HR & payroll system for Saudi Arabia (GOSI, Qiwa, Mudad)
A payroll and HR system that speaks the Saudi labour stack natively — GOSI contributions, Qiwa contracts, and Mudad wage protection — built around how you actually run people, owned by you.
What the Saudi labour stack actually demands
Payroll in the Kingdom sits inside a connected set of obligations. GOSI requires monthly social-insurance contributions calculated on the correct wage base for Saudi and non-Saudi staff. Qiwa is where employment contracts and labour relations are registered and managed. Mudad underpins the Wage Protection System, which checks that salaries are actually paid, on time, matching registered contracts. On top of that sit end-of-service benefit calculations, Saudisation (Nitaqat) thresholds, and Hijri-aware leave and holiday rules.
A generic HR product treats Saudi as a localisation afterthought — a currency setting and a date format. The result is a finance team reconciling GOSI by hand, contracts that drift from Qiwa, and a payroll file that does not cleanly satisfy wage protection. The fix is to treat the labour-stack logic as a tested, versioned part of the system, not a manual workaround.
- GOSI contributions — correct monthly calculation on the right wage base for Saudi and non-Saudi employees.
- Qiwa contracts — employment data aligned with what is registered, not maintained in two places.
- Mudad / wage protection — payroll output that reflects on-time, contract-matching salary payment.
- End-of-service, Saudisation, and leave — accruals, thresholds, and Hijri-aware rules built in.
HR & payroll built around how you run people
We build the system around your real org structure, pay policies, and approval flows — not a fixed template you have to bend your company into. The Saudi labour-stack logic lives inside it as tested, versioned software, so a payroll run is a verified output, not a nervous spreadsheet.
- Payroll engine — salaries, allowances, deductions, GOSI, and end-of-service computed correctly each cycle, with the working shown.
- Contract and org alignment — employee records and contracts kept consistent with Qiwa, so the two never silently diverge.
- Wage-protection-ready output — payroll files that reflect on-time, contract-matching payment for Mudad.
- Self-service and approvals — leave, requests, and approvals routed through your real hierarchy, with Hijri-aware leave rules.
- In-region hosting — employee and payroll data in Riyadh or Jeddah, aligned to data-residency expectations for sensitive HR records.
Why build rather than force-fit a generic HR tool
Generic HR suites are built for a global average and bolt Saudi rules on as a thin localisation layer. They work until GOSI math, a Qiwa contract change, or a wage-protection check exposes the gap — and then your team is back in spreadsheets, doing by hand exactly what the software was supposed to do. Building around your real structure, with the labour-stack logic native, removes that gap instead of papering over it.
Payroll touches sensitive personal data and money, so it deserves real governance: the contribution and end-of-service logic kept in a tested, versioned utility, re-checked when rules change, and hosted in-region with a full audit trail. Each payroll run becomes a verified, reproducible output you own — not a black box you trust and a reconciliation you dread.
Does this calculate GOSI contributions correctly?
Yes. GOSI contributions are calculated each cycle on the correct wage base for Saudi and non-Saudi employees, with the working shown, kept in a tested utility that we re-check when the rules change.
How does it stay aligned with Qiwa and Mudad?
Employee records and contracts are kept consistent with what is registered in Qiwa, and payroll output reflects on-time, contract-matching payment so it satisfies Mudad wage protection — rather than maintaining the same data in two disconnected places.
Can it handle end-of-service and Saudisation?
Yes. End-of-service accruals and calculations are built in, along with Saudisation (Nitaqat) thresholds and Hijri-aware leave and holiday rules, fitted to your actual policies.
Is sensitive HR data hosted in Saudi Arabia?
Yes. Employee and payroll data are hosted in-region (Riyadh/Jeddah) with a clean audit trail of every payroll run and contribution, as sensitive HR records require.
Do we own the system?
Yes — you receive the source, schema, and deploy pipeline. The system is built around your structure and owned by you, not rented per employee.
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