Saudi Payroll SAP HCM Guide

11/13/2023
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SAP ERP HCM, localization for Saudi Arabia and UAE
Product Information
Overview Details
Product SAP ERP HCM, localization for Saudi Arabia and United Arab Emirates
Release 605, Support Package 82
Based On SAP enhancement package 5 and higher for SAP ERP 6.0
Documentation Published August 2022
The SAP ERP HCM localization for Saudi Arabia and the United Arab Emirates allows you to meet legal requirements and run payroll according to common
practices in those countries.
Features
The solution comprises the following enhancements in the Payroll (PY) component:
Country Country Version Component
Saudi Arabia Payroll Kingdom of Saudi Arabia PY-SA
Payroll Kingdom of Saudi Arabia Public Sector PY-SA-PS
Payroll Kingdom of Saudi Arabia Military Sector
United Arab Emirates Payroll United Arab Emirates PY-AE
Payroll United Arab Emirates Public Sector PY-AE-PS
Installation and Support Packages
Resource Link
SAP Note 1550973

Installation information
SAP ONE Support Launchpad under SAP ERP HCM LOCHRSAE 605
Downloads
Support Packages
Delivery schedule for Support Packages HR LOCHRSAE Support Packages Schedule
 Recommendation
All of the SAP ERP HCM, localization for Saudi Arabia and United Arab Emirates functionalities are now available as country-speci c components in the
EHP 7 HR Renewal 2.0 add-on. You can continue to use the SAP ERP HCM, localization for Saudi Arabia and United Arab Emirates add-on, but if you are
using EHP 7, we highly recommend that you use Payroll Saudi Arabia and Payroll United Arab Emirates in HR Renewal 2.0, so that you can bene t from
improved user interfaces and additional functionalities. For more information, see the following references:
HR renewal 2.0 FP 5
Payroll Saudi Arabia (PY-SA) - HR renewal 2.0
Payroll United Arab Emirates (PY-AE) - HR renewal 2.0
Documentation for International Payroll

For information about the core functions of payroll, see Payroll Other Countries (PY-XX).
 Note
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This link opens the latest PY-XX documentation of SAP ERP 6.0, enhancement package 8. For other releases, you can select the appropriate version
from the SAP ERP product page, open the SAP Library from the assets available on the page, then go to SAP ERP Central Component Human
Resources Payroll (PY) Payroll Other Countries (PY-XX) .
Saudi Arabia
Use
This section contains information about the functionalities that have been developed for Saudi Arabia (country grouping 24). Functions are offered for the
following areas:
Private Sector and Country-Speci c
Public Sector
Military Sector
Private Sector and Country-Speci c Functions

You use this component (PY-SA) to run payroll for employees in Saudi Arabia. In addition to the international processes that apply to all countries, this
component provides the following features for Saudi Arabia and its legal environment:
Saudi Arabia-speci c HCM user roles. For more information, see HCM User Roles for Saudi Arabia.
Unique infotypes and enhanced standard infotypes that allow you to store speci c employee-related information, such as address details. See
Infotypes.
An Islamic Hijri calendar that you can map to the Gregorian calendar. For more information, see Islamic Hijri Calendar.
Features for managing the employee visas. See Visa Management.
Functions for con guring, adjusting, and paying for leaves and absences, including ticket entitlement. See Leaves and Absences.
Features for dealing with employee sanction violations, such as lateness and unapproved absences. See Sanction Violations.
Functions for handling social insurance contributions and compensation, such pension and occupational hazards, and for making the necessary
reports for the GOSI social insurance authority. See Social Insurance.
Functions for provisioning and calculating the end of service entitlements of your employees. See End of Service.
Reports and forms for managing employee entitlements, social insurance contributions, and documentation. See Reporting and Forms for Saudi
Arabia.
HCM User Roles for Saudi Arabia

The following localized HCM user roles are available for the Saudi Arabia payroll solution:
HR Manager Saudi Arabia
HR Administrator Saudi Arabia
Human Resources Analyst Saudi Arabia
Payroll Process Administrator Saudi Arabia
Payroll Administrator Saudi Arabia
Payroll Loan Administrator Saudi Arabia
Payroll Manager Saudi Arabia
HR Manager Saudi Arabia

Technical Name: SAP_HR_PA_KSA_HR-MANAGER
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Tasks
The HR Manager role for Saudi Arabia includes all of the tasks performed by an HR manager in the Personnel Administration area.
The following list shows some of the tasks that are associated with this role:
Task-oriented administration of staff in accordance with enterprise structure.
Monitoring master data administration.
Monitoring headcount changes.
Activities in Personnel Administration Saudi Arabia

The activities that the role of HR Manager Personnel Administration can perform correspond to the transactions that are contained in the role menu. In
the case of HR Manager Personnel Administration, these include the following activities:
Displaying master data.
Using standard reports to evaluate information about master data and the organizational unit.
HR Administrator Saudi Arabia

Technical Name: SAP_HR_PA_KSA_HR-ADMINISTRATOR
Tasks
This role includes all of the tasks that are performed by a HR Administrator in the Personnel Administration area for Saudi Arabia. These tasks might
include:
Administrating personnel master data.
Processing changes made to personnel master data.
Being the contact person for questions relating to employee data.
Creating required lists and statistics
Activities in Personnel Administration Saudi Arabia

The activities that the HR Administrator Personnel Administration can perform correspond to the transactions that are contained in the role menu. In the
case of HR Administrator Personnel Administration, these include:
Processing personnel master data.
Executing personnel actions.
Evaluating personnel master data and executing all standard reports.
Human Resources Analyst Saudi Arabia
Use
Technical Name: SAP_HR_KSA_REPORTING
Tasks
The Human Resources Analyst for Saudi Arabia provides data that facilitates the monitoring of HR data in accordance with strategic corporate objectives.
For example, the Human Resources Analyst generates monthly personnel turnover statistics or the annual personnel and social report. This information is
the basis for personnel planning activities and enables the enterprise to satisfy statutory reporting requirements.
The following list shows the typical tasks of a Human Resources Analyst:
Creating, executing, and formatting numerous reports as the main information retrieval instrument.
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Processing and timely retrieval of relevant HR data to help HR managers and the managing directors of the enterprise to devise plans and make
decisions.
Processing and timely retrieval of HR statistics that are required by law.
Activities
The Human Resources Analyst Saudi Arabia role is associated with the following activities:
Executing the standard reports from all HR components.
Creating reports with InfoSet Query or SAP Query.
Running reports using ABAP Program Execution.
Maintaining master data, for example, to correct individual data.
Payroll accounts for Saudi Arabia.
Final Report for GOSI Return and Settlement.
Generation of GOSI form 2 to show the number of Saudi and non-Saudi nationals who are employed in an organization.
More Information
Personnel Administration Reports and Forms
Social Insurance (GOSI) Reports and Forms
Reporting for Saudi Arabia Public Sector
Payroll Process Administrator Saudi Arabia

Technical Name: SAP_HR_PY_KSA_PAYROLL-PROC-ADM
Tasks
The Payroll Process Administrator is responsible for all Saudi Arabia tasks that are related to the control of the payroll process. If necessary, the Payroll
Process Administrator repeats time evaluation to ensure that all time data is up-to-date for payroll. He or she administrates the payroll runs for each
payroll area and checks posting to Accounting. The Payroll Process Administrator also runs reports at the employee level, for example, he or she creates
the wage type statement.
Activities in Personnel Time Management

Starts time evaluation
Activities in Payroll Saudi Arabia

The role includes the following activities:
Simulation payroll
Releasing payroll
Checking, correcting if necessary, and exiting the payroll run
Managing the data medium for wage and salary payments
Posting payroll results to Accounting
Displaying payroll results
Maintaining the payroll control record
Starting payroll processes using the HR Process Workbench
Transferring data from Human Resources to external systems using the Interface Toolbox
Processing of off-cycle payments
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Performing end-of-year processing
Payroll Administrator Saudi Arabia

Technical Name: SAP_HR_PY_KSA_PAYROLL-ADM
Tasks
The Payroll Administrator role for Saudi Arabia is a country-speci c role for Payroll Administrator Saudi Arabia. The Payroll Administrator performs the
country-speci c payroll tasks at the employee level. The Payroll Administrator simulates payroll to check that all data has been entered correctly, checks
the remuneration statement and payroll account for individual employee and, if required, prints these out.
Activities in Payroll
This role includes the following activities:
Simulating payroll
Checking remuneration statements for individual employees
Checking the payroll account for individual employees
Payroll Loan Administrator Saudi Arabia

Technical Name: SAP_HR_PY_KSA_PAYROLL-LOAN-ADM
Tasks
The payroll administrator loans role for Saudi Arabia runs reports for employer loans. These reports include, for example, the account statement, which
shows all transactions and the current loan balances, and the loan overview, which creates a list of all loans for each employee.
Activities
Displaying an overview of employer loans.
Displaying an account statement of employer loans.
Payroll Manager Saudi Arabia

Technical Name: SAP_HR_PY_KSA_PAYROLL-MANAGER
Tasks
The Payroll Manager Saudi Arabia role is a country-speci c role for Saudi Arabia. The Payroll Manager is responsible for the correct execution of the
payroll run. As the decision-maker, the Payroll Manager gains an overview of the results of the payroll run. To do this, he or she runs reports for all
employees.
Activities in Payroll Saudi Arabia

Displaying the remuneration statement.
Displaying the payroll account.
Displaying the payroll journal.
Infotypes for Payroll Saudi Arabia

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In addition to the international infotypes, the system offers the following country-speci c infotypes:
Data Type Infotype
Employee-speci c data Personal Data (Infotype 0002): Speci c Features for Saudi Arabia
Secondary: Additional Personal Info. SA (3258)
Family Member/Dependents (Infotype 0021): Speci c Features for Saudi Arabia
Secondary: Additional Dependent Info. SA (3254)
Addresses Infotype (0006): Speci c Features for Saudi Arabia
Personal IDs (Infotype 0185): Speci c Features for Saudi Arabia
Secondary: Additional Personal IDs Info QA (3305)
Previous Employer/Pension Amend. SA (3311): Speci c Features for Saudi Arabia
Social insurance-speci c data Social Insurance (Infotype 3252)
Contract-speci c data Contract Elements (Infotype 0016): Speci c Features for Saudi Arabia
Secondary: Leave Passage SA (3259)
Labor office-speci c data Labor Office SA (Infotype 3310)
Occupational hazards-speci c data Occupational Hazard SA Infotype (3312): Speci c Features for Private Sector
Sanction-speci c data Sanction Violations (3329)
Personal Data (Infotype 0002): Features for Saudi Arabia
De nition
In addition to the standard entry elds available on the Personal Data (0002) infotype, you can also maintain a selection of Saudi Arabia-speci c personal
data. Additional infotype elds are available in the Additional Personal Info. SA secondary infotype (infotype view 3258).
Use
You use these elds to maintain the following Saudi Arabia-speci c personal data:
Field Use
Names Record up to four Arabic names by which the employee is known.
Religion If the employee is Muslim, more detailed entries are required. Because Muslim
employees are entitled to take Hajj leave, the system creates this leave
automatically.
Second and Third Nationalities Records additional nationality details if the employee is a national of two or more
countries.
Additional Information You must also maintain the additional information such as home airport, blood
group, visa profession, sponsor ID, and so on, for informational and reporting
purposes.
 Note
If you change user parameters to display Islamic dates, the system converts all dates into Hijri dates for display purposes. Muslim employees are
entitled to take Hajj leave. Consequently, when you hire a Muslim employee, a dynamic action creates absence quotas in the Absence (2006) infotype
with the following information:
A Hajj leave quota type
A start date that equals the employee’s hire date
An end date that equals the system high date (31 December, 9999)
Integration
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To enable the additional infotype elds, the Personal Data (0002) primary infotype has to be assigned to the Additional Personal Info. SA secondary
infotype (3258).
To ensure that your system is customized correctly, you can:
Client-copy your new client from SAP reference client 000 during the initial installation of your SAP system.
Customize your existing client. For information about the steps needed, see Assigning Primary Infotypes to Secondary Infotypes.
More Information
Personal Data Infotype (0002) - Speci c Function for Public Sector
Family Members/Dependents Infotype (0021): Features for Saudi Arabia
De nition
In addition to standard entry elds available in the Family Members/Dependents (0021) infotype, you can also maintain the Saudi Arabia-speci c
dependent information. Additional infotype elds are available in the Additional Dependent Info. SA secondary infotype (infotype view 3254).
Use
You use these group boxes to store Saudi Arabia-speci c spouse information for an employee:
Group Box Use
Family Member/Dependents You can maintain the speci c subtype (SA01: Spouse) for Saudi Arabia. Within
this subtype, you use up to four records to store the spouse data for the same
period.
Arabic Names You record up to four Arabic names of the dependents of the employee.
Identi cation Documents You store detailed information about the travel documents of the dependents, for
example, visa number and visa expiry date.
Other Data You store the information such as blood group, home airport, visa profession code,
sponsor ID, and so on.
 Note
To use this infotype, you must have de ned the dependent types required by your company in the Customizing under Payroll: Saudi Arabia Personnel
Management Personnel Administration De ne Types of Dependents .
Integration
To enable the additional infotype elds, the Family Member/Dependents (0021) primary infotype has to be assigned to the Additional Dependent Info. SA
secondary infotype (3254).
Addresses (0006) Infotype: Features for Saudi Arabia
De nition
In addition to the standard entry elds available on the Addresses (0006) infotype, you can also maintain a selection of Saudi Arabia-speci c address data.
Use
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You use the Addresses (0006) infotype to record various addresses for a given employee. Each type of address is recorded according to the selected
subtype.
Addresses in Saudi Arabia adhere to a formatting convention, which is available in each of the standard subtypes. In addition, for employees in Saudi
Arabia you may need to record speci c address types, such as camp address, ticket address, and next employer address.
Integration
To enter data in Addresses (0006) infotype, you have de ned the address types that the system uses as the subtype of the Addresses (0006) infotype in
Customizing under Payroll:Saudi Arabia Personnel Management Personnel Administration De ne Address Types .
 Note
Address types that begin with SA are available for country grouping 24 in the De ne Address Types (T582L) table.
Contract Elements (Infotype 0016): Features for Saudi Arabia
De nition
In addition to the standard entry elds available on the Contract Elements (0016) infotype, you can enter a selection of leave passage (ticket entitlement)
Saudi Arabia-speci c data. Additional infotype elds are available in the Leave Passage SA secondary infotype (infotype view 3259).
The additional elds in the Leave Passage Details group box are as follows:
Field or checkbox Use
Accrual Start Date Start date of the rst entitlement period of leave passage.
Cycle Frequency Length of each entitlement period, for example, bi-annual and annual.
Ticket Class Economy or business class.
Maximum Dependants Maximum number of employee dependants which are entitled to leave passage.
EE Tickets per Cycle Number of ight tickets that an employee can be provided with in one entitlement
period.
Dep Tickets p. Cycle Number of tickets that the dependant of an employee can have in one entitlement
period.
Proposal values have been changed When you create a new record of the Contract Elements (0016) infotype, the
system populates the elds with default values. This checkbox records whether
the elds were manually changed.
Integration
Enabling Saudi Arabia-speci c data
To enable the additional infotype elds, the Contract Elements (0016) primary infotype has to be assigned to the Leave Passage SA secondary infotype
(3259).
Entering Saudi Arabia-speci c data
To enter leave passage (ticket entitlement) data in the Contract Elements (0016) infotype, you must have de ned the default settings in Customizing for
Payroll under Payroll: Saudi Arabia Leave Passage (Ticket Entitlement) Calculation .
Personal IDs (Infotype 0185): Features for Saudi Arabia
De nition
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In addition to the standard entry elds available on the Personal IDs (0185) infotype screen, you can maintain the speci c ID information that is commonly
used in Saudi Arabia. Additional infotype elds are available in the Additional Personal IDs Info QA secondary infotype (infotype view 3305).
Use
You use this infotype to store the personal number for selected ID types that is required by Saudi Arabia or the organization.
Structure
In accordance with the requirements of Saudi Arabia, the following subtypes are associated with the most commonly used ID documents in Saudi Arabia:
ID Type Explanation
Visa Self-explanatory
Passport Self-explanatory
Iqama An Iqama is a document that the Saudi authorities require before non-Saudi
national employees begin employment. You store the Iqama ID and lqama validity
for expatriate employees.
Drivers license Self-explanatory
Final Exit Visa The employee is provided with a visa to leave the country permanently, without
the intention to return. If an employee wants to return, the employee must go
through the entire visa application process again.
Exit-Reentry Visa (Multiple) The employee is provided with a visa to leave the country, for example, for a
vacation, and to return to the country without having to apply for an entry visa.
This visa is valid for more than one exit/entry of the country, and the employee
can use the same visa for multiple exits and entries into the country.
Exit-Reentry Visa (Single) The employee is provided with a visa to leave the country, for example, for
holiday, and to return to the country without having to apply for an entry visa. This
visa is valid for only one exit/entry of the country, and expires after one use.
Integration
To enable the additional infotype elds, the Personal IDs (0185) primary infotype has to be assigned to the Additional Personal IDs Info QA secondary
infotype (3305).
Specifying Personal IDs
You must de ne the personal ID types that are required by your organization in Customizing for Payroll: Saudi Arabia Personnel Management
Personnel Administration De ne ID Types .
Visa Management Integration
If a visa type is used by the Visa Management Workbench through Customizing for Payroll: Saudi Arabia Personnel Management Visa
Management Maintain Applicable Visa Types , when you create an infotype record, the Select Number function is available in the infotype. You
can use this function as follows:
Record that a visa that is associated with the passport number of the employee is stamped.
Use the Select Number pushbutton when you create the visa record. This action causes the system to nd the number of the employee’s
stamped visa and automatically ll in the required infotype elds. When you save the record, the status of the visa in the Visa Management
Workbench will be Assigned.
If you want to use the visa management functionality, you must de ne the subtype for passports in Customizing for Payroll: Saudi Arabia
Personnel Management Visa Management De ne Passport Subtype in Personal IDs (0185) Infotype . When you hire an employee, the
following steps then occur:
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1. You enter the employee’s passport number in the de ned subtype for passports.
2. The passport number is read by the Visa Management Workbench.
3. The visa number that is associated with the passport number is retrieved automatically by the infotype’s Select Number functionality.
4. The Select Number functionality retrieves the visa number from the workbench and automatically enters the visa number in the visa record
subtype in the infotype.
For more information, see Applying for Visas for Expatriate Employees.
Labor Office SA (Infotype 3310)
De nition
The Labor Office SA (3310) infotype stores the labor office with which an employee has registered and other related training and education information.
Use
The system processes the data stored in the infotype and generates a Work Permit Request (Form No. 2/4/1).
Structure
In this infotype, you specify the following information for an employee:
Labor office
Training certi cation
Education institution
Length of profession experience
Previous Employer/Pension Amend. SA Infotype (3311)
De nition
The Previous Employer / Pension Amend. SA (3311) infotype stores information about the previous employer (also known as previous sponsor) of an
employee and information about how long the employee worked for that employer.
Use
The system processes the stored data in the infotype and generates the Request of Worker Service Transfer (Form No. 2/3/1) (HSAPSPT0) form.
Structure
Previous sponsor
Length of service
More Information
Previous Employers SA (3311) Infotype - Speci c Functions for Public Sector.
Personnel Administration Reports and Forms Request for Worker Service Transfer (Sponsorship Transfer) (HSAPSPT0) .
Occupational Hazards SA Infotype (3312): Features for Saudi Arabia Private

Sector
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De nition
The Occupational Hazards SA (3312) infotype stores information about an employee injury or disease related to occupational hazard.
Use
You use this infotype to enter the injury or disease information, which is represented by the following subtypes:
New Injury (subtype 0001)
Occupational Disease (subtype 0002)
Setback for Previous Injury (subtype 0003)
Complication of a Disease (subtype 0004)
If you want to enter a setback for a previous injury or any complication to a previous disease, the infotype automatically provides a list of the existing injury
or disease information. You can select one entry from the list so that the records are interrelated.
Based on the assigned compensation model on the Compensation tab of the infotype, the system calculates how much the compensation is and carries
out the payment based on the method speci ed by the compensation model. To de ne detailed settings for a compensation model, see Customizing for
Payroll: Saudi Arabia under Occupational Hazard De ne Compensation Models .
GOSI Form 10
You use the stored data in this infotype to generate General Organization of Social Insurance (GOSI) Form No. 10. by choosing the GOSI Form 10
pushbutton.
You submit this form to the GOSI office to notify the office of the occupational hazard case. GOSI reviews the submitted form and proposes an applicable
compensation for the affected employee.
 Note
All elds that start with a numeric ID, for example, 6-Accident Time, feed data to GOSI Form 10. The number in the eld name corresponds to the row
number in the form.
Structure
Injury information
Recurrence
Treatment
Final treatment
Compensation
More Information
Occupational Hazards Compensation: Overview
Occupational Hazards Compensation: Compensation Models
Occupational Hazard Compensation: Calculation
Occupational Hazards SA (3312) Infotype - Speci c Functions for Public Sector
Social Insurance (Infotype 3252): Features for Saudi Arabia
De nition
This infotype enables you to store General Organization for Social Insurance (GOSI) data for employees. GOSI is the social insurance authority in the
Kingdom of Saudi Arabia and de nes a set of social insurance contributions to be made by both the employer and the employee.
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Prerequisites
You have made the settings in Customizing for Payroll: Saudi Arabia Social Insurance .
Use
In this infotype, you specify whether an employee is subject to GOSI contributions and the employee grouping that the employee belongs to. Payroll
functions read the data and calculate the GOSI contributions for the employees who are subject to GOSI contributions during the payroll processing You
must create the Social Insurance record when you hire an employee.
More Information
Social Insurance
Payroll Schema
The payroll schema speci c to Saudi Arabia, Payroll Schema (Kingdom of Saudi Arabia) (SA00), contains the following subschemas that are speci c to
Saudi Arabia:
Technical Name Description Use
SAD0 Basic Data Saudi Arabia This subschema reads the basic data (master data)
required for gross wage calculation.
SAT0 Process Time Data in Payroll Saudi Arabia This subschema processes the time management
information used for working time calculation and
monetary valuation.
SAP9 Import Additional Payments/Deductions (KSA) This subschema adds recurring

payments/deductions or additional payments to the
basic pay.
SADA Social Insurance GOSI This subschema calculates GOSI contributions for
employers and employees.
SAL9 Factoring and Storage This subschema handles the pro-rated valuation of
monthly wage/salary by multiplying it by a partial
period factor from the personal work schedule
(including absences).
SAA9 Cumulation of Net Amount / Payment Amount A copy of schema XNA0, this subschema has been
enhanced for processing arrears.
SAEO EOSC: End of Service Calculation This subschema calculates the End of Service (EOS)
payment upon the termination of employment.
SAL9 Monthly Factoring and Storage (Cumulation of Gross This subschema evaluates monthly factoring and
Amount) KSA storage.
SAND Final Processing This subschema performs Saudi Arabia-speci c

checks to determine whether the internal processing
table has nished processing.
SIAC Cumulate Social Insurance-applicable Earnings This subschema computes the social insurance-
applicable earning from the basic pay and housing
allowance.
Wage Types
In addition to standard wage types, the localized solution for Saudi Arabia provides Saudi-speci c wage types for various allowances. For more information
about such wage types, execute transaction SM30, enter view V_512W_D, Country Grouping 24, and choose the relevant pushbutton.
 Note
You can generate a document that lists all country-speci c wage types and associated wage type documentation. To generate such a document,
complete the following steps:
1. Execute transaction PDSY.
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2. On the HR Documentation Screen, choose Extras Find .
3. On the Restrict Value Range dialog, enter the following values and choose Continue:
In the Document class eld, enter WTYP.
In the Country Grouping eld, enter the MOLGA. For Saudi Arabia, the MOLGA is 24.
4. On the HR Documentation Screen, select the wage types that you want to include in the document and choose Documentation Print
documentation .
5. In the Print: dialog, enter an Output Device. Typically, the output device is LOCL, though this might vary depending on how your system is set up.
6. In the Print: dialog, choose Print. This action creates a spool request.
Note: If you encounter any error messages, choose Continue.
7. Execute transaction SP02, select the relevant spool request, and choose Print directly.
8. Print your document.
Islamic Hijri Calendar

Use
The localized payroll solution for Saudi Arabia allows you to use the Hijri calendar rather than the Gregorian calendar.
Implementation Considerations
You make the required settings in Customizing under Payroll: Saudi Arabia Basic Settings Payroll Organization De ne Payroll Periods for Islamic
Hijri Calendar .
Features
The system provides the following Hijri-related programs in Customizing under Payroll: Saudi Arabia Basic Settings Payroll Organization
De ne Payroll Periods for Islamic Hijri Calendar .
Program Use
Generation of Hijri Payroll Periods (RPCISL00) This program creates the following Islamic Hijri date speci cations for each period parameter that is
assigned to a payroll area:
The Hijri year of the payroll periods
Payment dates for each Hijri payroll period
You run this report for each combination of payroll period parameters and date modi ers.
For more information, open the program and choose the pushbutton.
Generate Calendar for Cumulations and This program assigns Islamic Hijri payroll periods to time intervals for cumulations and deductions, for
Deductions (Hijri) (RPCISL10) example, monthly, quarterly, half-yearly, and yearly. The system uses this assignment to accurately calculate
cumulations and distribute deductions amongst payroll periods.
For more information, open the program and choose the pushbutton.
For Hijri calendar public holidays, you can generate equivalent Gregorian dates in Customizing, under Payroll: Saudi Arabia Basic Settings
Payroll Organization Maintain Calendar for Islamic Dates .
 Note
The Hijri calendar year is shorter than the Gregorian calendar year. In rare cases, a Hijri calendar year starts and ends within one Gregorian
calendar year. For example, the beginning of the Hijri year 1429 corresponds to the Gregorian date 11 January 2008, and the beginning of the
Hijri year 1430 (that is, 1 Muharram 1430) corresponds to the Gregorian date 28 December 2008. In this type of situation, the generation of
Gregorian dates from Hijri dates does not work, because you cannot map the same public holiday from two distinct Hijri years into one distinct
Gregorian year. As a work-around, you can create a special holiday for the 1st of Muharram year that corresponds to 28 December date.
More Information
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SAP Note Number Description
1946137 KSA: Generate Gregorian Calendar Public Holiday Dates from Hijri Calendar Public
Holiday Dates
1869401 KSA: Use Divisor of 30 Days for Payroll Processing
Visa Management
Use
Organizations in Saudi Arabia need to apply for and control work visas for expatriate employees. You can use the visa management functionality to record
the following visa-related details:
Visa quota requests
Visa block details
Agency details (“agencies” are organizations contracted by your organization to handle the visa application paperwork, etc.)
Agency assignment to visa blocks
Individual visa details
Prerequisites
You have made the required settings in Customizing, under Payroll: Saudi Arabia Personnel Management Visa Management .
You have maintained the following authorization objects:
P_SA_VMBLK
P_SA_VMLIN
Features
The following programs are available for visa management:
Program What it lets you do How to access it
Visa Management Workbench From the SAP Easy Access menu, Human
Monitor and manage information about visas
Resources Payroll Asia/Paci c Saudi Arabia
and visa blocks, such as visa quota,
Tools Visa Management Workbench (t-code
processing status of visa block requests and
HRPASAVIM01)
individual visas, visa expiry dates, and so on
Assign agencies to visa blocks
Batch-upload visa entries within visa block

requests using a prede ned template that
you can download from an attachment to SAP
Note 2269632
Visa Management Workbench Search From the SAP Easy Access menu, Human
Search for speci c visa block requests, or
individual visas or group of visas
Tools Visa Management Workbench Search (t-
Generate reports based on search criteria code HRPASAVIM02)
Agent Maintenance Agent Maintenance push button from Visa

Add or remove visa processing agencies or
Management Workbench or t-code HRPASAVIMAM
agents
 Note
To get a complete description of the functionality and how to use it, see the documentation for the Visa Management Workbench in the system.
Integration
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You allocate issued visas to employees in the Personal IDs (0185) infotype. For more information about this infotype, see Personal IDs (Infotype 0185):
Features for Saudi Arabia.
Sample Use Case
Sample visa management use case
SAP Notes
2269632 KSA: Visa Management
Leaves and Absences

In addition to standard and country-speci c leave types, the system provides exible functionalities for the following leave-related areas:
Absence Distribution
Advance Leave Payment
Leave Passage (Ticket Entitlement)
Maternity Leave
Preventing Leave Provisioning During Employee Probation
Absence Distribution
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Use
The solution for Saudi Arabia allows you to evaluate absences, sick leave, and maternity leave according to statutory requirements.
You can distribute the valuation for absence days by de ning up to three absence valuation rules. When the maximum number of days that you set for the
rst valuation rule is exceeded, the system applies the next valuation rule to the payroll calculation automatically.
Activities
You de ne absence distribution in Customizing under Payroll: Saudi Arabia Absences Valuation of Absences Re nement of Absences De ne
Absence Distribution .
Maternity Leave
Use
The localized payroll solution for Saudi Arabia allows you to exibly con gure the way in which maternity leave is paid to employees.
Concept
In accordance with Saudi Arabian Labor Law, Article 152, an employee’s service duration determines her maternity leave payment. Payment for annual
leave that is taken in the calendar year before or after the maternity leave ends is also affected. The following table shows the relationship between
service duration, maternity leave, and annual leave:
Service Duration Maternity Leave Payment Annual Leave Payment
Less than 1 year 0% 100%
1 year to the end of the 35th month of employment 50% 50%
3 years or more 100% 0%
You make the required settings in Customizing under Payroll: Saudi Arabia Absences Valuation of Absences Re nement of Absences Maintain
Maternity Leave Payment Settings .
Integration
By reading the customizing settings from Payroll: Saudi Arabia Absences Valuation of Absences Re nement of Absences Maintain
Maternity Leave Payment Settings , payroll function SAABS determines the valuation of annual leave payments when an employee takes
maternity leave and annual leave in the same calendar year.
For more information, see the system documentation for payroll function SAABS.
Country-speci c function module HR_COV_SENIORITY_24 evaluates the seniority of a female employee based on the value of payroll constant
24ABV. Depending on the used value for constant 24ABV, seniority is calculated on either the begin date of the maternity leave or for each day of
maternity leave duration. This choice affects the valuation of the maternity leave according to the maintained rules for re ning absences in
Payroll: Saudi Arabia Absences Valuation of Absences Re nement of Absences De ne Rules for Re ning Absences .
For more information, see the system documentation for constant 24ABV.
Payroll constant PSTAL allows you to con gure how the annual leaves that were taken before the maternity leave are to be recovered.
For more information, see the system documentation for constant PSTAL.
SAP Notes
1916428 KSA: Maternity Leave Enhancements

