Hire, onboard, pay and manage employees in Saudi Arabia without setting up a local entity. e-square provides EOR, payroll, GOSI, compliance, benefits and visa support.

With esquareglobalpartners Employer of Record (EOR) services in Saudi Arabia, you can hire eligible Saudi nationals and expatriate employees without establishing your own local employment company. We manage employment administration including Iqama sponsorship, Saudization compliance, payroll processing, GOSI contributions and end-of-service benefits, helping your business expand into the Kingdom with a structured employment solution.

An Employer of Record can provide an employment structure through which an eligible foreign company can hire employees in Saudi Arabia without immediately establishing its own local employing entity. The EOR manages employment administration such as contracts, payroll, applicable GOSI requirements, benefits and employee lifecycle processes, while the client manages the employee's day-to-day work. Visa, Iqama, Qiwa, Mudad and Saudization requirements remain subject to applicable Saudi regulations and the specific employment structure.
https://esquareglobalpartners.com/saudi-arabia/peo-employer-of-record-saudi-arabia.php
The employment landscape in Saudi Arabia is governed by several different regulatory and employment frameworks. e-square’s EOR services are structured to meet all requirements based on the employee being employed, the employer structure and the service scope provided.
 

Nitaqat & Saudization Compliance

As part of Saudi Arabia's effort to promote localization of employment within private sector entities, both Nitaqat and Saudization programs govern the degree to which private sector employers are required to localize certain types of jobs. As part of our service to clients, we are available to explain these workforce localization requirements and how they can be incorporated into your hiring and employment processes.

Important: EOR does not eliminate or bypass Saudization requirements. Applicable Nitaqat obligations must still be assessed based on the relevant establishment, activity, profession and workforce composition.
 

GOSI Contributions & Social Insurance Administration

Within the agreed upon EOR service scope, e-square manages all GOSI contribution requirements related to each employee. GOSI contribution requirements vary depending on the nationalities of the employees and the type of insurance branch applied. In general, GOSI requires employers to contribute 2% of employee wages toward occupational hazards. There are many additional GOSI branches including health care and education.

Mudad & Wage Protection

In addition to requiring employers to make timely wage payments to their employees, Saudi Arabia also requires employers to report all wage payments made during each calendar month. These reports are filed electronically via the Mudad platform. As part of our payroll administration services, e-square ensures that all wage protection and salary payment obligations required by law are met for employees covered under the service agreement.

Saudi Labor Law Compliance

e-square supports employment administration according to applicable Saudi Labor Law requirements, including areas such as employment contracts, working hours, overtime, leave, employee benefits, termination, end-of-service benefits, wage administration and employee records. The exact requirements can depend on the employee, employment arrangement and applicable regulations.

Iqama & Visa Sponsorship

For eligible expatriate employees, e-square can coordinate applicable employment visa processes, work permits, Iqama-related administration, sponsorship-related processes, renewals and employment documentation.

ZATCA & Tax Administration Support

For most international clients with no permanent establishment in Saudi Arabia, there is no withholding or reporting obligation for employment income. However, for some clients with certain corporate structures or salary/service arrangements, e-square may assist with filing tax returns and/or coordinating other tax administration matters with ZATCA – when applicable, not automatically for every employee.