Employer of Record in Saudi Arabia: A Comprehensive Guide for 2026

Introduction

An Employer of Record (EOR) in Saudi Arabia holds a local entity and Qiwa file, and employs staff on your behalf, so you can hire without setting up a Saudi company first.

The EOR sponsors work permits and Iqamas, runs Wage Protection System payroll, registers workers with GOSI (General Organization for Social Insurance), tracks Saudization under its own Nitaqat band, and manages statutory leave, end-of-service, and termination, so you get access to local talent in Saudi Arabia while still directing their day-to-day work.

Employment in Saudi Arabia's private sector is governed by the Labor Law (Royal Decree No. M/51 of 2005), and every non-Saudi worker needs a written fixed-term contract tied to an employer-sponsored work permit.

Saudi Arabia's Saudization system, Nitaqat, assigns every private employer a compliance band based on Saudi headcount, which determines whether the employer can issue or renew work permits.

This guide covers employment contracts, statutory entitlements, Saudization, termination and end-of-service rules, work permits, payroll, and how an EOR supports compliant Saudi Arabia hiring.

Saudi Arabia at a glance

Population: 35.18 million

Currency: Saudi Riyal (SAR)

Capital: Riyadh

Languages: English and Arabic

GDP: 1.24 trillion USD

How does employment regulation work in Saudi Arabia?

Employment in the Saudi private sector is governed by the Labor Law (Royal Decree No. M/51 of 2005), which the Ministry of Human Resources and Social Development (HRSD) enforces. It sets the minimum standards for contracts, working hours, leave, and end-of-service, and an employer cannot offer terms below those minimums.

The law covers private-sector employees, both Saudi nationals and expatriates, and excludes some categories such as domestic workers, who fall under separate regulations.

What are the types of employment contracts?

Saudi law recognizes two main contract types: indefinite and definite. An indefinite contract runs without an end date and is available to Saudi nationals. A definite contract runs for an agreed period.

For a non-Saudi worker, the contract must be written and fixed-term, and if it does not state a term, it is treated as running for one year and renews automatically while the work continues. Saudi law also recognizes part-time, temporary, seasonal, and flexible work models.

What are the statutory employee entitlements in Saudi Arabia?

Every private-sector employee in Saudi Arabia is entitled to a set of statutory minimums under Saudi Arabia's employment laws: paid annual leave, sick leave, maternity leave, paternity leave, bereavement leave, capped working hours, overtime pay, and protection from discrimination.

These entitlements apply equally to Saudi nationals and expatriates, cannot be reduced by contract, and are enforced by the Ministry of Human Resources and Social Development (HRSD).

What are the Saudi Arabia public holidays in 2026?

Saudi Arabia observes four paid national public holidays each year, and every private-sector employee is entitled to them on top of annual leave. Two of the four, Eid al-Fitr and Eid al-Adha, follow the Islamic lunar calendar and shift each year based on moon sighting, while Founding Day and National Day fall on fixed Gregorian dates. For 2026, they are as follows:

What is the difference between contractors and full-time employees?

A full-time employee in Saudi Arabia works under a written employment contract, under the company's direction, and is covered by the Labor Law's statutory entitlements.

A contractor works independently under a Freelance Work Document issued by the Ministry of Human Resources and Social Development (HRSD), invoices the client for defined project work, and falls outside the scope of the Labor Law entitlements.

The Freelance Work Document is only available to Saudi nationals aged 18 and over. A foreign national needs a separate legal basis to work independently.

Directing an expatriate worker's day-to-day tasks while treating them as a contractor creates misclassification risk. Saudi Labor Law can reclassify that relationship as employment, triggering the same entitlements and end-of-service award a full-time hire would receive.

A foreign national cannot operate as an independent contractor without a separate legal basis, and directing an expatriate worker under the company's supervision while treating them as a contractor risks reclassification as employment under the Labor Law, with the entitlements and end-of-service award that brings.