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Concept
In Saudi Arabia, employees take leave either within a single payroll period or over multiple payroll periods. You can pay an employee before the leave
begins. This situation is called advance leave payment. Typically, advance leave payments are made outside of the regular payroll run by using the off-cycle
workbench.
The localized payroll solution for Saudi Arabia covers the following advance leave payment scenarios:
Payment For Scenario
Leave Days Only Paying in Advance for Leave that Occurs in One Payroll Period
Paying in Advance for Leave that Spans Multiple Payroll Periods with Recovery in Leave Period
Paying in Advance for Leave that Spans Multiple Payroll Periods with Recovery When Employee
Returns
Paying in Advance for Leave that Occurs in a Future Payroll Period
Leave Days and Worked Days Paying in Advance for Leave Days Plus Worked Days, with Pro-rated Monthly Deductions
Paying in Advance for Leave Days Plus Worked Days, with Full Deductions
 Note
For leave that is taken without an advance leave payment, you use the regular payroll run.
You implement this functionality in Customizing, under Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment .
Constraints
This functionality can only be used with the off-cycle workbench.
This functionality supports employees who receive a monthly salary only.
This functionality supports fully paid leave types only, for example, annual leave.
This functionality does not support leave types that use absence distribution or that are prorated, for example, sick leave.
More Information
See the following SAP Notes:
1901467 KSA: Advance Leave Payment for Future Period
1673751 KSA: Leave Management (Advanced Payment)
1674623 Announcement: Kingdom of Saudi Arabia Advanced Payment
Paying in Advance for Leave that Occurs in One Payroll Period

Use
You use this procedure when an employee wants to receive an advance leave payment and the leave begins and ends within the same payroll period.
 Example
A payroll period is from 1 August to 31 August. The regular payroll runs on 31 August.
An employee intends to take leave from 7 to 21 August and requests to receive an advance leave payment on 6 August. The advanced amount is
recovered in the same payroll period during the regular payroll run on 31 August.
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Prerequisites
You have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Off-Cycle Absence Valuation Assign
Absences to an Off-Cycle Reason .
You have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment .
You have recorded an absence for the employee in the Absences (2001) infotype.
The advance payment must be made in the period when it is requested, before the leave begins.
Activities
1. Run the off-cycle workbench by using transaction PUOC_24.
2. On the Payroll tab, in the Reason eld, select 0801 Advance Leave Payment (w/o Working Days).
3. In the Payment date eld, enter the desired payment date.
4. In the Select absences group box, select the relevant annual leave.
5. Choose the Start payroll pushbutton and save the result.
More Information
Paying in Advance for Leave that Spans Multiple Payroll Periods with Recovery
in Leave Period
Use
You use this procedure in the following situation:
An employee wants to receive an advance leave payment for leave that occurs over multiple payroll periods.
You want to recover the advanced amount while the employee is on leave.
 Example
The payroll period is from the beginning to the end of a Gregorian month. An employee requests an advance leave payment for leave that runs from 15
August to 15 September. The employee requests and is granted an advance leave payment on 14 August.
The regular payroll runs on the twenty- fth day of each Gregorian month. On 25 August, depending on your recovery preferences, the advanced amount
is recovered in full.
Prerequisites
You have made the necessary settings in Customizing for Payroll: Saudi Arabia Off-Cycle Activities Off-Cycle Absence Valuation Assign
Activities
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 Note
You can recover the advanced amount either in one payroll period or over multiple payroll periods. For more information, in Customizing, refer to
Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment De ne Partial Recovery Settings .
More Information
Paying in Advance for Leave that Spans Multiple Payroll Periods with Recovery
When Employee Returns
Use
An employee wants to receive an advance leave payment for leave that occurs over multiple payroll periods.
You want to recover the advanced amount when the employee returns from leave.
 Example
August to 15 September. The employee requests and is granted an advance leave payment on 14 August.
The regular payroll runs on the twenty- fth day of each Gregorian month. On 25 September, depending on your recovery preferences, the advanced
amount is recovered in full.
Prerequisites
You have made the necessary settings in Customizing for Payroll: Saudi Arabia Off-Cycle Activities Off-Cycle Absence Valuation Assign
Activities
6. In the Payroll Status (0003) infotype, lock the employee by selecting the Pers.no.locked checkbox to exclude the employee from the regular payroll
run.
7. When the employee returns, in the Payroll Status (0003) infotype, unlock the employee by deselecting the Pers.no.locked checkbox.
 Note
More Information
11/13/2023
Paying in Advance for Leave that Occurs in a Future Payroll Period
Use
You use this procedure when an employee wants to receive an advance leave payment for leave that is to start in a future payroll period.
 Example
In payroll period 3, an employee requests an advance leave payment for leave that he or she intends to take in payroll period 5. The employee is granted
an advance leave payment for the future leave period in period 3.
Depending on your recovery preferences, the advanced amount is recovered in full during period 5.
Prerequisites
You have recorded a future absence for the employee in the Absences (2001) infotype.
Activities
2. On the Payroll tab, in the Reason eld, select 0803 Advance Leave Payment Future Period.
6. Optional: To exclude the employee from the regular payroll run during the period of his or her absence, in the Payroll Status (0003) infotype, select
the Pers.no.locked checkbox.
 Note
If you want to exclude the employee from the regular payroll run, you must do so manually during the period of employee absence. For example,
if an advance leave payment is made in payroll period 3 for leave that is to occur in period 5, you must exclude the employee in period 5.
7. If you completed step 6, when the employee returns, you must unlock the employee in the Payroll Status (0003) infotype by deselecting the
Pers.no.locked checkbox.
 Note
More Information
Paying in Advance for Leave Days Plus Worked Days, with Pro-rated Monthly
Deductions
Use
You want to pay an employee in advance for leave days and worked days.
You want to deduct money from the advanced amount, for example, for social insurance contributions or loan repayments.
You want the deductions to be made in a proportional way for each period when the employee is absent.
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 Example
August to 10 September. An advance leave payment is made on 14 August.
The employee’s salary is as follows:
Breakdown Amount in SAR
Monthly Salary 3000
Deduction 900
In this scenario, the employee receives a payment of SAR 2800, which breaks down as follows:
Breakdown Dates Amount in SAR
Payment for 14 worked days August 1 to August 14 3000 ÷ 31 x 14 = 1354.84
Payment for 27 leave days August 15 to September 10 (3000 ÷ 31 x 17) + (3000 ÷ 30 x 10) = 2645.16
Deduction for August August 1 to August 31 900
Deduction for September September 1 to September 10 900 ÷ 30 x 10 = 300
Total Advanced Amount (sum of earnings minus sum of deductions) (1354.84 + 2645.16) − (900 + 300) = 4000 − 1200
= 2800
Prerequisites
The advanced amount must be paid in the period when it is requested, before the leave begins.
Activities
2. On the Payroll tab, in the Reason eld, select 0802 Advance Leave Payment (with Working Days).
 Note
More Information
Paying in Advance for Leave Days Plus Worked Days, with Full Deductions
Use
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You want to pay an employee in advance for leave days and worked days.
You want to deduct money from the advanced amount, for example, for social insurance contributions or loan repayments.
You want the deductions to be made in full regardless of the absence duration.
 Example
August to 10 September. An advance leave payment is made on 14 August.
The employee’s salary is as follows:
Breakdown Amount in SAR
Monthly Salary 3000
Deduction 900
In this scenario, the employee receives a payment of SAR 2200, which breaks down as follows:
Breakdown Dates Amount in SAR
Payment for 14 worked days August 1 to August 14 3000 ÷ 31 x 14 = 1354.84
Payment for 27 leave days August 15 to September 10 (3000 ÷ 31 x 17) + (3000 ÷ 30 x 10) = 2645.16
Deduction for August August 1 to August 31 900
Deduction for September September 1 to September 30 900
Total Advanced Amount (sum of earnings minus sum of deductions) (1354.84 + 2645.16) − (900 + 900) = 4000 − 1800
= 2200 SR
Prerequisites
The advanced amount must be paid in the period when it is requested, before the leave begins.
Activities
2. On the Payroll tab, in the Reason eld, select 0802 Advance Leave Payment (with Working Days).
 Note
More Information
11/13/2023
Use
Employees and their dependents in Saudi Arabia may be eligible for leave passage, also known as ticket entitlement, to a speci ed home airport.
Features
The leave passage functionality for Saudi Arabia is based on the standard absence quota generation functionality.
The system provides four quotas of leave passage:
One for the employee
Three for different dependents
 Note
You can create additional leave passage quota types in Customizing under Time Management .
You can specify the maximum age at which a child dependent is eligible for ticket entitlement in Customizing under Payroll: Saudi Arabia Leave
Passage (Ticket Entitlement) Calculation De ne Maximum Child Age for Ticket Entitlement .
A leave passage calculation report (HSACLEAV0) allows you to determine the ticket entitlements of employees.
To access the report, on the SAP Easy Access screen, choose Human Resources Payroll Asia/Paci c Saudi Arabia Information System
Employee PY_SA_HSACLEAV0 - Leave Passage Calculation .
Object List
The following objects are used for leave passage calculation, provisioning, and encashment:
Object Type Technical Name
Feature 24APD
24LQA
24CAD
Subschema for Time Driver SAPP
Personnel Calculation Rule SA43
Operation 24LPR
Report HSACLEAV0
Constant NACHK
More Information
Leave Passage Quota Generation, Provisioning, Encashment, and Ticket Issue
For information about the leave passage calculation report (HSAPLEAV0), see Personnel Administration Reports and Forms.
Infotypes
Personal Data (Infotype 0002)
Contract Elements (Infotype 0016)
Family Members / Dependents (Infotype 0021)
SAP Notes
1808223 KSA: Leave Passage – Child Age Determination
11/13/2023
Leave Passage Quota Generation, Provisioning, Encashment, and Ticket Issue
Prerequisites
You have completed the activities in Customizing for Payroll: Saudi Arabia under Leave Passage (Ticket Entitlement) Calculation .
You have maintained the following master data:
Infotype Master Data
Personal Data Infotype (0002) Specify the home airport.
Contract Elements Infotype (0016) Specify whether the employee and the employee’s dependents are eligible for
leave passage (ticket entitlement).
Family Members/Dependents Infotype (0021) Specify the dependents who are eligible for leave passage (ticket
entitlement).
Specify the quota type that is to be used for each eligible dependent.
Activities
Activity Explanation Steps
Optional: Running a ticket entitlement simulation for You use the Leave Passage Calculation Report Execute transaction PY_SA_HSAPLEAV0.
an employee (HAECLEAV0) to simulate the ticket entitlement of an
employee. Doing so is useful if the HR user wants to
see what the employee's ticket entitlement is prior to
generating the ticket entitlement for real.
Generating and provisioning leave passage quotas You generate and provision leave passage quotas for
1. Run the Time Evaluation RPTIME00 report
employees.
(transaction PT60_NON_CE) to generate the
eligible leave passage quota.
 Note
2. Run the regular payroll so that the system
The leave passage functionality for Saudi
reads the generated quota from the Time
Arabia is based on the standard absence
Evaluation RPTIME00 report and calculates
quota generation functionality.
the ticket entitlement provision amount.
You can create additional leave passage
quota types in Customizing under Time  Note
Management .
In a current payroll run, the system
If you created a new quota type for ticket reverses the provisioned ticket
entitlement, ensure that all of the relevant entitlement amount that was calculated in
con gurations are made in Customizing the previous period and calculates the
under Time Management . current provision based on the year-to-
date.
Encashing the leave passage quota Instead of allocating a ticket to an employee, you can When you want to pay an encashment, you must go to
pay a cash equivalent to the employee. Encashment the Time Quota Compensation (0416) infotype and
can be made in either of two ways: specify the required details, including the
compensation method.
Off-cycle payroll
Regular payroll  Note

The speci ed compensation method determines
whether the ticket entitlement is encashed in the
regular or off-cycle payroll run.
You maintain off-cycle compensation methods in

Customizing for Payroll: Saudi Arabia under
Leave Passage (Ticket Entitlement) Calculation
Specify Encashment Methods for Off-cycle
Ticket Encashment .
For off-cycle ticket encashment, use Reason 0002

Special Payment and ensure that the entered date
matches the Start date that is maintained in the
Time Quota Compensation (0416) infotype.
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Activity Explanation Steps
Issuing tickets If tickets are issued to an employee rather than To adjust the quota, use the relevant compensation
encashed, the quota must be reduced accordingly. method in Time Quota Compensation (0416)
infotype.
More Information
Preventing Leave Provisioning During Employee Probation
Use
You can prevent the system from provisioning leave for employees who are in a period of probation.
Procedure
To prevent the system from provisioning leave for employees who are in a period of probation, complete the following steps:
1. In the Date Speci cations (0041) infotype, specify the data type and date for the End Probationary Period eld.
2. In constant ALPPR, change the default value (0) to the value that you speci ed for the data type in step 1.
 Note
If you want to enable leave provisioning during the probationary period, maintain the value of constant ALPPR at 0.
Payroll Rounding and Rounding Recovery
Use
In some situations, you might want to pay employees a rounded amount rather than a decimalized amount for a speci ed wage type. The payroll solution
for Saudi Arabia allows you to specify rounding preferences and recovery methods for such a wage type.
Prerequisites
You have de ned rounding rules in view in Customizing for Payroll: Saudi Arabia Determine Details for Recovery of Rounded-off Amount .
You have uncommented schema SARR from the main schema, SA00.
Features
The rounding and rounding recovery functionality allows you to specify the following preferences:
You can round up, down, or to the nearest whole dirham for the speci ed wage type.
You can choose a recovery option (for example, monthly or yearly) for the remaining amount after the rounding operation.
You can specify a whole number for rounding purposes. For example, you can round to 1, 10, or 100.
You can specify date-delimited recovery options. For example, after several periods for which monthly recovery rounding calculation was speci ed,
you can change to annual rounding recovery calculation.
You can retroactively increase or decrease an employee’s salary while maintaining your rounding preferences.
Object List
The following table shows the objects that are associated with this functionality:
Payroll Function MEROR
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Function Module
HR_ME_GET_SAL_PERIOD
HR_ME_CALC_APPRSL_PTS
HR_ME_CHG_INR_WRDS
HR_ME_GET_DATE_COMPONENTS
HR_ME_GET_FISCAL_PERIOD
HR_ME_GET_SAL_YEAR
HR_ME_ROUND_AMT
HR_ME_RR_CHECK_RESULT_24
Function Group HRPAYMEX
Function Program Name SAPLHRPAYMEX
Function Include Name LHRPAYMEXU02
Table T7M9Y1
View V_T7M9Y1
Schema
SARR
SA00
SAA9
SAEO
Personnel Calculation Rule

SA64
SA63
SRRR
Wage Type
/ROR
/ROA
Program PCMASSA9
Constraints
The functionality is not supported in the off-cycle payroll.
You can use the functionality only on one wage type at a time.
If you use the Hijri calendar for your payroll, the functionality can perform yearly cumulation for the rounding adjustment and recovery for the rst
year only. For example, if an employee is hired in the Hijri year 1433, the correct values for /ROA and /ROR are calculated in the twelfth month of
1433. However, the /ROR value is not adjusted in subsequent years.
Example
The following examples show how the rounding and rounding recovery functionality can work in your organization:
Monthly Recovery, Rounded to the Nearest 1
Master Data
After social insurance and other deductions, the net pay of an employee each month is SAR 6443.77, which is represented by wage type /560.
Rounding Con guration in View V_T7M9Y1
Recovery Option Rounding Off Rounding To
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M (Monthly) Nearest 1
Effect on Employee’s Salary
The following table shows the effect of these rounding preferences on an employee’s salary, which is represented by wage type /560:
Payroll Period Net Pay Before Rounding Net Pay After Rounding Rounding Balance Calculation
January /560 = 6443.77 /560 = 6444 /ROR = 0.23 (6444 – 6443.77), paid
by employer to employee, to be
recovered
February /560 = 6443.77 /560 = 6444 /ROR = 0.46 (6444 − (6443.77 −

0.23)) paid by employer to employee
to be recovered
/ROA = 0.23, which is an adjustment

for the monthly recovery option
March /560 = 6443.77 /560 = 6443 /ROR = – 0.31 (6443 − (6443.77 −

0.46)) deducted by the employer from
the employee
/ROA = 0.46, which is an adjustment

for the previous payroll month
April /560 = 6443.77 /560 = 6444 /ROR = − 0.08 (6444 − (6443.77 +

0.31) is deducted by employer from
the employee
/ROA = − 0.31 which is an adjustment

from the previous payroll month
May /560 = 6443.77 /560 = 6444 /ROR = 0.15 (6444 − (6443.77 + 0.08)
is deducted by employer from the
employee
/ROA = − 0.08 which is an adjustment

from the previous payroll month
Yearly Recovery, Rounded to the Nearest 10
Master Data
Y (Yearly) Nearest 10
January 2012 /560 = 6443.77 /560 = 6444 /ROR = − 3.77 (6440 − 6443.77),
deducted by employer from employee
February 2012 /560 = 6443.77 /560 = 6444 /ROR = – 3.77 (6440 − 6443.77),
March to December 2012 /560 = 6443.77 /560 = 6444 /ROR = − 3.77 (6440 − 6443.77),
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January 2013 /560 = 6443.77 /560 = 6490 /ROR = 0.99 (6490 − (6443.77 + 12 *
3.77))
/ROA = − 45.24, which is 12 multiplied

by 3.77
February 2013 /560 = 6443.77 /560 = 6444 /ROR = − 3.77 (6440 − 6443.77),
deducted by employer from employee.
Annual to Monthly Recovery, Rounded to Nearest 10
Master Data
1 January to 30 June 2012 is annual; 01 July to 31 Nearest 10

December 2012 is monthly
January 2012 /560 = 6443.77 /560 = 6440 /ROR = 3.77 (6440 − 6443.77)
February 2012 /560 = 6443.77 /560 = 6440 /ROR = 3.77 (6440 − 6443.77)
March to June 2012 /560 = 6443.77 /560 = 6440 Continues as above.
July 2012 /560 = 6443.77 /560 = 6470 /ROR = − 3.61 (6470 − (6443.77 + 6 *
3.77))
/ROA = 6 * − 3.77 = − 22.62
August 2012 /560 = 6443.77 /560 = 6450 /ROR = − 2.62 = (6450 − (6443.77 +
3.61)
/ROA = − 3.61
More Information
1960617
Bonus Payments
Use
The localized payroll solution for Saudi Arabia supports payment of the following bonus types:
Bonus Description Associated Objects Technical Name
Ramadan bonus The Ramadan bonus is paid to Saudi nationals during Ramadan. Wage Type M015
You maintain the Ramadan bonus feature in Customizing, under Feature 24RMB
Payroll: Saudi Arabia Basic Settings Environment of
Wage Type Maintenance Maintain Wage Types for Ramadan BAdI Implementation HRSAPRS_0015_CHECK
Bonus . (de nition HRPAD00INFTY)
13-month salary The 13-month salary is paid in the middle of the calendar year Wage Type M014
to all employees in Saudi Arabia.
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Bonus Description Associated Objects Technical Name
14-month salary The 14-month salary is paid at the end of the calendar year to Wage Type M014
all employees in Saudi Arabia.
SAP Notes
1886890 KSA: Ramadan Bonus
Loans
In addition to the standard loan-related functions, the localized solution allows you to stop employee loan repayments during Ramadan. For more
information, see Stopping Employee Loan Repayments for Ramadan.
Stopping Employee Loan Repayments for Ramadan
Use
In Saudi Arabia, some organizations choose to stop employee loan repayments during Ramadan and resume the repayments after Ramadan has ended.
 Example
Khaled works for the ABC Company. In January 2012, Khaled borrowed 12,000 riyals from the company. He agreed to repay the amount in 12
installments of 1,000 riyals each, from January to December 2012 inclusive.
Ramadan occurs in July and August 2012. The ABC Company decides that Khaled does not have to make repayments during July and August and defers
the repayments for those months until January and February 2013.
Prerequisites
The employee has a loan record in the Loans (0045) infotype.
Procedure
To stop employee loan repayments during Ramadan, complete the following steps before Ramadan begins:
1. In the employee’s existing loan record in the Loans (0045) infotype, in the to eld, change the date to a date that occurs before Ramadan begins.
This new date is when the loan repayments are to stop.
2. Create a new loan record for the employee in the Loans (0045) infotype. For the start and end dates of this new infotype record, enter the period in
which the loan repayments are inactive. Enter 0 as the repayment amount.
3. Create a new loan record for the employee in the Loans (0045) infotype. Specify the date when repayments resume, specify the end date, and
enter the repayment amount.
Result
The employee’s repayments are stopped during the Ramadan period and resume after Ramadan has ended. In addition, the following infotype records
exist for the loan:
Record Dates
1 From the repayment start date to the date when the repayments become inactive during Ramadan
2 From the date when repayments are stopped to the date when repayments resume after Ramadan has
ended
3 From the date when repayments resume until the date when the nal repayment is to be made
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Sanction Violations
Use
The company can use this functionality to create employee violation categories, violation codes, and violation cycles. For example, you can de ne a
violation category called “lateness”, a violation code for “late by 30 minutes”, and a violation cycle in which you de ne the penalty for the 30-minute
lateness, depending on the number of times the employee was late within a violation cycle.
Prerequisites
You have completed the customizing activities under Payroll: Saudi Arabia Sanction Violations .
Features
A wage type, /SN1, stores the value of deducted amounts of a sanctioned employee’s salary.
 Note
If the maximum percentage of an employee’s monthly salary that can be deducted is, for example, 50% and, if the cumulated amount of
deductions due to sanctions exceeds this percentage, the excess sum is carried forward to be deducted in the next payroll period. The carried
forward amount is stored in table ARRAS in wage type /SN1.
The HR user records sanction violations by using the Sanctions KSA (3329) infotype for the Saudi Arabia private sector. You set up this infotype
using feature P3329 by completing the customizing activity under Payroll: Saudi Arabia Sanction Violations Activate Sanctions Infotype for
Private Sector .
The HR user can run the KSA Sanctions Report (transaction HRPAYSASANCT) to display the employees who have incurred a sanction on a speci ed
date. The HR user can double-click an individual sanction record in the report output. This action causes a PDF to be generated that describes the
sanction, as well as the consequences of the sanction. The PDF can be printed and sent to the sanctioned employee.
Example
To see how sanction violations can be used in an organization, let's take the following example based on Customizing settings made in Payroll: Saudi
Arabia Sanction Violations :
The ABC Company wants to create a sanction system for employees who arrive late to work.
The company wants employees who are 30 minutes late to be sanctioned as follows:
30 minutes late once in a month receive no sanction
30 minutes late twice in a month receive a warning
30 minutes late three times in a month are deducted 50% of their daily salary
30 minutes late four times in a month are deducted one day's salary
The company also wants to base the deductions on the number of times the employee was late within a two-month period.
To implement the above requirement, the following settings would be made in Customizing:
1. The Payroll: Saudi Arabia Sanction Violations De ne Violation Categories activity would be con gured as follows:
Violation Category Violation Category Description
001 Late
2. The Payroll: Saudi Arabia Sanction Violations De ne Violation Codes activity would be con gured as follows:
Violation Code Violation Code Description
1 30 min late
3. The Payroll: Saudi Arabia Sanction Violations De ne Sanction Cycles activity would be con gured as follows:
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Viol. Viol. Viol. Viol. End Date Start Date Deduct. Action Deduct. Action Deduct. Action 3 Deduct. Action 4 Pe
Category Category Code Code 1 1 2 2 3 4 Cy
Desc. Desc.
001 Late 1 30 31.12.9999 01.03.2000 - No - Warning 50 Salary 1 Salary 2

min Action reduction reduction
late by % of by day
a day unit
unit
More Information
SAP note 1992365
Social Insurance
Use
The General Organization of Social Insurance (GOSI) is a state agency in Saudi Arabia that has responsibility for social insurance. GOSI implements social
insurance rules, collects contributions from employees and employers, and pays bene ts to entitled insured persons and eligible family members. You use
this functionality to record the required information for calculating GOSI contributions to be paid by an employee and employer.
Conditions
To be eligible to make GOSI contributions, receive social insurance bene ts, or both, the following conditions must be met:
The employee must be on the payroll of an organization within Saudi Arabia.
The sponsorship of an employee by an employer must be effective.
The employee should hold an iqama under the sponsorship of a Saudi-based company.
Contribution Types
Contributions are made separately towards two types of insurance:
Annuity Branch (Retirement)
Occupational Hazards
Annuity Branch (Retirement)
The following list provides the key points about retirement from a social insurance perspective:
Applies to Saudi nationals and other GCC nationals only, based on the “Extending Social Insurance Coverage for GCC Nationals” law.
An eligible employee receives the bene t upon retirement, which normally occurs at age 60 for both men and women.
If an employee dies before retirement, the bene t is issued by GOSI directly to the designated bene ciary.
Occupational Hazards
The following list provides the key points about occupational hazard from a social insurance perspective:
Occupational hazards contributions are intended to cover employees in the case of work injury, disability, or death.
Occupational hazards compensation bene ts apply to Saudi nationals, GCC nationals, and expatriate employees.
Occupational hazards contributions are made exclusively by the employer.
The employer can serve as an intermediary between GOSI and an employee when a bene t is to be paid for injury or disability.
If an employee dies as a result of a work accident or injury, the occupational hazards bene t is issued by GOSI directly to the designated bene ciary.
Related Topics
11/13/2023
GOSI Contribution Calculation: Overview
Social Insurance (Infotype 3252)
Occupational Hazards SA Infotype (3312)
SAP Notes
1907364 KSA: GOSI Retroactive Calculations
1871502 KSA: Stop GOSI Contribution upon Retirement Age
1854372 KSA: Extended Social Insurance for GCC Nationals
1841639 KSA: GOSI Contribution Base Change for Salary LT SAR 3,000
Concept
The system calculates an employee’s GOSI-applicable earnings based on the following criteria:
Criterion More Information
The employee’s housing allowance earnings and, related to this point, the GOSI Contribution Calculation: Housing Base
employee’s marital status and the residence status of an employee’s dependents.
The employee’s basic monthly salary in January or in the month of hire and, GOSI Contribution Calculation: Basic Monthly Salary
related to this point, the employee’s nationality and whether the employee works in
the public or private sector.
The employee’s age. GOSI Contribution Calculation: Employee Age
To implement GOSI contribution calculation, make the required customizing settings in Customizing for Payroll: Saudi Arabia Social Insurance .
Integration
The system stores the GOSI basic salary in the GOSI-applicable earnings wage type, /370. The system cumulates GOSI-applicable earnings in cumulation
class 02. The annual cumulated amount for GOSI-applicable earnings is stored in the cumulation table (CRT).
Example
For a detailed example of the GOSI contribution process, see GOSI Contribution Calculation: Example.
GOSI Contribution Calculation: Housing Base
Use
The GOSI-applicable earnings are stored in /370, which is the sum of the GOSI calculated earnings (/374) and the GOSI calculated housing base (/660).
This topic explains how the value of /660 is determined.
Depending on the circumstances of an employee, an employee’s housing allowance or, more commonly, an employee's company-provided housing, can be a
factor in determining the employee’s GOSI-applicable earnings. The housing-related part of an employee’s GOSI-applicable earnings is called the housing
base (HB).
Integration
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You can specify the wage types that the system has to consider as housing allowance in Customizing for Payroll: United Arab Emirates under Social
Insurance Statutory Social Insurance Settings Assign Wage Types to SI Funds for Base Calculation .
Process
Company-Provided Housing
The following gure shows how company-provided housing affects the calculation of housing base of an employee’s GOSI-applicable earnings:
How the System Considers Company-Provided Housing in the Calculation of GOSI-Applicable Earnings
The system checks whether the Housing Allowance Auto (M710) wage type is registered in the Recurring Payments/Deductions (0014) infotype and
proceeds in the following way:
If the Housing Allowance auto (M710) wage type is registered in the Recurring Payments/Deductions (0014) infotype, the system checks the
marital status of the employee in the Personal Data (0002) infotype.
If the employee is single, the system calculates the housing base as follows:
HB = (BMS x HOUSS) / SIAP2
where BMS = basic monthly salary
If the employee is married, the system checks the Personal Data (0002) infotype and determines whether the Family Resides in Saudi
Arabia checkbox is selected.
If the Family Resides in Saudi Arabia checkbox is not selected, the system calculates the housing base as follows:
HB = (BMS x HOUSS) / SIAP2
If the Family Resides in Saudi Arabia checkbox is selected, the system calculates the housing base as follows:
HB = (BMS x HOUSM) / SIAP2
If the Housing Allowance auto (M710) wage type is not registered in the Recurring Payments/Deductions (0014) infotype, the system checks the
Personal Data (0002) infotype to see whether the No Company Housing checkbox is selected. The system then proceeds as follows:
If the No Company Housing checkbox is selected, the system does not include a housing base in the calculation of GOSI-applicable earnings.
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If the No Company Housing checkbox is not selected, the housing base is calculated as follows:
HB = (BMS x SIAP1) / SIAP2
The nal calculated housing value is stored in /660.
Housing Allowance Paid as Cash to Employee
In accordance with Saudi Labor Law (based on the legal change announced in February 2015, in SAP Note 2128152 ), if the organization pays a cash
amount to the employee as a housing allowance, the following process occurs:
1. The Housing Allowance Advised (M715) wage type is registered in the Recurring Payments/Deductions (0014) infotype.
2. During the housing allowance calculation, in rule SAV9, the system calculates the minimum housing allowance stipulated by GOSI using constant
HOUMN.
More Information
GOSI Contribution Calculation: Basic Monthly Salary
Use
By law, the part of an employee’s GOSI-applicable earnings that come from the January or hiring month’s basic monthly salary (BMS) depends on the
employee’s nationality and whether the employee works in the public or private sector.
Integration
You can specify the wage types that the system must consider for social insurance base calculation in Customizing for Payroll: United Arab Emirates under
Social Insurance Statutory Social Insurance Settings Assign Wage Types to SI Funds for Base Calculation .
You can use these settings to account for different social insurance (SI) fund allowances for the member countries of Gulf Cooperation Council (GCC).
 Example
Example Assume that, for a Qatari employee working in the Kingdom of Saudi Arabia, the housing allowance needs to be included in the SI contribution
base. For a Kuwaiti, however, the housing allowance is not included, as the employee belongs to a different SI fund. In this case, you would specify two
wage types for the rst (base salary plus housing allowance), while entering only one for the latter (base salary).
Social Insurance Contribution Categories

