SUVIO.
Built for the workforce you actually have, not a template.
For companies in Riyadh, Jeddah, Dammam and the industrial cities running a mix of Saudi and expatriate staff across offices, plants and project sites. Attendance that survives the field, payroll rules you write yourself, and records that keep iqama dates visible.
Saudi payroll sits inside a connected chain. Contracts live in Qiwa, wage transfers run through Mudad, and contributions report to GOSI, and the three have to agree with each other. Here is what SUVIO does today and what is still coming.
Wage file output from a completed payroll run for submission through Mudad. Ask for the current position on your demo call.
Contribution rates differ for Saudi and non Saudi staff and carry a contributory wage ceiling, which needs capped calculation rather than a flat percentage.
Tenure based award calculated at separation, applied against last drawn wage rather than as a monthly payroll line.
Nationality, residency number, expiry date and work permit dates sit as structured fields on the employee, with expiry alerting on uploaded documents.
GPS boundaries per site plus biometric devices at plant entrances, feeding one attendance sheet for office and field staff alike.
Basic, housing, transport and deductions are rules you define per structure, each able to compute from the result of the rule before it.
Most international HR platforms process payroll perfectly well and then fall over at the last step. Salaries calculate. Payslips generate. And then the wage file that has to reach Mudad turns out to be in a shape the platform was never designed to produce, and someone starts exporting to Excel and uploading by hand.
The second failure is quieter. Contribution logic gets modelled as a flat percentage because that is all the rule engine can express, which works for most of the payroll and produces the wrong number for anyone above the contributory ceiling. Nobody notices until a reconciliation notice arrives.
We would rather say this plainly than sell around it. SUVIO today gives you a rule based payroll engine, structures you define, and clean attendance and leave data feeding it. Mudad file output, capped GOSI calculation and the end of service award are named on our roadmap above, and we will give you real dates on a call rather than a badge on a website.
Almost every Saudi employer runs two populations at once, and they behave differently in almost every system. Different contribution treatment, different documentation, different renewal cycles, often different sites and shifts.
SUVIO holds nationality as a field on the employee record rather than as an assumption baked into the payroll logic, so the same structure can branch by the rules you write. Residency and permit dates are tracked per person. Locations, departments and designations are separate dimensions, which means you can slice attendance or headcount by any of them without exporting anything.
Reporting follows the same shape. Headcount, attendance, leave, loans and payroll cost are all queryable by company, location and department, so a plant manager in Dammam and a group HR head in Riyadh are looking at the same data at different resolutions.
A payroll dispute is really an attendance dispute wearing a suit. The question is never whether the multiplication was right, it is whether the person was there.
Check ins in SUVIO are validated against a GPS radius set per work location, and rejected outright when they fall outside it. Where a fingerprint or face device is already installed, its records flow in directly. Every correction an administrator makes afterwards is written to a record history with the field, the old value, the new value and who changed it.
That last part matters more than it sounds. When a supervisor claims eleven days of overtime that finance cannot see, the argument ends in about forty seconds.
We will show you what runs today, and we will be direct about what does not. Thirty minutes.