What are the benefits of using an EOR service to support your merger or business acquisition? 

Using an Employer of Record (EOR) service during a merger or business acquisition offers several benefits that can help reduce financial overheads, ensure global compliance and reduce risk. 

Here are some of the key benefits Leap29 EOR services can provide for mergers and acquisitions:

1. Reduced Costs – During mergers or acquisitions, there is often a requirement to employ staff in additional countries, depending on where the offices are located. This can come with additional costs if payroll teams are required to do this. Consolidating this using one EOR company can help streamline and reduce the financial burden. 

2. Employee Integration – EOR services can help bridge cultural, contractual and logistical gaps, making it easier to unify workforces across different regions and maintain employee engagement during periods of change.
   
3. Risk Minimisation – Mergers often bring uncertainty and compliance risks. An EOR acts as the legal employer, absorbing many of the liabilities related to employment and helping you avoid misclassification, tax penalties or contractual disputes. Even in a short-term period of transition, this can help make the process smoother and, most importantly, risk-free.
   
4. Faster Market Entry – An EOR service enables you to establish a presence in new countries without setting up a local legal entity. This accelerates integration timelines and reduces delays in onboarding employees after an acquisition.

Why should you use Leap29 as your EOR provider during a merger or acquisition? 

With over 25 years’ experience supporting businesses across sectors like Aerospace, Medical & Healthcare, Transport & Logistics, Technology, Education and more, we understand the realities of international employment and know how to handle complex global expansion challenges. 

During a merger or acquisition, you may require a temporary solution to bridge the gap while establishing a legal entity in a specific country or determining your long-term strategy. We have extensive experience providing this type of support.

Call us on +44 (0) 20 8129 6860 or email us at expansion@leap29.com – Let’s talk today about how we can help you switch EOR provider.

The post EOR Services For Mergers & Acquisitions (M&As) appeared first on Leap29.

If you’re operating in a country without a registered entity, even unintentionally, you could be exposed to unexpected tax liabilities, compliance issues and legal complications. The good news? These risks are avoidable, with the right support in place from day one.

What Is Permanent Establishment?

Permanent Establishment is a tax concept that applies when a company has a significant presence in a foreign country, whether through employees, sales activity, or fixed assets, without having officially registered a local entity.

If local authorities determine that you’ve created a permanent establishment, your business may be liable to:

• Corporate income tax in that country
• Backdated tax obligations, interest and penalties
• Local employer contributions and payroll registrations
• Increased scrutiny from tax authorities

PE risk can arise even without a physical office. Something as simple as hiring a remote employee, running a long-term project, or engaging a local contractor could trigger tax residency in the eyes of a foreign government.

The Real-World Risks of Getting It Wrong

The problem isn’t just a financial one. An unexpected PE assessment can disrupt your expansion plans, damage your reputation, or even force your hand into rushing to retroactively register and comply.

Companies that fail to manage their international presence carefully run the risk of facing:

• Fines and enforcement action
• Delays to hiring or project delivery
• Reputational damage in local markets
• Time-consuming legal and tax disputes

Expanding without the right structure can, in many ways, open a regulatory can of worms if you aren’t careful.

Why You Need Expert Entity Support

Setting up and managing legal entities across different countries is complex, even for the most experienced HR professionals. You’ll need to:

• Choose the right entity type for your goals
• Register for corporation tax, payroll and social security
• Stay on top of local reporting and governance obligations
• Run a compliant payroll that meets country-specific requirements
• Navigate local HR expectations, from employment contracts to benefits

Doing all this in-house, especially across multiple countries, can drain your internal resources and create unnecessary risk. Why not leave that to the professionals?

How Leap29 Makes It Simple

Leap29 combines a global perspective with local expertise to guide you through the entire entity setup process. We offer tailored solutions for all situations, so whether you need help establishing a new entity or managing an existing one, our services and expertise will guide you through the process.

From tax and payroll to employment law and HR, Leap29’s compliance-first approach ensures your operations are fully aligned with local requirements. Working with a dedicated adviser, we’ll recommend the right structure for your company, spot risks early and handle every detail, so you can focus on growing your business.

With over 25 years’ experience helping companies expand into new markets, we know how to set you up for success without the stress.

Don’t Let PE Risk Derail Your Global Plans

If you’re hiring internationally or expanding into new markets, don’t leave compliance to chance. Get the structure right from day one with Leap29’s Entity Services.

