+
Years of Experience
With a wealth of experience managing payroll, our expertise speaks volumes.
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Global Clients
Running payroll isn't just a service, our clients' success is our priority.
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Payrolls / Month
Processed accurately and on time every month — 40,000+ delivered since inception.
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Recruitment/Month
Since 2006
Est. 2006
Formerly esquare.com.pk
20 years of trusted HR services in Pakistan and beyond.
Trusted & Compliant With
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.
In Simple Terms
You manage the employee.
e-square manages the employment administration.
| Saudi EOR Requirement | e-square Saudi EOR |
|---|---|
| Local employment infrastructure | Provided through EOR arrangement |
| Saudi nationals | e-square supported |
| Expatriate employees | e-square supported |
| Legal employment | Managed by e-square |
| Employment contracts | Managed and documented |
| Payroll | Managed |
| Mudad / Wage Protection | Supported within applicable payroll scope |
| GOSI administration | Supported where applicable |
| Qiwa contract administration | Supported where applicable |
| Saudization / Nitaqat | Compliance support |
| Employee benefits | Supported |
| Health insurance | Supported |
| Work permit support | Available where applicable |
| Visa / Iqama support | Available where applicable |
| End-of-service benefits | Supported where applicable |
| Employee onboarding | Managed |
| Employee changes | Managed |
| Offboarding | Managed |
| Day-to-day employee management | Client |
| Recruitment | Available |
| Executive search | Available |
| HR services | Available |
Dynamic Solutions, a wholly-owned subsidiary of e-square (holding company), currently has a commercial registration number with the Saudi government and is registered under the Saudi Ministry of Investment (MISA) for the purposes of providing relevant services.
This gives Dynamic Solutions the capability to provide various workforce services in Saudi Arabia to clients such as recruitment, payroll, onboarding, visa facilitation and EOR/PEO employment administration for employees in Saudi Arabia.
Saudi Registration & Authorization
The Saudi operating structure supports activities relevant to workforce management and employment administration, including:
Provides administrative support and resources to assist clients with managing their workforce in Saudi Arabia.
Client support with candidate sourcing and recruitment for employees in Saudi Arabia.
Salary processing and other applicable payroll administration for employees in Saudi Arabia under the service agreement with e-square.
Employee onboarding and coordination of applicable employment and visa/work authorization arrangements for employees in Saudi Arabia.
Supports eligible international companies that wish to create a hiring structure for employees in Saudi Arabia but do not intend to create their own local employment infrastructure at this time.
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.
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.
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.
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.
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.
For eligible expatriate employees, e-square can coordinate applicable employment visa processes, work permits, Iqama-related administration, sponsorship-related processes, renewals and employment documentation.
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.
Hiring in Saudi Arabia can involve employment contracts, payroll, social insurance, employee benefits, work authorization and localization requirements. An EOR provides a structured way for eligible companies to employ workers while outsourcing key employment administration.
Using an Employer of Record allows an eligible foreign company to develop a hiring structure for employees in Saudi Arabia prior to creating its own local employment infrastructure.
Employment regulation is very detailed in Saudi Arabia. Employers must comply with contract terms, working hours, leave entitlements, payroll compliance, GOSI contributions, employee benefit schemes and termination practices. e-square manages all aspects of the employment compliance and regulation relating to your workforce.
e-square manages all aspects of your payroll obligations including salary processing, statutory deductions and contributions, documentation maintenance and reporting obligations as required by law.
Using an Employer of Record will enable you to transition from developing your workforce strategy to onboarding employees quickly and efficiently without having developed your complete local employment infrastructure.
The rules governing employment regulation in Saudi Arabia continue to evolve. By partnering with an experienced EOR provider like e-square, you will be better positioned to manage your employment compliance requirements and stay informed about changes affecting those requirements.
While e-square takes over all aspects of managing your local employment structure, your senior leadership team remains focused on directing the job functions of your employees in Saudi Arabia.
Businesses employing their first Saudi national(s) or setting up a local entry team.
Organizations testing the Saudi labor market before they create large-scale operations locally.
Companies looking for highly skilled professionals who would take time to hire via a local office.
Businesses seeking to recruit foreign qualified personnel, but requiring assistance with obtaining visas and/or work permits.
Organizations establishing short-term or project-based teams in Saudi Arabia.
Businesses that do not currently have a full internal human resource (hr) and employment infrastructure and therefore cannot manage all aspects of employment themselves.
Organizations that wish to grow their headcount, but do not want to add substantially to their HR function.
