Employer on-costs across these four markets are not the same charge at different rates. They are different charges entirely — and the shape of the bill changes what a cheap hire even means.
Compare the same job and the same cost scope. These figures come from the calculators' starting inputs, not a survey of average employer costs. An insurance allowance, payroll contribution and future gratuity provision have different payment timing and eligibility.
The UK row uses a specific scenario. GBP 60,000 annual pay, category-A annual NIC bands, an enrolled qualifying-earnings pension at 3%, and no Employment Allowance allocated. Its GBP 9,570.90 selected costs are not a universal percentage or a payslip calculation.
The UAE example is a new-hire budget. It uses AED 144,000 annual pay, 60% basic salary and AED 4,500 in editable insurance and processing allowances. Together with AED 5,040 gratuity provision, that is AED 9,540 in selected costs. It is not a universal 7% surcharge or an estimate for every employment scheme.
| Market | Example selected costs | What drives it | Pay assumption |
|---|---|---|---|
| United States | 22.2%of $80,882 annual pay | Employer Social Security · Employer Medicare · Federal unemployment (FUTA) · Employer share of health premium · Employer 401(k) match | $55,000 baseBridge Group 2025 SDR Metrics Report (n=351); RepVue (8,462 verified salaries) |
| United Kingdom | 16.0%of £60,000 annual pay | Gross employer National Insurance · Employer pension on qualifying earnings | £60,000 example, not a verified median |
| United Arab Emirates | 6.6%of AED 144,000 annual pay | Gratuity provision for one eligible full year · Employer health insurance budget · Annualised employment-processing budget | AED 144,000 example, not a verified median |
| Saudi Arabia | 13.5%of SAR 144,000 annual pay | GOSI occupational hazards · Expatriate labour levy · Work permit fee · First-five-years EOS budget provision · Employee and eligible-family health budget | SAR 144,000 example, not a verified median |
Percentages are computed from the same model each calculator uses, at each market's starting salary. These are selected-cost examples, not fully loaded country averages or live payroll feeds. Change the salary on any calculator and the percentage moves — the Gulf figures in particular are sensitive to it, because flat charges weigh more on lower pay.
Each figure is a planning example: selected employer contributions, accruals and allowances, with statutory rates and non-statutory assumptions distinguished — HMRC and The Pensions Regulator for the UK, IRS, KFF and BLS for the US, UAE Federal Decree-Law 33 of 2021 for the Emirates, and the GOSI schedule with the Ministry of Human Resources levy tables for Saudi Arabia.
Add tooling, data, recruitment, onboarding and management where applicable, then check any relief or different contribution basis. These examples are not guaranteed minimum costs. Each calculator separately offers an editable first-year ramp scenario. Attrition, vacancies and replacement hiring costs are not calculated. Three months to full productivity does not mean three months without meetings.
The UK, UAE and Saudi examples use illustrative starting pay, not verified local medians. Replace those inputs with an actual offer. A missing reliable benchmark is not evidence of low salaries or low hiring cost.
Original cross-market research: 5 August 2026. UK, UAE and Saudi scope and sources reviewed 31 August 2026. This is a recorded source review, not legal certification. Confirm current rules and employee eligibility. The cross-market write-up is in What an SDR actually costs in 2026. If you find a figure that has changed, tell us and we'll correct it.