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ALERT / APRIL 10, 2026
Saudi Arabia to implement mandatory occupational fitness examinations
5 MIN READ
Saudi Arabia has introduced new regulations mandating medical fitness examinations for job candidates prior to the start of employment, as well as to existing employees in specified situations. These examinations aim to support early detection of health risks, enhance worker well‑being, and reduce occupational injuries and diseases. The new regulations will take effect on 22 April 2026.
Background
The Regulation for Occupational Fitness Examinations and Non-Communicable Diseases (the “Regulation”) was published in the Official Gazette on 24 October 2025 and will come into force on 22 April 2026, being 180 days after publication.
Employers have previously already been required under the Labor Law to assign a physician to conduct comprehensive medical examinations at least once a year for employees exposed to occupational diseases listed in the occupational diseases schedule under the Social Insurance Law. The Labor Law also authorizes the Minister of Human Resources and Social Development to determine jobs considered dangerous or hazardous and likely to expose the worker to extraordinary risk or harm, as well as to determine the categories of workers who are permanently or temporarily prohibited from occupying such jobs (or who may work in them subject to specific conditions).
Against this backdrop, the Regulation is intended to clarify and standardize the mechanisms for medical fitness examinations, not only for high-risk roles or those involving occupational disease exposure, but for all professions in the Saudi labor market.
Separately, mandatory medical examinations remain an established requirement for foreign nationals as part of the employment visa process.
Key details
The Regulation applies across the Saudi labor market, covering all employees in public entities, private sector establishments, and non-profit organizations, regardless of the type of contractual relationship or the nature of work. This includes all permanent employees, temporary or seasonal contract workers, trainees, people with disabilities, and remote workers.
Mandatory occupational fitness examinations and monitoring of health and safety risks
From 22 April 2026, employers must provide and ensure completion of occupational fitness examinations by an occupational medicine specialist accredited by the Saudi Commission for Health Specialties. Employers will be responsible for making the necessary arrangements and bearing the costs for such examinations. These occupational fitness examinations must be conducted at the following stages:
Pre-employment: Before a candidate is appointed and the employment relationship begins, they must undergo the pre-employment medical fitness examination and be deemed “fit to work” for the specific role.
During employment, in the following situations:
After an occupational injury.
Upon return from extended medical leave.
When there are doubts about the ability of the employee to safely perform their work.
When the employee’s job requires periodic medical examinations (as specified in the Regulation’s attached forms), including high-risk occupations such as mining, commercial driving, aviation and diving.
When the employee is transferred to another occupation that requires a different type of medical examination (as specified in the Regulation’s attached forms).
When there is a change in work environment, such as the permanent or temporary reassignment of the employee.
When new equipment, machines or devices are used.
Post-employment: Upon retirement or termination if the employee was exposed to materials with a long latency period, such as asbestos or ionizing radiation.
In addition, the Regulation states that employers must conduct appropriate health monitoring of health and safety risks to which employees are exposed at work, although details on what constitutes “appropriate health monitoring” have not been specified.
Employee Health Records and Confidentiality
Employers must maintain health records on professional medical history of employees and assessments of workplace risks and exposures. Employees’ medical information should be treated with strict confidentiality and in compliance with applicable Saudi data protection laws.
Obligation to provide alternative work
If an employee is medically prohibited from performing their current job duties, the employer must identify suitable alternative work and provide necessary adjustments or accommodations to ensure a safe working environment.
Employer action: ACT
Employers should begin reviewing and updating HR, health and safety, and data governance processes to ensure full compliance from 22 April 2026. This includes ensuring that processes cover pre‑employment screenings and examinations triggered by workplace injuries, long medical leave, position changes, or exposure to risk, as outlined under the Regulation.
Employers should also review the Regulation and the attached examination forms to determine which occupational fitness medical examinations apply to their workforce, particularly for occupations that require more specialized testing. Based on this assessment, employers should engage qualified occupational health providers to administer the required examinations.
In addition, employers should strengthen their data‑handling practices to ensure that health information is managed confidentially and in line with applicable data privacy requirements. Training HR, health and safety, and supervisory staff will support smooth implementation of the Regulation, including making appropriate adjustments or identifying alternate duties when an employee cannot safely perform their current role.
Further Information
