Salary structures, allowances, deductions, advances and overtime in one monthly cycle, with GOSI contributions and the Wage Protection System file configured, then entries posted to accounting without double entry.
Direct answers
Yes. The payroll module ships a Saudi localisation covering wage, contribution and end-of-service rules. We configure the contributory wage, its thresholds and ceiling to your establishment’s situation, and post the monthly gratuity accrual to accounting. The figures are reviewed with you in a trial cycle on real data before go-live.
The payroll file has a KSA-specific structure and field set that does not ship ready-made inside the product. We map salary components to the file’s fields, add validation rules (such as IBAN and account-name checks), and produce and review the file with you before submission. Uploading to Mudad and statutory compliance remain the employer’s responsibility.
Yes. We migrate employee data, salary structures and opening loan and leave balances, then run a reconciliation pass before go-live: contributory wage, each loan’s outstanding balance, and leave balances. The analysis stage confirms which data sources exist before the scope is fixed.
We do not quote a fixed number before measuring it: the closing duration depends on how disciplined attendance inputs are, how quickly leave is approved, and how fast exceptions are reviewed. We measure it in the trial cycle, fix the written procedure, and from then on the cycle is predictable work instead of a monthly hunt for missing data.
Anatomy
Every line has a rule and every rule is reviewable — instead of a formula in a file nobody can trace.
Basic wage and allowances (housing, transport, nature of work) as rules tied to the contract, not numbers typed into a file.
Rules, not spreadsheets
Each line carries its own rule and its contribution and tax treatment, so the payslip, the register and the report agree.
One line, one reading
A deduction scheduled in instalments, an advance repaid over time, a penalty recorded with its reason — all balances tracked to close.
Balances tracked automatically
Attendance hours and unpaid leave feed the run, and overtime is calculated by the approved policy.
From punch to payslip
Create the run, review variances against the previous month, then lock it — corrections go to a documented later period.
One controlled cycle
A PDF payslip that can be sent and archived, and employee access to payslips and requests without email threads.
Clarity without email
Employee and employer shares on the contributory wage, with a monthly register per employee and per establishment.
A register per employee
A monthly end-of-service accrual that shows in accounting and reporting, instead of a one-off calculation at every resignation.
Accrued monthly
The cycle
Seven fixed steps every month, each with a clear output — and that order is what prevents corrections after payment.
Attendance, leave and approvals, joiners and leavers, and any contract or allowance change in the period.
Output: a period with closed inputs
Generate payslips from the structures, lines and policies, and surface any line without a rule as an error rather than a silent number.
Output: a draft run
Compare each employee with the previous month and review the exceptions: a joiner, a leaver, unpaid leave, a new deduction.
Output: explained exceptions
Calculate GOSI contributions, produce the WPS file, and reconcile gross pay against the contributory wage before anything is uploaded.
Output: a reconciled file
Lock the period against edits; any later correction is created as a movement in a following period with a recorded reason.
Output: a locked period
Payroll, deduction, accrual and advance entries post from the same cycle, so what was paid matches what was recorded.
Output: a documented entry
Produce the payment file, confirm receipt and handle any rejection, and archive payslips and documents for review.
Output: a complete audit trail
Inside the system
The expected set: the payroll run, a payslip, the salary structure and its rules, the contribution register, the payroll file, and the cost report.
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/payroll-screenshots) with no code change.
Statutory
Configuration items that are set up and tested before go-live — not promises of ready-made outputs.
Configuring the contributory wage and its thresholds, calculating employee and employer shares, and producing a monthly register per employee and per establishment.
Mapping salary components to the payroll file fields, validating IBAN and account name, and producing and reviewing the file before submission.
Gratuity computed from length of service and final wage, accrued monthly in accounting so the settlement at the end of the relationship is straightforward.
Annual and sick leave, overtime calculation, notice periods and statutory deductions — configured as system policies, not notes.
