Why Global Companies Hire Corporate Communications Managers from Saudi Arabia

Saudi Arabia has emerged as a strategic hub for corporate communications talent, offering several compelling advantages for global organizations:

• Cultural Bridge to MENA Markets: Saudi communications professionals provide invaluable cultural intelligence for companies expanding in the Middle East and North Africa region, navigating complex local sensitivities and business etiquette.
• Bilingual Expertise: Many Saudi communications managers are fluent in both Arabic and English, enabling seamless communication across global and regional audiences while maintaining cultural nuance in both languages.
• Vision 2030 Knowledge: Saudi communications experts understand the Kingdom’s ambitious Vision 2030 initiative, offering insights into how businesses can align with national priorities and access emerging opportunities.
• Digital Transformation Experience: As Saudi Arabia undergoes rapid digital transformation, communications managers from the region bring firsthand experience managing stakeholder communications during periods of significant change.
• Government Relations Expertise: Communications professionals from Saudi Arabia often possess valuable understanding of navigating governmental relationships, regulatory considerations, and public sector engagement in the region.

Who Should Consider Hiring Saudi Arabia Corporate Communications Managers

Several types of organizations stand to benefit significantly from bringing Saudi corporate communications expertise into their teams:

• Multinational Corporations Expanding in MENA: Companies establishing or growing operations in Saudi Arabia and surrounding markets need communications leaders who understand local media landscapes, regulatory environments, and stakeholder expectations.
• Global Brands Targeting Saudi Consumers: Organizations looking to build brand presence in the growing Saudi consumer market require communications specialists who understand local consumer preferences, values, and effective messaging approaches.
• International Professional Services Firms: Consulting, legal, and financial services companies seeking to serve Saudi clients benefit from communications managers who can craft culturally appropriate messaging and build trust with local stakeholders.
• Technology Companies: Tech firms navigating Saudi Arabia’s digital transformation initiatives need communications leaders who understand how to position innovative solutions within the context of national development goals.
• Educational and Cultural Institutions: Universities, museums, and cultural organizations expanding international partnerships benefit from Saudi communications expertise to navigate cross-cultural engagement effectively.

Key Skills and Specializations for Corporate Communications Managers

Effective Corporate Communications Managers in Saudi Arabia combine strategic communications expertise with specialized skills relevant to the region:

Common Specializations

Corporate Communications Managers in Saudi Arabia often develop expertise in specific areas based on industry needs:

• Government Relations Communications: Specializing in public sector engagement, regulatory announcements, and public-private partnerships
• Internal Change Communications: Focusing on employee engagement during organizational transformation aligned with national economic shifts
• Investor Relations: Expertise in financial communications tailored for Saudi and international investors
• CSR and Sustainability Communications: Aligning corporate initiatives with Saudi social development goals and religious values
• Digital Transformation Communications: Managing stakeholder messaging during technology implementation and cultural change

Experience Levels of Saudi Arabia Corporate Communications Managers

The corporate communications talent pool in Saudi Arabia spans various experience levels, each offering distinct capabilities and value:

Entry-Level Specialists (1-3 years)

These professionals typically hold bachelor’s degrees in communications, public relations, journalism, or related fields, often from Saudi or international universities. They bring:

• Strong foundational knowledge of communications principles
• Digital content creation skills and social media fluency
• Support for media relations and content development
• Basic understanding of Saudi business protocols
• Growing professional network within the Saudi communications landscape

Mid-Level Managers (4-7 years)

These practitioners have developed specialized expertise and typically manage communications projects or specific channels. Their capabilities include:

• Strategic communications planning and implementation
• Management of media relationships across traditional and digital channels
• Experience navigating cultural nuances in regional communications
• Stakeholder management across diverse audiences
• Crisis communications experience relevant to regional contexts
• Ability to adapt global communications strategies for local implementation

Senior Communications Leaders (8+ years)

Experienced professionals who bring strategic leadership and comprehensive expertise to communications functions. They offer:

• Executive-level communications counsel
• Deep understanding of Saudi business landscape and regulatory environment
• Extensive professional networks within government, media, and industry
• Crisis management experience in complex situations
• Proven ability to align communications with business objectives
• Experience managing communications teams and budgets
• Strategic integration of traditional and digital channels

Senior communications leaders in Saudi Arabia often bring valuable international experience combined with deep local knowledge, making them particularly valuable for global organizations operating in the region.

