Golden Job Opportunities in Saudi Arabia — But Are Bangladeshis Missing Out?
PoriPurno News Desk | August 04, 2025
With Saudi Arabia ushering in a new era of economic diversification and labor market reforms under Vision 2030, employment opportunities in the Kingdom are expanding rapidly—especially for foreign workers. However, despite this golden opportunity, Bangladeshi workers may find themselves at a disadvantage unless they adapt quickly to the evolving requirements of the Saudi labor system.
The Saudi government has recently implemented a skill-based recruitment framework that fundamentally shifts how foreign workers will be evaluated and employed. Instead of focusing on nationality or informal recommendations, Saudi employers will now assess applicants based on their skills, certifications, and qualifications—a move that aligns with global best practices and aims to enhance productivity across sectors.
New Skill-Centric Employment Policy
Effective from August 3, 2025, the Saudi Ministry of Human Resources and Social Development has enforced a mandatory classification system that categorizes foreign workers into three distinct skill levels:
- High-Skill Workers: Includes engineers, doctors, software experts, consultants, and other highly educated professionals.
- Skilled Workers: Covers office assistants, accountants, licensed trade professionals, and researchers.
- Basic Workers: Involves general laborers, helpers, drivers, and similar roles requiring minimal formal training.
Under this system, no worker can enter Saudi Arabia merely with a passport and visa sponsorship. Instead, each applicant must provide verifiable evidence of their skills, including certificates, educational background, and work experience. Moreover, wage structures, iqama (residency permit) designations, and job placements will all be determined according to one’s skill category—not just employer preference.
The entire ecosystem of labor migration to Saudi Arabia is being synchronized with government digital platforms like Qiwa, GOSI, and HRSD, ensuring transparency, traceability, and alignment with the new competency-based structure.
Why Bangladesh May Lag Behind
While countries like India, the Philippines, and even Egypt have long invested in workforce skill development and certification systems, Bangladesh still suffers from a widespread skill-gap problem. A significant portion of its overseas workforce belongs to the “Basic” category, with limited formal training, poor documentation, and low levels of digital literacy.
Several challenges could cause Bangladesh to fall behind in this global labor reshuffle:
- Lack of certified training programs for trades and skilled work.
- Poor awareness among aspiring migrants about the new Saudi regulations.
- Dependence on informal broker systems, which rarely prepare candidates for formal skill verification.
- Low English and Arabic proficiency, hindering communication and career growth.
- Absence of digital records for previous work experience, education, or licenses.
As a result, many Bangladeshi workers risk being disqualified or underemployed due to the inability to meet skill documentation requirements.
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A Call for National Action
Experts and migration analysts are urging the Bangladeshi government, vocational institutions, and private recruiting agencies to act swiftly. If Bangladesh can scale up its Technical and Vocational Education and Training (TVET) programs and implement standardized skill certification processes, the nation could position itself as a leading labor exporter under the new Saudi model.
Moreover, it is crucial to launch awareness campaigns across rural and urban areas to educate potential migrant workers about the need for proper documentation, training, and job-specific skills.
Speaking to PoriPurno.com, a representative from a Dhaka-based overseas employment consultancy noted:
“We have the manpower, but not the preparation. If we delay any further, other countries will take the lead and dominate these new job categories in Saudi Arabia.”
Opportunities Still Within Reach
Despite the challenges, Saudi Arabia still offers an unprecedented window of opportunity for Bangladeshi workers—particularly in areas such as logistics, healthcare, IT, facility management, and technical services. For young Bangladeshis willing to upgrade their skills and obtain proper certification, the door is wide open for career advancement, higher income, and long-term settlement prospects in the Middle East.
The new rules are not just restrictions—they are an invitation to evolve. If Bangladesh embraces this challenge with urgency and foresight, it can turn potential setbacks into sustainable growth.
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