Awareness

Mission Visa UAE

Mission Visa UAE 2026: Duration, Requirements, Costs & Key Changes
Mission Visa UAE 2026: Duration, Requirements, Costs & Key Changes 800 500 HRSG

Mission Visa UAE — formally known as the Visit Visa for Work Assignments — was first introduced in February 2022 as a single-entry, 90-day short-term work permit for project-based professionals. In January 2026, the UAE Cabinet published a significant overhaul of the Mission Visa framework, converting it into a two-year, multiple-entry permit.

Under the updated framework, assignees are allowed to enter and exit the UAE for project work, staying up to 60 days per trip with a cumulative cap of 180 days in any rolling 12-month period. Visa validity is linked electronically to the traveller’s passport, enabling seamless passage through e-gates and eliminating the need for fresh stamping on each arrival.

The visa remains issued by the Ministry of Human Resources and Emiratisation (MoHRE) and continues to serve companies with short-term or project-based staffing needs. The 2026 changes make it significantly more flexible and cost-effective for employers managing repeated deployments of the same specialists.

Note: The Special Mission Visa remains a separate, shorter permit issued by the Department of Naturalization and Foreign Affairs, valid for 16 days. It is non-renewable and non-extendable. The updates described in this post apply to the standard Mission Visa / Visit Visa for Work Assignments only.

 

Mission Visa UAE: Introduction

Mission Visa UAE is a short-term work permit provided to eligible and experienced professionals. It is a single-entry visa that allows them to work in the UAE for limited-time assignments or on a project basis. 

In contrast to long-term residence or employment visas, Mission Visa UAE lets these individuals lawfully remain in the UAE for a maximum of 90 days. It is an ideal option for companies that have short-term labor needs or are looking to hire experts on a project-to-project basis. The visa is issued by the UAE Ministry of Human Resources and Emiratization (MOHRE). 

Note: It is different from the Special Mission Visa, which allows an individual to stay in the UAE for 16 days. It is non-renewable and non-extendable. Moreover, it is issued by the Department of Naturalization and Foreign Affairs. 

Work Permit Application

Requirements for Mission Visa UAE

The Mission Visa UAE requirements are quite simple. Below is a quick overview from the employer as well as the employee’s perspective. 

Employer Eligibility

As an employer, you must have the following to be able to sponsor a Mission Visa:

  • Valid trade license in the UAE
  • Be registered with MOHRE
  • Obtain a mission visa quota approval from MOHRE

Eligibility criteria and visa quotas vary depending on the company’s activities and are determined by the Ministry of Labor.

Employee Eligibility

As an employee, to be eligible for a mission visa, you will need:

  • Valid passport
  • Clean criminal record
  • Relevant qualifications and experience for the job 

Documentation for Mission Visa UAE

Below is a quick overview of the documents you will require for this visa. 

Employer

  • Copy of company’s trade license 
  • Active labor card
  • MOHRE approval 
  • Quota approval for the position.

Employee

  • Valid passport
  • Medical fitness certificate
  • Educational qualification certificate as required based on the role 
  • Employment offer letter 

Duration of the Mission Visa UAE

The Mission Visa is now issued as a multiple-entry visit visa valid for two years. Holders can stay up to 60 days per individual trip, with a cumulative cap of 180 days in any rolling 12-month period.

A mandatory medical exam must still be completed within 15 days of first entry, and renewals are required only every 24 months.

Key points on duration:

  • Visa validity: 2 years from date of issue
  • Maximum stay per trip: 60 days
  • Cumulative stay limit: 180 days per rolling 12-month period
  • Re-entry: Multiple entries permitted — no need to cancel and reapply between project trips
  • Medical exam: Must be completed within 15 days of first entry into the UAE

If the employee exits the UAE before completing a trip, the visa remains valid for re-entry within the two-year validity period, provided the cumulative stay limits are not exceeded. This removes the previous requirement to cancel the visa and have the employee exit before reapplying.

Process of Obtaining a Mission Visa UAE

The process of obtaining a mission visa in the UAE is fairly lengthy. Here’s all the details you need to know about the process. 

1. Apply to MOHRE for a Mission Visa Quota

Unless and until the Ministry of Human Resources and Emiratisation approves the mission visa (60 days) eligibility of your company and the visa quota, you cannot make any hiring. 

This registration and application process for the UAE Mission Work needs to be carried out by the PRO (Public Relations Officer) of the hiring company. Once they submit the necessary documents as required by the MOHRE, the company will receive the eligibility criteria and the quota percentage. 

2. Submit Mission Visa Application

Once you have the quota approval, collect the necessary documents from your new hire, including a copy of your passport, educational certificates, and medical fitness report. Make sure that the information on these documents is consistent and has no errors. 

The employee will also have to sign the mission visa application. Submit the application via MOHRE’s online portal. 

3. Submit Mission Visa Entry Permit

Once the mission visa application is approved, submit the mission visa entry permit. Only after this entry permit has been granted can the new hire enter the UAE. 

4. Post-Entry Checks

Upon arrival, the employee gets an entry visa stamped on their passport. They will also have to submit a copy of their UAE mission visa to their employer. They may also have to undergo medical tests for final clearance. 

Additionally, the employee will have to apply for a labor contract. They should read the terms carefully, sign them, and submit them for approval. Once approved, the employee gets a labor card and a UAE labor contract.

Mission Visa Cost UAE

The MoHRE application fee remains AED 100, with an approval fee of AED 500. The overall cost breakdown for a Mission Visa in 2026 is as follows: entry permit fee AED 300–500; medical test fee AED 350–700 covering mandatory health evaluations including tuberculosis screening; Emirates ID fee AED 100–200 including biometrics; and health insurance for the 90-day stay approximately AED 200–500.

Total costs typically range from AED 1,500 to AED 3,500 depending on the emirate, the employer’s establishment category, and whether the employee is applying from inside or outside the UAE. Free zone entities generally incur lower costs than mainland companies in sectors such as construction, where quota premiums apply.

Under the two-year validity of the updated Mission Visa, the per-deployment cost is significantly reduced compared to the previous model, where a new visa was required every 90 days.

Mission Visa Processing Time and Renewal

Under the updated MoHRE Work Bundle platform, processing from quota approval to labour card issuance now typically takes 5–10 working days, reduced from the previous two-week timeline. Employers using MOHRE’s online portal for submission benefit from the faster turnaround. End-to-end, including post-entry medical screening, the full process remains approximately two weeks from initial application to the employee being cleared to work.

What If You Overstay?

Overstaying on a Mission Visa may result in hefty fines, deportation, or bans from entering the UAE for some time. Thus, it is wise to be mindful of your stay on the visa and exit the UAE before the visa expires. 

Benefits of Mission Visa UAE

There are significant benefits to obtaining a mission visa. Some of the most significant ones are listed below for you:

Salary Efficiency

Mission Visa allows you to get skilled workers for your projects without binding them to long-term contracts and the financial burden that comes along with it. Moreover, sponsoring employees for short-term projects does not always have to be heavy on your pocket. 

Faster Processing

The processing time for this visa is comparatively quicker than that of other employment visas. 

You’ll Never be Short-Staffed

As a company, you may not always need an individual with niche expertise on board with you full-time. Mission Visa allows you to bring these experts on board whenever you want. It also gives you the freedom to pick your expert from wherever you want. This means that as a business, you can always have some experts on the roster with you and get them to contribute when you wish. 

Conclusion

Mission Visa UAE makes it significantly easier to meet your short-term staffing needs for specific roles and projects that require expertise that may not be available. The best thing about the visa is its faster processing time. That being said, it demands equal responsibility and scrutiny like other visas as an employer. You must be careful of the mission visa quota assigned to you and act accordingly. 

HRSG is a globally renowned HR & Payroll service company in Dubai. We work closely with each of our partners, providing strategic and innovative solutions. Reach out to us to understand how Mission Visa UAE can be particularly beneficial for your company and how we can obtain it for you on your behalf. 

What Does a Payroll Company Do?

What Does a Payroll Company Do and Why Does Your Business Might Need One?
What Does a Payroll Company Do and Why Does Your Business Might Need One? 800 500 HRSG

Payroll is one of the most sensitive and compliance-heavy areas in your business. You are not just paying people. You are also managing taxes, deductions, legal obligations, and deadlines that can’t be missed. 

Get it wrong, and the consequences can be immediate and painful:

  • Employees lose trust when pay is delayed or inaccurate.
  • Tax agencies may impose fines or conduct audits for late filings or misclassifications.
  • You spend hours untangling errors instead of focusing on growth.

In short, mishandling payroll can damage both morale and your bottom line.

That’s where a payroll company takes the complexity out of payroll, handles the admin, and keeps you compliant. But what exactly do they do, and why might your business benefit from hiring one? Let’s break it down.

What Is a Payroll Company?

A payroll company is a third-party service provider that manages all aspects of paying your employees. From calculating salaries and tax deductions to issuing payslips and ensuring compliance with tax laws, they handle the intricacies of your payroll operations.

What Does a Payroll Company Do?

