Practical HR tools for your business
All tools run in your browser. Tracker records stay on your device; contact details are saved only if you submit them. No ID numbers are collected.
Salary & Deductions Calculator
Enter the wage, the month's overtime, absences and sick days, and any deductions you intend to make. You get net pay with each deduction checked against the Labor Law's ceilings, GOSI shares for both sides, the total employer cost, and a printable pay statement with the deduction notice the employee should receive.
Net pay · November 2026
Daily wage 266.67 · hourly 33.33 · overtime hour 45.83
- Contract wage
- 8,000.00
- Wage due
- 8,000.00
- GOSI employee share Art 92(2)
- − 731.25
- Total deductions Ceiling: ½ of the wage due = 4,000.00 (Art 93)
- − 731.25
- Net pay
- 7,268.75
- GOSI employer share On 7,500.00 at 11.75% (employee 9.75%)
- 881.25
- Total employer cost
- 8,881.25
Estimate only. Daily wage = monthly wage ÷ 30, hourly = daily ÷ 8. GOSI rates follow the published schedule (new-entrant rates rise each July until 2028) and the SAR 45,000 contributory-wage ceiling; GOSI's own statement is authoritative. Deduction ceilings: Art 70 (fines), 91 (damage), 92 (loans ≤ 10%, court debts ≤ ¼) and 93 (total ≤ ½, or ¾ by court order).
Case & Disciplinary Advisor
Something happened: lateness or absence, sleeping on duty, a fight, an insult, tampering with attendance, a complaint of harassment, an Article 80 case. Pick it from the Ministry's full table of violations and get the lawful step for this occurrence, the deadlines you must keep, the procedure, and the notice, minutes, decision, final warning, Art 80 warning or committee decision ready to print.
Lawful next step
Step 1 of the Lateness ladder in the Ministry's model work regulations.
- Charge the employee by
- Art 69 · 30 days from discovery
- Decide within
- 30 days after the investigation ends
- Art 69
- Escalation window
- 180 days from the last penalty notice
- Art 68
- Employee's grievance
- 30 days · you reply in 15 · court 30
- Art 72
Procedure
- 1Tell the employee in writing what is alleged (the notice below) within 30 days of discovering it. Art 69, 71
- 2Hear the employee. For this penalty the questioning may be oral, but it must still be recorded in the minutes. Art 71
- 3Sign the minutes and file them in the employee's personnel file. Art 71
- 4Issue the written decision within 30 days of the end of the investigation. One penalty per violation, and only a penalty listed in the law or your regulations. Art 67, 69, 70
- 5Hand the decision to the employee against signature; if refused or absent, send it by registered mail to the address in the file. Art 72
- 6Expect a possible written grievance within 30 days; reply in writing within 15 days. Art 72
………………………… Date: 8 November 2026 To: ………………………… – ………………………… Subject: Notice of an alleged violation and invitation to an investigation (Labor Law, Art 71) On ………………………… it was recorded that you: Lateness: Up to 15 minutes late. This is recorded as occurrence no. 1 of this violation. You are invited to an investigation session on 11 November 2026 at ………………………… to hear your account and any defense you wish to present. You may bring documents or name witnesses. A record of the session will be kept in your personnel file. This is a notice of the allegation only; no decision has been taken. Employer / representative signature: ………………………… Employee acknowledgement of receipt: Name: ………………………… Signature: ………………………… Date: ………………………… (If receipt is refused or the employee is absent, this notice is sent by registered mail to the address in the file.)
Switch the site language to get the same letter in Arabic or English. Fill the dotted blanks before signing.
General guidance from the Labor Law (Arts 66–73, 77, 80, 88) and the table of violations annexed to the Ministry's unified model work regulations (the version issued to establishments through the Ministry's portal), not legal advice. Your own approved regulations may set different steps within the law's ceilings. For dismissal, get advice before acting.
Document Expiry Tracker
Add each employee's document and expiry date, then see what needs action in 30, 60 or 90 days. Import or export CSV and print a report.
Enter dates in Gregorian (as printed on the document's Gregorian line). If your card shows only Hijri, convert it first.
Your tracker
No documents yet. Add your first employee document.
Saudization / Nitaqat Calculator
Pick your establishment's Nitaqat activity and enter your headcount. You get your band today, the minimum for every band in 2026, 2027 and 2028, and the Saudi hires it takes to move up.
Your establishment
The required ratio depends on your Nitaqat activity and your headcount. Pick the activity as it appears on your Qiwa establishment page, then enter people, not weights: the calculator applies the programme's counting rules for you.
Special categories (disability, released prisoners, students, GCC, tribes, special documents)
Leave at zero if none apply. Enter each person once, in the category that fits; don't also count them above.
Rates rise each year for many activities; 2028 is the plan's last step.
Current Saudization · 6 / 40 weighted · 40 people · Restaurants with table service (not fast food) · 2026
No new visas, no work-permit issue or renewal for non-Saudis, no profession changes, no transfers in. Hire Saudis first.
| Band | Minimum % | Saudis to hire |
|---|---|---|
| Low green | 19.3% | +3 |
| Medium green | 23.1% | +5 |
| High green | 26.4% | +7 |
| Platinum | 32.9% | +11 |
Hires are full-time Saudis at 4,000 or more, with all current staff kept; each new hire also raises the headcount, which raises the minimum slightly.
How we counted
- Saudis, full-time, paid 4,000 SAR or more · 66 Saudi
- Non-Saudi workers · 3434 expat
- Ratio6 ÷ 40 = 15.0%
Minimum = m × ln(total workers) + c, from Annex 1 of the Ministry's developed Nitaqat guide (decision 182495, rates from 26 April 2026). Weights follow the Nitaqat manual (disability ×4, released prisoners ×2, students and part-time ½, the 10% and 15% ceilings), the 3,000 / 4,000 wage rule and Qiwa's 2026 ceilings for GCC, tribes and family categories. Your official position is on Qiwa. Qiwa Nitaqat guide · Official guide (PDF)
Try the screening line
An AI assistant answers job applicants after hours. Try it as a candidate: answer a few questions by voice in Arabic or English, then hear the summary an employer would get the next morning.
This is a demo with a sample role. It is an AI, it never asks for ID or iqama numbers, and a person makes every hiring decision. Use a made-up name. Demo conversations are deleted after 30 days.
End-of-Service Benefit estimator
Calculate an estimate based on wage, service dates and the reason for leaving.
The benefit is calculated on the last actual wage. Commissions can be excluded only by written agreement (Art 86).
Art 75, 84. Full benefit. The employer gives 60 days' written notice or pays the notice period (Art 75, 76), and must have a legitimate reason or owes compensation (Art 77).
Estimated end-of-service benefit
Enter valid dates and a wage to see the estimate.
Estimate only, from Articles 84 to 88 of the Labor Law. The official HRSD calculator and the labor court are authoritative.
Annual leave entitlement estimator
Estimate annual leave earned from service dates, with an optional higher contractual entitlement.
Estimated leave earned
Enter a start date to see your estimate.
Estimate only: 21 days per year for the first five years, 30 days per year from the start of the sixth year, prorated by completed months. Your employment contract and HRSD guidance are authoritative.
Want us to run this for you every month?
The Monthly HR Partner package covers renewals, payroll and Saudization tracking as part of the retainer.
See packages