Hire talent in
The UAE
with EOR
Our Employer of Record (EOR) services in the UAE provide a tailored solution to your business needs without the need to establish a physical entity, while ensuring compliance with local regulations. For companies with an entity, we provide payrolling solutions for more seamless hiring.
- Fully licensed and compliant
- Secure and transparant payments
- Fast and worry-free
Capital City
Abu Dhabi
Currency
Dirham/AED
Language
Arabic, English
Population Size
9,441,000
Facts & Stats
Capital City
Abu Dhabi
Currency
Dirham/AED
Language
Arabic, English
Ease of doing Business
Very Easy
Gross Domestic Product
507.1 Billion USD
Working Hours
48 hours per week
Average Education Level
51.1% of 25–64-year-olds have tertiary attainment
Capital City
Abu Dhabi
Currency
Dirham/AED
Language
Arabic, English
Ease of doing Business
Medium
Gross Domestic Product
507,1 Billion USD
Average Education Level
51.1% of 25–64-year-olds have tertiary attainment
Why choose the United Arab Emirates
Choosing the UAE for your business offers numerous advantages. Its strategic position in the Middle East provides access to the expansive markets of Asia, Africa, and Europe. The UAE boasts a highly favorable business environment characterized by tax incentives, minimal bureaucracy, and a government that actively supports business growth.
Furthermore, the UAE is a hub for innovation in both traditional energy sources and renewable energy, supported by state-of-the-art infrastructure and a stable political climate. The nation is also home to a skilled, diverse workforce, enhancing its appeal as a dynamic place to do business. These attributes make the UAE an excellent choice for energy companies aiming to establish or expand their operations in a globally connected and economically diverse region.
How EOR works in the UAE
In the UAE, employment contracts are legally binding agreements that outline the terms of employment between an employer and an employee, including details such as salary, working hours, job responsibilities, and termination notice periods. These contracts are essential for protecting both employer and employee rights.
Here are the UAE’s five main types of employment contracts:
Limited-term Contracts: All private sector employment must adhere to limited-term contracts that cannot exceed two years but can be renewed or extended. Existing unlimited-term contracts must be converted to limited-term within one year of the effective date.
Part-Time Contracts: These contracts are designed for employees working fewer hours compared to full-time employees, allowing work for one or more employers on a specified hourly or daily basis.
Temporary Contracts: Used for specific assignments, these contracts expire once the project is completed. They are prevalent in sectors like construction or event management that require project-based work.
Flexible Contracts: Suitable for those needing variable work hours, these contracts adapt to the employer’s business needs and are ideal for students or parents requiring work schedule flexibility.
Remote Contracts: Increasingly popular, these contracts enable employees to work remotely, fully or partially, facilitated by advancements in technology that support working from any location with internet access.
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Why businesses choose us
Our Competitors
What you can expect
Hiring through an Employer of Record or EOR in the UAE involves several crucial steps to ensure compliance and efficiency in your hiring process:
No need to limit your growth
We can assure a compliant legal entity for your business to grow in the country of your choice.
Decide between a EOR in the UAE and
a legal entity
Choose between establishing a legal entity utilizing an EOR service in the UAE or running your payroll through us. Setting up a legal entity requires registration, bank account opening, and compliance with local laws, while an EOR in the UAE handles these tasks on your behalf.
Choose the best EOR for your business
Hire and onboard your employees
Run payroll
After collecting necessary employee details and signing employment agreements, the EOR in the UAE manages payroll processing. UAE employees receive their salaries in AED, with taxes withheld according to local laws. Employers must pay payroll taxes and contributions (if any), including income tax, social security, and mandatory healthcare, by specified deadlines to avoid penalties.
Cost of EOR in the UAE
The cost of EOR services in the UAE varies based on factors such as the number of employees, the complexity of local regulations, and the specific services required. As most other providers use intermediaries and we do not, at WTS Energy we can ensure competitive pricing that is tailored to your needs. Contact us for a customized quote.
Run your payroll through us
As part of our EOR package, we offer full payrolling services for companies that already own an entity in the UAE. Sit back and let our experienced team manage the payrolling of your employees without having to worry about possible legislation or regulations mishaps.
Why payroll with an EOR?
Using an EOR in the UAE allows WTS Energy to ensure compliance with local labor laws, reduce costs by avoiding entity setup, mitigate employment risks, and streamline payroll management. It also offers operational flexibility, quick market entry, and focuses on core business, while providing localized employee benefits and support.
We are ADNOC certified.
- Fully registered with ADNOC
- Compliant with ADNOC regulations
- We have a manpower license
- Able to secure a CICPA pass
Types of payroll
When managing payroll in UAE, employers typically opt for one of three types:
No need to limit your growth
We can assure a compliant legal entity for your business to grow in the country of your choice.
Internal Payroll
Companies with a local entity may choose to handle payroll internally. This involves the company managing all aspects of payroll processing, from calculating salaries and deductions to ensuring compliance with local regulations.
