Shull Solutions Review
Shull Employment Solutions is the only dedicated Iraq and Kurdistan Region EOR provider, headquartered in Erbil. Covering both KRI and Federal Iraq, it offers EOR, payroll, recruitment, work permits, and training with Odoo ERP/HRMS — serving clients including Coca-Cola and managing full compliance with Iraqi labour law, Iraqization quotas, and dual-jurisdiction tax systems.
Countries
Companies
Per Employee/Month
Setup Time
Provider Highlights
Advantages
- The only dedicated Iraq and Kurdistan Region EOR in this audit series — covering a market where virtually no global EOR SaaS platform (Deel, Remote, Oyster, Multiplier) has documented owned-entity presence; for international companies deploying staff in Iraq, Shull is the most operationally credible in-country EOR option in this series by default
- 80/20 Iraqization quota compliance — the most commercially consequential Iraq employment law constraint; managing the 80% local staff requirement across a mixed local-expat workforce requires active in-country HR infrastructure that Shull provides as a core competency
- Dual Federal Iraq + Kurdistan Region compliance under one provider — separate PIT systems (KRI 5% flat vs. Federal multifactor), separate labour authorities, separate social security registrations; Erbil + Baghdad physical presence confirmed via HR and Mobility Specialist role requiring both city travel
- Odoo ERP/HRMS backbone — the most credible technology infrastructure for Iraq-based EOR in this audit series; confirmed Odoo customer; Odoo provides payroll, leave, contracts, recruitment, and accounting modules; active 2026 Iraq compliance blog
- KRI work permit and residency facilitation; Coca-Cola client logo (oil, gas, pharma, FMCG sector validation); testimonials specifically praising compliance responsiveness to rapid regulatory changes — the most operationally relevant Iraq EOR quality signal available
Limitations
- ⚠️ Iraq country risk — IQD currency controls, banking infrastructure, security conditions, and KRI-Federal political dynamics require independent buyer assessment; these are structural country characteristics, not provider-specific risks, but they affect every Iraq EOR engagement
- Only 3 Trustpilot reviews — the smallest confirmed independent review base in this audit series; no G2, Clutch, or GoodFirms reviews; company scale metrics (employee count, client count, revenue) not publicly confirmed
- Iraq and Kurdistan Region only — any Middle East EOR requirement outside Iraq (UAE, Saudi Arabia, Kuwait, Jordan, Turkey) requires separate providers
- No published pricing; no confirmed client portal or employee self-service app (Odoo mobile is available but client access not confirmed); discovery-call-only engagement model
Platform Features & Capabilities
80/20 Iraqization Quota — The Most Consequential Iraq Employment Law Constraint
Iraqi Labour Law No. 71/2015 and its implementing regulations require that 80% of a company's workforce must be Iraqi nationals (the Iraqization rule). This means that for every 4 Iraqi employees, only 1 expatriate can be employed — and the calculation applies across the entire workforce, not per department. For international companies entering Iraq with primarily expatriate management or technical teams, this quota creates an immediate compliance challenge: without a sufficient base of local Iraqi employees, the company cannot legally employ the expatriate specialists it needs. Shull Solutions manages this quota actively as a core EOR competency — providing local Iraqi recruitment alongside expatriate employment to ensure the 80/20 ratio is maintained and documented for labour authority inspection. This is a capability that no global EOR platform with limited Iraq in-country presence can realistically provide.
Federal Iraq vs. Kurdistan Region — Two Compliance Systems
Iraq and the Kurdistan Region of Iraq (KRI) operate under legally distinct employment and tax frameworks. The KRI has its own parliament, labour authority (KRI Labour Directorate), tax administration, and Ministry of Interior — and the KRI's Personal Income Tax system is structurally different from Federal Iraq's. KRI PIT: a flat 5% rate applies to earnings above IQD 1,000,000 per month — straightforward to calculate and withhold. Federal Iraq PIT: a progressive formula that accounts for marital status, number of dependents, professional category, and specific income types — requiring individual-level calculation for each employee. Social security registrations are also separate (General Directorate of Social Insurance for Federal Iraq vs. KRI Social Security). For companies operating in both Erbil (KRI) and Baghdad (Federal) simultaneously, a single provider managing both systems eliminates the coordination overhead of two separate in-country HR providers. Shull's confirmed Erbil HQ and Baghdad coverage creates this single-provider solution.
