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Market entry without entity setup

Skip the trade license, establishment card, office lease that many licenses require, local bank account, MOHRE employer file, and immigration establishment registration. Komp’s existing UAE infrastructure lets you make offers as soon as you find the right person.

Hire-to-retire lifecycle management

Komp Activate runs onboarding, contracts, visa processing, and benefits; Komp PayOps runs WPS payroll; Komp TimeOps tracks working time and leave; and compliant offboarding, including visa cancellation and gratuity settlement, closes the loop in one flow.

One view across every country

Komp Workforce gives HR, Finance, and Legal a single source of truth for UAE and global headcount, covering payroll status, fully loaded employer costs, accrued gratuity, visa expiry dates, leave balances, and compliance alerts, with audit trails built in.

Compliant employment contracts

We issue fixed-term contracts that meet Federal Decree-Law No. 33 of 2021, register them with MOHRE, and set the job title, basic salary and allowances, working hours, probation, notice, and leave. Contracts in DIFC or ADGM are drafted to those free zones’ own employment regulations instead.

Work permits, visas, and Emirates ID

We manage the full immigration sequence: quota approval, work permit, entry permit, status change or visa stamping, medical fitness testing, biometrics, Emirates ID, and labor card, then track every expiry and handle renewals before they lapse.

WPS payroll and salary disbursement

Komp PayOps calculates AED payroll and pays employees through the Wage Protection System on the statutory schedule. Because there is no personal income tax, net pay equals gross pay, and compliant WPS filing keeps your team’s permits renewable.

Mandatory insurance and benefits

We arrange the health insurance that every emirate now requires, register employees for the unemployment insurance scheme, and can administer supplementary medical cover, life insurance, education allowances, and housing or transport allowances.

Pension and social contributions

Expatriate employees receive end of service gratuity rather than pension contributions. For UAE and GCC nationals, Komp registers the employee with the relevant pension authority and processes employer and employee contributions correctly.

Emiratization and workforce reporting

We maintain the workforce records and quarterly reporting that Emiratization rules require, and monitor how your headcount growth interacts with the thresholds that trigger UAE national hiring targets.

Leave, working time, and HR support

Komp TimeOps tracks the 30 calendar days of annual leave, public holidays, the 48-hour working week and its reduction during Ramadan, sick leave, and family leave. Employees get support in English and Arabic.

Offboarding, gratuity, and visa cancellation

We manage exits with the correct notice, calculate end of service gratuity at 21 days’ basic wage per year for the first five years and 30 days thereafter, settle final pay within the statutory window, and cancel the work permit and residence visa properly.

Companies opening a Middle East presence

Place a regional sales, partnerships, or country lead in Dubai or Abu Dhabi without committing to a license, an office, and a multi-year cost base before the market is proven.

Technology and SaaS companies

Hire enterprise sales, solutions engineering, and customer success talent to serve GCC clients who expect a local presence and local working hours.

Financial services and fintech

Build teams in or around the DIFC and ADGM financial centers, with contracts drafted to the correct free zone employment regime.

Energy, construction, and logistics

Place project, engineering, and commercial staff close to Gulf operations without a separate corporate structure for each market.

Companies with a candidate who needs a visa

When the person you want to hire needs residence sponsorship and you have no UAE license, an EOR is not the convenient option, it is the only compliant one.

HR and Finance leaders

Get predictable costs, consolidated invoicing, visible gratuity accrual, owned payment rails, and audit-ready records for every UAE hire.

AI Agent Swarms with human control

Autonomous agents continuously check payroll, classification, contracts, visa expiry dates, and regulatory change. Recommendations are surfaced for review before anything is executed: autonomous intelligence, human control.

Immigration tracked, not remembered

Work permits, residence visas, Emirates ID, and labor cards all expire on separate cycles, and a lapse can stop an employee working. Komp tracks every date and starts renewals early rather than relying on a spreadsheet reminder.

Gratuity you can see

End of service gratuity is a growing liability that many companies discover only at exit. Komp accrues it monthly and reports it alongside payroll cost, so Finance always knows the true position.

Worker classification intelligence

Our jurisdiction-based rules engine analyzes 50+ risk factors to help you decide whether a UAE worker should be engaged as a contractor or an employee, with audit-ready documentation behind every decision.

Enterprise-grade security

AES-256 encryption, SOC 2 Type II, ISO 27001, GDPR compliance, role-based access control, and AWS hosting with multi-region redundancy protect your UAE employee data.