Whether you engage contractors for project-based work or hire full-time employees for ongoing roles, each model carries different authorization and compliance obligations. Skuad supports both hiring models from a single platform:

EOR for full-time employees

• Acts as the legal employer across 160+ countries, so you can hire without setting up a local entity
• Supports employment contract generation aligned with local labor laws across supported markets
• Facilitates statutory contribution workflows covering applicable social insurance and pension obligations
• Supports payroll processing in 70+ currencies with automated tax withholding and year-end reconciliation
• Helps administer statutory benefits, paid leave, and parental entitlements in line with local requirements
• Assists with termination and offboarding, including notice periods and severance calculations as required locally

Contractor management

• Helps onboard contractors with locally compliant agreements that reduce misclassification exposure
• Supports invoice generation, approval workflows, and payment processing
• Helps flag classification risk before it becomes a compliance issue with built-in worker classification checks
• Facilitates multi-currency payouts across 70+ currencies
• Helps manage contractor records, contracts, and payment history from a single dashboard alongside full-time employees

Hiring full-time employees or contractors in Saudi Arabia?

Skuad supports both. Compare pricing for contractors and full-time hires.

What are the key things to know about hiring in Saudi Arabia?

Hiring in Saudi Arabia means planning around four criteria:

• Saudization quotas that set the required share of Saudi nationals on your payroll
• Employer-sponsored work permits for every expatriate hire
• Written fixed-term contracts documented on Qiwa
• Mandatory GOSI registration before the first payroll cycle.

Miss any one of these and the hire either can't legally start or triggers compliance exposure from day one.

Companies source candidates through referrals, direct applications, and online job boards. Common job boards include Bayt, Expatriates, and Gulf Talent.

Skuad supports background checks as part of the hiring workflow, covering identity verification, employment history, criminal records, and education credentials, so you have a clear picture of who you are onboarding before contracts are signed.

What is Saudization (Nitaqat)?

Saudization is Saudi Arabia's workforce localization policy, run through the Nitaqat program, which requires every private-sector employer to maintain a set share of Saudi nationals on its payroll.

The Ministry of Human Resources and Social Development (HRSD) sorts each establishment into one of five compliance bands, Platinum, High Green, Mid Green, Low Green, or Red, based on the ratio of Saudi employees to total headcount, and the band the company sits in directly controls its access to work permits for foreign hires.

The required share varies by sector and company size. The band matters directly for a foreign employer because it controls work-permit access.

Establishments at Mid Green and above can renew work permits for foreign employees and apply for new work visas, while a Red-band establishment cannot apply for new visas or renew work permits and loses access to Ministry services. Holding a Green band is what lets a company keep sponsoring and renewing its expatriate staff.

Saudization tightened through 2026 with a new phase and profession-level quotas. As one example, from January 2026, marketing and sales professions require a 60% Saudization rate at establishments with three or more such workers, with a minimum wage of SAR 5,500 for a Saudi to count toward that quota.

Foreign employers setting up their own Saudi entity fall under Saudization from the first hire, and a low Nitaqat band in the early months can cut off the very work permits they need to build the Saudi headcount that would improve their band.

Skuad acts as the legal employer through its own local entity, so you don’t have to handle local regulatory and compliance obligations in-house.

Book a demo to see how Skuad supports foreign employee hiring in Saudi Arabia

What are the probation and termination rules in Saudi Arabia?

Saudi Arabia's Labor Law sets three distinct stages an employer moves through when ending an employment relationship:

1. A probation window when the hire can be reversed at low cost
2. A notice-and-cause framework that governs how a contract is closed after probation
3. An end-of-service award the worker is owed on the way out.

Each stage carries its own timelines, employer obligations, and financial exposure if handled wrong, and the rules apply equally to Saudi nationals and expatriates.

What is the probation period in Saudi Arabia?

Probation must be stated in the employment contract. It can run up to 90 days, and can be extended to a total of 180 days by written agreement. Eid al-Fitr, Eid al-Adha, and sick leave do not count toward it. Either party can end the contract during probation, unless the contract gives that right to only one side. If the contract ends during probation, neither side owes compensation, and the worker earns no end-of-service award.

How does termination of employment work in Saudi Arabia?

A Saudi employment contract can end in several ways: By mutual written agreement, at the expiry of a fixed term, by resignation, or by either party's decision in an indefinite contract. It can also end when the worker reaches the retirement age set under the Social Insurance Law, unless both sides agree to continue, or through force majeure, permanent closure, or a court ruling in bankruptcy.

Ending an indefinite contract needs written notice. For a worker paid monthly, the employer gives at least 60 days, and the worker gives at least 30 days. If the pay is not monthly, the notice is 30 days either way. A party that does not serve notice pays the other the wage for that period.

