KSA Payroll, GOSI & HR Compliance in ERPNext
Standard ERPNext HR is built for a global audience. It does not know Saudi GOSI contribution rates, it has no concept of EOSB (End of Service Benefits) calculated under KSA Labour Law, it will not alert you when an employee's Iqama expires, and it does not include Hajj leave or the correct maternity and paternity entitlements. Running Saudi payroll on an unconfigured ERPNext means manual calculations, compliance risk, and monthly corrections. GSA configures ERPNext HR and Payroll specifically for the Saudi regulatory environment — so your payroll runs correctly, your GOSI submissions are accurate, and your EOSB liability is tracked in real time.
What Is This Service?
Saudi HR compliance has five distinct requirements that standard ERPNext does not address out of the box. GSA builds all five into your implementation.
GOSI (General Organization for Social Insurance) requires monthly contributions from both employers and employees. The rates differ between Saudi nationals and non-Saudi employees: for Saudis, employees contribute 9% of basic salary plus housing allowance, and employers contribute 9.75%; for non-Saudis, only the employer contributes 2%. These rates are built into the ERPNext salary structure and calculated automatically on every payroll run. A monthly GOSI report is generated ready for submission to the GOSI portal.
EOSB (End of Service Benefits) is a legal obligation under KSA Labour Law. The entitlement is 0.5 months' salary per year for the first five years of service, and one month per year thereafter. GSA builds an EOSB Liability report that calculates each employee's current entitlement based on their start date and salary history, and tracks the cumulative liability against a dedicated balance sheet account (2330). Finance knows the liability at any point in time.
Iqama and work permit expiry tracking is built into each employee record. The system sends an automatic alert to the HR Manager 30 days before any Iqama or work permit expires — giving enough time to renew before the business faces penalties for lapsed residency permits.
The KSA salary structure includes Basic Salary, Housing Allowance (25% of basic), Transport Allowance, Mobile Allowance, GOSI deductions, and Income Tax — all pre-configured and ready to run. Leave types are configured per KSA Labour Law: Annual (21 days), Sick, Hajj (5 days, once in service), Maternity (60 days), Paternity (3 days), Emergency, Unpaid, and Compensatory.
What We Deliver
Scope of Service
- KSA salary structure: Basic Salary, Housing Allowance (25% of basic), Transport Allowance, Mobile Allowance, GOSI deductions, and Income Tax — pre-configured and ready to run
- GOSI contribution rates built in: 9% employee + 9.75% employer for Saudi nationals; 2% employer-only for non-Saudis
- Monthly GOSI report generated automatically — ready for submission to the GOSI portal
- EOSB Liability report: calculates each employee's entitlement (0.5 month/year for first 5 years, 1 month/year thereafter) tracked against account 2330
- Iqama and Work Permit expiry tracking on every employee record with automatic 30-day advance alert to HR Manager
- KSA Labour Law leave types: Annual (21 days), Sick, Hajj (5 days, once in service), Maternity (60 days), Paternity (3 days), Emergency, Unpaid, Compensatory
- Employee Self-Service workspace: leave balance, payslips, attendance, and expense claims — accessible by all staff
- HR Manager workspace: active employee overview, Iqama expiry dashboard, pending leave approvals, GOSI and EOSB reports in one place
- Arabic and English payroll training for HR team and finance staff
Is This Right For You?
Right For You If…
- Any Saudi business running ERPNext payroll that needs GOSI calculated correctly — not manually adjusted each month
- HR managers who track Iqama and work permit renewals on spreadsheets and want automatic alerts before a deadline is missed
- Finance teams that need to report EOSB liability on the balance sheet but have no system to calculate it
- Businesses with a mix of Saudi national and non-Saudi employees where GOSI rates differ and errors are common
- Companies that want leave management aligned to KSA Labour Law — including Hajj leave, maternity, and paternity entitlements — without manual policy enforcement
- Growing businesses moving off manual payroll or basic accounting software onto a compliant, integrated HR and payroll system
Ready to get started?
Talk to our team. We'll understand your business and tell you honestly what we can do for you.