RASAD™
Compliance. Quantified.
The only platform built for the workforce reality every GCC employer actually navigates. Nationalisation compliance, pay equity, EOSB liability and workforce transformation risk, all analysed in under 60 seconds using live regulatory data across all six GCC states.
The established global HR platforms were built for gender pay gaps and EEOC compliance. These are real problems. They are not the GCC's problems. Until Rasad, no dedicated platform existed for the workforce reality every GCC employer actually navigates.
The dual compliance trap
A company can clear the general MoHRE floor and believe it is compliant while sitting significantly below the sector-specific regulator mandate, which carries two to five times the financial penalty. Rasad shows both, always.
The Nafis ROI reversal
Most boards significantly underestimate the Nafis subsidy. When subtracted from gross hire cost and compared against the fine per unfilled role, the financial case for compliance is often stronger than the board assumes.
The total comp reversal
Once housing, transport, school fees and annual flights are included, expatriates in equivalent roles often earn 30 to 50% more than their national counterparts. It is almost always a surprise when seen for the first time.
The EOSB silent liability
For organisations with long-tenured workforces, EOSB is a material unfunded liability sitting quietly on the balance sheet. It crystallises suddenly when a restructuring or attrition event happens.
Every GCC workforce risk, quantified.
Three core modules analyse your live nationalisation compliance, pay equity position and EOSB liability. Three advanced modules serve board-level reporting, transaction due diligence and transformation conflict detection. Open any module to go deeper.
- Dual-layer compliance: general floor versus sector mandate
- AED/SAR/QAR fine exposure, calculated per regulatory formula
- Nafis, HRDF and Tamkeen subsidy ROI calculator
- Role-level sub-target breakdowns
- Phased 2025 to 2030 hiring roadmap with attrition modelling
CHROs & Compliance Directors
Any GCC employer in a regulated sector with active nationalisation quotas. Most urgent: UAE insurance under the CBUAE mandate, KSA healthcare under the 2025 Nitaqat updates, Qatar energy, Bahrain banking.
Critical for 250+ employee firmsYour dual-layer compliance position with live fine exposure and a phased roadmap to 2030.
Enter country, sector, headcount and nationals. Rasad applies the correct regulatory formula for that exact combination across 27 sectors and 6 states.
- Expat versus national: unadjusted, total comp, and adjusted gap
- Nationality cluster analysis across 200+ origin groups
- Allowance decomposition: housing, transport, education, flights
- Equity score with ESG disclosure-ready verdict
- Costed, phased remediation roadmap
Total Rewards & ESG Teams
GCC employers under ESG scrutiny from institutional investors, or preparing pay equity analysis ahead of a board disclosure or listing. Particularly relevant for multinationals with South Asian and Western expat clusters.
IPO readiness & ESG reportingA board-ready equity score from 0 to 100, and the total comp reversal no standard tool has ever shown.
Three lenses: the unadjusted basic gap, the total compensation gap with all allowances, and the adjusted gap controlling for level, tenure and performance.
- Jurisdiction-specific formulas: MoHRE, DEWS, ADGM, KSA, Qatar
- Total accrued liability with tenure-band breakdown
- Mid-service change shortfall detection
- Regulatory settlement deadline calendar
- CFO-ready liability severity banding
CFOs & Finance Directors
Any GCC employer with a long-tenured expatriate workforce. Particularly critical before any restructuring, acquisition, or period where voluntary attrition may spike.
Before the liability crystallisesEnd-of-service gratuity calculated correctly for every jurisdiction, with severity banding a CFO can act on.
UAE mainland, DIFC, ADGM, KSA, Qatar, Oman and Bahrain each have their own statutory formula. Rasad applies the right one.
- Live fine accrual clock, ticking in real time
- Fine exposure as a percentage of EBITDA and payroll
- Sector peer quartile benchmark positioning
- 90-day regulatory early warning calendar
CFOs, Boards & Audit Committees
Senior leaders who need workforce compliance translated into financial risk, not HR administration. Structured for board packs, audit committee presentations and investor briefings.
For the C-suite, not the HR teamCompliance in the language boards respond to: fine exposure as a share of EBITDA, accruing live.
Boards are increasingly asked to attest to workforce compliance. This is the evidence, ready before the regulator makes the request.
- Deal-ready liability schedule in AED/SAR
- Annual fine run-rate as a valuation adjustment
- 2030 compliance cost-to-target modelling
- ESG pay equity disclosure risk assessment
PE & M&A Teams
A workforce liability schedule for transactions: EOSB accruals, regulatory fine run-rate, and the cost of reaching 2030 targets, expressed as deal valuation inputs.
Valuation inputs, not HR reportsA deal-ready workforce liability schedule that reprices the transaction before signing.
- Automation versus quota conflict modelling
- Attrition death spiral detector
- EOSB restructuring stress test
- Role arbitrage ROI calculator
Transformation & Programme Leads
Identifies when an automation, restructuring or digital transformation programme is working against nationalisation quota obligations. It is the strategic blind spot that consistently goes unnoticed.
The blind spot, detectedEvery collision between the transformation plan and the quota obligation, flagged before it lands.
What is your true exposure?
Enter your organisation's details. Rasad calculates your live fine exposure, government subsidy offset, and the ROI of compliance using the actual regulatory formula for your country and programme.
Fine calculations apply published regulatory formulae, with rates verified against ministry announcements as of July 2026 (MoHRE contribution AED 120,000 per year per unfilled position from 1 July 2026; Nafis support capped at AED 6,000 per month with a AED 20,000 eligibility ceiling). Results are estimates for illustrative purposes only, and should be reviewed by qualified GCC HR and legal counsel before use in board disclosures or regulatory submissions.
Your compliance meter is already running.
See Rasad analyse your organisation's compliance position, fine exposure and 2030 hiring roadmap in a live session. The analysis takes under 60 seconds. The conversation it starts tends to go considerably longer.
Request a Strategic Briefing→Rasad™ is a Reliyant platform. Proprietary and confidential. Regulatory data is sourced from published government announcements and ministerial decisions. All outputs should be reviewed by qualified GCC HR and legal counsel before use in board disclosures or regulatory submissions.