An employer can dismiss a worker without notice or an end-of-service award only on specific grounds set out in the law, such as assault, forged documents, a serious failure to perform the job, or disclosing work secrets, and only after giving the worker a chance to respond. A worker can likewise leave without notice and keep their entitlements if the employer breaches its obligations.

If a contract is ended without a valid reason, the affected party is owed compensation: 15 days' wages for each year of service on an indefinite contract, or the wages for the remaining term on a fixed-term contract.

How is the end-of-service award calculated in Saudi Arabia?

When a job ends, the employer pays an end-of-service award. It runs at half a month's wage for each of the first five years, and one month's wage for each year after that, based on the worker's last wage. It applies to Saudi and non-Saudi employees alike.

If the worker resigns, the award is reduced by the length of service. No award for below two years; one-third from two to five years; two-thirds from five to ten years; and the full award at ten years or more.

Ending an indefinite contract in Saudi Arabia requires at least 60 days' written notice from the employer, a formal written investigation before any dismissal for cause, and an end-of-service award at half a month's wage per year for the first five years and one month per year after that. Getting the settlement calculation wrong or bypassing the investigation step creates compensation liability equal to the wages for the outstanding period.

Skuad's Shield compliance layer helps your team stay aligned with termination and offboarding obligations across supported markets, without independently tracking every regulatory update. Here is what Skuad supports:

• Termination and offboarding support aligned with local labor requirements across supported markets
• Notice period and severance calculations in line with statutory obligations
• Employment documentation and record-keeping that supports compliant offboarding
• Monitoring of regulatory and labor law changes across supported markets
• Probation period tracking and contract management within a single platform

What are the risks of hiring in Saudi Arabia without an EOR?

Hiring without an EOR means every Saudization, payroll, and entity obligation lands on your company directly, from your first hire.

• No work permit access without an entity: A foreign company cannot sponsor a Saudi work permit without a local entity and a Qiwa file, so hiring even one person means clearing MISA investment registration and Commercial Registration first, a process that typically takes several months.
• Nitaqat exposure from day one: Setting up your own entity puts you under Saudization immediately, and a low Nitaqat band in the early months can cut off the very work permits you need to build the Saudi headcount that would improve your band.
• WPS payroll violations: Late, short, or missing payments through the Wage Protection System show up as violations that can hurt your Nitaqat band and freeze work permit renewals, Iqama issuance, and other HRSD services.
• GOSI registration and penalties: Employers must register each expatriate with GOSI before the first payroll cycle. Late or missing contributions carry a 2% monthly penalty on outstanding amounts, with no maximum limit.
• End-of-service award liability: Every hire accrues an end-of-service award from day one, and getting the settlement calculation wrong or bypassing the required investigation step before a for-cause dismissal creates compensation liability equal to the wages for the outstanding period.

Why use an EOR in Saudi Arabia for hiring?

A foreign company uses an EOR in Saudi Arabia because it’s one of the quickest ways to hire an employee legally without first setting up a Saudi entity. The EOR holds the local entity and Qiwa file, sponsors the work permit and Iqama, and carries Saudization under Nitaqat, so a first hire can start in weeks rather than the months a full entity setup requires.

On top of that, payroll in Saudi Arabia must run through the Wage Protection System (WPS), and every hire accrues an end-of-service award from day one.

Setting up a Saudi entity to carry all of this takes time, and it puts the company straight into Saudization from its first hire. An Employer of Record (EOR) is a company that already holds a Saudi entity and acts as the legal employer of a worker on another company's behalf. The hiring company directs the person's day-to-day work, and the EOR supports the parts of employment that need a local entity and a Qiwa file.

An EOR in Saudi Arabia typically supports the following:

• Work permit and Iqama applications for each foreign hire, through its own MoHRE-registered entity.
• Written, fixed-term contracts drafted and documented on Qiwa to meet the Labor Law.
• Payroll through the Wage Protection System, paid on time and matched to the documented contract.
• Statutory entitlements, including annual leave, sick leave, maternity and paternity leave, and the end-of-service award.
• Notice, termination, and final settlement within the timelines the law sets.
• General Organization for Social Insurance (GOSI) registration and Saudization tracking, so the company stays compliant as the rules shift.

Skuad acts as the legal employer across 160+ countries, so your company can hire in Saudi Arabia and support statutory requirements without setting up a local entity first. Here is what Skuad helps with:

• Employment contract generation aligned with local labor laws and statutory requirements across supported markets
• Statutory contribution workflows across supported markets, covering applicable social insurance and pension obligations
• Payroll processing in 70+ currencies with accurate tax withholding and statutory deductions
• Work permit and visa support for foreign nationals joining your team
• Termination and offboarding support aligned with local labor requirements across supported markets

Book a demo to see how Skuad supports EOR hiring in Saudi Arabia.

