blacklisting from supplying manpower.
- 🏗️ For the main contractor: Contract audits, fines, reputational damage, possible temporary disqualification from large projects.
- 🏢💼 For the host company: Indirect reputational risk and exposure if a large scandal or mass audit finds systemic non-compliance.
✅ Practical Verification Checklist — What You Can Do Right Now
- 📄 Ask the worker for the Iqama number and full employer/sponsor name as printed on the iqama.
- 📸 Request a photo or screenshot of the iqama (front/back) and the worker’s passport bio page.
- 🏢 Ask the contractor to provide the supplier/vendor name and the contract reference used to procure that worker.
- 🔍 Have HR or compliance check the iqama sponsor via government services (Absher / Muqeem / Jawazat) to confirm sponsor, expiry, and restrictions.
- 💰 Ask if the worker is on the contractor payroll, payroll slips, or supplied through a manpower vendor invoice.
- 📋 Check with contractor relations or site compliance if the worker is supplied by an approved vendor.
📌 Concrete Example — Case Study Based on the Discussion
Scenario: A worker has been working on a major project for 5 years. Each year, he renews his iqama by paying the sponsor himself. He presents his iqama to the contractor, who uploads the documents to the site management system. The worker receives a site ID and works hourly at SAR 35–40.
Analysis of the scenario:
- ✅ Worker appears legitimate because iqama and health insurance are valid.
- 🏗️ Contractor may rely on the worker’s already-active iqama to meet short-term manpower needs rather than waiting for a new sponsorship process.
- 🛂 Site access is granted based on valid documentation; the contractor's warranty assures compliance with sponsorship requirements.
- ⚠️ If audited, the contractor could be fined, the sponsor penalized, and the worker deported — yet many such workers continue for years due to gradual enforcement and ongoing transitional reforms.
📧 Draft Email to HR / Contractor — Ready to Send
Subject: Request for Verification of Worker Sponsorship & Iqama Details
Dear [HR / Contractor Contact Name], I hope you are well. For compliance and record purposes, could you please provide the following information for the worker(s) currently assigned to our site (example: [worker name])? 1. Worker full name: 2. Iqama number: 3. Sponsor / Employer name (as shown on the iqama): 4. Visa type (e.g., company-sponsored, temporary work visa, transfer via Qiwa, etc.): 5. Confirmation whether the worker is on the contractor payroll or supplied through a third-party manpower vendor (please provide vendor name and contract reference). 6. Copy/screenshot of the iqama and passport (bio page) for our records. This information will help us ensure full compliance with site regulations and Saudi labour laws. Thanks and regards, [Your Name] [Your Position] [Contact Info]
Use this template directly — fill in the bracketed fields and send it to HR or the vendor contact.
✅ Conclusion & Next Steps
The "Azad visa" market illustrates how policy, enforcement limitations, and labour demand intersect. Even though such visas are irregular legally, they persist because:
- ⚡ They provide immediate manpower to contractors needing fast hires.
- ⚡ Gate/security systems focus on document authenticity more than sponsor-contractor alignment.
- ⚡ The government is transitioning to digital solutions (Qiwa, temporary visas) to reduce informal channels — but the process takes time.
Actionable next steps: Use the draft email, request iqama numbers and copies, confirm vendor names, and escalate to compliance if anything looks irregular. You may also consider preparing a short formal escalation letter or a risk summary slide for safety meetings.
 & How Workers Appear on Major Industrial Sites){kind=link}
1 Comments
Great explanation
ReplyDelete