Saudi Arabia has the following types of social insurance contribution categories, each with unique contribution rates:
Category I: Saudi nationals, private and public sector
Both the employee and employer contribute a percentage towards the annuity branch. The employer contributes an additional percentage for
occupational hazards. The total contribution is the sum of these three inputs.
 Caution
In the following table, the provided contribution rates for Saudi nationals are subject to legal change at any time.
Nationality Annuity Annuity Unemployment Unemployment Occup. Haz.: Total Min. Base in Max. Base in
Branch Branch Contribution Contribution ER Share SAR SAR
Retirement: ER Retirement: EE ER Share EE Share
Share Share
Saudi Arabia 9% 9% 0.75% 0.75% 2% 20% 1,500 45,000
 Note
A legal change, effective from September 2014, requires an unemployment contribution from affected employees and employers as part of the Saned
Insurance scheme. For details about this legal change and how it affects the GOSI contribution calculation in the system, refer to SAP Note 2018958 .
11/13/2023
Knowledge Base Article (KBA) 3139645 contains information about a change to Saned unemployment contribution rates, effective from January
2022.
Category II: GCC nationals, excluding Saudi nationals
 Caution
In the following table, the provided contribution rates for non-Saudi GCC nationals are subject to legal change at any time.
Nationals Annuity Branch: ER Annuity Branch: EE Occup. Haz.: ER Total Min. Contributory Max. Contributory
Share Share Share Wage Wage
Bahrain Private Sector: 9% Private Sector: 6% 2% Private Sector: 17% Not speci ed under Private Sector: BHD
law 4,000
Public Sector: 9% Public Sector: 15% Public Sector: 26% Public Sector: Not
speci ed under law
UAE Private Sector: 9% Private Sector: 11% 2% Private Sector: 22% Not speci ed under Not speci ed under
law law
Public Sector: Not
speci ed under law
Oman Private Sector: 9% Private Sector: 7% 2% Private Sector: 18% Not speci ed under Private Sector: OMR
law 3,000
Public Sector: 9% Public Sector: 13% Public Sector: 25% Public Sector: Not
provided
Kuwait Private Sector: 9% Private Sector: 9.5% 2% Private Sector: KWD 230 KWD 2,750
20.5%
Public Sector: 9% Public Sector: 9.5% Public Sector:

20.5%
Qatar Private Sector: 9% Private Sector: 6% 2% 17% Not speci ed under Not speci ed under
law law
Public Sector: 9% Public Sector: 6%
 Note
For Saudi and GCC nationals, in the case of a midyear hire, an employee’s initial basic monthly salary and housing allowance earnings are used to
calculate an employee’s GOSI-applicable earnings.
If the calculated monthly GOSI-applicable earnings exceed the maximum contributory wage or is less than the minimum contributory wage, the system
uses the maximum or minimum amount as the contribution base to calculate GOSI contribution.
Category III: Expatriates (non-GCC nationals)
 Caution
In the following table, the provided contribution rates for non-GCC expatriate employees are subject to legal change at any time.
Nationals Annuity Branch: ER Annuity Branch: EE Occup. Haz.: ER Share Total Max. Contributory Wage
Share Share
Foreign employees Not Applicable Not Applicable 2% 2% SAR 400

(expatriates) other than
GCC nationals
More Information
GOSI Contribution Calculation: Employee Age
Use
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The following gure shows how salary increase percentages, together with the age of an employee, affect the calculation of GOSI-applicable earnings:
 Note
The percentage indicated in the graphic can be customized in payroll constant GO50L.
System Process for Calculating GOSI-Applicable Earnings for Employees Aged 50 and Over
1. The system checks the salary increase that was awarded to an employee when the employee is above 50 years old.
2. Depending on the increase percentage, the system takes the following action:
If, at age 51, an employee receives a salary increase greater than 10% of the salary at age 50, the salary from which the GOSI-applicable
earnings are calculated is capped at 110% of the employee’s salary before the increase was granted. For example, even if an employee who is
51 receives an increase of 30% (that is, 30% higher than the salary at age 50), the GOSI-applicable earnings at age 51 and above are limited
to 110% rather than 130% of the salary at age 50.
If, at age 51, an employee receives an increase lower than 10% (constant GO50L), the system uses the increase percentage as the basis for
the calculation. So, if the increase was 5%, ve percent is used.
 Note
The logic described above applies to any age over 50, and always in relation to the salary at age 50. Therefore, if at the age of 52 (or 53,
54, and so on) the employee receives a salary increase that is 20% of the salary at age 50, the GOSI-applicable earnings are limited to
110%.
Integration
To see how the described calculations are made in the system, refer to subschema SIAN and personnel calculation rules SA65, SA67, and SA69.
 Note
Rule SA69 checks the Hijri calendar age of an employee through the HJAGE operation, which uses the CALDA to determine the calendar for GOSI-
applicable earnings calculation.
More Information
Overwriting GOSI-Applicable Earnings

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Use
In some circumstances, you might want to overwrite the current GOSI-applicable earnings with an updated gure. For example, in Oman, GOSI contribution
is calculated two times in a year, one in January (or hiring month) and another in June. The latter requires that the earnings calculated in the beginning of
the year are replaced.
Integration
To account for that, the personnel calculation rule SA61 is provided in the SIAN schema.
More Information
GOSI Contribution Calculation: Example
Use
The following scenario shows how the system calculates GOSI-applicable earnings at various milestones during the life cycle of a typical employee.
 Caution
The scenario is ctitious in nature and is provided for illustrative purposes only. Calculations in the system are employee-speci c.
Scenario
Khaled is hired by the ABC Company in March 1, 2012, works for the company until 2030, and is eventually re-hired shortly after.
Personal Details
Khaled’s personal circumstances are as follows:
Nationality Saudi Arabian
Marital Status Married
Family Situation Lives with him
Series of Events
The following timeline highlights the events throughout Khaled’s career that are relevant to GOSI contribution calculation:
March 2012
When Khaled is hired in March 2012, his salary details are as follows:
Component Amount in SAR
Basic Monthly Salary 8000
Housing Bene t 8000 x 3 / 12 = 2000
GOSI-applicable earnings in wage type /370 8000 + 2000 = 10000
Based on the speci ed basic monthly salary percentages for GCC nationals and housing base calculations, the contribution breakdown of this SAR 10000 is
detailed in the following table:
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Contribution Amount in SAR
Employer Annuity Branch 10000 x 9% = 900
Employee Annuity Branch 10000 x 9% = 900
Employer Occupational Hazards 10000 x 2% = 200
Employer Unemployment Contribution 10000 x 1% = 100
Employee Unemployment Contribution 10000 x 1% = 100
Therefore, the nal breakdown is as follows:
Description Amount in SAR
Total Employer Contribution 1200
Total Employee Contribution 1000
Khaled’s net pay* 10000 - 1000 = 9000
*This assumes that no other deductions, such as loan repayments, are made.
April 2012 to December 2012: No Change to Khaled’s Salary
GOSI-applicable earnings are calculated either during the month of hire or every January. Because Khaled was hired in March, his GOSI-applicable earnings
and the associated contribution amounts remain unchanged from March through to the end of December 2012. The GOSI-applicable earnings wage type
(/370) that was used in the March 2012 payroll continues to be used from April through to December.
January 2013: No Change to Khaled’s Salary
Khaled does not receive a salary increase in 2013. Therefore, when the system recalculates his GOSI-applicable earnings in January 2013, the contribution
amounts remain unchanged.
Although Khaled earns the same amount of money in January 2013 as he earned in March 2012, the GOSI-applicable earnings wage type (/370) now
re ects the January 2013 payroll run rather than the March 2012 payroll run.
March 2015: Khaled Receives a Salary Increase
In March 2015, Khaled receives his rst salary increase since joining the ABC Company. His new earnings are as follows:
Housing Bene t 10000 x 3 / 12 = 2500
Even though Khaled received a salary increase, his GOSI-applicable earnings amount remains unchanged. This is because the GOSI-applicable earnings
amount is recalculated only in January or in the month of hire. So, in Khaled’s case, his GOSI-applicable earnings will not be recalculated until January 2016.
January 2016: Khaled’s GOSI-Applicable Earnings Amount is Recalculated
Because GOSI-Applicable Earnings amounts are recalculated every January, the system adjusts Khaled’s gures as follows:
Housing Bene t 10000 x 3 / 12 = 2500
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Employer Annuity Branch 12500 x 9% = 1125
Employee Annuity Branch 12500 x 9% = 1125
Employer Unemployment Contribution 12500 x 1% = 125
Employee Unemployment Contribution 12500 x 1% = 125
Khaled’s net pay* 12500 - 1250 = 11250
September 2024: Khaled Turns 50
In this month, Khaled reaches its fth decade. Going forward, further recalculations of his GOSI contributions must follow the calculation logic for employee
age.
January 2025: Khaled is Over 50 and Receives a Salary Increase
Khaled receives a salary increase of SAR 500. His new earnings are as follows:
Basic Monthly Salary 10000 + 500 = 10500
Housing Bene t 10500 x 3 / 12 = 2625
Since his GOSI-applicable earnings amount are affected by the calculation logic for employee age, the contribution is capped as 110% of his GOSI-
applicable earnings at the age of 50, that is, SAR 13750. Since his GOSI-applicable earnings are under that amount (SAR 13125), those are used of the cap.
Employer Annuity Branch 13125 x 9% = 1181.25
Employee Annuity Branch 13125 x 9% = 1181.25
Employer Occupational Hazards 13125 x 2% = 262.5
Employer Unemployment Contribution 13125 x 1% = 131.25
Employee Unemployment Contribution 13125 x 1% = 131.25
Total Employee Contribution 1312.5
Khaled’s net pay* 13125 - 1312.5 = 11812.5
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Housing Bene t 12000 x 3 / 12 = 3000
applicable earnings at the age of 50, that is, SAR 13750. Based on the speci ed basic monthly salary percentages for GCC nationals and housing base
calculations, the contribution breakdown of this SAR 13750 is detailed in the following table:
Khaled’s net pay* 15000 - 1375 = 13625
Housing Bene t 13000 x 3 / 12 = 3250
applicable earnings at the age of 50, that is, SAR 13750. Based on the speci ed basic monthly salary percentages for GCC nationals and housing base
calculations, the contribution breakdown of this SAR 13750 is detailed in the following table:
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Khaled’s net pay* 16250 - 1375 = 14875
March 2030: Khaled is Terminated Mid-Month
Khaled is terminated on March 20, so the GOSI contributions are based on a prorated salary (including housing) of 10483.87 (16250 / 31 * 20):
Employer Annuity Branch 10483.87 x 9% = 943.54
Employee Annuity Branch 10483.87 x 9% = 943.54
Employer Occupational Hazards 10483.87 x 2% = 209.67
Employer Unemployment Contribution 10483.87 x 1% = 104.83
Employee Unemployment Contribution 10483.87 x 1% = 104.83
The nal breakdown is as follows:
Total Employer Contribution 1258.04
Khaled’s net pay* 10483.87 - 1048.37 = 9435.5
May 2030: Khaled is Re-Hired Mid-Month
After a short time period, Khaled is re-hired on May 10 with a different salary:
Housing Bene t 9000 x 3 / 12 = 2250
GOSI-applicable earnings are calculated based on this new salary (including housing), prorated to 3629.03 (11250 / 31 * 10) based on the hiring date:
Employer Annuity Branch 3629.03 x 9% = 326.61
Employee Annuity Branch 3629.03 x 9% = 326.61
Employer Occupational Hazards 3629.03 x 2% = 72.58
Employer Unemployment Contribution 3629.03 x 1% = 36.29
Employee Unemployment Contribution 3629.03 x 1% = 36.29
The nal breakdown is as follows:
Total Employer Contribution 438.48
Khaled’s net pay* 3629.03 - 365.9 = 3263.13
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Related Information
SAP Note 3148962
GOSI Calculation Behavior: Comparison and Examples

The following tables show what to expect from the system while calculating GOSI for employees (yearly or monthly). The example show monthly GOSI
calculation in various scenarios.
Comparison Between Behavior of Monthly and Yearly Calculation
SIAC/SIAN (Yearly Calculation)
Scenario Retro of Skipped Retro of Regular Retro of Retro Regular Run Off-cycle Run Mid-Month
Run Run Hiring/Termination
Hiring Month / Calculate Calculate Calculate Calculate Carry over base Proration
January (con gurable)
Regular Month Calculate and Calculate and Calculate and Calculate and Carry over base
replace with last replace with last replace with last replace with last
result result result result
Termination Month Calculate and Calculate and Calculate and Calculate and Carry over base Proration
replace with last replace with last replace with last replace with last (con gurable)
result if not Jan result if not Jan result if not Jan result if not Jan
SIAM (Monthly Calculation)
Scenario Retro of Skipped Retro of Regular Retro of Retro Regular Run Off-cycle Run Mid-Month
Run Run Hiring/Termination
Hiring Month / Calculate Use original results Use original results Calculate Carry over base from Proration
January last results (con gurable)
Regular Month Calculate Use original results Use original results Calculate Carry over base from
last results
Termination Month Calculate Use original results Use original results Calculate Carry over base from Proration
last results (con gurable)
Monthly Calculation Examples with SIAM Subschema
Payroll Results with Retro
Scenario Payroll Period Infotype /370 Contribution Difference Comments
Regular Feb 10,000 10,000 900
Regular Mar 10,000 10,000 900
Retro Feb/Apr 12,000 10,000 900 2,000 No change in

previously reported
values
Retro Mar/Apr 12,000 10,000 900 2,000 No change in

previously reported
values
Regular Apr/Apr 12,000 12,000 1,080
Payroll Results with Skipped Runs in Reporting
Scenario Payroll Period Infotype /370 Contribution Report Comments
Skipped Feb 10,000 0
Skipped Mar 10,000 0
Retro Feb/Apr 12,000 10,000 900 Does not appear in

the report
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Scenario Payroll Period Infotype /370 Contribution Report Comments
Retro Mar/Apr 12,000 10,000 900 Does not appear in

the report
Regular Apr/Apr 12,000 12,000 1,080 12,000 Report only shows

the amount as of
current month
Use
When an employee becomes sick or is injured due to work-related activities, he or she is entitled to nancial compensation, either in the form of a lump
sum payment or monthly bene ts.
Similarly, if an employee dies in a work-related accident, compensation is granted to the employee’s dependents.
The compensation is granted by the Occupational Hazards branch of General Organization of Social Insurance (GOSI). The amount and payment method
vary according to the age and injury degree of the employee.
In the system, you calculate compensation for occupational hazards and the system makes the payment in the payroll of the injured employee. After the
GOSI office reviews and approves the case, it remunerates the prepaid compensation.
The occupational hazards function covers the following monetary compensation for occupational hazards:
Daily allowance
Monthly bene t for total disability that is permanent
Monthly bene t for partial disability that is permanent
Lump sum compensation for permanent disability
Additional allowance
Points to Note
Occupational hazards leave is intended for employee sickness that is due to workplace activities. Regular sick leave is not used for occupational
hazards.
The Occupational Hazards (3312) infotype records instances of occupational hazard compensation.
In transaction PA40, you use the Leaving for Occupa. Hazard action to record the employee absence. This action prompts the Occupational
Hazards (3312) infotype to open.
Employee absence during occupational hazards leave is included when the system calculates the service duration of an employee.
More Information
Occupational Hazards Compensation: Calculation
Occupational Hazards SA (3312) Infotype - Speci c Functions for Private Sector
Occupational Hazards SA (3312) Infotype - Speci c Functions for Public Sector
De nition
Compensation models categorize different ways of compensation calculation and compensation payment in the payroll of an employee.
Use
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You de ne compensation models by specifying an applicable employee group (age and injury degree), payment method (lump sum, monthly bene t, or
daily allowance), and how the system calculates the compensation. You de ne these settings for a compensation model in Customizing for Payroll: Saudi
Arabia under Occupational Hazard De ne Compensation Models .
The de ned compensation models are available as the selection options of the Compensation Model eld in the Occupational Hazard SA (3312) infotype.
You assign one model to the employee and the Calculate Compensation for Occupational Hazard (KSA) (SAOH) payroll function calculates the
compensation based on this model.
Structure
A compensation model consists of the following factors that affect calculation:
Factor Use
Injury degree Speci es whether the model applies to a temporary injury, permanent injury, or
death resulting from the injury.
Nationality Speci es to whom the compensation model applies, for example, to Saudi or non-
Saudi nationals, or to both groups.
Payment method De nes how the compensation is paid to the employee, for example, a lump sum
payment, monthly bene ts, or daily allowances.
Employees valid to compensation Speci es the age group and the disability group of the applicable employees.
Compensation amount
How the lump sum, monthly, or daily compensation is calculated.
Maximum and minimum limits.
Wage type that the system uses to get the monthly or daily payment of an
employee.
Additional allowances to be included in compensation.
Wage type that stores the calculated compensation amount.
The currency that the compensation is paid in.
More Information
Occupational Hazards Compensation: Calculation
Use
When an employee gets sick or injured, or dies due to a work accident, he or she is entitled to a nancial compensation, either as a lump sum payment or
monthly bene ts. This function enables you to calculate the compensation and additional allowances that the employee is entitled to.
Prerequisites
You have speci ed whether the system uses the Gregorian or Islamic calendar to calculate the age of an employee. To specify a calendar, see
Customizing for Payroll: Saudi Arabia under Social Insurance Determine Calendar for GOSI Age Calculation .
You have de ned additional allowances and how the system determines their amounts in Customizing for Payroll: Saudi Arabia under
Occupational Hazard :
De ne Additional Allowances
Specify Amount of Additional Allowances
You have de ned compensation models in Customizing for Payroll: Saudi Arabia under Occupational Hazard De ne Compensation Models .
Features
The system calculates the compensation based on the settings in the following compensation factors:
Applicable employees (injury degree and age)
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Calculate base amount
Whether additional allowances are included
Maximum and minimum limits for compensation
To carry out the calculation, the system triggers the following payroll functions:
Payroll Function Use
Process Compensation Data for Occupational Hazard (P3312) This function prepares data that is used for calculation.
Calculate Compensation for Occupational Hazard (KSA) (SAOH) This function calculates the amount of compensation and allowances.
Activities
In the system, the two functions calculate an employee-speci c compensation for occupational hazard as follows:
1. The P3312 function reads the compensation model that the employee is assigned to from the Occupational Hazard SA (3312) infotype and
retrieves the corresponding model de nition from the Customizing settings (see Prerequisites).
2. The SAOH function processes the collected data and calculates according to the speci ed compensation method, as shown in the following table:
Compensation Method Calculation Base Calculation Formula
Daily allowance The daily payment of an employee Compensation amount = calculation base *
allowance percentage * number of days that the
employee is temporarily disabled
Monthly bene t The average monthly payment of an employee Compensation amount = calculation base *
three months before the injury or disease happens disability degree
Lump sum payment The average monthly payment of an employee Compensation amount = calculation base *
three months before the injury or disease occurred disability degree * relevant number of months
3. The SAOH function stores the calculated compensation amount in the wage type for compensation amount that you have speci ed in Customizing
for Payroll: Saudi Arabia under Occupational Hazard De ne Compensation Models .
4. If the compensation model of the employee includes additional allowances, the SAOH function calculates the amount of additional allowances based
on the settings in the Occupational Hazard Compensation Allowance (T7SA36) table.
5. The SAOH function saves the allowance amount in the wage type that uin Customizing for Payroll: Saudi Arabia under Occupational Hazard
Specify Amounts for Additional Allowances .
More Information
Reporting and Forms for Saudi Arabia

The following topics relate to the reports and government forms that are used in payroll for Saudi Arabia:
Pre DME Report Enhanced for FI WPS Integration

The following reports and forms are provided for personnel administration purposes in Saudi Arabia:
Name Use Navigation
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Name Use Navigation
Change of Basic Civil Registry Information You use this report to generate Form No. 55 for On the SAP Easy Access screen, choose Human Resources
(Form No. 55) (HSAPICF0) employees whose civil registry information has Payroll Asia/Paci c Saudi Arabia Information System
changed. You need to submit the forms to Saudi Other Government Forms Change of Basic Civil Registry
Ministry of Interior to inform the ministry of the Information Form No. 55 .
relevant changes.
For more information, open the report and choose

the pushbutton.
Document Expiry Report (HSAPTRD0) You use this report to list employees and their On the SAP Easy Access screen, choose Human Resources
dependents who possess expired travel Payroll Asia/Paci c Saudi Arabia Information System
documentation or documentation that expires in Organizational Entity Document Expiry .
the near future. Using the generated information
from the report, you can initiate the travel
document renewal or application process for the
speci ed employees.

the pushbutton.
KSA Employee Sanctions Report The HR user uses this report to show the On the SAP Easy Access screen, choose Human Resources
(HSASANCT) employees who have incurred a sanction on a Payroll Asia/Paci c Saudi Arabia Information System
speci ed date. The HR user can double-click an Employee KSA Employee Sanctions Report .
individual sanction record in the report output. This
action causes a PDF to be generated that
describes the sanction, as well as the
consequences of the sanction. The PDF can then be
printed sent to the sanctioned employee.

the pushbutton.
Labor Office: Transfer Employees Across You use this report when you hire employees who On the SAP Easy Access screen, choose Human Resources
Companies (HSAPCMT0) worked in another local company, which is Payroll Asia/Paci c Saudi Arabia Information System
registered with the same labor office with your Other Government Forms Labor Office: Transfer Employees
company. You use this report to generate a request Across Companies .
in PDF format, and submit it to the labor office as
basis of making changes to these employees’
records.

the pushbutton.
Leave Passage Calculation (HSAPLEAV0) By law, employees are entitled to receive a paid On the SAP Easy Access screen, choose Human Resources
ight to their home countries. This amount varies Payroll Asia/Paci c Saudi Arabia Information System
depending on the nationality of the employee and Employee Leave Passage Calculation .
the number of the employee’s dependents. You use
the report to calculate the amount that is to be paid
as leave passage for an employee and his or her
applicable dependents.

the pushbutton.
Maintain Iqama Numbers in Labor Office You use this report to generate a form that contains On the SAP Easy Access screen, choose Human Resources
System (HSAPIQE0) the iqama numbers of expatriate employees who Payroll Asia/Paci c Saudi Arabia Information System
have been registered in a labor office. After you Other Government Forms Maintain Iqama Numbers in Labor
submit the form to the labor office, the employee Office System .
les are updated.

the pushbutton.
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Name Use Navigation
Multipurpose Government Form (Form 7) You use this report to generate forms used to On the SAP Easy Access screen, choose Human Resources
(HSAPMPG0) request various types of official documents for an Payroll Asia/Paci c Saudi Arabia Subsequent Activities
employee in the Kingdom of Saudi Arabia. The Period-Independent Official Request Forms Multipurpose
employer sponsoring the employee sends this form Government Form .
to the government of the Kingdom of Saudi Arabia.
The report can generate forms to request the

following services:
Issue, renewal, or replacement of an

employee Iqama
Issue of a travel visa for single, multiple, or

nal exit from the country
Transfer the sponsorship of an employee

from the previous employer to the new one
Add a new dependent to the employee

Iqama
Transfer the Iqama data to the employee’s

new passport in case the old one has been
replaced

the pushbutton.
Report Absent Employees to Passport When a non-Saudi employee is absent from work On the SAP Easy Access screen, choose Human Resources
Office (HSAPNAW0) without informing the company for 15 days, the Payroll Asia/Paci c Saudi Arabia Information System
employer needs to report this fact to the passport Other Government Forms Report Absent Employees to
office, a department in the Ministry of Interior. Passport Office .
You use this report to generate the noti cation.

the pushbutton.
Report Employee Status Change to Labor You use this report to generate a form for reporting On the SAP Easy Access screen, choose Human Resources
Office (HSAPEST0) the selected employees’ status change to the labor Payroll Asia/Paci c Saudi Arabia Information System
office. For example, when an employee is retired, or Other Government Forms Report Employee Status Change to
when the sponsorship for a non-Saudi employee is Labor Office .
transferred. The labor office needs to record such
changes in their own computer system.

the pushbutton.
Request for Visa Visit Extension You use this report to generate the official form On the SAP Easy Access screen, choose Human Resources
(HSAPVVE0) used to request the extension of the visit visa of an Payroll Asia/Paci c Saudi Arabia Subsequent Activities
employee in the Kingdom of Saudi Arabia. Period-Independent Official Request Forms Visit Visa
Extension Request .
The employer sponsoring the employee sends this
form to the authorities when the visit visa of the
employee is about to expire.
You can create the form for one personnel number.

the pushbutton.
Request for Worker Service Transfer You use this report to prepare the request of worker On the SAP Easy Access screen, choose Human Resources
(Sponsorship Transfer) (HSAPSPT0) service transfer, also known as Form No. 2/3/1, for Payroll Asia/Paci c Saudi Arabia Information System
a new non-Saudi employee. This form is needed for Other Government Forms Request for Worker Service
those expatriate employees whose previous Transfer (Sponsorship Transfer) - Form No. 2/3/1 .
employer is also a Saudi entity. You submit the
form to the local labor office to request for a
transfer of sponsorship from the previous
employer to you.
Saudization Report (Old) (HSAPSAZ0) On the SAP Easy Access screen, choose Human Resources
 Caution
Payroll Asia/Paci c Saudi Arabia Information System
Please do not use this report since it will be Organizational Entity Saudization (old) - Obsolete as of
obsolete as of November 2015. November 2015 .
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Name Use Navigation
Saudization Report (for Nitaqat Program) On the SAP Easy Access screen, choose Human Resources
 Caution
(HSAPSAZ4) Payroll Asia/Paci c Saudi Arabia Information System
Please do not use this report since it will be Organizational Entity Saudization Report (for Nitaqat
obsolete as of November 2015. Program) - Obsolete as of November 2015 .
Transfer Non-Saudi Employees to Labor You use this report to generate a request in PDF On the SAP Easy Access screen, choose Human Resources
Office (HSAPLOT0) format. You submit the request to the responsible Payroll Asia/Paci c Saudi Arabia Information System
labor office, asking for transferring the les of the Other Government Forms Transfer Non-Saudi Employees to
listed employees from their current labor offices to Labor Office .
the responsible labor office.
The generated request only applies to an employee

whose nationality is not Saudi Arabia, that is, the
non-Saudi employees.

the pushbutton.
Work Permit Request, Form No. 2/4/1 You use this report to generate Form No. 2/4/1 work On the SAP Easy Access screen, choose Human Resources
(HSAPWPR0) permit requests for expatriate employees in Saudi Payroll Asia/Paci c Saudi Arabia Information System
Arabia. You need to request a work permit when you Other Government Forms Work Permit Request Form No.
hire a non-Saudi employee and submit the request 2/4/1 .
form to the labor office of Saudi Arabia.

the pushbutton.