An EOR becomes the legal employer of eligible employees within the agreed employment structure while the client continues to manage the employee's operational work.
| Feature | EOR | Own Saudi Entity |
|---|---|---|
| Establish employment infrastructure | EOR arrangement | Client |
| Legal employer | EOR | Client |
| Employment contracts | EOR-managed | Client |
| Payroll | EOR-managed | Client |
| GOSI administration | Supported | Client |
| Employee records | EOR-managed | Client |
| Benefits administration | Supported | Client |
| HR administration | Outsourced | Internal |
| Day-to-day management | Client | Client |
| Market-entry flexibility | High | Lower initially |
| Best suited for | Market entry, expansion & smaller teams | Established Saudi operations |
| Feature | EOR | PEO / HR Outsourcing | Payroll Outsourcing |
|---|---|---|---|
| Legal employment | EOR | Depends on structure | Client |
| Local employment structure | EOR arrangement | Usually client | Client |
| Payroll | Yes | Usually available | Yes |
| Employment contracts | Yes | Shared / client | Client |
| GOSI administration | Supported | Can be included | Can be included |
| Benefits | Supported | Available | Usually separate |
| Visa/Iqama support | Available where applicable | Depends on service | Usually separate |
| HR administration | Yes | Shared | Payroll-focused |
| Best suited for | Companies without local employment infrastructure | Existing employers needing HR support | Existing employers needing payroll support |
Which Model Is Right?
No suitable Saudi employment structure? → EOR
Already have a Saudi operation and need HR support? → PEO / HR Outsourcing
Already employ staff and only need payroll? → Payroll Outsourcing
All employment contracts are coordinated by us based upon the agreed position description, compensation package, terms and conditions of employment and all applicable regulations in Saudi Arabia.
Saudi HRSD provides a Qiwa contract-management process that includes employee information, job title, contract duration, working hours and financial obligations.
Qiwa is a central part of Saudi Arabia's digital employment infrastructure. HRSD's current contract-management guidance directs establishments to Qiwa for employment-contract management and documentation, and HRSD has also linked documented Saudi employee contracts through Qiwa with Saudization compliance requirements.
e-square can support the relevant employment documentation process as applicable to the EOR arrangement.
We coordinate the employment administration needed to bring employees into your Saudi workforce. This can include employment documentation, employee records, payroll setup, benefits setup, work authorization coordination, relevant onboarding documentation and employment commencement administration.
e-square manages the ongoing payroll administration associated with your Saudi employees. Services can include monthly salary processing, basic salary, allowances, overtime, bonuses, commission, salary adjustments, applicable deductions, payroll reconciliation, payslip support, payroll reporting and final payroll.
GOSI administration is an important component of Saudi workforce compliance. The applicable social-insurance treatment depends on factors including employee nationality and the relevant insurance branches. For example, GOSI states that the Occupational Hazards Branch contribution is fixed at 2% of contributory wages and is payable by the employer.
e-square supports applicable GOSI administration, contribution calculations and employment records within the agreed EOR scope.
Saudization is a major factor for Companies wishing to build a successful workforce in Saudi Arabia. The Nitaqat program was launched in 2011 and had several phases. A new phase was introduced in 2026 with HRSD indicating that its aim is to localize over 340,000 further private sector jobs over the next three years.
e-square can help employers understand the workforce implications of applicable localization requirements and incorporate relevant considerations into employment administration.
Important: An EOR should not be positioned as a way to bypass Saudization requirements. Applicable localization rules continue to apply.
e-square can coordinate agreed employee benefits as part of the EOR arrangement. Depending on the employment package, benefits may include health insurance, paid leave, statutory benefits, allowances and other contractual benefits.
e-square can support leave records, leave administration and payroll treatment according to applicable Saudi requirements and the employment arrangement. This can include annual leave, sick leave, maternity-related leave, other statutory leave, contractual leave, leave balances and leave-related payroll adjustments.
Employment administration doesn't stop after onboarding. e-square can support salary changes, promotions, role changes, allowance revisions, contract amendments, employee transfers and other agreed employment changes.
Work authorization & residency issues relating to international employees in Saudi Arabia.
If you plan on hiring international employees there may be specific issues relating to work authorization, documentation and residency arrangements. The Saudi ministry of labor and social development (MOLSD) clearly indicate that work licenses are issued for expatriate workers and relate to the normal residency status for expatriates living in Saudi Arabia.
e-square can support eligible international employees with relevant employment and immigration-related administration, including:
Remote and flexible working arrangements can provide businesses with access to a wider talent pool. However, remote work does not remove the need to consider:
e-square can help coordinate the employment administration for eligible remote employees while your company manages their daily work.
