EOR for the UAE & wider MENA

Employer of Record in the United Arab Emirates

EOR services in the UAE, plus regional coverage across the GCC and wider MENA, including Kuwait, Bahrain, Qatar, Oman, and Egypt. One UAE agreement, one account team, one regional relationship.

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Direct

Aspirock UAE Entity

3–5 Weeks

Best Case Deployment

1 Agreement

Regional Anchor

Why UAE Employment Requires Specialist Expertise

The UAE's employment landscape has undergone significant reform since 2021. Three structural factors shape every deployment and must be navigated correctly from day one.

Federal Decree-Law No. 33 of 2021

The UAE’s current employment framework replaced the 1980 labour law and was further amended by Federal Decree-Law No. 9 of 2024. It governs all private sector employment, including contract types, notice periods, working hours, and dispute resolution. Penalties for serious violations now reach AED 1,000,000.

Mainland vs Free Zone

Mainland employment is governed by MOHRE with Emiratisation quotas and WPS requirements. Free zones operate under their own authorities. DIFC and ADGM have entirely separate employment legislation. The entity type determines which compliance regime applies to your employees.

Emiratisation & MOHRE

Private sector companies with 50 or more employees must increase Emirati representation in skilled roles by 2% annually, targeting 10% by end of 2026. Companies with 20 to 49 employees in targeted sectors also face quotas. Non-compliance carries monthly fines of up to AED 9,000 per unfilled position.

2026 compliance changes affecting UAE employers.

From 1 June 2026, private sector wages must be paid by the 1st of each Gregorian month under Ministerial Resolution No. 340 of 2026. Emiratisation targets reach 10% for mainland companies with 50+ employees by end of 2026, with an AED 108,000 annual penalty per unfilled position. Labour law penalties under amended Article 60 of Federal Decree-Law 33 of 2021 now range up to AED 1 million per violation, multiplied by the number of affected workers up to an aggregate ceiling of AED 10 million.

Read our complete guide to hiring employees in the UAE

The regional coverage advantage

One Relationship, Coverage Across the Gulf

Most EOR providers require a separate contract and a separate account team for every country in MENA. Aspirock's UAE entity serves as the single contracting party across the GCC and wider MENA, including Kuwait, Bahrain, Qatar, Oman, and Egypt, with one agreement, one account team, and coordinated regional hiring.

UAE employment is governed by Federal Decree-Law No. 33 of 2021 and its 2024 amendments under Federal Decree-Law No. 9 of 2024. Three separate regulatory frameworks apply depending on entity type: mainland (under MOHRE), free zone (under the relevant free zone authority), and the DIFC and ADGM financial free zones (which operate their own employment legislation entirely). Deployment timing, contract structure, and ongoing compliance obligations all depend on which framework applies. Aspirock's UAE entity handles mainland and most free zone employment directly, with established compliance processes for each authority and route.

Saudi Arabia is handled separately. Clients deploying into KSA contract with Aspirock Arabia LLC directly, the entity that holds the Saudi licence. A single account team coordinates both relationships across the GCC, so the operational experience is unified across regions even where the contracting structure reflects the regulatory reality of each market.

Full UAE EOR Coverage

What's Included

Every UAE deployment covers the full employment stack

MOHRE work permit processing

Residence visa sponsorship and Emirates ID

WPS-compliant monthly payroll

End-of-service gratuity management

Emiratisation compliance handling

Insurance and benefits administration

Single account team across the region

All services delivered under Aspirock's UAE entity.

How UAE Deployment Works

Two scenarios, depending on where your hire is starting from. The shared phases are the same; the visa pathway diverges. Typical end-to-end timeline is 5 to 7 weeks.

Phase 01

Offer Letter

The Ministry of Labour offer letter is typed which then needs to be signed by the employee. Once signed, it is submitted to the Labor department for obtaining the pre-approval.

Phase 02

E-Visa Issuance & Arrival into the UAE

After the pre-approval is received from the Labor department, the e-visa is applied. The candidate enters the UAE with their e-Visa, carrying a hard copy of the electronic visa while travelling.

Phase 03

Medical Fitness Test

The candidate undergoes a medical fitness test at a registered Dubai Health Authority Center.

Phase 04

Emirates ID Application & Health Insurance

Emirates ID application is typed. For first-time applicants, biometrics are required at an Emirates ID center in the UAE. Health insurance is applied for after the medical test and EID application are completed.

Phase 05

Residency Approval

Upon receipt of the medical results, stamped Emirates ID application, and Certificate of Health Insurance, the residency approval application is initiated.

Phase 06

Emirates ID Issuance

The original Emirates ID is issued after the residency approval is received.

WPS payroll activated

·

Deployment complete.

Local bank account opened, salary payments scheduled in line with Ministerial Resolution 340 of 2026, and ongoing payroll, statutory filings, and HR support handed to your account team.

3 to 5 weeks

Best case, express services used

6 to 7 weeks

Typical deployment

7 to 10 weeks

Complex cases, specific nationalities

What We Handle in the UAE

Aspirock manages the full UAE employment stack. Every compliance interaction runs through our UAE entity.

