Employer of record services
in United Arab Emirates

Grow your team in United Arab Emirates without an entity. Payroll, benefits, taxes and compliance, all handled in one easy-to-use platform.

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Quickly & easily employ in United Arab Emirates without an entity

Need to hire in United Arab Emirates without setting up a local entity? An Employer of Record (EOR) lets you employ people legally, quickly, and without the cost or complexity of opening a subsidiary. We handle compliance, payroll, and HR admin — so you avoid misclassification risk, stay on the right side of United Arab Emirates’s employment laws, and get your team onboarded and paid without delays.

Entity-free employment

Seamlessly employ in United Arab Emirates and 179 other countries without needing to set up an entity.

Stay compliant

Using an EOR ensures compliance with changing tax, labor and payroll laws.

Dedicated support

Get instant answers all your employment questions, with access to a named account manager just a phone call away.

Sync with your HR systems

Effortlessly sync your employees data for attendance, leave, onboarding, and benefits systems via our dedicated API. Easily setup by our hands-on onboarding team.

“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”

Director of Research Operations,

“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”

Chief Human Resources Officer,

“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”

Senior Manager, Human Resources ,

Employing in United Arab Emirates

Growing your workforce in United Arab Emirates doesn’t need to be complex. Speak with our team to see how TopSource EOR makes it easy to hire in new countries, without setting up entities or getting lost in local regulations.

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More than an Employer of Record.

Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.

Market Selection Advisory

Compare available talent, compensation, additional costs and regulations across different countries

Salary Benchmarking

Identify and prioritize markets for growth based on talent, cost & regulations

Global Skills Analysis

Map skill availability by region to align talent strategies with business goals..

Talent Acquisition

Find, hire & onboard the highly skilled team members you need in each locality.

Talent Strategy Optimization

Optimize your talent strategy to enable your organization to achieve it’s global ambitions.

Global Benefits Review

Benchmark your global benefits to boost employee retention.

Frequently
asked questions

Yes. The UAE has no personal income tax, but employers must pay a mandatory end-of-service gratuity, generally 21 days’ basic salary per year of service for the first five years and 30 days per year after that, and process all salaries through the Wage Protection System (WPS), a mandatory electronic salary transfer system. We also manage visa and work permit sponsorship, which is a legal prerequisite for employing anyone in the UAE.

Health insurance is mandatory in most Emirates (Dubai and Abu Dhabi have their own specific requirements), and beyond that baseline, competitive UAE employers typically add an annual flight allowance home, housing or transport allowances, and schooling allowances for employees relocating with families, since a large share of the UAE workforce is composed of expatriates.

Following the UAE’s 2022 labor law reforms, all new contracts must be limited-term, and notice periods are generally 30 to 90 days as specified in the contract, with unlawful termination giving rise to compensation claims. End-of-service gratuity remains payable on top of any notice arrangements, and getting the gratuity calculation right is one of the most common points of dispute at offboarding.

For candidates who need a new UAE work visa, onboarding typically takes two to four weeks to cover medical testing, Emirates ID, and labor card processing, versus the additional time needed to first set up a free zone or mainland entity capable of sponsoring visas if you don’t already have one. An EOR with existing sponsorship capacity is usually the faster route for a first UAE hire.

Employing staff in the UAE requires a licensed entity capable of visa sponsorship, whether mainland or free zone, and that setup involves licensing costs and lead time before you can hire anyone. An EOR that already holds sponsorship capability lets you hire and visa-sponsor UAE-based employees immediately, which is typically the more practical choice unless you’re establishing a substantial and permanent UAE operation.