Hiring Models to Choose From

When hiring Corporate Communications Managers in Saudi Arabia, companies have several employment models to consider, each with distinct advantages and considerations:

Factors Influencing Model Selection

Consider these key factors when determining your optimal hiring approach:

• Business Stage in Saudi Arabia: Market entry vs. established presence
• Role Criticality: Strategic leadership vs. tactical support
• Project Duration: Ongoing operations vs. specific campaign timeline
• Budget Constraints: Capital investment capacity vs. operational expense preference
• Compliance Resources: Internal capacity for managing Saudi employment regulations
• Speed of Deployment: Urgency of communications support needs

How to Legally Hire Corporate Communications Managers in Saudi Arabia

Legally employing Corporate Communications Managers in Saudi Arabia requires navigating specific regulatory frameworks. Companies have two primary options:

Option 1: Establish a Legal Entity

Setting up a company in Saudi Arabia enables direct employment but involves:

• Obtaining a commercial registration through the Ministry of Investment
• Securing necessary business licenses and permits
• Complying with Saudization quotas (minimum percentage of Saudi employees)
• Establishing internal HR and payroll systems
• Setting up mandatory benefits administration
• Creating compliant employment contracts under Saudi Labor Law

Option 2: Use an Employer of Record (EOR)

An Employer of Record in Saudi Arabia handles employment compliance while you maintain day-to-day management:

• No need to establish a legal entity
• Compliant employment contracts and onboarding
• Payroll processing and tax withholding
• Benefits administration and GOSI (social insurance) management
• Ongoing labor law compliance
• Management of leave entitlements and HR administration

For companies looking to hire Corporate Communications Managers without establishing an entity, an EOR like Asanify offers a compliant, cost-effective solution. Our guide to registering a business in Saudi Arabia can help you understand the full entity establishment process if you’re considering that option.

Step-by-Step Guide to Hiring Corporate Communications Managers in Saudi Arabia

Follow these five key steps to successfully hire Corporate Communications Managers in Saudi Arabia:

Step 1: Define Requirements

Clearly articulate the role specifications:

• Specific communications expertise required (media relations, internal comms, crisis management)
• Arabic-English bilingual proficiency level needed
• Industry experience relevant to your sector
• Required understanding of Saudi media landscape
• Digital communications capabilities
• Leadership and team management expectations

Step 2: Select Hiring Model

Determine the most appropriate employment approach:

• Assess your business stage in Saudi Arabia
• Consider timeline for filling the position
• Evaluate budget constraints and investment capacity
• Determine strategic importance and longevity of the role
• Decide between direct employment and EOR solutions

Step 3: Source Candidates

Implement effective recruitment strategies:

• Engage specialized recruiters with Saudi communications experience
• Leverage LinkedIn and regional job platforms like Bayt.com
• Connect with Saudi communications professional associations
• Consider Saudi graduates from communication programs
• Network through industry events in Riyadh, Jeddah, or KAEC

Step 4: Evaluate and Select

Conduct comprehensive assessment:

• Review communications portfolio and campaign examples
• Assess Arabic and English written and verbal communication skills
• Evaluate understanding of Saudi cultural nuances and business protocols
• Test practical skills through case studies or sample projects
• Conduct behavioral interviews to assess cultural fit and leadership style

Step 5: Onboard Effectively

Create a structured integration process:

• Prepare compliant employment contracts
• Clarify reporting relationships and communication channels
• Provide orientation to company brand guidelines and messaging frameworks
• Introduce key stakeholders and team members
• Establish clear objectives and performance expectations

Using an Employer of Record like Asanify simplifies Steps 2 and 5 significantly, handling all legal and administrative aspects while you focus on finding and integrating the right communications talent. Our expertise in outsourcing work to Saudi Arabia ensures compliant hiring and smooth onboarding processes.

