Following recent updates to Saudi Arabia’s labor system ensuring wage protection and rights for Indonesian workers, Indonesia has decided to lift its ban on citizens working in the Kingdom. However, there’re still some challenges Indonesian healthcare professionals, particularly nurses, may face in the Saudi healthcare sector. How can we turn these challenges into opportunities? What are the latest updates to the bilateral labor agreement? And how can employers retain Indonesian workers for the long term? Let’s explore further.
Here are the Latest 3 Updates on Hiring Indonesian Workers in Saudi Arabia (2025)
- Resumption of Hiring Domestic and Professional Indonesian Workers with More Labor Protections
After a decade-long ban, the Indonesian government is preparing to resume sending its citizens to work in Saudi Arabia, both as domestic workers and skilled professionals in the formal sector. This follows Saudi guarantees of stronger worker protections, including minimum wage standards, suitable working conditions, and joint monitoring mechanisms between the two countries. - Increase in Minimum Wage for Indonesian Workers
The new agreement includes stricter protections for Indonesian workers, setting a minimum monthly wage of approximately 1,500 SAR (399 USD or 6.5 million IDR), which exceeds Jakarta’s current minimum wage. - Streamlined Recruitment Procedures
Saudi Arabia’s Ministry of Human Resources and Social Development has launched the “Single Channel” initiative to unify and simplify the recruitment process for Indonesian domestic workers, reducing processing times and costs.
Additionally, ministers from both countries are set to sign a Memorandum of Understanding (MoU) in Jeddah to facilitate legal migrant employment. Abdul Qadir Karding, Indonesia’s Minister of Migrant Worker Protection, stated in a text message to Bloomberg:
“After sufficient improvements in Saudi Arabia’s labor protection system, we will reopen the program.”
He noted that Saudi Arabia is offering 600,000 job opportunities, including 400,000 in domestic work and 200,000 in the formal sector.
Why Are Indonesian Workers Ideal in the Saudi Healthcare Sector?
During an official visit to Indonesia earlier this year, in February 2025, the Saudi Health Minister Fahd bin Abdulrahman Al-Jalajel met with Indonesia’s Minister of Manpower, Prof. Yasserli, and Minister of Migrant Worker Protection, Abdul Qadir Karding. Discussions focused on:
- Attracting Indonesian healthcare professionals to Saudi Arabia.
- Enhancing skills development and knowledge exchange.
- Strengthening cooperation in deploying Indonesian healthcare workers across public and private sectors.
Key Strengths of Healthcare Indonesian Workers:
✔ Strong Work Ethic: Indonesian workers have proven their competence across numerous healthcare facilities in the Kingdom, thanks to their strong work ethics, discipline, respect for organizational hierarchy, and commitment to assigned duties without resistance. They are also known for their punctuality and reliability, with minimal issues related to absenteeism or delays.
✔ Cultural & Religious Compatibility: Indonesian professionals possess a strong ability to learn and adapt to Saudi culture. Many of them quickly acquire basic Arabic language skills, largely due to their shared Islamic background. This cultural alignment also makes them particularly well-received by patients in the Kingdom, as they demonstrate an understanding and respect for the ethical and religious traditions of Saudi society.
✔ Professional Training: In addition to their professional obedience and quiet, organized work style that ensures steady workflow and service continuity, a significant number of Indonesian workers enroll in healthcare and nursing academies in Indonesia. This provides Saudi medical institutions with a pool of qualified Indonesian professionals who offer a balanced combination of competence, affordable salary expectations, and low turnover—particularly when placed in work environments that value and respect their contributions.
The Biggest Challenge: Saudi Licensing Exams (SCFHS)
The requirement to pass the Saudi licensing exam (conducted by the Saudi Commission for Health Specialties – SCFHS). This requirement often prevents qualified Indonesian healthcare workers from obtaining the license needed to legally practice nursing in the Kingdom. Why is that?
- Language Barrier:
- The exam is administered in English and is highly specialized, meaning the English is not basic or introductory. The complexity of medical terminology significantly increases the difficulty of understanding and accurately answering the exam questions. This presents a major obstacle for many Indonesian candidates—both female and male—who often lack strong English language skills.
- The exam is administered in English and is highly specialized, meaning the English is not basic or introductory. The complexity of medical terminology significantly increases the difficulty of understanding and accurately answering the exam questions. This presents a major obstacle for many Indonesian candidates—both female and male—who often lack strong English language skills.
- Exam Difficulty:
- The exam demands a deep understanding of nursing practices and international standards. This can be particularly challenging for Indonesian candidates who may have academic qualifications in nursing but lack hands-on clinical experience or post-graduation practical training within Saudi Arabia. As a result, many Indonesian nurses remain at an entry-level status, which limits their employment prospects.
- The exam demands a deep understanding of nursing practices and international standards. This can be particularly challenging for Indonesian candidates who may have academic qualifications in nursing but lack hands-on clinical experience or post-graduation practical training within Saudi Arabia. As a result, many Indonesian nurses remain at an entry-level status, which limits their employment prospects.
- Shift to Domestic Work:
- When an Indonesian nurse is unable to pass the licensing exam, she often shifts to domestic work in order to maintain employment in the Kingdom. This trend leads to a significant loss of professionally trained Indonesian women who could otherwise fill critical roles in the Saudi healthcare sector, which is in need of more skilled and certified professionals.
- When an Indonesian nurse is unable to pass the licensing exam, she often shifts to domestic work in order to maintain employment in the Kingdom. This trend leads to a significant loss of professionally trained Indonesian women who could otherwise fill critical roles in the Saudi healthcare sector, which is in need of more skilled and certified professionals.
Now, what are the proposed solutions to the SCFHS exam barrier that hinders the employment of qualified Indonesian nurses in the healthcare sector—and how can we prevent this skilled workforce from turning to domestic work instead?
1. Implement Intensive Preparatory Training Programs:
Provide proactive preparatory courses that focus on medical English and the core nursing competencies required for the exam. Incorporate mock exams to familiarize nurses with the question formats and test environment.
2. Language Support Courses:
Offer specialized English language lessons tailored to the medical field, alongside Arabic language instruction, which is essential for daily practice within Saudi healthcare institutions. Supplement this with translated educational materials to aid comprehension.
3. Mentoring and Guidance:
Appoint experienced mentors to support nurses through the exam preparation process. Conduct orientation sessions that explain exam requirements and offer practical advice for success.
4. Institutional Collaboration:
Encourage cooperation between Saudi and Indonesian institutions to design and deliver joint training programs. Share expertise and resources to ease the licensing and credentialing process for Indonesian nurses.
5 Strategic Tips to Retain & Motivate Indonesian Workers
- Fair Employment Terms
- Clear job descriptions, timely salaries, and legal compliance.
- Cultural & Religious Support
- Provide prayer spaces, halal food, and share Islamic holidays celebration.
- Career Growth Opportunities
- Offer skill development courses and promotions for high performers.
- Improved Living & Working Conditions
- Safe housing, reasonable work hours, and health check-ups.
- Supportive Work Environment
- HR personnel familiar with Indonesian culture to address concerns.
- HR personnel familiar with Indonesian culture to address concerns.
How SMASCO Helps Retain Indonesian Talent
At SMASCO, we don’t just recruit—we ensure long-term workforce stability by:
✔ Pre-screening qualified candidates for long-term suitability.
✔ Full legal compliance with Saudi labor laws.
✔ Post-hire support, including payroll management, housing, and insurance.
Need skilled Indonesian workers? Contact SMASCO today for end-to-end HR solutions!
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