Employee records, contracts, attendance, leave, payroll and GOSI contributions in one system, with payroll entries posted to accounting automatically — instead of scattered files and a manual reconciliation every month.
Direct answers
Yes. Odoo’s payroll module ships a Saudi localisation covering salary and allowance rules, GOSI contributions and end-of-service gratuity. We configure the salary structure, payslip lines and deductions to your policy, and set up the Wage Protection System (WPS) and Mudad file within the delivery scope. Statutory compliance and submissions on official platforms remain the employer’s responsibility.
No. The system produces the data, files and reports those platforms need — the contribution register, the payroll file, contract and entitlement data — but submission itself and statutory compliance remain the employer’s responsibility on the official platforms. We configure the outputs, train your team to review them, and document the responsibility boundary in the proposal.
Yes. We migrate employee records, contracts, opening leave balances and salary data, with a reconciliation pass before go-live: headcount, contributory wage and leave balances. In the analysis stage we confirm which data sources exist — an export from your current system or your own files — before the scope is fixed.
Typically four to eight weeks for a single entity, and where it lands depends on three things: how clean the current employee data is, whether payroll, GOSI and the payroll file are in scope, and whether attendance devices or other integrations already exist. Multi-entity or multi-branch setups add an extra configuration stage.
Where it breaks
It is not a system problem, it is a broken data chain: every fact in its own file, every file with a different person, and a manual reconciliation at the end of every month.
One file for contracts, another for salaries, a third for leave — and no single source of truth to fall back on when they disagree.
Allowances, deductions and overtime are computed in spreadsheets, so one broken formula repeats in every cycle.
Balances are tracked by hand and the gap surfaces at resignation or year end — the worst possible moment to fix it.
An expired Iqama, work permit or contract is discovered late and turns into an urgent compliance problem.
Finance posts the payroll entry by hand every month, and the accruals stop matching what was actually paid.
Department cost, turnover and overtime cost get assembled as a one-off exercise every time someone asks.
The solution
Every app runs on the same database, so the employee record, attendance and leave feed the payroll cycle without double entry.
One record per employee: job data, the contract and its dates, documents, the org chart and the reporting line.
One source of truth
Check-in and check-out, shifts, lateness and overtime, with optional integration to biometric devices or a kiosk screen.
Attendance that stands up to review
Leave types, accrual and carry-over, the approval path, and a calendar that shows who is actually out.
Calculated, not estimated
Salary structures and allowances, payslip lines and deductions, advances and penalties, the payroll run and payslips.
One controlled monthly cycle
Employee and employer shares on the contributory wage, a monthly contribution register, and configuration of the WPS and Mudad file.
Configured and tested in scope
Job requests, a candidate pool, interview stages and the offer — then the accepted candidate becomes an employee with a complete record.
A traceable hiring path
Appraisal cycles, weighted goals, feedback notes, and development plans tied to the outcome.
Documented review cycles
Employee claims and their approvals, assigned assets and custody, all posted to accounting without double entry.
Approved and posted
Inside the system
The expected set: employee record, attendance, leave, the payroll cycle, the contribution register and the dashboard.
The images shown now are temporary placeholders that mark each slot and what it should contain. They are replaced with real screens from the dashboard (/admin/hr-screenshots) with no code change.
Statutory
These are not promises of ready-made outputs; each one is a configuration item we set up and test before go-live.
Employee and employer shares on the contributory wage, a monthly per-employee and per-establishment register, and a variance report before close.
Aligning salary components with the payroll file fields, validating IBANs before the run, and producing and reviewing the file before it goes to Mudad.
Gratuity computed from length of service and final wage, accrued monthly in reporting instead of a one-off calculation at every resignation.
Annual leave and its balance, sick leave, overtime calculation and notice periods — configured as system policies, not notes in a file.
Expiry dates for Iqama, work permit, health insurance and passport in one field per document, with advance alerts and a follow-up list.
