Ajeer Contract Checklist for Manpower Outsourcing

Use exact legal entities for the service provider and beneficiary and identify the establishments and sites where work will occur. Group brands, branches and affiliates should not be treated as interchangeable. State the official Ajeer route proposed and make final eligibility subject to official verification.

List outputs, worker categories, quantities, occupations, skills, locations, shifts, duration, supervisor ratios, equipment, consumables and acceptance evidence. Avoid wording that transfers workers informally while leaving service responsibility undefined.

Cover wages, overtime, insurance, worker records, transport, accommodation where relevant, PPE, training, medical response, site induction, access, hazards, tools, timekeeping, complaints and incidents. The provider should retain the direct supervision role required by the cited framework.

State that no worker starts until current official records, identity, occupation or approved scope, beneficiary, site and period have been checked. Provide a process for replacements, extensions and additional sites. A purchase order or signed contract does not itself authorize temporary work.

Separate fixed and variable charges and define overtime, replacements, standby, transport, accommodation, government fees and taxes without claiming unverified statutory rates. Require written change control. At exit, reconcile attendance, property, access, incidents and the applicable official status.

This page answers a distinct search and employer-planning question. Read it with the network’s Ajeer Rules in Saudi Arabia 2026 pillar, then verify current eligibility and the exact service on the official platform before acting.