What are the types of visas in Saudi Arabia?

Saudi Arabia issues many visa types, including business visit and tourist visas, but the ones that matter for hiring are the employer-sponsored work visa, the self-sponsored Premium Residency, and the family visa.

What is the work permit process in Saudi Arabia?

The work permit process in Saudi Arabia is employer-driven and runs through Qiwa, the Ministry of Human Resources and Social Development (HRSD) platform, along with the Ministry of Foreign Affairs (MOFA). It ends with the worker holding an Iqama, the residence permit that also authorizes work.

The steps run in the following order:

1. The employer secures work-visa authorization through Qiwa, based on its Nitaqat band and available quota.
2. The employer obtains MOFA authorization, and the worker has the employment visa stamped at a Saudi embassy in their home country.
3. The worker enters Saudi Arabia on an employment visa.
4. After arrival, the worker completes a medical exam and biometrics, and the employer issues the Iqama, the residence permit. A non-Saudi cannot work without this permit.

The work permit is the HRSD's approval for a worker to work and is required for issuing or renewing the Iqama. An establishment in the Red or Yellow Nitaqat band cannot issue or renew work permits, which is another reason the band matters.

The employer covers the costs and fees for the work permit and its renewal, the Iqama, exit and re-entry visas, and the worker's return ticket home.

On mobility, the old picture of a worker tied to a single sponsor no longer holds. Under the 2021 Labour Reform, a worker can transfer to a new employer once the contract expires, without the current employer's consent, and can request exit and re-entry without the employer's approval.

The work permit and Iqama process runs through Qiwa and the Ministry of Foreign Affairs, requires the employer to hold an adequate Nitaqat band just to issue work visas, and the employer bears all associated costs and the worker's return ticket home.

Skuad's global immigration platform helps support the work permit and visa process for foreign nationals joining your team, so your HR team does not need to track each step independently. Here is what Skuad helps with:

• Supporting work permit and visa applications for foreign employees joining your team
• Helping coordinate immigration documentation with relevant local authorities
• Assisting with visa conversions and work permit renewals as required by local immigration law
• Helping track documentation requirements and deadlines across the full permit lifecycle
• Helping keep your team aligned with compliance requirements as immigration rules and sponsor duties evolve

How do payroll and taxes work in Saudi Arabia?

Payroll in Saudi Arabia is employer-driven because there is no personal income tax to withhold: the employer pays wages in Saudi Riyal through the Wage Protection System and contributes to GOSI for social insurance, while the worker receives gross salary in full. Business-level taxes such as VAT, corporate income tax, Zakat, and withholding tax on non-resident payments sit alongside payroll rather than being deducted from it.

Does the employer pay social insurance in Saudi Arabia?

Social insurance runs through GOSI, the General Organization for Social Insurance, and what the employer owes depends on the worker's nationality.

For an expatriate, the employer pays 2% of basic salary plus housing allowance for occupational hazard cover, and the worker pays nothing. For a Saudi national, the employer pays 9% for pension and 2% for occupational hazard, plus 0.75% for unemployment (SANED), with the employee matching on pension and SANED. That combined 21.5% is the legacy rate for Saudis who first registered before 3 July 2024. A Saudi hired from that date falls under the reformed track, which carries a higher rate that is rising in stages under the 2025 reform.

Contributions apply to basic salary plus housing allowance, capped at SAR 45,000 a month, and the rate for Saudis hired from July 2024 is rising in stages under the 2025 pension reform. Since most hires through an EOR are expatriates, in practice the employer's GOSI cost is the 2% occupational hazard contribution.

What social security do expatriates contribute in Saudi Arabia?

Expatriate employees in Saudi Arabia pay nothing toward GOSI. The employer pays a flat 2% of the worker's basic salary plus housing allowance, and that contribution goes entirely to the Occupational Hazards Branch of GOSI. There is no pension contribution and no unemployment insurance for expats.

The 2% covers work-related incidents only:

• Medical treatment for injuries and occupational illnesses sustained at work
• Temporary disability pay while the worker recovers
• Permanent disability compensation
• A death benefit to the worker's family if a workplace incident is fatal.

