HR & talent
Connect recruitment, onboarding, documents, performance and development around each employee. Keep benefits, compensation decisions and departure tasks with the people responsible for following them through.
Explore HRHR, time & payroll in Saudi Arabia
People and payroll. In Saudi Arabia. And overseas.
Payrovia brings HR, timekeeping and global payroll together for your business in Saudi Arabia and its overseas subsidiaries. One employee record connects your people, with local payroll in each country and visibility across the group.
Local teams and overseas subsidiaries. One platform.
One employee record
Every stage of working life. Connected.
Hiring, development, everyday work and the final handover. Keep the employee's history together, so each team has the context to act.
- 01Joining
A good start, with the details ready.
Bring the offer, contract, documents and first-day tasks together. Your local HR and payroll teams start with the same employee information.
Book a demo ↗ - 02Everyday work
The working day, in one place.
Give people a place for time records, leave and payslips. Managers see requests in the context of the person's employment.
Book a demo ↗ - 03Growing
Keep progress part of the conversation.
Connect goals, feedback, development and compensation decisions. Give every manager a fuller view of the person behind the next review.
Book a demo ↗ - 04Moving on
Finish with the same care you started.
Coordinate the handover, equipment, documents and final-pay preparation. Keep the people responsible clear about what is complete and what needs review.
Book a demo ↗
Local teams and overseas subsidiaries. One platform.
HR & talent ↗Illustrative product concepts with fictional details.
The Payrovia platform
Connect the people behind your Saudi operation.
Bring hiring, development and employee support into one continuing employment record. Keep identity and contribution context available alongside Saudi attendance and monthly payroll preparation within your agreed rollout scope.
Time & leave
Review daily attendance, available leave requests and balances with employment information nearby. Agree the Saudi beta scope, simplified carry-over treatment and remaining manual review steps.
Explore timekeepingLocal payroll
Prepare available monthly pay and GOSI components using confirmed employee circumstances. Agree Saudi beta scope and the manual bank, portal and return-review processes before adoption.
Explore local payrollEmployee experience
Give employees a place for requests, documents, available payslips and goals. Managers follow approvals and team development with the same employee context available.
Explore employee servicesLocal payroll. Global oversight.
Your Saudi business. Your overseas subsidiaries.
Run your Saudi company and overseas subsidiaries on the same platform. Each entity keeps its local payroll requirements, while HR and finance share employee records and review consolidated payroll costs. Start with one company and add countries as your business grows.
Book a demo ↗
See where payroll stands across your companies.
Review headcount, payroll cost, pay dates and open approvals.
Screens from Payrovia · Bell Global demo data · English interface
- Local payroll by company and country.
- Consolidated payroll costs across your group.
- One employee record, with access by responsibility.
The Saudi employment record
Contribution context and recorded wages matter together.
GOSI's coverage framework distinguishes contribution circumstances, including nationality, while the Wage Protection process uses registered employee wage information through Mudad. Inside the business, HR needs the contract and identity details, managers need the person's working record, and payroll needs the approved compensation that belongs to the month being reviewed.
One team can have different contribution treatment
Nationality, identity and contribution history help determine the information payroll must review. A Saudi national's record and a non-Saudi colleague's record should both remain connected to their employment details, rather than relying on one default deduction pattern for the entire team.
A salary decision needs an effective record
Basic salary and fixed housing information can matter beyond the monthly payment. An approved change should remain visible in compensation history so the team can review the contribution basis and relevant end-of-service context when circumstances later change.
A wage file needs preparation and follow-through
Mudad wage-protection work involves a distinct submission and review process. The team needs the employee and wage information behind the output, with an identified operator for bank and portal steps, instead of treating a generated file as proof that wages were delivered.
Practical local examples
Follow local identity, approved compensation and a departure.
These examples use shared HR tools and available beta country functions. Your team confirms employee groups, applicable treatment and the remaining manual steps for its operation.
Example workflow
Keep local identity with a new colleague's employment record.