Salary Benchmarks

Compensation for Corporate Communications Managers in Saudi Arabia varies based on experience, specialization, and organization type. The following benchmarks provide general guidance (in SAR per month):

Factors Affecting Compensation

Several variables influence communications salaries in Saudi Arabia:

• Organization Type: Multinational corporations typically offer higher compensation than local companies
• Industry: Finance, technology, and energy sectors generally pay premium rates
• Location: Positions in Riyadh often command higher salaries than other cities
• Specialization: Crisis communications and government relations specialists typically earn more
• Education: International degrees and professional certifications may increase compensation
• Language Skills: Perfect bilingual capabilities (Arabic-English) command premium rates

Additional Benefits

Beyond base salary, standard benefits packages typically include:

• Housing allowance (typically 25-35% of base salary)
• Transportation allowance
• Health insurance (often including family coverage)
• Annual air tickets to home country (for expatriates)
• Education allowances for children (in more senior roles)
• Annual bonus (typically 1-3 months’ salary based on performance)

Note that these figures represent general market ranges and may vary based on specific company policies, candidate qualifications, and market conditions. Saudi nationals may receive different compensation structures than expatriates in some organizations.

What Skills to Look for When Hiring Corporate Communications Managers

When evaluating candidates for Corporate Communications Manager positions in Saudi Arabia, look for a balanced combination of core communications expertise, regional knowledge, and leadership capabilities:

Core Communications Skills

• Strategic Planning: Ability to develop comprehensive communications strategies aligned with business objectives
• Media Relations: Experience building and maintaining relationships with Saudi and international media
• Content Development: Exceptional writing skills for diverse channels and audiences
• Crisis Communications: Ability to manage sensitive issues and protect organizational reputation
• Executive Communications: Experience supporting leadership through speeches, talking points, and briefings
• Measurement and Analytics: Capability to track communications effectiveness and demonstrate ROI

Saudi Arabia-Specific Knowledge

• Cultural Intelligence: Deep understanding of Saudi cultural norms, sensitivities, and business etiquette
• Bilingual Excellence: Fluency in both Arabic and English, with ability to craft nuanced messages in both languages
• Media Landscape: Familiarity with Saudi press, influencers, and digital platforms
• Regulatory Awareness: Understanding of content restrictions and communication regulations
• Vision 2030 Alignment: Knowledge of how to position communications within national development priorities
• Government Communications: Experience navigating public sector relationships and protocols

Digital and Technical Capabilities

• Digital Channel Management: Experience with platforms popular in Saudi Arabia (Twitter, Snapchat, etc.)
• Content Management Systems: Proficiency with website and intranet management
• Data Analysis: Ability to interpret audience insights and campaign performance
• Multimedia Production: Experience with visual content creation or direction
• SEO and SEM: Understanding of search optimization for Arabic and English content

Leadership and Soft Skills

• Stakeholder Management: Ability to navigate complex relationships across hierarchical structures
• Cross-cultural Leadership: Experience managing diverse teams in multicultural environments
• Adaptability: Flexibility to operate in Saudi Arabia’s rapidly evolving business landscape
• Diplomacy: Tact in handling sensitive communications and managing expectations
• Project Management: Structured approach to planning and executing communications initiatives
• Business Acumen: Understanding of how communications supports broader business objectives

The ideal candidate combines technical communications expertise with cultural intelligence and strategic thinking, enabling them to effectively bridge global standards with local context.

Legal and Compliance Considerations

Employing Corporate Communications Managers in Saudi Arabia requires careful attention to several legal and compliance areas:

Labor Law Requirements

• Employment Contracts: Must comply with Saudi Labor Law and be written in Arabic (with optional English translation)
• Working Hours: Standard 48-hour workweek with specific regulations for Ramadan
• Leave Entitlements: Mandatory annual leave (21-30 days based on service), sick leave, Hajj leave for Muslim employees
• Notice Periods: Specific requirements for contract termination based on employment duration
• End of Service Benefits: Mandatory severance calculations based on years of service

Saudization Requirements

• Nitaqat Program: Mandatory quotas for Saudi national employment
• Communications Roles Classification: Some communications positions may be restricted to Saudi nationals only
• Compliance Penalties: Non-compliance can result in restricted visa issuance and government services
• Compensation Differences: Different salary structures may apply to Saudi vs. expatriate employees

Visa and Immigration

• Work Visa Process: Requires Ministry of Labor and Social Development approval
• Qualification Requirements: Academic and professional credentials authentication
• Iqama (Residence Permit): Mandatory for all foreign employees
• Dependent Visas: Specific regulations for family members

Social Insurance and Benefits

• GOSI Registration: Mandatory social insurance enrollment
• Healthcare: Compulsory medical insurance for all employees
• Pension Contributions: Required for Saudi employees