Share details about the new Employee’s role, country of origin/nationality, desired salary, employment classification and commencement date.
We assess the proposed employment arrangement and determine any relevant administrative obligations that may apply under both common law and regulatory regimes in Saudi Arabia.
Based on the agreed employment arrangement terms we prepare all required documentation including the employment agreement and any other supporting documentation as may be required by either party.
We will obtain required work permits and visa documents where applicable.
Complete all required on-boarding activity including preparation of Employee records; payroll; any required benefits and other on-boarding requirements.
Process monthly salaries to all eligible employees. In addition to paying salaries, we will deduct required amounts for tax purposes, ensure that all contributions are paid as legally required (and accurately record such), provide any required reports, etc.
Provide ongoing Support throughout entire life cycle of an Employee; i.e., Support during leave periods, Support during salary increases, Support during benefit enhancements, Support during employment terminations, etc.
Assist with all final settlement procedures including processing last payroll, completing final leave entitlement payments, completing all end-of-service benefit payments and ensuring that proper termination documentation is completed prior to departure.
There are many aspects of Saudi employment compliance (as opposed to just one) because there are many different areas of employment compliance in the Kingdom. The EOR Administration offered by e-square is structured in accordance with the relevant employment framework for each individual relationship.
All employment contracts must be created and documented consistent with all applicable laws and regulations. HRSD indicates that all employment contracts will be subject to the Labor Law and offers contract creation, management and documentation services utilizing the Qiwa system.
Saudi Labor Law generally establishes a maximum of 8 actual working hours per day or 48 hours per week, subject to applicable exceptions. During Ramadan, working hours for Muslim workers are reduced under the applicable rules.
Employees hired in Saudi Arabia have certain rights to receive paid annual leave time. Generally speaking, the minimum amount of paid annual leave time provided to employees hired in Saudi Arabia commences at twenty-one days annually and increases to thirty days annually when employees reach five consecutive years of service. However, this is also dependent on other applicable laws and regulations.
Saudi Labor Law provides for maternity-related leave entitlements. Because the applicable duration and conditions are periodically reviewed, e-square confirms the current applicable maternity-leave entitlement for each employee's circumstances at the time of hiring rather than publishing a fixed figure here.
Saudi payroll administration should account for contractual salary, allowances, overtime, applicable deductions, GOSI, benefits, payroll records and wage-payment requirements.
GOSI contributions vary depending on whether the employee is a national of Saudi Arabia or if he/she falls within another category of worker. At present, GOSI requires employers to contribute 2% of the employee's contributory wage to the Occupational Hazards Branch.
Qiwa plays an important role in employment-contract management and documentation. HRSD's current guidance describes Qiwa as the platform through which establishments manage and document employment contracts.
Requirements for Saudization continue to change. The 2026 Nitaqat Mutawar phase seeks to localize more than 340,000 additional positions over the next three years. Therefore, employers need to assess their localization obligations relative to their specific establishment(s), business activities, professions and workforce composition .
A successful Saudi employment program includes statutory benefits combined with competitive non-statutory benefits tailored to the employee's job responsibilities and his/her unique workforce characteristics.
e-square can support the administration of agreed health-insurance coverage for eligible employees.
Employers may include statutory and contractual leave options within an employee's employment program.
End-of-service benefits represent a significant component of Saudi employment administration. An end-of-service benefit is calculated based on several variables including how long the employee was employed, the nature of his/her employment and applicable Labor Laws. e-square can support applicable calculations and final-settlement administration.
When an employment relationship ends, final settlement may include outstanding salary, accrued leave, applicable end-of-service benefit, notice-related amounts and other contractual or statutory entitlements. HRSD also provides digital processes through Qiwa for termination of contractual relationships.
Saudi EOR pricing depends on several factors, including:
Rather than applying one generic price to every employee, e-square can provide a tailored Saudi EOR quotation based on your workforce requirements.
e-square also provides EOR Services in Pakistan and EOR Services in UAE for businesses expanding across the region.
e-square's Saudi EOR services operate through its Saudi corporate structure under Dynamic Solutions, with the company's stated MISA registration and Commercial Registration No. 7050464960.
Our EOR Solution will allow clients to hire eligible employees (both Saudi Nationals & Internationals) while complying with all regulatory requirements that are relevant.
Foreign companies can use the EOR model to build a Saudi workforce without immediately creating their own local employment infrastructure, subject to the applicable legal structure.
e-square provides Saudi-focused employment administration for companies hiring in the Kingdom.
