People leave.
Your records stay.
Instead of relying on one employee who takes your company's file with them when they resign, you work with a specialist team using a unified method — with approved policies and templates, and clear performance indicators.
Records that leave with an employee, or records that stay with you
When HR depends on one person
- The company's whole file lives in one employee's head.
- A different contract for every employee, some not even authenticated.
- The payroll file is uploaded to Mudad late.
- An iqama found expired just when it's needed.
- End-of-service dues calculated on the day someone resigns.
When it's run by a team with a method
- Documented files and policies that don't leave with anyone.
- Standard contracts, authenticated on Qiwa.
- A monthly payroll uploaded on time.
- A register of dates, and an alert before expiry.
- A provision updated monthly and known in advance.
The employee journey, from job ad to final settlement
Every stop has an action, a platform and a document — and a common mistake that costs the company a fine or a dispute. Choose the type of employee, then move between the stops.
Need & selection
What we handle
- Job description and requirements
- Screening, interviews and shortlisting
DocumentJob description
Common mistakeHiring without a job description, leaving no reference point for appraisals or disputes.
Offer & contract
What we handle
- A written job offer
- A contract under the Labor Law, then authenticated
PlatformsQiwa
DocumentEmployment contract
Common mistakeAn unauthenticated contract, or clauses that breach the Labor Law and fall apart at the first dispute.
Visa & arrival
What we handle
- Work visa procedures
- Issuing the iqama and work permit
PlatformsQiwaMuqeemAbsher Business
DocumentIqama
Common mistakeDelays in issuing the iqama after arrival, and the fines that follow.
Registered from day one
What we handle
- Registering the employee with GOSI
- Medical insurance as required
PlatformsGOSI
DocumentRegistration notice
Common mistakeLate registration, or a registered wage that doesn't match the contract.
Salary every month
What we handle
- Payroll, allowances and deductions
- Uploading the wage protection file
PlatformsMudad
DocumentPayroll
Common mistakePaying salaries in cash or uploading the file late — and company services are affected.
Leave & performance
What we handle
- Leave and permission balances
- Regular appraisals and penalties under the regulations
DocumentPerformance appraisal
Common mistakePenalties without approved regulations or documentation — which then don't hold up.
Renewals
What we handle
- Renewing the iqama and work permit
- Exit and re-entry visas
PlatformsMuqeemQiwaAbsher Business
DocumentRenewed iqama
Common mistakeAn expired iqama blocks the employee's services — and can take the company's services with it.
End of service
What we handle
- Calculating dues and the final settlement
- Ending the relationship on the platforms
PlatformsQiwaGOSIMuqeem
DocumentFinal settlement
Common mistakeDues calculated wrongly, or a relationship never closed on the platforms — so its obligations remain.
The full employee cycle, from job description to end of service
Pick a part of the circle to see what we handle there. At the centre: a single point of contact for all of it.
Regulations & policies
- Drafting the internal work regulations
- Drafting employee contracts and templates
- Aligning practices with the Saudi Labor Law
Recruitment & hiring
- A job description for every role
- Screening, interviews and shortlisting
- Appointment and onboarding of new hires
Payroll & compensation
- Payroll, allowances and deductions
- Calculating end-of-service entitlements
- Uploading payroll to Mudad for wage protection
Performance & development
- Performance indicators for every role
- Regular appraisals and feedback sessions
- Training and development plans
Advisory & structure
- Organisation structure and career paths
- Salary scale and compensation policy
- Supporting management on HR decisions
Reporting & analytics
- Turnover and its causes
- Absence, leave and attendance
- Workforce cost by department
Employee affairs
- Employee files and official letters
- Leave, permissions and visas
- Tracking work permits and iqamas
A single point of contact
- Knows your company and your people
- Direct contact: WhatsApp, phone and email
- On-site visits as agreed
A scope tailored to your company
From basic organisation of files and payroll to complete day-to-day management with analytical reporting. The scope is set in the detailed proposal before we begin.
Essentials
Employee files, payroll and its upload to Mudad, and tracking iqamas and permits.
Structured
All of the above, plus work regulations, contracts, job descriptions and a compensation policy.
Full management
An HR department running every day: recruitment, performance, training and regular analytical reports.
Illustrative levels — the actual scope is built around your needs.
Government platforms related to HRWhat you receive, and when
HR is measured by its regularity, so its outputs come on fixed dates.
Every month
- Payroll, and the wage protection file uploaded
- Attendance, leave and permissions report
- Iqamas, permits and contracts expiring soon
- Updated end-of-service provision
Every quarter
- Turnover and its causes
- Absence and attendance
- Workforce cost by department
Every year
- The annual performance review cycle
- Review of the regulations, contracts and templates
- Review of the salary scale and compensation
Salaries are paid from the company's account; we prepare the payroll and upload its file.
The first thirty days
We start by matching what's in your files with what's on the platforms — that's where most fines hide.
- 1
Week one
Listing employees, their files and contracts, and taking over platform access.
- 2
Week two
Matching data across the files, Qiwa, GOSI and Mudad.
- 3
Week three
Fixing what's urgent: unauthenticated contracts, iqamas close to expiry and wage discrepancies.
- 4
Week four
The first full payroll, and a status report on what's been fixed and what remains.
Questions about our HR service
Will our employees move to Erroba's sponsorship?
No. Your employees remain your company's employees, under its sponsorship; we manage their affairs on your behalf. This is a management service, not labour supply.
Who pays the salaries?
They are paid from the company's account. We prepare and review the payroll, and upload the wage protection file once you approve it.
Do you handle recruitment end to end?
We handle the job description, advertising, screening, interviews and shortlisting; the final decision stays with your company.
We already have regulations and contracts — do we start from scratch?
No. We review what you have, align it with the Labor Law, and fill in only what's missing.
What about labour disputes?
We provide advice and procedures under the regulations and the law, and document every step. Representation before judicial bodies is for a licensed lawyer.