The General Organization for Social Insurance (GOSI) is responsible for social insurance in Saudi Arabia. The localized solution for Saudi Arabia provides
the following report for social insurance purposes:
Name Use Navigation
Changing Submitted GOSI-Applicable Earnings An employee’s GOSI-applicable earning is submitted On the SAP Easy Access screen, choose Human
(HSAPSAC0) to the labor office at the start of each year. The Resources Payroll Asia/Paci c Saudi Arabia
submitted amount determines the monthly social Information System Other Government Forms
insurance contribution of this employee all through Change Contributors Salary with GOSI .
the year.
You use this procedure to adjust the submitted

amount in SAP system, and then generate a change
request to inform the labor office of your changes.
For more information, open the report and choose the

pushbutton.
Nationality Report (HSAPNAT0) You use this report to generate the details of On the SAP Easy Access screen, choose Human
employees in a company code registered with the Resources Payroll Asia/Paci c Saudi Arabia
GOSI authority on a monthly basis. You submit this Subsequent Activities Per Payroll Period
form to the GOSI authorities to show the number of Nationality Report .
Saudi and non-Saudi nationals employed in an
organization.

pushbutton.
Monthly GOSI Return and Settlement (GOSI Form 4) You use this report to generate the Settlement of GOSI On the SAP Easy Access screen, choose Human
(HSAPGOS0) Contributions form on a monthly basis. You print a Resources Payroll Asia/Paci c Saudi Arabia
form for each GOSI office. Subsequent Activities Per Payroll Period GOSI
Return and Settlement Report .
You submit this form to GOSI authorities to report on
the number of new and terminated employees who
are registered at the given GOSI office and the
monthly wages of these employees.

pushbutton.
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Name Use Navigation
Retroactive Registration with GOSI (HSAPRRR0) In order to receive more pensions after retirement, an On the SAP Easy Access screen, choose Human
employee is allowed to extend the social insurance Resources Payroll Asia/Paci c Saudi Arabia
(SI) contribution periods by including extra periods Information System Other Government Forms
into consideration, which are before the official start Retroactive Registration with GOSI .
date of his or her SI contribution.
You use this report to generate a request in PDF

format, which lists an employee’s starting salary in
each year of the requested extra periods. This
request then will be submitted to GOSI for extending
employee SI periods.

pushbutton.
Worker Movement, Form No. 3 (HSAPWJE0) You use this report to generate Worker Movement On the SAP Easy Access screen, choose Human
forms or Form No. 3 for your employees. You create Resources Payroll Asia/Paci c Saudi Arabia
the legal forms to register new employees with GOSI Information System Other Government Forms
or terminate employee social insurance registry at Worker Movement - Form No. 3 .
GOSI when they leave the company.

pushbutton.
Pre DME Report Enhanced for FI WPS Integration
Use
The wage protection system (WPS) is a government policy in Saudi Arabia through which employers disclose employee and salary information to the
Ministry of Labor. This disclosure ensures that employees are paid according to statutory requirements.
The localized HCM solution for Saudi Arabia provides the Pre. DME Program report. The Pre. DME Program generates payment data about the employee;
this payment data is required by the FI DME Program to generate the WPS le. For more information about WPS les within FI, see SAP note 1944853 .
Access
To access the HCM Pre. DME Program report, on the SAP Easy Access screen, choose Human Resources Payroll Asia/Paci c Saudi Arabia
Payroll Bank Transfer Pre. DME Program .
For detailed information about the Pre. DME Program report, open the report and choose the Program Documentation pushbutton.
Prerequisites
You have made the required settings in Customizing under Payroll Payroll: Saudi Arabia Personnel Management Personnel Administration
De ne Employer WPS Speci cations .
You have made the required settings in Customizing under Payroll Payroll: Saudi Arabia Personnel Management Personnel Administration
Assign Evaluation Class for Basic Pay and Housing Allowance Wage Types .
More Information
HCM SAP Note 1916442
FI SAP Note 1944853
Public Sector
To cater to special requirements in the public sector of Saudi Arabia, SAP provides the following speci c functions and enhancements for Payroll Saudi
Arabia Public Sector (component PY-SA-PS). The public sector solution is based on the solution for the private sector (component PY-SA).
Unique infotypes and enhanced standard infotypes that allow you to store speci c employee-related information, such as pension payment and
sanction records. For more information, see Infotypes for Public Sector.
A prede ned job classi cation matrix that matches the public sector job classi cation system. For more information, see Job Classi cation.
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Various reports that enable the system to exibly perform eligibility evaluation during the annual salary increase and periodic job grade promotion.
For more information, see Promotion in Public Sector, and Reporting for Saudi Arabia Public Sector.
Functions that monitor employee pension contribution period extensions and that make corresponding deductions during the payroll run. For more
information, see Pension in Public Sector.
Functions that assist you in assigning employees to work in other organizations through schemes such as secondment and mandate, or pursue on-
job education through scholarships. For more information, see Alternative Work Opportunities in Public Sector and Scholarship.
Online processes that enable both employees and HR administrators to perform regular personnel procedures with traceability. For more
information, see Processes and Forms.
Infotypes for Saudi Arabia Public Sector

In addition to the international infotypes, the system offers the following public sector-speci c infotypes:
Data Type Infotype
Employee-speci c data Personal Data (0002) Infotype: Speci c Function for Public Sector
Family Member/Dependents (0021) Infotype: Speci c Function for Public Sector
Education (0022) Infotype: Speci c Function for Public Sector
Secondary: Additional Education Info SA (3322)
Previous Employer/Pension Amend. SA (3311) Infotype: Speci c Function for

Public Sector
Retirement-speci c data Pension KSA PS (3320) Infotype
Employee reassignment-speci c data Mandate KSA PS (3323) Infotype
Secondment KSA PS (3327) Infotype
Employee sanction-speci c data Sanction KSA PS (3329) Infotype
Occupational hazards-speci c data Occupational Hazards SA (3312) Infotype: Speci c Function for Public Sector
Scholarship-speci c data Scholarship KSA PS (3321) Infotype
Additional Assignment-speci c data Additional Assignment SA (3343) Infotype
Deputation-speci c data Deputation KSA PS (3342) Infotype
Personal Data Infotype (0002): Speci c Function for Saudi Arabia Public
Sector
De nition
For an employee working in the public sector, you must maintain his or her language skill information in this infotype.
When you change any nationality of an employee from Saudi Arabia to another country, the system triggers a dynamic action and leads you to make the
following changes in the Pension Saudi Arabia Public Sector (3320) infotype:
Deselect the Enrolled in Pension checkbox
Fill out the Exemption Reason eld with the default reason Non-Saudi Employee (0001)
When you save the changes, during the payroll calculation, the system rst checks whether the employee is eligible for receiving pension and then
calculates the corresponding pension amount or retirement bonus for the employee. For more information about pension calculation, see the following
topics:
Pension in Public Sector
Pension KSA PS (3320) Infotype
More Information
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For more information about the country-speci c features of this infotype, see Personal Data (Infotype 0002): Country-Speci c Features Private Sector.
Family Members/Dependents Infotype (0021) - Feature for Saudi Arabia

Public Sector
De nition
When an employee in the public sector studies abroad on a scholarship, a number of dependents are entitled to free ight tickets to enable them to visit
the employee. You can use the Applicable for Scholarship Ticket checkbox to indicate whether a dependent can receive the free tickets.
For more information about entitlement to free tickets, see Scholarship.
More Information
For more information about the country-speci c features of this infotype, see Family Members/Dependents (Infotype 0021): Features for Saudi Arabia.
Education Infotype (0022): Speci c Function for Saudi Arabia Public Sector
De nition
In addition to the standard entry elds available on the Education (0022) infotype, you can enter a selection of education Saudi Arabia-speci c data.
Additional infotype elds are available in the Additional Education Info SA secondary infotype (infotype view 3322).
For public sector employees, educational records are used to determine eligibility for scholarship and promotion as follows:
Business Impact Infotype Checkbox
Scholarship The Highest Education checkbox records the details of the employee’s highest
academic quali cation. In doing so, when an employee applies for a scholarship,
the system can determine an appropriate degree that the employee can pursue
based on his or her highest education level.
Promotion The Job-Related Education/Training checkbox indicates whether the educational

quali cations of the employee are directly relevant to the job that the employee
currently holds. The checkbox is used as a lter by the promotion pre-check
report (HSAPEPP0).
Integration
To enable the additional infotype elds, the Education (0022) primary infotype has to be assigned to the Additional Education Info SA secondary infotype
(3322).
Entering Saudi Arabia-speci c data
You maintain all possible academic degrees in Customizing for Payroll: Saudi Arabia, under Public Sector Master Data Maintain Academic Degrees .
More Information
Scholarship KSA PS (3321) Infotype
Previous Employer/Pension Amend. SA (3311) Infotype: Public Sector
De nition
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This infotype saves information about the service period that an employee served with previous employers before the employee joined the current
organization.
Use
When an employee retires, the duration of service with previous non-public sector employers can be accumulated into the service years in the public sector
to calculate the nal pension amount.
Structure
Information Type Use
Previous Employer SA This area is common for both the private and public sectors. You specify the
sponsor ID of the previous employer and the corresponding service duration.
In this area, you can select the amendment type as follows:
If you choose either Add to Service Duration or Deduct from Service Duration,
you can specify the functionality that the system will use for calculating service
duration. If you leave the functionality eld blank, it will be applicable to all. Enter
the amend duration in years, months and days.
For more information, navigate to Customizing for Payroll: Saudi Arabia

Personnel Administration Maintain Service Duration Deduction and
Addition .
If you select Previous Employee/Pension Amend, specify the sponsor ID of the

previous employer and the corresponding service duration.
Pension Information and Pension Payment Status This area is speci c to the public sector. You enter the nature (for example, public,
private, or military sector) of the speci ed previous employer and the pension
payment status.
When you select the Pension Started or Compensation Received radio button,
you :
When you select the No Previous Payment radio button, you have the following
radio button options:
None: When you select this radio button, this service period is not
accumulated into the total service duration.
Accumulate to Service Duration: When you select this radio button, this
service period is directly accumulated into the total service duration for
pension calculation.
Apply for Service Amendment option is available. When you select the
Apply for Service Amendment option, the application status is visible.
The initial status is New.
By saving these selections, you can then use the Request for Aggregation of
Contribution Period (HSAPPAG0) report to generate a request for the employee.
Once the request is approved by the Public Pension Agency (PPA), and the
application status is changed to Approved in the system, this previous service
period can be accumulated into the total service duration for pension calculation.
For more information about this application process, see Pension Contribution
Period Amendment.
The Service Duration Amendment Reason eld is enabled when you select the
Apply for Service Amendment radio button. The available reasons are contained
in view V_T7SAMS01, which is customized in Payroll: Saudi Arabia Military
Sector De ne Pension Service Duration Amendment Reasons . Information
that is stored in the Service Duration Amendment Reason eld is used in the
Pension Eligibility and Calculation (HSAUPPEN) report for the Saudi Arabia
military sector.
Integration
The pension calculation uses the previous service periods of employees as input to check employee pension eligibility and to determine the calculation of
pension payment. For more information, see Pension in Public Sector.
More Information
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Previous Sponsor Infotype (3311) Speci c Functions for Saudi Arabia (Private Sector).
Occupational Hazards SA (3312) Infotype: Speci c Functions for Public Sector
De nition
When you maintain this infotype for employees working in the public sector, the Compensation tab page is available to you. On this tab page, you specify
the completion date of medical treatment and the injury level of an employee after medical treatment.
The following standard injury degrees are available:
Temporary disability
Permanent disability
Handicapped
Death
According to public sector regulations, employees with an injury degree other than temporary disability are eligible for compensation of a xed amount.
You can de ne this xed amount in Customizing for Payroll Saudi Arabia, under Public Sector Determine Compensation Amount for Injuries .
More Information
Occupational Hazards SA Infotype (3312) Speci c Functions for Private Sector
Occupational Hazards Compensation: Overview.
Pension Infotype (3320): Saudi Arabia Public Sector
De nition
This infotype records pension-related information for an employee who works in the public sector.
Use
Only employees who are Saudi Arabian nationals are eligible for enrollment in the Public Pension Agency (PPA) and to receive a pension. When an
employee retires or is withdrawn from the PPA, the system uses the information in this infotype to check whether the employee is pension-eligible, and
calculates the monthly pension amount or lump-sum retirement bonus if the employee is not eligible.
Structure
Pension KSA PS
You record the following information in this infotype:
Information Description
Enrollment status and exemption reason If an employee is withdrawn from PPA, even when the employee is still working in
the public sector, the system still carries out calculation of the pension or
retirement bonus.
Responsible PPA organization, including the PPA branch and office This information is required when an employee requests PPA for pension payment.
Sector where the employee works Calculation of the pension amount or retirement bonus varies depending on the
sector to which an employee belongs (either civilian or military sectors). For more
information, see the system documentation for the feature SAPSU.
Return Back to Service
You maintain this block when a retired employee is rehired and returns to work. You enter the previous service duration and current pension amount of the
employee. When the employee retires again in the future, the system calculates the pension amount and considers both previous and current service
periods.
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Rehiring Details
In this section, you maintain details about whether an employee was ever rehired and, if, yes, what the end of service payment amount was for the previous
employment period.
Integration
When the nationality of an employee is changed from Saudi Arabia to another country, the employee cannot remain registered with the PPA. When you
change the nationality in the Personal Data (0002) infotype, a dynamic action is triggered to make the following changes in the Pension (3320) infotype:
Deselect the Enrolled in Pension checkbox
Fill out the Exemption Reason with the default value 0001 (Non-Saudi Employee)
More Information
Scholarship Infotype (3321): Saudi Arabia Public Sector
De nition
This infotype saves employee information during the period when employees hold scholarships.
Use
During a scholarship period, the payment items of an employee differ depending on the scholarship type. In addition, dependents of an employee can be
entitled to free ight tickets to enable them to visit the employee. When an employee retires, the total service duration of the employee is affected by
whether the scholarship was completed. The total service duration is the calculation basis for pension and end-of-service (EOS) payment.
Structure
Study Information You save the basic information about the education of the employee resulting from
the scholarship, such as the institution address, major, academic degree, grade of
the employee during each semester, and so on.
Application Information Employees use an online process to apply for scholarships. Only when the
application is approved by the authority is the scholarship granted to the
employee. You record information of the online application process in this section.
For more information, see the following topics:
Internal Scholarship Application/Change/Termination Process
External Scholarship Application/Change/Termination Process
Other Information
When the scholarship type is external, you specify which dependent can
accompany the employee during their scholarship period.
When Eligibility for Travel Tickets is selected, during the Time Evaluation,
the system generates the ticket quota for the employee. You specify the
dependents that are eligible for free tickets in the Family
Member/Dependents (0021) infotype.
When the scholarship is terminated before the original completion date,

you execute the relevant personnel action to select the Termination
checkbox. The period of the record for which the Termination checkbox is
selected is then excluded from the total service duration when the
employee retires.
More Information
Family Member/Dependents (0021) Infotype - Speci c Function for Public Sector
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Scholarship
Mandate KSA PS (3323) Infotype: Saudi Arabia Public Sector
De nition
This infotype saves the mandate periods that employees spent in other organizations.
Use
During a mandate period, an employee is eligible for different mandate allowances depending on the location of the mandate organization and the
mandate type.
The HR user can use the Bene ts Entitlement Workbench to entitle mandate allowance to employees. The system checks employee records in the infotype
to determine whether the employee is eligible for the relevant allowance.
More Information
Bene ts Entitlement Workbench
Mandate Application Process
Secondment Infotype (3327) Saudi Arabia Public Sector
De nition
This infotype saves employee information when the employee is working on secondment.
Use
According to regulations, the payment that an employee receives is different during a secondment period. The system selects the Paid by Original Org
checkbox to determine whether the payment is to be made during a payroll run within the secondment period.
Sanction Infotype (3329): Saudi Arabia Public Sector
De nition
This infotype saves information about imposed sanctions on an employee due to inappropriate behavior or code of conduct violations.
Use
Sanctions can apply to active, retired, and terminated employees. According to the prede ned consequences for each sanction type, sanctioned
employees can be affected as follows:
Reduction of salary or nancial penalty
Loss of promotion points
Deprivation of periodic salary increase
Termination of labor contract
Impossibility of rehiring
Structure
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Sanction KSA PS According to Customizing settings, when you specify a sanction type, you can
maintain the deductible monetary amount or promotion points. For information
about the system action for each sanction type, see Customizing for Payroll:
Saudi Arabia Public Sector Set Up Sanctions .
Decision You maintain the person or organization that carries out the sanction.
If a sanction decision is revoked, you maintain the reason and the date when the
revocation was made.
Integration
When a change is made to the sanction record, retroactive payroll calculation is triggered. For the sanction type Salary Reduction (003), the employee
receives the previously deducted amount when all of the following conditions are ful lled:
The Override Original Decision checkbox is selected.
The Override Date is later than the original sanction date.
The Override Date is earlier than the pay date of the payroll period that includes the original sanction date.
More Information
Sanction.
Deputation KSA PS (3342) Infotype: Saudi Arabia Public Sector

De nition
You use this infotype to record when an employee is in a period of deputation.
Integration
This infotype is updated only when you use the Deputation and Deputation Update processes, through which all elds of the infotype are dynamically
populated.
More Information
Deputation Process
Deputation Update Process
Additional Assignment SA (3343) Infotype: Saudi Arabia Public Sector
De nition
You use this infotype to record additional work assignments that are undertaken by an employee. For example, if an employee temporarily assumes the
responsibilities of a colleague, you can store this information in the Additional Assignment SA (3343) infotype.
Integration
This infotype is updated only when you use the Additional Assignment and Additional Assignment Update processes, through which all elds of the infotype
are dynamically populated. If the Allowance Indicator eld is set to Yes, the employee is eligible for Additional Assignment Allowance.
More Information
Additional Assignment Process
Job Classi cation

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Concept
Job Classi cation and Positions
In the public sector in Saudi Arabia, positions are de ned and structured according to the job classi cation matrix. An entry in the matrix is linked to a
position. Each position is assigned to a job title as an additional attribute. The following table shows how this matrix can work in practice in an organization:
Attribute Use
Job Classi cation Type Speci es a speci c sub-section in an industry or branch of the public sector.
General group Represents the primary sector or industry in the public sector, for example, a
particular ministry.
Cluster Represents the secondary organization in a certain sector.
Category Series Describes the functioning of a position in the secondary organization.
Rank or Grade Relates mainly to the salary of a position.
To resemble the job classi cation matrix (that is the structuring of positions in the public sector) in the system, you make the following settings in
Customizing for Payroll Saudi Arabia, under Public Sector Master Data De ne Job Classi cation Matrix .
SAP provides the Job Classi cation (1643) infotype in Organizational Management. In this infotype, you can specify the above outlined dimensions to
specify an entry in the job classi cation matrix, and then map it to the object ID of a position.
Job Classi cation and Pay Structure
In the Planned Compensation (1005) infotype, you determine the level of compensation of a position by specifying its attributes in the pay structure.
To simplify the infotype maintenance, you can map the job classi cation matrix with the pay structure in Customizing for Payroll Saudi Arabia, under
Public Sector Pay Structure Map Job Rank/Grade with Pay Scale Group . By doing so, when you maintain the infotype 1005 for a position, the
following attributes are lled out with default values as per the Customizing settings:
Pay Scale Type
Pay Scale Area
Pay Scale Group
When you specify the pay scale level, the level of compensation for the position is determined. When you execute the Bene ts Entitlement Workbench, the
system checks the position of an employee to get the related pay structure information, and then determines the available salary components.
Job Classi cation and Promotion
For each entry in the job classi cation matrix, you de ne a promotion path in Customizing, which indicates the job classi cation code of the next higher
position that employees holding the current position can be promoted to, and speci es the conditions that must be met in order to be eligible for
promotion.
Job Classi cation and Appraisal
Employees holding positions in the same category series use the same appraisal template. After you upload the appraisal templates in the system, you
assign the appraisal templates to a category series in the job classi cation matrix.
More Information
Promotion in Public Sector
Personnel Action Categories
De nition
SAP provides the following standard categories for grouping personnel actions that require the same subsequent system actions:
Action Category Triggered System Action
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Action Category Triggered System Action
Early Retirement (EARE) When you start the action, the system compares the total service years of the
employee to the payroll constant UAGE5 and UAGE6, which save the required
minimum service years before retirement depending on the job of the employee.
Based on the check results, the system allows or prevents you from saving the
record.
Extended Retirement Age (EARN) Employees who have records of such action types are excluded when you execute
the Labor Contract Termination Check (HSACTMT0) report.
Promotion (PROM) When you have executed the action, the system opens the employee record in the
Basic Pay (0008) infotype, and by default change the pay scale level to the next
higher level.
Rehiring (REHI) When you start this action, the system veri es the eligibility of the employee for
being rehired according to the settings in Customizing for Payroll: Saudi Arabia,
under Public Sector Master Data De ne Lock Period for Rehiring .
Out of Pension Service Year (SOYP) If you save a record of this action type, when the employee retires, the period
between this action and the subsequent personnel action is excluded from the
accumulation of the service duration for pension calculation in the termination
payroll run.
Out of EOS Service Year (OSYE) Similar to the preceding row. The period is excluded from the accumulation of the
service duration for the end-of-service payment calculation in the termination
payroll run.
Secondment (SECO) When you categorize action types into these two categories, you must make
follow-up settings in Customizing to enable the system to recognize these action
types when detecting whether an employee is in a period of secondment or
Suspension (SUSP)
suspension.
More Information
Alternative Work Opportunities in Public Sector
Reporting for Saudi Arabia Public Sector, Labor Contract Termination Report HSACTMT0 .
Leaves
This section provides information about leaves for the Saudi Arabia public sector in the following topics:
Special Leaves for Saudi Arabia Public Sector
Customizing Special Leaves
Special Leaves for Saudi Arabia Public Sector

Use
The public sector payroll solution for Saudi Arabia provides the following leaves as absence types. You can access these absence types in the Absences
(2001) infotype.
Absence Type Paid or Unpaid Quota Explanation
Maternity Leave Non-SA PBS Paid and unpaid, depending on the No Leave type for female employees who
employee’s service duration. are not Saudi nationals.
Maternity Leave PBS Paid No Leave type for female employees who
are Saudi nationals.
Motherhood Leave PBS Paid at 25% of basic salary No Leave that is available to a female
employee to take care of her child, who
must be aged three years or lower.
Motherhood leave is available for a
maximum of three years.
Regular Vacation Leave PBS Paid Yes Standard vacation leave.
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Work Accident Leave PBS Paid No Leave for employees who suffer a
workplace accident. The leave is
subject to a maximum duration of 540
days.
Extend Work Accident Leave PBS Half paid No Leave for employees who are suffering
from a workplace accident injury for
more than 540 days after the accident
occurred.
Employees who are on this type of

leave are paid 50% of their basic
salary for a maximum of 540 days.
After this 540-day period, the

employee either resumes work or is
terminated.
Escort Leave PBS Paid, half-paid, and unpaid, depending No Leave that is granted to an employee
on the number of days taken. who is responsible for the following
unwell relatives:
Child
Spouse
Parent (if living with the

employee)
Sibling (if living with the

employee)
This type of leave is used when the

employee’s regular leave days have
been used.
Female EE Escort Leave PBS Unpaid No Leave that is available to female

employees who want to accompany
third parties, usually family members
or close relatives, on trips.
Exceptional Escort Leave PBS Unpaid No Exceptional leave that is granted for
escort purposes, for example, so that a
parent can attend a course for guidance
on how best to treat a disabled family
member.
Exams Leave PBS Paid No Leave that is granted to employees who

must take examinations during working
time. If the examinations are held
outside of Saudi Arabia, the days spent
traveling are included in the leave
allowance.
Emergency Leave PBS Paid Yes Leave that is granted to an employee

for personal emergencies. The
maximum allowance is ve days.
Study Leave PBS Unpaid No Leave that is available to the following

types of employees:
Holds second-level school

certi cate or higher
Achieved a good evaluation or

higher for at least three years
Proposed program of study is

work-relevant
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Exceptional Leave PBS Unpaid Yes Leave that is granted for a maximum of
one year over a ve-year period. The
leave can be taken consecutively or
intermittently.
This leave type is not included in

pension or promotion eligibility
calculation. However, this leave type is
considered for periodic bonus
calculation.
Widow Observing Leave PBS Paid No Leave that is available only to a female
Muslim employee, upon the death of
her husband.
Athletes Leave (Inland) PBS Paid Yes Leave that is available to employees
who engage in athletic or sporting
activities within Saudi Arabia. This
leave type is available for a maximum
of 30 days.
Athletes Leave (Foreign) PBS Paid Yes Leave that is available to employees
who engage in athletic or sporting
activities outside of Saudi Arabia. This
leave type is available for a maximum
of 60 days.
Athlete Leave Exceptional PBS Paid No Leave that is granted to an employee

who is on Athletes Leave so that the
employee can extend the duration of
their time off work.
Foreign Relief Leave PBS Paid Yes Leave that is available to employees
who are Saudi nationals and who
engage in humanitarian, cultural, or
sporting activities.
Renal Failure Leave PBS Paid No Leave that is available to employees

who require kidney dialysis treatment.
Sick Leave PBS Paid, half-paid, and unpaid, depending No Self-explanatory. Time spent by an
on the number of taken days. employee on sick leave is included in
pension calculation.
Writers Leave PBS Paid Yes Leave that is available to employees

who are writers. A maximum of 30 days
can be taken for this leave type.
Serious Sick Leave PBS Paid, half-paid, quarter-paid, and No Leave type for employees suffering
unpaid, depending on the number of from a serious disease as de ned in
taken days. the employee’s medical report.
Admin Job Trans Leave PBS Paid Yes Leave type that is given to employees
who move from an academic job to an
administrative job. The leave
entitlement is 36 paid days.
Marriage Leave PBS Unpaid Yes No speci c leave for marriage exists in
the public sector. Rather, marriage
leave is available only for private
sector employees, in accordance with
labor law. However; usually government
employees apply for exceptional leave
when they want to marry and enter
“marriage” into the request description
by way of explanation.
Scholarship Ticket PBS Paid Yes Leave type for the use of the ticket
entitlement quota of employees who
are eligible to receive free tickets for
returning to their home country in a
period of scholarship.
More Information
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For further information, refer to the following topics:
Customizing Leave Eligibility
Customizing Absence Distribution
Enabling Absence Quota Accrual for Hijri Calendar
Use
In Saudi Arabia, organizations commonly base their leave accrual policies on the Hijri calendar year. To set up the system so that it uses the Hijri calendar
for absence quota accrual, complete the Customizing steps described below.
Process
1. Under Payroll: Saudi Arabia Basic Settings Payroll Organization De ne Period Parameters , create a period parameter for the Islamic Hijri
year. For example, create a period parameter with the value 96 for the Islamic Hijri year.
2. Under Payroll: Saudi Arabia Basic Settings Payroll Organization Generate Payroll Periods , generate one payroll period per Hijri year for
the period parameter that you created in step 1.
3. Under Time Management Time Data Recording and Administration Managing Time Accounts Using Attendance/Absence Quotas Time
Quota Types De ne Absence Quota Types , de ne and con gure the absence quota type.
4. Under Time Management Time Data Recording and Administration , de ne the counting rule, absence type, and deduction rules for the
absence quota type that you created in step 3.
5. Execute the activity under Time Management Time Data Recording and Administration Managing Time Accounts Using Attendance/Absence
Quotas Calculating Absence Entitlements Rules for Generating Absence Quotas De ne Generation Rules for Quota Type Selection , and,
under the Base entitlement node, assign the payroll period parameter that was created earlier as the entitlement period.
6. Within the same customizing activity, select the Validity/deduction interval node and set the validity interval as the base period, that is, the period
for which the employee’s base entitlement is valid.
7. Within the same customizing activity, select the Rounding rules node and make the required settings, noting that annual leave for both enlisted
personnel and officers is to be rounded to the closest whole number.
8. Within the same customizing activity, select the Selection rules node, display the Accrual period tab, select the Other period radio button, and
enter 97 Islamic Calendar in the corresponding eld.
9. Within the same customizing activity, within the Selection rules node, display the Base entitl. tab, and enter the Rule for base entitlement that you
de ned in step 5.
Result
The system accrues the annual leave for every Hijri month and for every Hijri year.
Overtime
Use
In public service, employees are entitled to work overtime as agreed upon with their manager. In the payroll localization for Saudi Arabia, this involves a
decision-making process and also automated processing during payroll to ensure that the overtime hours are compensated correctly.
 Note
This solution is different from the standard solution for overtime, which uses the Quotas component.
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Decision-making process
The decision-making process for requesting overtime hours is described in detail in KSA PbS: Overtime Request (One Employee) and KSA PbS: Overtime
Request (Multiple Employees).
To record the agreed-upon overtime hours, the infotype Employee Remuneration Info (2010) is used. This infotype includes a start date from which the
number of approved overtime hours and days are calculated. Users can specify a description for the overtime request from one of the following options:
Overtime on public holidays
Overtime on weekends
Overtime on both public holidays and weekends
 Note
The descriptions are customizable. For more information, see Implementation Considerations below.
Payroll processing
During payroll, the system takes into account the actual overtime hours that the employee has worked, since the amount of extra hours worked can be
lower or greater than the agreement.
The Process Overtime Extension Limit (SAOTU) payroll function is available to ensure that only the actual worked overtime hours are taken for payment
processing. Worked overtime hours that were not planned for are not included for payment. This function also removes from payroll any overtime hour that
might have been worked when the employee was on a mandate.
Specify the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll
Asia/Paci c Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .
In infotype 0007, use the Work Schedule Rule to de ne the working days, weekend, and holidays of the organization.
Complete the following steps:
1. Execute transaction HRASR_DT, select Form Scenario from the drop-down menu, and enter S_HRPA_SA_OVERTIME_OT01.
2. Expand the following nodes: Version 0 Back-End Services S_TM_PLANNED_OVERTIME , and double-click Fields.
3. Select the TIME_MEASUREMENT_UNIT row to de ne the type of overtime measurement unit. Set a default value and save your entry.
4. Optional: The textual descriptions of the included overtime days are, by default, in the Arabic language. To change the textual descriptions,
on the INCLUDE_DAYS row, double-click Manual Input on the Input Help column. Change the Arabic text as follows:
Sequence Field Value Text
1 1 Working Days Only
2 2 Including Public Holidays
3 3 Including Weekends
4 4 Including Weekends and Public Holidays
 Caution
Do not change the Field Value and Sequence columns; change only the Text column.
5. Optional: De ne Planned and Actual Overtime in Customizing for Payroll: Saudi Arabia Public Sector De ne Planned and Actual
Overtime .
In this activity, you can customize the following:
Field Entry
Overtime Group Create and maintain overtime groups according to maximum and
minimum overtime hours per day. You can also de ne wage types for
actual and planned overtime.
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Field Entry
De ne Overtime Extension Limit Create and maintain overtime extension limits in terms of hours per day,
hours per month, and days per month.
De ne Overtime Group Based on Pay Scale Assign the overtime groups that you created to speci c pay scale grades.
Example
One employee at ABC Company is required to work extra hours to accommodate for an increase in demand. Employee and manager come to an
agreement that the employee is expected to work three hours of overtime. The decision is then sent to HR, and, after all required work ow steps are
taken, the employee is entitled to work the planned overtime hours and get paid for it.
At the end of the payroll period, the employee has not worked exactly the amount of planned overtime hours. The following scenarios are possible:
Employee worked… Employee gets paid for…
2 hours out of 3 planned 2 worked hours
4 hours out of 3 planned 3 planned hours
Therefore, the employee gets compensation for the effective amount of hours worked up to the previously agreed-upon planned overtime.
Compensation and Bene ts
Concept
In the public sector, the allowances and bene ts schemes vary in different sectors and industries. For example, the military sector offers certain particular
allowances. Even in the same sector, depending on the job grades, employees are entitled to different bene ts.
In addition, the payment that an employee receives changes with regard to different scenarios in his or her career, for example, probation and suspension;
or when the employee takes on an alternate job, such as mandating or secondment.
With this speci c solution for the public sector in Saudi Arabia, you can manage employee compensation and bene ts as follows:
De ne exible eligibility criteria, and match them to the applicable allowances or bene ts
Manage group required allowances and bene ts for a speci c pay scale level, which is matched with the job classi cation matrix, and therefore
provide complete allowance schemes for all jobs
Create a bene ts package for each employee, and adjust the bene ts entitlement when the employee has any change in his or her job
Check and execute periodical salary increases for employees
More Information
Reporting Periodic Salary Increase .
Eligibility Checking Rules
De nition
An eligibility checking rule is comprised of several eligibility criteria where each criterion is de ned based on particular employee information or sets a
special restriction. By combining these criteria, you can exibly de ne eligibilities for receiving allowances that vary depending on employees professions,
or different scenarios in their career path, for example mandating or a probation period.
By assigning an eligibility checking rule to a salary component, when you run the Bene ts Entitlement Workbench and include the salary component to the
bene ts package of an employee, the system checks the eligibility criteria that is contained in that checking rule and determines whether the employee is
eligible for this bene t or allowance.
Structure
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A common eligibility checking rule can comprise the following eligibility criteria:
Criterion Description
Pay scale This criterion is based on the employee pay scale information, for example their
job grade, as entered in the Basic Pay (0008) infotype.
Special date type Employees are eligible for certain allowances in a particular time period or on a
speci c day of a year, for example, on Eid al Adha. A special date type criterion
sets a limit on the time span to entitle the allowances.
Mandate Mandate-related criteria de ne how payments such as food, commuting, and