A company hires colleagues with different nationality and contribution circumstances. HR collects the correct national-ID or Iqama information, managers prepare their roles, and payroll must review each person's local classification before preparing the monthly amounts.
- HR
Prepare the person and role
Connect identity, nationality, contract and approved compensation with onboarding documents. Assign the tasks needed for the employee's start and retain the wider employment record.
- Time
Review recorded working days
Use available clock-in, clock-out and daily time records. Managers follow attendance questions with the employee's actual company working arrangement available for the discussion.
- Pay
Review the contribution context
Prepare available GOSI components using the employee's nationality and confirmed coverage circumstances. Check salary and relevant housing information before approving the prepared monthly result.
What changesEach colleague has a connected record without losing their local classification. HR can coordinate the start while payroll reviews the contribution context appropriate to the employee.
Example workflow
Carry a development decision into compensation history.
A manager recommends a salary adjustment after a performance conversation. HR follows the approval and effective date. Payroll needs the updated compensation information and a reviewed contribution basis for the month in which the change applies.
- HR
Record the approved change
Keep goals, review feedback and the salary request with employee history. Follow the relevant approval and retain the effective date and agreed compensation details.
- Time
Keep the period context available
Review the employee's daily records and approved leave for the relevant month. Managers address questions about absence or missing attendance before the payroll discussion.
- Pay
Review the changed components
Prepare the monthly calculation from the approved pay information within your agreed scope. Review applicable GOSI and gratuity-accrual components with the change's history available.
What changesThe development conversation and pay decision remain connected. HR and payroll can explain the effective compensation change without recreating the manager's recommendation or approval history.
Example workflow
Bring employment history into end-of-service preparation.
An employee resigns after several years with the business. HR coordinates the departure, while payroll needs the reason, service history, last relevant wage and unused leave information to discuss the available end-of-service and final-pay preparation.
- HR
Coordinate the leaving record
Maintain the resignation, leaving date and supporting documents. Assign handover and clearance work so the manager and support teams can follow outstanding responsibilities.
- Time
Check leave and daily records
Review approved absence and the final working records. Confirm the unused-leave input with the responsible team, including any separately agreed treatment of simplified balance rules.
- Pay
Review the available settlement
Prepare scoped end-of-service and final-pay components using the confirmed employee information. Review notice, resignation circumstances and remaining manual work before relying on the proposed settlement.
What changesThe settlement discussion has a clear employment history and input review. HR tasks remain visible, and the team identifies the additional steps needed to finish the departure.
People & development
Give managers tools for the employee's continuing career.
The record supports recruitment, development and support as well as monthly pay. Shared HR tools let managers participate in the employee relationship while HR follows decisions and the information behind them.
Hiring that continues into employment
Manage candidates, interviews and offers, then coordinate onboarding documents and equipment. Use early checkpoints to follow the new colleague's start with the hiring manager and the people responsible for completing tasks.
Goals, development and succession
Maintain performance goals, feedback, review cycles and development plans. Discuss successor readiness and internal career paths with employee history available, then follow supported merit and salary-change recommendations through approval.
A route for everyday questions
Give employees self-service for relevant information and requests. Manage HR cases, documents, signatures and benefits information with assigned owners, while leaders review workforce changes and costs across the business.
Explore the HR workspace
More than a name in a directory.
Follow the decisions behind a hire, a review, a pay recommendation and an everyday request. The employee record carries the context between teams.
01 / Hire & onboard
Turn an accepted offer into a prepared first day.
Keep the vacancy, interviews and offer together. Carry the new colleague into onboarding, with documents, equipment and tasks assigned to the right people.
↳
Explore the detail ↗
The hiring decision becomes the start of the employee record.
payrovia↗
Hiring workspace
Saudi Arabia
Interview4
Offer2
Joining1
- ✓Employment documentsComplete
- ✓Equipment requestComplete
- ○Manager welcomeOpen
One hire. A shared plan for HR, the manager and the new colleague.
02 / Develop your team
Make development part of the working year.
Connect goals, regular feedback, review cycles and development plans. Give the next manager the history behind a person's progress, with appropriate access.
