Employer Of Record Services In Saudi Arabia

• Trouble-free employee onboarding and offboarding
• Cost-efficient international employment procedures
• Maintain compliance with local employment laws

Choose The Right Employer Of Record Partner In KSA

Edge collaborates with regional specialists to help you overcome any administrative and financial challenges that may arise throughout your expansion process. We guarantee ongoing legal employment assistance to help your company comply with Saudi Arabia’s labor laws and regulations. Additionally, we guarantee that payroll taxes are deducted accurately and that the payslips for Saudi Arabia are processed on time.

If you are looking for a quick, inexpensive, and efficient approach to expand globally to the Saudi Arabian market, collaborate with Edge, an expert, legal employer of record service provider.

Hiring A Global Team Is No Longer Stressful

Employers of record, also referred to as overseas professional employer organization (PEO), can assist you in hiring and onboarding employees quickly from a global talent pool—often with as little as two weeks’ notice. A legal employer of record provider in Saudi Arabia is something you should look into because it allows you to create your own local entity without taking any compliance risks and saving money!

Here are all the benefits of utilizing employer-of-record services you’ll enjoy with Edge:

• Enter new markets with speed without delay.
• Transition to a system that ensures KSA regulatory compliance.
• Gift your company a thriving global workforce and give your new hires the same perks and job security as the rest of your local and international employees.
• Cut down on the capital and risk factors of expanding to new markets.
• Overcome compliance challenges and stay compliant with local labor laws, regulations, and payroll.
• Save costs more than setting up a traditional HR department.
• Cut down on back office, payroll costs and time, and legal responsibilities.

Simplicity

We send out a single, monthly, combined invoice for all services rendered, including payroll, taxes, fees, and employee expenditures. This lowers the time spent by your finance team and the expense of banking. With Edge, you can be sure payslip generation always happens on time.

Compliance

Edge handles all global payroll processing functions, from calculating employee salaries to deductions and submitting taxes. Every month, you receive proof of taxes paid to the county’s appropriate authorities.

One Point Of Contact:

After the staff is hired, you will be put in touch with an account manager at Edge, who will handle all of your HR, payroll, and legal inquiries, as well as address your concerns.

Apart from this, what makes Edge a perfect all-rounder for your business is the unending list of PEO and legal employer-of-record services we offer. The major services that we provide are listed below:

• Guaranteeing legal compliance with national laws regarding the worker’s employment.
• Overseeing the regional payroll procedure and handling it accordingly
• Managing the submission of required documentation and taxes about employment.
• Giving the employee their payslips at the right time
• Timely distribution of the employee’s salary

With our Global HR services, you can streamline your international expansion without having to worry about local entity setup. Your company can concentrate on its core competencies while Edge takes care of legal presence, compliance, and hiring in the Middle East as your global employer of record (EOR) provider. Create a diversified and productive global workforce by facilitating easy international mobility and work permits with Edge. So, what are you waiting for? Hire employees in KSA with Edge today!

Employment Laws In Saudi Arabia

Cities such as Riyadh, Jeddah, Damman, Neom, Tabuk, Al Dhara, and Khobar are thriving hubs for remote talent, notably for roles like Digital Marketing Specialists, E-commerce Managers, Data Analysts, and Sales Executives, and other positions associated with driving business growth through online optimization. Edge’s Employer Of Record (EOR) services help hire employees overseas who can support your businesses in these cities.

Employment Contracts

It is recommended that Saudi Arabian employers who are looking to hire global team employees create well-written, locally compliant employment contracts. The employment contract should outline the duties and responsibilities of the position, as well as the rate of pay, any perks, and the procedures for leaving and terminating the employment. Arabic should be used to construct contracts, and Saudi riyals (SAR) should be used for all salary references.

Under Saudi Arabian law, probation can last up to ninety days. An additional ninety days might be added to a probationary period if both the company and the employee agree to prolong this period.