Here’s a closer look at the specific services offered by most payroll companies:

1. Employee Payment Processing

At its core, payroll involves making sure employees get paid the right amount, on time. A payroll company:

  • Calculates gross wages based on hours worked or salary
  • Deducts income tax, insurance, retirement contributions, and other withholdings
  • Processes bonuses, commissions, reimbursements, and overtime pay
  • Ensures correct net pay is deposited to each employee’s account

2. Tax Filing and Compliance

Staying compliant with tax laws is a major mandate for businesses. Payroll providers take this off your plate by:

  • Calculating federal, state, and local payroll taxes, like social security, medicare, state income tax, and local city tax
  • Filing tax returns on your behalf, quarterly and annually
  • Managing year-end forms for full-time employees, freelancers, or contractors
  • Keeping track of changing tax laws and regulations.
  • Handling tax notices or inquiries from authorities, like penalty letters or state audit requests

Payroll & Taxes

3. Direct Deposit and Pay Stub Generation

Instead of issuing physical paychecks, automatically transferring employee salaries to their bank accounts is faster, safer, and more convenient. Payroll companies:

  • Set up and manage direct deposit for employees
  • Issue physical or digital pay stubs with detailed breakdowns
  • Provide access to employee portals for pay history and tax documents

4. Employee Onboarding and Data Management

As part of payroll processing, providers help with:

  • Collecting tax forms
  • Setting up new employee profiles
  • Tracking changes in pay, status, benefits, or withholdings
  • Managing employee exits, final paychecks, and severance

5. Time Tracking Integration

Some payroll services integrate with time tracking software to:

  • Automatically calculate hours worked
  • Include vacation, sick leave, and PTO (Paid Time Off)
  • Minimize manual entry and human error

6. Benefits Administration

Full-service payroll companies help with:

  • Calculating and withholding health insurance premiums
  • Managing retirement plan contributions
  • Administering leave policies and paid time off
  • Syncing benefit deductions with payroll cycles

7. HR and Compliance Support

Many modern payroll providers also offer HR tools, including:

  • Employee handbooks and policy templates
  • Labor law compliance support
  • Guidance on employee classification, like contractor vs. full-time
  • Workplace posters and alerts for labor law updates

Why Might Your Business Need a Payroll Company?

Whether you’re a startup or a growing enterprise, outsourcing payroll can bring significant advantages. Here’s why:

1. You’re Spending Too Much Time on Payroll Tasks

Payroll is repetitive and detail-heavy. If you’re spending hours each month calculating salaries, reviewing tax rates, and generating reports, you’re losing valuable time that could be spent on strategy, product development, or customer acquisition. A payroll provider automates the process and saves you time.

2. You’re Worried About Compliance and Penalties

Tax regulations are constantly changing. A simple mistake can lead to penalties or audits. For example, you could miss a filing deadline or misclassify a worker. Payroll companies stay current with the latest laws and ensure compliance. This helps you avoid costly errors.

3. Your Team Is Growing

When you’re managing just one or two employees, manual payroll might seem manageable. But as you scale, payroll becomes more complex. Different pay structures, tax rates, and benefit plans require powerful systems. A payroll provider can scale with your team and ensure accuracy at every level.

4. You Have Remote or Multi-State Employees

Different states have different payroll laws, minimum wage rates, and filing requirements. If your team is remote or spread across multiple locations, it gets complicated fast. Payroll companies handle multi-state compliance with ease.

5. You Want Professional Recordkeeping

Payroll records must be accurate and well-maintained for legal and financial reasons. Providers generate detailed reports and maintain a secure record of every transaction, deduction, and filing. This makes audits, year-end reporting, or employee disputes easier to handle.

6. You Want to Improve Employee Experience

Employees expect timely payments, accurate pay slips, and easy access to their pay records. Payroll providers often offer self-service portals. Through these portals, employees can download payslips, update tax information, and view benefits. This makes their experience better and decreases your admin burden.

Payroll & Salary

How to Choose the Right Payroll Company?

Choosing a payroll provider depends on your business size, needs, and budget. Here are some key factors to consider:

1. Ease of Use

Is the interface intuitive? Can you easily run payroll, access reports, and manage employee data? Look for a solution that makes your workflow simpler.

2. Customer Support

Is help available when you need it? Check for support hours, response times, and whether you get a dedicated rep. Payroll mistakes require immediate attention, as they directly impact trust and morale.

3. Tax Filing Guarantee

Many providers offer a guarantee that they’ll cover penalties if they make a tax error. This kind of assurance is valuable when outsourcing compliance.

4. Integration Options

Does the service integrate with your accounting software, HR tools, or time-tracking system? Integration decreases manual work and improves accuracy.

5. Pricing Transparency

Understand the pricing model. Are you paying per employee, per payroll run, or monthly? Are there extra fees for year-end filings or direct deposit?

6. Scalability

Your payroll needs will grow. Choose a provider that offers advanced features like multi-state payroll, benefits administration, and HR tools as your business expands.

Final Thoughts

Running payroll involves managing taxes, meeting deadlines, handling documentation, ensuring legal compliance, and maintaining employee trust. A payroll company takes these moving parts and turns them into a smooth, reliable process.

If you are spending too much time on admin work, making frequent errors, or just want to free up headspace, outsourcing payroll might be the smartest move for your business. It brings efficiency to your business and peace of mind for you.

HRSG is a globally renowned HR & Payroll service company in Dubai. Our payroll and HR experts will help you streamline your HR functions, bringing about efficiency and accuracy in your operations. Contact us today to see how we can efficiently manage your company’s payroll needs.

End of Service Benefits in Saudi Arabia: How to Calculate Your Gratuity

End of Service Benefits in Saudi Arabia: How to Calculate Your Gratuity
End of Service Benefits in Saudi Arabia: How to Calculate Your Gratuity 800 500 HRSG

Think of the end-of-service benefits in Saudi as a financial cushion for employees at the end of their contract. Whether you’re moving on to a better opportunity or heading home after years in the Kingdom, the end-of-service benefit, also known as gratuity, is a legal right under Saudi Labor Law. The good part? It applies to Saudi nationals as well as expatriates. 

In this blog, we will break down the concept of gratuity and help you understand the following things:

  • What are the end-of-service benefits?
  • Law addressing end-of-service benefits in Saudi Arabia
  • End-of-service benefits in Saudi
  • Who is entitled to gratuity benefits? 
  • How to calculate your gratuity

What are the End of Service Benefits?

Gratuity, also known as End of Service Benefits (EOSB), is a financial reward given by an employer to an employee in recognition of their dedication, hard work, and service over the course of their employment. It is typically paid out when the employment relationship ends, whether due to resignation or termination.

Under Saudi labor law, an employee who resigns becomes eligible for gratuity after completing two years of continuous service with the same company.

On the other hand, if the employee is terminated, they are entitled to the full accrued gratuity provided they have completed at least one year with the company. For employers, gratuity represents a financial obligation that must be accounted for.

According to Article 2 of the Saudi Labor Law, all fixed components of an employee’s salary are included in the calculation of end-of-service benefits in Saudi Arabia. These include:

  • Basic salary
  • Housing allowance
  • Transportation allowance
  • Mobile allowance

On the other hand, variable benefits, such as sales incentives, ticket allowances, and bonuses, are excluded from the calculation as they depend on other factors.

Law Addressing End-of-Service Benefits in Saudi Arabia

The end-of-service benefits in Saudi Arabia are governed by the Saudi Labor Law under Articles 84 to 88. 

  1. Article 84: When an employee’s work ends, the employer must pay an end-of-service benefit. This includes:
  • Half a month’s salary for each of the first five years of service
  • One month’s salary for each year after that

The benefit is based on the employee’s last salary and should also include a proportional amount for any partial year worked.

  1. Article 85: If the employee resigns:
  • They receive one-third of the benefit if they’ve worked between 2 and 5 years
  • Two-thirds if they’ve worked more than 5 but less than 10 years
  • The full benefit if they’ve worked 10 years or more
  1. Article 86: It can be agreed that the salary used to calculate the end-of-service benefit does not include certain variable components like commissions or sales percentages.
  2. Article 87: Despite what’s stated in Article 85, the employee is entitled to the full benefit if they leave due to a situation beyond their control (force majeure). Also, a female employee gets the full benefit if she ends her contract within:
  • 6 months of getting married, or
  • 3 months after giving birth
  1. Article 88: When employment ends:
  • The employer must pay the employee’s wages and all dues within one week.
  • If the employee ends the contract, the employer has up to two weeks to settle the dues.
  • The employer can deduct any outstanding work-related debts from the employee’s final payment.

Benefits of End-Of-Service Benefits in Saudi

The end-of-service benefits in Saudi Arabia provide financial security and reward employees for their long-term service commitment.

  • EOSB offers a lump sum payment that helps employees manage expenses while transitioning between jobs or planning retirement.
  • Knowing there’s a significant reward at the end of long-term service motivates employees to stay longer with the organization.
  • The payout can be a key part of an employee’s retirement plan, especially for expatriates returning to their home country.
  • It acts as a token of appreciation for an employee’s dedication and years of service to the company.
  • In cases where jobs end unexpectedly, EOSB can help cover immediate living expenses or relocation costs.

