Quick Answer

Nasaq, Jisr, and Bayzat take different approaches to HR software for Saudi employers. Jisr is focused on fast deployment and Saudi SME operations, Bayzat is particularly relevant for companies operating across both the UAE and Saudi Arabia, while Nasaq HRMS focuses on deeper Saudi compliance coverage, including real-time Nitaqat, Muqeem/Iqama tracking, NAFATH login, EOSB calculations, and custom payroll rules.

Dimension	Jisr	Bayzat	Nasaq HRMS
Saudi compliance	GOSI, Mudad WPS, Qiwa	Qiwa, GOSI, some Mudad	GOSI, Mudad WPS, Qiwa, Nitaqat, Muqeem
Nitaqat	Standard reporting	Basic Saudi coverage	Real-time Saudisation dashboard
Employee portal	Arabic-first	Strong employee self-service	Arabic-first + NAFATH login
Pricing model	SaaS	SaaS	SaaS or custom build
Best fit	Fast-growing Saudi SMEs	UAE-Saudi businesses	Saudi-first companies needing deeper compliance or custom ownership

The right choice depends on whether your priority is speed, cross-border operations, or Saudi-specific compliance depth.

Need help evaluating your HRMS requirements? Contact Logiolegion for a Saudi HR software assessment.

Saudi HR teams often reach the same point after months of spreadsheets, payroll corrections, manual GOSI work, and employee-document follow-ups: they need an HRMS, but choosing one is not straightforward.

The shortlist frequently comes down to Nasaq HRMS, Jisr, and Bayzat. Each platform has a different product focus, pricing structure, Saudi compliance depth, and implementation approach.

This comparison looks specifically at those three platforms rather than repeating the broader market overview in Best HRMS Software Saudi Arabia 2026.

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Who Each Platform Is Built For

Jisr: Saudi companies prioritising fast setup

Jisr is a Saudi-founded HRMS based in Riyadh, with its primary market among Saudi SMEs, particularly companies in the 20–500 employee range.

Its core Saudi integrations include GOSI, Mudad WPS, and Qiwa contract synchronisation. For an HR team replacing spreadsheets and manual payroll processes, its relatively quick setup and clean Arabic-first interface are important parts of its proposition.

Jisr is particularly relevant when the immediate requirement is to get payroll, employee records, contracts, and Saudi government workflows operating without a long configuration project.

Its trade-off is configurability. Complex compensation structures, unusual payroll rules, multi-site payroll, and specialised construction workflows may require more work than a standard SME HR setup.

Bayzat: Companies operating across the UAE and Saudi Arabia

Bayzat originated in the UAE and has expanded into Saudi Arabia, making it relevant to employers managing teams across both markets.

Its Saudi capabilities include Qiwa, GOSI, and some Mudad WPS support, while its broader platform includes employee self-service and insurance-related functionality.

For a company with substantial UAE operations alongside Saudi employees, having one HR platform across both countries can reduce the need to operate separate systems.

The trade-off is Saudi-specific depth. Features such as Nitaqat, Muqeem/Iqama workflows, EOSB Article 84 calculations, and some Mudad requirements may not be as deep as those offered by Saudi-focused platforms.

Nasaq HRMS: Saudi-first employers requiring deeper compliance coverage

Nasaq HRMS is Logiolegion's Saudi-native HRMS, designed specifically for Saudi private-sector employers.

It covers companies from smaller teams through enterprise deployments, with SaaS and custom-build options available.

Its Saudi compliance stack includes GOSI contribution calculation and reporting, Mudad WPS SIF generation and confirmation, Qiwa contract synchronisation, Muqeem/Iqama tracking, Nitaqat real-time scoring, NAFATH employee login, and EOSB Article 84 calculations.

Nasaq also supports custom payroll rules and multi-site or construction payroll requirements in its custom version.

The trade-off is that Nasaq is a newer product with a smaller installed base than Jisr, and its Saudi-only focus makes it less suitable when UAE compliance is a core requirement.

See the Nasaq HRMS product page for the complete Saudi feature set.

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GOSI, Mudad WPS, and Qiwa — the Three Mandatory Saudi Compliance Integrations Compared

Saudi HR teams should start with the government integrations rather than dashboards and interface design.

An HRMS may look polished while still leaving the HR team dependent on spreadsheets or manual government-portal work.