Everything outside work is out of scope, so a non-work injury, a chronic illness unrelated to the job, or a weekend accident is not covered by GOSI and needs private health insurance to fill the gap.

The contribution base is basic salary plus housing allowance, capped at SAR 45,000 a month. Any salary above the cap is ignored, whereas other allowances such as transport, phone, commission, and bonuses do not count toward the base. Gulf Cooperation Council (GCC) nationals working in Saudi Arabia stay under their home country's social insurance rules and are not subject to the 2% expat rate.

Employers must register each expat with GOSI through the GOSI portal before the first payroll cycle. Late or missing contributions carry a 2% monthly penalty on outstanding amounts with no maximum limit, and repeated non-payment triggers the same downstream consequences as WPS violations: blocked work permit renewals, Qiwa service disruption, and Nitaqat band impact.

How does payroll get paid in Saudi Arabia?

Payroll in Saudi Arabia is paid through the Wage Protection System (WPS), the HRSD-monitored channel every private-sector employer uses to route salaries to workers' bank accounts.

Each month, the employer uploads a wage file to the Mudad platform, and the ministry cross-checks it against GOSI records and each employee's Qiwa contract to confirm the worker is paid in full, on time, and in the exact amount agreed.

Late, short, or missing payments show up as violations that can hurt the company's Nitaqat band and freeze work permit renewals, Iqama issuance, and other HRSD services.

What is the payroll cycle in Saudi Arabia?

Payroll in Saudi Arabia runs on a monthly cycle for salaried workers, paid in Saudi Riyal (SAR) into an approved Saudi bank account. Under Article 90 of the Labor Law, monthly-paid workers are paid at least once a month, and daily or hourly workers at least once a week.

Wages must reach employees within 10 days of the end of the pay period, and the wage file must be uploaded to the Wage Protection System through Mudad within 30 days of the salary due date, a limit reduced from 60 days effective 1 March 2025. Monthly electronic payslips are required for each employee, showing gross salary, allowances, and deductions.

During Ramadan, daily working hours are reduced to 6 for Muslim employees under Article 98, but pay stays at full salary and the monthly pay cycle itself does not change.

Saudi Arabia has no personal income tax, but employer costs still run above gross salary. GOSI contribution rates differ by nationality and are rising under the 2025 pension reform, and wages must clear the Wage Protection System on time each month.

Skuad's employee cost calculator helps estimate the cost of hiring across supported markets, including employer social and statutory contributions and net-to-gross conversion, so finance teams can model headcount costs before committing to a hire.

How to set up a subsidiary in Saudi Arabia?

Setting up a Saudi subsidiary follows a two-stage regulatory sequence: a foreign company first registers its investment with MISA, the Ministry of Investment, under the Investment Law for the activity it plans to run, then registers the company with the Ministry of Commerce to receive a Commercial Registration (CR). MISA approval is the gating step, a foreign investor cannot skip to CR or start hiring until the investment license is issued.

The most common vehicle is the limited liability company (LLC), managed and represented by one or more managers. Full foreign ownership is available in most activities, though a few set a minimum Saudi share or a high capital floor.

What are the steps to incorporate a subsidiary in Saudi Arabia?

1. Register the investment with MISA for the chosen activity. Capital requirements depend on the activity. For example, a 100% foreign trading company needs SR 30 million, while many service activities have no fixed minimum.
2. Reserve a trade name and register the company with the Ministry of Commerce to receive the Commercial Registration (CR).
3. Notarise the Articles of Association, the company's establishment contract.
4. Complete the post-registration steps:
   • Chamber of Commerce
   • Tax registration with Zakat,
   • Tax and Customs Authority (ZATCA),
   • GOSI
   • A national address
   • A corporate bank account, and the MHRSD and Qiwa file needed to hire staff.

Setting up a Saudi entity means clearing MISA investment registration, Ministry of Commerce company formation, ZATCA tax registration, GOSI registration, a Qiwa file, and a national address before a single work permit can be filed. A 100% foreign-owned trading company also requires SAR 30 million in registered capital.

For teams that need to hire in Saudi Arabia without that commitment, Skuad acts as the legal employer, so you can onboard employees without incorporating a local entity.

What is a Professional Employer Organization (PEO) in Saudi Arabia?

A Professional Employer Organization (PEO) manages HR functions for a company, such as payroll, benefits, and day-to-day administration. A PEO acts as a co-employer, sharing those responsibilities with the company rather than taking them over entirely. An EOR acts as the legal employer of the worker.

