Monthly bookkeeping, management accounts and annual financial statements, plus payroll, GOSI and wage protection — run as an outsourced finance function rather than a year-end scramble.
All of it, or the parts you would rather not staff for yet.
Monthly transaction processing and bank reconciliation in a cloud ledger, with source documents attached to entries rather than filed separately. Bilingual chart of accounts where the business reports in English but files in Arabic.
Monthly or quarterly reporting with commentary — not just a profit and loss, but what moved and why. Cash-flow forecasting, and the working capital view that matters more than profit for a business that is growing or importing.
Annual statements prepared under IFRS as endorsed in the Kingdom, or the SME framework where that applies. Prepared in a form a Saudi auditor expects to receive, which shortens the audit rather than starting an argument.
Supplier invoice processing, payment runs and customer collections, with ageing that is actually chased. For importers, payables reconciled against shipping documents and customs entries so accruals match what is physically on the water.
Monthly payroll for Saudi and expatriate staff, including allowances, overtime and deductions under the Labour Law. Payslips issued, and the payroll journal posted to the ledger rather than left as a spreadsheet nobody reconciles.
Social insurance contributions calculated and filed, and the monthly wage file submitted to the Wage Protection System. WPS non-compliance restricts services on the government portals quickly, so this is a deadline worth never missing.
End of service accruals calculated and carried in the accounts as they build, rather than appearing as a shock when a long-serving employee leaves. Settlement calculations on termination or resignation under the Labour Law.
Preparing the audit file, answering the auditor's queries and producing supporting schedules. The audit itself is carried out by a SOCPA-licensed firm — we make their job quick, which is usually what makes it cheap.
There is no personal income tax on employment income in Saudi Arabia, which sounds like it makes payroll simpler. It does not. The obligations sit elsewhere — in social insurance, in wage protection reporting, in end of service accrual, and in the workforce nationalisation rules that determine what your company can do on the government portals.
Contribution rates differ for Saudi and non-Saudi employees, and the schemes have been revised, including for employees entering the system more recently. That is a live area rather than a settled one.
For groups running staff in both countries, SMR Financials handles the UK side — RTI, auto-enrolment pensions and CIS for contractors — so a single conversation covers both payrolls.
| Payroll run | Monthly, with payslips |
|---|---|
| GOSI contributions | Monthly; rates differ for Saudi and non-Saudi employees |
| Wage Protection System | Monthly wage file submission |
| End of service benefit | Accrued monthly, settled on exit |
| Personal income tax | None on employment income |
| Workforce nationalisation | Ratios monitored; affects portal services |
Contribution rates and scheme rules are set by GOSI and revised from time to time. Treat this as orientation and confirm current rates before running a payroll on them.