accommodation allowances are made to employees who are in a mandate period.
According to the entered mandate type in the Mandate (3323) infotype, the
system looks for the eligibility checking rules that are assigned to the same
mandate type and then veri es the eligibility of employees.
Country category When an employee travels or works overseas, the entitled allowances vary
depending on the economic status of the destination country or area.
Job specialty Some special jobs require special bene ts, for example a job that is subject to
occupational hazards, and therefore employees are entitled to a profession
allowance.
You can de ne each eligibility criterion individually in Customizing for Payroll Saudi Arabia, under Public Sector Allowances/Bene ts Eligibility
Checking and then combine them into eligibility checking rules.
In addition to these criteria, you can include the following limitations in a common eligibility checking rule:
Personal information, such as nationality and gender.
Maximum or minimum service time, which determines when an employee is eligible to request bene ts.
Upper or lower limit on the age of an employee. The limit determines the age scope for receiving bene ts.
Eligibility Criteria BAdI
A Business Add-on (BAdI) allows you to de ne eligibility criteria to cater to special requirements in your organization. You can access the BAdI in
Customizing for Payroll Saudi Arabia, under Public Sector Allowances/Bene ts Eligibility Checking BAdI: Enhancement on Eligibility Checking
Rules .
More Information
Use
In some circumstances, you need to determine or adjust the bene ts that an employee receives. For example, you adjust the bene t entitlement when an
employee is a new hire, or when they are promoted or transferred.
You can use the Bene ts Entitlement Workbench tool to create the bene ts entitlement for individual employees.
Integration
Checking the eligibility of an employee is important for the entitlement of bene ts and other company offerings, such as payment items and various
allowances. You group the requirements to form the eligibility checking rules, and apply the rules in all required circumstances.
Prerequisites
To be eligible for each salary component, an employee must ful ll certain criteria. You must have clari ed these criteria and de ned them in
Customizing for Payroll Saudi Arabia, under Public Sector Allowances/Bene ts Eligibility Checking .
To differentiate bene ts for employees with various backgrounds, employees are categorized into compensation groups. For example, bene ts vary
in groups de ned by job grades, seniority, functional areas, and so on. You de ne the compensation groups and the salary components in each group
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in Customizing for Payroll Saudi Arabia, under Public Sector Allowances/Bene ts Bene ts Entitlement . You can also de ne additional
eligibility criteria using a Business Add-In (BAdI).
Features
When you start the tool, the eligible salary components of the compensation group are listed according to the Customizing settings. You choose
components from the list and generate a bene ts package speci cally for this employee.
For each salary component, in addition to the amount, you can use the workbench to determine payment information, such as the payment date,
payment interval, bank transfer, and so on.
After you determine the bene t entitlements, this tool enables you to create the relevant infotype records. Then, during payroll calculation, the
system reads these records to make the payment to the employees.
Activities
Step Phase Details
1 Start the Bene ts Entitlement Workbench. To access the workbench, on the SAP Easy Access screen, choose Human Resources
Payroll Asia/Paci c Saudi Arabia Public Sector Tools Bene ts
Entitlement Workbench .
2 Choose the employee. Specify an employee by entering the personnel number.
3 Determine the effective date. When the workbench updates the entitled bene ts in master data, this effective date is
used as the start date of the generated infotype records.
4 Generate the bene ts package. You select the applicable salary components for the employee from the Components
group box and choose the pushbutton to move them to the Package group box. Only
the components in the Package area will be assigned to the employee.
5 Determine the payment details for salary By default, the initial amount for each component is zero (0,00). When you choose the
components. initial amount of a component, the system displays the required elds in the Edit area
group box. The stored information in these elds determines how this salary component
is paid. You update these elds and choose the Accept pushbutton to upload the new
amount to the package.
You can choose the Reset pushbutton to clear the values in the elds and re-enter the
required values.
6 Update master data. When the payment details of each component in the package are nalized, you choose
the Update pushbutton. The system creates new infotype records for this employee
based on the following elds:
Infotype
Subtype
Wage Type
After this step, the creation of a bene ts entitlement package for the speci ed
employee is complete.
Promotion in Saudi Arabia Public Sector
Use
In the public sector, the promotion processes for employees in higher and lower positions are different.
You make the required settings in Customizing under Payroll: Saudi Arabia Public Sector Promotion .
Process
The following table shows the system process for promotion by grade:
Promotion for Job Rank/Grade 2-10 Promotion for Job Rank/Grade 11-13
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Promotion for Job Rank/Grade 2-10 Promotion for Job Rank/Grade 11-13
For employees who hold have job ranks/grades between 2 and 10 in the job For employees who hold advanced positions with job ranks/grades that are
classi cation matrix, the promotion process is as follows: between 11 and 13 in the job classi cation matrix, the promotion process is as
follows:
1. The HR user executes the Promotion Pre-Check for Job Grade 2-10
(HSAPEPP0) report to check the promotion possibilities for certain 1. Search for the right candidates
nominated employees or for a particular organization. According to the
2. Communicate with the candidate and get con rmation from the candidate
pre-de ned promotion path, an employee can have more than one higher
of their acceptance of proposed promotion
position to which it is possible to be promoted. The HR user generates a
list containing all the possibilities and presents the list to the manager of 3. Based on the outcome from the communication phase, the HR user
the employee for consideration in their decision-making. initiates the online promotion process Promotion Application (Grade 11-
13). The candidate needs to ll out the formal online application form, and
2. On receiving the manager decision, the HR user executes the report
approvals from the organization director or minister are required to
HSAPEPP0 again. On the output screen, the HR user selects the record of
complete the process.
the higher position, which is proposed by the manager, and generates a
con rmation letter. The HR user sends the letter to the employee for 4. When the process is complete, the HR user starts the process Promotion
agreement. Decision (Grade 11-13) for senior positions. The approval of the direct
manager and candidate acceptance are required to complete the process.
3. After the employee agrees with the manager proposal, the HR user initiates
With the approval, the HR user executes the Promotion (PBS) personnel
the online promotion process, which is based on the employee’s
action to update the candidate master data relevant to the change to their
agreement on the higher position. In the process, the employee needs to
new position.
ll out and submit a formal application form; while the approvals from the
line manager and HR responsible person are required to complete the
process.
4. When the process is complete, the HR user executes the Promotion (PBS)
personnel action. This leads to updates that are elated to the new position
in the master data of the employee, for example, changes to organizational
information, pay scale level, and allowances and bene ts.
More Information
Reporting under Promotion Pre-Check for Job Grade 2-10 (HSAPEPP0)
Standard Calculation of Promotion Points
Process: Promotion Application (Grade 2–10)
Process: Promotion Application (Grade 11-13)
Process: Promotion Decision (Grade 11-13)
Job Classi cation
Standard Calculation of Promotion Points

Use
When more than one employee can be promoted to the same higher position, the manager makes the nal decision by referring to their respective
promotion points.
In the standard solution, employee promotion points are calculated when the HR user runs the Promotion Pre-Check for Job Grade 2-10 (HSAPEPP0)
report and displays the result screen.
The following attributes are considered when determining an employee’s promotion points:
Attribute Use
Seniority The report measures the length of the employee service period.
Educational background The report checks employee records in the Education (0022) infotype, and
detects the highest academic level of the employee.
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Attribute Use
On-the-job training experience The report checks the employee records in the Education (0022) infotype in
relation to on-the-job training or personal development activities.
 Note
Only work-related training or development activities help the employee gain
more promotion points. You de ne work-related training for relevant positions
in Customizing for Payroll Saudi Arabia, under Public Sector Promotion
Specify Work-Related Educations and Trainings .
Results of previous appraisal reports Self-explanatory.
Adherence to codes of conduct Punctuality is an important factor. The report calculates the points based on
employee time recording.
Promotion points are subject to reduction due to sanctions that might have been
imposed. The report checks the employee record in the Sanction Saudi Arabia
Public Sector (3329) infotype and makes the corresponding point reduction.
In addition, employees are granted extra points for outstanding achievements.
For more information on how standard implementations evaluate employee promotion points, see the online documentation of the Business Add-In
PBSSA_PROMOTION_CONDITION. You can access it in Customizing for Payroll Saudi Arabia, under Public Sector Promotion Business Add-Ins BAdI:
Promotion Condition Check and Points Calculation .
More Information
Sanction
Reporting for the Saudi Arabia Public Sector
Sanction Infotype (3329) Saudi Arabia Public Sector
Education Infotype (0022) - Speci c Function for Saudi Arabia Public Sector
Use
The public sector in Saudi Arabia provides the following opportunities to employees during their period of public service:
Mandate
Secondment
Deputation
Mandate
Mandated employees can work for another organizational unit for a xed period of time without changing from their own organizational unit.
Employees must ful ll certain criteria before they are eligible to serve a mandate period. In addition, their online applications must be approved by their
current manager. You can check or change the standard criteria for an employee mandate period in Customizing for Payroll Saudi Arabia, under Public
Sector Allowances/Bene ts Eligibility Checking De ne Eligibility Checking Rules .
Additional allowances are entitled to mandated employees. After you create a record in the Mandate KSA PS (3323) infotype, you can determine the
allowances.
The mandate period is subject to a maximum number of days in a Hijri calendar year. The value of the maximum number of days is maintained in constant
UAND1. Because of restrictions on the length of the mandate period, a record in the Mandate KSA PS (3323) infotype cannot exceed the maximum length.
Secondment
Some organizations offer secondment opportunities that enable employees from other organizations to apply to work in a different area to their normal
job.
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SAP provides the following standard restrictions that you can set for secondment:
Maximum duration of a secondment record in the Secondment KSA PS (3327) infotype
Maximum total duration of a secondment period
Minimum interval between two adjacent secondments
Maximum duration that equals the sum of all secondment periods in throughout the entire service of an employee
Minimum working period in the current position is required before an employee can apply for a secondment
The highest job grade of employees who can apply for a secondment
Deputation
Deputation is a situation in which an employee moves to a new position either in the same organization or to another organization. You use the Deputation
KSA PS (3342) infotype to record when an employee is in a period of deputation.
For mandate-related implementations, you make the required settings in Customizing under Payroll: Saudi Arabia Public Sector
Allowances/Bene ts Eligibility Checking De ne Mandate Criteria De ne Mandate Types .
For secondment-related implementations, you make the required settings in Customizing under Payroll: Saudi Arabia Public Sector
Secondment .
For deputation-related implementations, you make the required settings in Customizing under Payroll: Saudi Arabia Public Sector Deputation
.
Integration
Employees can submit their applications for mandate, deputation, and secondment-related opportunities through the system by using the
appropriate processes and forms. When employees ll out the online application forms, the system checks their eligibility for the speci ed activity
based on Customizing settings in the back-end system.
For eligible employees, approvals from their managers and other responsible persons are required to complete the online application process. This
prerequisite is required for HR users to execute the corresponding personnel action in the back-end system.
You can run actions for each of these alternative job opportunities in transaction PA40.
Scholarship
Use
Employees in the Saudi Arabia public sector can pursue higher academic degrees. In addition, during the period when they pursue the education,
employees can apply for scholarships that would support them nancially during their education.
To receive a scholarship, an employee must submit an online application. The system then checks whether the employee ful lls the prede ned eligibility
criteria for applying for a scholarship. The valid applications from eligible employees must then be approved by their managers and other responsible
people.
The payment items of an employee change when the status of a scholarship period changes, such as start, completion or termination. Status changes are
recorded in the system using corresponding action types in the Action (0000) infotype.
During the scholarship period, the public sector provides additional bene ts to employees, including:
Allowances to junior dependents
Free ight tickets to both employees and their dependents
When a scholarship period nishes, additional allowances are granted to employees who achieve an outstanding level of academic performance.
If a scholarship is terminated before its planned end date, when the employee retires, this terminated scholarship period is excluded from the employee
pension contribution period and the service period for end-of-service payment calculation.
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You make the required settings in Customizing under Payroll: Saudi Arabia Public Sector Scholarship .
More Information
Saudi Arabia Public Sector: External Scholarship Application / Change / Termination
Saudi Arabia Public Sector: Internal Scholarship Application / Change / Termination
Sanction
Use
In the Saudi Arabia public sector, sanctions can apply both to employees who are still in service and also to employees whose labor contracts have nished,
for example retired employees. You record the sanctions imposed on an employee in the Sanction KSA PS (3329) infotype. You can de ne consequences
and the applicable employees for each sanction type in Customizing for Payroll: Saudi Arabia Public Sector Set Up Sanctions .
The following table shows the consequence of each sanction record:
Sanction Record Explanation
Financial Penalty During payroll calculation for the relevant period, the speci ed monetary amount
is deducted from the gross payment of the employee.
Deprived from Annual Salary Increase When you run the Periodical Salary Increase (KSA Public Sector) (HSAIPSR0)
report, the system does not include employees who have this sanction imposed.
Therefore these employees are not eligible for consideration for a salary increase.
Short-term Rehiring Not Allowed Employees cannot be rehired for 5 years after the sanction is applied. This
sanction applies to employees whose labor contracts have already terminated.
Therefore, you cannot conduct the Rehiring personnel action for such employees
for 5 years as of the date of the sanction record.
Contract Termination Saving a sanction record with this consequence triggers a dynamic action that
starts the Termination personnel action for the employee.
Impact on Promotion When you run the Promotion Pre-Check (Grade 2-10) - KSA Public Sector
(HSAPEPP0) report, the system subtracts the promotion points speci ed on the
screen of the Sanction KSA PS (3329) infotype from the points gained by the
employee from a disciplinary aspect.
More Information
Sanction KSA PS (3329) Infotype
Qarar
In Saudi Arabia, organizations that use processes and forms for decision-making can use the Decision Report (t-code HRPBSSA_PRC) to generate a
ltered list of all decisions taken.
This SAP note delivers the capability for users to view, in either FPM or PDF format, the details of each form used in the decision-making process.
The Decision Report can be accessed using either of these methods:
Enter T-Code HRPBSSA_PRC
From the SAP Easy Access screen. Navigate as follows Human Resources Payroll Asia/Paci c Saudi Arabia Information System
Decision Report
For full details of how the Decision Report works, on the report screen, choose the Program Documentation button. In addition, a sample process and
form, S_HRPA_SA_SECONDMENT_FPM, has been provided in Design Time. You can examine the sample work ow and form scenario to see how this
sample process matches the criteria described in the Prerequisites section of the Decision Report program documentation.
Termination, Resignation, Retirement, and Pension
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Use
Rehiring
In the Saudi Arabia public sector, a previous employee can be rehired for service. However, a blocking period is imposed on employees whose previous labor
contracts were terminated. When you execute the Rehiring personnel action for such employees, the system checks whether or not the employees are in
the blocking period, and determines whether to continue with or cancel the action.
Other personnel actions can be processed in a similar way. You de ne the blocking period for a particular action reason and the action type in Customizing
for Payroll Saudi Arabia, under Public Sector Master Data De ne Lock Period for Rehiring .
Resignation
Resignation is a special type of contract termination. Regulations in the public sector require a notice period of 90 days prior to the actual execution of
resignation.
1. You execute the personnel action Submit Resignation for the employee who proposes to resign.
2. When you save the record, a dynamic action is triggered, which leads you to create a new record in the Date Speci cation (0041) infotype with the
date type Apply Resignation (SZ).
3. When the 90-day notice period is over, you execute the personnel action Termination (PBS) with the action reason Resignation. If the notice period
is not nished, the system does not allow you to carry out the termination action.
Early Retirement
Employees in the public sector can apply to retire before reaching the regulated retirement age as long as certain conditions are ful lled. These conditions
are based on the length of the total service period of an employee. The payroll constants UAGE5 and UAGE6 are used to save the required number of
years. When you execute the Early Retirement personnel action, the system checks if the employee has completed the required service period and then
determines whether creating the action record is allowed.
Retirement Extension
If required by the organization, for example, there is a resources shortage, employees can postpone their retirement. For this purpose, SAP provides a
standard personnel action Extend Retirement Age (PBS). Employees can postpone their retirement up to a maximum of 5 years after the regulated
retirement age.
 Note
This action does not apply to employees working on the following positions:
Ministers
Members of the judiciary
Members of the bureau of investigation and prosecution
Integration
Employees with records of the Extend Retirement Age (PBS) action type will not be identi ed as the target by the Labor Contract Termination
Checking (HSACTMT0) report until the extended period is over. .
When such an employee retires, the extended service period of the employee is considered for neither the end-of-service payment calculation nor
the pension amount calculation.
More Information
For more information about the report, see Reporting for Saudi Arabia Public Sector, Labor Contract Termination Checking (HSACTMT0) .
Concept
In the public sector of Saudi Arabia, employees who are Saudi nationals are enrolled in the Public Pension Agency (PPA) and can receive a monthly pension
when they retire at the required age or with enough years of service. In the system, you save employee pension-related information in the Pension KSA PS
(3320) infotype. In the following scenarios, the system is triggered to start the pension calculation process for an employee during the payroll run:
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The employee is withdrawn from the PPA; that is, in the employee record in the infotype 3320, the Enrolled in Pension checkbox is deselected, and
an exemption reason is entered.
The employee is retired; that is, the employee has taken the personnel action Termination (PBS) with the action reason Retirement.
Process
During the payroll run, the system rst checks whether the employee is eligible to receive a pension. For an eligible employee, the system calculates the
pension amount; for a non-eligible employee, the system calculates the retirement bonus.
With the calculation results, you use the Request Generation for Pension Payment (HSAPPPB0) report to generate payment requests for these employees
and submit to PPA, which makes the payment.
Depending on the sector where the employee is working, the eligibility, pension calculation formula, and retirement calculation formula are different. The
feature SAPSU determines the eligibility checking and amount calculation.
The employee working period prior to joining the public sector can also be added to the total contribution period, that is, the basis used to calculate the
pension amount. You save employee previous service periods in the Previous Employer SA (3311) infotype. In some circumstances, the service duration
amendment needs approval from PPA. You manage the application status in the Previous Employer SA (3311) infotype using the Request for Aggregation
of Contribution Period (HSAPPAG0) report.
More Information
System documentation of feature SAPSU.
Reporting for Saudi Arabia Public Sector:
Pension Reports Request Generation for Pension Payment (HSAPPPB0) .
Pension Reports Request for Aggregation of Contribution Period (HSAPPAG0) .
Changing the Pension Contribution Period
Pension Contribution Calculation
Use
The payroll solution for the Saudi Arabia public sector calculates employee pension contributions.
You make the required customizing settings in Payroll: Saudi Arabia Public Sector Pension .
Integration
In schema SAU3, personnel calculation rule SAUP2 calls operation SAOPU. This operation in turn reads the Pension Infotype (3320) and the value of
constant UPCEE to determine the contribution amount.
Changing the Pension Contribution Period
Use
The Saudi national employees in the public sector can receive a pension after retirement or when they withdraw from the Public Pension Agency (PPA).
The calculated pension amount is based on the total contribution period.
With approval from the PPA, employees who have records of previous work before they joined the current organization can amend their pension
contribution period by adding the previous service period. You use this process to control the application progress.
 Note
This process applies only to employees who have never received a pension or any other compensation from the PPA or other organizations.
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Prerequisites
You have maintained the branches and offices of the PPA in the following Customizing activities:
Payroll: Saudi Arabia Public Sector Pension Maintain Branches of Public Pension Agency .
Payroll: Saudi Arabia, under Public Sector Pension Maintain Offices of Public Pension Agency .
Such information is required when generating application requests.
You have saved the pension information of the employee in the Pension KSA PS (3320) infotype.
Process
Step Phase Activities
1 Create records in the Previous Employer/Pension On the infotype screen, make the following selections:
Amend. SA (3311) infotype
In the Pension Payment Status area, select
the No Previous Payment radio button.
In the Pension Service Amendment area,

select the Apply for Service Amendment
radio button.
The initial application status is New.
2 Generate a request for a pension contribution period You generate the request by using the Request for
amendment Aggregation of Contribution Period (HSAPPAG0)
report. When you choose the Print PDF button on the
output screen, the system changes the application
status from New to Pending.
3 Update infotype with the PPA response When you receive the PPA decision about the
employee request, which can be approved or
rejected, you still use the Request for Aggregation of
Contribution Period (HSAPPAG0) report to update
the application status in the infotype 3311.
Result
When the employee retires, the records of the infotype 3311 with the application status are added to the total pension contribution period. In addition, the
previous work periods also extend the total service duration of the employee, which is checked when verifying the eligibility of an employee for receiving
pension.
More Information
Pension KSA PS (3320) Infotype
Previous Sponsor Infotype (3311) Speci c Functions for Saudi Arabia Private Sector
Previous Employers SA (3311) Infotype - Speci c Functions for Public Sector
Reports and Forms for Saudi Arabia Public Sector

The localized payroll solution for the Saudi Arabia public sector features two categories of reports:
Organizational Management Reports
Payroll Reports
Organizational Management Reports

The following Organizational Management reports are available for the Saudi Arabia public sector:
Name Use Navigation
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Name Use Navigation
Job Information for Budget Items (HSAPJDI0) This report lists all jobs that are related to one On the SAP Easy Access screen, choose Human
commitment item (as part of the nancial yearly Resources Payroll Asia/Paci c Saudi Arabia
budget). The report lists the details of the employees Public Sector Organizational Management
who occupy the job, such as their quali cations, Reports Job Information for Budget Items .
specialization, and salary.
For detailed information, open the report and choose

the pushbutton.
Detailed Information of Fixed Jobs (HSAPFJD0) This report lists all permanent and xed jobs that On the SAP Easy Access screen, choose Human
belong to all job scales within the organization. The Resources Payroll Asia/Paci c Saudi Arabia
relevant employee details, such as quali cations, Public Sector Organizational Management
specialization, and salary, are also listed. Reports Detailed Information of Fixed Jobs .

the pushbutton.
Employee List per Hiring Date (HSAPELH0) This report lists the employee hiring date per job On the SAP Easy Access screen, choose Human
type, including the hiring date of the employee’s rst Resources Payroll Asia/Paci c Saudi Arabia
job in the public sector. Public Sector Organizational Management
Reports Employee List per Hiring Date .
the pushbutton.
List of Vacant Jobs (HSAPLVJ0) This report lists all vacant positions in the selected On the SAP Easy Access screen, choose Human
organization. Resources Payroll Asia/Paci c Saudi Arabia
Public Sector Organizational Management
Reports List of Vacant Jobs .
the pushbutton.
List of Approved Vacant Jobs (HSAPLAV0) This report lists the vacant positions that have been On the SAP Easy Access screen, choose Human
approved during a speci ed nancial year. Resources Payroll Asia/Paci c Saudi Arabia
Reports List of Approved Vacant Jobs .
the pushbutton.
Employee Detailed Information (HSAPIFJ0) This report lists all employees who ll permanent On the SAP Easy Access screen, choose Human
jobs, that is, jobs that are covered by a civil pension, Resources Payroll Asia/Paci c Saudi Arabia
and contracted employees. Public Sector Organizational Management
Reports Employee Detailed Information .
the pushbutton.
Incomes and Deductions Summary (HSAPLPJ0) This report lists the new positions that are proposed On the SAP Easy Access screen, choose Human
to be created within the scope of the nancial year Resources Payroll Asia/Paci c Saudi Arabia
budget of the organization. Public Sector Organizational Management
Reports Incomes and Deductions Summary .
the pushbutton.
List of Approved Structures (HSAPLAS0) This report lists the positions with “Planned” and On the SAP Easy Access screen, choose Human
“Occupied” status in the speci ed nancial year. Resources Payroll Asia/Paci c Saudi Arabia
Reports List of Approved Structures .
the pushbutton.
Details of Approved Structures (HSAPDAJ0) This report lists the positions at planned and On the SAP Easy Access screen, choose Human
occupied status in the new nancial year. Resources Payroll Asia/Paci c Saudi Arabia
Reports Details of Approved Structures .
the pushbutton.
Employee List as per Position Code (HSAPELJ0) This report lists the employees per position code. On the SAP Easy Access screen, choose Human
the pushbutton.
Reports Employee List as per Position Code .
List of Approved Jobs Every Fiscal Year (HSAPLAJ0) This report lists all positions under a particular On the SAP Easy Access screen, choose Human
nancial year with Approved (Occupied) and Resources Payroll Asia/Paci c Saudi Arabia
Approved (Vacant) status per department. Public Sector Organizational Management
Reports List of Approved Jobs Every Fiscal Year
.
the pushbutton.
Payroll Reports
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The following payroll reports are provided for the Saudi Arabia public sector:
Name Use Navigation
Employees Added/Deleted in Payroll You use this report to list the employees who are On the SAP Easy Access screen, choose Human Resources
Sheet (HSAPEAD0) newly added into or deleted from the payroll sheet for Payroll Asia/Paci c Saudi Arabia Public Sector .
a speci c payroll period.

pushbutton.
Employee List per Job Grade You use this report to list the employees within certain On the SAP Easy Access screen, choose Human Resources
(HSAPELG0) job grade range. Payroll Asia/Paci c Saudi Arabia Public Sector .

pushbutton.
Employee Information Card You use this report to show the details of the On the SAP Easy Access screen, choose Human Resources
(HSAPEIC0) information card of an employee, such as address, Payroll Asia/Paci c Saudi Arabia Public Sector .
organizational assignment, education, and personal
data.

pushbutton.
Incomes and Deductions Summary You use this report to display the incomes and On the SAP Easy Access screen, choose Human Resources
(HSAPIDS0) deductions summary for a speci c payroll period. Payroll Asia/Paci c Saudi Arabia Public Sector .

pushbutton.
Labor Contract Termination Check You use this report to generate a list of employees On the SAP Easy Access screen, choose Human Resources
(HSACTMT0) whose labor contracts should be terminated because Payroll Asia/Paci c Saudi Arabia Public Sector Tools
of certain reasons, but for whom the corresponding Labor Contract Termination Check .
personnel actions have not yet been taken.

pushbutton.
List of Employees per Type and Status You use this report to generate a list of employees On the SAP Easy Access screen, choose Human Resources
(HSAPETS0). according to type and status. Payroll Asia/Paci c Saudi Arabia Public Sector .

pushbutton.
List of Promoted Employees You use this report to list the employees who have On the SAP Easy Access screen, choose Human Resources
(HSAPLPE0) been promoted during a selected period. Moving a Payroll Asia/Paci c Saudi Arabia Public Sector .
position to a higher job grade during selected period
is considered as promotion.

pushbutton.
List of Suspended Employees You use this report to generate a list of suspended On the SAP Easy Access screen, choose Human Resources
(HSAPLSE0) employees. Payroll Asia/Paci c Saudi Arabia Public Sector .

pushbutton.
List of Terminated Employees You use this report to list the discharged employees On the SAP Easy Access screen, choose Human Resources
(HSAPLTE0) (terminated, resigned, retired, and so on) during the Payroll Asia/Paci c Saudi Arabia Public Sector .
selected period.

pushbutton.
Overtime Allowance Payroll Statement You use this report to generate a list of the overtime On the SAP Easy Access screen, choose Human Resources
(HSAPOAP0) allowance and other relevant information of speci ed Payroll Asia/Paci c Saudi Arabia Public Sector .
employees.

pushbutton.
Periodic Salary Increase (HSAIPSR0) You use this report to record employee periodic salary On the SAP Easy Access screen, choose Human Resources
increase in the system. By default, the report delimits Payroll Asia/Paci c Saudi Arabia Public Sector Tools .
the record in the Basic Pay (0008) infotype.