↳
Explore the detail ↗
A review leads to a useful next step, with an owner and follow-up.
payrovia↗
Performance & development
Saudi Arabia
SA
Employee record · 0142
Example employee
For review
Build the team playbook
75%
Coach a new colleague
50%
◷
Next conversation
Career check-in
Sep 24
Goals, review history and future opportunities stay connected.
03 / Reward fairly
Bring pay and benefits into the same conversation.
Review salary recommendations alongside budgets, employee history and benefit choices. Record the approval before the change reaches the relevant payroll period.
↳
Explore the detail ↗
HR and finance can explain what changed, when and why.
payrovia↗
Compensation review
Saudi Arabia
SA
Employee record · 0142
Example employee
For review
Current
SAR 4,000
→
Proposed
SAR 4,400
Effective date
Oct 1
For review
- ○Budget review
- ○Manager recommendation
- ○Payroll handover
Illustrative recommendation. No salary change is submitted by this screen.
04 / Support employees
Give every employee question a place to go.
Connect HR requests, documents and employee services to the person. Keep a clear owner, status and response history so a question survives a departmental handover.
↳
Explore the detail ↗
The employee sees progress. HR sees the context needed to respond.
payrovia↗
Employee service desk
Saudi Arabia
SA
Employee record · 0142
Example employee
For review
Request
Owner
Status
Employment document
People team
Complete
Leave question
Line manager
Open
Benefit change
Benefits team
Open
Access follows the role. Sensitive case details stay with authorised people.
Illustrative product screens · fictional records and amounts
Useful to everyone
One place for the everyday questions.
Make the employee record part of daily work. Employees, managers and HR participate through the information and actions relevant to their role.
01
For employees
Employees request leave, find documents, read available payslips and follow goals, with everyday HR questions connected to their employee record.
payrovia↗
Employee workspace
Saudi Arabia
◎
A clear place for everyday work.
- ◷Leave request↗
- ▤Published payslip↗
- ↗Employment documents↗
02
For managers
Managers review requests, approve relevant changes and follow team goals, with employee history available when a decision needs more context.
payrovia↗
Manager workspace
Saudi Arabia
◎
The information behind the next decision.
- ◷Team requests3
- ▤Time corrections2
- ↗Development conversations4
Illustrative product screens · fictional records and amounts
Saudi payroll detail
Prepare the month with its contribution and wage context.
Available beta tools prepare monthly records and local components. Agree the employee classifications and outputs needed for your business, then review the amounts and the processes still completed by your operators.
Explore payrollGOSI and nationality context
Prepare available GOSI components using nationality and the confirmed contribution circumstances. Keep employee deductions and employer costs distinguishable, with the relevant salary information and coverage history available for review.
Identity and employer registration
Maintain national-ID or Iqama information with company CR, GOSI establishment and Mudad account details. These records support local preparation; enrollment or registration completion follows the relevant separate authority process.
Leave and end-of-service inputs
Use available leave requests, balances and approvals alongside gratuity accrual and final-pay preparation. Calendar carry-over is simplified, and the complete departure workflow still needs confirmed scope and remaining manual steps.
Payslips, WPS and filing drafts
Prepare available itemized payslip outputs, WPS SIF information and GOSI drafts. Bank upload, portal submission and return-file review remain manual; local email payslip distribution and automated return processing are pending.
Inside the payroll review
See what changes pay. And why.
Choose a situation. Follow the source information into an illustrated payslip, then see the checks before release. Local treatment stays with the country and employee.
payrovia↗
Saudi payroll detail
Saudi Arabia
An approved hour has a place on the payslip.
Compare time with the roster and the approved request. Keep the earning separate so payroll and the employee can follow its source.
The approved time record
SA
Example employee
Saudi Arabia · 0142
- Recorded time
- 8 additional hours
- Manager decision
- Time approved
- Payroll input
- Additional earning
02 / Payroll preview
For review
Example employee
Illustrative pay period · SAR
- Basic pay
- SAR 4,000
- Additional earnings
- SAR 200
- Gross pay
- SAR 4,200
- Employee tax / contributions
- SAR -500
Net pay
SAR 3,700
Employer costs · separate from net paySAR 280
- 01
Check the hours and supporting request.
