Saudi Arabia's General Organization for Social Insurance, commonly called GOSI, must normally cover an expat employee under the Occupational Hazards Branch. For a typical non-Saudi worker, the contribution is 2% of the contributory wage and is paid entirely by the employer. It should not normally be deducted from the worker's salary.
GOSI registration does not give an ordinary non-Saudi worker a Saudi retirement pension or SANED unemployment benefit. Those branches generally apply to Saudi workers. For expatriates, the main protection is work injury and occupational disease coverage, including eligible medical care, temporary disability allowances, and compensation for qualifying permanent disability or death.
The employer is responsible for registering the worker and reporting the correct contributory wage. The worker should still check the GOSI or Taminaty record after joining, changing employers, or receiving a salary change. A missing registration, wrong joining date, or understated wage can affect a work injury claim.
Quick Answer
| Question | Practical answer |
|---|---|
| What is GOSI? | Saudi Arabia's government social insurance authority. |
| Are expat workers covered? | Yes. The Occupational Hazards Branch is compulsory for Saudi and non-Saudi workers covered by the system. |
| What is the expat contribution rate? | 2% of the contributory wage for Occupational Hazards. |
| Who pays the 2%? | The employer pays it fully. |
| Should GOSI be deducted from a normal non-Saudi worker's salary? | Normally no. Ask HR for the legal basis if a GOSI deduction appears. |
| What wage is used? | GOSI guidance uses the basic wage plus housing allowance, subject to its contributory wage rules and system limits. |
| Does an expat get a Saudi pension from this 2%? | Normally no. The Annuities Branch generally covers Saudi workers. |
| Can an expat claim SANED? | Normally no. GOSI states that SANED is for Saudi contributors. |
| What does expat GOSI coverage provide? | Protection for qualifying work injuries and occupational diseases, with medical and cash benefits depending on the case. |
| Who registers the employee? | The employer or authorised establishment representative. |
| When should registration happen? | GOSI states that the employer should register a new worker within the first 15 days of the following month. |
| Can I check my own record? | Yes. Individual GOSI services and the Taminaty app can show contribution periods, registered wages, and certificates. |
| What if I am not registered? | Contact HR in writing, keep evidence, and raise the issue through GOSI promptly. |
| Is GOSI the same as health insurance? | No. GOSI Occupational Hazards covers qualifying work injuries. Regular medical insurance is a separate system. |
What Is GOSI in Saudi Arabia?
GOSI stands for the General Organization for Social Insurance. It registers covered establishments and workers, collects social insurance contributions, and administers benefits under the applicable insurance branches.
For most expatriate employees, GOSI matters because it records:
- the employer
- the worker's identity
- employment start and end dates
- contributory wage
- occupational hazards coverage
- work injury reports
- eligible injury-related benefits and compensation
GOSI is separate from the Iqama, but the records should support the same employment relationship. Read the Saudi Iqama explained guide if you need to understand how the Iqama, work permit, employer record, Qiwa, Absher, and GOSI fit together.
A worker arriving from Pakistan or another country should first complete the normal visa and post-arrival process. The Saudi work visa guide from Pakistan explains the steps from the employment visa to medical, Protector registration, travel, work permit, and Iqama.
Who This Guide Is For
This guide is mainly for:
- Pakistani, Indian, Bangladeshi, Nepali, Sri Lankan, Filipino, and other non-Saudi employees
- newly arrived workers checking whether their employer registered them
- workers whose payslip shows a GOSI or social insurance deduction
- employees whose GOSI wage does not match the contract
- workers changing employers
- employees injured at work or while travelling directly between home and work
- family members helping an injured or deceased worker
- HR staff and small employers checking expat registration responsibilities
This guide explains the normal rule for non-Saudi workers. GCC citizens working in Saudi Arabia may fall under the GCC insurance protection extension linked to their home-country system. Their contribution treatment can differ, so they should confirm their record directly with GOSI and the relevant GCC social insurance authority.