pushbutton.
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Name Use Navigation
Promotion Pre-Check for Job Grade 2- You use this report to do a pre-check to determine the On the SAP Easy Access screen, choose Human Resources
10 (HSAPEPP0) candidates who are eligible for promotion to higher Payroll Asia/Paci c Saudi Arabia Public Sector Tools
ranks or positions. Promotion Pre-Check (Grade 2 to 10) .

pushbutton.
Salary and Allowance Payroll You use this report to list detailed salary elements On the SAP Easy Access screen, choose Human Resources
Statement (HSAPSAS0) including incomes and deductions, such as basic Payroll Asia/Paci c Saudi Arabia Public Sector .
salary, transportation allowance, 9% retirement
deduction, an so on.

pushbutton.
Pension Reports
Name Use Navigation
Request for Aggregation of You use this report to generate the form Request for On the SAP Easy Access screen, choose Human Resources
Contribution Period (HSAPPAG0) Aggregation of Contribution Period to request the Payroll Asia/Paci c Saudi Arabia Public Sector Pension .
Public Pension Agency (PPA) to accumulate the
employee’s previous service periods also as pension
contribution period, so as to amend the employee’s
pension payment on retirement.
When you receive the veri cation result to the request

from PPA, you can use this report to update the
corresponding application status in the Previous
Employers SA (3311) infotype.

pushbutton.
Request Generation for Pension You use this report to generate a form for reporting the On the SAP Easy Access screen, choose Human Resources
Payment (HSAPPPB0) selected employees’ status change to the labor office. Payroll Asia/Paci c Saudi Arabia Public Sector Pension .
For example, when an employee is retired, or when the
sponsorship for a non-Saudi employee is transferred.
The labor office needs to record such changes in their
own computer system.

pushbutton.
Processes and Forms
Use
To facilitate the special requirements of personnel management in the Saudi Arabia public sector, the localized solution provides sample HR processes and
forms. Employees and the responsible HR administrator can use these online services to get approvals from the authorized managers, and update the
relevant master data in the back-end system.
Prerequisites
You have installed the latest version of Adobe Reader.
You have installed an Adobe language pack that supports the Arabic language.
You have installed Microsoft Internet Explorer 9 or higher.
If you want to use the processes through transaction NWBC, you must have completed the following steps:
1. Enter transaction PFCG.
2. In the Role eld, enter SAP_ASR_HRADMIN_HCM_CI_3 and choose the Change pushbutton.
3. On the User tab, assign user IDs to the SAP_ASR_HRADMIN_HCM_CI_3 role.
 Note
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These processes and forms are Adobe interactive forms and are not based on Web Dynpro.
The forms use the Arabic language only.
Adobe licensing information is available in SAP Note 750784 .
Features
The following table shows the available sample HR processes and forms:
Business Need Process and Form Process Name in Arabic
Absence Deduction KSA PbS: Absence Deduction (One Employee) ‫ ﻓﺮدي‬- ‫ ﺣﺴﻢ ﺑﺴﺒﺐ اﻟﻐﻴﺎب‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Absence Deduction (Multiple Employees) ‫ ﺟﻤﺎﻋﻲ‬- ‫ ﺣﺴﻢ ﺑﺴﺒﺐ اﻟﻐﻴﺎب‬: .‫ ع‬.‫ااﻟﺴﻌﻮدﻳﺔ ق‬
Additional Assignment KSA PbS: Additional Assignment ‫ ﻃﻠﺐ ﺗﻜﻠﻴﻒ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Appraisal KSA PbS: Annual Increment ‫ ﻣﻨﺢ ﻋﻼوة ﺳﻨﻮﻳﺔ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Deputation KSA PbS: Deputation ‫ ﻃﻠﺐ ﻧﺪب‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
End of Service (EOS) KSA PbS: EOS Decision ‫ ﻗﺮار ﻧﻬﺎﻳﺔ اﻟﺨﺪﻣﺔ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Contract Termination (WCI) ‫ إﻧﻬﺎء ﻋﻘﺪ ﻋﻠﻰ ﺑﻨﺪ اﻷﺟﻮر‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
General KSA PbS: Decision Cancellation ‫ إﻟﻐﺎء ﻗﺮار‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Job Rename ‫ إﻋﺎدة ﺗﺴﻤﻴﺔ وﻇﻴﻔﺔ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Hiring KSA PbS: Hiring on Payscale ‫ ﺗﻌﻴﻴﻦ ﻋﻠﻰ ﺳﻠﻢ رواﺗﺐ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Hiring ‫ إﻋﺎدة ﺗﻮﻇﻴﻒ ﻟﻤﻮﻇﻒ ﺳﺎﺑﻖ‬: ‫اﻟﺴﻌﻮدﻳﻪ اﻟﻘﻄﺎع اﻟﻌﺎم‬

 Note
For information about the scenarios in which these KSA PbS: Hiring and Emb. Non-Saudi (Ext.) ‫ ﻣﺘﻌﺎﻗﺪ ﻏﻴﺮ ﺳﻌﻮدي ﻣﻦ اﻟﺨﺎرج‬- ‫ ﺗﻌﻴﻴﻦ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
processes are used, see Hiring Processes:
Overview. KSA PbS: Hiring and Emb. Non-Saudi (Int.) ‫ ﻣﺘﻌﺎﻗﺪ ﻏﻴﺮ ﺳﻌﻮدي ﻣﻦ اﻟﺪاﺧﻞ‬- ‫ ﺗﻌﻴﻴﻦ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Hiring on WCI ‫ ﺗﻌﻴﻴﻦ ﻋﻠﻰ ﺑﻨﺪ اﻷﺟﻮر‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Hiring Request for Non-Saudi (Ext.) ‫ ﻃﻠﺐ ﺗﻌﺎﻗﺪ ﻋﻠﻰ وﻇﺎﺋﻒ ﻣﻦ اﻟﺨﺎرج‬: .‫ ع‬.‫ااﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Hiring Request for Non-Saudi (Int.) ‫ ﻃﻠﺐ ﺗﻌﺎﻗﺪ ﻣﻊ ﻏﻴﺮ ﺳﻌﻮدي ﻣﻦ اﻟﺪاﺧﻞ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Leaves KSA PbS: Leave Request (Educational) ‫ ﻃﻠﺐ إﺟﺎزة دراﺳﻴﺔ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Leave Request (Long Exceptional) ‫ ﻃﻠﺐ إﺟﺎزة اﺳﺘﺜﻨﺎﺋﻴﺔ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Leave Request (Maternity) ‫ ﻃﻠﺐ إﺟﺎزة وﺿﻊ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Leave Request (Reg./Emerg./Except.) ‫ ﻃﻠﺐ إﺟﺎزة ﻣﻮﻇﻒ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Leave Request (Sick) ‫ ﻃﻠﺐ إﺟﺎزة ﻣﺮﺿﻴﺔ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Mandate KSA PbS: Mandate Request ‫ ﻃﻠﺐ اﻧﺘﺪاب‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Mandate Period Change ‫ ﺗﻌﺪﻳﻞ ﻓﺘﺮة اﻻﻧﺘﺪاب‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Overtime KSA PbS: Overtime Request (One Employee) ‫ ﺗﻜﻠﻴﻒ ﺑﺎﻟﻌﻤﻞ ﺧﺎرج وﻗﺖ اﻟﺪوام اﻟﺮﺳﻤﻲ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Overtime Request (Multiple Employees) ‫ ﺗﻜﻠﻴﻒ ﺑﺎﻟﻌﻤﻞ ﺧﺎرج وﻗﺖ اﻟﺪوام اﻟﺮﺳﻤﻲ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Promotion KSA PbS: Promotion Decision (Grades 2-10) 10-2 ‫ ﻗﺮار ﺗﺮﻗﻴﺔ ﻟﻠﻤﺮاﺗﺐ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Promotion Application (Grades 11-13) 13-11 ‫ اﺳﺘﻤﺎرة ﺗﺮﻗﻴﺔ ﻟﻠﻤﺮاﺗﺐ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Promotion Decision (Grades 11-13) 13-11 ‫ ﻗﺮار ﺗﺮﻗﻴﺔ ﻟﻠﻤﺮاﺗﺐ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Scholarship KSA PbS: Scholarship App./Change/Term. (External) ‫ ﻧﻤﻮذج اﺑﺘﻌﺎث‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Scholarship App./Change/Term. (Internal) ‫ ﻧﻤﻮذج إﻳﻔﺎد‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Secondment KSA PbS: Secondment Application ‫ اﺳﺘﻤﺎرة ﻛﻒ ﻳﺪ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Secondment Extension ‫ ﻗﺮار ﺗﻤﺪﻳﺪ إﻋﺎرة‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Secondment Return ‫ ﻋﻮدة ﻣﻦ اﻋﺎرة‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Suspension KSA PbS: Suspension Application ‫ اﺳﺘﻤﺎرة ﻛﻒ ﻳﺪ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
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Business Need Process and Form Process Name in Arabic
KSA PbS: Suspension Termination ‫ إﻧﻬﺎء ﻛﻒ ﻳﺪ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
Training KSA PbS: Training Request (One Employee) ‫ ﻓﺮدي‬- ‫ ﻃﻠﺐ ﺗﺪرﻳﺐ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
KSA PbS: Training Request (Multiple Employees) ‫ ﺟﻤﺎﻋﻲ‬- ‫ ﻃﻠﺐ ﺗﺪرﻳﺐ‬: .‫ ع‬.‫اﻟﺴﻌﻮدﻳﺔ ق‬
 Note
You open the processes at a technical level through Design Time using transaction HRASR_DT.
All of the provided processes and forms are based on work ow templates. If you want to change a template to suit your business requirements,
you must copy the process, copy the work ow template, and make the required changes. For example, in the work ow templates, all steps are
executed by the &_WF_INITIATOR& agent. You can change the agent that is responsible for each step within a work ow template.
For all of the provided processes, the initiator role of the Process Start is the HR administrator (HRASRA). If you want to change this setting, for
example, if the process initiator should be a regular employee rather than the HR administrator, you copy the process and make the required
changes to the role assignment of the Process Start.
KSA PbS: Absence Deduction (One Employee)
Use
This process allows the HR user to request a salary deduction from the salary of an employee who is not entitled to payment for an absence. The process
allows an authorized manager to indicate to HR whether payment should be deducted from the employee’s salary.
Prerequisites
You have speci ed the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources
Payroll Asia/Paci c Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .
You have customized the view V_T7SAPBS37.
The HR user has created an absence record for the employee in the Absences (2001) infotype and manually locked the record.
Technical Details
Object Name
Process S_HRPA_SA_ABSENCE_DEDUCTION_S
Work ow template WS02400018
Process
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Process flow for absence deduction (one employee)
1. The process initiator lls in the PDF form S_HRPA_SA_ABSENCE_DEDUCTION_S and sends the form to the approver.
2. The approver reviews the PDF form S_HRPA_SA_ABSENCE_DEDUCTION_S, and approves or rejects the form. A message with a suggested action
is sent to the process initiator.
KSA PbS: Absence Deduction (Multiple Employees)
Use
This process allows the HR user to request a salary deduction from the salary of employees who are not entitled to payment for an absence. The process
also allows authorized managers to indicate to HR whether payment should be deducted from the salaries of those employees.
Prerequisites
You have speci ed the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll
Technical Details
Object Name
Process S_HRPD_SA_ABSENCE_DEDUCTION_M
Process
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Process flow for absence deduction (multiple employees)
1. The process initiator lls in the PDF form S_HRPD_SA_ABSENCE_DEDUCTION_M, attaches a list of absent employees, and sends the form to the
authorized manager.
2. The suthorized manager reviews the PDF form S_HRPD_SA_ABSENCE_DEDUCTION_M and approves or rejects the form.
If the form is rejected, it is sent back to the process initiator.
If the form is approved, it is sent to a nal approver.
3. The nal approver either approves or rejects the form S_HRPD_SA_ABSENCE_DEDUCTION_M.
KSA PbS: Additional Assignment
11/13/2023
Use
The HR department wants to temporarily assign additional duties to an employee. When a request is created, the HR administrator uses the resulting
process to request approval from the authorized manager. When approval is received, the Additional Assignment SA (3343) infotype is updated
automatically.
Prerequisites
If required by the needs of your organization, you have made the settings in Customizing, under Payroll: Saudi Arabia Public Sector Processes
and Forms .
Technical Details
Object Technical Name
Process S_HRPA_SA_ADDITIONAL_ASSIGNM
Process
The following gure shows the work ow for this process:
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Process flow for Additional Assignment
1. The HR user starts the process, lls out the request form S_HRPA_SA_ADDITIONAL_ASSIGNM for the employee, and submits it.
2. The authorized manager receives the request form S_HRPA_SA_ADDITIONAL_ASSIGNM, checks the data, and approves or rejects the request.
3. When the authorized manager approves the request, using form S_HRPA_SA_ASSIGNMENT_UPDATE, the process creates a record in the
Additional Assignment SA (3343) infotype based on the approved request.
 Note
The position to which the employee is additionally assigned is displayed as a temporary position in organizational management.
More Information
Additional Assignment Update Process
11/13/2023
Additional Assignment SA (3343) Infotype
KSA PbS: Annual Increment
Use
At the beginning of each Hijri year, the HR department carries out the annual salary increase for employees. The annual salary increase process allows HR
staff to do the following activities:
Identify the employees who are eligible for salary increase.
Identify the employees who are deprived of a salary increase due to sanctions.
Begin the online request process for eligible employees.
In addition, the responsible managers can decide whether to proceed with salary increases for each eligible employee.
Prerequisites
On the SAP Easy Access menu, you must register the managers who are authorized to give approval during the process. You access this tool by choosing
Human Resources Payroll Asia/Paci c Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .
Technical Details
Process S_HRPD_SA_ANNUAL_INCREMENT
Process
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Process flow for Annual Salary Increase
1. The HR user executes the List of Employees Excluded from Annual Salary Increase (HSAPEAI0) report to prepare a list of employees who are
ineligible for the salary increase.
2. The HR user initiates the online process, lls out the required elds on the interactive PDF form, uploads the employee list that was generated in
step 1 to the PDF form S_HRPD_SA_ANNUAL_INCREMENT, and submits the form to the authorized manager.
3. The manager evaluates the request and approves or rejects it.
4. Based on manager approval, the HR user executes the Periodic Salary Increase (KSA Public Sector) (HSAIPSR0) report to update the master
data of affected employees in the back-end system.
Result
Starting from the new Hijri year, records in the Basic Pay (0008) infotype for eligible employees are delimited with increased salary.
KSA PbS: Contract Termination (WCI)

11/13/2023
Use
When an organization decides to terminate the service of a contract employee who is paid by means of a wages commitment item, the contract
termination process allows the HR department to print the termination when the service termination note is available.
The process also allows the HR department to process the application request and send at least one termination decision letter to an authorized manager
for approval.
Prerequisites
You have de ned the authorized manager list for approval processes in the SAP Easy Access Menu, under Human Resources Payroll
Asia/Paci c Saudi Arabia Public Sector Tools HRPBSSA_AML .
If required by the needs of your organization, you have made settings in Customizing, under Payroll: Saudi Arabia Public Sector Processes and
Forms .
Technical Details
Process S_HRPA_SA_EOS_WCI
Process
Process flow for Contract Termination (WCI)
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1. An employee or a HR user starts the Employee Self Services (ESS) process to prepare the termination form after the service termination note is
received. The HR user completes the required elds on the interactive PDF form S_HRPA_SA_EOS_WCI and submits the application form.
2. The authorized manager receives the application, checks the information, and approves or rejects it.
3. When the end of service decision is approved by authorized manager, the Action (0000) infotype is updated automatically with action type 10
Leaving.
Result
The labor contract of the employee is terminated. Therefore, his or her personnel number is excluded from the next payroll run.
KSA PbS: Decision Cancellation
Use
The HR administrator can use this process to revoke any taken action or decision. For example, if a decision was taken to send an employee on a period of
scholarship, this decision can be revoked, but only during the period between the date when the scholarship decision was initially taken and the date before
the scholarship is to begin.Therefore, if the scholarship has already started, this process cannot be used to cancel the scholarship.
When the change request is approved by the HR manager and the authorized manager, the HR administrator must inform the administrative
communication department.
Prerequisites
You must have speci ed the managers who have the authorization to approve the decision cancellation requests. To do so, on the SAP Easy Access screen,
select Human Resources Payroll Asia/Paci c Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .
Technical Details
Process S_HRPA_SA_CANCELL
Process
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Process flow for decision cancellation
1. The HR administrator starts the process, lls out the online cancellation decision form S_HRPA_SA_CANCELL, and submits the request to
managers for approval.
2. The HR manager receives the application request. The HR manager can approve or reject the cancellation request.
3. The authorized manager receives the application request. He or she can approve or reject the cancellation request.
Result
With approvals from both managers, the HR administrator can proceed to inform the administrative communication department about the action
revocation.
KSA PbS: Deputation
Use
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A HR department can use this process when it receives a request from another organization or ministry for additional staffing resources. The process
allows the HR department to send an employee on a period of deputation to the requesting organization. HR uses this process to request approval from
the authorized manager. When approval is received, the Deputation KSA PS (3342) infotype is updated automatically.
Prerequisites
You have made the settings in Customizing, under Payroll: Saudi Arabia Public Sector Deputation Maintain Deputation Organizations .
If required by the needs of your organization, you have made the settings in Customizing, under Payroll: Saudi Arabia Public Sector Processes
and Forms .
Technical Details
Process S_HRPA_SA_DELEGATION
Process
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Process flow for the deputation
1. The HR user starts the process, lls out request form S_HRPA_SA_DELEGATION for the employee, and submits it.
2. The authorized manager receives the request, checks the data, decides whether the employee is to remain as active or inactive in the original
organization, and approves or rejects the request.
3. Further information is entered about the proposed deputation.
4. When the administrator chooses the Send pushbutton, the process creates a record in the Deputation KSA PS (3342) infotype based on the
approved request.
More Information
Deputation Update Process
11/13/2023
Deputation KSA PS (3342) Infotype
Hiring Processes: Overview

The localized solution for the Saudi Arabia public sector provides processes for different hiring scenarios. The following sections show these scenarios and
relate them to their associated processes.
Hiring: Wages Commitment Item

In the Saudi Arabia public sector, staff who are hired as non-regular employees, for example, contractors or non-GCC nationals, are usually paid through a
speci c budgetary item known as a wages commitment item (WCI). The following table shows the processes that can be used to hire non-regular
employees.
Details Expatriates GCC Nationals
Hiring Allowed Yes Yes
Contract Renewable Permanent
Employment Law Labor law Labor law
Salary Fixed salary Special payscale
Relevant Processes KSA PbS: Hiring on WCI KSA PbS: Hiring on WCI
Hiring: Payscale
In the Saudi Arabia public sector, staff who are hired as regular employees are paid according to payscales. The following table shows the processes that
can be used to hire regular employees:
Details Expatriates GCC Nationals
Hiring Allowed Requires exceptional approval Yes
Contract Renewable Permanent
Employment Law Labor law Civil service law
Salary De ned list of payscales depending on nature of job General or job class payscale
Relevant Processes Suggested sequence when hiring expatriate staff who KSA PbS: Hiring on Payscale
are already involved with the organization and paid
under WCI conditions:
1. KSA PbS: Hiring Request for Non-Saudi (Int.)
2. KSA: PbS: Contract Termination (WCI)
3. KSA PbS: Hiring and Emb. Non-Saudi (Int.)
Suggested sequence when hiring expatriate staff who

have no current relationship with the hiring
organization:
1. KSA PbS: Hiring Request for Non-Saudi (Ext.)
2. KSA PbS: Hiring and Emb. Non-Saudi (Ext.)
KSA PbS: Hiring on Payscale
Use
With this process, the HR department can hire a GCC national as a regular employee. For more information about the scenario in which this hiring process
can be used, see Hiring Processes: Overview.
Prerequisites
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You have speci ed the authorized managers for hiring request approvals. To do so, on the SAP Easy Access screen, select Human Resource
If necessary, you have made the required settings in Customizing, under Payroll: Saudi Arabia Public Sector Processes and Forms .
Technical Details
Process S_HRPA_SA_HIRING_ETOU
Process
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Process flow for hiring (employee – user)
1. The HR user starts the process to prepare the employee hiring form. The HR user lls in the required elds on the interactive PDF form
S_HRPA_SA_HIRE and submits it.
2. Authorized approvers 1, 2, and 3 receive the PDF form S_HRPA_SA_HIRING_ETOU, review the information on the form, and approve or reject the
form.
3. The HR user who started the process opens the PDF form S_HRPA_SA_HIRE_UPDATE, completes the remaining required elds, and saves the
form. The system updates the following infotypes automatically:
Actions (0000)
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Organizational Assignment (0001)
Personal Data (0002)
Addresses (0006)
Basic Pay (0008)
Contract Elements (0016)
Education (0022)
Communication (0105)
Personal IDs (0185)
Hiring
Use
HR uses this process to get an approval from the authorized manager to hire staff.
Prerequisites
You have speci ed the authorized managers for hiring request approvals. To do so, on the SAP Easy Access screen, select Human Resource
If necessary, you have made the required settings in Customizing, under Payroll: Saudi Arabia Public Sector Processes and Forms .
Technical Details
Process S_HRPA_SA_HIRE
Process
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Process flow
1. The HR user starts the process, lls out the required elds on the interactive PDF form S_HRPA_SA_HIRE, and submits it for approval.
2. The authorized manager checks the hiring application PDF form S_HRPA_SA_HIRE and approves or rejects the request. If the request is rejected,
the system returns the form to the recruiter for re-editing.
3. When the manager approves the request, the HR user updates the PDF form S_HRPA_SA_HIRE. The system updates the following infotypes
automatically:
Actions (0000)
Addresses (0006)
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Basic Pay (0008)
Education (0022)
Personal IDs (0185)
KSA PbS: Hiring and Embarkation for Non-Saudi (External)
Use
The recruiter uses this process to hire and on-board, as a regular employee, a non-GCC national who is not currently associated with the hiring
organization. For more information about the scenario in which this hiring process can be used, see Hiring Processes: Overview.
Prerequisites
You have speci ed the authorized managers for hiring request approvals. To do so, on the SAP Easy Access screen, select Human Resource Payroll
Technical Details
Process S_HRPA_SA_HIRE_EXPATRIATE_LE
Process
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Process flow
1. The HR user starts the process, lls out the required elds on the interactive PDF form S_HRPA_SA_HIRE, and submits it to an authorized
manager.
2. The authorized manager checks the hiring request PDF form S_HRPA_SA_EXPATRIATE_LE and completes the relevant section.
3. The next authorized manager checks the hiring request PDF form S_HRPA_SA_EXPATRIATE_LE and approves or rejects the request.
4. The HR user updates the hiring request using the PDF form S_HRPA_SA_HIRE_UPDATE. The system updates the following infotypes automatically:
Actions (0000)
Addresses (0006)
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Basic Pay (0008)
Education (0022)
Personal IDs (0185)
KSA PbS: Hiring and Embarkation for Non-Saudi (Internal)
Use
The recruiter uses this process to hire and on-board, as a regular employee, a non-GCC national who is currently associated with the hiring organization,
for example, as a contracted employee. For more information about the scenario in which this hiring process can be used, see Hiring Processes: Overview.
Prerequisites
Technical Details
Process S_HRPA_SA_CONTRACTING_EMB
Process
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Process flow for locally hiring a non-Saudi national
1. The HR user starts the process, lls out the required elds on the interactive PDF form S_HRPA_SA_HIRE, and submits it to an authorized
manager.
2. The authorized manager checks the hiring request PDF form S_HRPA_SA_CONTRACTING_EMB and completes the relevant section.
3. The next authorized manager checks the hiring request PDF form S_HRPA_SA_CONTRACTING_EMB and approves or rejects the request.
4. The HR user updates the hiring request using the PDF form S_HRPA_SA_HIRE_UPDATE. The system updates the following infotypes automatically:
Actions (0000)
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Addresses (0006)
Basic Pay (0008)
Education (0022)
Personal IDs (0185)
KSA PbS: Hiring on WCI
Use
The recruiter uses this process to get an approval from the authorized manager to hire based on a wages commitment item (WCI) for a contracted
employee. For more information about the scenario in which this hiring process can be used, see Hiring Processes: Overview.
Prerequisites
Technical Details
Process S_HRPA_SA_HIRING_WCI
Process
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Process flow for Hiring based on WCI
1. The recruiter starts the process, lls out the required elds on the interactive PDF form S_HRPA_SA_HIRE, and submits it for approval.
2. The authorized manager checks the hiring request PDF form S_HRPA_SA_HIRING_WCI and approves or rejects the request.
3. The next authorized manager checks the hiring request PDF form S_HRPA_SA_HIRING_WCI and approves or rejects the request.
4. The HR staff update the hiring request using PDF form S_HRPA_SA_HIRE_UPDATE. The system updates the following infotypes automatically:
Actions (0000)
Addresses (0006)
Basic Pay (0008)
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Education (0022)
Personal IDs (0185)
KSA PbS: Hiring Request for Non-Saudi (Ext.)
Use
The recruiter uses this process to request permission to hire, as a regular employee, a non-GCC national who is not currently associated with the hiring
organization. For more information about the scenario in which this hiring process can be used, see Hiring Processes: Overview.
Prerequisites
Technical Details
Process S_HRPD_SA_HIRE_EXPATRIATE_EX
Process
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Process flow for requesting to hire a non-Saudi, external expatriate
1. The HR user starts the process, lls out the required elds on the interactive PDF form S_HRPA_SA_EXPATRIATE_EX, and submits it to a decision
manager.
2. The decision manager lls in the relevant sections of the hiring request PDF form S_HRPA_SA_EXPATRIATE_EX and submits it to an authorized
manager.
3. The authorized manager checks the hiring request PDF form S_HRPA_SA_EXPATRIATE_EX and approves or rejects the request.
KSA PbS: Hiring Request for Non-Saudi (Int.)
Use
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The recruiter uses this process to request permission to hire, as a regular employee, a non-GCC national who is currently associated with the hiring
organization, for example, as a contracted employee. For more information about the scenario in which this hiring process can be used, see Hiring
Processes: Overview.
Prerequisites
Technical Details
Process S_HRPD_SA_CONTRACTING_REQ
Process
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Process flow
1. The HR user starts the process, lls out the required elds on the interactive PDF form S_HRPA_SA_CONTRACTING_REQ, and submits it to a
decision manager.
2. The decision manager lls in the relevant sections of the hiring request PDF form S_HRPA_SA_CONTRACTING_REQ and submits it to an authorized
manager.
3. The authorized manager checks the hiring request PDF form S_HRPA_SA_CONTRACTING_REQ and approves or rejects the request.
KSA PbS: EOS Decision
Use
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This process enables a HR user or an authorized manager to apply an end of service decision request.
Prerequisites
You have de ned the authorized manager list for approval processes in the SAP Easy Access Menu, under Human Resources Payroll
Forms .
Technical Details
Process S_HRPA_SA_EOS_DECISION
Process
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Process flow for EOS payment
1. A HR user or authorized manager starts the ESS process to end the service of an employee. The HR user or authorized manager lls out the
required elds on the interactive PDF form S_HRPA_SA_EOS_DECISION and submits it.
2. The authorized manager receives the application request, checks the data, and approves or rejects it.
3. When the end of service decision is approved by authorized manager, the Action (0000) infotype is updated automatically with action type 10
Leaving.
KSA PbS: Scholarship App./Change/Term. (External)
Use
This process can be used by the following groups:
Employees use this process to apply for scholarships outside of Saudi Arabia.
HR users use this process to change or terminate the external scholarships that have been allocated to employees.
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To acquire a new scholarship or to change an existing scholarship, approvals from the responsible department manager, the scholarship and training
committee, and the authorized manager are required.
Prerequisites
You have de ned the authorized manager list in the SAP Easy Access screen, under Human Resources Payroll Asia/Paci c Saudi Arabia
Public Sector Tools HRPBSSA_AML .
If required by the needs of your organization, you have completed the activities in Customizing under Payroll: Saudi Arabia Public Sector
Processes and Forms .
Technical Details
Process S_HRPA_SA_SCHOLARSHIP
Process
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Process flow for External Scholarship Application/Change/Termination
1. The process initiator, typically a HR staff member, lls out the relevant required elds on the interactive PDF form S_HRPA_SA_SCHOLARSHIP_P1
and submits the request for approval.
2. The system checks whether the process was initiated for the purpose of applying for a new scholarship. For requests applying for new scholarships,
the HR manager or the direct manager must complete and print the PDF form S_HRPA_SA_SCHOLARSHIP_P2. For requests to change existing
scholarships, the system skips this step.
3. The department manager completes the elds that are required from him or her.
4. The scholarship and training committee lls in its decision or opinion on the form.
5. The authorized manager approves or rejects the request.
If the request is rejected, the system noti es the process initiator, who can change the request and restart the process.
If the request is approved, the process is sent to the process initiator for the nal step.
6. The process initiator is presented with a list of allowances, each with default values. The initiator can either accept the default allowance values or
enter customized values. When the HR user is ready to nalize the process, he or she chooses the Send pushbutton.
Result
The relevant infotypes (0014, 0015, and 3321) are updated automatically.
In the case of a successful scholarship application, the HR staff start the KSA PbS: Leave Request (Educational) process to record the scholarship
period as educational leave.
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KSA PbS: Scholarship App./Change/Term. (Internal)
Use
Employees can use this process to apply for scholarships within Saudi Arabia, also known as internal scholarships. The HR user can use this process to
change or terminate an internal scholarship that has been allocated to an employee. To make any change to a scholarship, approvals from the training and
scholarship manager, the line manager, and the authorized manager, are required.
Prerequisites
Technical Details
Process S_HRPA_SA_SCHOLARSHIP_DEPLOYMENT
Process
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Process flow for employee international scholarship applications
1. An employee or a HR user starts this process to make changes to an internal scholarship. The changes can be as follows:
Apply for a new scholarship
Modify an existing scholarship
Terminate an existing scholarship
The process initiator lls out the required elds on the interactive PDF form S_HRPA_SA_SCHOLARSHIP_P3, and submits this application form for
approval.
2. The training and scholarship manager completes the required elds.
3. The line manager completes the required elds and approves or rejects the request.
4. The system checks whether the request is to apply for a new scholarship.
For requests applying for new scholarships, the HR user completes and prints the PDF form S_HRPA_SA_SCHOLARSHIP_P4.
For requests to change existing scholarships, the process skips this step.
5. The authorized manager approves or rejects the request.
If the request is approved, the process is sent to the HR user for the nal step.
6. The HR user is presented with a list of allowances, each with default values. The HR user can either accept the default allowance values or enter
customized values. When the HR user is ready to nalize the process, he or she chooses the Send pushbutton.
Result
The relevant infotypes (0014, 0015, and 3321) are updated automatically.
In the case of a successful scholarship application, the HR staff start the KSA PbS: Leave Request (Educational) process to record the scholarship
period as educational leave.
KSA PbS: Leave Request (Educational)

