Employment contracts in the UAE must be in writing and signed by both parties. These contracts should clearly outline the terms of employment, including job role, salary, working hours, and benefits. Contracts must comply with UAE labor laws to avoid legal issues.
Employer of Record (EOR) Dubai
Expand your team in UAE without the hassle of setting up a local entity—Hire, Onboard, and Pay employees with complete compliance through Globaine.
- Employee First Approach
- Dedicated employee support and UAE compliance experts
- Hire & Onboard in UAE – No Local Entity Required
- Zero Deposit, EOR at $299/month
- Contractor Management at $49/month
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Simple & Compliant Hiring with Globaine's Employer of Record in UAE (EOR UAE)
Hire in UAE with Confidence
Globaine takes care of all compliance matters, including payroll, taxes, and legal obligations, while providing seamless hiring processes. Our platform ensures that every aspect of employee management in UAE is handled efficiently and in full compliance with local regulations.
Fast Time-To-Hire
Onboard employees in as little as 12 hours.
Cost-Efficient
The most affordable solution on the market, saving you time and money.
Compliant Contracts
We draft bilingual contracts compliant with UAE labor law.
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Hire not just in UAE, but in over 180 countries through our global platform, allowing you to grow internationally without entity setup. Globaine’s team provides the local expertise you need to ensure every hire is compliant, efficient, and hassle-free.
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in UAE
A written contract is required for all employees, whether they are on a fixed-term or indefinite-term contract. It must be prepared and signed before the employee begins working to ensure clarity and legality.
Salaries should be specified in UAE dirhams (AED) and typically include basic salary, housing allowance, transport allowance, and other perks if applicable. Additionally, the contract should specify any bonuses, commissions, or profit-sharing if relevant.
Specific clauses such as non-compete, confidentiality, and probation periods are commonly included in employment contracts. These clauses ensure the protection of both the employer’s and employee’s interests, especially for high-level or specialized roles.
An Employer of Record (EOR) in UAE simplifies hiring, payroll, and compliance with UAE labor laws, including EOR Dubai solutions. It ensures efficient operations while focusing on employee welfare and expanding your business in the UAE.
in UAE
1. What are the key steps in employee onboarding in UAE?
Key steps include obtaining a UAE residence visa, registering with the UAE’s social security system (if applicable), and setting up a local bank account for salary payments. These steps ensure that employees are fully compliant with UAE laws.
2. When should employees complete pre-hire medical checks in UAE?
Medical checks are mandatory for employees, especially those applying for a residence visa. This ensures they are fit for work and free from contagious diseases, which is required for health clearance before employment.
3. What documents are required for onboarding in UAE?
Employees must submit their passport, visa, Emirates ID, medical fitness report, and a signed employment contract. These documents are essential to ensure compliance with local regulations and to complete the employee’s legal paperwork..
4. Why businesses in Dubai need EOR services?
5. How does EOR in Dubai different from other countries?
in UAE
Employers must ensure that remote employees based in the UAE are paid in compliance with local tax laws. Payroll for remote employees should include any agreed allowances for home office setup or communication expenses, provided these are specified in the employment contract.
While the UAE has no formal minimum wage law for all employees, certain sectors such as construction, retail, and domestic work are governed by minimum salary guidelines set by the Ministry of Human Resources and Emiratisation.
in UAE
1. What are the income tax rates in UAE?
The UAE does not impose personal income tax on wages. However, certain government fees may apply, and foreign employees may be subject to tax obligations in their home countries based on their citizenship or residency status.
2. How does the tax system apply to non-residents in UAE?
Non-residents working in the UAE are not subject to personal income tax; however, they must ensure they meet the legal requirements for tax filings in their home countries. UAE tax law also applies to certain business activities conducted within the country.
3. When should tax returns be submitted in UAE?
The UAE does not require personal income tax returns to be filed, but employers must submit annual tax filings for certain business-related tax categories, such as VAT. Non-residents should consult with a tax professional about their home country’s obligations.
4. What social security contributions are required in UAE?
in UAE
Employees are entitled to 30 calendar days of paid annual leave after completing one year of service. For those employed for less than a year, the leave is prorated.
Employees can begin using their leave after completing their probation period or after working for a full year. Annual leave is typically taken after the first year of employment.
Maternity leave in the UAE is 45 days with full pay, but this may be reduced if the employee has not completed one year of service. Paternity leave is 5 days, and employers are required to grant it as per UAE labor law.
in UAE
2. How is the home office allowance structured in UAE?
While home office allowances are not mandatory, companies may offer these allowances to remote employees. These are typically negotiated as part of the employment contract.
3. When should meal allowances be provided in UAE?
Meal allowances are not mandatory but are often provided to employees who work outside of regular hours. If provided, they are typically up to a certain limit and should be outlined in the employment contract.
4. What additional benefits are common in UAE?
Common benefits include private health insurance, education allowances, transportation allowances, and housing allowances. Many employers offer these additional perks to attract and retain top talent.
FAQs
1. What is EOR in Dubai?
An Employer of Record (EOR) in Dubai is a service provider that manages employment responsibilities on behalf of a company. This includes hiring employees, handling payroll, ensuring compliance with Dubai’s labor laws, and managing employee benefits. EOR services allow businesses to expand in Dubai without setting up a local entity, enabling a cost-effective and compliant workforce solution.
2. What specific cost savings can our company expect by using Globaine's EOR solution compared to setting up a local entity in UAE?
By using Globaine’s EOR, your company saves on the costs of entity setup, local legal fees, office space, and long-term commitments. You also avoid the complexities of managing payroll, taxes, and compliance.
3. How does Globaine guarantee fast onboarding within 12 hours, and what processes are in place to maintain this speed?
Globaine guarantees quick onboarding by utilizing a streamlined process that includes pre-established agreements, automated systems for document management, and a local expert team ready to onboard employees efficiently.
4. Can Globaine handle complex employment scenarios in UAE, such as drafting bilingual contracts and managing terminations?
Yes, Globaine can manage complex employment scenarios, including drafting bilingual contracts, addressing specific legal requirements, and overseeing terminations in compliance with UAE labor law.
6. How does Employer of Record work in UAE?
An Employer of Record (EOR) in the UAE works by legally employing workers on behalf of a company, managing all HR-related functions. This includes payroll, taxes, employee benefits, and compliance with UAE labor laws. The EOR ensures that employment contracts meet local regulations, handles visa and work permit processes, and manages end-of-service benefits. By using an EOR, businesses can hire employees in the UAE without the need to establish a local entity, simplifying the process while ensuring full legal compliance.