KRI Work Permits and Residency — Specialist Immigration Capability
The Kurdistan Region of Iraq has its own immigration system, separate from Federal Iraq's General Directorate of Nationality. KRI work permits are processed through the KRI Ministry of Interior and the KRI Labour Directorate — institutions with distinct documentation requirements, processing times, and fee structures from their Federal counterparts. KRI residency permits for expatriate employees and their families are processed separately from Federal Iraqi residency. Shull provides end-to-end KRI immigration support: work permit applications, residency permit processing, family residence facilitation, and permit renewal management. For companies deploying expatriate technical specialists to KRI-based energy, construction, or IT projects, this immigration capability is a genuinely scarce service — most global EOR platforms either do not cover Iraq immigration at all or rely on third-party immigration agents with limited KRI-specific knowledge.
Odoo ERP — Technology Backbone for Iraq EOR
Shull Employment Solutions is a confirmed Odoo customer. Odoo is a comprehensive open-source ERP platform with dedicated HR, payroll, leave management, recruitment, contract management, and accounting modules. Its use by Shull represents a meaningful technology infrastructure investment in a market where most local HR management is done through spreadsheets or manual systems. Odoo's payroll module supports IQD salary calculations, statutory deduction automation (Social Security Law No. 18, PIT), payslip generation, and employee records management. The Odoo recruitment module supports Shull's local and expatriate talent acquisition services with a candidate pipeline, job postings (confirmed "Jobs in Iraq" portal), and application tracking. Odoo also provides a mobile app capability. Whether Shull's Odoo implementation includes a client-facing portal for employer access and an employee self-service interface for payslip access and leave requests needs direct confirmation during the discovery call — this is the most important technology question to resolve before committing to an Iraq EOR engagement with Shull.
What Users say
Compliance Responsiveness — The Most Relevant Iraq EOR Quality Signal
The most commercially significant testimonial in Shull's collection is from Basil Abdulrahman (HR Manager): "Shull has continuously kept their promise of full compliance as the rules and regulations tend to change without prior notice by using their local expertise to move fast to comply with changes." In the Iraq and KRI employment compliance context, this is the single most important quality signal an EOR can demonstrate. Iraq and KRI labour law, tax administration, and social security regulations can change with minimal advance notice — rate adjustments, new reporting requirements, or ministerial directives that affect payroll compliance can be issued without the months-long consultation period that EU or APAC regulatory changes typically involve. Having an EOR provider with in-country expertise that can identify and implement these changes rapidly is operationally critical. This testimonial, though self-hosted, validates the most consequential quality dimension for Iraq EOR specifically.
Trustpilot 3 Reviews — What They Confirm
The single available Trustpilot review text confirms: "Shull provided me an outstanding service regarding my recruitment process. They have a very cooperative team that provide recruitment, outsourcing, and payroll services." While statistically insignificant at 3 reviews, the review confirms that Shull is genuinely providing recruitment, outsourcing, and payroll services to real clients — not a paper entity. The specific mention of all three service lines validates the multi-service model claimed on the website. Buyers should request direct client references for EOR-specific engagements (as distinct from recruitment) to validate the compliance and payroll management capabilities specifically.
Coca-Cola Client Logo — FMCG Sector Validation
Coca-Cola is visible on the Shull homepage client logo wall, confirming that a major FMCG multinational (one of the world's most compliance-conscious companies) has engaged Shull for Iraq HR services. While the specific service type (EOR, payroll outsourcing, recruitment) is not confirmed in publicly available information, Coca-Cola's presence in Iraq (it operates bottling partnerships through local franchise holders) and the logo's appearance on the HR services homepage provides indirect validation that Shull has served enterprise-grade FMCG sector clients. For pharmaceutical and FMCG companies evaluating Iraq EOR options, this is the most relevant logo on the wall.
OUR TAKE
Is Shull Solutions the Right EOR for You?
Shull Solutions earns its strongest recommendation for a specific and commercially significant buyer profile: an international oil and gas, energy, pharmaceutical, FMCG, or infrastructure company deploying local Iraqi employees and/or expatriate specialists in Iraq or the Kurdistan Region, where the 80/20 Iraqization quota, Social Security Law No. 18, dual Federal Iraq/KRI compliance frameworks, and KRI work permit requirements demand a physically present, locally expert EOR partner. For this buyer, Shull is the only Compareor-audited provider confirmed as a dedicated Iraq EOR. Pre-engagement checklist: confirm the pricing structure for your specific employee mix (local Iraqi nationals vs. KRI-based expats vs. Baghdad-based staff); verify the Odoo implementation scope and whether it includes client portal/employee self-service access; request a compliance briefing on the 80/20 Iraqization obligation for your sector; ask for 2–3 verifiable named client references from companies of similar size and sector in Iraq; confirm KRI work permit processing timelines and success rates for your employees' nationalities; and separately conduct an independent Iraq country risk assessment covering IQD currency exposure, banking infrastructure, and security conditions for your specific locations. Use our free comparison tool to see how it stacks up.
