Hire employees in Saudi Arabia without setting up a legal entity quickly, compliantly, and confidently.
At Remire, we provide Employer of Record (EOR) services in Saudi Arabia designed for global companies that want to expand their teams without the complexities of local registration.
From onboarding to payroll to full legal compliance in KSA, we handle every HR responsibility while you focus on growing your business.
What is an Employer of Record in Saudi Arabia?
An Employer of Record (EOR) is a third-party organization that legally employs your workers on your behalf.
In Saudi Arabia, this means Remire becomes the official local employer, managing everything from work visas and payroll to benefits and taxes, while you retain full control of your team’s day-to-day work.
Simply put, we make it easy for you to hire employees in Saudi Arabia without an entity and stay 100% compliant with Saudi labor laws.
Why Choose Remire as Your Employer of Record in Saudi Arabia?
Hire Employees in Saudi Arabia Without a Local Entity
Set up instantly, no need for a Saudi branch or subsidiary. We handle the legal employment framework so you can focus on growth.
100% Compliance With Saudi Labor Laws
We manage employment contracts, payroll taxes, benefits, and end-of-service gratuity according to Saudi labor law and GOSI regulations.
Simplified Payroll & Tax Management
Pay your employees accurately and on time in Saudi Riyals or your preferred currency, while staying compliant with all local reporting standards.
Remote EOR Saudi Arabia; Hire From Anywhere
Expand your global workforce and manage remote employees in Saudi Arabia through our seamless digital platform.
Employee Benefits & HR Administration
We handle onboarding, health insurance, benefits, leave tracking, and termination procedures, ensuring full legal coverage and employee satisfaction.
How Remire’s Employer of Record Service Works in KSA
- You select your ideal candidate in Saudi Arabia.
- Remire becomes their legal employer, handling all HR, tax, and payroll obligations.
- Your company manages its work directly as part of your team.
It’s that simple: hire in Saudi Arabia without opening a company, while we take care of compliance and HR administration.
Key Legal & Employment Mechanics in Saudi Arabia
Working Hours & Overtime
- Standard schedule: 8 hours/day over 6 days (some employers adopt 5-day models).
- During Ramadan, Muslim employees work max 6 hours/day (36 hours/week).
- Overtime is payable per Saudi labor law, unless certain managerial roles are exempt.
- Written labor contracts must be in Arabic; in the absence of a written contract, employment law still applies.
Types of Contracts in KSA
- Fixed-term contracts: common for both Saudi nationals and expatriates; can often be renewed (e.g., up to 4 years).
- Indefinite-term contracts: used primarily for Saudi nationals; termination requires a 60-day notice.
Employee Benefits & Leave in KSA
- Health insurance is mandatory for expatriates under the Council of Cooperative Health Insurance (CCHI) rules.
- Annual leave: 21 days/year, rising to 30 days after five years of service.
- Sick leave: up to 90 days (full pay for 30 days, ¾ pay for next 60 days).
- Maternity leave: 10 weeks (paid) under specified conditions.
- Hajj leave, bereavement leave, marriage leave, and student leave (for exam days) are recognized leaves.
- Public holidays include Eid al-Fitr, Eid al-Adha, National Day, and others.
- Wage Protection System (WPS): Employers must pay wages via an approved bank channel within stipulated timelines.
Social Security & Contributions in Saudi Arabia
- For non-GCC expatriates: Employer contributes 2% for work injury; no employee social insurance contribution.
- SANED (unemployment insurance) is applicable to Saudi nationals.
- Contribution ceilings and floors exist (e.g., certain min/max salary thresholds).
Note: There is no personal income tax on employment wages in Saudi.
End-of-Service & Offboarding
- End of Service Benefit (EOSB / gratuity) is mandatory, calculated based on years of service and last salary.
- Remire ensures proper offboarding, final settlement, and legal compliance, whether termination is mutual, voluntary, or employer-initiated.
Visa / Iqama & Immigration
- Remire facilitates work visa processing, residency (Iqama), and transfers.
- Visa quota and Saudization (Nitaqat) rules may affect hiring of expatriates ,Remire will ensure compliance with ratio requirements.
Benefits of Using an EOR in Saudi Arabia
- Speed to market: Hire in days, not months.
- Zero setup cost: Avoid entity formation and local registration.
- Risk-free compliance: Stay aligned with Saudi labor and visa laws.
- Scalable solution: Ideal for pilot projects or expanding regional teams.
- Enhanced employee experience: Local HR support and payroll accuracy.
Why Is Saudi Arabia a Strategic Hiring Destination?
With an Employer of Record in Saudi Arabia, you can tap into this growing market without physical presence, accessing top-tier talent and expanding your regional footprint legally and efficiently.
Hire Employees in Saudi Arabia Without a Legal Entity
Let Remire handle employment, payroll, and compliance while you focus on growth. Learn how our Employer of Record Saudi Arabia service can help you hire faster and operate smarter.
FAQs: Employer of Record Services Saudi Arabia
How long does it take to hire employees through Remire’s EOR in Saudi Arabia?
Typically, onboarding takes 1–2 weeks, depending on visa requirements and document approvals.
Can I hire remote employees in Saudi Arabia using your EOR service?
Yes, our Remote EOR Saudi Arabia model supports hiring both on-site and remote employees across the Kingdom.
What industries do you support in Saudi Arabia?
We provide EOR solutions for tech, construction, energy, finance, healthcare, and more.