Which GOSI Branch Covers Expat Workers?
GOSI has different insurance branches. Online contribution tables often mix them together, which creates confusion.
| GOSI branch | Typical non-Saudi worker | Typical Saudi worker |
|---|---|---|
| Occupational Hazards | Compulsory where the worker and employment are covered | Compulsory |
| Annuities or pension branch | Normally not covered | Covered under the applicable Saudi social insurance rules |
| SANED unemployment insurance | Not normally covered | Applies to eligible Saudi contributors |
| GCC insurance protection extension | May apply to a GCC citizen under home-country rules | Not the normal route for a Saudi working in Saudi Arabia |
Occupational Hazards Branch
This is the main GOSI branch for an ordinary expat employee. GOSI states that it applies compulsorily to workers without distinction based on nationality, sex, or age.
It protects against qualifying:
- accidents during or because of work
- injuries connected with direct movement between residence and work
- certain accidents while going to eat or pray during the work context
- occupational diseases listed and accepted under the official rules
- complications or deterioration of an accepted work injury
Not every accident involving an employee becomes a GOSI work injury. GOSI reviews whether the event meets the legal definition, whether the employment and registration records are valid, and whether the evidence supports the claim.
Annuities Branch
GOSI's published registration guidance states that the Annuities Branch covers Saudi workers. The familiar pension contribution split shown on many websites is not the normal contribution for a Pakistani, Indian, or other ordinary non-Saudi employee.
An expat should therefore not assume that working for many years in Saudi Arabia automatically creates a Saudi retirement pension under GOSI.
SANED
SANED is Saudi unemployment insurance. GOSI's official FAQ states that SANED is for Saudi contributors registered under the pension branch.
A normal non-Saudi worker should not expect SANED payments after job loss.
Saudi GOSI Contribution Rate for Expat Workers
For a normal non-Saudi employee covered only under Occupational Hazards:
| Item | Official rule |
|---|---|
| Contribution rate | 2% of the contributory wage |
| Employer share | 2% |
| Employee share | 0% |
| Payment frequency | Monthly |
| Main protection | Occupational injuries and occupational diseases |
| Saudi pension contribution | Not normally applicable to an ordinary non-Saudi worker |
| SANED contribution | Not normally applicable to an ordinary non-Saudi worker |
GOSI's official contributor FAQ states that the Occupational Hazards contribution is fixed at 2% of the contributory wage and is payable by the employer.
The rate may be increased for an employer that refuses to comply with occupational safety and health instructions after the official warning and correction process. That is an employer compliance consequence, not an extra amount that should be transferred to the worker.
What Is the GOSI Contributory Wage?
The contribution is not necessarily calculated on every riyal appearing in a worker's total package.
GOSI's published guidance identifies the main contributory earnings as:
- basic wage
- cash housing allowance agreed between the employer and worker
- a GOSI valuation for employer-provided housing where applicable
Transport allowance, overtime, work-location allowance, risk allowance, bonuses, commissions, and other payments are not automatically part of the contributory wage merely because they appear on the payslip. The official wage definition and the way the employer reports each component matter.
Example 1: Cash housing allowance
Suppose the employment record shows:
| Salary component | Amount |
|---|---|
| Basic wage | SAR 4,000 |
| Cash housing allowance | SAR 1,000 |
| Transport allowance | SAR 500 |
| Total monthly package | SAR 5,500 |
A common GOSI contributory wage in this example would be the basic wage plus housing allowance:
SAR 4,000 + SAR 1,000 = SAR 5,000
The Occupational Hazards contribution would be:
SAR 5,000 x 2% = SAR 100 per month
The employer pays the SAR 100. It should not normally be deducted from the non-Saudi worker's salary.
