Market Entry Assessment
A clear picture of costs, rules and timelines for your chosen market.
- Employment cost model per role
- Localization and visa quota outlook
- EOR vs entity recommendation
- Week-by-week launch timeline
HR services built for doing business in the Gulf
Pick the setup model that fits where you are today. Add the services you need as you grow, from first hire to fifty.
Setup models
Employer of Record
We legally employ your team in-country. You hire and lead them; we handle the rest.
- Compliant, bilingual employment contracts
- Visa, work permit and medical insurance
- Monthly payroll and social insurance
- End-of-service accruals tracked
- Smooth move to your own entity later
HR Advisory Plus
An embedded GCC HR team for companies running their own entity.
- Dedicated GCC HR partner
- Policies, handbook and contracts
- Payroll oversight and audits
- Localization quota planning
All services
Everything your Gulf team needs, under one roof
Market entry HR strategy
Decide where and how to enter with a hiring plan grounded in local labour law.
Includes: cost benchmarks, org design, setup model advice, launch roadmap.
Visas & immigration
Residence visas, work permits, renewals and dependant sponsorship for every hire.
Includes: quota checks, medicals, ID registration, renewal reminders.
Payroll & social insurance
Accurate, on-time salaries through each country's wage protection channel.
Includes: WPS / Mudad files, social insurance, payslips, gratuity accruals.
Localization compliance
Plan and hit national hiring targets without slowing your growth.
Includes: quota tracking, national talent sourcing, regulator reporting.
Talent acquisition
Hire the people who will set the tone for your Gulf operation.
Includes: role scoping, salary benchmarks, sourcing, interview support.
Policies & HR compliance
Bilingual contracts and a handbook that match local law and your culture.
Includes: contracts, handbook, disciplinary process, compliance audits.
Markets
Six Gulf markets at a glance
Each country sets its own rules. Here is where the differences start.
| Market | Localization program | Social insurance body | Key cities | Next step |
|---|---|---|---|---|
| United Arab Emirates | Emiratisation | GPSSA | Dubai, Abu Dhabi | Plan UAE entry |
| Saudi Arabia | Saudization (Nitaqat) | GOSI | Riyadh, Jeddah, Dammam | Plan KSA entry |
| Qatar | Qatarization | GRSIA | Doha | Plan Qatar entry |
| Bahrain | Bahrainization | SIO | Manama | Plan Bahrain entry |
| Kuwait | Kuwaitization | PIFSS | Kuwait City | Plan Kuwait entry |
| Oman | Omanisation | Social Protection Fund | Muscat | Plan Oman entry |
Summary for orientation only. Rules change often; your attyhr consultant confirms current requirements for your case.
Questions we hear most
Should we start with an Employer of Record or our own entity?
If you are testing a market or hiring your first few people, an Employer of Record is usually faster. Once headcount and revenue in the country grow, a local entity often makes more sense. We help you decide and handle the move between the two.
How long does it take to hire our first employee?
[Typical timeline by market and setup model, to be confirmed by attyhr.]
Do localization quotas apply to small teams?
It depends on the country, your sector and your headcount. We review your plan against the current rules during the Market Entry Assessment.
Can you support teams in more than one GCC country?
Yes. One consultant coordinates your HR across markets, so policies stay consistent while each country's rules are met.
Not sure which model fits?
Tell us your target market and hiring plan. We will recommend a setup in one call.