Define the entity and workforce scope
A group should not simply aggregate all workers. Check each employing entity's licence, classification, size, activity, skill categories and official records.
Use live official data
Thresholds, ratios, targets and consequences change. This page deliberately does not hard-code a percentage; verify through the MoHRE account, official notices and local advisers.
Connect genuine hiring with employment compliance
Localisation is not only a headcount exercise. Role, contract, real work, payroll, pension and supervision should align to avoid sham or nominal arrangements.
Monitor monthly instead of fixing late
Sync hiring, exits, visa changes, role changes and expansion to the HR system, triggering recalculation and management confirmation at key points.
Action checklist
- 01Confirm each employing entity's licence, activity and classification
- 02Reconcile HR, payroll and official workforce data
- 03Calculate targets and gaps using current official rules
- 04Retain recruitment, role, contract, payroll and pension evidence
- 05Allow for recruitment lead time and attrition
- 06Review monthly and recalculate before expansion
Common mistakes
- Using an old online ratio without checking entity classification
- Counting heads without checking contracts and real roles
- Waiting until a deadline to address the hiring gap