HROMS calculates Nitaqat the way the Ministry actually calculates it — simulates the impact of a hire before you make it, and reconciles your number against Qiwa's.
Free. No sign-up. Uses the Ministry's real formula — y = m · ln(x) + c — not a lookup table.
Constants are from the MHRSD Nitaqat Mutawar procedural guide (2026 phase). This calculator is an illustration and does not replace the official Qiwa figure — which is computed weekly from GOSI and Qiwa data. That gap is exactly what HROMS reconciles.
Almost every HR system in the Kingdom shows you a Saudization percentage. Almost none of them are calculating it correctly. Here is why.
The percentage you have to hit isn't looked up from a chart of company sizes. It's calculated from a logarithmic curve whose shape depends on your economic activity, the band you're aiming at, the calendar year, and your total headcount. That's 41 activities × 4 bands × 3 years — and the numbers change.
Your total headcount appears inside the threshold formula — not just in the ratio. So hiring one employee changes the numerator, the denominator and the percentage you need to hit, all at once. “How many Saudis do we need?” is therefore not a division. Every simple calculator on the market divides. Every simple calculator on the market is wrong.
The Ministry's own procedural guide contains a worked example where an establishment with identical headcount and an identical Saudization ratio drops from High Green to Low Green between two years — because a constant in the formula changed. If your system hard-codes those constants, you will find out the hard way.
This is the part that confuses HR teams most: you hire three Saudi employees, and the band doesn't move. Nobody can tell you why. It's because countability isn't employment. Five independent gates apply.
| Gate | The rule | If it fails |
|---|---|---|
| Qiwa contract | Since 15 April 2026, the contract must be electronically authenticated on Qiwa | Counts as ZERO. GOSI registration is no longer enough on its own. |
| GOSI registration | Must be registered under this establishment | Counts as zero. No retroactive credit. |
| Wage | SAR 4,000+ counts as a full unit. SAR 3,000–3,999 counts as a half. | Below SAR 3,000, they count as NOTHING AT ALL. This zero floor is the rule most systems get wrong. |
| Accreditation | Gated professions (engineering, accounting, health) require professional accreditation | Counts as zero — regardless of salary. |
| Time | The official band runs on a 26-week rolling average, unless you qualify for immediate counting | A new hire may take months to show up in your band. |
The real formula, against the Ministry's published constants for your activity and the current year. Weighted counting — including the ×4 for employees with disabilities (and the Mowaamah certificate requirement most systems miss, which drops it back to ×1), part-time, flexible work and students, with the caps applied in the right order.
“If we hire this person, what happens?” Answered before the offer goes out, on live data, not in a spreadsheet.
“How many Saudis do we actually need to reach Green?” — solved as a fixed point, accounting for the fact that each hire moves the target.
Your projected band over the next three, six and twelve months — built from your planned hires, planned leavers and visa expiries. Data you already have. Nobody joins it up.
Not “you're at 31.2%.” Instead: “Qiwa says 28.7%. Here are the six employees causing the gap: four have no authenticated Qiwa contract, two are below the SAR 4,000 wage floor. Here's how to fix each one.” The explained difference is the feature.
A warning on the requisition. A block on the offer. Before you make a hire that costs you your visa quota — not after.
Profession quotas run in parallel with your Nitaqat band, and they apply regardless of it. Administrative support roles are now 100% Saudi. Engineering, accounting, marketing, sales, procurement, healthcare and hospitality all carry their own percentages, their own headcount triggers, their own minimum salaries — and in some cases their own professional accreditation requirements.
More than 269 professions are covered, and the dates are staggered through 2026, 2027 and 2028.
Most calculators multiply salary by years. Saudi law doesn't work that way — the award depends on why the employee left, and the difference is a factor of three.
Free. No sign-up. Models the Article 85 resignation reduction and the Article 87 exceptions.
In May 2026 the Ministry confirmed it is using automated data analytics to detect Saudi employees registered in GOSI without performing actual work. Penalties for fictitious Saudization reach SAR 25,000 per employee, with suspension from government contracting and immediate exclusion from Nitaqat.
HROMS is designed to make genuine compliance easy — and to make sure you never accidentally look like you're doing something you aren't. Your profession codes match your Qiwa contracts. Your wages reconcile across all three systems. Your evidence is in order before anyone asks for it.
“Compliance is about structure, not intent. Regulators look at what's recorded, not what was planned.”
We'll model your actual establishment — your activity, your headcount, your salary distribution — and show you exactly where you stand and what it would take to move.