The system prepares the data, files and reports. Submission on the GOSI, Mudad, Qiwa and HRSD platforms — and final statutory compliance — remain the employer’s responsibility.
Integration
HR only pays off once its output reaches accounting, projects and expenses without being re-keyed.
Payroll, deduction, accrual and advance entries post to accounting from the same cycle, so what was paid matches what was recorded.
Hours booked to projects feed project cost and are available to payroll and overtime when needed.
An employee claim is approved, then posted as an expense or reimbursement with a clear effect on the payslip.
Biometric or kiosk attendance by device model, and leave requests and approvals from mobile depending on scope.
Publish vacancies on your site and collect applications in the same candidate pool instead of gathering them from email.
Scope
Described scope with no published prices: cost depends on headcount, entities and integrations, and is quoted after the needs analysis.
Employee records and contracts, attendance, leave and balances, and document-expiry alerts.
The right first step before payroll
Everything in Foundation plus payroll and deductions, GOSI contributions, WPS file configuration, and payroll entries in accounting.
The common single-entity scope
Everything above with multiple entities or branches, per-entity policies, several attendance devices, and additional customisation and integrations.
Quoted after the needs analysis
We publish no price before the needs analysis: cost follows headcount, entities and integrations.
Method
Five stages, each with a defined output, and a reconciliation pass before anything goes live.
Sessions with HR and finance: mapping the current cycle, listing the policies, and pinning down gaps and data sources.
Output: a written scope document
Org structure, salary and allowance structure, leave and attendance policies, roles and permissions, and the required documents.
Output: a system configured to your policy
Employees, contracts, opening balances and salary data, followed by a reconciliation pass on headcount, contributory wage and balances.
Output: verified data
A full trial payroll cycle on real data, results reconciled against the manual calculation, and training for the HR and finance team.
Output: a matched cycle and a trained team
The first live cycle with direct supervision, then a post-close review and written operating procedures.
Output: stable operation and documented procedure
FAQ
Direct answers on scope, responsibility and data — and an explicit note on what we do not do.
Yes. Odoo’s payroll module ships a Saudi localisation covering salary and allowance rules, GOSI contributions and end-of-service gratuity. We configure the salary structure, payslip lines and deductions to your policy, and set up the Wage Protection System (WPS) and Mudad file within the delivery scope. Statutory compliance and submissions on official platforms remain the employer’s responsibility.
No. The system produces the data, files and reports those platforms need — the contribution register, the payroll file, contract and entitlement data — but submission itself and statutory compliance remain the employer’s responsibility on the official platforms. We configure the outputs, train your team to review them, and document the responsibility boundary in the proposal.
It depends on the device model and how it exports data. We verify this during analysis before fixing the scope: some devices connect directly, some through a scheduled intermediate file, and some cannot be integrated at all, in which case we propose an alternative. We will not promise a connection before inspecting the device.
Yes. Leave requests, approvals and attendance check-ins are available from Odoo’s mobile interface, and the flow is scoped to your organisation: at its simplest the employee submits, the line manager approves, then HR — with no email thread.
Submission on official platforms, issuing government documents, legal or labour-law advice, and approving the HR policies themselves. We configure the system and its technical policies and hand over the outputs and reports, but statutory decisions and policy ownership stay with the employer and their advisers.
Typically four to eight weeks for a single entity, and where it lands depends on three things: how clean the current employee data is, whether payroll, GOSI and the payroll file are in scope, and whether attendance devices or other integrations already exist. Multi-entity or multi-branch setups add an extra configuration stage.
We need a quick picture of your current setup to give an honest estimate of scope and duration.
Tell us your headcount, entities and current system, and we will come back with a delivery plan and a clear scope.
Request a proposalWe are a systems implementation and integration company, not a certification or regulatory body. We configure the system, produce and test the files and reports with you; statutory compliance and submissions on official platforms (GOSI, Mudad, Qiwa, HRSD) remain the employer’s responsibility.