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We understand the complexities of navigating local laws, intricate tax systems, and global payroll management. Our comprehensive solution, encompassing over 150 countries, ensures a smooth and efficient experience for your international expansion.

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Streamlining Workforce Operations: Simplified Employee Management in the UAE.

Revolutionize your employee onboarding, payment, and management strategy in the UAE seamlessly. In contrast to traditional practices requiring a physical office, registered address, and a local bank account—a process entangled in the complexities of regional benefits, payroll intricacies, tax regulations, and HR laws often extending over months.

Embrace a new era of efficiency tailored for the UAE. Accelerate and simplify your hiring process with a solution crafted for speed, ease, and compliance. Witness a transformative shift as we automate tax document collection, payroll procedures, benefits administration, and more. For your existing workforce, trust us with the comprehensive management of your payroll operations. Redefine your employee management journey in the UAE without compromising on speed or precision.


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Navigating the Hiring Process at Jackson and Frank: A Comprehensive Guide for the UAE.

Explore the sections below to gain detailed insights into the employee hiring process at Jackson and Frank in the UAE.

Leave Policy
Statutory time off
Additional Info
Maternity Leave

Expecting mothers in the UAE are entitled to a standard maternity leave period of 16 weeks, providing essential time for recovery and bonding with the newborn. In the case of twins, the leave is extended to 18 weeks, while mothers of triplets enjoy a 20-week leave. Additionally, if a child is born with a disability, an extra two weeks are granted to facilitate necessary childcare arrangements.

Maternity leave in the UAE is designed to accommodate various circumstances. For instance, in cases of premature births or extended hospitalization of the newborn beyond seven days, mothers can extend their maternity leave for up to a maximum of 13 weeks. This flexibility ensures comprehensive support for mothers during this significant life transition.

Paternity Leave

In the UAE, the Federal Decree Law No. 6 of 2020 introduced paternity leave, granting fathers in the private sector five working days of paid leave within the first six months of their child's birth. This legal right, effective from 2023, promotes a more inclusive workplace and underscores the significance of family time. Employers are encouraged to communicate and potentially extend paternity leave, fostering a supportive work environment and enhancing employee well-being.

Parental Leave

In the United Arab Emirates, both male and female employees in the private sector are entitled to parental leave under Federal Decree Law No. 6 of 2020. This progressive regulation reflects a commitment to gender equality and employee well-being. The law allows parents to take time off to care for their newborns or adopted children.

While specific details may vary, employers typically provide this leave, offering a balanced approach to family and work life. It is advisable for employers to communicate their parental leave policies to ensure transparency and compliance with the law.

Sick Leave

In the United Arab Emirates, employees are generally entitled to sick leave as per labor laws. The specific duration and conditions may vary, but employers typically grant paid sick leave to employees facing health challenges. This provision aims to support the well-being of the workforce and ensures that employees can take necessary time off to recover without compromising their financial stability.

Employers may require medical documentation to validate sick leave claims. It is recommended for both employers and employees to be aware of and adhere to the sick leave policies outlined in UAE labor regulations.

Termination Requirements

Employee termination in the United Arab Emirates (UAE) is governed by labor laws, and employers must follow specific procedures to ensure compliance. Termination may occur for various reasons, including redundancy, performance issues, or contractual agreements.

Valid reasons for termination in the UAE may include:
  • Redundancy due to economic reasons.
  • Employee incapacity or continuous absence due to illness.
  • Employee's failure to meet job requirements or underperformance.
  • Misconduct or violation of company policies.
  • Mutual agreement between the employer and employee.
  • Other reasons specified in the employment contract.

Employers are typically required to provide written notice to employees before termination, specifying the reasons and allowing time for rectification, if applicable. In certain cases, employers may need to obtain approval from relevant authorities or labor courts before terminating an employee.

Additionally, employees may be entitled to certain end-of-service benefits, including gratuity, based on their length of service. Employers should carefully navigate termination processes in line with UAE labor regulations to avoid legal complications. It is advisable to seek legal counsel and adhere to established procedures when terminating employees in the UAE.

