Build your Saudi Arabia team
With white-glove localized support. Starting at just $499/month.
Get compliant employment contracts, local payroll, and expert-backed onboarding, all in one place with our Employer of Record in Saudi Arabia.
- Hire & pay without setting up a local entity
- Handle full-time employees and contractors
- Onboard in 5-7 business days
Schedule a demo
Trusted by global leaders across industries
Our clients include SaaS, logistics, e-commerce companies across sectors that are looking to grow their business globally. Become one of them.
Tap into Saudi Arabia’s skilled talent without breaking the bank
Tax-free income environment
No personal income tax means competitive compensation packages without additional employer burden
International talent pool
Diverse, multicultural workforce with English proficiency and global expertise
Strategic market positioning
Gateway to Middle East, Africa, and Asian markets with government Vision 2030 support
Exploring entity setup in Saudi Arabia for hiring? Think again.
It’s costly, time-intensive, and loaded with paperwork.
Bypass complex setup requirements
The administrative burden that includes local entity formation, Saudization requirements, GOSI registration, WPS, and labor law compliance is substantial. We eliminate that burden.
Handle evolving labor mandates
Our EOR handles onboarding, social insurance setup, monthly payroll, labor-law compliance, visa/Iqama processing, and Saudization obligations so you don’t have to.
No need to set up a legal entity
With us, you can onboard employees or contractors legally with minimal delays and risk, and help get your global team off the ground effortlessly and at speed.
5-7 days onboarding with employment contracts, payroll, and tax setup ready to go.
Employment Contracts
We support full-time (only Saudi nationals can be employed on an indefinite term contract), part-time, Incidental, seasonal, temporary, and fixed-term contracts (Foreign national employees must be employed on a fixed-term basis.
Foreign nationals’ term of employment if not otherwise specified in the employment contract shall be one year from the employee’s actual start date, with Saudi and Gulf Cooperation Council (GCC) country nationals being exceptions.), compliant with Saudi Labor Law and issued in Arabic (optional bilingual), clearly outlining role, compensation, probation, termination, and Saudization terms.
Provisions on duties and disciplinary rules; maximum working hours; daily and weekly rest intervals; overtime work; official holidays; safety rules; occupational health; work injuries, compensation, etc. vary as different laws are applicable to different types of employment contracts.
Background checks
We help you run proper checks so you don’t have to hope for the best. Background checks include reference, education, and past employment, mandatory immigration checks. Criminal and credit reference checks are only permissible for specific roles (e.g., certain finance positions) and are subject to proportionality requirements.
Visa & Work Permits
We handle complete visa processing support for international hires, including Iqama sponsorship and renewals.
Gulf Co-operation Council (GCC) nationals (These members are the United Arab Emirates, Bahrain, the Sultanate of Oman, Qatar, and Kuwait) are allowed to work in all the GCC states freely without the need for work visas.
Employing non-GCC nationals will require a visa (depending on the situation, this can be an employment visa for expats with an employment contract or business visit visas for expats who want to visit the country for business and have an invitation letter from a Saudi company Temporary work visit visas (TWVV) is a multiple-entry visas valid for 1 year.
Employers are allowed to buy a quota and sponsor an expat. These visas can also be used for short-term work for the visa-sponsoring entity for up to 90 days, issued by the employer who will become the sponsor of the non-GCC employee for all immigration purposes.
The Law also requires employers to train their Saudi employees to gradually replace foreign national employees, called Saudisation, and impose a mandatory national-to-expatriate employees ratio depending on the entity.
Talent Discovery
Need help sourcing the right talent in Saudi Arabia? Our local partners can help you discover pre-vetted candidates across tech, finance, support, and more.
The following services are available as add-ons, based on your hiring needs. Please contact us for more information on the availability of these services as per local laws.
Your team gets paid right, every time
Salary structuring
We structure compensation effectively (base, housing allowance, etc.) and handle employer GOSI (Social Insurance) contributions (~12%–12.5% of salary), plus occupational hazards insurance (~2%).
Taxes
There is no personal income tax. However, withholding tax may apply to non-residents. We manage statutory payroll deductions, tax withholding, and GOSI filings accurately.
Payouts
Employees are paid in SAR with compliant payslips. Payroll runs align with WPS deadlines, public holidays, and regulatory cycles.
