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Saudi Arabia · Quoted in SAR

Payroll & HR software
for Saudi Arabia

Saudi payroll turns on GOSI classification and wage protection reporting. AmalOps treats both as first-class configurations, with contribution schedules, ceilings, and Saudisation banding handled natively rather than approximated.

Book a Demo → See pricing approach

Saudi Labor Law and MHRSD regulations

The Saudi Labor Law and its implementing regulations, administered by the Ministry of Human Resources and Social Development, govern private-sector employment, covering working hours, overtime, leave, contract terms, and the end-of-service award.

Saudi wage protection and Mudad salary disbursement

Saudi Arabia operates its own wage protection framework, with Mudad the platform most private-sector employers use for salary disbursement and compliance reporting. AmalOps produces the required files from your payroll register and reconciles the submission against what was actually paid.

GOSI contributions in Saudi Arabia

GOSI operates two branches: occupational hazards, covering all employees and funded by the employer, and annuities, applying to Saudi nationals with contributions split between employer and employee. AmalOps applies the correct branch and schedule per employee, enforces the contributory wage ceiling, and reconciles registered wages against payroll master data every cycle.

Saudi end-of-service award calculation

The end-of-service award accrues at half a month of wage per year for the first five years of service and one month per year thereafter, with treatment differing between resignation and termination. Accrual is tracked as a live liability rather than calculated at exit.

Saudisation and Nitaqat banding reports

Nitaqat banding depends on headcount data derived from GOSI records, which makes your Saudisation position a direct output of payroll accuracy. AmalOps reports current position, flags classification errors, and projects the effect of planned hiring and known departures.

Saudi Arabia At A Glance

The rules you are
actually running against

CurrencySAR — Saudi riyal, pegged to USD
Working weekSunday–Thursday, weekend Friday–Saturday
Wage protectionMinistry framework, commonly via Mudad
Social insuranceGOSI — occupational hazards + annuities
End of service½ month/yr to 5 yrs, 1 month after
NationalisationNitaqat banding · Saudisation
Where It Goes Wrong

Four things that quietly
break Saudi Arabia payroll

None of these throw an error. Each one is found later, usually by an employee or an auditor.

🏢
GOSI has two branches that cover different people

Occupational hazards covers everyone and is employer-funded. Annuities covers Saudi nationals only and is split. Treating them as one rate misstates contributions for a whole population.

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Nitaqat banding is a payroll output, not an HR report

Your band derives from GOSI records. A wrong nationality flag at hire, or a leaver never deregistered, moves your band — and your band controls visa access.

💳
The wage ceiling applies to the contributory wage only

Applying it to total earnings understates contributions. Not applying it at all overstates them. Both create a reconciliation that grows every month until someone checks.

🔄
A salary revision that never reaches the portal

Payroll updates, the payslip is right, the registered GOSI wage stays at the old figure. Contributions are wrong from that month on, and the employee’s eventual entitlement with them.

Your Compliance Year

What Saudi Arabia expects,
and how often

MonthlyWage protection submission, with acceptance confirmed rather than assumed
MonthlyGOSI contribution file generated from the payroll register, never a separate list
MonthlyRegistered GOSI wages reconciled against payroll master data
OngoingIqama validity maintained — a lapse affects lawful employment
QuarterlyNitaqat band reviewed against planned hiring and known departures
Estimate end of service → Estimate contributions →
KSA Specifics

Built for how Saudi Arabia
actually works

Contributory wage

Basic plus housing defined as an explicit payroll component, with the ceiling applied to that component alone.

Registration workflow

GOSI registration sequenced before the first payroll run, and deregistration triggered automatically by termination.

Three-way reconciliation

Payroll register, GOSI contribution file, and wage protection submission reconciled monthly rather than annually.

Arabic-first

Full Arabic RTL interface and bilingual document generation for a predominantly Arabic-speaking workforce.

Products

The full suite,
configured for KSA

HRMS
Employee records, org structure, leave and attendance under Saudi Arabia rules.
Payroll
SAR payroll with wage protection files, social insurance and end-of-service accrual.
ATS & Recruitment
Hiring pipelines with nationalisation targets tracked in-flow.
Engagement
Pulse surveys, eNPS and predictive attrition across your KSA workforce.
Who We Work With

HR and payroll software for
businesses across Saudi Arabia

From a single Riyadh establishment to a group operating across the Kingdom, AmalOps handles GOSI’s two branches, Mudad wage protection, and the Nitaqat banding that follows from your contribution records.

RiyadhJeddahDammamKhobarMeccaMedina

Companies come to us for one of three reasons. They are running payroll on spreadsheets and have outgrown it. They are on a global HR platform that never handled Saudi Arabia compliance properly. Or they operate in Saudi Arabia alongside other GCC markets and are tired of reconciling separate systems every month.

Implementation typically runs under 6 weeks including data migration, configuration and training, and pricing is quoted in SAR after a short scoping call. If you want to understand what moving would involve for your entity structure, talk to our team or see how pricing works.

Saudi Arabia Buying Questions

Choosing payroll software
in Saudi Arabia

Does AmalOps handle GOSI contributions correctly?+
Yes, including the distinction that causes most errors: occupational hazards covers all employees and is employer-funded, while annuities applies to Saudi nationals with contributions split. Graduated schedules for newly registered Saudi employees are applied per employee rather than as one flat rate.
Yes. The wage protection file is generated from the payroll register itself rather than a separately maintained list, which is what prevents the three-way mismatch between payroll, GOSI and wage protection that surfaces during reconciliation.
Yes. Because Nitaqat banding derives from GOSI records, AmalOps reports your live position and flags the two data problems that most often distort it: nationality classification errors at hire, and leavers who were never deregistered.
Yes, at half a month of wage for each of the first five years and one month thereafter, with the sliding-scale reduction applied where an employee resigns rather than being terminated.
Yes. Each entity carries its own statutory configuration, currency, and reporting channel, with consolidated group reporting across both.
The ceiling is applied to the defined contributory wage component only, not to total earnings, and the result is reconciled against the GOSI portal each month.
Other Markets

One platform,
six GCC markets

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Payroll and HR in OMR
Kuwait
Payroll and HR in KWD
Book a Demo

See AmalOps
configured for KSA

Tell us about your Saudi Arabia entities and we will show you the compliance configuration, payroll run, and reporting on data shaped like yours.

⚡
Response in under 2 hours
Our GCC team responds same business day, always.
💰
Quoted in SAR
Fixed-fee proposal within 24 hours of your demo.
🔒
No commitment, no pressure
A scoping conversation, not a sales pitch.

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