Call us today on +44 (0) 20 8129 6860 or email expansion@leap29.com.

Leap29 makes global expansion straightforward and permanent establishment risk one less thing to worry about.

The post The Risks of Permanent Establishment (and How to Avoid Them) appeared first on Leap29.

If you’re reading this, there’s a good chance your current Employer of Record (EOR) provider isn’t meeting expectations. Maybe the service feels impersonal, support is slow, or compliance is becoming a risk. Perhaps your business is growing and your current setup just can’t keep up.

Whatever the reason, switching EOR providers is not only possible – it’s often the best decision for long-term growth, global compliance and employee satisfaction. Here’s Leap29’s definitive guide to making the change with clarity and confidence.

Step 1: Know When It’s Time to Switch

Before taking action, take a moment to recognise the red flags:

• Unclear pricing or hidden charges
• Slow response times and lack of local expertise
• Compliance risks due to outdated or generic advice
• Inefficient onboarding is causing delays in hiring
• Employee dissatisfaction with payroll or benefits

If one or more of these sound familiar, you’re likely being held back by your current provider. It’s time to do something about it.

Step 2: Understand the Benefits of Switching

Changing Employer of Record isn’t just about fixing what’s broken. You want a provider that will deliver improvements to all aspects of your EOR services. With the right partner, you can expect:

• Clearer cost transparency
• Faster, more efficient onboarding
• Dedicated, knowledgeable customer support
• Stronger global compliance management
• A scalable partnership aligned to your long-term growth

Switching EOR provider shouldn’t be seen as a “job”, but rather as a means to unlock cost savings, smoother operations and complete peace of mind.

Step 3: Shop Around and Evaluate the Market

When scouting out a new EOR provider, we recommend that you look for:

• Proven experience managing EOR transitions
• Transparent pricing with no hidden costs
• Deep local knowledge in your target countries
• Positive client case studies
• A tailored, human-first approach – not just ticket-based support

Leap29 has a proven track record of helping clients like Samotics successfully switch from underperforming providers across multiple countries, reducing their costs and simplifying their operations in the process.

Step 4: Prepare to Switch – What the Process Looks Like

A structured approach makes all the difference. Here’s how Leap29 handles a typical EOR transition:

1. Discovery: We assess your current provider, pain points and requirements
   
2. Project Planning: We build a detailed transition plan with key timelines
   
3. Stakeholder Briefing: We align with your internal teams and external contacts. You will be introduced to the people who will be managing your account on a day-to-day basis going forward, not just a slick sales team
   
4. Employee Communication: We support your workforce with clear messaging and interact personally with each employee
   
5. Onboarding & Offboarding: We manage handovers, contracts and compliance, as well as ensuring that payroll and HR experts are available to answer any queries
   
6. Payroll & HR Testing: We run checks before going fully live
   
7. Go Live: Your new EOR setup takes effect with minimal disruption

Every step is handled with care, expertise and full visibility.

So, Why Switch EOR Provider to Leap29?

With over 25 years’ experience supporting businesses across sectors like Aerospace, Medical & Healthcare, Transport & Logistics, Technology, Education and more, we understand the realities of international employment and know how to handle global expansion challenges. Most importantly, though, we know how to fix what isn’t working.

Our team combines technical expertise with a human touch. We don’t hide behind ticketing systems or leave your employees in the dark. Instead, we opt to guide, support and deliver outstanding expansion services – from first call to full onboarding.

Let’s Make the Switch Simple

Changing EOR providers doesn’t have to be stressful. With Leap29, it’s structured, supported and smoother than you may think.

Call us on +44 (0) 20 8129 6860 or email us at expansion@leap29.com – let’s talk today about how we can help you switch EOR provider.

The post Leap29’s Guide to Changing EOR Provider appeared first on Leap29.

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Saudization Support Services | Saudi Arabia

Supporting Saudization with Compliant Workforce Solutions

Build a Team That Meets Saudization Targets with Confidence

Saudization Support Services

What’s included:

HR software

Bespoke employee management software included in our PEO service.

Global compliance

We have expert teams across the world to ensure global compliance.

Transparent pricing

Avoid hidden costs and account for our fee with our transparent pricing.

