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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
There are more than 200 nationalities that make up the UAE's resident population. Arabic is the country’s official language, although English, Hindi, Farsi and Urdu are commonly spoken.
Dubai, Abu Dhabi and Sharjah are known to be home to a huge population of expats. Some of the world’s most talented professionals live in the Emirates and a significant portion of these workers have experience working with multi-nationals.
The UAE has over 40 diverse Free Zones that allow foreign-owned businesses to have complete ownership without requiring local partnerships. Each of these Free Zones operates under its own set of regulations and customs tailored to specific industries.
Foreign labour is integral to the UAE, making up about 85% of its population. Companies must comply with stringent regulations to secure work and resident permits for their employees.
Before signing the employment contract in The UAE, all employees must sign an offer letter stating the basic employment terms. The basic terms are as follows:
In The UAE, probation periods are limited to six months, and employees cannot be subjected to probation more than once. This regulation is outlined in Article 37 of the Emirati Labour Law.
Employees work 8 hours a day, up to 48 hours a week, from Monday to Friday. During Ramadan, working hours are reduced by 2 hours daily. Workers must have a break after five consecutive hours, totaling at least an hour, which should not be counted within the working hours.
Employees can work a maximum of two extra hours per day. If the job demands work beyond regular hours, employees receive overtime pay, computed at different rates. Fridays and Nighttime overtime , between 9 pm and 4 am, is compensated at 150% of the regular salary rate, while other overtime periods are paid at 125%.
There is no national minimum wage in the UAE. However, the Emirati Labor Law does dictate that all wages and salaries must meet employees’ basic needs. The UAE Cabinet decree determines the minimum wage and cost of living index for specific professions and areas of the country.
In the United Arab Emirates, there is no obligation for employers to provide a 13th-month salary payment.
The UAE does not impose personal income tax. in January 2022, the Ministry of Finance introduced a federal corporate tax on business profits, applicable to domestic businesses in all emirates. Foreign businesses operating in Free Zones are exempt from any taxes.
In the UAE, The General Pension and Social Security Authority (GPSSA) provides pension services for old-age retirement, disability, death, and occupational illnesses. Employees are eligible for an old-age retirement pension if they achieve 50 years of age with 20 years of service.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in The United Arab Emirates tailored to your needs.
In the UAE, both parties in an employment contract can terminate for legitimate reasons. This requires notifying the other party in writing, following the correct notice period, and informing the relevant authorities accordingly. Legitimate reasons may include:
In accordance with UAE labor law, a mandatory notice period of at least 30 days is stipulated. However, for employees under the DIFC employment law, the length of the notice period is determined by the duration of employment as follows:
Severance payouts in The UAE depend on certain factors. These are described below:
In the UAE, there are 15 public holidays each year. These holidays are separate from the minimum paid leave entitlement and are taken in addition to annual leave. The following holidays are recognized as national holidays in the UAE:
The UAE's social security system applies solely to eligible UAE and GCC national employees, excluding non-GCC nationals. It covers a range of benefits including:
At Playroll we're all about empowering employees to work anywhere, making mobility possible for global teams. We sponsor visas and hire the employee for you, so you don’t have to worry about payroll, taxes, and more.
It's important to note, visa support can be complicated and each country has different requirements and legislation. As of August 2024, non-Singapore entities that want to employ an individual in Singapore who is not a Singapore national or permanent resident may no longer use an Employer of Record (EOR) to sponsor that individual for a work permit. Contact our experts for help on how to navigate global employment in Singapore.
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