Services · Mobile app development · Payroll software
Codeeo handles payroll software development Saudi Arabia employers need when one payroll must follow national rules across many cities. We build systems that calculate gross to net pay under the Labour Law, apply GOSI contributions for Saudi and non Saudi staff, provision end of service awards, generate Mudad wage protection files and bank payment files, and publish bilingual payslips. Branches in Riyadh, Jeddah, Dammam and smaller cities run on one rule set, controlled from head office.
Saudi payroll has no personal income tax, so the complexity lives elsewhere: social insurance regimes that differ by nationality and registration date, wage protection checks against registered contracts, and end of service liabilities that grow every month.
200+ companies servedFrom a first store to an ADX listed developer
What the system handles
A Saudi payroll touches several national systems every month. Contracts registered in Qiwa set the wage Mudad expects to see. GOSI expects contributions on the contributory wage, with different shares for Saudi and non Saudi employees and different annuity rates depending on when a Saudi employee first registered. Banks regulated by SAMA expect payment files in their own formats. Behind all of this sits the Labour Law, with its rules on overtime, deductions, leave and end of service, and the Personal Data Protection Law, which treats salary records as personal data. The capabilities below are the ones every national employer needs. Rates, ceilings and thresholds are stored as dated tables your payroll team can update when an authority changes them, so a rule change never requires a code release.
Basic salary, allowances, overtime at the statutory premium, weekend and public holiday work, unpaid leave and proration are calculated by rules that mirror the Labour Law and your policies. Founding Day, National Day and Eid holidays sit in a national calendar shared by every branch. Branches outside the main cities, from Tabuk to Jazan, run on exactly the same engine.
Every city pays under the same rules.
Saudi employees first registered under the Social Insurance Law that took effect in July 2024 follow the new stepped annuity rates, while those registered earlier stay on the previous rates. Non Saudi staff attract occupational hazards contributions only. The system decides by employee record, not by manual flag.
Contributions correct for every employee, whichever regime applies.
Each establishment's monthly wage file is built from the approved run and checked against the contract wages registered in Qiwa. Missing IBANs, unregistered joiners and salary gaps are flagged before upload, with a summary of compliance by establishment for head office. Employers with many establishments see at a glance which ones are ready to submit.
Wage protection files accepted across every establishment.
Awards follow the Labour Law tiers, with the reductions for resignation and the cases where the full award still applies, such as force majeure. Monthly provisions are reported by entity, city and cost centre, so the national liability is always current. Historic service is migrated with breaks and prior payments recorded.
End of service liability known at every month end.
Payroll data shows Saudi and non Saudi headcount and wages by establishment and city, helping HR see how pay decisions affect Nitaqat counting. The official classification remains the one shown in Qiwa, and the report is a planning tool beside it.
Saudisation effects visible before pay decisions are final.
Payment files are produced in each bank's format from one approved run, with IBAN validation and a record of which file paid which employee. Off cycle payments for final settlements and corrections follow the same controls as the main run. Treasury approves release per bank, and a returned payment reappears on a follow up list for payroll to resolve.
Salaries released through every bank you use, on time.
Employees can sign in to the payslip app with your company's single sign on, or with Nafath where your organisation has approved access to it. Saudi and resident staff verify themselves with the identity they already use for government services.
Secure access without another password to forget.
Salary data is classified as personal data under the PDPL, which SDAIA supervises. We apply role based access, masking, encryption and access logs, and map the system's settings to the NCA Essential Cybersecurity Controls where your organisation follows them. Hosting can stay in a Saudi cloud region.
Payroll data handled the way Saudi regulation expects.
Payslips, settlements and certificates show Gregorian dates and, where your employees or authorities expect them, Hijri equivalents. Ramadan working hours and Eid holidays move with the lunar calendar each year, and the system reads the dates from one maintained table.
Dates every reader understands, in both calendars.
Head office sets national rules once, while each city or region adds only what genuinely differs, such as site allowances in the Eastern Province or seasonal staff in the Makkah region. Branch payroll officers see their own staff, and head office sees everyone. New cities can be added without rebuilding anything, by copying national settings and adding the local ones.
National consistency with room for regional reality.
Who this is for
Packaged payroll products cover the Saudi basics well for a single small company. They start to strain when an employer spreads across regions, runs several commercial registrations, mixes office and field staff, or must report payroll cost against Vision 2030 programme contracts. These four kinds of employer are where a custom build makes the strongest case. Smaller single site employers are often better served by a packaged product, and we will say so during discovery.
A group with head office in Riyadh, branches in the Western Region and operations in the Eastern Province often runs three different payroll habits under one name. We consolidate them into one rule set and one approval chain, while keeping each establishment's own filings. Head office gains a single view of staff cost across the Kingdom without asking each region for a spreadsheet. Regional payroll officers keep ownership of their inputs, which makes the change easier to accept locally.
One payroll, many regions.
As companies hire more Saudi nationals to meet Nitaqat targets, the share of staff on GOSI annuity contributions rises, and new hires fall under the 2024 regime. Payroll must apply both regimes correctly and show the cost effect of hiring decisions. We build contribution logic and reporting that keep finance and HR working from the same figures.
Saudisation planning grounded in payroll data.
International firms licensed through the Ministry of Investment often start with a small team and grow quickly, sometimes after moving a regional headquarters to Riyadh. They need payroll that meets Saudi rules from the first month and connects to group finance systems abroad. We build local compliance with group reporting in mind from the start. Pay components are named in both Arabic and English, so local staff and overseas finance read the same report.
Local rules, group reporting.
Firms delivering projects linked to Vision 2030 programmes often need to report staff cost and Saudi participation per contract. We tag payroll cost to projects and contracts and give contract managers reports drawn from the same approved runs, so cost claims and payroll never disagree. When a contract ends, its cost history stays available for any later audit by the client or programme office.
Contract reporting from payroll truth.
How we work together
Codeeo has 80+ people across Dubai, Riyadh and Karachi. For national clients, sessions with head office in Riyadh can be held in person, while regional teams in Jeddah, Dammam and other cities join by video call. A single lead coordinates head office and regional teams, so decisions made in one city are not reopened in another. Most national payroll programmes start with a fixed scope core release and a pilot city, then continue on a monthly retainer through the regional rollout and later rule changes. We have delivered 200+ projects across the UAE and the US and hold a 4.7 rating from 23 Google reviews.
A defined build with a deadline
We agree what the product has to do, write it down with a price and a date, and build exactly that. Changes are priced before they are made, not discovered on the invoice.
A product that keeps evolving
Named engineers who work your hours, join your standups and stay on the codebase. You direct the backlog; we own the quality of what ships.
Something live that needs looking after
A monthly block of hours for improvements, fixes and the small requests that otherwise wait months. Unused hours carry for a quarter.
Technology
A web payroll console, a mobile payslip app, a calculation service with its own test suite and integrations with HR, attendance and ERP systems. Hosting can sit in a Saudi cloud region, with backups, encryption and access logs configured for audit.
01Mobile
02Data and cloud
03Marketing and tracking
It depends on the number of entities, cities and integrations in scope.
The core engine and filings come first, followed by a pilot city running in parallel, then the remaining cities in waves. The overall schedule is agreed in discovery once we know how many establishments, banks and source systems are involved. Each phase has its own dates, and no region switches over until its parallel run matches the existing payroll. Employers with seasonal peaks, such as retail before Eid or hospitality during Hajj, usually schedule those regions for a quieter month.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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