Who is Entitled to Gratuity Benefits

The end-of-service benefits in Saudi Arabia are provided to both Saudi citizens and expatriate workers, as long as they’re employed under the country’s labor laws. The key factor for eligibility isn’t nationality but rather the length of continuous service with an employer. 

Minimum Service Requirements

To qualify for EOSB, an employee must complete a certain period of continuous service. These requirements are set by Saudi labor law and may differ depending on the employment contract type and the industry.

Here’s a simple breakdown of how minimum service requirements affect EOSB eligibility:

If the employer terminates the contract (not due to misconduct):

  • Less than 1 year: No EOSB is paid.
  • 2 to 5 years: Half a month’s salary for each year of service.
  • More than 5 years: Full benefit is paid.

If the employee resigns:

  • Less than 2 years: No EOSB
  • 2 to 5 years: One-third of the total EOSB
  • 5 to 10 years: Two-thirds of the total EOSB
  • More than 10 years: Full EOSB

The reason for ending the employment also influences EOSB eligibility:

  • Terminated by Employer (No Misconduct): The employee is eligible for EOSB if they meet the required minimum service duration. The payout depends on how long they’ve worked.
  • Terminated for Misconduct: In most cases, the employee loses their EOSB, especially if it’s clearly mentioned in their employment contract.
  • Mutual Agreement: If both parties agree to end the contract, EOSB is usually paid as per the terms outlined in the mutual agreement.

Employment contract KSA

How To Calculate Your Gratuity

In Saudi Arabia, gratuity payouts are based on two main factors: the employee’s basic salary and how long they’ve worked with the company. Let’s understand the process with an example. 

Suppose an employee was terminated by the employer, and there was no misconduct. 

Service duration: 7 years and 6 months (i.e., 7.5 years)

Step 1: Consider the Last Monthly Salary 

Last Monthly Salary = SAR 11,500

Step 2: Calculate the Benefits for the First 5 Years 

For years 1–5, a half-month salary for each of the first five years is required to be calculated. Therefore:

5 years × 0.5 month × SAR 11,500 = SAR 28,750

Step 3: Calculate the Benefits for the Remaining Years 

For years 6–7.5 (2.5 years), one full month’s salary for each year is required to be calculated. Therefore:

2.5 years × 1 month × SAR 11,500 = SAR 28,750

Step 4: Calculate the Total EOSB

To calculate the total EOSB, add a half-month salary for each of the first five years and one full month’s salary for each year.

SAR 28,750 (first 5 years) + SAR 28,750 (next 2.5 years) = SAR 57,500

Conclusion

End-of-service benefits in Saudi Arabia are mandatory payments employers make to employees when their job ends. Whether you’re a Saudi national or an expat, end-of-service benefits in Saudi Arabia are a reward for your dedication, service, and time invested in your role. 

These benefits offer financial security, reward long-term service, and apply to both Saudis and expats. That being said, gratuity eligibility depends on service duration, with clear rules on how it’s calculated under Saudi labor law.

HRSG is a leading HR services company in Dubai, globally known for its world-class business solutions. Our HR and payroll solution, Octofy®, simplifies and automates the way you manage your workforce. Consequently, it makes HR task management easier, more efficient, and more effective than ever. Contact us today and see what we have for you. 

uae public holidays 2026

UAE Public Holidays 2026: The Complete List with Dates
UAE Public Holidays 2026: The Complete List with Dates 800 500 HRSG

Last updated: June 2026 | Islamic holiday dates confirmed by official UAE moon sighting announcements

2026 is shaping up to be a strong year for long weekends in the UAE. With a bumper six-day break in May for Eid Al Adha and a mid-week National Day break in December, there is plenty to plan around — whether you are an employee mapping out annual leave or a visitor timing a trip around the UAE’s biggest celebrations.

Here is the complete, up-to-date list of UAE public holidays for 2026, with confirmed dates where announced and expected dates for remaining Islamic holidays based on official astronomical calculations.

At a Glance: UAE Public Holidays 2026

Date Day Holiday Days Off
1 January Thursday New Year’s Day 1 day
19–22 March Thursday–Sunday Eid Al Fitr 4 days
26 May Tuesday Arafat Day 1 day
27–29 May Wednesday–Friday Eid Al Adha 3 days
15 June Monday Islamic New Year 1 day
24 August Monday Prophet Muhammad’s Birthday (PBUH) 1 day
30 November Monday Commemoration Day 1 day
2–3 December Wednesday–Thursday UAE National Day 2 days

Note: Islamic holiday dates are confirmed by official UAE moon sighting announcements. Dates marked as confirmed have been officially declared. Remaining dates are based on astronomical projections and may shift by one day.

January 1 — New Year’s Day

The year opens with a public holiday across all seven emirates. New Year’s Day fell on Thursday, January 1, making it a public holiday for both public and private sector employees. Fireworks displays light up Dubai Marina, Downtown Dubai, and Abu Dhabi Corniche. Most businesses, schools, and government offices are closed.

March 19–22 — Eid Al Fitr

UAE residents enjoyed a four-day long weekend to celebrate Eid Al Fitr, with the public holiday starting on Thursday March 19. Eid Al Fitr marks the end of Ramadan — a month of fasting, prayer, and reflection. The four-day break is one of the most anticipated of the year.

What to expect: early morning Eid prayers at mosques, family gatherings, charity, festive shopping, and city-wide celebrations across Dubai and Abu Dhabi.

May 26 — Arafat Day

After an official moon sighting, it has been confirmed that Arafat Day falls on Tuesday May 26. Arafat Day is the second most sacred day in the Islamic calendar. It marks the day during Hajj when pilgrims gather at Mount Arafat in prayer and reflection — the same location where Prophet Muhammad (PBUH) delivered his Farewell Sermon in 632 CE.

As a standalone Tuesday holiday immediately before Eid Al Adha, this creates the longest break of the year.

May 27–29 — Eid Al Adha

Eid Al Adha is celebrated from Wednesday May 27 until Friday May 28. Combined with Arafat Day on Tuesday and the weekend on Saturday and Sunday, most employees can expect a bumper six-day-long weekend.

Eid Al Adha, the Festival of Sacrifice, honours the willingness of Prophet Ibrahim to sacrifice his son in obedience to Allah’s command. Families who are able to do so sacrifice an animal, with a portion shared with those in need.

What to expect: special mosque prayers, long family lunches, charity drives, shopping mall promotions, and festive dining across the UAE.

June 15 — Islamic New Year

The UAE has declared Monday, June 15, a public holiday for both public and private sectors to mark the Islamic New Year, marking the start of the year 1448 AH. Federal government entities and private sector employees will all have the day off, with work resuming as normal on Tuesday June 16.

The Islamic New Year, also known as Hijri New Year, commemorates the Prophet

Muhammad’s migration from Mecca to Medina. Mosques hold special prayers, and it is typically observed as a dry day with hotels and public spaces observing relevant restrictions.

Eid Al-Adha 2025 UAE

August 24 — Prophet Muhammad’s Birthday (PBUH) — Expected

The Prophet Muhammad’s Birthday falls on Monday August 24, with the official day falling on Tuesday August 25 and the holiday moved to the start of the week.

Mawlid Al-Nabi is observed with special mosque sermons and spiritual reflection. It is a quieter holiday — a day of rest, community, and time with family rather than large public celebrations.

 

November 30 — Commemoration Day

Commemoration Day was declared in 2015 by the late His Highness Sheikh Khalifa Bin Zayed Al Nahyan. It honours Emiratis who have sacrificed their lives in service to the UAE. A moment of silence is held at 11:30 AM across the country. Schools and workplaces pause to remember. Government initiatives on this day include housing programmes for martyrs’ families, education support for their children, and the Martyrs’ Families’ Affairs Office at the Crown Prince Court.

December 2–3 — UAE National Day

The last long holiday for the year will be for the UAE National Day, where residents will enjoy a two-day break from Wednesday December 2 to Thursday December 3.

UAE National Day commemorates the unification of the seven emirates on December 2, 1971. In 2026 it falls on a Wednesday and Thursday, creating a natural mid-week break that many residents combine with annual leave for an extended celebration.

What to expect: fireworks in Dubai, Abu Dhabi, and Sharjah; the UAE flag illuminated on the Burj Khalifa; aerial displays by the UAE Air Force aerobatic team Al Fursan; free concerts and cultural shows; and the country draped in red, green, black, and white from cars to skyscrapers.

 

UAE National Day 2025

4 Tips to Make the Most of Your Time Off in 2026

  • Plan around the May mega-break. The Arafat Day + Eid Al Adha combination gives most employees a six-day break using zero annual leave. Book travel early — this is the busiest travel weekend of the year.
  • Stack leave around Islamic New Year. June 15 is a Monday. Taking Tuesday June 16 as annual leave extends the break to four days with the weekend.
  • National Day mid-week break. December 2–3 falls Wednesday–Thursday. Adding Friday gives a five-day break with just one day of annual leave.
  • Confirm Islamic dates before booking. Eid and Islamic New Year dates are finalised only after official moon sighting announcements. Book refundable rates for travel around these dates until confirmed.

Wrapping Up

2026 offers a well-distributed mix of long breaks, religious observances, and national celebrations. The May Eid Al Adha mega-break is the standout of the year, but smart leave planning around Islamic New Year and National Day can turn the second half of the year into a series of extended weekends.

