Compare the right employee cohort, contribution wage and employment costs. Use your actual offer and employer quotes; a nationality label alone is not enough to price a hire.
Hiring in a different market? Compare all four side by side.
Separate the wage bases. GOSI contributions and the end-of-service provision are not automatically calculated from the same pay figure. Enter each applicable monthly amount, already included within your annual package.
Choose the cohort and calendar year. The new Saudi pension schedule changes in July. A full 2026 budget uses six months at each applicable rate, not the August rate multiplied by twelve. The SAR 144,000 package and SAR 2,000 insurance budget are illustrations, not market benchmarks.
One private-sector SDR, 12 full months in the selected calendar year, unchanged pay and a first-five-years end-of-service budget provision. Saudi scenarios assume pension and SANED coverage; the expatriate scenario excludes GCC nationals. Not for government, domestic workers, pensioners, special coverage, partial-year employment or a termination settlement.
New-scheme status depends on contribution history before 3 July 2024, not when this employer hires the person. Confirm coverage from GOSI records.
Twelve full months at unchanged pay, not twelve months starting today.
SAR 144,000 is an illustration, not a salary benchmark. Include the wage and housing values used below within this package.
Use the payroll-assessed contribution wage after minimums, housing valuation and other adjustments. The calculation caps it at SAR 45,000/month.
The applicable end-of-service wage may differ from GOSI. This models a one-year provision within the first five years, not an exit settlement.
Each wage starts at one twelfth of the package. Once edited, that field stays independent of the package and the other wage.
Select the worker's actual billable tier. The count-based schedule is not the company's red/green Nitaqat label. The ordinary SAR 100 annual work permit is separate.
SAR 2,000 is illustrative. Enter the employer premium for the employee and eligible dependents. Zero is not a legal exemption.
14 is a planning assumption, not a Saudi benchmark or a delivery promise.
Optional planning scenario, not a forecast. Ramp to full productivity does not mean zero meetings. Attrition, vacancies and replacement costs are not calculated.
Non-GCC expatriate: ordinary GOSI occupational hazards only.
13.5% of this example's package, not a country average.
USD 43,568 at the peg, before exchange fees. Not a fully loaded operating budget.
Annual budget divided by 12, not productive months.
Based on booked meetings, not held meetings or accepted opportunities.
Recruitment, residency processing beyond the work permit, tools, travel, management, overtime, leave-cover staffing and settlement adjustments are excluded. The EOS amount is a budget provision, not an immediate cash payment.
Ordinary employer rate: 2% of the assessed contributory wage, capped here at SAR 45,000/month. Special surcharges are outside this scenario.
Evidence: statutory rule. Reviewed 2026-08-31. Read the source
Selected billable tier: SAR 700/month × 12. The worker-count tier is not a red/green Nitaqat label. Confirm this worker's charge in Qiwa.
Evidence: statutory rule. Reviewed 2026-08-31. Read the source
SAR 100 for a full-year work permit in the cited ordinary schedule, separate from the levy. Not a complete residency or recruitment bill.
Evidence: statutory rule. Reviewed 2026-08-31. Read the source
Half one month's applicable EOS wage for one full year. This wage is separate from the GOSI base. Resignation, service history and termination circumstances change the actual settlement.
Evidence: statutory rule. Reviewed 2026-08-31. Read the source
SAR 2,000 is an editable illustration, not a quote. Replace it with the employer premium for the employee and eligible dependents. Zero input does not remove an insurance obligation.
Evidence: illustrative budget. Reviewed 2026-08-31. Read the source
A managed SDR service and an employee's payroll subtotal have different inclusions. Compare the role, capacity, tools, supervision, qualification criteria, onboarding and contractual commitment before deciding.
Discuss a scoped Saudi-market proposalPlanning scope. One private-sector SDR, 12 full months in the selected calendar year, unchanged pay and a first-five-years end-of-service budget provision. Saudi scenarios assume pension and SANED coverage; the expatriate scenario excludes GCC nationals. Not for government, domestic workers, pensioners, special coverage, partial-year employment or a termination settlement. The wage inputs must already reflect applicable registration minimums, housing valuation and other payroll adjustments. The tool does not decide eligibility or reconstruct those assessments.
GOSI cohort and timing. GOSI's new scheme concerns people with no prior civil-pension or social-insurance contribution periods before 3 July 2024. Its official phase-in guide increases the employer pension share by 0.5 percentage points each July from 2025 through 2028. The calculator sums all twelve months; the legacy pension share remains separate.
Use the assessed contribution wage. The GOSI employer FAQ describes contributory wage and housing treatment. Enter the amount assessed for payroll, not an assumed 60% of package. A SAR 45,000 monthly cap is applied. National/GCC, retirement, multi-employer and special coverage issues require their own review.
End-of-service is a separate budget provision. HRSD's award guidance uses the last applicable wage and different service/resignation rules. This example reserves half a month for one first-five-years year. It does not calculate an exit payment. Under Article 86, certain variable commissions may be excluded by agreement; do not automatically strip all allowances or commissions from the wage.
Choose the actual levy tier. The HRSD work-licence guide distinguishes billable workers up to the Saudi count from workers above it. SAR 700 or SAR 800 monthly is a selected scenario, not a Nitaqat colour test. Exemptions require separate confirmation in Qiwa. The guide's English annual SAR 9,100 figure conflicts with its SAR 800 monthly entry; this tool explicitly multiplies the monthly input by twelve rather than copying that inconsistent annual cell.
Health and omitted expenses. CHI guidance includes employer health cover for employees and eligible dependents, including probation. Replace the illustrative premium with your quote. The total still excludes residency processing beyond the work permit, recruitment, travel, tools, management, overtime, leave-cover staffing and settlement adjustments.
At the starting figures above, employer on-costs come to SAR 19,380 a year, about 13.5% of this example's pay, not a country average. Saudi scope and sources reviewed 2026-08-31. Salary and insurance defaults remain illustrative; confirm coverage and charges with payroll. The cross-market write-up is in What an SDR actually costs in 2026. Calculations run in your browser; no calculator submission is required.