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Expansion Resources

Expansion Solutions

Saudization Support Services

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Expansion Guides, Expansion Insights, Recruitment Insights

Saudi Arabia’s Giga Projects: A Signal for Global Business Expansion

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Saudi Mechanical Engineering Recruitment

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Expansion Guides, Expansion Insights, Recruitment Insights

Construction Recruitment in Saudi Arabia: What Employers Need to Know

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Expansion Guides, Expansion Insights, Recruitment Insights

Saudi Arabia Iqama Visa Guide for Foreign Nationals

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Saudi Arabia Contract Recruitment

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Saudi Arabia Workforce Management for Oil & Gas

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Saudi Arabia RPO

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Saudi Arabia Global Talent Mobilisation

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Saudi Arabia Project Recruitment Case Study

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Local expertise, global reach

Employ people compliantly in 180+ countries – with or without your own foreign entities. We can help you set up and manage foreign entities – or act as an Employer of Record. We can also help with multi-country payroll and all your HR management. Wherever, whenever and however you want to employ people, we can help.

180+

Locations

Austria

5

Singapore

5

New Zealand

5

Saudi Arabia

5

Malta

5

Canada, British Columbia

5

China

5

Ireland

5

Canada, Ontario

5

France

5

The post Saudization Support Services appeared first on Leap29.

For a few years, the gender pay gap has been a stubborn issue, both in Ireland and globally. Although some progress has been made, the demand for greater openness and accountability remains a strong topic. The new portal is designed to simplify compliance for employers and give the public easy access to reliable, comparable pay data from every industry.

Reporting Requirements 

From 2025, under S.I. No. 212/2025, all employers with 50 or more staff will be required to report their gender pay gap data. This is a significant expansion—thousands of additional companies, including many SMEs, will now be part of Ireland’s push for pay transparency. This change acknowledges that pay disparities aren’t limited to large corporations. They can be found in organisations of any size or sector. By expanding reporting requirements, Ireland is making it clear: fairness and equality are essential, and every employer has a part to play. 

Each year, employers must pick a “snapshot date” in June and submit their gender pay gap report by the end of November. Reports must include detailed figures on mean and median hourly pay gaps, bonus pay gaps, and the breakdown of men and women across pay quartiles. This comprehensive approach ensures pay differences are visible at all levels, not just in the overall average.

The new portal is designed to streamline the reporting process for employers and create a single, trusted source of gender pay data for the public. While companies can still share further explanations on their own websites, the official portal will be the go-to resource for transparency and accountability

Simon Duff, Director at Leap29, highlights the importance of these regulatory changes:

“By widening the employer threshold and tightening the reporting timeline, this regulation signals a meaningful push for transparency—even small firms operating at scale must now confront and disclose gender pay imbalances.”

Leap 29 Recommendations for Employer Readiness 

For HR teams and business leaders, these changes mean it’s time to take a closer look at your pay structures and get ready for the new reporting cycle. Here are some practical steps to help you prepare:

• Run Pay Audits: Review pay data by gender across all roles and levels to spot any gaps.
• Investigate Disparities: Look into the reasons behind any pay differences you find.
• Create Action Plans: Develop and implement strategies to address gaps, such as updating recruitment, promotion, and bonus policies.
• Communicate with Employees: Keep your team informed about your commitment to pay equality and the steps you’re taking.
• Stay Informed: Keep up with regulatory changes and best practices in gender pay reporting.

Adjusting to new regulations can be challenging, especially for smaller companies or those with limited HR resources. Leap29’s Ireland EOR (Employer of Record) and PEO (Professional Employer Organisation) services are here to provide expert guidance and support, helping you stay compliant and confident. 

With Leap29 by your side, you can focus on building a fair and inclusive workplace while meeting all regulatory requirements. Our team is ready to support you with everything from pay audits to reporting, ensuring your organisation is fully prepared for this new chapter in workplace transparency.

The post Sick Pay under pressure: France 2025 Labour Law Changes appeared first on Leap29.

For a few years, the gender pay gap has been a stubborn issue, both in Ireland and globally. Although some progress has been made, the demand for greater openness and accountability remains a strong topic. The new portal is designed to simplify compliance for employers and give the public easy access to reliable, comparable pay data from every industry.

Reporting Requirements 

From 2025, under S.I. No. 212/2025, all employers with 50 or more staff will be required to report their gender pay gap data. This is a significant expansion—thousands of additional companies, including many SMEs, will now be part of Ireland’s push for pay transparency. This change acknowledges that pay disparities aren’t limited to large corporations. They can be found in organisations of any size or sector. By expanding reporting requirements, Ireland is making it clear: fairness and equality are essential, and every employer has a part to play. 