Example 2: Higher basic and housing wage
| Salary component | Amount |
|---|---|
| Basic wage | SAR 7,000 |
| Cash housing allowance | SAR 2,000 |
| Transport and other allowances | SAR 1,000 |
| Total package | SAR 10,000 |
The likely contributory wage is:
SAR 7,000 + SAR 2,000 = SAR 9,000
The employer contribution would be:
SAR 9,000 x 2% = SAR 180 per month
These examples explain the calculation only. The wage recorded in the live GOSI system is the record that must be checked.
Employer-provided accommodation
Where the employer provides housing instead of paying a cash housing allowance, GOSI guidance refers to a contributory housing value equivalent to two months of basic salary. The employer's GOSI payroll setup should calculate and report the value under the applicable rules.
A worker should not try to replace the official record with a personal calculation. Ask HR for the registered contributory wage and compare it with the GOSI certificate.
Published minimum and maximum
GOSI's currently published FAQ lists:
- SAR 400 as the minimum contributory wage for Occupational Hazards where the worker is not under the Annuities Branch
- SAR 45,000 as the maximum contributory wage
System limits and insurance rules can be amended. Confirm the current amount in GOSI before relying on these figures for a claim or payroll correction.
Can an Employer Deduct GOSI From an Expat Salary?
For an ordinary non-Saudi worker covered only under Occupational Hazards, the official 2% contribution is paid fully by the employer.
A payslip deduction labelled "GOSI", "social insurance", or "insurance contribution" should be checked if you are not Saudi.
The deduction could result from:
- a payroll coding error
- the worker being treated as Saudi in the payroll system
- an incorrect employee contribution
- a separate insurance or benefit described poorly
- a GCC insurance protection arrangement
- recovery of another payment that is not actually GOSI
- incorrect enrolment under the Annuities Branch
GOSI's employer FAQ states that if a non-Saudi worker is incorrectly covered under the Annuities Branch, that contribution period may be cancelled and the contributions refunded under the official process.
What to do about an unexplained deduction
Do not sign a salary acknowledgement confirming a deduction you do not understand. Ask for the calculation in writing.
Who Must Register an Expat Worker With GOSI?
The employer is responsible for registering covered workers.
GOSI's registration guidance states that the employer should notify GOSI about a new worker during the first 15 days of the month following the worker's enrolment or start of covered employment.
GOSI's contributor FAQ also states that if the employer misses the deadline, the employee has the right to request registration within 15 days after the employer's registration deadline expires.
This does not mean an expat should wait for a problem. Check the record soon after joining.
What information is normally registered?
The GOSI record does not replace the employment contract. Workers should also check the documented contract and labour-side information through Qiwa. The Qiwa Saudi Arabia guide explains how to review contracts, work permits, transfers, and employer records.
How to Check Your GOSI Registration
Step 1: Use the official GOSI platform
Open the official GOSI website or the official Taminaty app. Avoid links sent by unknown agents or messages asking for your one-time verification code.
GOSI provides individual services that allow contributors to view current and previous contribution periods, registered wages, joining and exclusion dates, and record status.
Step 2: Sign in with your verified identity
Use the official login route shown by GOSI. The available login method can change as Saudi digital identity services are updated.
Do not give your personal Absher, Nafath, GOSI, or Taminaty verification code to HR, an agent, or a coworker.
The Absher app guide for expats explains how to protect Saudi government account credentials.
Step 3: Check the active employer
Confirm that the active GOSI period shows the employer where you actually work.
A mismatch can happen when:
- the old employer has not excluded the worker
- the new employer has not completed registration
- an employer transfer is still processing
- the worker is assigned to a branch not expected by the employee
- the establishment data has changed
- there is a system or payroll error
Step 4: Check the joining date
The joining date should reasonably match the covered employment relationship.
A wrong date can affect:
- proof of service
- work injury coverage
- wage history
- employer transfer records
- future disputes about employment periods
For non-Saudi subscribers, GOSI's employer FAQ states that the normal employer process does not add them retroactively. It says they are added using the current month or current day date. Because delayed registration may therefore be difficult to correct in the normal screen, escalate a missing period to GOSI promptly.