Work Permits & Emirates ID Processing

Full work permit application through MOHRE, entry visa issuance, Emirates ID registration, and medical examination coordination. Aspirock’s UAE entity acts as the visa sponsor.

Wage Protection System (WPS) Payroll

All salaries processed through the government Wage Protection System within the required window. Non-compliance directly affects the ability to issue or renew work permits.

Mainland & Free Zone Employment

Employment contracts drafted and registered through MOHRE for mainland employees, or through the relevant free zone authority. Contract structure aligned with Federal Decree-Law No. 33 of 2021.

Emiratisation Compliance Management

Quota tracking, skilled role classification under MOHRE definitions, and proactive alignment with annual Emiratisation targets. Aspirock’s UAE entity carries the Emiratisation obligation directly, which protects client hiring capacity from quota-driven work permit suspension.

GPSSA Contributions for Emirati Nationals

Registration and monthly contributions to the General Pension and Social Security Authority for UAE national employees. GPSSA contributions are split between employer, employee, and (where applicable) a government subsidy.

End-of-Service Gratuity Administration

Gratuity calculated on basic salary: 21 calendar days per year for the first five years, 30 days per year thereafter, capped at two years’ basic salary. All statutory leave entitlements managed directly.

Key Employment Terms in the UAE

Annual Leave30 calendar days after one yearFederal Decree-Law No. 33 of 2021
Notice Period30 to 90 days per contract termsFederal Decree-Law No. 33 of 2021
ProbationUp to 6 months maximumFederal Decree-Law No. 33 of 2021
Working Hours8 hours/day, 48 hours/weekFederal Decree-Law No. 33 of 2021, Article 17
Ramadan HoursReduced by 2 hours/day for all employeesFederal Decree-Law No. 33 of 2021
OvertimeNormal rate +25% (50% between 9pm–4am)Federal Decree-Law No. 33 of 2021
GPSSA (Emirati)Employer + employee + govt subsidy (see UAE guide for current rates)Federal Law No. 7 of 1999 (pre-Oct 2023 enrolment) / Federal Decree-Law No. 57 of 2023 (post-Oct 2023 enrolment)
End of Service21 days/year first 5 yrs, 30 days/year after (capped at 2 yrs’ basic)Federal Decree-Law No. 33 of 2021, Article 51
Full breakdown of UAE employment law

About Aspirock

Aspirock's UAE entity provides Employer of Record services across the UAE and the wider MENA region, with operations anchored from a Dubai office. The UAE entity acts as the visa sponsor under MOHRE, processes payroll through the Wage Protection System, administers GPSSA contributions for Emirati nationals, and manages Emiratisation compliance directly on the entity. Saudi Arabia is contracted separately through Aspirock Arabia LLC, which holds Platinum Nitaqat status and operates from a Riyadh office. A single account team coordinates clients across both contracting structures.

Frequently Asked Questions

Do I need a local entity to hire employees in the UAE?

No. An EOR with its own UAE entity can employ staff on your behalf, handling contracts, payroll, visas, and compliance. This is the standard route for international companies entering the UAE without the cost and time of incorporation.

Can Aspirock support staff across the wider GCC and MENA from one UAE relationship?

Yes. Aspirock’s UAE entity acts as the single contracting party for clients deploying staff across the GCC and the wider MENA region. A single account team coordinates onboarding, payroll, compliance, and ongoing employment management across all in-scope markets, with unified billing and consolidated monthly reporting. This removes the multi-contract overhead that defines most regional engagements, where each country requires its own contract, account manager, and reporting cycle.

What is the difference between mainland and free zone employment in the UAE?

Mainland employment is governed by MOHRE and subject to Emiratisation quotas, WPS, and the full scope of Federal Decree-Law No. 33 of 2021. Free zone employment is regulated by each zone’s authority with its own rules. DIFC and ADGM have their own employment legislation entirely. The choice affects operational scope and compliance obligations.

How long does it take to deploy an employee in the UAE?

For straightforward cases, three to five weeks. Visa and work permit processing typically takes two to four weeks. The overall timeline includes contract preparation, medical examination, Emirates ID issuance, and bank account setup. Complex cases involving specific nationalities or senior roles can take longer.

How is Aspirock’s UAE service priced?

EOR pricing in the UAE is per-employee per-month, structured around the employee’s profile, the operational requirements of each deployment, and whether the role sits on mainland or in a free zone. Pricing is provided after a short discovery call where the role, location, and deployment timeline are confirmed. There are no setup fees and no long-term lock-in. For a tailored quote, request a UAE deployment plan.

What are the penalties for not meeting Emiratisation targets?

Companies with 50 or more employees face monthly fines per unfilled Emirati position, currently up to AED 9,000 per month per position. Companies in targeted sectors with 20 to 49 employees face annual fines. Fake Emiratisation carries penalties of AED 20,000 to AED 100,000 per case plus criminal prosecution risk.

What happens when an employee’s contract ends in the UAE?

The employer must pay all outstanding entitlements within 14 days, including final salary, unused annual leave, and end-of-service gratuity. The work permit must be cancelled immediately. The employee has a 30-day grace period to find new employment, leave the country, or change their visa status.

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