HRSG is globally renowned for its HR services in Dubai. Whether you need support managing employee leave entitlements, public holiday compliance, or workforce planning around UAE holidays, our team is here to help. Contact us today.

IT Jobs Dubai

Is Dubai Good for IT Jobs? Here’s What You Need to Know Before Moving
Is Dubai Good for IT Jobs? Here’s What You Need to Know Before Moving 800 500 HRSG

Dubai’s digital boom is a blueprint for cities globally. The IT market is on the verge of witnessing a massive growth spurt, driven by artificial intelligence, cloud computing, and other technologies. 

One thing is certain: To expand and conquer the world technologically, Dubai will need specialists in information technology and related fields. The number of jobs is going to grow. But should you move to Dubai for an IT role?

This blog will answer this question in detail. We will look at the factors driving IT expansion, salaries you can expect, work policies, and more. 

Two Important Factors Driving the IT Expansion in Dubai 

D33 Economic Agenda

The Dubai Economic Agenda (D33) aims to double the size of Dubai’s economy in the coming decade. It includes 100 transformational projects, one of which happens to be the ‘Sandbox Dubai,’ which allows testing and commercializing of new technologies.  

Some of the other projects include:

  • Launching a scale-up program for 30 companies to shape them into global unicorns
  • Developing an SME scale-up programme by identifying 400 high-potential companies

As for numbers, the agenda also includes increasing investments, be it foreign direct investment or private sector investment. Another goal is to generate an annual contribution of AED 100 billion from digital transformation projects to Dubai’s economy.

Of course, all of this will require tech support in one way or the other. Some may even require specialized job roles that are very niched and targeted while others may demand an approach similar to that of a polymath. 

Smart Dubai Initiative

Via its Digital Dubai Office, the Dubai government has launched 130+ partnerships with government and private sectors. Some of these initiatives are: 

  • Dubai Data Initiative
  • Dubai Blockchain Strategy
  • Dubai AI Roadmap
  • Dubai Paperless Strategy 

Of course, all these initiatives are rooted and backed by information technology. This means that tech leaders and specialists will not only be needed to set up the activities under these initiatives, but also maintain them and further expand on them. 

IT Employees Dubai

Benefits of Working in Dubai

Higher Salaries 

Dubai offers one of the most competitive salaries for all roles as compared to other top cities globally. This is especially true if you are a skilled professional in domains such as IT, finance, healthcare, and its likes. 

Tax-Free Income

Unlike other countries where your salary undergoes taxation, Dubai does not have a personal income tax policy. Which means you get to take home every penny you earn. 

Career Growth

Even if you start at entry level, there is a good chance of growing exponentially in your career in Dubai. Since the economy is rapidly expanding and the government is actively pushing for growth, many companies are expanding, and new projects are being launched. 

So if you actively work on developing your expertise and skill set, the chances for career advancement and professional networking can be quite high.  

Quality of Life

One of Dubai’s primary goals is happiness. As the government transforms the city through smart technology, they are parallelly working to enhance everybody’s short- and long-term happiness and wellbeing.  

They have a Happiness Agenda, a one-of-a-kind, scientific and systematic approach, in place for raising and sustaining happiness levels and measuring the impact on their residents and visitors. 

In addition to this, the city has excellent infrastructure, public transportation, residential areas, entertainment opportunities, and medical services. Leisure spots are another highlight of city life, and they contribute to the high quality of life. 

Cultural Experience

Dubai is quite like a home away from home, given its mix of cultures, foods, and languages. The city houses people from all over the world, making it culturally rich and making it a diverse experience for everyone. Moreover, everyone here is extremely warm and considerate. 

IT Salaries in Dubai

When we say that Dubai offers one of the most lucrative salaries, we are not joking. Below are the average monthly salaries across different IT roles in Dubai:

  • IT Engineer: AED 6,500 
  • Information Systems Specialist: AED 5,000 
  • IT Assistant: AED 3,500 
  • Assistant IT Manager: AED 9,500 
  • System Administrator: AED 7,500 
  • IT Manager: AED 12,500 
  • IT Infrastructure Manager: AED 12,000
  • IT Project Manager: AED 16,000
  • Technical Manager: AED 16,500 

IT girl working

Other Things You Need to Know

  • Employees can apply for a job from anywhere in the world. However, to live and work in Dubai, you will need a residence permit and work visa. 
  • You may also obtain a job-seeker visa if you want to visit the country to look for employment. 
  • Health insurance is mandatory for all employees, regardless of the category. 
  • Many companies may also include transportation and housing allowances as part of salary packages. 
  • Some employees may also be eligible for relocation assistance to move to Dubai.
  • There are generous leaves for all employees here. This includes annual leave, sick days, and maternity leave to guarantee a healthy lifestyle. 

Conclusion

If you are exploring job opportunities in the information technology industry in Dubai, there is no better time to do so. The Dubai government is extremely supportive and works relentlessly to streamline the legal processes for tech enterprises, as well as offer world-class support to companies. 

The city’s IT sector boasts global leaders like Meta, Microsoft, Google, IBM, Apple, Cisco, and Tata Consultancy Services. Moreover, this list is set to expand as the Dubai Chamber of Digital Economy attracts more startups to the city. 

Not to forget that Dubai Internet City (DIC) and Dubai Outsource Zone (DOZ) together have approximately 1,600 companies registered and 15,000+ skilled employees. And these numbers are only expected to grow. Finally, there is no doubt about the lucrative salaries and employee policies that ensure fair treatment.

HRSG is globally renowned for its HR services in Dubai. Our key presence in the UAE and KSA markets grants us ample knowledge and experience to simplify business complexities and drive agility in your organization. Our people, business, finance, and accounting solutions address important facets of your business for unprecedented productivity and growth. Contact us today and see what we can do for you. 

 

UAE Labour Card

UAE Labour Card 2026: Everything You Need to Know
UAE Labour Card 2026: Everything You Need to Know 800 500 HRSG

Many factors set UAE’s job market apart from the rest of the world. A strong and stable economy, tax-free income, and diverse career opportunities are just a few things that make this region an ideal destination for job seekers from all over the world.

The UAE’s authorities have introduced several policies and rules to protect the rights of both its employees and employers. One key step in this direction is the labour card. Every candidate looking for work must always have this card with them when looking for a job in the UAE.

But what exactly is this labour card and how can you get one for yourself? This is what this blog is all about. So, keep on reading till the end to know everything there is about the labour card in the UAE.

  • What is the UAE Labour Card 2026?
  • UAE Labour Card Eligibility Criteria
  • The Process for Getting a UAE Labour Card
  • Required Documents
  • The Applications Process
  • Ways to Check Your UAE Labour Card Online
  • Downloading the UAE Labour Card

  • UAE Labour Law Updates Affecting Your Labour Card (2025–2026)

  • UAE Labour Card: Fee, Expiry, and Fines
  • Modification or Renewal of the UAE Labour Card
  • Benefits of the UAE Labour Card

What is the UAE Labour Card?

A labor card is a form of identification that every worker in the UAE must possess and carry with them at all times. The Ministry of Human Resources and Emiratisation (MoHRE) or the relevant free zone authorities in the place of your work are responsible for issuing the UAE labour card. The labour card is a form of ID showing details regarding your work in the UAE.

This essential document for workers in the UAE establishes better employer and employee relations by facilitating the sharing of vital information. This information can also be used to determine employee benefits or for setting up payroll.

Initially, MoHRE issued physical labor cards but there was a change in the policy. Now workers get a digital version of the card that they can keep on their phones, or they can print these themselves if they prefer keeping a physical paper copy.  

Following is a list that shows the type of information you can find on your labor card:

  • The employee’s name
  • The name of the employer
  • The employee’s labor card number
  • The employee’s work permit number
  • The employee’s occupation
  • The nationality of the employee
  • Card Expiration Date
  • The employee’s personal identification number

Happy employee with UAE Labour Card

UAE Labour Card Eligibility Criteria

Every employee in the UAE regardless of the nature of their work, nationality, or the nature of their sector, i.e., public or private must obtain a labour card and an appropriate work permit to show compliance.

Following are a few considerations in this regard:

  • Every employee older than 18 and younger than 60 is eligible for the labour card.
  • The employee must be academically qualified for the role.
  • The employee must be physically and mentally fit and they must pass necessary medical examinations.
  • Foreign employees must possess the relevant certificates from their home country.

As an employer, you need to pay attention to the following details:

  • You must not possess expired labour cards.
  • Employers must strive to keep their records in order.
  • They must compensate the employees fairly in terms of salary and benefits based on their work.
  • The businesses must adhere to every MoHRE guideline.
  • The employers must provide the employees with the labour card within 60 days of their arrival.

Failure to do these things can lead to violations, which opens you up to fines and other penalties.

The Process for Getting a UAE Labour Card

Following are the main steps involved in the process of getting your UAE labour card:

Required Documents

First and foremost, you need to gather all the essential documents you will need to fill out the application. You can look at the following checklist for this purpose.

You will need:

  • The latest photograph (of the employee)
  • Company’s valid trade license Copy
  • Copies of employees’ passports and their entry visas
  • Health certificate of the employee
  • Employment contract (3 copies)
  • Academic credentials, depending on the job, i.e., a copy of a university certificate for a doctor, engineer, lawyer, etc.

