Design payroll structures and compliance checklists: salary components, statutory deductions, social insurance (e.g. GOSI), end-of-service benefits, WPS wage protection, and payroll calendars. Use when the user asks to build a salary structure, understand payroll deductions, set up payroll in an HRMS, or check payroll compliance (especially Saudi/GCC contexts).
npx skillsify add payroll-compliance-fundamentalsLa paie est l'opération RH la plus risquée, et les taux changent — l'instruction récurrente de cette skill est donc de vérifier les taux en vigueur auprès des sources officielles avant tout dépôt, jamais de mémoire. Elle conçoit des structures salariales où la répartition fixe/indemnités reste défendable parce que le fixe pilote les calculs légaux, puis parcourt la checklist saoudienne : cotisations GOSI, protection des salaires WPS, provision de fin de service, heures supplémentaires et congés, suivi de la saudisation. Les opérations mensuelles reçoivent un environnement de contrôle complet — calendrier de cutoff, contrôles de variance, maker-checker sur les données de référence, rapprochement et piste d'audit.
---
name: payroll-compliance-fundamentals
description: "Design payroll structures and compliance checklists: salary components, statutory deductions, social insurance (e.g. GOSI), end-of-service benefits, WPS wage protection, and payroll calendars. Use when the user asks to build a salary structure, understand payroll deductions, set up payroll in an HRMS, or check payroll compliance (especially Saudi/GCC contexts)."
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# Payroll & Compliance Fundamentals
## Purpose
Payroll is the highest-risk HR operation — errors break trust and invite penalties. Framework aligns with payroll modules in Frappe HRMS (salary structure, payroll entry, statutory components) and KSA/GCC practice. ALWAYS verify current rates/thresholds with official sources before filing — rates change.
## Salary structure design
- Components: basic salary + fixed allowances (housing ~25%, transport ~10% in KSA convention) + variable (commissions, bonuses) + benefits in kind.
- Rule: basic salary drives statutory calculations (GOSI, EOS, overtime) — keep the basic/allowance split defensible, not engineered to dodge statutory costs.
- Salary structure → salary slip mapping; taxable vs non-taxable per jurisdiction.
## KSA statutory checklist (verify current rates — SAGO/GOSI, Mudad, HRSD)
- **GOSI social insurance**: employee + employer contribution percentages (differ for Saudi vs non-Saudi nationals; occupational-hazard component employer-paid). Register all employees; monthly filing.
- **WPS / Mudad**: wage protection — salaries paid on time through approved channels; delays trigger violations.
- **End of Service (EOS)**: accrual per Saudi Labor Law (half-month per year for first 5 years, one month thereafter, on basic-linked wage; resignation scale by tenure) — accrue monthly in accounting.
- **Overtime**: Labor Law rates for extra hours, rest days, holidays.
- **Leave entitlements**: annual leave minimums, sick leave tiers, maternity/paternity, Hajj leave — per current Labor Law.
- **Saudization (Nitaqat)**: track band status and quota impact on hiring plans.
- Qiwa platform for contracts/documentation compliance.
## Payroll operations
- Monthly calendar: cutoff (attendance/changes) → input validation → draft run → variance check (MoM differences >5% explained) → approval → payment → filings → payslip distribution → GL posting.
- Controls: maker-checker on master data changes; bank-file validation; reconciliation report; audit trail.
- Year-end: annual reconciliation, tax/zakat interfaces (per entity type), EOS liability review.
## Deliverables
- Salary structure template (component, % / amount, statutory flags)
- Payroll compliance checklist per jurisdiction (with "verify current rate" markers)
- Monthly payroll calendar + variance report template
- Payroll control matrix
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