Each year, employers must pick a “snapshot date” in June and submit their gender pay gap report by the end of November. Reports must include detailed figures on mean and median hourly pay gaps, bonus pay gaps, and the breakdown of men and women across pay quartiles. This comprehensive approach ensures pay differences are visible at all levels, not just in the overall average.

The new portal is designed to streamline the reporting process for employers and create a single, trusted source of gender pay data for the public. While companies can still share further explanations on their own websites, the official portal will be the go-to resource for transparency and accountability

Simon Duff, Director at Leap29, highlights the importance of these regulatory changes:

“By widening the employer threshold and tightening the reporting timeline, this regulation signals a meaningful push for transparency—even small firms operating at scale must now confront and disclose gender pay imbalances.”

Leap 29 Recommendations for Employer Readiness 

For HR teams and business leaders, these changes mean it’s time to take a closer look at your pay structures and get ready for the new reporting cycle. Here are some practical steps to help you prepare:

• Run Pay Audits: Review pay data by gender across all roles and levels to spot any gaps.
• Investigate Disparities: Look into the reasons behind any pay differences you find.
• Create Action Plans: Develop and implement strategies to address gaps, such as updating recruitment, promotion, and bonus policies.
• Communicate with Employees: Keep your team informed about your commitment to pay equality and the steps you’re taking.
• Stay Informed: Keep up with regulatory changes and best practices in gender pay reporting.

Adjusting to new regulations can be challenging, especially for smaller companies or those with limited HR resources. Leap29’s Ireland EOR (Employer of Record) and PEO (Professional Employer Organisation) services are here to provide expert guidance and support, helping you stay compliant and confident. 

With Leap29 by your side, you can focus on building a fair and inclusive workplace while meeting all regulatory requirements. Our team is ready to support you with everything from pay audits to reporting, ensuring your organisation is fully prepared for this new chapter in workplace transparency.

The post Ireland’s Centralised Gender Pay Reporting Portal: A Leap Forward for Workplace Fairness appeared first on Leap29.

The Bill aims to ensure workers are not kept in a cycle of job uncertainty, to enable workers to have more job security and that temporary contracts are used by real temp workers. 

Unlocking possibilities with Change 

For workers, this means that Zero Hour Contracts are being replaced with a contract that will guarantee a minimum number of hours, ultimately providing workers with more job stability. Agency workers will be provided the same employment conditions to align with the company’s regular workforce to ensure people are treated equally and fairly. In addition, the length of time that these workers are offered a permanent role will also be reduced to which provides more certainty for workers, providing more stability and a reliable income. For employers, it’s a chance to make the workplace fairer and build stronger, more loyal teams. With Leap29 as your partner, you can confidently adapt to change, shaping a fairer and safer future for your committed workforce. 

Industry Perspective Simon Duff, Director at Leap29 

Simon Duff offers his perspective with over 20 years of experience working within the Dutch Labour Market  

“While I remain a strong supporter of the Dutch labour market, I’m increasingly concerned by the repeated restructuring of the temporary employment landscape. Temporary labour – particularly for technical specialists – plays a vital role in delivering complex projects, with many professionals actively choosing this model for its higher pay and project-based flexibility. Attempting to reshape this segment to mirror permanent employment undermines its very purpose and risks removing the flexibility that Dutch businesses depend on to remain competitive.” 

At Leap29, we are eager to see how this Bill unfolds within the Dutch labour market if passed by the House of Representatives. This development could also encourage other European countries to follow similar action. For guidance on this proposed Bill or other Dutch expansion advice, please get in touch with our team.

The post Workplace Reform in action, the Netherlands sets a New Flex Work Standard. appeared first on Leap29.

What are the new minimum wage changes that are effective from July 2025? 

From 1 July 2025, the National Minimum Wage will rise to:

• $948 per week (based on a 38-hour workweek)
• $24.95 per hour

This change impacts not only employees without an award or enterprise agreement, but also those earning minimum award wages, which represents around 20% of Australia’s workforce. For full-time workers on the minimum wage, it means an increase of $32.10 per week or $0.85 per hour, a welcome boost amid the ongoing cost-of-living pressures. 

Why are these changes happening now?

The Fair Work Commission’s latest changes were largely driven by the ongoing pressures due to the cost of living, which affect workers across Australia. With inflation reports now steady at 2.4%, the commission saw an opportunity to boost real wages for low-paid workers, many of whom had struggled to keep up with inflation, which outpaced wage growth. 