The Applications Process

Following is the step-by-step process for obtaining a labor card in the UAE:

  • Foreign workers first need a valid residency visa along with a work permit to get a job in the region. The residency visa shows you are allowed to live and work in the country, and it is essential for getting your work permit or labour card. 
  • Next, you will need to obtain your work permit before legally starting a job in the UAE. Your work permit is mainly taken care of by the employer. You can usually get your labour card while applying for a work permit.
  • Next, your employer needs to get a visa quota approval from the MoHRE.
  • In the case of free zone companies, they must get this approval before the employee sets foot in the UAE.
  • The applicant undergoes a background verification process and necessary security checks.
  • They must get a signed contract letter in Arabic and English.
  • The ministry then issues the entry visa “the pink visa” which gives the employee entry into the UAE.
  • Next, the employee has to go through mandatory medical screening to obtain relevant documentation.
  • They also need to provide additional documents as required in the application form and visit the Emirates ID center.
  • After the fee payment, the labour card is issued to the candidate through their sponsoring company. 
  • Once the permit is issued, the passport, Emirates ID, and work permit are stamped officially.

Following the launch of the UAE’s Work Bundle platform, MoHRE processing now takes approximately 5 working days from submission. The full end-to-end process — including medical screening, Emirates ID, and residency stamping — typically takes 2 to 3 weeks in total.

Ways to Check Your UAE Labour Card Online

Following are the two ways you can easily check your labour card number

  • You can use the MoHRE app, which is available both for Android and iOS devices for this purpose. Simply log in to the app, click on your profile, and you will see every piece of information regarding your employment including labour card number, issue date, expiry date, etc. You can also see an electronic version of your labour card by clicking on “View Labour Card” from the app.
  • You can also visit your local Tas’heel service center to get your employment details like labor card number, contract, etc., in person.

Downloading the UAE Labour Card

The UAE authorities no longer issue physical copies of this card. However, you are allowed to download and print this card yourself if you prefer to keep a physical copy with you at all times.

Here is what you need to do to download this card:

  • Visit the official MoHRE website and head to the “Services” section.
  • Now you can select “New Enquiry Services” and then click on “Choose a Service”.
  • Next, you can choose “Print Electronic Work Permit” to proceed.
  • Now you will need to add information like Work Permit Number, Transaction Number, Person Code, Date of Birth, and the security code that appears on your screen.
  • Next, you can click on “Search” to see your details.
  • At the top right corner is the option “Print”. Click on it and your card will be downloaded and printed instantly.

Checking UAE Labour Card

UAE Labour Law Updates Affecting Your Labour Card (2025–2026)

Several significant changes to UAE labour law and MoHRE regulations have come into effect since 2025 that directly affect how the labour card works, what obligations it creates, and what penalties apply for non-compliance.

1. Fixed-Term Contracts Now Mandatory for All Private Sector Employees

All employees in the UAE private sector must now be on fixed-term contracts, typically lasting two or three years. The previous unlimited-term contract model has been abolished. This affects the labour card directly because the labour card is now linked to a fixed-term contract, and any renewal or transfer must reflect the updated contract terms.

Employers who have not yet converted existing unlimited contracts to fixed-term contracts are in breach of the current law and risk penalties during any MoHRE inspection or labour card renewal.

2. Probation Period Rules and Notice Requirements

The probation period is capped at a maximum of six months. Employers must give at least 14 days’ written notice if they wish to terminate an employee during probation. If an employee wishes to leave during the probation period to join another UAE employer, they must provide one month’s written notice. If leaving the UAE entirely, 14 days’ notice is required.

These rules are enforced through the labour card and employment contract registered with MoHRE. Non-compliance with notice periods can result in compensation obligations and restrictions on the new employer’s work permit quota.

3. New WPS Salary Deadline — June 2026

This is the most recent and operationally significant change for employers. Under Ministerial Resolution No. 340 of 2026, every private sector employer registered with MoHRE must credit salaries to workers’ bank or payroll card accounts on the first calendar day of each Gregorian month, effective 1 June 2026.

The updated WPS removes the 15-day grace period that previously meant late payments were not immediately flagged. Under the new rule, there is no buffer period — delayed payments trigger automatic compliance flags in real time.

The penalty escalation structure is as follows:

  • A five-day delay triggers an automatic suspension on the issuance of new work permits.
  • An 11-day delay adds financial fines and a Third Category reclassification for the establishment.
  • A 16-day delay results in labour dispute registration, and by day 21, asset attachment and Public Prosecution referral become possible.

Outstanding WPS violations block all work permit renewals across the entire establishment file, not just for the affected employees. This means a single missed salary payment can freeze labour card renewals for every employee in the company until the violation is cleared.

A company is considered compliant if it pays at least 85% of total wages due to its workforce by the deadline. This threshold accounts for lawful deductions — but any shortfall below 85% triggers the escalation process regardless of the reason.

What this means for employees: Your labour card number is directly linked to WPS monitoring. If your employer misses the salary deadline, MoHRE flags it automatically. You can raise a formal dispute through the MoHRE app or Tas’heel without needing a lawyer or court filing.

What this means for employers: Payroll cut-off dates must now be set at least 2 working days before the 1st of each month to allow banks time to process and confirm transfers. The previous practice of running payroll on the last day of the month is no longer safe under the new rule.

4. 60-Day Labour Card Issuance Deadline

When an employee enters the country or alters their visa status, the employer has 60 days to complete the labour card and residency permit process. Failure to do so results in automatic fines applied to the establishment card. This deadline applies to new hires, visa transfers, and status changes — not just first-time arrivals.

UAE Labour Card: Fee, Expiry, and Fines

Fees

Following are the labour card or work permit fees from inside the country, i.e., for valid residence visa holders:

  • Work permit for persons sponsored by their kinship = AED 200
  • Work Permit for those sponsored by their kinship, including a two-year labour card = AED 300 for the first category, AED 2,000 for the second, and AED 5,000 for the third.
  • Juvenile Work Permit = AED 100
  • Temporary Work Permit = AED 100
  • Temporary work permit with 6-month labour card = AED 500
  • Part-Time Work Permit = AED 100
  • Part-time work permit with 1-year labour card = AED 500

Following are the work permit fees from outside the country for all employment types:

  • Applying for a work permit = AED 200 for each worker
  • Issuance of Work Permit  including Two Years Labour Card = AED 300 for Category 1, AED 600, AED 1,500, AED 200 for Category 2, AED 5,000 for Category 3
  • Work permit (recruitment and employment of workers aged over 65 years from abroad including a two-year labour card) = AED 5,000
  • Changing work permit = AED 200

Following are the fees for the Renewal of labour cards and Transfer of Employees from One Establishment to Another (All Contract Types)

  • Labour Card Renewal – Two Years =
    AED 300 for Category 1,
    AED 600, AED 1500, AED 2000 for Category 2,
    AED 5000 for Category 3
  • Issuing labour card instead of a lost or damaged card = AED 200
  • Changing labour card details or employment contract details = AED 200
  • Permit for transfer from one establishment to another = AED 200
  • Worker transfer and employment permit, including two-year labour card = AED 300 for Category 1,
    AED 600, AED 1,500, AED 2,000 for Category 2,
    AED 5,000 for Category 3.

Expiration

The UAE labor card is valid for 2 years for private employees and for 3 years in case the employee works for a government entity. In both cases, the employee must renew their labour card within 50 days following the date of expiration.

Fines and Penalties

Failing to maintain a valid labour card or comply with MoHRE obligations can result in a range of fines and operational restrictions. The following are the key penalties in effect in 2026:

  • Late renewal — failing to renew the labour card within 50 days of expiry results in a fine of AED 500 per card.
  • Late labour card issuance — employers who fail to issue a labour card within 60 days of an employee’s arrival or visa status change face automatic fines applied to the establishment file.
  • WPS non-compliance — under Ministerial Resolution No. 340 of 2026, salary payments made after the 1st of each month are immediately flagged. A delay of five days suspends new work permit issuance. Delays beyond 11 days result in financial fines per employee. Persistent non-compliance can result in establishment reclassification, asset attachment, and referral to the Public Prosecution.
  • Unpaid fines block all renewals — any outstanding MoHRE fine freezes all labour card and work permit renewals across the entire company, not just the affected employee.

To check your current fines, visit the MoHRE website, select “Services,” then “New Enquiry Service,” then “Fine Calculator.” Enter your card number and security code to view outstanding penalties.

Modification or Renewal of the UAE Labour Card

Every employee must renew their labour card within 50 days after it expires.

Renewal can be completed online through the MoHRE website or the MoHRE smart app, without visiting a Tas’heel centre in person. To renew online, log in to the MoHRE portal, navigate to “Work Permit Services,” select “Renew Work Permit,” and follow the steps to upload the required documents and pay the applicable fee. The renewed card is typically issued within 3 to 5 working days for online applications.

If you prefer to renew in person, Tas’heel service centres remain available across the UAE.

