Business Process Solutions UAE — Payroll, HR & WPS
Running payroll for 5 employees takes the same legal precision as running it for 100. MOHRE compliance obligations are identical whether you have 8 staff or 80 — and the penalties are automatic, not discretionary.
"The most expensive payroll mistake UAE SMEs make is not paying late — it is calculating EOSB under a law that no longer exists."
— Jashvantkumar Prajapati
Day 10
WPS deadline — block triggers automatically
AED 10,000
Max penalty per employee for WPS default
21 years
UAE workforce compliance experience
14 days
MOHRE contract registration window
What We Outsource For You
Six functions, one service provider — every component of your UAE workforce compliance handled under one engagement.
Monthly Payroll Processing
Federal Decree-Law No. 33 of 2021
UAE labour law-compliant payroll in AED and any secondary currency. Payslips issued to each employee on your agreed cycle. Every calculation accounts for basic salary, allowances, commissions, and deductions.
WPS Salary Transfer Management
CBUAE / MOHRE WPS Framework
End-to-end SIF file preparation and submission through your registered CBUAE-approved WPS agent. We track every monthly deadline so your MOHRE compliance status stays green and work permit services remain unblocked.
EOSB Calculation & Provisioning
Federal Decree-Law No. 33 of 2021, Art. 51
End-of-service benefit calculations under the post-February 2022 framework: 21 days per year for the first 5 years, 30 days thereafter. Monthly provision tracking prevents shortfall at the point of departure.
Employment Contracts & Offer Letters
Federal Decree-Law No. 33 of 2021, Art. 8
MOHRE-standard limited-term contracts for all employment categories drafted to reflect current law. Registered with MOHRE within the required 14-day window. Bilingual Arabic-English format available.
Leave Management
Federal Decree-Law No. 33 of 2021, Art. 29–31
Annual leave accrual tracking (minimum 30 calendar days after 12 months), sick leave, and 60-day maternity provisions. Leave balances are factored into every final settlement calculation.
HR Policy Documentation
UAE Labour Law — best practice framework
Employee handbooks, disciplinary procedures, and HR policies aligned with UAE Labour Law. Documented policies reduce dispute risk and provide defensible grounds in MOHRE labour complaint proceedings.
Who This Is For
Three tiers scaled to headcount — choose what fits now, upgrade as you grow.
Tier 1
1–10 Employees
AED 150–250
per employee / month
- Monthly payroll calculation & payslips
- WPS SIF file preparation & submission
- MOHRE compliance status monitoring
- Basic leave tracking
Best for: Startups, sole establishments, small branch offices
Get StartedTier 2
11–50 Employees
AED 100–175
per employee / month
- Everything in Tier 1
- EOSB monthly provisioning
- Employment contracts & offer letters
- HR policy documentation
- Contract registration with MOHRE
Best for: Growing SMEs, mainland LLCs, professional services firms
Get StartedTier 3
51–200 Employees
AED 80–130
per employee / month
- Everything in Tiers 1 & 2
- Full leave management system
- MOHRE portal management
- Annual HR compliance audit
- EOSB fund management support
- Dedicated account manager
Best for: Established SMEs, regional HQs, multi-department companies
Get StartedFee ranges are indicative for standard payroll complexity. Final pricing confirmed after headcount review. Government fees (MOHRE, ICP, WPS bank charges) charged at cost — no margin added.
Employee Lifecycle — What We Handle
From the offer letter on day one through to the final settlement and visa cancellation — every stage covered.
Hire
Offer letter drafting, MOHRE contract registration within 14 days, visa processing coordination. Contracts are limited-term and MOHRE-standard from day one.
Onboard
Emirates ID registration tracking, labour card issuance, medical insurance enrolment. Employee enters payroll with MOHRE-verified data.
Monthly
Payroll runs, payslips distributed, SIF file submitted 2 business days before deadline, leave balances updated, MOHRE compliance confirmed green.
Annual
EOSB provisions recalculated, increment letters prepared, renewal alerts issued 60 days before MOHRE establishment card and labour card expiry.
Offboard
Termination or resignation letter, full final settlement including accrued leave and EOSB, residence visa cancellation coordinated with PRO.
Hire
Offer letter drafting, MOHRE contract registration within 14 days, visa processing coordination. Contracts are limited-term and MOHRE-standard from day one.
Onboard
Emirates ID registration tracking, labour card issuance, medical insurance enrolment. Employee enters payroll with MOHRE-verified data.
Monthly
Payroll runs, payslips distributed, SIF file submitted 2 business days before deadline, leave balances updated, MOHRE compliance confirmed green.
Annual
EOSB provisions recalculated, increment letters prepared, renewal alerts issued 60 days before MOHRE establishment card and labour card expiry.
Offboard
Termination or resignation letter, full final settlement including accrued leave and EOSB, residence visa cancellation coordinated with PRO.
Not sure which tier fits your business? Get a free payroll compliance review — no obligation.