GOSI integration

GOSI affects payroll because employee contribution calculations need to be reflected correctly in the employer's payroll process and reporting workflow.

Jisr provides GOSI integration as part of its Saudi HRMS platform, allowing employers to connect payroll and employee information with GOSI processes.

Bayzat also supports GOSI integration for Saudi operations, although its overall product focus spans both UAE and Saudi requirements.

Nasaq HRMS includes GOSI contribution calculation, filing, and reporting as part of its Saudi-native compliance architecture.

The distinction is less about whether a platform supports GOSI and more about how deeply the integration connects to the employer's payroll and compliance workflow.

For companies with more complicated payroll structures, the ability to configure payroll rules can become more important than simply having a GOSI connection.

For a broader technical look at Saudi payroll architecture, see Saudi HR Payroll, GOSI and Mudad WPS.

Mudad WPS

Mudad WPS is particularly important because salary-file preparation and wage-protection compliance directly affect monthly payroll operations.

Jisr has a strong Mudad WPS workflow, including automation around WPS processing.

Bayzat provides Mudad WPS support, although its coverage is less focused on Saudi-specific payroll than a Saudi-native platform.

Nasaq HRMS includes Mudad WPS SIF generation and WPS confirmation as part of its Saudi payroll workflow.

For an HR manager processing payroll every month, the practical question is not simply "does the software support Mudad?" but whether the platform can reduce manual preparation, validation, submission, and confirmation work.

Qiwa contract synchronisation

Qiwa is central to employment-contract workflows in Saudi Arabia.

Jisr provides Qiwa contract synchronisation, making it possible to connect employee contract information with the HRMS rather than maintaining separate records.

Bayzat also provides Qiwa integration for Saudi employees.

Nasaq HRMS includes Qiwa synchronisation with contract authentication as part of its Saudi compliance stack.

The operational benefit is straightforward: HR should not have to maintain one version of an employee's contract internally and another version in a government system.

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Nitaqat Dashboard — Real-Time vs Batch vs Manual

Nitaqat creates a different problem from payroll.

Payroll asks whether employee compensation is calculated correctly. Nitaqat asks whether the company's workforce composition is keeping the establishment within the required Saudisation position.

For HR leaders managing several establishments or a growing workforce, the timing of that information matters.

Jisr

Jisr provides Saudi HR functionality and reporting that can support employers managing Saudisation requirements.

Its strength is the broader Saudi HR operating environment rather than a specialised real-time Nitaqat monitoring layer.

Bayzat

Bayzat provides Saudi HR functionality but its product has historically been more focused on UAE operations.

As a result, employers evaluating it specifically for Nitaqat should verify the current depth of its Saudisation monitoring and reporting requirements against their establishment structure.

Nasaq HRMS

Nasaq's Nitaqat dashboard is designed specifically around Saudi Saudisation monitoring.

The dashboard can show Saudisation percentage by establishment, current band status, and distance from relevant thresholds.

The key distinction is the real-time orientation. Instead of relying only on a periodic report, HR teams can use current workforce data to identify where Saudisation exposure is developing.

For an HR director managing several establishments, that can turn Nitaqat from a monthly reporting task into an ongoing workforce-monitoring process.

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Iqama, Muqeem, and EOSB — the Operational HR Features That Separate Depth From Breadth

Government compliance is only one part of HR administration.

Saudi employers also deal with employee-document expiry, residency records, leave, termination calculations, and end-of-service obligations.

Iqama and Muqeem tracking

Employee residency documentation creates recurring administrative work.

An HR team may need to monitor expiry dates, identify employees approaching renewal deadlines, and coordinate the renewal process.

Jisr and Bayzat provide employee-management capabilities that can cover core Saudi employee information and related workflows.

Nasaq HRMS goes further with Muqeem/Iqama tracking, expiry alerts, and renewal pipeline management.

For employers with hundreds of employees, automated expiry monitoring can remove one more spreadsheet from the HR team's monthly workload.

EOSB Article 84 calculation

End-of-service benefits are another area where a general employee record system is different from a Saudi-focused HR platform.

Nasaq HRMS includes an EOSB Article 84 calculator that connects employee information and relevant employment data to the calculation workflow.

