Employer of Record in the UAE: 2026 Guide

Deel operates a direct entity in the UAE and handles the full visa sponsorship process: work permit application, Emirates ID registration, and residence visa processing. This is the biggest operational hurdle in UAE employment, and Deel manages it end-to-end, typically completing the process in 2-4 weeks.

Payroll runs through the Wage Protection System (WPS) as required by MOHRE. Since there is no income tax in the UAE, payroll processing is simpler than most countries, but Deel manages the gratuity accrual (21 days of salary per year for the first five years, 30 days per year thereafter) and tracks it for financial reporting.

Deel also handles the relatively new corporate tax filing requirements (9% on profits above AED 375,000) that affect the EOR entity, so clients do not need to worry about indirect tax exposure. Employment contracts comply with the 2022 UAE Labour Law (Federal Decree Law No. 33 of 2021).

Remote maintains its own UAE entity and processes all employment through it, including visa sponsorship. Their cost calculator shows the complete picture: EOR fee plus visa costs, medical insurance (mandatory in the UAE), and gratuity accrual. There are no hidden charges layered in after signing.

The platform manages UAE-specific employment requirements: mandatory health insurance (DHA-compliant in Dubai, HAAD-compliant in Abu Dhabi), annual leave of 30 calendar days, and the fixed-term contract structure now required under the new labour law.

Remote also handles the WPS registration and monthly salary uploads, ensuring the employer record shows compliant payment timing. Late WPS submissions trigger MOHRE penalties, and Remote's automated system eliminates this risk.

Oyster provides UAE employees with a clean portal showing their compensation, leave balance, and benefits details. The cost calculator breaks down the employer's total spend including the monthly EOR fee, prorated visa costs, health insurance premium, and gratuity accrual.

UAE employment contracts generated by Oyster comply with the 2022 Labour Law, including the mandatory shift to fixed-term contracts (maximum 3 years, renewable) and the new non-compete provisions that limit post-employment restrictions to 2 years.

The platform handles the full leave entitlement: 30 calendar days annual leave after one year of service, 15 days for those with 6-12 months of service, sick leave (15 days full pay, 30 days half pay, then 30 days unpaid), and maternity leave of 60 days.

G-P's UAE presence supports complex employment scenarios including multi-emirate operations, senior executive contracts with bespoke terms, and the management of the end-of-service gratuity for long-tenured employees where the liability becomes substantial.

The platform handles the distinction between mainland and free zone employment regulations, which differ in terms of visa quotas, permitted activities, and reporting requirements. G-P can advise on which structure best fits your hiring needs.

G-P also manages the new UAE unemployment insurance scheme (mandatory since 2023), which requires monthly premiums and provides temporary financial support to employees who lose their jobs involuntarily.

Skuad offers UAE EOR at $299/mo per employee plus visa and insurance costs. Since UAE salaries tend to be higher (reflecting the tax-free compensation structure), the EOR fee stays proportional. The platform covers WPS payroll, gratuity accrual, and employment contract generation.

Visa sponsorship is included in the service, though the actual visa costs (processing fees, medical examination, Emirates ID) are passed through at cost. Skuad provides visibility into these charges upfront so there are no surprises.

The platform handles standard UAE employment including the 30-day annual leave, sick leave provisions, and end-of-service gratuity calculation. For most roles in the UAE, this covers what is needed without the premium pricing of larger providers.

Remofirst's $199/mo base fee is the lowest for UAE EOR. Since UAE salaries are typically higher (AED 10,000-30,000/month for professional roles), the monthly fee remains a small fraction of total employment cost. Visa and medical insurance costs are additional.

The service covers WPS payroll, end-of-service gratuity accrual, and employment contracts compliant with the 2022 Labour Law. Annual leave, sick leave, and public holiday tracking are included.

For straightforward UAE hires where the employee already has residency or where your visa needs are uncomplicated, Remofirst provides the essentials. Complex scenarios like work permit renewals, family visa sponsorship, or multi-emirate operations may require more support.

Velocity Global provides a premium UAE EOR service with dedicated PRO (Public Relations Officer) support for visa processing. PROs manage the in-person visits to MOHRE, immigration, and medical testing centers that UAE visa processing requires, reducing the timeline and complexity.

The platform covers all employment obligations under the 2022 Labour Law, WPS payroll, gratuity, and the mandatory unemployment insurance. Velocity Global also assists with salary structuring for the UAE market, where compensation often includes housing allowance, transportation allowance, and education allowance as separate components.

For companies hiring senior executives in the UAE, Velocity Global can structure golden visa applications (10-year residency) alongside the standard employment visa, which provides stability for high-value employees.

Papaya Global processes UAE payroll alongside other countries in a unified dashboard. Since UAE payroll is tax-free, the processing is simpler than most jurisdictions, but Papaya handles the WPS compliance, gratuity calculations, and the new unemployment insurance contributions that add a layer of complexity.

The platform provides detailed cost analytics showing total employer spend per UAE employee: base salary, allowances, EOR fee, visa costs, medical insurance, and gratuity accrual. This feeds into multi-country workforce cost comparisons.

Papaya also manages the year-end gratuity reconciliation, which matters for finance teams that need to report the liability accurately across their global workforce.