How OPS Can Help You Expand into Saudi Arabia | OPS You’re all set up in the UAE and going places with your business. Now you have your ambitions set on further expansion into the Middle East. Next stop: Saudi Arabia. And why not? The Kingdom is making great strides in welcoming foreign businesses and making it easier to set up there. But Saudi is a different country. Setting up means you need to get onboard with country-specific labour legislation, tax laws, social security and other logistics that you might not even know about at this point. OPS is here to help you expand into Saudi Arabia. Middle Eastern specialists OPS specializes in human resources in the whole Middle Eastern neighborhood. Our teams have on-the-ground experience to help clients set up shop in various locations throughout the region. Saudi Arabia is no exception. We offer go-to local knowledge regarding legal matters, such as labour law requirements, the Kingdom’s social security requirements and in-depth understanding of the General Organization of Social Insurance (GOSI). All employers in Saudi Arabia must provide valid employment contracts in Arabic, as well as the employee’s native tongue or English. OPS knows the employment contract requirements and has the capacity to provide the contracts in the right languages, saving you time and effort to try and do these without that local – or language – knowledge. Local employment rules Our private sector clients setting up in Saudi Arabia use OPS specifically for our local knowledge, like the Saudization program that requires private sector employers to hire a percentage of Saudi nationals. The percentages...
What Is HR Outsourcing and Why It Matters | OPS Outsourcing human resources to an external provider offers multiple benefits, but you run the risk of losing local knowledge and fragmentation of services. That is why using an HR service provider with specific knowledge of the Middle Eastern markets, like OPS, is crucial. Organisations can outsource some or all of their HR functions, depending each company’s specific needs. A popular HR function for outsourcing is payroll, giving companies immediate access to industry experts and ensuring on-the-spot compliance. The same can be true for other HR functions, such as recruitment, training, performance management, compensation and benefit management. Benefits vs challenges As with all business decisions, your company must analyse the business case for outsourcing some or all your HR functions. The best starting point is to look at the possible benefits and weigh these against the challenges outsourcing may bring. Benefits include: Reduced costs. Increased efficiency. Guaranteed HR compliance. Access to state-of-the-art HR technology without the capital investment, with comprehensive people analytics and management information as a result. Access to experts in different areas of HR. Flexibility and speed to resolve HR problems. Upscale or downscale easily as your business needs dictate. Challenges include: A company remains responsible for practicing good people management and providing HR services to its employees. Align HR outsourcing contract duration with your company’s business needs. Loss of local knowledge and processes can be a risk unless you use a service provider with specific local knowledge. Ensure HR processes are standardised according to your company’s preferences and not solely the outsourcing provider’s preferences. With an external...
UAE Labour Law 2022: FAQs Every Employer Should Know | OPS In November last year, the UAE issued Federal Law No.33 (the new UAE labour law) which will come into effect on 2nd February 2022. Like the previous version of the labour law, it will apply to all companies operating in the private sector of the UAE, including free zones (except for Dubai International financial centre and Abu Dhabi Global Markets free zones, which have their own laws). It comes as part of the UAE’s continual progress to align with the rest of the world and attract top talent to work for companies in the UAE. Included in the updated labour law are several changes that need to be acknowledged by businesses and put into effect quickly to avoid fines and other penalties. Outsourced Payroll Solutions are here to help companies adapt to the changes as easily and smoothly as possible. Below are some of the frequently asked questions about the changes. 1. When does it come into effect? The new labour law comes into effect on 2nd Feb 2022. All changes must be put in place by that date to remain compliant. The only exception to this is changing employment contracts from unlimited to limited periods, of which you have until 2nd February 2023 to comply. 2. What is the difference between limited and unlimited contracts? An unlimited contract does not have a definitive end date, whereas a limited contract has a specified end date. 3. Does the Visa have to be for the same duration as the contract period? No, it does not,...
