Hire employees in the UAE without your own local company.
Employer of Record UAE: Federal Labour Law compliance, MOHRE work permits, residence visas, WPS payroll, medical insurance, and End of Service Gratuity. Typical onboarding 2–4 weeks depending on medical and government processing.
The United Arab Emirates is a global hub for trade, finance, logistics, and technology. Seven emirates led by Abu Dhabi and Dubai offer world-class infrastructure, English-friendly business culture, and access to Middle East and Africa markets. UAE labour rules, WPS wage transfers, and visa compliance are central to any hiring plan.
Capital
Abu Dhabi
Currency
UAE Dirham (AED)
Languages
Arabic, English
Population
10M+
Ease of doing business
Very high
Payroll frequency
Monthly
VAT standard rate
5%
Timezone
GST (GMT+4)
UAE EOR means we become the legal employer on record for labour and immigration purposes: work permits, visas, payroll, and core HR. You manage day-to-day work and performance. Ideal when you need UAE employees without incorporating an LLC or free zone company immediately.
Global firms entering the Gulf, startups hiring in Dubai Internet City or mainland Dubai, enterprises deploying project teams in Abu Dhabi, and HR leaders who need compliant visas and WPS payroll without local entity delay.
The UAE combines no personal income tax on employment income (under standard rules), strategic location, and diversified economy beyond oil. Free zones offer 100% foreign ownership in many cases; mainland companies access the wider UAE market through licensed activities.
Compliance is strict where it matters: work authorisation, WPS salary transfers, and mandatory medical insurance. UAE labour law reforms have modernised contracts, flexible work arrangements, and dispute pathways. A knowledgeable EOR keeps you aligned with MOHRE, ICP, and where relevant free zone registries.
Financial free zones such as DIFC and ADGM follow distinct employment regulations; we help you pick the right jurisdiction for each hire.
Typical UAE packages combine cash allowances with insured benefits and statutory end-of-service accrual. We administer payroll, insurance, and documentation through our UAE EOR.
Employer-sponsored health cover is mandatory in key emirates (e.g. Dubai, Abu Dhabi) and standard elsewhere plans must meet authority minimums.
EOS accrues for eligible employees under UAE Labour Law, generally linked to length of service and basic wage subject to legal rules and caps.
Wage Protection System (WPS) compliance for salary transfers through approved channels where applicable to your licence and workforce.
Many UAE packages include housing, transport, and annual flight allowance structured compliantly in the employment contract.
Federal Decree-Law on Labour Relations governs most mainland employment. Free zones and financial free zones may apply their own rules.
Penalties for illegal work or WPS failures can be severe. UAE EOR keeps visas, contracts, and salary transfers aligned.
Weigh speed and compliance against building your own licence.
Visa-savvy coordination plus disciplined payroll.
We plan around medical, typing centres, and authority cut-offs not fantasy 48-hour visas.
Salary files and contract terms built for audit and inspection readiness.
Experienced handling of MOHRE, ICP, and free zone portals.
We carry the compliance obligations on our UAE structure for your hired staff.
Compare visa handling, WPS rigour, and fee transparency.
| Feature | Jackson & Frank | Typical global platforms |
|---|---|---|
| UAE onboarding (visa + payroll) | 2–4 weeks typical | Often 4–10 weeks |
| WPS & insurance discipline | Built in | Varies |
| Mainland / FZ awareness | Yes | Often generic |
| Dedicated coordination | Single point of contact | Ticket queues |
| Transparent fees | Visa & insurance broken out | Hidden extras |
Visa-to-payslip coverage for your Emirati and expatriate workforce.
Monthly payroll in AED, salary transfers via WPS where required, payslips, and leave balances.
Contracts, renewals, warnings, and HR letters aligned with local practice.
Medical insurance placement, EOS tracking, and optional allowances (housing, transport, flight).
Work permit, entry permit, medical, Emirates ID, and residence visa stamping coordination.
MOHRE, ICP, and free zone authority filings matched to your engagement model.
Work authorisation is the critical path for every expatriate hire.
MOHRE-approved work permits for mainland employees, or equivalent approvals inside your chosen free zone. Quota and salary thresholds may apply.
Entry permit, medical fitness, Emirates ID biometrics, and visa stamping on passport coordinated with clear employee instructions.
Where eligible, we advise on spouse and dependent visas linked to the employee sponsor.
Three coordinated phases from signed agreement to live payroll.
Master agreement signed; we draft UAE employment contract and collect passport, degree attestation, and photos as needed.
Medical fitness, work permit / labour card processing with MOHRE or the relevant free zone authority.
Residence visa, Emirates ID biometrics, bank salary account setup, WPS registration, and first payroll run.
WPS-compliant salary processing and benefit administration.
Visibility across visas and payroll.
Track hires, visa status, and payroll in one view.
Onboard, renew contracts, and manage UAE-specific fields.
Headcount cost and visa expiry alerts.
Reduce labour, immigration, and wage transfer risk.
Contracts, working hours, overtime, and leave aligned with applicable UAE law or zone rules.
Salary files submitted on time; employee accounts validated.
Documented approvals, contract versions, and visa milestones.
Compare EOR with forming your own mainland or free zone company.
| Aspect | UAE EOR | Local licence (LLC / FZ) |
|---|---|---|
| Time to first legal work | Typically 2–4 weeks | 2–6+ months |
| Setup cost | Predictable monthly + pass-through | High (licence, office, PRO) |
| Compliance load | EOR operates employer stack | Your PRO, HR, and payroll team |
| Flexibility | Scale headcount up or down | Fixed overheads |
From first Dubai hire to large project teams.
Freelance permits, free zone licences, and misclassification risk.
Working in the UAE without a visa or permit that matches the activity is high risk. We help structure genuine contractor and freelance engagements or move talent to EOR employment.
Leave, termination, public holidays, onboarding, and visas for UAE labour law 2026 context.
Under UAE Labour Law, employees accrue paid annual leave based on length of service (commonly two days per month for the first year, then 30 days per year after completing one year verify against the current official text and your contract). Employers should schedule leave and keep records. Our UAE EOR tracks balances and approvals.
Paid sick leave is regulated: notify the employer promptly and provide medical documentation per law. Payroll must reflect eligible paid days versus unpaid portions correctly.
Female employees are entitled to maternity leave under the Labour Law (duration and pay rules per statute). Parental leave for fathers has also been introduced in reforms apply current legal text and any free zone variations.
Planning benchmarks always confirm against latest Cabinet and MOHRE notices.
2–4 weeks
Typical EOR timeline
None (standard UAE)
Personal income tax
Per Labour Law accrual
Annual leave (typical)
Statutory for eligible staff
EOS gratuity
Corporate tax may apply to businesses at entity level from 2023 rules separate from personal salary tax. UAE EOR focuses on labour, immigration, and payroll compliance for your hires.
Quick answers on cost, timeline, legal risks, and contracts for Employer of Record in the UAE.
UAE EOR pricing typically includes a monthly management fee per employee plus gross salary, mandatory medical insurance, visa and work permit costs, and any agreed allowances (e.g. housing, transport). At Jackson & Frank we offer transparent pricing. There is generally no personal income tax on employment income for individuals under standard UAE rules. Book a demo for a custom quote.