EOR is supported by payroll and HR administration rather than being limited to a legal-employer arrangement.
We coordinate employment administration across contracts, payroll, GOSI, benefits, leave, work authorization and employee lifecycle requirements.
Your business can also choose to integrate Recruitment with our EOR service offerings, allowing you to have one point of contact to handle all aspects of the recruitment process to ensure continuity and consistency throughout your entire hiring process.
From onboarding to payroll, employee changes and offboarding, e-square provides coordinated workforce administration.
Our flexible business model supports all types of clients including start-up companies, international companies, project-based teams, new market entrants and companies looking to expand their current Saudi based workforce.
e-square can support workforce requirements across sectors including:
Where industry-specific licensing, localization or employment requirements apply, the engagement should be reviewed accordingly.
Trusted by businesses worldwide to manage their workforce globally.
"e-square services have been working with K-Electric Limited as one of its outsourced services providers since July 2008. Currently 325 e-square employees are engaged in delivery of required services at various departments of K-Electric Limited. These employees belong to e-square services & K-Electric Limited has no employer-employee relations with these employees."
"e-square services had served Ufone (PTML) as one of our outsourced employment services providers from July 2006 to May 2015. These employees belonged to e-square services & Ufone had no employer-employee relations with these employees, while these employees were on e-square payroll to deliver the required services to Ufone. During this tenure e-square provided on average 250/month employees to work for Ufone Contact center in Karachi."
"e-square services have been working with PTCL as one of its outsourced employment services providers since July 2007. Currently 1800 e-square employees are engaged in delivery of required services to PTCL. These employees belong to e-square services & PTCL has no employer-employee relations with these employees."
"e-square Services Private Limited have been working with Careem as one of its outsourced employment services providers since January 2017. We are enjoying their excellent services in the following functional areas: Recruitment of human resource, Payroll management, Salary & benefits disbursement."
"E-Square Services (Pvt.) Limited have been collaborating with M/s Worldcall Telecom Limited as its outsourced employment services provider since 2014. During this period e-square has hired & placed sales force and field collectors to work for Worldcall on E-Square's payroll. These employees belong to E-Square Services and Worldcall has no employer-employee relations with these employees. A total of almost 300 e-square employees has served Worldcall over this period of time in a good collaborative environment."
"CHS has outsourced our Human Resource need for 483 employees to M/s e-square services in November 2016 via contract signed between the two companies. e-square evaluated, recruited and onboarded 483 employees for us. Our expectations were exceeded by the standard of candidates and the swiftness of delivery."
An Employer of Record is a third-party organization that legally employs eligible workers on behalf of another company while managing employment administration such as contracts, payroll and applicable statutory requirements.
An EOR arrangement can allow an eligible foreign company to employ workers through the EOR's employment structure rather than immediately establishing its own local employment infrastructure, subject to applicable requirements.
An EOR can manage employment contracts, onboarding, payroll, GOSI administration, benefits, leave, employee records, work-authorization support and offboarding.
Yes. Payroll administration can include salary processing, allowances, applicable deductions, GOSI-related administration, payslips, reporting and final payroll.
e-square supports applicable GOSI administration and employment records according to the employee's nationality and applicable insurance requirements.
Qiwa is a Saudi digital employment platform used for services including employment-contract management and documentation. HRSD's current service guidance directs establishments to Qiwa for contract management and documentation.
No. EOR should not be presented as a mechanism for bypassing Saudization. Applicable Nitaqat and localization requirements continue to apply.
e-square can support eligible international employees with relevant work-permit, visa and Iqama-related employment administration where applicable.
Saudi Labor Law generally provides for maximum working hours of 8 actual hours per day or 48 hours per week, subject to applicable exceptions.
Employees generally receive at least 21 days of paid annual leave, increasing to 30 days after five consecutive years of service, subject to the applicable Labor Law provisions.
An EOR generally acts as the legal employer, whereas PEO/HR outsourcing models can involve different shared or outsourced responsibilities. The appropriate model depends on the client's existing Saudi structure.
Pricing depends on employee salary, nationality, benefits, insurance, visa requirements, workforce size and the services included. e-square provides customized EOR quotations.
Yes. EOR can be suitable for startups testing the market, hiring their first employees or building an initial Saudi team.
Yes. Large organizations may use EOR for market-entry teams, specialist employees, project teams or other workforce requirements.
Yes. Recruitment can be combined with EOR to support candidate sourcing, hiring, onboarding and ongoing employment administration.
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