HR that keeps MOHRE, WPS and Emiratisation off your desk.
You did not start a business to read UAE labour law. We run the contracts, the payroll file and the compliance dates, so a fine never arrives as a surprise.
Why it matters
The UAE prices HR mistakes by the month.
These are the published rules as of 2026, not our claims. Tracking them is the job you are handing over. Work out your own position with the Emiratisation calculator.
a month, for every Emirati role a company with 50 or more staff has not filled.
MOHRE Emiratisation targets, 2026
the yearly rise in skilled Emirati headcount those companies must hit, in two halves.
MOHRE, first half deadline 30 June
roughly what one unfilled role costs across a full year.
MOHRE monthly rate, annualised
The full list
Every HR service line, in one place.
Take the whole thing or take one box. Most owners start with payroll, because that is the one with a deadline every month.
Payroll and WPS
- Monthly salary file prepared and submitted
- WPS transfer confirmed inside the window
- Payslips issued to staff
- Overtime, deductions and allowances applied
- Payroll journals passed to the accounts
Contracts and MOHRE
- Offer letters and employment contracts
- MOHRE registration and renewals tracked
- Amendments, transfers and role changes
- Probation, notice and fixed term handling
- Employee file kept audit ready
Visas and PRO
- New employment visa applications
- Renewals and cancellations tracked ahead
- Medical, Emirates ID and stamping coordination
- Dependant and family visa support
- Free zone and mainland routes both handled
Recruitment
- Role scoping and salary benchmarking
- Job adverts written and placed
- Screening and shortlisting
- Interview scheduling and scorecards
- Offer and negotiation support
Onboarding
- Joining pack and first day checklist
- Bank, WPS and payroll setup
- Policy acknowledgements collected
- Probation reviews diarised
- Asset and access handover recorded
Emiratisation
- Your target calculated from skilled headcount
- Position tracked monthly, not yearly
- Nafis registration and hiring support
- Deadline alerts before 30 June and 31 December
- Records kept so the hire actually counts
Policy and handbooks
- Employee handbook written to UAE law
- Leave, attendance and remote work policy
- Disciplinary and grievance procedure
- Health and safety basics
- Annual review as the law changes
Performance and relations
- Appraisal cycle set up and run
- Goal setting and feedback templates
- Warning letters handled correctly
- Grievance and investigation support
- Retention and engagement advice
Leave and attendance
- Balances tracked and reconciled
- Annual, sick and unpaid leave rules applied
- Public holiday calendar maintained
- Timesheets for hourly and site staff
- Records ready if anyone disputes them
Offboarding
- Resignation and termination handled properly
- End of service gratuity calculated
- Final settlement prepared
- Visa cancellation coordinated
- Exit interview and handover checklist
HR systems
- HR and payroll software selection
- Setup, data migration and testing
- Staff self service configured
- Reports your managers will actually open
- We work with what you already run
Hiring without an entity
- Employer of record and sponsored hiring
- Contract staffing for fixed projects
- Testing a UAE hire before you set up
- Compliance carried by the arrangement
- Ask on the call, it depends on the role
Not sure which of these you need? That is what the call is for. We will tell you which boxes actually apply to your headcount and your licence, and which ones you can leave alone.
How it works
Three steps. The first one is a phone call.
01
A 20 minute call
We ask what breaks most often and what it is costing you. No pitch deck.
02
A file review
We check your contracts, WPS runs and headcount against the current rules, and tell you what is exposed.
03
One team, one inbox
A named team takes it over, with a monthly review and one place to ask anything.
Works better together
HR is one of three. The other two sit in the same room.
Questions
What owners ask about HR.
Do you handle MOHRE contracts and visa paperwork?
Yes. We prepare and file MOHRE contracts, track renewal dates, and coordinate with your PRO or typing centre on the visa steps so nothing sits waiting.
Can you run our WPS payroll?
Yes. We prepare the salary file each month, submit it through your bank or exchange house, and confirm the transfer landed inside the MOHRE window.
How does Emiratisation affect my company?
If you have 50 or more staff, you must raise skilled Emirati headcount by 2 percent a year, split across two halves. A shortfall costs AED 9,000 a month for every unfilled role, which is about AED 108,000 a year each. The calculator works out your position in a few seconds.
Can you hire staff for us without our own entity?
Ask us on the call. Employer of record and sponsored hiring arrangements depend on the licence, the role and the visa route, so we confirm what is genuinely possible for your case rather than promising it up front.
We only have 12 staff. Is outsourced HR worth it?
Usually yes, because the rules apply from your first employee. Contracts, WPS and end of service still have to be right, and a team your size rarely has anyone whose job that is.
Do we have to move accounting and marketing too?
No. Most start with the one that hurts most. Adding the others later is easy because the same team already knows your business.
Start here
Book a 20 minute call.
Tell us what breaks most often. We will tell you what we would fix first, and what it would cost in AED. No obligation.