Book Free HR AuditUAE Labour Law Compliance Calendar
All obligations under Federal Decree-Law No. 33 of 2021 and its implementing Cabinet resolutions, effective February 2022. Source: mohre.gov.ae
| Obligation | Penalty for Non-Compliance |
|---|---|
| WPS salary payment | Work permit suspension at Day 10; up to AED 10,000 per employee for persistent default |
| Employment contract registration | Administrative fine; contract unenforceable in dispute proceedings |
| Probation period tracking | Termination during extended probation treated as arbitrary dismissal; compensation liability |
| Annual leave accrual | Unpaid balance due in final settlement; MOHRE complaint risk if denied |
| Sick leave entitlement | Failure to grant entitled sick leave is an MOHRE labour violation |
| Maternity leave | Termination during maternity leave is automatically arbitrary dismissal |
| EOSB payment at exit | MOHRE complaint; court-awarded compensation; damage to MOHRE establishment rating |
| Contract type (unlimited abolished) | Old-format contracts not recognised in MOHRE dispute resolution |
| Notice period compliance | Payment in lieu mandatory; MOHRE complaint risk if withheld |
| Final settlement payment | Daily fine accumulation after Day 14; MOHRE enforcement action |
| Visa cancellation after exit | Overstay fine approximately AED 25/day; employer liability for uncancelled visas (Source: icp.gov.ae — verify current rates) |
| MOHRE establishment card renewal | Lapsed card blocks all work permit and visa services |
Penalty amounts as published at mohre.gov.ae and subject to revision. Verify current rates before compliance action. Processing times are indicative.
Three years of EOSB miscalculation — found at the worst possible moment
Anonymised client — Dubai mainland LLC, 23 employees
A Dubai mainland LLC with 23 employees engaged us after two of their longest-serving staff resigned within the same month. The finance manager had been calculating EOSB using the old unlimited contract formula — which applied a different accrual rate during the first three years of service and used a reduced basis for early resignation.
Under Federal Decree-Law No. 33 of 2021, that formula no longer applies. The correct calculation produced a shortfall of AED 34,800 across the two departing employees combined. The company had to settle both amounts from operating cash within 14 days to avoid MOHRE late payment penalties.
We recalculated EOSB provisions for all 23 remaining employees against the current law, identified a further AED 61,200 in under-provisioned EOSB liability, and restructured their monthly provisioning schedule. The company now retains Avyanco for full payroll, monthly WPS management, and quarterly EOSB reviews.
AED 34,800
Immediate shortfall settled
AED 61,200
Under-provisioned EOSB found
AED 5,750
Monthly retainer (23 staff)
AED 0
Penalty exposure avoided
Concerned your EOSB calculations may be wrong? Avyanco offers a fixed-fee EOSB audit for businesses with 10–100 employees. Results within 5 working days.
Request EOSB AuditReady to hand over your payroll and HR compliance?
WhatsApp Jashvant directly: +971 54 526 4050
5 UAE Payroll & HR Mistakes We Fix Every Week
Using the old unlimited contract EOSB formula post-February 2022
Federal Decree-Law No. 33 of 2021 abolished unlimited contracts and changed the EOSB accrual basis. Businesses still using the previous calculation are under-provisioning and will face a cash shortfall when senior staff depart. This is the error encountered most frequently in new client audits.
Not registering employment contracts with MOHRE within 14 days
An unregistered contract is not enforceable in MOHRE dispute resolution. If a labour complaint is filed, the employer has no documented basis for the agreed terms. The 14-day registration window under Federal Decree-Law No. 33 of 2021, Art. 8 is a hard legal requirement, not an administrative courtesy.
Calculating WPS submissions on basic salary only
The WPS transfer must reflect total remuneration — basic salary plus all contractual allowances. Submitting only the basic component while paying allowances separately is a WPS compliance failure regardless of the total amount reaching the employee.
Not accounting for accrued leave in the final settlement
Employees are legally entitled to encashment of untaken annual leave at exit. Failing to include this in the final settlement is an MOHRE violation. This is routine in manual payroll setups where leave balances are tracked informally.
Missing the Day 10 WPS deadline and triggering automatic MOHRE review
MOHRE's WPS monitoring system flags establishments automatically at Day 10 of non-payment. Work permit services are suspended immediately — no warning is issued first. A single missed month can block your entire workforce's visa renewals.
Cost & What Is Included
Tier 1 monthly (1–10 staff)
AED 150–250 / employee
Tier 2 monthly (11–50 staff)
AED 100–175 / employee
Tier 3 monthly (51–200 staff)
AED 80–130 / employee
One-time setup fee
AED 2,500–5,000
Fees current as of 2025 and indicative. Final pricing confirmed after headcount and payroll structure review. Subject to change. Verify current pricing directly with Avyanco.
Always Included
Optional Add-Ons
Frequently Asked Questions
What is the difference between payroll outsourcing and a PRO service?
Is my payroll data secure with a third party?
Can you handle payroll for employees in multiple emirates?
What happens if MOHRE audits my business?
Do you handle EOSB calculations under the new UAE labour law?
Can you draft MOHRE-compliant employment contracts?
How quickly can you set up payroll for a new hire?
What does WPS compliance mean and why does it matter?
Disclaimer: All UAE Labour Law references reflect Federal Decree-Law No. 33 of 2021 and its implementing Cabinet resolutions as published at mohre.gov.ae. Labour law obligations are subject to ministerial amendment without notice. Penalty amounts are as published by MOHRE and subject to revision — verify current rates before taking compliance action. Fee ranges are indicative as of 2025 and subject to change. Processing times are indicative based on standard cases; individual circumstances may vary. This page is for informational purposes only and does not constitute legal, financial, or HR advice. For advice tailored to your circumstances, book a consultation.
Advisory services designed & delivered by
Jashvantkumar Prajapati
Founder & CEO, Avyanco Group
21+ years advising founders and investors on UAE company formation, tax structuring, and cross-border expansion. CSP Licensed by the Dubai Economic Department. Direct experience helping 11,000+ businesses across mainland, free zone, and offshore structures.
Ready to set up your business
the right way?
Book a free 30-minute consultation. No sales pitch, no generic advice — just an honest conversation about your situation and what options actually make sense.