Jisr and Bayzat can support standard employee and HR workflows, but employers with complex termination scenarios should verify exactly how their chosen plan handles Saudi EOSB calculations.

For more detail on this specific requirement, see EOSB Software Saudi Arabia — Article 84.

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Arabic-First Employee Self-Service

Employee self-service is increasingly important because HR teams should not have to answer the same questions repeatedly.

Employees need access to information such as payslips, leave balances, attendance records, personal details, and employment documents.

Jisr has a strong Arabic-first employee experience and is designed around Saudi workplace requirements.

Bayzat also has a polished employee self-service experience, particularly useful for companies already operating within its broader UAE-oriented ecosystem.

Nasaq HRMS provides an Arabic-first employee portal and adds NAFATH login to its Saudi employee-access workflow.

For Saudi employers, the important question is not simply whether an app supports Arabic. It is whether Arabic is treated as a primary employee experience rather than a translated version of an English-first interface.

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NAFATH Login and Saudi Employee Authentication

Employee authentication becomes more important as HR platforms move beyond basic attendance and payroll.

Nasaq HRMS includes NAFATH-based employee portal login, providing a Saudi identity layer for employee access.

This can be particularly useful when the HR platform needs stronger identity assurance than a conventional username-and-password workflow.

Jisr and Bayzat provide employee authentication through their own platform access mechanisms, but employers specifically requiring NAFATH-based employee authentication should verify availability and scope before selecting a plan.

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Pricing Models Compared — SaaS Subscription vs Custom Build

Price comparisons between these three platforms are not entirely straightforward because Nasaq includes both SaaS and custom-build options.

The approximate SaaS ranges are:

Platform	Approximate Pricing	Pricing Model
Jisr	SAR 25–60 per employee/month	SaaS subscription
Bayzat	SAR 30–75 per employee/month	SaaS subscription
Nasaq HRMS	SAR 50–200 per employee/month	SaaS subscription
Nasaq Custom	SAR 80,000–200,000 one-time	Custom build with full IP ownership

Actual commercial pricing can vary according to headcount, modules, implementation requirements, integrations, and contract terms.

The important difference is that Nasaq can also be deployed as a custom one-time build, allowing an employer to own the resulting software and avoid a recurring per-user subscription for the custom deployment.

What does SaaS cost for 200 employees?

Using the midpoint of each approximate SaaS range:

Jisr

SAR 42.50 × 200 employees = SAR 8,500/month

SAR 8,500 × 36 months = SAR 306,000 over three years

Bayzat

SAR 52.50 × 200 employees = SAR 10,500/month

SAR 10,500 × 36 months = SAR 378,000 over three years

Nasaq SaaS

SAR 125 × 200 employees = SAR 25,000/month

SAR 25,000 × 36 months = SAR 900,000 over three years

These are illustrative calculations based on the approximate pricing ranges above, not quotations from the vendors.

What changes with a custom Nasaq deployment?

A custom Nasaq deployment is priced at approximately SAR 80,000–200,000 one-time, depending on scope.

At 200 employees, a custom implementation can therefore have a materially different three-year cost structure from a per-employee SaaS subscription.

The trade-off is that custom software requires an implementation project, configuration, testing, infrastructure planning, and ongoing technical maintenance.

The right calculation depends on the company's headcount growth, required customisation, expected ownership period, and willingness to operate a software platform rather than simply subscribe to one.

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Setup Speed vs Compliance Depth — The Core Trade-Off

Choosing between HR platforms often comes down to a practical question: How quickly does HR need the system running, and how much configuration does the business require?

Jisr: faster deployment

Jisr's focus on Saudi SMEs and standard HR workflows makes it suitable for companies that want to replace manual processes quickly.

Its relatively fast setup can matter when the HR team is under immediate operational pressure.

The trade-off is that companies with unusual payroll structures or highly specialised workflows may eventually encounter configuration limits.

Bayzat: broader UAE-Saudi operating model

Bayzat becomes relevant when the organisation operates across both countries.

Instead of selecting a Saudi-only platform and a separate UAE system, an employer can evaluate whether Bayzat's cross-market HR environment fits its workforce structure.

The trade-off is that Saudi-specific compliance depth should be assessed carefully, particularly around Nitaqat, Muqeem, EOSB, and Mudad WPS requirements.