Step 5: Check the contributory wage
Compare the registered wage with:
- basic wage in the contract
- housing allowance
- Qiwa contract
- payslip
- bank salary
- HR salary certificate
Do not compare the GOSI wage only with the total package. Transport, overtime, bonuses, and other items may not be part of the contributory wage.
Step 6: Download a detailed certificate
GOSI provides an electronic certificate showing contribution periods and wages. Save a current copy after:
- joining a new employer
- receiving a salary change
- completing a transfer
- leaving employment
- reporting a work injury
- discovering a payroll deduction
A certificate is useful evidence, but the live GOSI record remains important.
What to Do if Your Employer Has Not Registered You
Step 1: Confirm that the record is actually missing
Check the correct identity number and current contribution period. Do not rely only on a colleague's screen or an old certificate.
Step 2: Contact HR in writing
Send a clear message asking for:
- GOSI registration date
- registered contributory wage
- active insurance branch
- establishment number
- expected correction date
- proof after the update
Keep the email, ticket number, or WhatsApp message. A verbal promise is harder to prove.
Step 3: Collect evidence
Step 4: Submit the issue through GOSI
GOSI provides complaint and service channels for delayed transactions, incorrect records, and general service issues. Use the official portal or app and keep the complaint reference.
GOSI's published rules allow contributors and employers to appeal decisions involving:
- coverage or non-coverage
- contributory wage
- contribution periods
- other insurance decisions
A complaint does not guarantee a particular outcome. GOSI will assess the documents, system record, and applicable rules.
Step 5: Use the labour channel when the issue is wider than GOSI
A GOSI problem may also involve:
- an incorrect Qiwa contract
- underreported salary
- unpaid wages
- fake employment records
- an incomplete employer transfer
- work permit problems
- termination disputes
Use the relevant MHRSD or Qiwa channel for the labour issue and GOSI for the social insurance record.
Changing Employers: What Happens to GOSI?
When an employee leaves, GOSI guidance requires the employer to report the exclusion during the first 15 days of the following month.
The old employer's record should show:
- end or exclusion date
- reason for exclusion
- final registered wage
- closed contribution period
The new employer then registers the employee for the new covered period.
Workers changing employers should compare the GOSI dates with the Qiwa transfer and new employment contract. The Saudi Iqama transfer guide explains the wider transfer process and why Qiwa, work permit, Iqama, and employer records may not update at exactly the same time.
Common transfer problems
- old employer has not excluded the worker
- new employer waits too long to register
- joining date is later than the actual start date
- salary is entered below the new contract amount
- housing allowance is omitted
- the employee appears under the wrong branch
- both employers appear active incorrectly
- the GOSI record changes before or after the Qiwa record
Do not assume a successful Qiwa transfer automatically proves that every GOSI detail is correct. Check both systems.
Salary Changes and GOSI Wage Updates
The employer is responsible for updating wages in GOSI under the official wage-update process.
After a salary increase, check whether the change affects:
- basic wage
- housing allowance
- contributory wage
- effective month
- Qiwa contract
- payroll
- bank payment
A higher transport allowance with no change to basic wage or housing may not change the GOSI wage. A genuine increase in basic wage or housing should be reviewed in the official record.
GOSI's employer guidance states that wage corrections are subject to timing and regulatory controls. Do not wait several years before raising an obvious discrepancy.
Why an understated GOSI wage matters
The registered contributory wage can affect the calculation of Occupational Hazards benefits. GOSI uses contributory wage information when assessing temporary disability allowances and permanent injury compensation.
An employer may save a small monthly contribution by understating the wage, but the worker can face a much larger loss after a serious injury.
What Counts as a Work Injury?
GOSI's official FAQ defines a work injury broadly enough to include an accident:
- during work
- because of work
- while moving directly from residence to work
- while returning directly from work to residence
- while going to eat or perform prayers in the relevant work context
Occupational diseases can also be covered if the disease and occupation meet the official schedule and medical assessment.