- 02
Review the applicable local treatment.
- 03
Approve the payroll version before release.
What this means for your team
GOSI and nationality context
Prepare available GOSI components using nationality and the confirmed contribution circumstances. Keep employee deductions and employer costs distinguishable, with the relevant salary information and coverage history available for review.
A pay rise starts with the right effective date.
Carry an approved salary change from HR into the right period. Retain the earlier amount and the explanation behind the difference.
The HR pay change
SA
Example employee
Saudi Arabia · 0142
- Previous pay
- SAR 4,000
- Revised pay
- SAR 4,400
- Effective date
- Start of this example period
02 / Payroll preview
For review
Example employee
Illustrative pay period · SAR
- Basic pay
- SAR 4,400
- Gross pay
- SAR 4,400
- Employee tax / contributions
- SAR -500
Net pay
SAR 3,900
Employer costs · separate from net paySAR 280
- 01
Confirm the approved employee change.
- 02
Check dates, proration and any earlier periods.
- 03
Explain the variance before finalising.
What this means for your team
Identity and employer registration
Maintain national-ID or Iqama information with company CR, GOSI establishment and Mudad account details. These records support local preparation; enrollment or registration completion follows the relevant separate authority process.
Explain take-home pay, line by line.
Review employee deductions individually. Keep the employer's costs separate, with the approved basis for any repayment visible.
The employee's local setup
SA
Example employee
Saudi Arabia · 0142
- Payroll country
- Saudi Arabia
- Employee details
- Current record
- Repayment instruction
- Approved schedule
02 / Payroll preview
For review
Example employee
Illustrative pay period · SAR
- Basic pay
- SAR 4,000
- Additional earnings
- SAR 200
- Gross pay
- SAR 4,200
- Employee tax / contributions
- SAR -500
- Approved repayment
- SAR -100
Net pay
SAR 3,600
Employer costs · separate from net paySAR 280
- 01
Review tax and contribution inputs.
- 02
Check the authorised deduction or repayment.
- 03
Reconcile balances and employer costs separately.
What this means for your team
Leave and end-of-service inputs
Use available leave requests, balances and approvals alongside gratuity accrual and final-pay preparation. Calendar carry-over is simplified, and the complete departure workflow still needs confirmed scope and remaining manual steps.
The last payslip needs a fuller review.
Bring leaving dates, remaining pay and applicable settlement items together. Keep clearance, calculation approval and payment responsibilities distinct.
The departure record
SA
Example employee
Saudi Arabia · 0142
- Employment change
- Leaving date recorded
- Pay treatment
- Partial period in this example
- Handover
- Final items for review
02 / Payroll preview
For review
Example employee
Illustrative pay period · SAR
- Basic pay
- SAR 2,000
- Additional earnings
- SAR 200
- Gross pay
- SAR 2,200
- Employee tax / contributions
- SAR -300
Net pay
SAR 1,900
Employer costs · separate from net paySAR 280
- 01
Confirm dates and locally applicable amounts.
- 02
Review leave and outstanding obligations.
- 03
Authorise settlement and follow the payment outcome.
What this means for your team
Payslips, WPS and filing drafts
Prepare available itemized payslip outputs, WPS SIF information and GOSI drafts. Bank upload, portal submission and return-file review remain manual; local email payslip distribution and automated return processing are pending.
Teaching example only. These are not statutory rates, a quotation or a live payroll calculation. Pay frequency, tax, contributions and final-pay treatment must be confirmed locally.
EOR arrangements
Bill centrally. Manage people locally.
Use Payrovia as operating software for your employing entities or separately agreed providers. Maintain Saudi worker assignments, agreements and client access with central billing records by client and period. The legal employer remains part of your commercial arrangement. Saudi statutory estimates and automatic reconciliation to finalized local payroll require separate confirmation for your arrangement.