Communications-Specific Regulations

• Media Content Restrictions: Awareness of cultural and religious sensitivities in public communications
• Social Media Regulations: Compliance with Saudi digital content guidelines
• Copyright and Intellectual Property: Understanding of local protections and permissions
• Crisis Communications Protocols: Awareness of notification requirements for certain incidents

Navigating these complex requirements can be challenging for foreign companies. Asanify’s Employer of Record service ensures full compliance with all Saudi labor regulations, handling employment contracts, payroll, benefits administration, and ongoing compliance monitoring. Our team stays current with regulatory changes, allowing you to focus on the strategic aspects of your communications function while we manage the legal and administrative requirements.

Common Challenges Global Employers Face

When hiring and managing Corporate Communications Managers in Saudi Arabia, global companies frequently encounter these key challenges:

1. Cultural Nuance and Communication Style

Cross-cultural communication presents significant obstacles:

• Differing expectations around directness vs. diplomacy
• Navigating hierarchical business structures
• Understanding unspoken cultural contexts in messaging
• Interpreting relationship-based business practices
• Balancing global brand voice with local cultural sensitivities

2. Regulatory Complexity and Compliance

Saudi Arabia’s employment landscape involves intricate regulations:

• Navigating frequently updated labor laws and visa requirements
• Managing Saudization quotas and reporting
• Understanding industry-specific communication regulations
• Ensuring content compliance with local standards
• Adapting global policies to local legal frameworks

3. Talent Acquisition and Retention

Finding and keeping top communications talent presents challenges:

• Limited pool of candidates with both technical expertise and cultural knowledge
• Competitive market for bilingual communications professionals
• Salary expectations gap between local and multinational standards
• Different career progression expectations
• Work style differences between global and local approaches

4. Remote Management Complexity

For organizations managing Saudi-based communications managers from global headquarters:

• Time zone differences affecting collaboration
• Different weekend schedules (Saudi workweek is Sunday-Thursday)
• Building trust and rapport across cultural differences
• Ensuring consistent application of global communications standards
• Maintaining engagement with dispersed team members

5. Rapid Market Evolution

Saudi Arabia’s communications landscape is changing quickly:

• Keeping pace with digital transformation initiatives
• Adapting to evolving media consumption patterns
• Navigating shifting stakeholder expectations
• Aligning with Vision 2030 developments
• Adjusting to changing social norms and expectations

These challenges can significantly impact the effectiveness of your communications function without proper management. Asanify helps global employers overcome these obstacles by providing local expertise, cultural guidance, and full compliance support. Our EOR solution allows you to focus on strategic communications while we handle the complex regulatory and administrative aspects of employment in Saudi Arabia.

Best Practices for Managing Remote Corporate Communications Managers in Saudi Arabia

Successfully managing Corporate Communications Managers in Saudi Arabia, especially in remote or hybrid arrangements, requires thoughtful approaches to communication, cultural awareness, and work alignment:

Effective Communication Strategies

• Structured Check-ins: Establish regular communication cadences that respect Saudi business hours and workweek (Sunday-Thursday)
• Communication Platforms: Utilize tools that work well in Saudi Arabia, noting that some platforms may have limitations
• Language Consideration: Determine when communication should be in English versus Arabic, particularly for important direction
• Documentation: Create clear documentation for projects, expectations, and processes to minimize miscommunication
• Visual Communication: Incorporate video calls to build relationship and capture non-verbal cues important in Saudi business culture

Cultural Intelligence

• Religious Observances: Respect prayer times and adjust expectations during Ramadan when working hours are typically reduced
• Relationship Priority: Allocate time for relationship-building conversations before diving into business matters
• Hierarchy Awareness: Understand the importance of appropriate deference to seniority in communications
• Decision-Making Styles: Recognize that consensus-building may take longer but creates stronger buy-in
• Cultural Training: Provide cross-cultural training for both Saudi team members and global colleagues

Project Management and Accountability

• Clear Expectations: Set explicit deliverables and deadlines while allowing for cultural approaches to time management
• Visibility Tools: Implement shared project management platforms for transparency across time zones
• Balanced Autonomy: Provide sufficient direction while respecting expertise and avoiding micromanagement
• Regular Reviews: Schedule consistent performance conversations rather than relying solely on annual reviews
• Recognition: Acknowledge achievements in ways that resonate with Saudi cultural values