Use
When an employee pursues an on-the-job training, or an internal or external scholarship program, the HR user can use this process to create and send a
leave request for the employee. When the authorized manager approves the leave request, the system automatically creates a record in the back-end
system.
Prerequisites
You must have speci ed the managers who have the authorization to approve requests. To do so, on the SAP Easy Access screen, select Human
Resources Payroll Asia/Paci c Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .
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HR has veri ed the eligibility of the employee for the educational leave.
Technical Details
Process S_HRPA_SA_EDUCATIONAL_LEAVE
Process
Process flow for education leave
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1. The HR user lls out the interactive PDF form S_HRPA_SA_EDUCATIONAL_LEAVE to create a leave request and submits it for approval.
When the leave request is submitted, the process automatically creates a local record in the Absences (2001) infotype using the subtype Study
Leave-PBS (1500).
2. The authorized manager receives the leave request and approves or rejects it.
If the educational leave request is rejected by the authorized manager, the local record is deleted automatically and the process is
concluded.
If the educational leave request is approved by the authorized manager, the form is sent back to the HR staff.
3. The HR staff reviews the form. If the form is in order, the HR staff chooses the Send pushbutton.
Result
The system automatically creates a new record of education for the employee in the Absences (2001) infotype with the subtype Study Leave-PBS (1500).
KSA PbS: Leave Request (Long Exceptional)
Use
When an employee wants to take an exceptional leave of six or more months, or to extend an exceptional leave, the HR user uses this process to get
approval from the authorized manager and from the responsible officer in the Ministry of Civil Service.
Prerequisites
You have speci ed the managers who have the authorization to approve requests. To do so, on the SAP Easy Access screen, select Human
Resources Payroll Asia/Paci c Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .
The HR administrator receives the employee request to take an exceptional leave or to extend an ongoing exceptional leave.
Technical Details
Process S_HRPA_SA_EXCEPTIONAL_LEAVE
Process
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Process flow for exceptional leave
1. The HR user lls out the required elds on the interactive PDF form S_HRPA_SA_EXCEPTIONAL_LEAVE and submits the application request.
2. The authorized manager receives the request and approves or rejects it.
If the authorized manager approves the request, the process moves to step 3.
If the authorized manager rejects the request, the process is concluded.
3. The officer in the ministry of the civil service receives the application request, checks the data in the request, and approves or rejects it.
If the officer approves the request, the process moves to step 4.
If the officer rejects the request, the process is concluded.
4. The HR staff reviews the form. If the form is in order, the HR staff chooses the Send pushbutton.
Result
The system automatically creates a new record of long exceptional leave for the employee in the Absences (2001) infotype.
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KSA PbS: Leave Request (Maternity)
Use
When an employee requests to take maternity leave, the responsible HR user uses this process to prepare the leave request. The authorized manager can
approve or reject the request.
Prerequisites
Technical Details
Process S_HRPA_SA_MATERNITY_LEAVE
Process
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Process flow for maternity leave request
1. When the HR user receives the employee medical report con rming that an employee has given birth, the HR user starts process, completes the
required elds on the interactive PDF form S_HRPA_SA_MATERNITY_LEAVE, noting the type of delivery procedure, and submits the request to the
authorized manager for approval.
2. The authorized manager receives the leave request and approves or rejects it.
If the manager rejects the request, the process is concluded.
If the manager approves the request, the form is sent back to the process initiator for the nal step.
3. The HR user reviews the approved request and reviews it. If the form is in order, the HR user chooses the Send pushbutton.
Result
The system automatically creates a leave record for the employee in the Absences (2001) infotype with the subtype Maternity Leave (0200). The
duration of this record is 60 days.
The system automatically creates a record in the Maternity Protection/Parental Leave (0080) infotype.
KSA PbS: Leave Request (Reg./Emerg./Except.)
Use
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Employees can use the process to request the following leave types:
Regular leave
Extended regular leave
Emergency leave
Exceptional leave
The process noti es the HR administrator and the authorized manager of the request and allows them to approve it.
Prerequisites
Technical Details
Process S_HRPA_SA_REE_LEAVE
Process
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Process flow for Leave Request (Regular Emergency /Exceptional)
1. An employee or a HR user starts this process, lls out the required elds on the interactive PDF form S_HRPA_SA_REE_LEAVE, and submits the
leave request.
2. The authorized manager receives the application request and approves or rejects it.
If the manager rejects the request, the process is concluded.
If the manager approves the request, the process is passes to step 3.
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3. When the request is approved by the authorized manager, the HR user receives the request and can approve or reject it.
4. When a request is approved by both managers, the HR user prepares the leave decision letter.
5. The authorized manager receives the decision letter and approves or rejects it.
If the manager rejects the decision letter, the process is concluded.
If the manager approves the decision letter, the process is passes to step 6.
6. When the decision letter is approved by the authorized manager, the HR user reviews it. If the form is in order, the HR user chooses the Send
pushbutton. A new leave record for the employee is created automatically in the Absences (2001) infotype. The subtypes for each type of leave are
as follows:
Leave Type Subtype
Regular 1000
Emergency 1400
Exceptional 1600
KSA PbS: Leave Request (Sick)

Use
This process enables an employee or HR to submit a sick leave request through the system. With this process, the authorized manager processes the
application request, either to approve it or to reject it. When the leave request is submitted, the system automatically creates a sick leave record and locks
it; when the leave request is approved, the system unlocks the sick leave record.
Prerequisites
Technical Details
Process S_HRPA_SA_SICK_LEAVE
Process
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Process flow for sick leave request
1. An employee or HR user starts the process by lling out the required elds on the interactive PDF form S_HRPA_SA_SICK_LEAVE to request a
medical report and submits this request form.
2. A HR user receives the medical report request and prepares the sickness decision letter, S_HRPA_SA_SICK_LEAVE_DECISIO, based on the
information contained on request form. The HR user then submits the sickness decision letter and it passes to the authorized manager.
3. The authorized manager receives the sickness decision letter, checks the data, and approves or rejects it.
If the manager rejects the decision letter, the process is concluded.
If the manager approves the decision letter, the letter passes back to the process initiator.
4. The process initiator review the decision letter and, if it is in order, chooses the Send pushbutton.
Result
The system automatically creates a new record of sick leave with sub type 0600 for the employee in the Absences (2001) infotype.
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KSA PbS: Mandate Request
Use
You use this process when the HR department decides to mandate an employee to another location, for example, to attend a meeting or to perform an
activity. The responsible persons from the nance and HR departments can process the application request.
Prerequisites
You have de ned the authorized manager list for process approval in the SAP Easy Access menu, under Human Resources Payrol
You have made the required settings in Customizing under Payroll: Saudi Arabia Public Sector Allowances/Bene ts Eligibility Checking
De ne Mandate Criteria De ne Mandate Types .
Optional: If required by the needs of your organization, you have made settings in Customizing under Payroll: Saudi Arabia Public Sector
Technical Details
Process S_HRPA_SA_MANDATE
Process
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Process flow for mandate application
1. An employee starts the process to apply for a mandate. The employee lls out the required elds on the interactive PDF form
S_HRPA_SA_MANDATE and submits it.
2. The responsible nance user receives the employee application request, checks the data, and approves or rejects it.
3. The authorized HR user receives the employee application request, checks the data, and approves or rejects it.
4. When the application is approved by both the nance officer and HR user, the mandate decision letter is printed for the employee.
 Note
For multiple employees, the HR user must execute transaction HRPBSSA_MAD to generate and print the decision letters for those employees.
5. When the decision is approved by the authorized manager, the HR user can run the personnel action Mandate for this employee. A new mandate
record in the Mandate KSA PS (3323) infotype is then created. A mandate bonus record (infotype 0015) must also be created for calculated
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allowance type and amount.
More Information
KSA PbS: Mandate Period Change
Use
The HR department or an employee wants to change the duration of an approved mandate period of an employee. Note that if the mandate period has
already commenced, this process cannot be used to change it. Therefore, this process can change a mandate period before the mandate begins. When a
request is created, the people responsible in the nance and HR departments can process the application request. When a request is approved, the
mandate master data that is associated with the employee in the Mandate KSA PS (3323) infotype is automatically updated.
Prerequisites
The employee has an effective record in the Mandate KSA PS (3323) infotype.
Technical Details
Process S_HRPA_SA_MANDATE_CHG
Process
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Process flow for mandate period change
1. An employee or the HR department starts the Employee Self Service (ESS) process to request a mandate period change by entering required
information in the PDF form S_HRPA_SA_MANDATE_CHG and submitting it.
2. The HR manager receives the employee application request. The HR approving manager checks the information in the application and approves or
rejects the request.
3. The responsible nance officer receives the employee application request. The nance officer checks the information in the application and
approves or rejects the request.
4. When both the nance officer and HR manager have approved the request, the mandate master data that is associated with the employee in the
Mandate KSA PS (3323) infotype is automatically updated.
More Information
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KSA PbS: Overtime Request (One Employee)
Use
This process enables the HR department to prepare an overtime decision document. When the HR department receives a managerial request to allow one
employee to work overtime, the HR department checks the available budget and decides whether to allow the requested overtime.
With this process, the authorized manager and officer in the administrative communication department can process the employee request. This process
automatically creates an Employee Remuneration Info (infotype 2010) record for every day that overtime is planned.
Prerequisites
You have made the settings described in Overtime under the Implementation Considerations section.
Technical Details
Process S_HRPA_SA_OVERTIME_OT01
Process
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Process flow for overtime for one employee
1. The HR department starts the Employee Self Services (ESS) process to prepare the overtime decision document. The HR department receives the
employee request for overtime, checks the available budget, and decides whether to allow the employee to work overtime. Then, the HR
department completes the required elds on the interactive PDF form S_HRPA_SA_OVERTIME_OT01 and submits it.
2. The authorized manager receives the application request, checks the information, and approves or rejects it.
3. The officer of the administrative communication department receives the request, checks the information, and approves or rejects it
Result
The Employee Remuneration Info (infotype 2010) record stores the number of overtime hours as approved in the decision letter.
More Information
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Overtime
KSA PbS: Overtime Request (Multiple Employees)
Use
This process enables the HR department to prepare an overtime decision document. When the HR department receives the manager request for his or her
employees to work overtime, the HR department checks the available budget and decides whether to allow the requested overtime.
With this process, the authorized manager and officer in the administrative communication department can process the employee request. This process
automatically creates an Employee Remuneration Info (Infotype 2010) record for every day that overtime is planned.
Prerequisites
You have made the settings described in Overtime under the Implementation Considerations section.
Technical Details
Process S_HRPD_SA_OVERTIME_OT02
Process
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Process flow for overtime for multiple employees
1. The HR department starts the Employee Self Services (ESS) process to prepare the overtime decision document. The HR department receives the
employee request for overtime, checks the available budget, and decides whether to allow the employees to work overtime. Then, the HR
department completes the required elds on the interactive PDF form S_HRPA_SA_OVERTIME_OT02 and submits it.
2. The authorized manager receives the application request, checks the information, and approves or rejects it.
3. The officer of the administrative communication department receives the request, checks the information, and approves or rejects it.
Result
The Employee Remuneration Info (Infotype 2010) record stores the number of overtime hours as approved in the decision letter.
More Information
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Overtime
KSA PbS: Job Rename
Use
This process allows the user to rename a job title.
Prerequisites
Technical Details
Process S_HRPD_SA_POS_RENAME
Process
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Process flow for Position Rename
1. The HR user starts the process, lls out the required elds on the interactive PDF form S_HRPD_SA_POS_RENAME, and sends it to a direct
manager.
2. The direct manager checks the request PDF form S_HRPD_SA_POS_RENAME, approves or rejects the request, and sends it to an organizational
manager.
3. The organizational manager checks the request PDF form S_HRPD_SA_POS_RENAME, approves or rejects the request, and sends it to the relevant
person at the Ministry of Civil Service.
4. The relevant person at the Ministry of Civil Service checks the request PDF form S_HRPD_SA_POS_RENAME, and approves or rejects the request.
5. When the authorized signature is entered and the Send pushbutton is selected, infotype 1000 is updated automatically.
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KSA PbS: Promotion Decision (Grades 2-10)
Use
Job grade promotion in the Saudi Arabia public sector is offered to employees periodically. To be promoted, employees must ful ll certain prerequisites. For
example, employees must have served for the required period and hold academic quali cations. In addition, a vacancy must exist for the next higher job
grade.
HR staff can use this process to issue promotion applications and decisions for employees who have been evaluated as eligible by the pre-check report
Promotion Pre-Check (Grade 2-10) - KSA Public Sector (HSAPEPP0). Employees can provide endorsements for the new position and the responsible
managers can approve or reject applications. When an application is approved, the HR staff updates employee master data of job grade.
Prerequisites
You have made promotion related settings in Customizing for Payroll: Saudi Arabia, under Public Sector Promotion .
If required by the needs of your organization, you have made the settings in Customizing for Payroll: Saudi Arabia, under Public Sector
Only authorized managers can approve or reject promotion applications. Therefore, you must rst register the personnel numbers of the
authorized managers. To do so, on the SAP Easy Access screen, choose Human Resources Payroll Asia/Paci c Saudi Arabia Public
Sector Tools Register Authorized Employees for Process .
Technical Details
Process S_HRPA_SA_PROMOTION_2_10
Process
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Process flow for Promotion Decision (Grade 2-10)
1. The HR staff executes the Promotion Pre-Check (Grade 2-10) - KSA Public Sector report (transaction HRPBSSAEPP) to identify the employees who
are eligible for promotion. The report lists all of the available vacancies for an eligible employee.
2. The HR staff prepare the promotion decision form S_HRPA_SA_PROMOTION_2_10 and sends it to the manager responsible.
3. The manager responsible approves or rejects the promotion decision form S_HRPA_SA_PROMOTION_2_10. The form is sent to the relevant
employee for agreement.
4. The employee signs the S_HRPA_SA_PROMOTION_2_10 form and sends it to the HR Manager.
5. The HR manager approves or rejects the S_HRPA_SA_PROMOTION_2_10 form.
6. When the HR manager approves the S_HRPA_SA_PROMOTION_2_10 form, the system is updated automatically as follows:
The Action infotype (0000) now creates a new record from the effective date of promotion, with action name PR.
The record in the Organizational Information (0001) infotype for the promoted employee is delimited with the new position.
The Basic Pay infotype (0008) is updated automatically to re ect the new basic pay of the promoted employee. By default, the infotype is
set to the lowest pay scale in the salary range of the job to which the employee was promoted.
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KSA PbS: Promotion Application (Grades 11-13)
Use
This is the rst step of the promotion process for senior positions. The HR staff uses this process to request approval from the organization director or
minister for promoting an employee to a senior position.
Prerequisites
You have made relevant settings in Customizing for Payroll: Saudi Arabia, under Public Sector Promotion .
You have registered the managers who are authorized to make approval or rejection decision in the process. To do so, on the SAP Easy Access
screen, you navigate through Human Resources Payroll Asia/Paci c Saudi Arabia Public Sector Tools Register Authorized Employees
for Process Approval .
Technical Details
Process S_HRPA_SA_PROMOTION_11_13
Process
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Process flow for Promotion Application (Grade 11-13)
1. The HR staff lls out the interactive PDF form S_HRPA_SA_PROMOTION_11_13 and submits it for approval.
2. The organization director or minister is noti ed about the application and approves or rejects form S_HRPA_SA_PROMOTION_11_13.
3. The HR staff approves the request using form S_HRPA_SA_PROMOTION_11_13.
Result
After the promotion request is approved, the HR staff can start the decision process for promotion. For more information, see Promotion Decision (Grade
11-13) .
KSA PbS: Promotion Decision (Grades 11-13)

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Use
With approval from the organization director or minister, the HR staff use this process to ll out the decision form, and get approval from the direct
manager. After the decision form is approved by the direct manager and agreed with the employee, the HR staff can update master data in the back-end
system.
Prerequisites
You have made promotion related settings in Customizing for Payroll: Saudi Arabia, under Public Sector Promotion .
Only authorized managers can approve or reject promotion applications. Therefore, you must rst register the personnel numbers of the
authorized managers. To do so, on the SAP Easy Access screen, choose Human Resources Payroll Asia/Paci c Saudi Arabia Public
Sector Tools Register Authorized Employees for Process .
Technical Details
Process S_HRPA_SA_PROMOTION_DE_11_13
Process
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Process flow of the promotion decision (grade 11-13)
1. The HR staff executes the Promotion Pre-Check (Grade 2-10) - KSA Public Sector report (transaction HRPBSSAEPP) to identify the employees who
are eligible for promotion. The report lists all of the available vacancies for an eligible employee.
2. The HR staff prepare the promotion decision form S_HRPA_SA_PROMOTION_DE_11_13 and sends it to the manager responsible.
3. The manager responsible approves or rejects the promotion decision form S_HRPA_SA_PROMOTION_DE_11_13. The form is sent to the relevant
employee for agreement.
4. The employee signs the S_HRPA_SA_PROMOTION_DE_11_13 form and sends it to the HR Manager.
5. The HR manager approves or rejects the S_HRPA_SA_PROMOTION_DE_11_13 form.
6. When the HR manager approves the S_HRPA_SA_PROMOTION_DE_11_13 form, the system is updated automatically as follows:
The Action infotype (0000) now creates a new record from the effective date of promotion, with action name PR.
The record in the Organizational Information (0001) infotype for the promoted employee is delimited with the new position.
The Basic Pay infotype (0008) is updated automatically to re ect the new basic pay of the promoted employee. By default, the infotype is
set to the lowest pay scale in the salary range of the job to which the employee was promoted.
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Result
As a follow-up action, the HR staff carries out the Promotion (PBS) personnel action in the back-end system to update the job grade and basic salary
master data of the promoted employee.
KSA PbS: Secondment Application
Use
The HR department decides to send employees on secondment to a public government organization, or to a foreign organization, for one year.
This process enables the employee or HR to apply a secondment request in the system, once the request from the organization is received.
With this process, the responsible persons from the department, the company and the secondment committee can process the application request of the
employees, and nally send the decision letter to the employee for approval.
Prerequisites
You have de ned the secondment organization in Customizing for Payroll, under Payroll: Saudi Arabia Public Sector Secondment Maintain
Secondment Organizations .
You have de ned restrictions for the Secondment application in Customizing for Payroll, under Payroll: Saudi Arabia Public Sector
Secondment Determine Restrictions on Secondment Application .
Secondment Determine Action Types as Decision Factor .
Forms .
You have de ned the authorizations for approval of managers to the corresponding processes in the SAP Menu Human Resources Payroll
Asia/Paci c Saudi Arabia Tools HRPBSSA_AML .
Technical Details
Process S_HRPA_SA_SECONDMENT
Process
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Process flow for Secondment Application Request
1. An employee or a HR user starts the process to apply for secondment. The employee or the HR user lls out the required elds on the interactive
PDF form S_HRPA_SA_SECONDMENT and submits it.
2. The department manager receives the PDF form S_HRPA_SA_SECONDMENT, checks the data, and approves or rejects it.
3. The organization board officer receives the PDF form S_HRPA_SA_SECONDMENT, checks the data, and approves or rejects it.
4. The secondment committee officer receives the PDF form S_HRPA_SA_SECONDMENT, checks the data, and approves or rejects it.
5. After the application is approved by all managers (department manager, organization board and secondment committee), HR can print
secondment decision letter using PDF form S_HRPA_SA_SECOND_DECISION.
6. The authorized manager receives the secondment decision PDF form S_HRPA_SA_SECOND_DECISION, checks the data, and approves or rejects
it.
7. When the secondment decision is approved by the authorized manager, the HR user nalizes the PDF form S_HRPA_SA_SECONDMENT_UPDATE.
The following actions then occur automatically:
A new Secondment (3327) infotype record is created.
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A secondment bonus record is created in the Additional Payments (0015) infotype for the external secondment that is done outside of Saudi
Arabia.
More Information
KSA PbS: Secondment Extension
Use
Sometimes, due to business requirements, the secondment period of an employee who works in another organization needs to be extended. The HR
administrator uses this process to request approval from the authorized manager, and therefore to change the relevant master data in the back-end
system.
Prerequisites
You must have speci ed the managers who have the authorization to approve the suspension requests. To do so, on the SAP Easy Access screen,
Forms .
The employee has an effective secondment record in the Secondment KSA PS (3327) infotype.
Technical Details
Process S_HRPA_SA_SECOND_EXTENSION
Process
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Process flow for Secondment Extension
1. The HR user starts the process, lls out request form S_HRPA_SA_SECOND_EXTENSION for the employee, and submits it.
2. The authorized manager receives the request form S_HRPA_SA_SECOND_EXTENSION, checks the data, and approves or rejects the request.
3. The HR user saves the form S_HRPA_SA_SECONDMENT_CHANGE and the process creates a record in the Secondment KSA PS (3327) infotype
based on the approved request.
Result
Based on the new secondment record, the secondment period of the employee is extended. Therefore, the payroll calculation is performed according to
special rules for secondment, for example, special allowances can be offered.
More Information
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KSA PbS: Secondment Return
Use
This process is used to record the return of an employee from a period of secondment to the original organization.
Prerequisites
You have de ned the secondment organization in Customizing for Payroll, under Payroll: Saudi Arabia Public Sector Secondment Maintain
Secondment Organizations .
Secondment Determine Restrictions on Secondment Application .
You have de ned the authorizations for approval of managers to the corresponding processes in the SAP Menu Human Resources Payroll
Asia/Paci c Saudi Arabia Tools HRPBSSA_AML .
Technical Details
Process S_HRPA_SA_SECONDMENT_RETURN
Process
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Process flow for secondment return application
1. When an employee returns from secondment, he or she starts the ESS process to send the secondment return noti cation. The employee lls out
the required elds on the interactive PDF form S_HRPA_SA_SECONDMENT_RETURN and submits it.
2. The authorized manager receives the employee application request, checks the data, and approves or rejects the request.
3. The responsible officer receives the employee application request, checks the data, and approves or rejects the request.
4. When the application is approved by both the authorized manager and responsible officer, the HR user runs personnel action Termination
Secondment for the employee to update his or her action information.
More Information
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KSA PbS: Suspension Application
Use
Due to sanction or punishment, an employee can be suspended for a period of time. The HR administrator uses this process to get approval from the
authorized manager in order to carry out the corresponding personnel action for the employee.
Prerequisites
Forms .
Technical Details
Process S_HRPA_SA_SUSPENSION
Process
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Process flow for Work Suspension Application
1. The HR user starts this process, lls out the required elds on the interactive PDF form S_HRPA_SA_SUSPENSION, and submits the form for
approval.
2. The authorized manager receives the request form S_HRPA_SA_SUSPENSION and approves or rejects the request.
3. When the authorized signature is made in form S_HRPA_SA_SUSPENSION, the following changes occur automatically in the system:
Suspension (SP) actions are created in the Actions (0000) infotype.
Suspension leave (absence type 3300) is created in the Absences (2001) infotype.
Result
If required, a percentage of the suspended employee’s salary can be deducted manually by HR.
More Information
KSA PbS: Suspension Termination
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KSA PbS: Suspension Termination
Use
If, following an investigation or change of mind, an organization decides that a suspended employee was wrongfully suspended, the HR staff can use this
process to raise a request for the employee to go back to work. With approval from the authorized manager, the master data of the employee in the back-
end system is changed automatically.
Prerequisites
Forms .
The employee has a record of Suspension action type in the Action (0000) infotype.
Technical Details
Process S_HRPA_SA_SUSPENSION_END
Process
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Process flow for suspension termination
1. The HR user starts this process, lls out the required elds on the interactive PDF form S_HRPA_SA_SUSPENSION_END, and submits the form for
approval.
2. The authorized manager receives the request form S_HRPA_SA_SUSPENSION_END and approves or rejects the request.
3. When the authorized signature is made in form S_HRPA_SA_SUSPENSION_END, the following changes occur automatically in the system:
Terminate Suspension (TS) actions are created in the Actions (0000) infotype.
Suspension leave (absence type 3300) is delimited in the Absences (2001) infotype.
Result
As a follow up action, the HR staff manually reimburse any percentage of the salary that was manually withheld when the employee was suspended.
KSA PbS: Training Request (One Employee)
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Use
This process enables an employee or a HR user to apply for a training request through the system. You start the process after you receive a training
request from the organization. With this process, the responsible persons from relevant departments can approve or reject the employee training request
form. After the completion of the training, when a request is approved, the Education (0022) infotype is updated automatically for the employee.
Prerequisites
If required by the needs of your organization, you have made settings in Customizing, under Payroll: Saudi Arabia Public Sector Secondment
Determine Restrictions on Secondment Application .
Forms .
Technical Details
Process P_HRPA_SA_TRAINING_REQ
Process
The following gure for this process is:
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Process for Training Request for one employee
1. The HR user or an employee starts the process, lls out request form S_HRPA_SA_TRAINING_REQUEST, and submits it.
2. The direct manager receives the request, checks the data, and approves or rejects the request.
3. When the authorized signature is made, the process creates a record in the Education (0022) infotype based on the approved request.
More Information
Training Request for Multiple Employees
KSA PbS: Training Request (Multiple Employees)
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Use
This process enables a HR user to apply for training requests for multiple employees through the system. You start the process after you receive the
training requests from the organization. With this process, the responsible persons from relevant departments can approve or reject the training request
form for each nominated employee. After the completion of the training, when a request is approved, the Education (0022) infotype is updated
automatically for the approved employees.
Prerequisites
If required by the needs of your organization, you have made settings in Customizing, under Payroll: Saudi Arabia Public Sector Secondment
Determine Restrictions on Secondment Application .
Forms .
Technical Details
Process P_HRPA_SA_TRAINING_REQ_MULTI_EE
Process
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Process for training request for multiple employees
1. The HR user starts the process, lls in the required elds on S_HRPA_SA_TRAINING_REQ_MULTI_EE, and submits it.
2. The direct manager receives the request, checks the data, and approves or rejects each request.
3. When the authorized signature is made, the process creates a record in the Education (0022) infotype for each approved employee.
More Information
Training Request for One Employee
Military Sector
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To cater to special requirements in the military sector of Saudi Arabia, SAP provides speci c functions and enhancements to the Payroll Saudi Arabia
Public Sector component (PY-SA-PS).
Military sector-speci c functionalities include:
End of service calculation
Pension eligibility and calculation
Occupational hazard calculation
Absences
Bene ts entitlement, including eligibility checking rules
Actions for mandate and scholarship
 Recommendation
Core military sector functionalities, such as mechanisms for recording organizational structures, personnel features, honors, and training data, are best
catered for by using the Defense Forces & Public Security solution, which is also provided by SAP. If you want to optimize your environment for military
sector HR enterprise planning, we recommend that you use the localized payroll solution for Saudi Arabia military sector in conjunction with the
Defense Forces & Public Security solution.
For more information about Defense Forces & Public Security, go to http://help.sap.com and search for Defense Forces & Public Security (SAP
Library - Enterprise Extensions: Business Functions).
The product documentation in this section describes the functions and enhancements for the military sector only. For a more complete description of the
SAP ERP HCM localization for Saudi Arabia, refer to the following topics:
Private Sector and Country-Speci c Functions
Public Sector
Allowances and Bene ts (Military Sector)
Use
The localized payroll solution for the Saudi Arabia military sector provides an allowances and bene ts program (HSACEGL1), which you can use to create a
remuneration package, complete with a selection of allowances, for individual employees. For detailed information about how to use the workbench, open
the workbench and choose the pushbutton.
Access
You access the workbench by any of the following methods:
On the SAP Easy Access screen, navigate to Human Resources Payroll Asia/Paci c Saudi Arabia Military Sector Tools Allowances and
Bene ts Entitlement (New) .
Enter transaction HRPBSSAEGLN.
To use the workbench, you make the required settings in Customizing under Payroll: Saudi Arabia Military Sector Allowances and Bene ts .
Allowances and Bene ts Con guration Guide (Military Sector)

