Strategic HR Consulting Services in Saudi Arabia
for Corporate Growth

Nitaqat is Saudi Arabia’s Saudization program that requires businesses to employ a minimum percentage of Saudi nationals based on their industry and company size. Companies are categorized into color bands – Platinum, Green, Yellow, and Red – based on their Saudization compliance level. Operating in the Red band can result in restrictions on work visa issuance, license renewals, and government transactions. EPRO helps businesses assess their current Nitaqat position, develop Saudization strategies, and maintain compliance through targeted Saudi national recruitment and workforce planning.

Saudi Labor Law governs all aspects of the employment relationship including working hours (maximum 8 hours per day, 48 hours per week), annual leave entitlements (21 days for employees with less than 5 years service, 30 days thereafter), end-of-service gratuity calculations, probation periods (maximum 180 days), and termination procedures. During Ramadan, working hours are reduced to 6 hours per day. Non-compliance can result in significant fines and legal disputes. EPRO ensures your contracts, policies, and HR practices are fully aligned with these requirements.

GOSI (General Organization for Social Insurance) manages Saudi Arabia’s social insurance system. Employers are required to register all employees with GOSI, contribute 9% of Saudi employee salaries (2% for expatriates), and report new hires, terminations, and salary changes on a monthly basis. Failure to register employees or make timely contributions results in penalties and back payments. EPRO manages full GOSI compliance for our clients including registration, monthly filings, and dispute resolution.

EPRO’s recruitment process begins with a detailed job and competency profiling session to understand the technical requirements and cultural fit needed for each role. We then activate our regional network and conduct targeted direct headhunting across LinkedIn, industry networks, and our proprietary candidate database. All candidates go through structured screening, competency-based interviews, and reference verification before being presented to clients. We manage the full process through to offer acceptance and onboarding support.

Yes. EPRO regularly helps foreign companies entering the Saudi market establish their HR function from the ground up. This includes designing the organizational structure, drafting employment contracts compliant with Saudi Labor Law, developing the full HR policy manual, setting up GOSI and QIWA registrations, designing the performance management framework, and supporting initial recruitment. We can act as your outsourced HR department until your internal team is ready to take over.

QIWA is Saudi Arabia’s Ministry of Human Resources digital platform that manages all aspects of the employment relationship including work contracts, labor dispute resolution, Nitaqat compliance tracking, and employee transfer requests. All employment contracts for Saudi and expatriate employees must be registered and authenticated on QIWA. EPRO manages full QIWA compliance for clients including contract registration, amendments, and any required government correspondence through the platform.