The commission considered that workers across Australia had been more productive and contributed more value to Australia’s economy than last year.  The upcoming superannuation increase, guaranteeing 12%  also effective 1st July, was another determining factor behind the decision to increase wages.

Leap29 Perspective

Simon Duff, Director at Leap29, shares his views on the broader impact of the wage increase 

“This year’s 3.5% wage increase reflects the reality that cost-of-living pressures in Australia have become a critical issue for workers. While businesses have already been navigating inflationary challenges, it was inevitable that some of the burden would need to be absorbed by industry in the form of higher wages. The adjustment strikes a fair balance—restoring some lost real income without undermining Australia’s strong labour market or long-term business viability.”At Leap29, we understand that any change in employment brings challenges and opportunities. As Australia implements the wage increase, we are ready to support employers and employees with advice tailored to the ever-changing workforce. We are committed to helping you stay ahead by sharing insight and providing the support your business needs in the future.

The post Australia’s 2025 Minimum Wage Rise appeared first on Leap29.

The Norwegian Directorate of Immigration (UDI) and the government have justified the increased salary requirements by acknowledging that the old salary requirements for work permits haven’t kept up with how much wages have grown in Norway over the past few years. Foreign workers were at risk of being paid less than their Norwegian colleagues for similar jobs. The new salary levels are based on the main collective agreement between the Norwegian Association of Local and Regional Authorities (KS) and employee organisations, intended to close the gap, ensuring that foreign workers are paid similarly to the Norwegian workforce and promote fair working conditions for international talent. UDI also notes that these changes help protect the local labour market from wage undercutting, ensuring that Norway is an attractive destination for international talent.  

Let’s break it down:

• For jobs that require a bachelor’s degree: The minimum annual salary is jumping to NOK 522,600 (about €45,190), up from NOK 469,366.
• For jobs that require a master’s degree: The minimum annual salary is rising to NOK 599,200 (about €51,802), up from NOK 513,100.

For workers working in a sector that’s covered by a collective agreement (like many union jobs), wages are already set by those agreements and the new minimums will not be applicable. For jobs that are not covered by a union deal, workers will need to meet the new requirements. There is a small exception: if you can prove that your occupation normally pays less in your specific location, you might be able to get around the new minimums, but this is pretty rare and hard to prove.

What does this mean for employers and job seekers?

For employers, it’s crucial to make sure that any job offers to foreign workers meet these updated minimum salary requirements from September 1st 2025. Failing this, you may risk rejection of submitted work permit applications.

For applicants, especially foreign talent coming from outside Norway, it’s vital to check that the employment contract reflects these new minimum requirements before an application for a work permit. This will help avoid any surprises or delays in the process. 

These changes are part of a broader effort by the Norwegian government to attract and integrate foreign workers. In recent years, Norway has expanded eligibility for work programs, improved training opportunities, and made it easier for refugees and older workers to join the labour market. The goal is to make sure that everyone who comes to Norway has the support and skills they need to succeed.

At the same time, Norway wants to maintain high standards for all workers, local and foreign alike. By raising the minimum salary requirements, the country is sending a clear message: it values fairness, equality, and the contributions of international talent

What do Leap29’s experts think?

Simon Duff, Director at Leap29, shares his take on the changes:

“I fully support this ruling. Norway is not a low-cost place to live, and ensuring that migrants are paid fairly is essential to helping them build sustainable lives and integrate successfully. It also strengthens long-term retention for the original hiring company and ensures that the Norwegian labour market continues to benefit from international talent, without compromising fairness for the local workforce.”

Simon’s perspective highlights how important fair pay is for helping international workers settle in, stay with their employers, and contribute to the Norwegian economy—all while making sure local workers aren’t left behind.

Norway is sending a clear message promoting its values of fairness, equality, and the contributions of international talent. Leap29 is ready to support you with your workforce, providing expert guidance in Norway. 

The post Reforms in Norway for Foreign Work Permits appeared first on Leap29.

What Are Giga Projects?

Giga projects are massive government-funded developments created to help Saudi Arabia move beyond its reliance on oil. Backed by the Public Investment Fund (PIF), they cover a wide range of sectors including tourism, technology, sport, sustainability and infrastructure. These aren’t theoretical concepts either – they’re underway now, with significant milestones already reached.