Local Payroll Outsourcing
Many companies opt to outsource payroll to third-party providers who manage all payroll-related tasks including compliance with UAE laws, payroll calculations, and handling employee benefits. Outsourcing can help companies reduce administrative burdens and focus on core business activities.
Employer of Record (EOR)
Using an EOR service allows companies to employ staff without establishing a local entity. The EOR handles all aspects of payroll, tax compliance, and employee benefits, making it easier for com
Salary, compensation & benefits
- Health Insurance For Employees
- Paid leaves
- Statutory leaves
- Maternity and Paternity leaves
- Allowances, for instance, transportation allowance
- Gratuity
- Reimbursement of mobile and Internet bills, etc.
- Be a UAE national
- Not be less than 18 years; nor should he/she be more than 60 years
- Be medically fit upon appointment according to a medical report provided by a medical authority and approved by GPSSA.
- An insured man reaches 55 years and completes 20 years of insured service
- An insured woman reaches 50 years and completes 20 years of insured service.
Period of probation
In the UAE, the probation period for employees is typically three to six months. During this time, either party can terminate the employment contract with one day’s notice.Terminating and giving notice
The notice period must be mutually agreed upon by the employee and the employer, with a minimum duration of 1 month and a maximum duration of 3 months. Termination and notice requirements also depend on the type of contract and the reason for termination:- Unlimited-term contracts: Require a minimum of 30 days’ notice.
- Limited-term contracts: Can be terminated according to the terms specified in the contract, usually with a minimum of 30 days’ notice.
- Immediate termination: Can occur in cases of gross misconduct or other justifiable reasons as outlined by UAE labor law.
Working hours
In the UAE, Private sector workers are required to work 8 hours per day or 48 hours per week. During the holy month of Ramadan, working hours are reduced by 2 hours, every day. However, these hours may vary for specific economic sectors or worker categories as outlined in the Executive Regulations of the Labour Law. Notably, commute time is generally excluded from working hours unless specified otherwise for certain worker categories. Employees working for multiple employers must not exceed the hours stated in their contracts unless agreed in writing. Remote workers must have clearly stipulated working hours. Additionally, workers are entitled to breaks—after five continuous hours of work, they must receive a break of at least one hour, which does not count towards working hours.Overtime Regulations
Employers can request up to two extra hours of work per day. Overtime pay equals the basic hourly rate plus 25%, increasing to 50% for hours worked between 10 pm and 4 am. Workers required to work on their off-day must be compensated with either a substitute rest day or additional pay of 50% above the normal rate. These regulations do not apply to public sector employees, whose working hours are governed under separate guidelines. Check more here.In the UAE, employee leave and rights are designed to ensure a fair and supportive work environment. This section outlines various types of leave, including annual, maternity, and sick leave, alongside rights related to recruitment and workplace safety. For both employers and employees, these entitlements ensure a harmonious and productive work environment in UAE’s labor markets.
Leave and holidays
In the UAE, private sector employees are legally entitled to a comprehensive range of leave options—including annual, sick, maternity, parental, and compassionate leave, as well as leave for Hajj—to ensure a healthy work-life balance and support various personal needs. Here’s what you should know:
- Annual leave: Employees are entitled to a fully paid annual leave of 30 days, if they have completed one year of service; or 2 days per month, if they have completed six months of service, but not one year.
- Sick leave: Employees are entitled to 90 days of sick leave per year after completing their probationary period. The leave can be taken intermittently or all at once, with compensation as follows: full salary for the first 15 days, half salary for the next 30 days, and no pay for the remaining 45 days.
- Parental leave: Employees of the private sector are entitled to a parental leave of 5 working days from the day of the birth of their child to six months. The parental leave is a paid leave that can be applied for by both mother and father of the baby.
- Maternity leave: Female employees are entitled to 60 days of maternity leave, comprising 45 days with full pay and 15 days with half pay. They can start this leave up to 30 days before the expected delivery date. Additionally, if a medical certificate confirms an illness resulting from pregnancy or childbirth prevents a return to work, they may extend their leave by 45 unpaid days, taken consecutively or intermittently.
- Hajj and Umrah leave: In the UAE, employees are eligible for a one-time Hajj leave during their tenure with a company. This leave is unpaid, may not exceed 30 days, and is granted only once. Regarding Umrah leave, the UAE Labour Law does not provide specific entitlements. Employees seeking Umrah leave must negotiate with their employer, who may choose to deduct the time from the employee’s annual leave or grant it as unpaid leave.
- Public holidays: There are 14 official public holidays workers can take, including some Islamic events. If an employee is required to work during holidays or leaves, he will be compensated with another rest day or be paid for that day, a wage as he would be paid on a normal day plus an addition of at least 50 per cent on his basic wage.
