HR software for construction Saudi Arabia contractors choose has to cope with crews that change with every project and labour that belongs to more than one employer, all while iqama and permit dates keep running. WASNA Digital Solutions implements Infinigent HCM for workforce records and Infinigent DVMS for visa cases.
Each industry below sits inside the construction and real estate sector. The workforce and IT needs overlap, but the details differ.
Many projects, large workforces.
Contractors run parallel projects with large crews. We cover site attendance, man-hours booked to projects and iqama tracking.
Long projects and many partners.
Developers run long projects with partners and contractors. We help with project management, business systems and IT for offices and sales centres.
Field teams across client sites.
Facility management companies run field teams at client sites. We cover attendance, payroll, work permit tracking and service request management.
Human capital management that books man-hours to projects, captures site attendance and runs payroll, plus digital Iqama management for expatriate workers.
IT set-up for new sites and offices, connectivity for temporary sites, cloud, and service management and end-user support.
We build these into the plan from the first assessment. Confirming compliance stays with your organisation and its regulators.
An office HR system assumes a steady list of employees who work in one place for one employer. A contractor has none of that. Crews are mobilised when a package starts and released when it ends, so joiners, transfers and leavers are constant. Many workers live in camps and work on sites far from the people who run payroll.
The employer on paper and the employer on site are not always the same, because work goes to subcontractors and workers are lent between contractors. Article 11 of the Labour Law covers an employer that assigns all or part of its original business to another person. The assignee must give its workers the rights and privileges the original employer gives its own, and both are jointly and severally liable. Whether a given subcontract falls under it is a question for your legal adviser. HR can at least know, for every person on site, who employs them, who pays them and which project carries the cost.
Walk any system through these stages. Each one shows what it records and what it leaves to a spreadsheet.
1
Every visa and iqama case needs a named owner and a status, with its cost visible from the first request. The transactions run on government platforms such as Muqeem under your establishment’s account, so your own record is how you see what is still open. Qiwa, Muqeem and Absher explained shows which platform does what.
2
Keep passport, iqama, work permit and insurance dates in one record per worker, with alerts early enough to act on. HRSD treats the work permit as a condition for issuing or renewing residency, and under Article 40 the employer bears the fees for the iqama and work permit, their renewal and fines for delay (HRSD’s Article 40 guidance). Iqama tracking for contractors is a cost control as much as a compliance task. How to track iqama expiry lists the fields.
3
Assign each worker to a project, site and trade with start and end dates. Site attendance tracking, project costing and camp-level expiry reports all depend on that record. Article 98 limits actual work to eight hours a day or 48 a week, or six a day or 36 a week for Muslims in Ramadan. In 2026 the midday ban on outdoor work ran from 15 June to 15 September, between 12:00 and 15:00, so site patterns change every summer.
4
Overtime under Article 107 is the hourly wage plus 50% of basic wage, or paid leave if the worker agrees. Article 90 sets payment at least weekly for daily-paid workers and monthly for monthly-paid ones, and wage files go to Mudad, where the permitted upload period has been 30 days since 1 March 2025. How payroll works in Saudi Arabia covers WPS, GOSI and end of service.
5
A worker lent to another contractor needs an Ajeer permit, which HRSD describes as authorising work in a specific facility for a specific temporary period, approved by the receiving establishment. A permanent move is a service transfer, and the employer bears that fee under Article 40. Record both against the right project so cost follows the work.
6
A large crew can leave on a few dates. The end-of-service award under Articles 84 and 85 should already be accrued, so the cost is known before the last day. Article 88 gives the employer one week to settle dues, or two where the worker ends the contract. How the award is worked out shows the calculation.
A contractor can satisfy one measure and miss another, so HR software for construction Saudi Arabia teams use needs to report each separately.
| Measure | What it counts | Source |
|---|---|---|
| Nitaqat band | The Saudi share of the workforce against a requirement set by economic activity and workforce size. The guideline lists construction, grouped with cleaning, as one activity. In the Red band an establishment cannot apply for new expatriate worker visas. | HRSD Nitaqat Mutawar guideline |
| Engineering professions | 30% from 30 June 2026 across 46 engineering professions, for private establishments with five or more workers in them. The rate was 25% from 21 July 2024. The announcement also requires accreditation from the Saudi Council of Engineers. | SPA, 30 June 2026 and HRSD, 2024 |
| Technical engineering professions | A separate resolution of January 2025 sets a 30% target, reached in stages over five years from July 2025, for establishments with five or more such workers. A Saudi technician counts only with a GOSI-registered wage of at least SAR 5,000 and professional accreditation. | HRSD procedural manual |
Rates, thresholds and counting rules change, so confirm the current position with HRSD and Qiwa. This is general information, not legal advice. Nitaqat and Saudisation reporting for HR covers the reports to build.
Give every vendor one real project, not a sample company. These tests suit any HR software for construction Saudi Arabia buyers shortlist. For the wider selection process, see how to choose HR software in Saudi Arabia and the implementation checklist.
WASNA Digital Solutions implements both as Infinigent’s Saudi partner, and the checklist above applies to them as to any HR software for construction Saudi Arabia contractors consider. You do not need HCM to use DVMS, because its product page says it is deployed independently and works with whatever HR or ERP system you already run. If the right answer is a product we do not sell, we say so.
The product page lists attendance rules, shift and roster administration, overtime controls, biometric device support, timesheets and mobile self-service, plus payroll with end-of-service calculations run against live attendance and leave data. WASNA’s industries page says contractors need man-hours booked against projects and attendance captured at site, so ask how each is handled. Implementations are commonly phased, with payroll and attendance first, and discovery checks data quality before a go-live date is agreed (HR data migration checklist).
Visa requests are raised centrally, documents sit on the employee record, configurable workflows move each case to the next owner, and status, ageing and cost stay visible while work is in progress. The transactions themselves are still completed on the government platforms. WASNA confirms government-portal integrations for each deployment and does not publish them until they are verified.
Tell us your headcount, your sites and how many employers share them. We will run that project through Infinigent HCM and Infinigent DVMS and say plainly where each fits.