Bookkeeping & Payroll Services in Saudi Arabia Mudad, WPS & GOSI Handled Every Month

Mudad (منصة مدد) is the platform employers use to run payroll and upload their Wage Protection System (WPS) files for the Ministry of Human Resources and Social Development (HRSD); HRSD's rules set which establishments must comply. We handle your Mudad set-up and the monthly WPS upload as a core part of this service, not an add-on.

Yes: the monthly payroll run (مسير الرواتب), the WPS file uploaded through Mudad, GOSI registrations and contributions, and end-of-service calculations, for companies of any size and on the system you already use.

Yes. We manage your establishment's account on GOSI's employer portal (تأمينات أعمال) — registering and removing employees, updating wages and following contribution payments — and keep your GOSI compliance certificate (شهادة التأمينات الاجتماعية) current; its validity is stated on the certificate itself.

On the contributory wage (basic wage plus the elements GOSI adds), capped at SAR 45,000 a month. For every employee in the Kingdom, Saudi or not, the employer pays 2% occupational hazards. For Saudis: pension 9% employer + 9% employee if registered before 3 July 2024; for Saudis first registered from that date the pension share steps up each July, to 10% each from July 2026 and 11% each from July 2028; plus SANED 0.75% + 0.75%. The employer pays the whole amount to GOSI and deducts the employee's share from salary. We calculate and update them whenever wages or headcount change.

The file is due on Mudad within 30 days of the wage due date. Not uploading it is fined SAR 500, 1,000 or 2,000 depending on company size, and late wages SAR 300 per worker. Two months late, Ministry services are suspended except work permits; three months late, all services stop and employees may transfer to another employer without your consent. We track the monthly calendar and upload your file on schedule.

Payroll processing, Mudad/WPS filing, general ledger entries, bank reconciliations and reports on the cadence you choose. We scope it after seeing your headcount and transaction volume.

Yes. SAP, Wafeq, Daftra, Qoyod, FOCUS and TopNotepad are all supported.

Yes, under the Saudi Labour Law and in Arabic and English, either as part of monthly payroll or as a one-off for an employee who is leaving.

Yes. We review your current payroll, GOSI and Mudad set-up against your employee records, move the data onto your system or one we set up, and run the next monthly cycle.

The whole file is rejected if it was opened after it came from the bank, the establishment’s unified number is missing or wrong, or pay is not in SAR. An employee line is rejected if the total does not equal basic wage plus housing plus other amounts less deductions, if any figure is negative or the total is zero, or if the ID or iqama number is missing.

Paying a worker more than once in a month, paying late, deducting more than 50% of the basic wage registered with GOSI, paying 20% more than the GOSI-registered wage, or a basic wage that differs from GOSI’s record. Unjustified violations lower your compliance rate.

Workers paid through WPS divided by workers registered with GOSI on your establishment. New expatriate workers in their first 90 days in the Kingdom, workers on leave abroad and workers with court cases are left out, with justification. A Saudi worker counts once present for a full month.

Under Ministerial Decision 112377: not uploading the WPS file or missing the compliance rate SAR 500 (up to 20 workers), 1,000 (21–49) or 2,000 (50+); not paying wages on time into bank accounts SAR 300 per worker; final pay not settled within a week (two weeks if the employee resigned) SAR 1,000–3,000 per worker. Fines are paid within 60 days; an objection to the court within 60 days does not suspend them.

Within 15 days of the month following the start of employment. The employer pays both shares to GOSI and deducts the employee’s share from each salary payment.

A fine of 2% of the contribution due for each month or part month of delay. Once unpaid periods reach the length GOSI’s board sets (at least 6 months), the employee’s contribution periods stop counting.

The hourly wage plus 50% of the basic wage for each overtime hour. With the employee’s agreement, paid compensatory leave can replace overtime pay. All hours worked on holidays and Eid days are overtime.

Employer loan repayments up to 10% of the wage; a court-ordered debt up to a quarter of the monthly wage. In total, deductions may not exceed half of the wage unless the labour court allows it. Other private deductions need the employee’s written consent.

At least 21 days a year, rising to 30 days after 5 continuous years, paid in advance. Leave cannot be exchanged for cash during employment; unused leave is paid when the employee leaves.