Why this comparison matters more than headline salary
Tax-free pay makes packages look similar until housing, transport, rota structure, schooling, and insurance shift the real monthly picture. A clean decision comes from standardising costs, converting perks to cash equivalents, and stress-testing against your rota and commute.
The clean offer calculator (copy/paste and fill)
1) Monthly cash in
Base salary: ______
Allowances (housing/transport/utilities): ______
- Overtime/on-call (realistic average): ______Subtotal A = ______
2) Employer-paid items (convert to monthly cash value)
Health insurance (your tier + dependants): ______
Annual flights (eligible dependants ÷12): ______
Licensing/PSV/exam reimbursements (amortised ÷12): ______
- Education (school fees support ÷12), if applicable: ______Subtotal B = ______
3) Core living costs (signals, not guarantees)
Housing (12-month lease): ______
Utilities (electricity/water/cooling): ______
Transport (fuel/parking or ride-hailing): ______
Mobile/internet: ______
Groceries: ______
- Schooling (after employer support): ______Subtotal C = ______
Riyadh vs Dubai — practical signals (not promises)
Housing & commute
Dubai: higher central rents; strong transit/ride-hailing; traffic near clinic/hospital hubs at peak.
Riyadh: larger spaces per price in many districts; driving culture; factor parking and hospital access gates.
Allowances
Dubai: clear housing allowance or company accommodation; check Ejari admin for bank/sponsorship.
Riyadh: housing often cheaper; verify utilities inclusion and compound rules.
Insurance & schooling
Confirm your benefit tier and dependant eligibility.
School waitlists vary by term—treat seat security as a cost/constraint, not an afterthought.
Rota & fatigue costs
Nights/long commutes create hidden costs (taxis, meals, childcare). Demand rota publication windows and recovery days written into the contract.
Negotiation checklist (what moves the needle)
Housing allowance top-up to match your short-listed area (real quotes ready).
Transport stipend if parking/ride-hailing is unavoidable.
Education support (cap per child) or bridging months.
Licensing/PSV/exam fees fully covered and paid upfront.
Malpractice limits and domiciliary rider if your scope includes home/hotel/yacht care.
Rota rules: max consecutive nights, post-call recovery, and overtime/on-call math in writing.
Due-diligence walk-through (1 afternoon)
Map the commute at shift-change hours from three realistic buildings near your facility.
Call two schools (if relevant): intake dates, fees, deposits, seat probability.
Price utilities (electricity/water/cooling) and parking for your building.
Ask HR for the exact insurance policy name and table of benefits.
Convert every perk to a monthly cash value; re-run the calculator.
Red flags—and calm fixes
“Overtime included” without a rate → request explicit per-hour or per-shift numbers.
No rota publication window → set minimum (≥ 4 weeks) to manage family logistics.
Housing ‘as available’ far from the facility → negotiate allowance instead.
Insurance missing dependants → price top-up or seek cash-in-lieu.
Quick examples (illustrative only)
Dubai offer A: higher base, higher rent; excellent ride-hailing; Ejari needed for admin.
- Riyadh offer B: slightly lower base, lower rent; driving culture; larger accommodation common.Either can win if allowances, rota, and schooling/insurance align with your reality.