Hiring at scale for mega (or rather, giga) construction projects is no simple task—especially in fast-changing economies. Just the word “giga” says so much: this is not building a new office block or a single bridge. This is on an entirely different level. If you picture huge work sites, shifting international labor, a flock of new rules to follow, and local sensitivities—well, you’re on the right track. Add in Saudi Arabia’s push for economic transformation through Vision 2030, and the story takes on even more layers.
In this story, getting the right people is just the start. What matters just as much—even more, perhaps—is doing it legally, safely, and with an eye on long-term value, not just speed. The workforce is growing and changing as quickly as the sand moves in the desert. As the IMF points out, Saudi Arabia’s total employment hit nearly 12 million in Q4 2023, a 24% increase since late 2019. That trend shapes supply and demand daily, especially with construction market forecasts climbing from about $70 billion in 2024 to upwards of $90 billion by 2029 (International Trade Administration projections).
Yet, with opportunity comes risk. Hiring at this scale brings mountains of complexity: local labor law, supply chain rules, cross-border payroll, social protections, and sometimes, troubling stories about worker conditions, as Human Rights Watch has documented. Companies often need more than good intentions—they need real strategies and specialized partners like EWS Limited, who connect all the dots so expansion doesn’t stall.
There’s regular hiring. Then there’s hiring for projects where the site stretches over hundreds of kilometers, the workforce numbers in the tens of thousands, and the timelines run for years—not just months. Regulations aren’t just “red tape.” They’re living, breathing constraints and responsibilities that can shape who gets hired, how they are treated, what risks a business faces, and whether the project finishes at all.
Giga projects test not just contractors, but every system for getting workers on site—fast and fair.
Let’s look closer at the key regulatory hurdles that must be cleared and consider how companies can succeed without getting lost in the maze.
Labor regulations form the backbone of fair hiring in every country, but differences can be stark:
In many cases, these topics are not just guidelines—they are legally binding, and violations may stop a project cold, or worse. Hiring for giga projects in Saudi Arabia comes with added scrutiny. According to research on Vision 2030 by the Harvard Growth Lab, the country is not just building infrastructure; it is reshaping the structure of its workforce to focus on local participation, skill building, and future-facing industries.
For international companies, this means balancing local compliance with global mobility. Expats and imported labor make up a large share, and every move—every hire—is watched to ensure fair treatment and full legal adherence.
With so much labor imported, hiring across borders brings its own challenges:
Organizations like EWS Limited help companies stay updated and compliant, with support that ranges from visa paperwork to payroll outsourcing—freeing project leaders to focus on delivery instead of paperwork.
For more on avoiding common missteps and keeping properly classified workers, see the legal risks involved with misclassifying international workers, a core part of workforce compliance.
Scale often brings not just complexity, but danger. News stories and investigations have exposed how well-intentioned oversight can falter. Workers hired through brokers or agencies may face excessive recruitment fees, withheld passports, or even wage theft. Reports from Human Rights Watch provide disturbing examples of unsafe heat conditions, lack of job mobility, and poor channels for complaints.
This is not just an ethical or reputational risk; it also brings the threat of regulatory intervention, costly delays, and—for some firms—exclusion from future bidding altogether. Transparency in hiring and the right channels for grievances need to be built-in, not added as an afterthought.
The headlines may be about skylines, but headlines about labor rights last longer.
Real-world solutions to these risks require both expertise in compliance and boots-on-the-ground vigilance.
One of the hallmarks of Saudi workforce regulation is the push for greater Saudi participation across all industries. “Saudization,” also called the Nitaqat system, places explicit targets on the percentage of Saudi nationals required in certain roles or sectors. Failing to reach these targets can result in strict penalties or difficulties in securing visas for expats.
Projects that are seen as flagships for Vision 2030, such as the NEOM city development, face even stricter expectations. Skilled workforce consultants guide companies through these changing, sometimes ambiguous requirements.
For practical steps to keep compliant while scaling across borders, refer to the checklist for international hiring compliance at EWS Limited.
For every worker hired, there’s a need to get payroll and benefits right. In giga projects, wages may cross local and international lines:
The push for digital payroll solutions has been strong, but the risks multiply with scale. Providers like EWS Limited bring single-point-of-contact service and deep knowledge of both local law and international best practices.
Misclassification not only exposes companies to back taxes, penalties and lawsuits, it can erode trust and make future recruitment far harder. To avoid falling into this trap, teams can draw guidance from articles like building a scalable HR strategy for international expansion.