Coverage is not automatic merely because the worker was employed. GOSI may examine:
- whether the worker was registered
- whether contributions were paid
- date, time, and location
- connection with work
- route and deviation in a travel-related incident
- medical evidence
- witness or police records
- employer report
- whether the condition was pre-existing
- whether the disease appears in the occupational disease schedule
What to Do After a Work Injury
Step 1: Get emergency treatment
The worker's health comes first. Seek emergency medical help when needed.
Do not delay urgent care while waiting for an HR form.
Step 2: Notify the employer immediately
GOSI's published Occupational Hazards rules state that the injured worker or representative should notify the employer within seven days of the injury, deterioration, complication, or discovery of an occupational disease.
Report immediately where possible. Waiting can harm the evidence and may affect daily allowance entitlement for the earlier period.
Step 3: Ask the employer to report the injury
GOSI states that the employer should report an injury requiring more than first aid within three days after being informed or becoming aware of it.
The employer normally reports the injury through the official service and provides the required occupational hazard form and medical information to the assigned treatment body or GOSI office.
Step 4: Preserve evidence
Step 5: Follow the assigned medical process
GOSI may direct treatment, medical review, rehabilitation, or a Medical Board assessment.
Attend requested examinations and follow medical instructions. GOSI's rules allow daily allowance to be suspended if the injured person refuses necessary medical instructions or examinations without an accepted reason.
Step 6: Check the claim status
Keep:
- injury report number
- medical reports
- GOSI correspondence
- employer communication
- payment record
- disability assessment
- appeal deadline where a decision is disputed
Do not sign a document stating that an injury was personal or unrelated to work unless the description is accurate and understood.
What Benefits Can an Expat Worker Receive?
The benefit depends on the accepted injury and medical assessment.
Medical care
GOSI's Occupational Hazards guidance provides for medical care required by the injury. This can include treatment, rehabilitation, and necessary appliances under the official process.
Temporary disability allowance
GOSI's published FAQ states that an injured contributor who is temporarily unable to work may receive a daily allowance for the disability period.
The FAQ describes the allowance as 100% of the contributory wage, reduced to 75% while the injured person is under treatment at GOSI's expense in a treatment body. The medical report and official case status determine entitlement.
Permanent disability compensation
A qualifying permanent total or partial disability can lead to compensation after medical assessment.
For a non-Saudi contributor, GOSI provides a lump-sum compensation route for qualifying permanent disability. The amount depends on the disability percentage, contributory wage, applicable formula, and official limits.
Death caused by a work injury
Where an accepted work injury causes death, eligible family members may receive the benefits or lump-sum compensation provided under the rules.
GOSI also publishes rules concerning transport of the deceased contributor's body to the home country in an accepted employment injury case.
Do not rely on a general online compensation calculator. Serious injury and death cases require the official GOSI decision, medical assessment, family documents, and banking details.
GOSI Is Not the Same as Health Insurance
GOSI Occupational Hazards is for qualifying work-related injury and disease.
Regular health insurance covers healthcare according to the employee's insurance policy and Saudi health insurance rules. It may cover illness, treatment, medicine, maternity, or other benefits depending on the policy.
| Issue | Main system |
|---|---|
| Work injury accepted under Occupational Hazards | GOSI |
| Occupational disease accepted under official rules | GOSI |
| Normal illness unrelated to work | Health insurer |
| Routine clinic or medicine | Health insurer, subject to policy |
| Employment contract and salary | Qiwa and MHRSD |
| Iqama and personal government services | Absher, Jawazat, employer systems |
| Work permit | Qiwa and employer-side labour systems |
| End-of-service benefit | Saudi labour law and employment settlement |
| Unemployment support for ordinary non-Saudi worker | SANED normally does not apply |
Do not let an employer reject a possible work injury merely by saying, "Use your medical insurance." The event should be reported and assessed under the correct official route.
