EOR & Payroll · Saudi Arabia
Entity incorporation in Saudi Arabia typically takes 12–24 months. Hemiton Global's KSA EOR manages Mudad/WPS payroll, GOSI registration, Iqama sponsorship, Qiwa contract documentation, and Nitaqat compliance — every employee live in 10–14 days without entity setup.
Updated with the latest Saudi Arabia regulatory requirements — researched and applied before effective dates, not after.
Monthly payroll must be uploaded via Mudad and salaries disbursed before or by the salary date. No grace period — automated violation if missed, triggering MHRSD inspection and work permit blocks. Hemiton submits Mudad SIF files automatically before the deadline.
Saudi nationals — New System (Jul–Dec 2026): Employer 12.75% + Employee 10.75% = 23.5%. Existing System: Employer 11.75% + Employee 9.75% = 21.5%. Non-Saudis: Employer 2% (occupational hazard only). Cap: SAR 45,000/month.
From April 15, 2026, Nitaqat calculation methodology requires Saudi employee contracts to be electronically documented in Qiwa. Saudi employees without Qiwa contracts are excluded from Saudisation calculations — causing band degradation without headcount changes.
All non-Saudi employees require an Iqama sponsored by the legal employer — Hemiton's Saudi CR. We handle initial issuance (4–6 weeks), annual renewal, and exit block removal.
Half a month for years 1–5, 1 month for years 6–10, 1.5 months for 10+ years. Provisioned monthly — accurate exit settlement every time.
MHRSD expanded enforcement capacity in 2025. Digital monitoring across Mudad, Qiwa, and Nitaqat allows real-time violation detection. SAR 10,000 fine per late-registered employee; SAR 5,000–50,000 for WPS violations.
Research-backed, current — not generic EOR content. These are the specific regulatory changes and enforcement patterns affecting employers in Saudi Arabia in 2026.
From April 15, 2026, Nitaqat calculation methodology requires Saudi employee contracts electronically documented in Qiwa. Saudi employees without Qiwa contracts are excluded — pushing your Nitaqat band downward without any headcount change.
Hemiton registers every Saudi national employee contract in Qiwa from day one — no silent Nitaqat drift.
When payroll changes (allowances, variable pay) are implemented but not reflected in Qiwa contracts or GOSI, a historical mismatch accumulates. MHRSD now uses integrated digital systems to detect these patterns automatically.
Hemiton keeps Qiwa, GOSI, and Mudad records in sync — salary changes reflected immediately across all three systems.
Saudi nationals on the GOSI New System: employer contribution rises to 12.75%, employee to 10.75% from July 1, 2026. GOSI 2024 Social Insurance Law amendments introduced phased increases.
Hemiton's payroll engine updates automatically on July 1, 2026 — no manual recalculation required.
Under Saudi Labour Law, salary delays of three months give employees the right to transfer employers without the current employer’s consent — even with a valid Iqama. A significant operational risk for companies with payroll processing gaps.
Mudad submission on time, every month since 2019. Not once delayed.
One flat monthly fee per employee. Every compliance obligation, every filing, every benefit — managed end-to-end.
Saudi-law compliant contracts registered in Qiwa from April 2026 — ensuring Nitaqat recognition of all Saudi nationals.
Monthly SIF file generated, validated, and submitted to Mudad before the salary date — 30-day window met without exception.
Half-month to 1.5-month calculation per tenure — provisioned monthly, disbursed accurately on exit.
Iqama sponsored under our Saudi CR — initial issuance, renewal, and exit management for all expat employees.
Employer-obligated health cover for all employees — registered from day one.
Nitaqat band monitoring, Qiwa documentation compliance, proactive alerts — visa quota and permit approvals never blocked.
Saudi nationals: correct New/Existing System rate applied. Non-Saudis: 2% OHI. Monthly GOSI payments and records maintained.
Keka, Greythr, SAP, Darwinbox — your India or global HRMS feeds Saudi payroll automatically.
One specialist for your KSA account — same person, same day, proactive Nitaqat and GOSI updates.
Saudi entity incorporation typically takes 12–24 months. EOR removes that barrier entirely — first employee live in 10–14 days.
Hemiton has managed Saudi payroll since 2019. Zero Mudad violations. Zero late GOSI filings. Nitaqat advisory active for all clients.
Our Saudi entity maintains Platinum Nitaqat status — Iqama approvals and work permit renewals are never blocked by our Saudisation position.
From April 15, 2026, Nitaqat depends on Qiwa contract documentation. We register every Saudi national contract in Qiwa from day one.
One specialist for your Saudi account — Iqama pipeline, Nitaqat band, and GOSI filing status always known.
Indian companies following Vision 2030 opportunities — and KSA companies building India teams. One partner, both directions.
We assess your role, salary structure, start date, and specific KSA compliance requirements — before any hire begins.
Labour contract issued under KSA law, registered with the relevant authority, HRMS connected, and benefits configured.
Work permit, residence ID, and all immigration documents managed under our KSA entity — on the fastest available timeline.
Payroll processed through KSA's mandatory system — correct contributions, accurate payslip, disbursed on time.
Monthly payroll, compliance alerts, EOSB provisioning, permit renewals, and account reviews — every month, both proactively and reactively.
VP People Operations · US SaaS Company → India expansion · 50 engineers in 6 months
“We’d spent four months trying to hire engineers in India — entities, lawyers, CA firms, all of it. Hemiton onboarded our first three in eleven days. Our account manager knew our business, our comp bands, and our compliance concerns before the first payroll ran. It didn’t feel like a vendor relationship. It felt like an extension of our team.”
VP People Operations · TechCorp APAC
GB → AE UAE expansion · 12 employees
SG→ VN Vietnam expansion · 8 employees
Yes. Setting up a Saudi entity takes 12–24 months. Through Hemiton’s KSA EOR, we become the legal employer under our Saudi Commercial Registration — Qiwa contracts, GOSI, Mudad WPS payroll, Iqama, and Nitaqat management all included. First employee live in 10–14 days.
Mudad is Saudi Arabia’s WPS platform — every private-sector employer must upload payroll data and disburse salaries through it. Miss the 30-day window and Mudad automatically flags a violation — blocking new work permits, triggering MHRSD inspection. No email warning, no grace period. Hemiton submits Mudad files automatically before the deadline.
Nitaqat classifies employers into Platinum, Green, Yellow, and Red bands based on Saudi national headcount percentage. Yellow or Red = work permit restrictions. From April 15, 2026, Nitaqat depends on Saudi employee contracts being documented in Qiwa. Hemiton’s entity maintains Platinum status and registers all Saudi contracts in Qiwa from day one.
GOSI 2026 has two systems for Saudi nationals. Existing System: Employer 11.75% + Employee 9.75% = 21.5%. New System (Jul–Dec 2026): Employer 12.75% + Employee 10.75% = 23.5%. Cap: SAR 45,000/month. Non-Saudi employees: only 2% occupational hazard insurance (employer-only). Hemiton applies the correct rate by system type.
An Iqama is a Saudi residence permit required for all non-Saudi employees — sponsored by the legal employer (Hemiton’s Saudi CR in our EOR). We handle initial application (4–6 weeks), annual renewals, and exit block management. All Iqama government fees included in the engagement.
30 minutes. No obligation. Tell us the role, the Saudi Arabia location, and your start date — we give you a clear answer on compliance requirements, total cost, and realistic timeline. No entity setup needed. No 6-month wait.