Payslips and payroll documents stored and indexed by period and employee, retrievable for any review or audit without digging through email.
The system calculates and produces the payslips, files and registers. Uploading to the GOSI, Mudad and Qiwa platforms — and final statutory compliance — remain the employer’s responsibility.
Reporting
Before and after close: what finance reads to verify, and what management needs to decide.
One line per component per employee: basic, allowances, overtime, deductions, net.
A PDF payslip that can be sent to the employee and archived, carrying the same figures as the run.
Employee share, employer share and total per period, at employee and establishment level.
Payroll cost distributed across departments and cost centres, with month-over-month comparison.
A per-employee gap report between the file’s gross pay and the contributory wage — before close, not after.
Overtime trend and where it comes from, plus the effect of advances and penalties on net pay.
Integration
Payroll’s value is measured by what reaches accounting, attendance and projects without being re-keyed.
Payroll, deduction, accrual and advance entries post automatically to the right accounts from the same cycle.
Attendance hours and unpaid leave are read inside the run instead of being moved by hand between two files.
Payroll cost distributed across projects and departments by approved shares, so project margin carries its real cost.
An approved employee claim settles through the payslip or as a reimbursement, with a visible effect on net pay.
The payment file and each employee’s settlement status, recording any rejection and handling it in the same cycle where possible.
Scope
Described scope with no published prices: cost depends on headcount, entities, salary components and integrations, and is quoted in a proposal.
Salary structures and allowances, deductions and advances, the payroll run, payslips, and core payroll reporting.
The right first step for a controlled close
Everything in Foundation plus GOSI contributions, WPS file configuration, end-of-service accrual, and payroll entries in accounting.
The common single-entity scope
Everything above with multiple entities or branches, per-entity salary structures, separate or consolidated cycles, and additional customisation.
Quoted after the needs analysis
We publish no price before the needs analysis: cost follows headcount, entities, salary components and integrations.
FAQ
Direct answers on scope, responsibility and what we do not do — without inflation.
Yes. The payroll module ships a Saudi localisation covering wage, contribution and end-of-service rules. We configure the contributory wage, its thresholds and ceiling to your establishment’s situation, and post the monthly gratuity accrual to accounting. The figures are reviewed with you in a trial cycle on real data before go-live.
The payroll file has a KSA-specific structure and field set that does not ship ready-made inside the product. We map salary components to the file’s fields, add validation rules (such as IBAN and account-name checks), and produce and review the file with you before submission. Uploading to Mudad and statutory compliance remain the employer’s responsibility.
Yes, if the device supports export or integration. Attendance hours are read into the payroll run under your overtime and lateness policy, and the effect is calculated automatically. We verify the device model during analysis; one that cannot integrate is bridged through a scheduled intermediate file.
A payslip can be emailed at cycle close, and employees can reach their previous payslips from Odoo’s interface. Automatic sending is a scoped option rather than a default, because some employers prefer to publish payslips without a bulk send.
Uploads to official platforms, issuing government documents, legal or labour-law advice, and approving the pay policy itself. We configure and test the rules you adopt, but statutory decisions and policy ownership stay with the employer and their advisers.
Yes, but through a documented route: a closed period is not edited silently — the correction is created as a movement in a following period with a recorded reason and attachment. That keeps the ledger matching what was paid and leaves any difference visible to review instead of hiding it.
We do not quote a fixed number before measuring it: the closing duration depends on how disciplined attendance inputs are, how quickly leave is approved, and how fast exceptions are reviewed. We measure it in the trial cycle, fix the written procedure, and from then on the cycle is predictable work instead of a monthly hunt for missing data.
Four details are enough for an honest estimate of scope and duration: headcount, entities, current payroll system, and whether attendance devices exist.
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 calculation rules, components and files and verify them with you in a trial cycle; statutory compliance and uploads to official platforms (GOSI, Mudad, Qiwa) remain the employer’s responsibility.