Notice Period

In the United Arab Emirates (UAE), notice periods play a crucial role in the employment termination process. The notice period is the duration between the announcement of termination and the effective date of the termination. The length of the notice period is typically outlined in the employment contract and may vary based on the length of an employee's service.

Common notice period durations in the UAE:
  • Less than 3 months of service: No specific notice period is mandated.
  • Over 3 months but less than 1 year of service: 30 days' notice may be required.
  • Over 1 year of service: A notice period of 30 to 90 days may be stipulated, depending on the employment contract and job position.

This structure outlines the notice periods applicable in UAE based on the employee's length of service with the company.

Severance for Employees

In the United Arab Emirates (UAE), severance payments are typically addressed through the end-of-service gratuity, a mandatory benefit for employees. When an employment relationship is terminated, employees in the UAE are entitled to receive an end-of-service gratuity, which serves as a form of severance pay.

The calculation for the end-of-service gratuity in the UAE is based on the employee's years of service and final basic salary. The formula commonly used is as follows:

  • 21 days' salary for each year of service for the first five years.
  • 30 days' salary for each additional year beyond the initial five years.

Employers in the UAE are obligated to pay the end-of-service gratuity to employees who have completed at least one year of continuous service. The gratuity amount can serve as financial support for employees transitioning out of employment.

Paid Time Off

In the United Arab Emirates (UAE), the annual leave entitlement for employees is governed by labor laws. According to UAE labor regulations, employees are typically entitled to annual leave after completing at least six months of continuous service with an employer.

The standard annual leave entitlement in the UAE is calculated as follows:
  • Two days of leave per month for employees who have completed at least six months but less than one year of service.
  • Thirty days of leave for employees who have completed one year of continuous service.

Employers may choose to provide additional leave days as part of their employment policies or contractual agreements. It is essential for employers to communicate clearly about the accrual, utilization, and any conditions related to annual leave to ensure compliance with UAE labor laws.

Public Holidays

The common national public holidays in UAE

National public holidays include:
  • Islamic New Year (Hijri New Year)
  • Mawlid al-Nabi (Prophet Muhammad's Birthday)
  • Eid al-Fitr
  • Arafat Day
  • Eid al-Adha
  • Hijri New Year's Day
  • Commemoration Day
  • National Day

The onboarding process in the United Arab Emirates is designed to be efficient and swift, generally taking an average of 2 business days after the client signs the Statement of Work (SOW).

Salary Requirements

In the UAE, the 8% holiday allowance is generally calculated separately from the annual salary. It is not typically included in the stated annual salary. Instead, the holiday allowance is commonly paid out during specific periods, and it is not invoiced monthly as an employer cost.

When determining the employee's annual salary in the UAE, it's essential to consider the base salary without incorporating the 8% holiday allowance. This practice aligns with local employment practices in the United Arab Emirates, promoting transparency in salary structures.

Employment Contract Details

In the United Arab Emirates, employment agreements typically encompass various details to ensure clarity and adherence to local regulations. While there is no strict requirement for a specific language in the contract, it's advisable to have a bilingual version, including both English and Arabic, to accommodate legal and cultural considerations.

Key components to include in a standard employment contract for the UAE are as follows:
  • Full Name
  • Commencement Date
  • Duration of Employment
  • Job Description
  • Termination Conditions

In the UAE, employment contracts may vary based on factors such as the industry, job role, and company policies. Employers should be aware of local labor laws and ensure that the contract complies with the legal framework in the United Arab Emirates.

Probation Period

In the United Arab Emirates, probationary periods are a common practice, and the specific duration is typically agreed upon between the employer and the employee. It's important to note that UAE labor law doesn't set specific regulations for standard or maximum durations of probationary periods.

The length of the probationary period in the UAE is generally determined through negotiation between the parties involved. Typically, probationary periods can range from 1 to 6 months, but the specific duration may vary based on the nature of the position and the terms agreed upon in the employment contract. It's advisable to ensure that any probationary period aligns with UAE labor regulations and is clearly defined in the employment agreement.

Streamlined UAE Work Visa Processing with Jackson and Frank!

Simplify your international remote work setup in the United Arab Emirates with Jackson and Frank. Our expert team manages the entire visa process in-house, ensuring a smooth and efficient experience for your team's work visa requirements in the UAE.

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