One platform, four modules

Komp Activate, Komp Workforce, Komp TimeOps, and Komp PayOps connect hiring, workforce records, time, and pay across the UAE and 150+ countries.

Hire when you have no license to sponsor

This is the decisive point. Without a trade license and establishment card, your company cannot issue a work permit or residence visa to anyone. An EOR is the only compliant way to employ in the UAE without building that structure first.

Stay compliant from day one

Contracts must be registered with MOHRE, salaries must move through the Wage Protection System, health insurance is mandatory, and immigration status must be maintained continuously. Komp keeps all of it current.

Understand the true cost of a hire

There is no income tax and no social security for expatriate staff, so the headline cost looks simple. The real model includes visa and insurance costs, allowances, and gratuity accruing from year one. Komp makes the fully loaded number visible before you make an offer.

Offer a package that competes

UAE candidates compare net pay, health cover, allowances, and visa handling for their families. Komp administers all of it so your offer stands up against local employers.

Manage the UAE like every other market

See UAE headcount, costs, visa status, and compliance in the same platform as the rest of your global workforce. No separate vendor, no data silos.

Employment contracts and contract types

All mainland employment runs on fixed-term contracts of up to three years, renewable, registered with MOHRE. The law recognizes full-time, part-time, temporary, flexible, and remote working models, so the contract must reflect how the person works.

Work permits and residence visas

Employment is inseparable from immigration. A work permit and residence visa can only be sponsored by an entity holding a valid trade license and establishment card, and the process includes entry permit, medical fitness testing, Emirates ID, and labor card. Each element expires on its own cycle and must be renewed before lapse.

Wage Protection System

Salaries must be paid through the federal Wage Protection System, which is mandatory for companies above a small headcount threshold. Non-compliance is not just a fine: it can freeze work permit issuance and renewals, which stops hiring altogether.

No income tax, no expatriate social security

The UAE levies no personal income tax, so employees receive their full gross salary. Expatriate employees make no social security contributions. UAE and GCC nationals are enrolled in the relevant pension scheme, with employer and employee contributions payable.

Minimum wage

There is no statutory minimum wage for expatriate employees. A minimum monthly salary applies to UAE nationals, set at AED 6,000 from January 2026, which interacts with Emiratization planning.

End of service gratuity

Gratuity accrues from the first year of service at 21 calendar days of basic wage per year for the first five years, rising to 30 days per year thereafter, capped at two years’ total pay. It is calculated on basic salary only, not allowances, and must be settled within 14 days of termination.

Emiratization

Companies above defined headcount thresholds must meet UAE national hiring targets, currently building toward 10% of skilled roles for larger employers, with quarterly reporting and monthly financial contributions for each unfilled position. Listing a UAE national nominally without a real role carries substantial penalties.

Leave, working time, and insurance

Employees receive 30 calendar days of annual leave after one year, sick leave of 15 days at full pay followed by 30 at half pay, 60 days of maternity leave combining full and half pay, and 5 days of paternity leave. The working week is 48 hours, reduced during Ramadan. Health insurance and unemployment insurance are mandatory.

Probation, notice, and termination

Probation runs to a maximum of six months. Notice ranges from 30 to 90 days depending on service, and the grounds for summary dismissal are narrow and specific. Arbitrary termination can attract compensation of up to three months’ pay, and disputes go through MOHRE conciliation before the labor courts.

Free zone regimes

The DIFC and ADGM operate their own employment laws, courts, and end of service arrangements, which differ from the mainland framework. Employing someone in a financial free zone means applying that regime, not Federal Decree-Law No. 33 of 2021.

Employer of Record in Dubai

The commercial capital and the region’s hub for technology, trade, logistics, media, and professional services, with the deepest and most international talent pool in the Gulf and the highest concentration of regional headquarters.

Employer of Record in Abu Dhabi

The federal capital and the center of energy, sovereign investment, defense, and advanced industry, with growing technology and life-sciences activity and a strong pull for senior government-facing roles.

Employer of Record in the DIFC

Dubai’s financial center, operating its own employment law, courts, and end of service regime. The natural base for banking, asset management, fintech, and legal roles, with contracts drafted to the DIFC framework rather than the mainland law.

Employer of Record in the ADGM

Abu Dhabi’s financial free zone, with its own common-law employment regulations and a growing cluster in asset management, digital assets, and financial technology.

Employer of Record in Sharjah and the northern emirates

A cost-effective base for manufacturing, logistics, education, and back-office operations, within commuting distance of Dubai and with lower salary and premises expectations.