Does GOSI Affect Iqama Renewal?
GOSI registration and employer compliance are part of the wider employment record, but GOSI is not the portal where a worker personally renews an Iqama.
Iqama renewal can depend on:
- work permit
- employer status
- health insurance
- passport validity
- government fees
- traffic or system blockers
- linked employment records
Read the Saudi Iqama renewal guide for the complete renewal process.
A worker should still correct GOSI problems. A missing or wrong record can create employment evidence problems even when the Iqama currently appears valid.
Does GOSI Replace End-of-Service Benefits?
No.
GOSI Occupational Hazards contributions do not replace the worker's end-of-service benefit under the Saudi employment relationship.
These are separate:
- GOSI covers qualifying insurance risks, mainly work injuries for non-Saudis
- end-of-service benefit is calculated from the employment relationship and applicable labour rules
- unpaid salary is a wage claim
- annual leave settlement is an employment entitlement
- final exit is an immigration process
Do not allow a final settlement to describe employer-paid GOSI contributions as part of the employee's end-of-service benefit.
Contributions, Fees, and Timing
| Item | Official guidance |
|---|---|
| Expat Occupational Hazards contribution | 2% of contributory wage |
| Who pays | Employer |
| Employee share for ordinary non-Saudi | 0% |
| Employer registration deadline | First 15 days of the month following enrolment |
| Employee request after missed employer deadline | Within 15 days after the employer deadline expires, according to GOSI FAQ |
| Employer exclusion after worker leaves | First 15 days of the following month |
| Employer payment timing | Contributions are paid during the first 15 days of the following month |
| Worker injury notification | Within 7 days under GOSI's published rules |
| Employer injury notification | Within 3 days after learning of an injury requiring more than first aid |
| GOSI account or certificate fee | Confirm through the official service. Many digital record services are provided electronically. |
The 2% is a contribution, not a fee charged to the expat worker.
Fees and service conditions can change. Confirm the exact amount or requirement in the official portal before payment.
Common GOSI Problems for Expat Workers
The employer has not registered the worker
Check the live record, contact HR in writing, and escalate promptly. Delayed registration is particularly serious for non-Saudi workers because the normal employer screen may not allow retroactive addition.
The joining date is wrong
Collect the contract, Qiwa record, salary bank transfers, attendance, and employee ID evidence. Ask GOSI to review the covered period.
The contributory wage is too low
Compare the registered amount with basic wage and housing allowance. Do not use total package alone.
GOSI is deducted from the salary
Ask for the branch and calculation. The normal 2% Occupational Hazards contribution for a non-Saudi worker is employer-paid.
The old employer still appears active
Ask the former employer to complete exclusion and the new employer to confirm registration. Check the Qiwa transfer and new contract as well.
The worker is injured before seeing a GOSI number
Emergency treatment and reporting should not be delayed. GOSI's employer FAQ directs the employer to approach the GOSI office if a worker is injured before receiving the contribution number.
The employer refuses to report a work injury
Keep medical and incident evidence. Contact GOSI directly and explain that the employer has not reported the case. Also use the appropriate labour or safety complaint route where required.
HR says the injury is not work-related
The employer does not make the final GOSI coverage decision. Submit accurate evidence and let the official process determine whether the event meets the definition.
The GOSI record shows the wrong nationality or identity data
Request correction through the official service. Identity mismatches can interfere with registration, certificates, or injury claims.
The worker is sent abroad for a long assignment
GOSI's published FAQ states that Occupational Hazards coverage can stop for a contributor serving abroad on an employer mission, subject to exceptions for certain transport crews. Ask GOSI and the employer to confirm coverage before the assignment.
Common Mistakes to Avoid
Official Sources Checked
This guide was checked against official GOSI material. GOSI is the authority for the final registration, contribution, wage, and occupational injury decision.