The following guide contains information about how to set up allowances and bene ts in the Saudi Arabia military sector payroll solution:
Con guration Guide for Allowances and Bene ts, Saudi Arabia Military Sector
Con guring Eligibility Rules for Salary Components
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Use
The localized payroll solution for the Saudi Arabia military sector provides default eligibility rules for existing salary components. These eligibility rules are
provided in decision table expressions in BRFplus. To suit the unique requirements of your organization, you can con gure the eligibility rules in the decision
table expressions so that certain rules apply only to speci c sets of employees.
Prerequisites
You know how to create decision table expressions with BRFplus.
 Recommendation
To nd detailed information about BRFplus, including how to create decision table expressions, go to http://help.sap.com/ and search for
Business Rule Framework plus (BRFplus).
In BRFplus, you have navigated to the relevant application for Saudi Arabia-speci c bene ts packages by completing the following steps:
1. Enter transaction BRFPLUS.
2. Choose the Advanced search pushbutton.
3. In the Object Type eld, ensure that Application is selected.
4. In the Object Name eld, enter HRPAYSAPSELIG and choose the Search pushbutton.
Activities
1. On the navigation panel under the application HRPAYSAPSELIG, go to Expression Decision Table SC_RULES_ASSIGN . A row exists for each
salary component (column SCOMP) and its associated decision table (column SC_ELIG).
2. On the SC_ELIG column, select the decision table that you want to con gure.
Different condition columns are available for each decision table expression, depending on the salary component functionality.
 Note
All of the decision table expressions contain in common three condition columns, EFFDATE (effective date) and PERSK (employee subgroup),
and a result column, SC_ELIG, that should be set to TRUE.
3. If required, change the values of different condition columns.
Creating Eligibility Rules for Salary Components

Use
By default, the payroll solution for Saudi Arabia provides a number of salary components and eligibility rules in Business Rule Framework plus (BRFplus)
that you can use in your organization. However, if you want to create customized eligibility rules to suit the particular requirements of your organization,
you can use BRFplus to do so.
Prerequisites
You know how to create decision table expressions with BRFplus.
 Recommendation
To nd detailed information about BRFplus, including how to create decision table expressions, go to http://help.sap.com/ and search for
Business Rule Framework plus (BRFplus).
Salary components for the eligibility rule that you want to create are available. If a suitable salary component does not exist, you can create one in
Customizing, under Payroll: Saudi Arabia Military Sector Allowances and Bene ts Bene ts Entitlement De ne Salary Components in
Compensation Areas .
You have con gured BRFplus to display object technical names by choosing the Personalize icon and following User Mode Expert .
In BRFplus, you have navigated to the relevant application for Saudi Arabia-speci c bene ts packages by completing the following steps:
1. Choose the Search pushbutton.
2. In the Object Type row, ensure that Application is selected.
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3. In the Application Name eld, enter HRPAYSAPSELIG and choose the Search pushbutton.
 Recommendation
Rather than modifying the default salary components and eligibility rules, we recommend that you create a copy of the HRPAYSAPSELIG application.
You can then create custom rules in the copy. To copy the application, proceed as follows:
1. Right-click on the HRPAYSAPSELIG application and select Copy.
2. Enter the name that you want to assign to the copy and specify a development package.
3. Select the Include Contained Objects checkbox and choose the Copy pushbutton.
4. In the copied application navigation tree, go to Function and in the General tab, note the function ID.
5. Complete the customizing activity at the following path: Payroll: Saudi Arabia Military Sector Allowances and Bene ts Eligibility
Checking Assign BRF+ Function to Eligibility Workbench .
Activities
1. Create a new decision table expression or copy an existing decision table expression.
2. In the newly created (or copied) decision table expression, insert condition columns and one result column by clicking on Table Settings, so that
particular conditions are mapped to a particular result.
 Note
Ensure that the result column references the SC_ELIG element. This result column reference determines whether the result is to be
true (eligible) or false (ineligible).
Ensure that the condition column references the EFFDATE element. This condition column reference determines the date range validity
of the new rule.
You can add more condition columns by selecting appropriate conditions from either of the following paths:
Insert Column From Context Data Objects PERNR_INFO .
Insert Column From Context Data Objects ADD_PERNR_INFO .
3. After the new decision table expression is created, you can make the following changes:
Modify the rules in existing rows
Add a new rule by inserting a new row
4. Map the newly created decision table expression to the existing salary component decision table expression (SC_RULES_ASSIGN) by completing
these steps:
a. In the existing salary component decision table expression (SC_RULES_ASSIGN), insert a new row.
b. In the SCOMP column, enter a salary component.
c. Select the salary component that you want to associate with the new rule.
d. In the SC_ELIG column, choose the drop-down menu icon, select Select Expression, enter the technical name of the newly created decision
table expression, and choose Search.
e. Highlight the row on which the decision table expression technical name is displayed; this action assigns the decision table expression to the
salary component decision table expression.
Occupational Hazards (Military Sector)
Use
In the Saudi Arabia military sector, occupational hazard payments are made in a lump-sum regardless of whether an injury is permanent or temporary. A
lump sum is also paid if the employee dies.
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You make the required settings in Customizing as follows:
Payroll: Saudi Arabia Occupational Hazard De ne Permanent Disability Groups .
Payroll: Saudi Arabia Occupational Hazard De ne Compensation Models .
Features
The system provides a military-sector-speci c version of the Occupational Hazards SA (3312) infotype.
When an employee is injured, the HR user creates a record in the infotype by selecting the Disabled radio button and specifying the Injury Degree
percentage. The compensation amount corresponding to these percentages is based on the settings in the Payroll: Saudi Arabia Occupational
Hazard De ne Compensation Models customizing activity.
When an employee is killed, the HR user creates a record in the infotype by selecting the Death radio button. The compensation amount is based on
the settings in the Payroll: Saudi Arabia Occupational Hazard De ne Compensation Models customizing activity.
More Information
Refer to the system documentation of payroll function SAOHM.
Absences (Military Sector)

Special Leaves for Saudi Arabia Military Sector
Customizing Special Leave Types for Military Sector
Special Leaves for Saudi Arabia Military Sector

The military sector solution allows you to exibly use existing standard time management frameworks to con gure, for example, the following military-
sector-speci c absence types:
Annual leave
Field leave
Sick leave
Work accident leave
Exceptional leave
Emergency leave
Study leave
Customizing Special Leave Types for Military Sector

To learn about customizing special leave types for the Saudi Arabia military sector, see the following topics:
Use
In Saudi Arabia, organizations commonly base their leave accrual policies on the Hijri calendar year. To set up the system so that it uses the Hijri calendar
for absence quota accrual, complete the Customizing steps described below.
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Process
1. Under Payroll: Saudi Arabia Basic Settings Payroll Organization De ne Period Parameters , create a period parameter for the Islamic Hijri
year. For example, create a period parameter with the value 96 for the Islamic Hijri year.
2. Under Payroll: Saudi Arabia Basic Settings Payroll Organization Generate Payroll Periods , generate one payroll period per Hijri year for
the period parameter that you created in step 1.
3. Under Time Management Time Data Recording and Administration Managing Time Accounts Using Attendance/Absence Quotas Time
Quota Types De ne Absence Quota Types , de ne and con gure the absence quota type.
4. Under Time Management Time Data Recording and Administration , de ne the counting rule, absence type, and deduction rules for the
absence quota type that you created in step 3.
5. Execute the activity under Time Management Time Data Recording and Administration Managing Time Accounts Using Attendance/Absence
Quotas Calculating Absence Entitlements Rules for Generating Absence Quotas De ne Generation Rules for Quota Type Selection , and,
under the Base entitlement node, assign the payroll period parameter that was created earlier as the entitlement period.
6. Within the same customizing activity, select the Validity/deduction interval node and set the validity interval as the base period, that is, the period
for which the employee’s base entitlement is valid.
7. Within the same customizing activity, select the Rounding rules node and make the required settings, noting that annual leave for both enlisted
personnel and officers is to be rounded to the closest whole number.
8. Within the same customizing activity, select the Selection rules node, display the Accrual period tab, select the Other period radio button, and
enter 97 Islamic Calendar in the corresponding eld.
9. Within the same customizing activity, within the Selection rules node, display the Base entitl. tab, and enter the Rule for base entitlement that you
de ned in step 5.
Result
The system accrues the annual leave for every Hijri month and for every Hijri year.

You can customize leave type eligibility in Customizing under Payroll: Saudi Arabia Public Sector Absence Valuation Determine Conditions on
Special Absence Types . You can specify eligibility for an absence type or an action according to the following criteria:
Criterion Use
Gender Speci es whether an absence type or action requires a gender validation, for
example, Iddah leave.
Nationality Speci es whether an absence type or action requires a nationality validation, for
example, escort leave.
Religion Speci es whether an absence type or action requires a religion validation, for
example, Hajj leave.
Maximum Number of Times in Service Duration (SD) Speci es the maximum number of times that a type of special leave can be taken
in an employee’s service duration.
Maximum Entitlement in a Service Duration (SD) Speci es the maximum leave entitlement for a special leave in an employee’s
service duration, for example, 1000 calendar days for sick leave. You specify the
unit of measurement (for example, calendar days, payroll days, or absence days)
in the Unit eld.
Maximum Number of Times in a Year Speci es the maximum number of times that a type of special leave can be taken
by an employee in either a calendar year or a service year.
Maximum Entitlement in a Year Speci es the maximum leave entitlement for a special leave in either a calendar
year or a service year, for example, 100 calendar days for sick leave. You specify
the unit of measurement (for example, calendar days, payroll days, or absence
days) in the Unit eld.
 Note
Whether an employee follows leave eligibility according to the Hijri or Gregorian calendar depends on the payroll area that the employee is assigned to
in the Organizational Assignment (0001) infotype. Every payroll area is assigned to either the Hijri or Gregorian calendar through feature HIJRI in
Customizing for Payroll: Saudi Arabia Basic Settings Payroll Organization De ne Payroll Periods for Islamic Hijri Calendar Determine
Employee Groups for Islamic Hijri Calendar .
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Absence distribution refers to the way in which an employee is paid during a period of absence. For example, if an employee is absent for an extended
period due to illness, for the rst 15 days the employee might be entitled to full pay. For the next 15 days, the employee might be entitled to 50% pay, and
for the remaining period, the employee might receive no pay.
For more information, refer to the system documentation in Customizing under Payroll: Saudi Arabia Public Sector Absences Valuation De ne
Absence Valuation Re nement .
 Note
To customize absence distribution, you must rst complete the following tasks in Customizing:
1. Complete the activity under Payroll: Saudi Arabia Absences Valuation of Absences Re nement of Absences Create Rule Group for
Absence Re nement .
2. Complete the activity under Payroll: Saudi Arabia Absences Valuation of Absences Re nement of Absences De ne Rules for Re ning
Absences .
 Note
Whether an employee follows leave eligibility according to the Hijri or Gregorian calendar depends on the payroll area that the employee is assigned to
in the Organizational Assignment (0001) infotype. Every payroll area is assigned to either the Hijri or Gregorian calendar through feature HIJRI in
Customizing for Payroll: Saudi Arabia Basic Settings Payroll Organization De ne Payroll Periods for Islamic Hijri Calendar Determine
Employee Groups for Islamic Hijri Calendar .
Mandate (Military Sector)

Use
Mandated employees can work for another organizational unit for a xed period of time without changing from their own organizational unit.
Employees must ful ll certain criteria before they are eligible to serve a mandate period. In addition, their online applications must be approved by
their current manager. You can check or change the standard criteria for an employee mandate period in Customizing for Payroll Saudi Arabia,
under Public Sector Allowances/Bene ts Eligibility Checking De ne Eligibility Checking Rules .
The mandate period is subject to a maximum number of days in a Hijri calendar year.
For officers, the maximum number of days is maintained in constant UAND1.
For enlisted personnel, the maximum number of days is maintained in constant UAND3.
 Note
Because of restrictions on the length of the mandate period, a record in the Mandate KSA PS (3323) infotype cannot exceed the maximum
length allowed by the values of constants UAND1 and UAND3.
Features
The following features are available for mandate in the Saudi Arabia military sector:
Mandate KSA PS (3323) Infotype
Mandate Balance Report (Military Sector)
Mandate KSA PS (3323) Infotype
The Mandate KSA PS (3323) infotype for the military sector saves the mandate periods that employees spend in other organizations.
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During a mandate period, an employee is eligible for different mandate allowances depending on the location of the mandate organization and the
mandate type. When you save a record, you assign mandate allowances to the mandated employee by using the Allowances and Bene ts Entitlement
program (transaction HRPBSSAEGLN).
Mandate Balance Report (Military Sector)
For more information about this report, see Reporting for Saudi Arabia Military Sector.
Scholarship (Military Sector)
Use
Employees in the Saudi Arabia military sector can pursue higher academic degrees. In addition, during the period when they pursue the education,
employees can apply for scholarships that would support them nancially during their education.
To receive a scholarship, an employee must submit an online application. The system then checks whether the employee ful lls the prede ned eligibility
criteria for applying for a scholarship. The valid applications from eligible employees must then be approved by their managers and other responsible
people. For more information, see the following topics:
KSA PbS: Scholarship App./Change/Term. (Internal)
KSA PbS: Scholarship App./Change/Term. (External)
The payment items of an employee change when the status of a scholarship period changes, such as start, completion or termination. Status changes are
recorded in the system using corresponding action types in the Action (0000) infotype.
During the scholarship period, the military sector may provide additional bene ts to employees, such as allowances. When a scholarship period nishes,
additional allowances are granted to employees who graduate with various quali cations.
You make the required settings in Customizing under Payroll: Saudi Arabia Public Sector Scholarship .
 Note
Feature SASAU is the feature that ultimately determines how scholarship allowances are handled by the system.
For the military sector, in the feature SASAU decision tree, you associate particular military sector-speci c allowances with various infotypes to
ensure that eligible employees are paid correctly during and after the scholarship period. These military sector-speci c scholarship allowances
are represented by the following wage types:
MSC1
MSC2
MSC3
MSC4
MSC5
MSD1
MSD2
MSD3
MSD4
MSD5
For more information about these wage types, execute transaction SM30, enter view V_512W_D, Country Grouping 24, and choose the relevant
pushbutton.
Implementing for Reallocation Allowance and Training Premium
In order to implement the scholarship functionality for the Saudi Arabia military sector, the implementing consultant should be aware of two scenarios:
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Situations in which employees are to be paid a Reallocation Allowance while on scholarship
Situations in which employees are to be paid a Training Premium due to trainings completed while on scholarship
Allowance Wage Type Integration
Reallocation Allowance MUS1 In feature SASAU, node PABNS, you enter the duration
of the scholarship in months.
 Note
Separately, when you initiate the scholarship action,
Although the short text of wage type MUS1 is
the system reads the value of payroll constant
Deportation Allowance, the wage type also PABNS. The constant’s value is then passed to
serves as the Reallocation Allowance, an allowance
feature SASAU and compared with the entered
that is paid to employees whose scholarship
number in feature node PABNS.
duration is a speci ed number of months or more.
If the entered number in feature node PABNS
is less than or greater than the value of
constant PABNS, the Reallocation Allowance
is not paid.
If the entered number in feature node PABNS

is equal to the value of constant PABNS, the
Reallocation Allowance is paid.
Training Premium MSD3 The training premium, which is represented by wage

type MSD3, is paid as a percentage of an employee’s
salary for each year that the employee spent in
training.
 Example
If the training premium percentage is 4%, and if
the number of training years is 2, the employee
receives a training premium of 8%.
To con gure the training premium in feature SASAU,

note the following information:
The return value of the feature is in the format:

nnnn/mmmm/NUM/AMT, where nnnn is the ID of an
infotype, and mmmm stands for a wage type, for
example 0014/MUSA/1/, or 0015/MUS1/ /2000.
In addition, the value of NUM or AMT determines either
the NUM or the AMT eld of the speci ed wage type.
However, for the training premium, the return value of

the feature should be as follows:
0015/MSD3/X/
where X has replaced a speci ed number and where

the amount is left blank. The value X tells the system
that the MSD3 wage type represents the training
premium, and that the training premium requires
special processing.
End of Service (Military Sector)
Use
In the Saudi Arabia military sector HCM solution, the system calculates the end-of-service (EOS) payment award differently for officers and enlisted
personnel.
You make the required settings in Customizing, under Payroll: Saudi Arabia Military Sector End of Service (EOS) Determine EOS Termination
Reasons (Military) .
 Note
This customizing activity con gures feature 24EOS.
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Integration
The following objects are used in the end of service functionality for the military sector:
Schema SAMO is the schema for end of service calculation in the military sector.
Wage type /670 is the end of service payout wage type.
Pension KSA PS (Infotype 3320)
You use the Rehiring Details groupbox to record whether an employee was ever rehired. If the employee was rehired, you enter the amount of end of
service bene t that was received when the previous employment ended. The previously received sum is deducted from the end of service bene t that the
employee is to receive for his or her current employment.
Eligibility
The following table lists the conditions under which EOS payments are made to enlisted personnel and officers:
Payout Amount End of Service Reason
6 times monthly salary Retirement
Dismissal
Disablement
Death
4 times monthly salary Resignation
Early Retirement
No payment Conviction of a crime
Dismissal due to disciplinary action
Forfeiture of Saudi nationality
Undue absence
Abscondence
Calculation
The system calculates the EOS payment award for enlisted personnel and officers as follows:
1. The EOS calculation process is triggered when an employee is terminated.
2. All wage types in which processing class 61 is set are totaled into wage type /650, which forms the EOS base gure.
3. The EOS base gure in wage type /650 is multiplied by the value of the appropriate constant, either EOSM1, EOSM2, EOSM3, or EOSM4, and is paid
out as the EOS payment award in wage type /670.
 Note
For information about the purpose of these constants, refer to the constant system documentation.
4. If an employee received an EOS payment for an earlier employment, the value of that EOS payment can be deducted from the current EOS payment
amount, subject to a threshold.
More Information
Refer to the system documentation of schema SAMO.
Pension (Military Sector)

Use
The Saudi Arabia military sector payroll solution provides features and functionalities to cater for pension eligibility and calculation.
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You make the required customizing settings in Payroll: Saudi Arabia Military Sector Pension .
Features
The system handles pension contribution calculations for the military sector in the same way that it handles contribution calculations for the public
sector. For more information, see Pension Contribution Calculation.
The system provides a pension eligibility and calculation report. For more information, see Reporting for Saudi Arabia Military Sector.
The pension infotypes are as follows:
Previous Employer/Pension Amend. SA (3311) Infotype: Public Sector
Pension Infotype (3320): Saudi Arabia Public Sector
Reporting for Saudi Arabia Military Sector

The following reports are provided for the Saudi Arabia military payroll solution:
Name Use Navigation
Mandate Balance Report (Military Sector) You use this report to list employees’ mandate days according to On the SAP Easy Access screen, choose
(PY_SA_HSAPMBAL) used mandate days and the remaining balance of mandate days. Human Resources Payroll Asia/Paci c
For example, if an employee has a maximum allowance of 60 Saudi Arabia Military Sector Tools
mandate days and has consumed 25 mandate days, the report Mandate Balance Report (Military Sector) .
shows when these 25 days were used and displays the remaining
balance of 35 days.

pushbutton.
Pension Eligibility and Calculation Report You use this report to determine whether the speci ed employees On the SAP Easy Access screen, choose
(Military Sector)(HRPBSSAPEN) are eligible for a pension and, depending on the eligibility rules, the Human Resources Payroll Asia/Paci c
applicable pension and compensation amounts. Saudi Arabia Military Sector Tools
Pension Eligibility and Calculation Report
(Military Sector) .
pushbutton.
Transaction Codes
The following table provides a list of transactions that are speci c to Payroll Saudi Arabia:
Name Transaction Code
Bene ts Entitlement Saudi Arabia Public Sector HRPBSSAEGL
Bene ts Workbench (New) HRPBSSAEGLN
Call Print Program for HR Forms Workplace PC00_M24_HRF
Change of Basic Civil Registry Information Form No. 55 PY_SA_HSAPICF0
Details of Approved Structures per Financial Year PY_SA_HSAPDAJ0
Display Authorized Manager List for Processes and Forms HRPBSSA_AML
Display Payroll Results PC00_M24_CLSTR
Document Expiry Report PY_SA_HSAPTRD0
Employees Added / Deleted from Payroll Statement PY_SA_HSAPEAD0
Employee Detailed Information Filling Jobs PY_SA_HSAPIFJ0
Employee Information Card PY_SA_HSAPEIC0
Employee List as per Grade PY_SA_HSAPELG0
Employee List as per Hiring Date PY_SA_HSAPELH0
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Employee List as per Position Code PY_SA_HSAPELJ0
Employee Service History PY_SA_HSAPESH0
File Generation for Iqama Number Update PY_SA_HSAPIQE0
Employee Vacations Summary HRPBSSAELS
Fixed Jobs Detailed Information and Employees in Different Job Scales PY_SA_HSAPFJD0
GOSI Contributor Salary Change PY_SA_HSAPSAC0
GOSI Requests for Retroactive Register PY_SA_HSAPRRR0
Incomes and Deductions Summary PY_SA_HSAPIDS0
Jobs Detailed Information for Commitment Item PY_SA_HSAPJDI0
Job List as per Classi cation PY_SA_HSAPJPC0
KSA Employee Sanctions Report HRPAYSASANCT
Labor Contract Termination Checking HRPBSSATMN
Labor Office Employee Transfer from Company to Another PY_SA_HSAPCMT0
Leave Passage Calculation Report PY_SA_HSAPLEAV0
List of Approved Jobs per Financial Year per Department PY_SA_HSAPLAJ0
List of Approved Structures per Financial Year PY_SA_HSAPLAS0
List of Approved Vacant Jobs per Financial Year PY_SA_HSAPLAV0
List of Employees as per Type and Status PY_SA_HSAPETS0
List of Promoted Employees PY_SA_HSAPLPE0
List of Proposed Jobs for Financial Year Budget PY_SA_HSAPLPJ0
List of Suspended Employees PY_SA_HSAPLSE0
List of Terminated Employees PY_SA_HSAPLTE0
List of Vacant Jobs PY_SA_HSAPLVJ0
Mandate Balance Report PY_SA_HSAPMBAL
Monthly GOSI Return and Settlement (GOSI Form 4) PY_SA_HSAPGOS0
Multipurpose Government Form (Form 7) PY_SA_HSAPMPG0
Nationality Report (GOSI Form 2) PY_SA_HSAPNAT0
Off-Cycle Workbench Saudi Arabia PUOC_24
Overtime Allowance Payroll Statement PY_SA_HSAPOAP0
Passport Office Noti cation of Absent Employees PY_SA_HSAPNAW0
Payroll Accounts KSA PC00_M24_CKTO
Payroll Driver (Kingdom of Saudi Arabia) PC00_M24_CALC
Payroll Driver Simulation Saudi Arabia PC00_M24_CALC_SIMU
Payroll Journal Kingdom of Saudi Arabia PC00_M24_CLJN
Pension Eligibility and Calculation Report (KSA MS) HRPBSSAPEN
Periodical Salary Increase (Saudi Arabia Public Sector) HRPBSSAPSI
Pre-DME Program for Several Payment Runs PC00_M24_CDTA
Promotion Pre-Check Grade 2 to 10 KSA Public Sector HRPBSSAEPP
Public Sector Employee Annual Increment Exclusion (PF) HRPBSSAEAI
Remuneration Statement PC00_M24_CEDT
Reporting Employee Status Change to Labor Office PY_SA_HSAPEST0
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Request for Aggregation of Contribution Period PY_SA_HSAPPAG0
Request Generation for Pension Payment PY_SA_HSAPPPB0
Request for Transferring Non-Saudi Employees Across Labor Offices PY_SA_HSAPLOT0
Request for Visa Visit Extension PY_SA_HSAPVVE0
Request for Worker Service Transfer (Sponsorship Transfer) PY_SA_HSAPSPT0
Salaries and Allowances Payroll Statement PY_SA_HSAPSAS0
Saudization Report PY_SA_HSAPSAZ0
Saudization Report for Nitaqat Program PY_SA_HSAPSAZ4
User Vacations Summary HRPBSSAULS
Visa Management Workbench HRPASAVIM01
Visa Management Workbench Search HRPASAVIM02
Worker Movement Form No. 3 PY_SA_HSAPWJE0
Work Permit Request Form No. 2/4/1 PY_SA_HSAPWPR0
Glossary
Use
The following table provides de nitions for the business terms used in the Payroll Saudi Arabia solution:
Term De nition
Advance leave payment Money that is paid to an employee before the employee takes an approved
absence, such as annual vacation.
Camp A temporary residential site, usually located outside the cities, provided for
laborers and other workers.
General Organization of Social Insurance (GOSI) An agency in Saudi Arabia that implements rules for social insurance, collects
contributions from employers, and pays bene ts to the insured persons and their
family members.
GOSI number A unique number that the General Organization for Social Insurance (GOSI) issues
to an employer once the employer has registered with GOSI.
Hijri calendar A lunar calendar that consists of 12 lunar months in a year of 354 or 355 days.
Muslims use the Hijri calendar to date events and determine when to celebrate the
Islamic holy festivals and days.
Iqama An identi cation document that allows expatriate persons to live and work in the
following middle eastern countries:
Kingdom of Saudi Arabia
United Arab Emirates
State of Kuwait
An iqama complements a work visa and identi es the holder as a legal resident of
the above-mentioned countries.
Leave passage A bene t that entitles expatriate employees in Saudi Arabia and their dependents
to a paid ight to their home countries.
Leave passage quota The entitlement of an expatriate employee to a paid air ticket to his or her home
country. Depending on the policy of an organization, the entitlement is for the
employee only, or for the employee and his or her dependents.
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Term De nition
Mandate The temporary assignment of a public sector employee to a task either within the
employee's original organization or to another organization. Typical examples of
such tasks include business trips or travel to conduct an assignment, such as an
inspection or audit. In most cases, the employee's compensation is paid by the
original organization.
Nitaqat Program A Saudi Arabian government policy to encourage private sector employment of
both Saudi Arabian nationals and the nationals of other Gulf Cooperation Council
member countries.
Renal failure leave A paid absence type for employees who require regular kidney dialysis treatment.
Saudization The national policy of Saudi Arabia, encouraging organizations in the private sector
to employ Saudi nationals.
Secondment A situation in which employees from a public sector organization work temporarily
in an area that is different from their usual job, such as for a private sector or
international organization. In most cases, the employee's compensation is paid by
the new organization.
Sickness Year (‫)اﻟﺴﻨﺔ اﻟﻤﺮﺿﻴﺔ‬ A legal concept stating that an employee's annual sick leave entitlements may
span more than one calendar year. For example, if an employee's rst sick leave
occurs on 21 March 2014, the end of the sickness year would be 20 March 2015.
Sponsor An organization that employs and supports a non-Saudi national to work in Saudi
Arabia. The sponsor is responsible for the expatriate while he or she holds a Saudi
visa.
Sponsor ID An unique identi cation code that the Saudi government assigns to an organization
that hires expatriate employees.
Ticket encashment A situation where the cost of air travel to an employee's home country is paid by
the employer directly to the employee.
Visa block A reserved quota of blank visas made by a hiring organization with the Ministry of
Labor of Saudi Arabia. The reserved quota states a number of upcoming visa
applications for expatriate employees of speci c nationalities, professions, and
genders. The hiring organization can apply to use the reserved visa quota within
the validity period of the approval.
Wages commitment item (WCI) A budgetary item that is used for paying salaries to employees who are not part of
an organization's official headcount.
If such employees are GCC nationals and the nature of their work is
manual or labor-intensive, they are paid according to a special payscale.
If such employees are non-GCC nationals, a xed salary is paid, based on

the nature of the work.
More Information
For more information about SAP terms and their de nitions, go to http://sapterm.com .
United Arab Emirates
Use
This section contains information about the functionalities that have been developed for the United Arab Emirates (country grouping AE). Functions are
offered for the following areas:
Private Sector and Country-Speci c
Public Sector

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SAP ERP HCM, localization for Saudi Arabia and UAE

Release 605, Support Package 82

Documentation Published August 2022

Country Country Version Component

Saudi Arabia Payroll Kingdom of Saudi Arabia PY-SA

Payroll Kingdom of Saudi Arabia Public Sector PY-SA-PS

Payroll Kingdom of Saudi Arabia Military Sector

United Arab Emirates Payroll United Arab Emirates PY-AE

Payroll United Arab Emirates Public Sector PY-AE-PS

Installation and Support Packages

SAP Note 1550973

Delivery schedule for Support Packages HR LOCHRSAE Support Packages Schedule

Payroll Saudi Arabia (PY-SA) - HR renewal 2.0

Payroll United Arab Emirates (PY-AE) - HR renewal 2.0

Documentation for International Payroll

Private Sector and Country-Speci c

Private Sector and Country-Speci c Functions

Features for managing the employee visas. See Visa Management.

HCM User Roles for Saudi Arabia

HR Manager Saudi Arabia

HR Administrator Saudi Arabia

Human Resources Analyst Saudi Arabia

Payroll Process Administrator Saudi Arabia

Payroll Administrator Saudi Arabia

Payroll Loan Administrator Saudi Arabia

Payroll Manager Saudi Arabia

HR Manager Saudi Arabia

Task-oriented administration of staﬀ in accordance with enterprise structure.

Monitoring master data administration.

Monitoring headcount changes.

Activities in Personnel Administration Saudi Arabia

Displaying master data.

HR Administrator Saudi Arabia

Administrating personnel master data.

Processing changes made to personnel master data.

Being the contact person for questions relating to employee data.

Creating required lists and statistics

Activities in Personnel Administration Saudi Arabia

Processing personnel master data.

Executing personnel actions.

Evaluating personnel master data and executing all standard reports.

Human Resources Analyst Saudi Arabia

Processing and timely retrieval of HR statistics that are required by law.

Executing the standard reports from all HR components.

Creating reports with InfoSet Query or SAP Query.

Running reports using ABAP Program Execution.

Maintaining master data, for example, to correct individual data.

Payroll accounts for Saudi Arabia.

Final Report for GOSI Return and Settlement.

Social Insurance (GOSI) Reports and Forms

Reporting for Saudi Arabia Public Sector

Payroll Process Administrator Saudi Arabia

Activities in Personnel Time Management

Activities in Payroll Saudi Arabia

Checking, correcting if necessary, and exiting the payroll run

Managing the data medium for wage and salary payments

Posting payroll results to Accounting

Displaying payroll results

Maintaining the payroll control record

Starting payroll processes using the HR Process Workbench

Processing of oﬀ-cycle payments