Benefits of the UAE Labour Card

The UAE labour card provides legal and practical protections for both employees and employers. Here is what it enables:

For Employees

  • Legal employment status — the labour card is official proof that you are employed legally in the UAE. Without it, an employee has no standing under UAE labour law and cannot raise a formal complaint with MoHRE.
  • Access to work-related benefits — the card is linked to your employment contract, which determines your entitlement to annual leave, sick leave, overtime pay, and end-of-service gratuity.
  • WPS-linked salary protection — your labour card number is tied to your WPS registration, meaning your salary payments are monitored by MoHRE. If your employer fails to pay on time, the system flags it automatically and you can raise a dispute.
  • Fast-track dispute resolution — employees holding a valid labour card can access MoHRE’s AED 50,000 Fast-Track Rule, which allows the ministry to resolve salary disputes without requiring court proceedings.
  • Health insurance and payroll management — employers use labour card data to set up payroll systems and manage health insurance entitlements accurately.

For Employers

  • Compliance with MoHRE regulations — maintaining valid, up-to-date labour cards for all employees keeps the establishment file clean and prevents automatic blocks on new work permit applications.
  • WPS compliance — each labour card number is required to generate a valid Salary Information File (SIF) for WPS submissions. An expired or missing labour card creates gaps in payroll reporting.
  • Protection against penalties — employers with valid labour cards on file are less exposed to MoHRE inspections and the escalating fine structure introduced under the 2025–2026 labour law amendments.

Conclusion

The UAE labour card is an important document that every employee must possess to show compliance with labor laws and to ensure their rights are protected at all times.

This card allows workers to get fair wages, health insurance, and several other benefits. This is why anyone planning to work in the UAE must understand the labour card requirements.

By staying informed, maintaining the necessary documents, and following the key rules, it is possible to avoid violations and guarantee both the employers and the employees stay compliant with the UAE labour laws and regulations at all times.

Contact HRSG today to navigate the UAE labour card processes without errors. From obtaining a labour card to ensuring timely and accurate fee payments, we can assist you with everything you need.

Corporate Tax In UAE

How To Register for Corporate Tax In UAE: A Complete Guide​
How To Register for Corporate Tax In UAE: A Complete Guide​ 800 500 HRSG

Corporate tax registration is an important part of running a successful business in the UAE. To ensure seamless operations and to make the most of the region’s relaxed tax policies, every business needs to understand how to register for corporate tax in the UAE.

Ever since the introduction of the corporate tax system in 2023, every business operating in the region is required to register for this tax. However, most businesses have no idea how this registration process works.

Failing to file corporate tax returns on time can result in fines and even license cancellation. To avoid these issues, you need to stay on top of your corporate tax responsibilities.

This blog covers the detailed process for corporate tax registration in the UAE. Using this information, you can easily register for this tax and save yourself both time and trouble.

  • Understanding Corporate Tax in the UAE
  • Who Must Register for Corporate Tax in the UAE?
  • Exemption from the Corporate Tax
  • Corporate Tax Rate
  • How to Register for Corporate Tax in UAE: Step-By-Step Process
  • Common Mistakes to Avoid When Registering for Corporate Tax in the UAE

Understanding Corporate Tax in the UAE

The corporate tax is the direct tax on the net income of businesses that operate anywhere in the UAE.

The Ministry of Finance in the UAE introduced the corporate tax law in 2022 to fully implement it in the financial year 2023. The FTA’s Federal Decree Law 47 states that every taxable business, including those in the free zone, must register for corporate tax and get a tax registration number (TRN).

After registration, these entities will pay tax at a standard rate of 9% if their taxable income exceeds the AED 375,000 threshold. If the taxable income of a business is below this threshold, it will be charged with 0% corporate tax.     

Who Must Register for Corporate Tax in the UAE?

If your business falls into the taxable category under the UAE corporate tax policies, you must register for corporate tax. Every business that earns more than AED 375,000 annually must register for this tax on a mandatory basis.

The following are the main entities that must register for corporate tax:

  • Businesses in the UAE mainland
  • Freezone businesses conducting business with the mainland
  • Banking and financial institutions
  • Foreign entities with permanent UAE offices
  • Companies or entities that are managed and controlled within the UAE

Register for Corporate Tax In UAE

Exemption from the Corporate Tax

Some businesses in the UAE are exempt from corporate tax. Though FTA requires such businesses to register for corporate tax or value added tax, they are subject to a 0% tax rate.

Following are some exemptions from the corporate tax in the UAE:

  • The salary of the employee
  • Income from shares, dividends, or capital gains earned in a personal capacity
  • Entities involved in the extraction of natural resources
  • Intra-group transactions or reorganizations 
  • Real estate investments 

Corporate Tax Rate

The Federal Decree-Law No. 47 of 2022 of the UAE states that every taxable entity whose income exceeds AED 375,000 annually must pay corporate tax at the rate of 9%.

Companies whose taxable income is below AED 375,000 and the ones that operate in the UAE free zones are subject to a 0% tax rate. In the case of free zone companies, they must meet the Qualifying FreeZone Person criteria and possess qualifying income if they are to be taxed at a 0% rate.

How to Register for Corporate Tax in UAE: Step-By-Step Process

Following is the detailed step-by-step process for corporate tax registration in the UAE:

  • Gather required documents such as trade licenses, financial statements, company information, bank account information, contact details, passport and ID copies of owners, authorized signatories, shareholders, and directors.  
  • Access the Emaratax portal from the FTA website and register for a new account.
  • Login to the portal with your accurate credentials. You will see all taxable entities linked to your account on the dashboard.
  • If there are no taxable entities, you can add a new one to proceed.
  • Click on “Register for Corporate Tax” to begin.
  • Add entity details like entity type, i.e., mainland business, free zone company, etc., and trade license number, legal structure, and registration number.
  • Click on “Add Business Activities” and then enter the details about the specific activities conducted under your trade license.
  • Entities whose 25% or greater stake is owned by certain individuals must enter the complete ownership details.
  • Businesses that have more than one branch, must add the trade license as well as the business activities of each branch. 
  • Add your business address, phone number, email, and other contact details.
  • Add details like IDs and passport details of persons who are authorized to sign tax papers on your behalf. You must add the correct details of the authorized signatories as well as relevant proof of authorization.
  • After filling out the information, review the entire application carefully. Then tick the declaration box to proceed.
  • Finally, you can submit the registration form by clicking on the “Submit” button.

After submission, the FTA will review your application to ensure the details you have provided are all accurate. You can expect to get a confirmation email for the corporate tax registration along with a TRN in 20 business days. 

Calculating Corporate Tax In UAE

Common Mistakes to Avoid When Registering for Corporate Tax in the UAE

Following are some of the most common mistakes that you must avoid to ensure accurate corporate tax registration in the UAE:

  • Not registering for the corporate tax on time.
  • Entering incomplete or incorrect details of your business.
  • Not paying attention to proper record-keeping or documentation.
  • Not claiming tax incentives or tax deductions.
  • Not seeking assistance from corporate tax professionals. 

Conclusion

Most businesses find it hard to navigate the complex process of corporate tax registration in the UAE. Not paying attention to deadlines, financial record keeping, and proper filing of returns are just a few ways these businesses mess up the process and suffer a great deal.

However, with proper due diligence and a proactive approach, it is possible to handle your corporate tax responsibilities better and avoid issues like operational disruptions or fines.

Businesses can further streamline their tax registration and financial management processes by seeking help from tax professionals. These experts facilitate timely and accurate tax filing, thus ensuring full compliance.

You can visit us at HRSG to get the best corporate tax, VAT, and accounting services for your businesses all over the UAE.  

What is WPS in UAE

What is WPS in UAE? A Look at the Wages Protection System in UAE
What is WPS in UAE? A Look at the Wages Protection System in UAE 800 500 HRSG

The UAE government prioritizes protecting the rights of its workforce above all else. There are many policies currently in effect that ensure the region’s diverse and inclusive workforce is taken care of in terms of salaries, benefits, and other basic employee rights.

One big step in this regard is the implementation of the Wages Protection System (WPS) which is an electronic system that ensures the fair and timely payment of the salaries of the workers in the UAE.

The WPS system facilitates transparency and fosters trust between employers and employees by streamlining payroll processes and safeguarding workers’ rights.

This blog takes a closer look at the WPS in the UAE in detail. So, if you are new to the region and have no idea what WPS is in UAE and wish to learn more about the ins and outs of this innovative system, then keep on reading till the end.

  • An Introduction to the WPS in the UAE
  • Benefits of the WPS
  • The WPS Registration Process
  • How Does the Wages Protection System Work?
  • The WPS SIF Format
  • Rules for Naming Your SIF
  • Tips to Ensure Compliance with the WPS System in the UAE
  • Consequences of Non-Compliance

An Introduction to the WPS in the UAE

WPS Full Form

WPS stands for Wages Protection System. This innovative system was first launched in July 2009 as per the Ministerial Decree No 788. This initiative resulted from the combined efforts of the Ministry of Human Resources and Emiratisation (MoHRE) and the Central Bank of UAE.

This system was further reinforced in 2016 as per Decree No 739. In 2019, additional regulations and guidelines were introduced to increase the scope as well as the effectiveness of this system.