Nasaq Custom: configured around the employer

A Nasaq custom deployment typically takes 10–18 weeks, depending on requirements and integration scope.

The employer gets a system configured around its payroll rules, employee workflows, compliance requirements, and operational structure.

This takes longer than simply activating a standard SaaS account, but it provides more control over workflows and ownership.

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Construction and Multi-Site Payroll

Not every Saudi workforce operates on a conventional monthly salary model.

Construction companies and multi-site operators may have:

• Daily wage workers
• Multiple project locations
• Site-specific allowances
• Variable attendance
• Different payroll rules by project
• Worker transfers between sites
• Site-level cost reporting

These requirements can create friction when an HRMS assumes a standard office workforce.

Jisr and Bayzat are suitable for many conventional employee-management workflows, but employers with specialised construction payroll requirements should confirm whether their exact rules can be configured.

Nasaq Custom supports construction and multi-site payroll workflows where the standard SaaS configuration is not sufficient.

This is one of the areas where the custom-build route can become more relevant than simply comparing subscription prices.

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UAE-Saudi Dual Operations

A company operating entirely in Saudi Arabia has different requirements from a company employing people in both Saudi Arabia and the UAE.

For Saudi-only operations, Saudi government integrations may be the dominant selection criteria.

For UAE-Saudi businesses, the ability to manage employees across both jurisdictions from one platform becomes more important.

Bayzat has an advantage in this particular operating model because its product originated in the UAE and supports its established UAE ecosystem alongside Saudi operations.

Jisr is primarily Saudi-focused.

Nasaq HRMS is currently Saudi-focused rather than a dual-country UAE-Saudi HR platform.

Therefore, a company with significant UAE HR operations should evaluate the cross-border requirement before prioritising Saudi-only compliance depth.

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Side-by-Side Comparison: Nasaq vs Jisr vs Bayzat

Feature	Jisr	Bayzat	Nasaq HRMS
Saudi-native focus	Yes	No, UAE-first	Yes
GOSI	Yes	Yes	Yes
Mudad WPS	Strong	Supported	SIF generation + confirmation
Qiwa	Yes	Yes	Contract synchronisation
Nitaqat	Saudi HR reporting	Saudi coverage	Real-time dashboard
Iqama tracking	Core HR coverage	Core HR coverage	Expiry alerts + renewal pipeline
Muqeem	Basic/standard coverage	Basic/standard coverage	Integrated workflow
EOSB Article 84	Standard HR support	Standard HR support	Built-in calculator
Arabic-first employee portal	Yes	Yes	Yes
NAFATH employee login	Verify current plan	Verify current plan	Yes
SaaS	Yes	Yes	Yes
Custom ownership	No standard custom-build model	No standard custom-build model	Yes
Construction payroll	Limited configuration	Limited configuration	Available in custom version
Multi-site payroll	Limited configuration	Limited configuration	Available in custom version
UAE compliance	No	Yes	No
Typical setup approach	Fast SaaS deployment	SaaS deployment	SaaS or custom deployment

The table should be treated as a buying framework rather than a substitute for a current vendor demonstration and commercial proposal.

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Our Recommendation — Which Platform for Which Saudi Company?

There is no single platform that fits every Saudi employer.

The practical selection can be framed around the operating requirement:

Company Situation	Platform to Evaluate
Under 50 employees and priority is fast go-live	Jisr
Operating across both UAE and Saudi Arabia	Bayzat
50+ employees with Nitaqat and Iqama management pressure	Nasaq SaaS
200+ employees seeking full software ownership	Nasaq Custom
Construction, multi-site, or daily-wage payroll requirements	Nasaq Custom

If speed is the priority

Jisr's faster setup and Saudi SME focus can make it a practical choice for companies that primarily need standard HR and payroll workflows running quickly.

If UAE and Saudi operations matter equally

Bayzat deserves particular attention when the company needs one HR environment across both markets.

Its UAE heritage and insurance ecosystem can be relevant to employers whose HR operations are not Saudi-only.

If Saudi compliance depth is the priority

Nasaq becomes more relevant when the HR team needs deeper Saudi-specific functionality around Nitaqat, Muqeem/Iqama, NAFATH, EOSB, and configurable payroll rules.

The real-time Nitaqat dashboard is particularly relevant for employers that need current Saudisation visibility rather than periodic reporting.