We strive to follow every rule to the letter
General Organization for Social Insurance (GOSI)
We handle registrations and contributions for GOSI. The contributions fund benefits for different branches —pensions, unemployment insurance, and occupational hazard coverage( injury, illness, and death).
Only Saudi nationals are entitled to all, while the expats are only entitled to benefits related to occupational hazards.
1. GOSI (Social Insurance) – Monthly
- Saudi Nationals: 9% (Employee) + 11.75% (Employer)
- Expats (Injury only): 0% (Employee) + 2% (Employer)
*Contributions are based on basic salary + housing allowance
2. Unemployment Insurance (SANED)
• 0.75% (Employee) + 0.75% (Employer)
*The pension branch has progressive rates.
Employees from Gulf Cooperation Council (GCC) countries follow the social security rates set by their home countries.
We stay ahead, so you never fall behind
Saudi Labor Law coverage
The main legislation governing employment in Saudi Arabia is the Labor Law, Royal Decree No. M/51 as amended. The Labor Law is supplemented by its Implementing Regulations and Ministerial Decisions and Resolutions issued by the Ministry of Human Resources and Social Development. We ensure compliance with Labor Law, Social Insurance Law, Saudization/Nitaqat rules, and Wage Protection System (WPS).
Audit-ready documentation
We maintain employment contracts, GOSI filings, WPS records, visa/Iqama documentation, leaves, and health insurance records—fully audit-ready.
Worker classification & penalties
Companies must meet specific Saudi national hiring quotas under the Nitaqat system. EORs help manage Saudization compliance to avoid penalties.
Your employees get what they’re owed
Annual leaves
Employees are entitled to 21 days of paid annual leave per year, which increases to 30 days after 5 years of service.
Sick leave
An employee whose illness has been proven is eligible for:
- full sick leave for the first 30 (calendar) days;
- three-quarters of their pay for the next 60 (calendar) days.
- unpaid sick leave for the following 30 (calendar) days.
Maternity leave
Employees who have worked for 12 weeks are entitled to 10 weeks of paid leave. 4 weeks can be taken before the child’s birth. The employee will receive 100% of the salary during this period, and the employer is responsible for this pay.
Female employees are entitled to 12 weeks of maternity leave; at least 4 weeks should be taken before the expected delivery date, and 6 weeks must be taken immediately after the delivery (the remaining 2 weeks to be distributed at the female employee’s discretion).
A female employee may extend her maternity leave for one month without pay. A female employee may – if she gives birth to a sick child or a child with special needs whose health condition requires a permanent presence – extend her maternity leave for one month, with full pay. She may also extend her leave for another month without pay.
If the tenure of the employee is less than 1 year, then the leave is paid in full, and if it is less than 1 year, then the leave is paid at 50% of the pay.
Letting go is hard; doing it wrong is worse. We know how to do this well and compliantly
Notice period
For definite-term contracts, parties can agree on the non-renewal notice period, which otherwise comes to an end upon non-renewal; for indefinite-term contracts, an employer should provide a legitimate reason for the termination and give an employee at least 60 days’ prior written notice – unless the contract provides for a longer notice period – or pay in lieu of notice. Notice in the case of resignation is 30-60 days.
End-of-service benefits
End of service
On termination, employees are entitled to an end-of-service award equal to half a month’s wage for each of the first five years and one month’s wage for each subsequent year, pro-rated to time employed.
If the employment relationship ends due to the employee’s resignation:
- Before completing two years of service, there is no end-of-service award.
- After completing two but before completing five consecutive years of service, the employee receives one-third of the standard end-of-service award.
- After completing five but before completing 10 consecutive years of service, the employee receives two-thirds of the standard end-of-service award.
- After completing 10 years of service, the employee receives the full end-of-service award.
There are three exceptions to the above rules on reduction of the end-of-service award due to resignation:
- The employee will be entitled to the full end-of-service award if they abandon the work because of a force majeure event that is beyond their control.
- A female employee is entitled to the full end-of-service award if she resigns within six months of marriage or three months of giving birth.
- An employee is entitled to their full end-of-service award if they resign due to misconduct by the employer.
PRICING
Transparent. Trusted. Scalable.