Integration with Global Communications

• Brand Guidelines: Provide clear parameters for local adaptation of global messaging
• Approval Processes: Establish streamlined workflows for reviewing regionally-adapted content
• Knowledge Sharing: Create mechanisms for Saudi insights to inform global strategy
• Global Context: Ensure Saudi team members understand broader organizational objectives
• Two-way Learning: Encourage mutual exchange of communications best practices

Professional Development

• Growth Planning: Create clear pathways for career advancement within the global organization
• Skills Development: Provide access to international training and certification opportunities
• Mentorship: Connect Saudi communications managers with experienced global colleagues
• Industry Engagement: Support participation in professional associations and conferences
• Exposure Opportunities: Include Saudi team members in global projects and initiatives when appropriate

By implementing these practices, organizations can build effective working relationships with their Saudi communications teams while respecting cultural differences and leveraging unique regional insights for global communications success.

Why Use Asanify to Hire Corporate Communications Managers in Saudi Arabia

Asanify provides a comprehensive solution for companies looking to hire Corporate Communications Managers in Saudi Arabia without the complexity of establishing a legal entity:

Streamlined Compliant Hiring

• Hire communications professionals in days instead of months with our established infrastructure
• Legally compliant employment contracts that adhere to Saudi labor law requirements
• Management of all visa and work permit processes for international candidates
• Full compliance with Saudization requirements and reporting
• Quick deployment of your communications team without legal establishment delays

Comprehensive Employment Administration

• Accurate and timely payroll processing in local currency
• Management of all mandatory and supplementary benefits
• GOSI (social insurance) registration and ongoing contributions
• Compliant leave administration and time tracking
• End-of-service benefit calculations and processing
• Tax compliance and reporting

Risk Mitigation and Local Expertise

• Ongoing compliance monitoring as Saudi regulations evolve
• Local HR support for your communications managers in their time zone
• Cultural guidance to help bridge global and local practices
• Reduced liability with Asanify assuming employer responsibilities
• Protection from unintended regulatory violations

Operational Simplicity

• Single point of contact for all employment matters
• User-friendly platform for document management and approvals
• Streamlined onboarding process for new communications team members
• Consolidated invoicing and transparent pricing
• Multilingual support for both employers and employees

Strategic Flexibility

• Scale your communications team up or down as needed without long-term commitments
• Test the Saudi market before making larger investments
• Easily transition to your own entity when timing is right
• Maintain focus on communications strategy rather than administrative complexity
• Access Saudi talent without geographic limitations

With Asanify, you can quickly build an effective communications function in Saudi Arabia while ensuring full compliance with local regulations. Our expertise allows you to focus on strategic communications priorities while we manage the complex administrative and legal aspects of employment.

FAQs: Hiring Corporate Communications Manager in Saudi Arabia

What qualifications should I look for when hiring a Corporate Communications Manager in Saudi Arabia?

Look for candidates with a bachelor’s degree in communications, public relations, journalism, or related fields. Strong candidates typically have 5+ years of communications experience, fluency in both Arabic and English, demonstrated understanding of the Saudi media landscape, and experience with both traditional and digital channels. Industry-specific experience and knowledge of Saudi cultural nuances are significant advantages.

How much does it cost to hire a Corporate Communications Manager in Saudi Arabia?

Mid-level Corporate Communications Managers in Saudi Arabia typically earn between 18,000-30,000 SAR monthly (216,000-360,000 SAR annually), while senior managers may command 30,000-45,000 SAR monthly (360,000-540,000 SAR annually). Additional costs include mandatory benefits like health insurance, GOSI contributions, and typically housing and transportation allowances. Using an EOR like Asanify typically adds a service fee of 15-20% while eliminating entity setup costs.

Do I need to establish a legal entity to hire communications professionals in Saudi Arabia?

No, you can hire through an Employer of Record (EOR) like Asanify without establishing your own entity. This approach allows you to employ communications professionals legally while the EOR handles all compliance, payroll, and benefits administration. It’s significantly faster and more cost-effective than entity establishment for most companies.

How long does the hiring process typically take?