The WPS system refers to a digital salary transfer system that facilitates fair and timely payment of salaries for workers via financial institutions like exchange houses or banks.

WPS UAE protects the wage rights of employees by ensuring transparency as well as proper compensation every single time. WPS gives employers a single centralized database where they can upload the salaries, which MoHRE and Central Bank can validate to ensure fairness.

This system acts as an effective deterrent against fraudulent practices including intentional salary delays, illegal funding sources, and unfair compensation.

WPS mandates that every employer must pay salaries through accredited financial institutions, which ensures better monitoring of wage payments, thus promoting transparency.

This way, WPS prevents labor disputes by addressing every payment-related issue on time. For employers, this system automates payroll processes, saving time, and facilitating better record keeping, which helps in case of disputes.

Benefits of the WPS

WPS has a lot of benefits both for employers and employees. Here are some notable ones that you need to know:

  • It facilitates accurate tracking of fund movements like cash inflow and outflow, which eliminates fraudulent or illegal sources from your business.
  • WPS ensures transparency in terms of salary details by validating the data and forwarding it to a financial organization that disburses the funds.
  • This system ensures that salaries are paid on time, which safeguards employees’ finances and rights.
  • The timely salary payments give the workforce financial stability, which also reflects positively on their productivity.
  • WPS processes ensure your business shows compliance with the UAE labor laws.
  • The WPS streamlines the salary disbursal process by automating payroll tasks and eliminating manual errors, which saves time.
  • It gives employers hardcore proof that they can use to settle fraudulent non-payment cases.   

Wages Protection System in UAE

The WPS Registration Process

Every employer must register for the WPS if he or she wishes to show compliance with the labor laws and avoid potential penalties. However, before registering to this system, there are some requirements that you need to keep in mind.

  • The employer needs to have a corporate bank account registered within the UAE.
  • Your business must have a valid contract with a WPS agent, which can be a bank, exchange house, fintech, or any other financial institution. This agent will carry out the payment of the wages to the employees.
  • The wages must be paid according to the schedule stated in Ministerial Decree No. 788 as amended in Ministerial Decree No. 739 of 2016.
  • Every employer must pay at least 70% of all staff and at least 75% of wages or salaries.
  • Employers have to pay bank fees, provider charges, and other expenses related to payment costs or WPS.

After considering these requirements, you can proceed with the registration process. Employers can use MoHRE’s official website to register for the WPS. For registration, you have to add company details provided by the ministry.

After registration, you have to enter the following information into your portal:

  • Bank account details
  • List of employees
  • Details of the bank or agent you have a contract with 
  • The bank where the employees have an account
  • The dates on which salaries are to be paid
  • Payroll details

How Does the Wages Protection System Work?

Following are a few points that explain the working of the WPS:

  • Employer Registration

Businesses first need to register with MoHRE and an approved WPS agent.

  • Preparation of SIF

Employers then have to create SIF files in an approved format. These files must include employee information and salary details and must be submitted to a WPS-approved agent.  

  • Salary Check by MoHRE and Central Bank

After submission, the MoHRE and the Central Bank do a salary check. This ensures the data in SIF files is accurate and according to the WPS guidelines.  

  • Issuance of the Payment Order

After the WPS salary check and verification, the payment order is issued by the MoHRE and the Central bank to the WPS agent. In case of issues, the employers receive an email stating the errors that they need to remove.

  • Transfer of salary

After the issuance of the payment order, the WPS agents transfer the salary to the bank account of the employees. Some WPS agents issue a WPS payroll card which works like a regular debit card. This further facilitates better transfer and withdrawal of salaries   

The WPS SIF Format

SIFs are salary information files that are a must to ensure accurate payment processing and transfers. A SIF file is created in Excel using a very specific format. You need to add EDR or Employee Details Records to an SIF file. In this file, every employee has a row that starts with a separate EDR column.

Here is the general format of an SIF file:

A B C D E F G H I J
Employee details record Employee 14-digit labor card number Bank Routing Code Employee bank account number Start date of salary End date of salary Number of days for which salary is paid Fixed or basic salary of an employee Variable salary Number of

leave per year

You also need to add your company’s details or the Salary Control Records to the SIF file. Here are the main things you need to add:

  • Company name and ID
  • Payroll period (month and year)
  • Total number of employees
  • Total salary amount
  • Employee name and labor card number
  • Bank account or wage card number
  • Salary amount
  • Number of days worked
  • Overtime hours and the amount
  • Allowances and deductions

Rules for Naming Your SIF

Here are some important points you need to consider when naming your SIF file:

  • The name must be a combination of the MoHRE employer ID and the date and time.
  • The first 13 digits of the name must be the employer’s ID.
  • These digits should be followed by a date in the YYMMDD format.
  • The last six digits should represent the time in hhmmss format. 
  • All of these combined will give you the 25-digit SIF file name followed by .SIF extension.

Tips to Ensure Compliance with the WPS System in the UAE

Following a few things you can do to show compliance with the WPS system in the UAE:

  • Communicate the requirements, policies, and impacts of the WPS system clearly with your employees.
  • Ensure timely and accurate preparation and submission of SIF files.
  • Register with approved financial institutions.
  • Use payroll software to ensure accurate record-keeping.
  • Conduct regular audits to show WPS compliance.
  • Adopt transparent practices to reduce payment disputes.

Compliance with uae labor laws

Consequences of Non-Compliance

The failure to meet the WPS requirements opens you up to fines, penalties, and other legal complications. This is done to protect workers’ rights and prevent fraudulent practices. The fines for payment delays vary based on the size of your company.

Here are the consequences of non-compliance when it comes to WPS:

Companies with 100 or More Employees

  • If a company has 100 or more employees and they fail to pay the salary within 10 days of the due date, they will not get further work permits.
  • The second violation will result in complete work permit suspension. The third violation means the company must pay a fine of AED 5,000 per every unpaid worker.
  • Employers will not be able to issue other companies and the MoHRE can take actions against all other companies that they own.
  • The organization will be downgraded to a third category and the employees will be allowed to move.

Companies with less than 100 Employees

  • The first violation results in a warning from the MoHRE.
  • The work permit restrictions are applicable after the second violation.
  • The third violation will lead to fines and administrative closure in some cases.

Other Penalties

  • If the salaries are delayed for 30 days, the company will be referred to the juridical authorities by the MoHRE. 
  • Not paying for 60 days will lead to a fine of AED 5,000 per affected worker. The fine can also reach a maximum of AED 50,000 for multiple workers.
  • Providing incorrect information to evade salary payments will lead to a fine of AED 5,000 per affected worker.

Conclusion

Compliance with the WPS is the only way employers can ensure timely and fair payments of employee wages, safeguard employees’ rights, and protect themselves from severe penalties.

The WPS’s robust framework creates a fair and transparent working environment where every employee feels valued and appreciated. This is why every employer needs to implement this system if they wish to minimize salary disputes and take the productivity and efficiency of their operations to a whole new level.

Contact HRSG if you are looking for wages protection system implementation services for your business to streamline payroll processes and ensure timely and accurate payments to your employees.

HR Salary in Dubai

HR Salary in Dubai: What Roles Pay the Most?
HR Salary in Dubai: What Roles Pay the Most? 800 500 HRSG

Dubai’s booming economy has positioned itself as a leading business player in the UAE as well as the Middle East. With a diverse job market and relaxed taxation and business operation policies, this region has become the launching pad for countless successful businesses.

As more businesses move to this region, the need for skilled professionals is now more than ever. To make sure businesses acquire the right talent, they need professionals who are skilled in HR services in Dubai.

Human resources experts are currently very high in demand in this region, which means more career opportunities and attractive salaries for these professionals.

But exactly how much can you make as an HR specialist in Dubai? This is what this article is all about. So, if you wish to start your career as an HR expert in Dubai, you are at the right place.

  • Average HR Salary in Dubai
  • High Paying HR Roles with Their Average Salary in Dubai
  • Chief Head of HR (CHRO)
  • HR Director
  • Head of HR
  • HR Officer
  • Talent Acquisition Managers
  • Compensation and Benefits Specialists
  • Employee Relations Specialists
  • Factors Affecting HR Salary in Dubai

Average HR Salary in Dubai

Dubai is the top destination for you if you are an expert in HR. The HR salary in Dubai​ ranges from AED 15,000 to AED 30,000 per month. The exact figure may vary based on your experience, industry type, qualifications, etc.

This attractive HR admin salary in Dubai​ is the result of the diverse job market of the region, which encompasses HR career opportunities in a variety of industries, including but not limited to oil, gas, finance, tourism, and IT.  

High Paying HR Roles with Their Average Salary in Dubai

Now that you know how much you can make as an HR specialist in Dubai on average, let’s go one step further and discuss some high-paying HR roles that you can go for.

  • Chief Head of HR (CHRO)

A CHRO is the leader of the HR department of an organization. This professional oversees hiring policies, mentoring, employee well-being, development, and organization-wide communication. Their duties also include hiring, onboarding, training, performance management, benefits, and other “people functions”.

A CHRO can make AED 459,193 a year on average in Dubai. The salary of a chief head of HR can range between AED 286,537 and AED 715,882 per year.