Best For
Iraq EOR Federal KRI
Companies operating in both Federal Iraq and the Kurdistan Region with dual compliance.
80 20 Iraqization Quota
Companies meeting Iraq's 80/20 Iraqization local employment quota requirements.
KRI Work Permits Residency
Businesses obtaining Kurdistan Region work permits and residency for deployed staff.
Oil & Gas Pharma FMCG Iraq EOR
Oil, gas, pharmaceutical, and FMCG companies deploying staff across Iraq.
ALTERNATIVES
How it compares
Shull Solutions vs FMC Group (for MENA EOR including Iraq)
FMC Group covers UAE, Saudi Arabia, Egypt, Morocco, Tunisia, and Turkey with 25 years of MENA history, AUG Germany licence, and Dun and Bradstreet rating. Shull covers Iraq (Federal) and the Kurdistan Region at custom pricing with 80/20 Iraqization quota expertise, dual KRI/Federal compliance, KRI work permits, Odoo ERP, and Erbil + Baghdad physical presence. FMC Group wins on broader MENA coverage (UAE, Saudi Arabia, Egypt — not covered by Shull), 25-year track record, and institutional validation. Shull wins on Iraq coverage (FMC Group does not document Iraq presence), 80/20 Iraqization quota management, dual KRI/Federal compliance framework, KRI work permits, and physically present in-country Iraq expertise. For MENA EOR excluding Iraq, FMC Group. For Iraq and Kurdistan Region EOR specifically, Shull Solutions.
Compare Shull Solutions vs FMC Group →
Shull Solutions vs Altea Energy (for Iraq oil and gas EOR)
Altea Energy covers 100+ countries at custom pricing with oil and gas, renewables, and nuclear sector focus, ISO 9001/14001/45001, QUALIANOR, 87% consultant satisfaction, and Africa/MENA deployment depth — but no documented Iraq entity. Shull covers Iraq (Federal) and Kurdistan Region with 80/20 Iraqization expertise, dual compliance, KRI work permits, and confirmed Erbil/Baghdad presence. Altea wins on global deployment scale (100+ countries), ISO triple certification, QUALIANOR, and Africa energy depth. Shull wins on Iraq-specific compliance (80/20 quota, KRI permits, dual PIT regimes), in-country Iraq physical presence, Odoo-backed HR management, and the fact that Altea has no confirmed Iraq-owned entity. For global energy EOR including Africa and MENA via managed deployment, Altea Energy. For Iraq and Kurdistan Region energy sector EOR with in-country owned presence and Iraqization compliance, Shull Solutions.
Custom Pricing — No Published Rates; Contact via contact@shullsolutions.com
<p id="">Shull Solutions publishes no pricing for any service. All engagements require direct contact. Iraq's IQD salary base, dual compliance framework (Federal Iraq vs. KRI), 80/20 Iraqization requirements, and expatriate work permit complexity make standardised pricing difficult to publish meaningfully at scale.</p><p id="">Request in discovery: the monthly EOR service fee for your specific employee mix at your Iraq locations; the IQD payroll management cost and USD invoice structure for international payment; work permit processing fees for KRI-based expats; and whether Social Security Law No. 18 employer contributions are included in or additional to the service fee. Contact: contact@shullsolutions.com or +964 771 390 5000 (Erbil).</p>
Pricing Breakdown
Base Monthly Fee (Per employee, per month)
Setup Fee (One-time, varies by country)
Termination Fee (Covers statutory costs)
Volume Discounts (Available for 10+ employees)
Countries where it operates
Latest news & updates
2025–2026 — Iraq Development Road Programme and EOR Demand Growth
Iraq's $17 billion Development Road infrastructure programme (connecting Basra to Turkey via a road and rail corridor) has significantly increased international contractor and project workforce demand in Iraq. This infrastructure investment, combined with ongoing oil and gas production expansion (Iraq is OPEC's second-largest oil producer) and growing pharmaceutical and FMCG sector investment, represents the primary driver of EOR demand growth in the market that Shull Solutions serves.
2026 — Active Iraq Employment Compliance Blog
Shull Solutions published updated Iraq compliance content in 2026 covering Employment Compliance in Iraq 2026 (Social Security Law No. 18 updates, 80/20 Iraqization quota application, KRI labour regulation changes) and Introduction to Iraq 2025 (GDP, investment framework, ownership structures). This active content production confirms ongoing regulatory monitoring and confirms Shull as a genuine source of Iraq employment compliance expertise for international buyers researching the market.