When an employee works for their global employer continuously for four years or completes three consecutive fixed-term contracts, their contract is automatically converted to a non-term length contract.

The EOR services provided by Edge will set up employment to be compliant with local laws and regulations.

Minimum Wages

There isn’t a minimum salary that is set in stone for private sector workers in Saudi Arabia. There is, nevertheless, a 3,000 Saudi riyal minimum wage in the public sector.

ساعات الدوام

There are forty to forty-eight hours in a typical Saudi Arabian work week. Often, eight hours a day, six days a week, are dedicated to work. An employee is entitled to overtime pay, which is 1.5 times their regular hourly wage, if they work more than 40 hours each week. The number of overtime hours that can be worked is unlimited.

In Saudi Arabia, a workday is cut short to six hours during Ramadan. Although this policy is generally applicable to all employees, only Muslim employees must get this adjustment as mandated by law.

Employee Benefits In Saudi Arabia

Health insurance, yearly vacation, paid public holidays (including religious holidays), and end-of-service rewards as required by the Labor Law are common benefits provided to employees in Saudi Arabia. These benefits could change depending on the company and sector.

Wage Protection Systems In Saudi Arabia

In Saudi Arabia, the Wage Protection System (WPS) is a mandatory government program that aims to guarantee that international workers receive their paychecks on time and accurately. By requiring employers to execute wage payments through approved financial institutions, it promotes accountability and transparency in the distribution of compensation. Wage payments are rigorously monitored, and labor regulations are encouraged to be followed, with the ultimate goal of safeguarding workers’ rights, preventing unpaid or delayed salaries, and improving overall labor market efficiency.

Leave Policy Of Saudi Arabia

Annual Leave

Employers are required to offer employees 21 days of paid leave yearly, which increases to 30 days after five years. The leave must be taken at the beginning of the year and utilized throughout that time. No payment instead of time off.

Sick Leave

In most cases, employees who give their employer a medical certificate are eligible for up to four months of paid sick leave. 100% of sick leave is paid for the first thirty days, 75% of sick leave is paid for days 31 through 90, and no pay is made for days 91 through 120.

Maternity And Paternity Leave

In Saudi Arabia, women who work for a company for a minimum of a year are often eligible for ten weeks of paid maternity leave. It is possible to take four of these ten weeks before the child’s birth, but the remaining six weeks must be taken after the delivery.

If a worker has worked for their employer for a minimum of a year, they are entitled to half pay during their maternity leave. A worker is eligible for fully paid maternity leave if they have worked for their employer for three years or longer.

Workers who take maternity leave in the same year are also eligible to take their annual vacation. However, depending on how much maternity leave has been awarded, an employee who chooses to do this may only be entitled to half pay or not receive any compensation at all. In Saudi Arabia, employers are also expected to cover the medical costs incurred by their female employees during pregnancy and childbirth.

Paternity leave for fathers is paid for up to three days.

Hajj Leave

Employees who did not complete the Hajj are granted 10–15 days of paid leave for their pilgrimage.

Bereavement Leave

130 days under specified religious conditions, and 5 days in the event of a spouse or child’s death.

Benefit Management Plans In Saudi Arabia

Supplementary benefits are a necessary component of the benefits management strategy in Saudi Arabia. This will make it possible for a company to draw in and keep elite talent. The ‘standards’ that employers should provide to their staff are:

• Extra health insurance for Saudi Arabia employees
• Cash for educational costs
• Allowances for housing and transportation
• Retirement schemes
• Tickets for a flight home for a vacation
• Cell phones

Termination Procedure

When an employee is fired, they usually have a right to notice. Employees with written, limited contracts have the right to a notice period of thirty days before termination. There is a sixty-day notice period for those with unlimited contracts. As an alternative, remuneration may be agreed upon by the employer and employee in place of notice.

Certain contracts don’t have a notice period.

Employees may use up to eight hours per week during the notice period to look for other work.