What is the difference between a PEO and an EOR?

Working with a PEO means the company keeps its own legal entity in Saudi Arabia, and the PEO supports it with HR and payroll. Working with an EOR means the company can hire straight away, because the EOR is already the legal employer.

A worker's work permit and Iqama sit with a single registered employer, so a PEO arrangement only works when the company has its own Saudi entity to hold them. A company without an entity that still wants to hire uses an EOR, which supplies the entity as the legal employer.

What's better for hiring in Saudi Arabia: EOR or entity setup?

Most foreign employers hiring in Saudi Arabia either choose between:

1. Setting up a local entity through MISA and the Ministry of Commerce
2. Hiring an Employer of Record to hire through an existing Saudi entity

The two paths carry very different timelines, cost profiles, and compliance loads.

The choice usually comes down to how permanent the Saudi presence needs to be and how fast the first hire has to start. If a Saudi entity is already on the roadmap for reasons beyond hiring, such as invoicing local customers, opening a physical office, or establishing tax residency, entity setup makes sense despite the timeline. If the goal is hiring alone, the EOR route sidesteps the multi-month setup and keeps Saudization off your own headcount.

Want to build a team in Saudi Arabia without a local entity

Saudi Arabia's Nitaqat system gates your ability to sponsor foreign hires, and slipping below the required Saudi headcount cuts off work permit access entirely.

On top of that, every hire accrues an end-of-service award from day one, wages must clear the WPS each month, and GOSI contributions vary depending on whether the employee is a Saudi national or an expatriate. For a foreign employer without a local entity, all of this lands on you from the moment you bring someone on board.

An EOR acts as the legal employer, so rather than working through MISA, tracking Saudization from your first hire, and maintaining a local entity to hold work permits, you can start building your Saudi team without that overhead.

Start hiring in Saudi Arabia without entity setup. Book a demo.

FAQs

1. What is an Employer of Record (EOR) in Saudi Arabia?

An Employer of Record (EOR) in Saudi Arabia is a company that holds a Saudi entity and Qiwa file, and employs staff on your behalf. It supports the work permit and Iqama, processes Wage Protection System payroll, and supports GOSI contributions and end-of-service award administration, so you hire without your own entity.

2. Can a foreign company hire in Saudi Arabia without a local entity?

A foreign company cannot sponsor a Saudi work permit without a local entity and a Qiwa file, so direct hiring means registering through MISA and the Ministry of Commerce first. An Employer of Record (EOR) removes that step by acting as the legal employer, sponsoring the Iqama and running payroll.

3. How does Saudization (Nitaqat) affect hiring foreign staff?

Nitaqat, Saudi Arabia's Saudization system, assigns each employer to one of five compliance bands, Platinum, High Green, Mid Green, Low Green, or Red, based on its Saudi headcount ratio, and the band controls work permit access. A Red-band establishment cannot apply for new visas or renew work permits. With an Employer of Record, the Saudization obligation sits with the EOR's entity, though the EOR still needs an adequate Nitaqat band to sponsor your foreign hires.

4. Does an employer pay social insurance (GOSI) in Saudi Arabia?

General Organization for Social Insurance (GOSI) contributions depend on the worker's nationality. For an expatriate, the employer pays a flat 2% of basic salary plus housing allowance for occupational hazard cover, capped at SAR 45,000 a month, and the employee pays nothing. Saudi nationals carry a higher combined rate covering pension, occupational hazard, and unemployment insurance (SANED), split between employer and employee, with the exact rate depending on when the worker first registered.

5. How is end-of-service pay calculated in Saudi Arabia?

When a job ends, the employer pays an end-of-service award to Saudi and non-Saudi employees alike. It runs at half a month's wage per year for the first five years, then one month's wage per year after that, based on the worker's last wage. If the worker resigns, the award is reduced: none below two years of service, one-third from two to five years, two-thirds from five to ten years, and the full award at ten years or more.

6. How does an EOR differ from a PEO in Saudi Arabia?

An Employer of Record (EOR) acts as the legal employer through its own Saudi entity, so your company can hire with no Saudi entity of your own and no Nitaqat obligation on your headcount. A Professional Employer Organization (PEO) is a co-employment model that only works if your company already has a Saudi entity to sponsor work permits, register with GOSI, and carry its own Saudization band.