Frequently asked questions
Questions about the EOR Provider.
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What is the 80/20 Iraqization quota and how does Shull manage it?
Iraqi Labour Law No. 71/2015 requires that 80% of an international company's workforce in Iraq must be Iraqi nationals (the Iraqization rule). For every foreign employee, the company must have at least 4 Iraqi national employees on the payroll. Shull manages this quota actively as part of the EOR service: tracking the local-to-expat ratio across the client's Iraq workforce, flagging upcoming breaches, providing local Iraqi recruitment services to maintain compliance, and generating the documentation required for labour authority inspections. For companies entering Iraq with primarily expatriate technical or management teams, Shull's local recruitment capability alongside EOR employment is commercially essential for maintaining Iraqization compliance.
How does the Kurdistan Region's compliance differ from Federal Iraq's?
The KRI has its own labour authority (KRI Labour Directorate), tax administration, immigration system (KRI Ministry of Interior), and social security registration — entirely separate from the Federal Iraqi equivalents. The most significant practical difference for payroll is the Personal Income Tax: KRI PIT is a flat 5% on earnings above IQD 1,000,000/month, while Federal Iraq PIT uses a progressive multifactor formula accounting for marital status, number of dependents, and other factors. KRI work permits and residency permits are processed through KRI authorities with different timelines and documentation requirements than Federal Iraqi permits. Shull's physical presence in both Erbil (KRI HQ) and Baghdad (Federal Iraq) enables a single provider to manage both compliance systems without the client needing separate Iraq and KRI HR partners.
Why must Iraqi employee salaries be paid in IQD?
Iraqi Labour Law No. 71/2015 requires that employee salaries be paid in Iraqi Dinar (IQD). The IQD is not freely convertible on international foreign exchange markets, and Iraq has periodic capital controls affecting USD transfers. For international companies paying Iraq-based employees, this creates a specific operational challenge: the company needs to fund payroll in IQD, either through a local Iraqi bank account or through a payroll provider (like Shull) that can receive USD from the international client and disburse IQD to employees locally. Confirm Shull's specific IQD payroll funding mechanism and the USD-to-IQD conversion process during the discovery call.
Does Shull provide employee self-service access via their Odoo system?
Shull is a confirmed Odoo ERP customer. Odoo's HR module supports employee self-service portals for payslip access, leave requests, contract viewing, and expense submission. Whether Shull's specific Odoo implementation includes a client-facing employer portal and an employee-facing self-service interface needs direct confirmation during the discovery call. This is the most important technology question to resolve before committing to an Iraq EOR engagement, as the answer determines how payroll records, payslips, and leave balances will be accessible to your Iraq team.
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Switching to or from Shull Solutions?
Switching to Shull Solutions
Shull onboards new clients through direct consultation (contact@shullsolutions.com or +964 771 390 5000). Before the first payroll run: confirm which legal entity will be the EOR employer (Iraqi LLC registration number and Ministry of Labour registration); confirm the 80/20 Iraqization ratio for your anticipated employee mix and the local recruitment support available from Shull to meet it; establish the IQD payroll funding mechanism (USD wire to Shull account, converted to IQD for employee payment); confirm the Social Security Law No. 18 registration process for new employees; and for KRI-based expat employees, establish the work permit processing timeline and documentation requirements. Request a sample employment contract in Arabic (mandatory under Labour Law No. 71/2015) for your review before signing the EOR agreement.
Switching away from Shull Solutions
When transitioning away from Shull, request full data exports: payroll records per employee (IQD gross-to-net, PIT withholding, social security contributions); General Directorate of Social Insurance registration records; PIT filing records (Federal) or KRI tax authority records (KRI employees); Arabic-language employment contracts; KRI work permit and residency permit copies (for expat employees); leave balance records; and any end-of-service gratuity accrual calculations (under Iraqi Labour Law, employees are entitled to end-of-service gratuity based on years of service). For KRI work permit holders: the permit is employer-linked; the incoming EOR employer must apply for a new permit before Shull terminates the existing sponsorship. Plan a minimum 6-week transition timeline for KRI immigration transfers.
Questions to ask before switching any Iraq EOR provider
Before switching, confirm: What is the Iraqi LLC registration number for the new EOR employer entity? How is the 80/20 Iraqization quota maintained during the employee transition? How are Social Security Law No. 18 employer account registrations transferred? Are Arabic-language employment contracts prepared for all employees? How are KRI work permits transferred between employer entities? What is the end-of-service gratuity accrual position at the transition date?
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