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Saudi Arabia

How to Hire Workers in Saudi Arabia | Employer of Record (EOR) in Saudi Arabia

Entering the Saudi Arabian market? Our EOR services make it easy to establish your business in Saudi Arabia. We handle all aspects of local employment, including payroll, benefits, and compliance with Saudi Arabian labor laws. With our expertise in the Saudi Arabian market, you can confidently expand your business, knowing that you have a trusted partner managing your international employment requirements.

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Saudi Arabia, known for its rich history, vibrant culture, and booming economy, is an attractive destination for businesses looking to expand internationally. TCWGlobal serves as your trusted partner in navigating the complexities of hiring in Saudi Arabia, offering comprehensive solutions for building your contingent workforce.

With a population of over 35 million people, Saudi Arabia boasts a large and diverse workforce. From the modern skyscrapers of Riyadh to the historic sites of Jeddah, the country offers a unique blend of culture and opportunity.

When expanding your business into Saudi Arabia, compliance with local regulations is crucial. TCWGlobal, as your employer of record, ensures that your contingent workforce is fully compliant, minimizing risks for your organization.

In addition to compliance, TCWGlobal provides personalized services tailored to your specific needs. Whether you require assistance with payrolling management, benefits administration, or any other aspect of HR, our team is dedicated to supporting you.

Partnering with TCWGlobal guarantees a seamless and successful expansion into Saudi Arabia. Our expertise and local knowledge make us the ideal partner for businesses looking to establish a contingent workforce in this dynamic market.
Fixed-Term Contracts

Fixed-term contracts may be terminated before the end of the term only for specific reasons (e.g. the work is different than the nature agreed upon, medical reasons, etc.) but the Worker remains entitled to the contract benefits through the end of the term. A fixed-term contract will be deemed indefinite if it is renewed 3 times, if it spans more than 4 years of service, or If work is performed after the end of the term without a renewal clause.

Probationary Periods

Probationary periods usually do not exceed ninety (90) days. However, it may be extended up to 180 days with the written agreement of the parties. Employment contracts may be terminated during the probationary period without notice or indemnity.


There are 3 paid public holidays, some of which are multiple days in duration. Work performed on a public holiday is paid at 200%.


After 11 months, 30 calendar days per year (2.5 days per month).

Sick Leave

An employee whose illness has been proven shall be eligible for a paid sick leave for the first (30) days, three-quarters of the wage for the next (60) days, and without pay for the following thirty days, during a single year. Not applicable during probationary period.

Working Hours

The standard workweek in Saudi Arabia is 8 hours per day/48 hours per week. During certain religious holidays, the workday for those practicing the religion shall be reduced to 6 hours per day/36 hours per week. For jobs involving intermittent work, working hours shall not exceed 10 hours per day and 5 working days per week.


Any work over the standard workweek (48 hours/week; 8 hours/day) is paid at 150% for work performed on a weekday and 200% on a weekend. During Ramadan, the standard workweek hours for Muslim workers are reduced, and overtime is paid according to the reduced workweek schedule.

Mandatory Bonuses

A 13th month salary is not mandatory in Saudi Arabia.


Except in cases of serious misconduct, Workers are entitled to 30 days' written notice of termination or payment in lieu and severance pay. Severance pay amounts are determined by length of service. 1-5 years of service receive 1/2 month's salary for each year of service. 5+ years of service receive a full month's salary. 

Other End of Employment Rules

Repatriation costs are mandatory by law. Unused annual leave accruals for the current year will be paid out.

Mandatory Employer Costs

Housing and vehicle allowances


Maternity Leave: 10 weeks Paternity: 3 days Marriage Leave: 5 days Bereavement 2 days Hajj Leave 10-15 days Study leave: dependent on Number of days

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.