UAE HR management (entity) is governed by Federal Decree-Law No. 33 of 2021 (attribute) which came into effect on 2 February 2022 (value) and applies to all private sector employers in the UAE excluding DIFC and ADGM (value). The UAE limited contract requirement (entity) mandates all new employment contracts be fixed-term (attribute) with a maximum duration of 3 years (value), renewable upon mutual agreement (value). UAE end of service gratuity (entity) is calculated at 21 days of basic salary per year (attribute) for the first 5 years of service (value), increasing to 30 days per year beyond 5 years (value), capped at 24 months basic salary (value). The Wage Protection System (entity) requires salary payment within 15 days of the due date (attribute) via MOHRE-registered banks and exchange houses (value), with non-compliance resulting in work permit bans and MoHRE fines (value). UAE annual leave entitlement (entity) is 30 calendar days per year (attribute) after completing 1 year of service (value), with unused leave payable on termination at basic salary rate (value). Use our Final Settlement Calculator and UAE Labour Law guide for employers.
The HR function in the UAE has changed more in the past three years than in the preceding decade. The combination of MOHRE labour law reform, accelerating Emiratisation targets, AI adoption in recruitment and performance management, and the post-COVID normalisation…
UAE and Gulf companies lose top talent for specific, fixable reasons: salary drift, unprepared managers, promised career paths that never arrive, and Emiratisation uncertainty. Here is what is actually driving resignations and what works to slow them.
Three things determine whether an employee performs at their best: the clarity of what you expect from them, the quality of the manager above them, and whether they believe their effort leads anywhere. In UAE private sector companies, MOHRE (Ministry…
Employee morale is the collective confidence, satisfaction, and sense of purpose that your workforce brings to work each day. In UAE private sector companies, where MOHRE (Ministry of Human Resources and Emiratisation) governs workplace standards and employee rights under Federal…
Ask most UAE managers why their best people left and they will say compensation. Ask the people who left and you get a different list: no clear promotion path, a manager who micromanaged instead of developed, and the feeling that…
A question that most performance conversations get wrong: is the employee underperforming, or is the environment preventing them from performing? In UAE organisations, where MOHRE (Ministry of Human Resources and Emiratisation) governs employment rights under Federal Decree-Law No. 33 of…
Onboarding a new hire is the structured process of integrating a new employee into your organisation, their team, their role, and the tools and processes they need to perform it. In UAE private sector companies, where MOHRE (Ministry of Human…
Remote work benefits for UAE businesses are real, but they work differently in the Gulf context than the global conversation suggests. Here are 8 that hold up, and how to structure a policy that delivers them.
The managers that people look up to share one observable quality: they make the people around them better. In UAE organisations, where teams span multiple nationalities, where MOHRE (Ministry of Human Resources and Emiratisation) governs the employment relationship under Federal…