HR Director Salary

  • HR Director

An HR director is responsible for creating and implementing HR policies, activities, and events in a company. They can also assist organizations with employee-related initiatives, onboarding, performance management, exit interviews, and promotion-related decisions.

HR directors can make AED 258,000 a year on average in Dubai. The salary for these professionals can range from AED 244,000 to AED 720,000.

  • Head of HR

An HR head leads the HR department operations and oversees people management. They are responsible for training as well as providing support to staff members.

Their roles also include providing professional leadership, developing employment policies, and executing strategies related to Recruitment and Selection, Employee Relations, Employee Engagement, Payroll, etc.

As a Head of HR, you can make AED 390,000 to AED 588,000 per year with an average yearly salary of AED 489,000.

  • HR Officer

The duties of an HR officer include managing employment processes, executing orientations and staff training, preparing job descriptions, managing hiring processes, providing counseling on policies, and supporting the development of HR initiatives.

The HR officer’s salary in Dubai​ is about AED 138,000 annually on average. The salary for these professionals can range between AED 110,000 to AED 204,000 per year.

  • Talent Acquisition Managers

The job of a talent acquisition professional is to determine staffing needs, develop recruitment policies, and lead branding initiatives. They help organizations find the right talent that meets their business culture and long-term goals.

The talent acquisition HR manager’s salary in Dubai is between AED 120,000 to AED 480,000 per year. The average annual salary of these professionals is AED 210,000.

Talent Acquisition Manager Salary

  • Compensation and Benefits Specialists

These HR experts are charged with coming up with fair and equitable compensation and benefit packages and ensuring that the current compensation policies show compliance with the latest legislation. They are also responsible for preparing reports, conducting audits, and performing job analysis or evaluation.

The average yearly salary of these professionals is AED 184,952. The salary may range from AED ‏133,685 to AED 229,175 based on experience.        

  • Employee Relations Specialists

The employee relations specialists’ duties include creating people policies, resolving conflicts, handling disciplinary grievances and appeals, ensuring employee engagement, negotiating with unions, and upskilling employees and managers.

These specialists can make between AED 144,000 and AED 216,000 per year in Dubai. The average salary is about AED 198,000 per year.

Factors Affecting HR Salary in Dubai

The following are the main factors that affect the HR professional’s salary in Dubai:

  • The years of experience that you have in a very specific HR role directly affect how much you will make.
  • The type of industry you work in also affects how much you can make as an HR professional.
  • HR professionals with more certifications and accreditations command higher salaries.
  • The size of the company you are working in also determines the salary and compensation packages. Larger companies offer higher salaries than SMEs.
  • And last but not the least, the country or city where you work also has a bearing on how much you can make as an HR expert. For example, HR executive salaries in Dubai​ and Abu Dhabi are much better than in other Emirates.

Conclusion

As an HR expert in Dubai, you can expect to make AED 180,000 to AED 360,000 per year, which is pretty impressive when compared with the salaries for similar roles in other Emirates.

However, the exact salary for these specialists depends on their experience, industry, qualifications, and the specific HR role that they are hired to fulfill. Dubai offers great career advancement opportunities for professionals in this industry due to its rapidly growing economy and an evolving business landscape.

So, if you are an HR expert and you wish to build a career in this industry, then Dubai and UAE are exactly where you need to be.

Visit us at HRSG if you are looking for exciting HR career opportunities in the UAE or if you are a business looking for better HR solutions, accounting systems, and other people solutions.

HR Salary in Dubai

HR Salary in Dubai: How Does It Compare to Other Cities?
HR Salary in Dubai: How Does It Compare to Other Cities? 800 500 HRSG

The UAE has seen significant growth in its workforce, companies, skilled workers, and more. To be precise,

  • 12.04% growth in workforce
  • 17.02% growth of companies
  • 13.23% growth in skilled workers 
  • 32.16% growth of new establishments  

Following the excellent growth of companies and new establishments, it is quite obvious that there is a growth in hiring, too. And if you are a human resource professional, there is no place like Dubai to work in, and for all the right reasons. The job opportunities are fantastic, it is also a safe city, you can improve your wealth and earning prospects significantly, and it’s home to a multicultural working population.

This blog gives you an insight into the HR salary in Dubai and how well it compares to some of the other popular cities across the globe. Let’s begin. 

HR Salaries in Dubai 

Dubai is one of those cities in the world that pays generously. The average salary for an HR professional here is AED 5,000 – AED 15,000 per month. Additionally, employees can expect additional monetary benefits like cash bonuses, referrals, and commissions. 

If you are an HR manager, you can expect anywhere between AED 5,000 to AED 30,000 per month. The average pay for this role is around AED 10,500- AED 15,500. If you are experienced in the role of a CHRO, the average annual pay is AED 660,000 per year.

Some of the industries that pay the most for HR roles are finance, technology, and oil and gas. Besides your salary, you can expect health insurance coverage, vacation benefits, and flexible/remote working hours. And the best part? Salaries in Dubai are tax-free, which means you earn 100% of your salary without any cuts. 

HR Salaries in New York

The average annual pay of human resources management ranges from $103,000 to $220,000. Within the HR domain, the average annual pay of an HR generalist is $111,783, and the HR manager is $88,294. Similarly, the entry-level positions start at $46,804 on average per year. As for CHROs, they make $410,920 annually on average. 

HR Salaries in Washington 

When it comes to Washington, the average annual salary ranges from $117,575 to $148,644. Most experienced professionals here can expect to receive anywhere between $104,038 and $163,395. The entry-level positions start at $52,615 annually. Human resource managers make $138,640 on average per year, while an HR specialist makes $84,192. Surprisingly, a CHRO in Washington makes $376,780 on average annually. 

HR Salaries in Seattle

The average total compensation for an individual in human resources in the Greater Seattle area is $150,000. The average range of salaries is between $94,000 to $196,000. The salary of an HR Manager is $147,837 annually, while that of an HR specialist is $85,989 on average. Finally, the CHROs here make $388,049 annually on average.

HR Salaries in Pittsburgh

Human resource professionals make $76,418 per year (average). The pay ranges between $107,432 to $135,821 annually. Most professionals, however, earn $95,063 and $149,299. At the entry level, you can expect to earn $114,596 as an HR manager. 

At mid-level, the earnings increase to $115,200, to $116,610 after 2-4 years, and $118,222 as a senior with 5-8 years of experience. The salary range for a CHRO is $261,547 to $452,886, averaging $345,607 annually. 

HR Salaries in San Francisco

When it comes to San Francisco, the average annual pay for human resources is $96,704. It ranges from $77,927 to $115,103. Most professionals here are making $86,875 and $106,335. If you are an HR specialist, you can expect to make $101,946 annually on average. 

However, if you are an Hr Generalist, the total average pay for a year is $116,873. Entry-level employees can make $61,000 to $88,500.

HR Salary in San Francisco

HR Salaries in Toronto 

The average HR salary in Toronto is CA$85,507 per year, ranging from CA$74,366 to CA$124,808. That for an HR manager is C$131,220 annually on average. Typically, it ranges between C$115,821-C$150,052, excluding bonuses and other details that determine the best pay. 

When it comes to being an HR specialist, the average base salary is $96,076 annually. You can expect up to $75,975 if you are an HR administrator. However, if you have held the role of chief human resource officer before or have the experience needed to become one, you can expect approximately C$202,069 per year. 

HR Salaries in Singapore

Human resource professionals typically make S$44,880 / year on average. With 5 -10 years of experience, you can expect  S$70,000 per year as an HR Generalist, S$80,000 as a manager, S$115,000 as an Associate Director, and S$170,000 as a Head on average. These numbers increase as your experience increases, going as high as S$280,000 for an HR Director (15+ years of experience). 

HR Salaries in Mumbai

The HR salaries vary greatly in Mumbai. An HR manager makes ₹9,50,000 per year on average. The annual salary range for this role is ₹3.6 Lakhs to ₹20 Lakhs for 3 years of experience to 15 years of experience. Comparatively, that of an HR executive is ₹ 3.5 Lakhs per year. Overall, the total salary for an HR professional averages ₹600,000 per year.

HR Salaries in London

The average salary of a human resources officer in London is £30,925. If you have 0-3 years of experience under your belt, you can expect £75,000 – £85,000 as an HR change manager, £45,000 – £50,000 as an HR analyst, £55,000 – £60,000 as a recruitment manager, and £90,000 – £105,000 as Head of HR. The salaries increase exponentially if you have more years of experience, going as high as £180,000 per year. 

Conclusion

HR salaries in Dubai, when compared to other cities, definitely stand their ground. With lucrative pay, generous perks, and tax-free income, professionals here enjoy a higher take-home salary. Moreover, Dubai’s thriving business environment is home to multinational corporations and industry leaders who offer unmatched career growth opportunities. If you stay around for long, you can enjoy handsome gratuity benefits. When it comes to the work environment, the Dubai government takes good care of the employees by reinforcing policies that make your office a good place to work.   

With a team of 60,000+ associates across 500+ locations, HRSG helps you rewire your organization’s workforce administration. Additionally, our tech-backed people solutions cater to your recruitment, executive search, and organizational development needs. We help you meet global standards and ensure that your employees, the most important asset, are happy.

Enter your
text here
Image Enquiry