Employer Of Record Services For Riyadh Hires Now

An EOR registers employees as the legal employer and manages payroll in SAR, GOSI registration and monthly contributions, iqama and work visa sponsorship, WPS payroll filing, MHRSD reporting, payslip issuance, and end-of-service settlements. The provider issues consolidated invoices and supports HR admin while you direct daily work and performance.

Typical timeline for expat hires ranges 4 to 12 weeks. Steps include document preparation and employer approvals 1 to 3 weeks, embassy processing and entry visa 2 to 6 weeks, medical and security checks 1 to 2 weeks, and iqama issuance after arrival 1 to 3 weeks. Delays stem from embassy backlogs or missing documents; the EOR provides status updates and manages actions to keep progress moving.

The EOR registers employees with GOSI, remits contributions monthly, and processes payroll through WPS in SAR. Payroll runs monthly and covers salary disbursement, payslip generation, overtime and statutory deductions. The provider accrues end-of-service benefits per Saudi Labor Law and issues final settlements. You receive a monthly invoice breaking salary, statutory charges, and service fees.

Saudization sets national-hire quotas by sector and company size under Nitaqat rules. Using an EOR might not count local hires toward your company quota unless the service agreement assigns attribution. Define Saudization obligations in the contract, track national-hire metrics monthly, and request provider reporting and role reclassification advice to meet quotas.

Review termination notice periods, exit and transfer fees, and end-of-service calculation methods. Verify the provider holds active MHRSD and GOSI registrations and a clean compliance record. Include IP ownership, data protection, and dispute resolution clauses in the contract. Set SLAs for payroll accuracy and visa renewals to reduce regulatory and operational risk.