- GOSI official website
- GOSI registration and contribution services
- GOSI contributor frequently asked questions
- GOSI employer frequently asked questions
- GOSI Occupational Hazards services
- GOSI Occupational Hazards Branch benefits
- GOSI individual services
- GOSI detailed contribution-period and wage certificate service
- GOSI overview and insurance role
Last checked: 18 July 2026.
Frequently Asked Questions
The Occupational Hazards Branch is compulsory for covered Saudi and non-Saudi workers. The employer is responsible for registering the employee and paying the contribution. Coverage can depend on the employment category and official system record.
For a normal non-Saudi employee covered under Occupational Hazards, the official contribution is 2% of the contributory wage. The employer pays the full 2%.
The Occupational Hazards contribution for an ordinary non-Saudi worker is payable fully by the employer. If a GOSI deduction appears on your payslip, ask HR for the insurance branch, legal basis, and calculation, then verify your GOSI record.
GOSI guidance generally uses the basic wage plus the housing allowance or applicable contributory housing value. Transport, overtime, bonuses, and other allowances are not automatically part of the contributory wage. Check the amount recorded in your GOSI certificate.
An ordinary non-Saudi worker is normally covered under Occupational Hazards rather than the Saudi Annuities Branch. The employer-paid 2% does not normally create a Saudi retirement pension for that worker. GCC citizens may have different extension-of-protection arrangements.
GOSI states that SANED applies to Saudi contributors under the pension branch. A normal non-Saudi worker should not expect SANED unemployment compensation.
GOSI's published guidance says the employer should register a new worker within the first 15 days of the month following enrolment. Workers should check their record promptly because the normal process for adding a non-Saudi subscriber retroactively is restricted.
Use the official GOSI website, individual services, or the Taminaty app. Check the active employer, contribution period, joining date, insurance branch, registered wage, and previous exclusion records. You can also issue a detailed electronic certificate.
First compare the GOSI wage with your basic wage plus housing allowance, not only the total package. If it is still wrong, contact HR in writing and keep the contract, Qiwa record, payslips, bank statements, and GOSI certificate. Raise the issue through GOSI if it is not corrected.
GOSI's official definition includes qualifying accidents connected with direct movement from residence to work and return. The actual route, timing, deviation, evidence, registration, and official assessment can affect whether the incident is accepted.
GOSI's published rules state that the worker or representative should notify the employer within seven days. The employer should notify GOSI or the assigned treatment body within three days after learning of an injury that requires more than first aid. Report immediately where possible.
Depending on the case, benefits may include medical care, rehabilitation, a temporary disability allowance, and compensation for qualifying permanent disability or death. Non-Saudi permanent disability and death cases generally use the official lump-sum compensation route.
No. Regular health insurance covers medical services according to the policy. GOSI Occupational Hazards covers qualifying work injuries and occupational diseases. A work injury should be reported through the GOSI route even when the worker also has health insurance.
No. GOSI Occupational Hazards and end-of-service benefits are separate. The employer-paid GOSI contribution should not be treated as part of the employee's end-of-service settlement.
Bottom Line
For most Pakistani, Indian, and other non-Saudi employees, GOSI means Occupational Hazards coverage. The employer should register the worker, report the correct contributory wage, and pay 2% every month. The worker should not normally pay a GOSI share.
Check the record after joining, after a salary change, and after changing employers. Confirm the active employer, joining date, insurance branch, basic wage, housing allowance, and contributory wage.
Do not ignore a missing GOSI record or an unexplained payroll deduction. A small registration error can become a serious problem after a work injury.
If an accident or occupational illness occurs, get treatment, notify the employer immediately, preserve evidence, and make sure the case reaches GOSI within the official reporting process. Use GOSI for the insurance record, Qiwa or MHRSD for the employment issue, and the health insurer for ordinary non-work medical care.
Requirements and service screens can change. Confirm important registration, contribution, wage, and injury decisions through the official GOSI portal or Taminaty app.