Employer of Record
(EOR)
Hire, pay and manage employees
Starts at
$499
per employee/month
Features
- Local employment agreements
- Personalised onboarding support
- Process payroll in 70+ currencies
- Labor law and tax compliance
- Benefits administration options
- Dedicated account managers
- Help center access
- Unified dashboard + third-party integrations
Agent of Record
(AOR)
Engage, pay and manage contractors
Starts at
$99
per contractor/month
Features
- Support with contracts
- Streamlined contractor onboarding
- Compliant contractor payments in 70+ currencies
- Support mitigating misclassification risks
- Dedicated account managers
- Help center access
- Unified dashboard + third-party integrations
Contractor Management System (CMS)
Handle contractor payments
Starts at
$19
per contractor/month
Features
- Contractor payments in 70+ currencies
- Invoice creation and tracking
- Expense submission and approvals
- Downloadable payment history
- Unified dashboard + integrations
- Mobile app access & localised support
Trusted by businesses worldwide
Jon Santavy
Managing Partner, Simwell
Payoneer Workforce Management has been a game-changer for us, completely transforming the way we manage our global team. Payoneer Workforce Management’s digital onboarding has made our international payments as easy as our domestic ones. Payroll management that used to take hours is now error-free and takes just a few minutes.
Lavinia Davison
Global Head of Talent & Operations, OpenSolar
Payoneer Workforce Management, has been a key partner in our international expansion. Their seamless onboarding process and compliance expertise have allowed us to focus on our core mission which is to accelerate the world’s transition from fossil fuels to solar energy.
Brian Butcher
EVP, Corporate Development, PureRed
Payoneer Workforce Management made our team expansion possible, handling the complex onboarding and payroll processes across six different countries with ease. Their local expertise ensured our compliance, letting us focus on what we do best—serving our clients.
Bret Michaelsen
Human Resources Director, VRP Consulting
Payoneer Workforce Management’s solutions empowered us to scale our workforce globally with ease, ensuring timely payroll, compliance, and a seamless onboarding experience—all on one powerful platform.
Shaik Mohammed Shabaz
Head of Human Resources & Administration, Microsense
Payoneer Workforce Management simplified our contractor engagement from start to finish. Their platform covered onboarding, payments, and compliance, making our expansion into new markets practically frictionless.
Why do companies choose Payoneer Workforce Management to hire in Saudi Arabia?
Transparent, Flat Pricing
Starting at $499 for EOR with 100% transparency in the fee structure. Consistent cost regardless of seniority, role type, or team size
White-Glove Onboarding
Dedicated account manager for both you & the employees. Enjoy localized support across time zones
Additional Local Support
Background checks, expat support, device provisioning, and co-working access
Deep Integrations
Integrate with 70+ tools across HRIS, accounting, and time-tracking. No process disruption. Just smooth operations
Mobile App
Stay in control wherever you are. The Payoneer Workforce Management app supports both employers and contractors
User-Friendly Interface
With an interface that’s clean and ready to go, Payoneer Workforce Management is designed for busy teams that dislike a steep learning curve
The all-in-one platform for global hiring
160+
Countries covered
70
Currencies for payroll
24×5
Dedicated Support
100%
Transparency in fees
Frequently asked questions (FAQs)
It’s a service that lets you hire in Saudi Arabia without setting up a local entity. We can help with employment contracts, payroll, social insurance, statutory benefits, and local labor law obligations while you manage day-to-day work.
Our EOR pricing starts at $499/month per employee. Contractor management starts at $19/month.
No. Payoneer Workforce Management acts as the legal employer, allowing you to hire and pay employees in Saudi Arabia without incorporating a company locally.
We administer statutory benefits such as GOSI (occupational hazards, health insurance, pension), leave, end-of-service benefits, and optional ones such as housing, transportation, and allowances.
Onboarding usually takes 5-7 business days, assuming documents and approvals are completed on time.
Employment contracts must include job role, salary, working hours, probation, termination notice, end-of-service terms, and be issued in Arabic (bilingual optional).
The information on this page reflects the details available at the time of publication. For the most up-to-date information, please consult a Payoneer Workforce Management representative or account executive. Skuad Pte Limited (a Payoneer group company) and its affiliates & subsidiaries shall provide EoR, AoR, and contractor management services.