For multinational enterprises entering or expanding within the Kingdom, managing Payroll in Saudi Arabia is far more than a financial function—it is a critical compliance and reputational imperative. The regulatory framework, driven by the Ministry of Human Resources and Social Development (HRSD), demands strict adherence to the Wage Protection System (WPS), mandatory GOSI contributions (9% employer, 2% employee), and real-time reporting through the Qiwa and Muqeem platforms. Missteps—such as delayed salary disbursements, incorrect Saudization (Nitaqat) classification, or failure to process end-of-service benefits per Article 84 of the Labor Law—can trigger penalties, work permit suspensions, or even blacklisting from public tenders. What complicates matters further is the evolving landscape.