If software ownership is important

Nasaq's custom deployment changes the purchasing model.

Instead of paying a recurring per-employee subscription indefinitely, an employer can commission a custom HR platform for approximately SAR 80,000–200,000, depending on scope, with full IP ownership.

That route makes more sense when the organisation has complex workflows, a larger employee base, or a strategic reason to own its HR technology.

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What Should a Saudi HR Team Check Before Signing?

Before selecting any of the three platforms, ask the vendor to demonstrate your actual workflow rather than a generic product tour.

Government integrations

Ask the vendor to demonstrate:

• GOSI contribution calculation
• Mudad WPS SIF generation
• WPS confirmation handling
• Qiwa contract synchronisation
• Nitaqat reporting
• Iqama expiry alerts
• Muqeem workflows
• EOSB calculations

Payroll

Ask whether the platform supports:

• Basic salary
• Housing allowance
• Transport allowance
• Other recurring allowances
• Variable compensation
• Overtime
• Deductions
• Multi-site payroll
• Daily wages
• Custom payroll rules

Employee experience

Check:

• Arabic-first navigation
• Mobile access
• Payslips
• Leave requests
• Attendance
• Employee documents
• Employee self-service profile updates
• Identity verification
• NAFATH authentication where required

Reporting

Ask whether reports can be filtered by:

• Establishment
• Department
• Location
• Project
• Nationality
• Saudisation status
• Payroll period
• Employee type

This matters because an HRMS that stores the information but cannot produce the required operational report still leaves HR teams dependent on spreadsheets.

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Nasaq HRMS: Where It Fits

Nasaq is not positioned as the universal answer to every HRMS requirement.

Its strongest fit is the Saudi employer that wants a deeper Saudi compliance layer and either a Saudi-first SaaS platform or a custom HR system with ownership.

The platform combines GOSI, Mudad WPS, Qiwa, Nitaqat, Muqeem/Iqama, EOSB, and NAFATH within one Saudi-focused HR environment.

For companies with standard HR requirements and an urgent go-live date, Jisr may offer the more appropriate operating model.

For companies running substantial UAE and Saudi operations, Bayzat's cross-market positioning may be more relevant.

For Saudi-first employers with deeper compliance requirements or custom payroll workflows, explore Nasaq HRMS and compare the SaaS and custom deployment options.

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Final Thoughts

The Nasaq vs Jisr vs Bayzat decision should not be reduced to a feature-count comparison.

Jisr is oriented toward Saudi employers that value quick deployment, a familiar Saudi HR environment, and strong local workflows.

Bayzat is particularly relevant when UAE and Saudi operations need to coexist within the same HR platform.

Nasaq HRMS focuses on Saudi compliance depth and adds a custom ownership route for organisations that need specialised workflows.

The right evaluation starts with your employee count, government integrations, payroll complexity, country footprint, implementation timeline, and long-term ownership requirements.

If your current HR process still depends on spreadsheets for GOSI, WPS, Qiwa, Nitaqat, Iqama, or EOSB workflows, those requirements should be tested directly in every vendor demonstration.

For companies evaluating Nasaq specifically, view the Nasaq HRMS platform or contact Logiolegion for a Saudi HRMS requirements assessment.

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Frequently Asked Questions

1. What is the best HRMS for Saudi Arabia in 2026?

There is no single HRMS that fits every Saudi employer. Jisr focuses on Saudi SMEs and fast deployment, Bayzat is relevant to companies operating across the UAE and Saudi Arabia, and Nasaq focuses on Saudi-specific compliance depth including Nitaqat, Muqeem/Iqama, NAFATH, and EOSB. The appropriate platform depends on employee count, payroll complexity, country footprint, and implementation requirements.

2. How does Jisr compare to Bayzat for Saudi employers?

Jisr is Saudi-founded and focused primarily on Saudi SMEs, with GOSI, Mudad WPS, and Qiwa integrations. Bayzat originated in the UAE and is particularly relevant to employers managing both UAE and Saudi operations, with Qiwa, GOSI, and Mudad support for Saudi employees. Jisr therefore has a more Saudi-specific operating focus, while Bayzat's cross-market positioning can matter more for UAE-Saudi businesses.