Employee rights
The UAE has prioritized the advancement and protection of workers’ rights, recognizing the crucial role of foreign labor in its economy. The employee rights includes: International Commitments and Local Laws: The UAE has endorsed nine major International Labour Organization conventions related to workers’ rights and has adopted comprehensive laws covering recruitment, pay, housing, and health. It also engages in Memoranda of Understanding with workers’ home countries to enhance labor rights protection. Protections for Overseas Domestic Workers: Introduced in 2017, Federal Law Number 10 ensures domestic workers’ rights to keep personal documents, change employers more freely, and receive essential benefits like paid leave and proper accommodation. It also improves job contract transparency and stipulates conditions for contract termination. Legal Framework and Dispute Resolution: Workers’ rights to a fair resolution process are supported by the Ministry of Human Resources and Emiratization, which offers free legal services and a 24-hour hotline for complaints. Labor care units and court offices provide additional support and legal assistance for labor disputes. Recruitment and Employment Practices: The UAE prohibits charging recruitment fees to employees and the confiscation of passports. Employers must provide comprehensive health insurance and proper accommodation, ensuring that workers do not need employer permission to exit the country. Read more here.Emirates ID Application
After passing the medical fitness test, employees must apply for an Emirates ID, which serves as the national identification card. The application can be submitted at authorized centers or through the Federal Authority for Identity and Citizenship (ICA) website.
Residence Visa Stamping
Once the medical fitness test and Emirates ID application are completed, the employee’s passport is submitted to the GDRFA for residence visa stamping. This visa allows the employee to reside and work legally in the UAE.
Work Permit
A work permit is issued by the Ministry of Human Resources and Emiratisation (MOHRE). The employer typically handles the work permit application as part of the employment process. This permit is necessary for legal employment in the UAE.
Health Insurance
Employers in the UAE are required to provide health insurance coverage to their employees. Proof of health insurance is a requirement for the residence visa application process.
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Types of Residence Visas for Employment
- Standard Employment Visa: For employees working in private sector companies registered with the MOHRE.
- Free Zone Employment Visa: Issued to employees working in one of the UAE’s many free zones. Each free zone authority issues its own employment visas.
- Government Employment Visa: For employees working with federal or local government entities in the UAE.
Important Considerations:
- The validity of a residence visa typically ranges from one to three years and is renewable.
- Employees must adhere to the regulations set by both the MOHRE and the GDRFA during their stay in the UAE.
- Failure to comply with visa requirements can result in fines or deportation.
For more detailed information, please visit the official government website here.
The benefits of global EOR
WTS Energy stands out for its industry expertise and global reach. Our professionals have extensive experience in the energy sector, making us uniquely equipped to handle the specific challenges of hiring and managing a global workforce. We provide:
Compliance with Local Regulations
Stay on the right side of local laws with EOR services that ensure compliance with labor laws, tax codes, and employment regulations, minimizing legal risks in the energy sector.
Cost Efficiency
Cut costs and hassle with EOR services, which eliminate the need for local entities and free up resources for your core business activities.
Lightning-Fast Market Entry
Beat the competition by rapidly onboarding skilled professionals with EOR services, ensuring you meet project deadlines and secure contracts quickly.
Tap into Global Talent
Hire the best from around the world! EOR services give you access to a global pool of specialized professionals for your complex energy projects.
Focus on What Matters
Let EOR handle the nitty-gritty of employment management, so you can concentrate on strategic planning, project execution, and driving innovation.
Enhanced Flexibility
Adapt to project needs with ease. EOR services offer the flexibility to scale your workforce up or down without the hassle of permanent local hires.
Reduce Your Risks
EOR services help you navigate regulatory changes and geopolitical challenges, ensuring your workforce management is compliant and robust.
Simplify Payroll & Benefits
Streamline payroll and benefits management across multiple jurisdictions with EOR services, boosting operational efficiency and employee satisfaction.
Get Ongoing HR Backup
Beat the competition by rapidly onboarding skilled professionals with EOR services, ensuring you meet project deadlines and secure contracts quickly.
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of our experts →
How to get started, step-by-step
At WTS Energy, we offer comprehensive EOR services in the UAE designed to simplify international hiring and compliance for energy companies. Our tailored solutions ensure that you can efficiently and effectively manage your global workforce, allowing you to focus on your core business activities.
No need to limit your growth
We can assure a compliant legal entity for your business to grow in the country of your choice.
Consultation and Needs Assesments
We begin with a detailed consultation to understand your specific needs in the energy sector, including project scopes and workforce requirements, then assess your staffing and regulatory needs, analyzing necessary skills and certifications.
Custom Solution Development
We develop a tailored EOR solution, including payroll, tax compliance, and benefits administration.
Implementation
We manage the onboarding process, ensuring all legal and administrative requirements are met for seamless integration.
Ongoing Management
Our team provides continuous support, handling payroll, compliance, and HR issues, ensuring smooth operations.
Feedback and Improvement
We actively seek feedback to refine and enhance our services, ensuring the best possible experience for both employers and employees.
EOR to help you grow in the UAE
Do you have questions?
What is employer of record in the UAE
An Employer of Record or EOR in the UAE is a third-party service that manages HR tasks, payroll, tax compliance, and legal adherence for businesses. It allows companies to hire employees in the UAE without setting up a local entity, facilitating quick and compliant market entry and operations.
How long does it take to get an EOR in the UAE?
Are there risks included with employer of record?
When do I convert a contractor to an employee?
My question is not here?