With your own entity, expect 2-3 months for the full hiring process, including candidate sourcing, interviews, offer negotiation, and onboarding. Using an EOR like Asanify reduces this to 2-3 weeks for local hires and 4-6 weeks for international candidates requiring work permits. The availability of qualified communications professionals can impact this timeline.

What are the main compliance requirements when hiring in Saudi Arabia?

Key compliance requirements include Saudization quotas (Saudi national hiring requirements), GOSI registration and contributions, mandatory health insurance, labor law-compliant contracts, proper visa and work permit processing, and adherence to working hours and leave regulations. For communications roles, additional content and media regulations may apply.

How does Saudization affect hiring communications professionals?

Saudization requirements mandate employing a certain percentage of Saudi nationals based on company size and sector. Some communications roles may be specifically designated for Saudi nationals only. Companies must strategically balance hiring Saudi nationals and expatriates to maintain compliance. An EOR can help navigate these requirements effectively.

What benefits are typically expected by communications professionals in Saudi Arabia?

Beyond the mandatory benefits (health insurance, GOSI contributions, annual leave, end-of-service benefits), competitive packages typically include housing allowance (25-35% of base salary), transportation allowance, annual air tickets to home country for expatriates, and performance bonuses. Senior communications roles may also include education allowances for children and enhanced health coverage.

How can I ensure my communications manager understands both global brand standards and local cultural nuances?

Look for candidates with experience in multinational environments who demonstrate cultural intelligence. During interviews, present scenarios requiring cultural adaptation of global messaging. Provide comprehensive onboarding that covers both your global brand guidelines and local cultural considerations. Create opportunities for ongoing dialogue between global and local teams to share insights and build mutual understanding.

What challenges should I expect when managing remote communications teams in Saudi Arabia?

Common challenges include time zone differences, cultural communication styles, different approaches to hierarchy and decision-making, alignment on messaging approval processes, and adaptation of global strategies to local contexts. Regular video meetings, clear documentation, cultural training, and establishing explicit workflows can help address these challenges.

How does the Saudi media landscape differ from Western markets?

Saudi Arabia has a unique media ecosystem with stronger government influence, different content sensitivities, and distinct media consumption patterns. Social media penetration is extremely high, with platforms like Twitter, Snapchat, and WhatsApp being particularly influential. Understanding religious and cultural considerations is essential for effective media relations. Government relationships often play a more significant role in communications strategy.

How can Asanify help with hiring and managing Corporate Communications Managers in Saudi Arabia?

Asanify provides a complete EOR solution that handles all legal and administrative aspects of employment in Saudi Arabia. We manage contracts, payroll, benefits, compliance, and ongoing HR support while you focus on the strategic management of your communications function. Our approach eliminates the need for entity establishment, reduces time-to-hire, ensures full compliance with local regulations, and provides flexibility to scale your team as needed.

What cultural considerations are most important when developing communications strategies for Saudi Arabia?

Key considerations include religious sensitivities, family values, respect for authority, gender considerations, national pride, and alignment with Vision 2030 objectives. Communications should respect Islamic principles, avoid controversial topics, and understand the nuanced role of relationships in business. Visual content requires particular sensitivity to cultural norms. Messages that align with Saudi development goals typically resonate more effectively.

Conclusion

Hiring Corporate Communications Managers in Saudi Arabia represents a strategic opportunity for global organizations looking to effectively engage with stakeholders in the Kingdom and across the MENA region. The unique combination of cultural intelligence, bilingual capabilities, and understanding of the local business landscape makes these professionals invaluable bridges between global brands and local audiences.

While navigating Saudi Arabia’s employment landscape presents certain regulatory and cultural complexities, the right approach can yield significant benefits. Whether establishing your own entity or working through an Employer of Record like Asanify, understanding the specific requirements and expectations of the Saudi communications environment is essential.

By carefully defining your requirements, selecting appropriate candidates with both technical expertise and cultural knowledge, and implementing effective management practices, you can build a high-performing communications function that effectively represents your organization in this dynamic market. The insights shared in this guide provide a foundation for making informed decisions throughout this process.

For organizations seeking the most efficient path to establishing communications capabilities in Saudi Arabia, Asanify’s EOR solution offers a compelling combination of compliance expertise, administrative support, and strategic flexibility. This approach allows you to focus on what matters most: developing effective communications strategies that resonate with Saudi audiences while maintaining global brand integrity.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.