NEOM

Saudi Arabia’s most high-profile project, NEOM is a $500 billion city being built entirely from scratch in the temperate northwest of the Kingdom. More than just a city, NEOM is an entirely new model for sustainable living, innovation and enterprise. It includes:

• THE LINE: A 170km long linear city with no cars, roads or emissions. It will run on 100% renewable energy and accommodate 9 million people. Its design prioritises health, nature and connectivity, with everything you need within a five-minute walk.
• Trojena: A mountain destination offering the Gulf’s first outdoor ski experience. Located 2,600m above sea level, Trojena will feature winter sports, luxury resorts, stargazing, adventure activities and state-of-the-art wellness centres.

The NEOM project is currently employing 140,000 workers, with projections to reach 200,000 in 2025, across 15 diverse sectors, including energy, biotech, tourism, media, mobility, food and sport – all aimed at attracting global investment and talent.

Qiddiya

Positioned south-west of Riyadh, Qiddiya is set to become Saudi Arabia’s capital of entertainment, sports and culture. Attractions will include:

• Six Flags Qiddiya City and Aquarabia water park
• A Jack Nicklaus Championship Golf Course
• A dedicated Gaming and Esports District
• International sports arenas, racetracks and performing arts venues

With an expected 48 million visits annually and 325,000 new jobs created, Qiddiya is a bold bet on the spending power and interests of the Kingdom’s youthful population, and aims to entice tourists from across the globe to experience Saudi’s spin on entertainment.

Red Sea Global

Red Sea Global is developing a string of regenerative tourism destinations along the west coast, with an emphasis on sustainability and ecological preservation. Projects include:

• The Red Sea: Featuring 50 resorts and over 1,000 residential properties by 2030, this development has been limited to preserve 75% of the area’s islands.
• AMAALA: A wellness-focused destination with a strong conservation mission, which includes the Corallium Marine Life Institute, world-class resorts and a luxury marina village.

The first resorts are already open, with more coming throughout 2024-2025. The Red Sea project alone aims for a 30% net conservation benefit by 2040.

These giga projects aren’t just reshaping cities – they’re building entirely new ecosystems that are hungry for partnerships, innovation and expertise.

A Once-in-a-Generation Market Shift

Giga projects sit at the heart of Vision 2030, Saudi Arabia’s national plan to diversify the economy, open up to foreign investment and empower the private sector. The aim is clear: become a global business and tourism hub.

Despite many of these projects still being years away from completion, there are already signs that things are moving in the right direction. Unemployment for Saudi nationals fell to 7% by the end of 2024, down from 7.8% the year before. The non-oil economy is growing steadily, fuelled by surging demand in real estate, hospitality, infrastructure, clean energy and technology. Crucially, these projects need partners: engineers, developers, consultants, manufacturers, IT specialists, hospitality brands and more.

For international businesses, this means access to:

• Multi-billion-dollar public and private investment
• A young, rapidly growing population
• Fast-track business licensing and special economic zones
• Major demand for innovation, skills and services

Why Businesses Should Pay Attention

Saudi Arabia isn’t just funding these giga projects – it’s inviting the world to help build them. Whether your company works in construction, healthcare, manufacturing, renewable energy or tech, there are clear, growing opportunities.

Expansion here also gives you:

• First-mover advantage in one of the fastest-growing emerging markets
• Access to long-term government contracts
• A base in a region strategically located between Europe, Asia and Africa
• Supportive infrastructure including international airports, digital networks and transport links

The scale and ambition of these developments are rare. Businesses that move early will be better positioned to win work, build partnerships and grow market share.

How Leap29 Can Support Your Expansion

Expanding into markets such as Saudi Arabia comes with challenges – from navigating local regulations to sourcing talent and ensuring compliance. That’s where Leap29 comes in.

We help businesses set up and scale in Saudi Arabia through our on-the-ground expertise and end-to-end workforce solutions. Whether you need short-term support or long-term infrastructure, our services include:

• Workforce Management: Hire, manage and pay your staff efficiently and compliantly.
• Recruitment Process Outsourcing (RPO): Access the talent you need, fast.
• Employer of Record (EOR): Employ staff in Saudi Arabia without setting up a legal entity.

We work closely with licensed local sponsors to ensure your expansion is fast, effective and fully compliant with Saudi labour laws. If you’re ready to explore the Saudi market, we’re ready to help you make it happen.

If expansion into Saudi Arabia is on your radar, now is the time to act. Leap29 is ready to support you every step of the way.

The post Saudi Arabia’s Giga Projects: A Signal for Global Business Expansion appeared first on Leap29.