Moving people at this scale is not just a matter of getting them on the next flight. Each step brings regulatory hurdles:
Each phase features possible delays, shifting policies, and sometimes contradictory expectations between sending and host countries. Specialized expertise helps navigate this maze—ensuring all documentation is accurate and current.
On top of legal hurdles, the logistics alone can be daunting. Housing, transport, and worker welfare programs all need tight coordination. Moving thousands of skilled and unskilled workers into and around construction sites requires both rigorous planning and adaptation.
Teams can look to global partners who manage these transitions routinely—removing barriers to speed and confidence. EWS Limited’s guides on overseas project management outline common pitfalls and best response strategies.
Many imagine construction as slow to embrace technology. Yet, with hiring compliance now tracked by automated platforms and mobile records, the digital revolution is in full swing. Modern payroll, real-time documentation, biometric IDs, and compliance dashboards all play roles.
A project’s digital tools are only as good as the expertise behind them. With frequent changes to local law and labor policy, these systems need regular tuning—not just once, but constantly. EWS Limited stays ahead of these shifts, so clients are prepared rather than surprised.
While regulations may seem restrictive, they exist to support long-term stability. As analysts at Brookings have said, true diversification of an economy and lasting growth depend on developing a workforce that can adapt, innovate, and deliver not just now, but for decades.
Companies that treat regulations as simply a box-checking exercise may limp by, but firms that see compliance as a partnership for progress—especially with advisors like EWS Limited—see greater resilience. A clear understanding of hiring law supports not only the project itself, but its local community impact and future contracts. It also improves recruiting, reputation, and risk control, which can be harder to measure but are perhaps most valuable of all.
For ideas on how international expansion and workforce development are interconnected, see strategies for expanding your workforce globally.
When the regulatory hurdles are this high—and the pressure mounting—it’s tempting to just push ahead, fixing problems as they come. But in practice, that approach simply isn’t enough for giga-scale projects. The cost of getting compliance wrong is rarely just a small fine. It can mean stalled sites, lost revenue, even bans on future work.
Strategic partnerships, like those EWS Limited builds, give clients not only knowledge and practical support but peace of mind. From workforce planning and local hiring ratios, to global relocation and secure payments, a single point of contact helps companies spot risks early, understand subtle requirements, and avoid the most painful pitfalls.
As Saudi Arabia’s hiring landscape grows more sophisticated in response to the ambitions of Vision 2030—and as international projects multiply in complexity—the need for trusted guidance moves from luxury to necessity. A good compliance partner doesn’t just handle paperwork. They help weave lasting value into every hire, every paycheck, every new recruit brought on site.
Hiring for giga construction in Saudi Arabia is a high-stakes balancing act. Companies face challenging deadlines and regulations that shift with the winds of economic, political, and social change. As employment numbers rise and construction demand surges, so do expectations for transparency, fairness, and compliance.
Yet, the right preparation turns risk into opportunity. By working closely with experienced workforce partners like EWS Limited, companies can unlock Saudi Arabia’s remarkable growth while respecting workers, meeting all legal obligations, and building lasting project momentum.
When every aspect of hiring is managed well—from recruitment to compliance and payroll to protection—projects don’t just finish more smoothly. They stand as models of international best practices, prepared to meet the next decade’s demands.
If you want to turn hiring complexity into confidence, reach out to the team at EWS Limited today. The future of giga project building depends on getting hiring right, from ground-breaking to ribbon-cutting—let’s shape it together.
Giga construction projects must follow both local and national labor laws about contracts, work hours, minimum wage, safety requirements, and diversity (such as Saudi participation quotas). These projects also have to meet visa and permit rules, provide social insurance, and keep up with regular reporting. Requirements change quickly, especially in places like Saudi Arabia, so businesses must check the latest hiring standards often.
Labor laws dictate how workers are recruited, paid, and protected. For big construction efforts, that means watching out for proper contracts, fair pay, health and safety, and providing rights to both international and local employees. These laws might also set rules on overtime and benefits, or require a certain share of local hires. Violations can result in penalties, project shutdowns, or public scrutiny.
Usually, businesses must get work visas for international workers, employment contracts approved by government agencies, residency and labor cards, and sometimes special permits for large-scale hiring or for certain professions. The details vary based on the worker’s nationality, the exact job, and the current rules. This paperwork must be handled carefully at both recruitment and renewal stages.
To stay compliant, companies should:
Partnering with experts like EWS Limited also helps keep everything in line—both with the law and with best practices.
Risks include:
For giga projects, even small mistakes can multiply fast, so it pays to plan and check every step. Compliance isn’t just “nice to have”—it’s a key step for safe, successful growth.
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