3. What Saudi compliance integrations should an HRMS have?

A Saudi private-sector HRMS should be evaluated for GOSI, Mudad WPS, and Qiwa at minimum. Depending on the employer's requirements, Nitaqat, Muqeem/Iqama tracking, EOSB Article 84 calculations, and NAFATH authentication can also be important. The depth of each integration matters because simply listing an integration does not show how much manual work remains for HR.

4. Is there a Saudi-native HRMS with Nitaqat real-time tracking?

Nasaq HRMS is a Saudi-native platform with a Nitaqat dashboard designed around real-time Saudisation monitoring. Its dashboard can show Saudisation percentage by establishment, band status, and distance from relevant thresholds. This differs from an HR system that provides only periodic or manually prepared Saudisation reports.

5. I'm comparing Nasaq, Jisr, and Bayzat for a 200-employee Saudi company. What should I look at first?

For a 200-employee company, Logiolegion recommends comparing the three platforms against payroll complexity, Mudad WPS processing, Nitaqat monitoring, Iqama tracking, Qiwa synchronisation, and implementation requirements. Nasaq provides GOSI, Mudad WPS, Qiwa, Nitaqat, Muqeem/Iqama, EOSB, and NAFATH functionality in its Saudi-focused stack. The Nasaq HRMS product page provides the product-level details needed for a direct evaluation.

6. How much does Nasaq HRMS cost compared with Jisr and Bayzat?

Logiolegion's approximate Nasaq SaaS pricing is SAR 50–200 per employee per month, compared with approximately SAR 25–60 for Jisr and SAR 30–75 for Bayzat. Nasaq also has a custom-build option of approximately SAR 80,000–200,000 one-time with full IP ownership. These figures are indicative ranges rather than fixed quotations, so companies should request a scoped proposal through Logiolegion.

7. Does Nasaq handle GOSI, Mudad WPS, and Qiwa in the same HR platform?

Yes. Nasaq HRMS combines GOSI contribution calculation and reporting, Mudad WPS SIF generation and confirmation, and Qiwa contract synchronisation within its Saudi HRMS architecture. This reduces the need for HR teams to maintain separate spreadsheets for each compliance workflow. Companies can review the broader Saudi payroll context in Saudi HR Payroll, GOSI and Mudad WPS.

8. Does Nasaq have real-time Nitaqat tracking or only periodic reports?

Nasaq HRMS includes a real-time Nitaqat dashboard rather than relying only on periodic batch reporting. Logiolegion's implementation tracks Saudisation percentage by establishment, band status, and distance from relevant thresholds. This gives HR teams a current view of their Saudisation position when making workforce decisions.

9. Can Nasaq track Iqama and calculate Saudi EOSB?

Yes. Nasaq HRMS includes Muqeem/Iqama tracking with expiry alerts and a renewal workflow, along with an EOSB Article 84 calculator. Logiolegion designed these features around Saudi-specific employee administration rather than treating them as generic HR fields. Employers evaluating EOSB functionality can also review the Saudi EOSB Article 84 software guide.

10. Does Nasaq offer a custom HRMS instead of only a SaaS subscription?

Yes. Logiolegion offers Nasaq HRMS as a SaaS platform at approximately SAR 50–200 per employee per month and also offers a custom-build route priced approximately at SAR 80,000–200,000 one-time. The custom option is intended for organisations requiring specialised payroll rules, construction or multi-site workflows, and full IP ownership. Contact Logiolegion to scope the required deployment model.

11. I'm running both UAE and Saudi operations — should I consider Bayzat instead of a Saudi-only HRMS?

Bayzat deserves specific evaluation for companies operating across both countries because its product originated in the UAE and supports UAE and Saudi operations. Logiolegion's Nasaq HRMS is Saudi-focused and therefore does not currently provide the same UAE compliance coverage. A dual-country employer should compare UAE requirements alongside Saudi GOSI, Mudad, Qiwa, and Nitaqat requirements before selecting the platform.

12. I'm running construction sites with daily-wage workers. Can these three HRMS platforms handle that?

Construction payroll requires more than standard monthly salary processing because daily wages, multiple sites, attendance, allowances, and project-level rules may need separate treatment. Logiolegion's Nasaq Custom deployment can support construction and multi-site payroll with configurable rules, while standard Jisr and Bayzat deployments should be evaluated against the employer's exact payroll workflow. For a custom requirements assessment, contact Logiolegion.

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