01 / The agreement
Agree the terms. Connect every assignment.
Define the client, employing entity or provider, countries, fees and responsibilities. Connect each person to the arrangement under which they work.
↳
Book a demo ↗
Keep worker documents with the relevant agreement.
payrovia↗
Client agreement
Saudi Arabia
SA
EOR-028
For review
Client agreement
- Client
- Example client
- Local operation
- Saudi Arabia
- Employment arrangement
- Your entity or agreed provider
- Billing terms
- Agreed service fee
The agreement names the parties and responsibilities; software does not become the legal employer.
02 / Local people
Keep local employment close to the person.
Bring HR records, leave, benefits and payroll coordination into the assignment. Give clients access to the information and approvals you have explicitly agreed.
↳
Book a demo ↗
Set client visibility and approval responsibilities.
payrovia↗
Worker assignment
Saudi Arabia
SA
EOR-028
For review
Worker assignment
- Employee
- Example employee
- Client agreement
- Linked to the agreement
- Local payroll currency
- SAR
- Client access
- Configured by role
Local payroll connections and employer-cost coverage are confirmed for your arrangement.
03 / Central billing
Make the central bill easy to explain.
Review employment costs, agreed fees and adjustments by client and period. Keep the supporting assignment detail beside the draft invoice.
↳
Book a demo ↗
Review assignment costs, fees and issued invoices.
payrovia↗
Central client invoice
Saudi Arabia
↗
INV-024
For review
Central client invoice
- Employment costsCosts for the example period
- USD 12,000
- Service fee · example 10%Example commercial terms
- USD 1,200
- Approved expensesSeparately identified
- USD 300
- Draft totalFor finance review
- USD 13,500
Illustrative USD invoice, not Payrovia pricing. FX evidence, tax, credits and settlement need their own review.
Illustrative EOR workflow. Availability of local connections and automated reconciliation is confirmed separately.
Why teams choose Payrovia
Depth in every part. One connected business.
HR that goes beyond a directory.
Recruitment, onboarding, performance, development, succession, compensation, benefits and employee services—around the same record.
Payroll with the history behind it.
Connect employee changes, approved time and leave to local payroll review. Give reviewers the information behind the result.
A local team. An international group.
Run one company or connect overseas subsidiaries. Keep local payroll requirements visible while finance reviews the wider business.
Choose your next step with Payrovia.
Explore the product and detailed features, review pricing and security, or see how implementation works. Book a demo to discuss your people, countries and first rollout.
Questions from Saudi employers
What is available within Saudi beta scope?
Monthly calculations, local employee records, itemized payslip outputs, daily clock records and leave tools are partially ready. We confirm your employee groups, contribution circumstances and required outputs. Scheduling, local timesheets and biometric workflows remain pending, while some leave and departure processes still require explicitly agreed manual work.
Can Saudi and non-Saudi employees use the same people system?
Yes. Shared HR tools keep employment history, hiring, performance and requests in the same system. Local payroll preparation distinguishes nationality and confirmed GOSI circumstances. We review identity, compensation and applicable coverage before adoption; a common employee system does not mean one contribution treatment is assumed for everyone.
Does Payrovia send wages through Mudad or the bank automatically?
The country tools prepare WPS SIF information and support manual payment review. Your operator completes the agreed bank upload and relevant Mudad process. GOSI drafts also require a separate portal step. A generated file or recorded batch does not establish accepted submission, completed wage delivery or automated return handling.
How should we approach end-of-service and leaving payments?
The available preparation uses employment and compensation information, with scoped resignation, notice and unused-leave inputs where applicable. Some departure integration remains partial. We agree the calculation requirements, balance checks and remaining settlement tasks with your team before relying on the outputs for a particular employee's departure.
A walkthrough for your business
See the work you could bring together.
Tell us about your local team and any overseas subsidiaries. We'll focus the demonstration on the HR, timekeeping and payroll work you want to improve.
- Start with your people and priorities.
- See the relevant local and global workflows.
- Discuss scope, implementation and next steps.