HR Software in UAE

HR Software in UAE

EasyHR is a cloud HR and payroll platform used by UAE SMEs across financial services, technology, real estate, healthcare, and trading. We handle Wage Protection System (WPS) routing, end-of-service gratuity accrual, GPSSA contributions for Emirati and GCC nationals, and the recent 2026 Emirati minimum-wage rules out of the box. Implementation is done remotely with experienced UAE-payroll consultants.

What’s different about running HR in the UAE

UAE payroll has structural rules that don’t exist in most other markets. Get them wrong and the penalties stack up fast.

Start with WPS, which is now mandatory and runs in near-real-time. Every salary payment for MoHRE-registered employees has to route through an approved bank, exchange house, or financial institution using a standardized Salary Information File (SIF). As of December 2025, MoHRE upgraded WPS to near-real-time monitoring through Aani instant payments and Jaywan card integration. Late salaries surface on MoHRE dashboards within days. Penalties start at AED 5,000 per affected employee, capped at AED 50,000 per incident.

End-of-service gratuity is calculated on basic salary only. Housing, transport, and other recurring allowances are excluded from the gratuity base unless the employment contract specifies no separate basic component. The formula is 21 days basic salary per year for the first five years of service, plus 30 days basic per year beyond five years. Most generic HR products either over-accrue or under-accrue here.

The 14-day post-contract payment window is the other gratuity rule that catches teams out. Miss it and you face MoHRE complaints and court referrals. The HR system has to compute the right amount, generate the documentation, and trigger the payment within the window.

The Emirati minimum wage kicked in on 1 January 2026. All Emiratis working in the private sector must earn at least AED 6,000 per month. Existing contracts have until 30 June 2026 to update. Your HR system needs to flag affected employees and track contract amendments.

A bigger structural shift is the voluntary EoS Savings Scheme (Cabinet Resolution 96 of 2023). DIFC has run mandatory funded EoS for years; the federal voluntary scheme is gaining traction. If you opt in, accrued gratuity moves into a regulated investment fund instead of sitting as a liability on your balance sheet. Your HR system has to switch its accrual logic accordingly.

GPSSA applies to UAE and GCC nationals only. For UAE nationals, employer contribution is 12.5% (15% in Abu Dhabi) and employee contribution is 5%, on a defined pensionable salary. Most expat-heavy SMEs have to handle a small GPSSA cohort cleanly without breaking the much larger expat payroll.

EasyHR is built around these realities. The defaults assume UAE SME, configurable for both expat-majority and Emiratisation-heavy teams.

UAE compliance, ready out of the box

Set the entity location to UAE and the statutory rules switch on, including WPS, gratuity, GPSSA, and the 2026 Emirati minimum-wage check.

Wage Protection System (WPS)

EasyHR generates the standardized SIF for each pay cycle, formatted for the MoHRE-registered banks and exchange houses. The system supports both AED-denominated salaries and the typical multi-component pay structure (basic, housing, transport, other allowances). Late-payment risk is flagged before the WPS deadline so you don’t drift into penalty territory.

End-of-service gratuity

Accrual is calculated on basic salary (with the 21-days-then-30-days rule), tracked monthly, and visible per employee. At contract end, the system computes the final amount, generates the documentation, and supports payment within the 14-day window. If you’ve opted into the federal Savings Scheme or the DIFC mandatory scheme, the accrual flips to the funded model.

GPSSA contributions

For UAE and GCC national employees, EasyHR computes the 12.5% employer (15% in Abu Dhabi) and 5% employee contributions on the pensionable salary. Federal Decree Law 57 of 2023 nuances are handled.

2026 Emirati minimum wage

Any Emirati employees earning below AED 6,000 per month are flagged for contract amendment before the 30 June 2026 deadline.

Public holidays

UAE federal holidays plus Emirate-specific holidays (Dubai Government, Abu Dhabi-specific) are pre-loaded for each calendar year.

UAE industries we work with

The HR workload looks different across UAE sectors, so the configuration does too.

For technology and SaaS companies in Dubai Internet City, Dubai Silicon Oasis, JLT, and the in5 incubator network, the work is around remote and hybrid attendance, project-based timesheets, multi-currency payroll if your team includes regional remotes (Lebanon, Egypt, India), and clean review cycles.

Financial services customers in DIFC and ADGM need DIFC-specific employment law compliance (different from federal UAE labour law in some respects), DIFC Employee Workplace Savings (DEWS) integration for the mandatory funded EoS scheme, and KYC-grade verification for compliance-sensitive roles.

Real estate and construction customers across Dubai, Abu Dhabi, Sharjah, and the Northern Emirates need site-based attendance, contractor and subcontractor workforce tracking, mobile-first onboarding for site engineers, and split payroll for office versus site staff.

Trading and logistics customers (Jebel Ali Free Zone, Dubai South, Dubai Airport Freezone) need shift-based attendance for warehouse and logistics staff, multi-location payroll consolidation, and clean WPS routing for the high transaction volume.

Healthcare networks across Dubai Healthcare City and Abu Dhabi need shift-based attendance for clinical staff, credential tracking, and rotational night-shift handling.

Hospitality customers (large hotel groups, F&B chains) need shift-based attendance, tip and service-charge handling in payroll, and rotational handling for split-shift roles. More on the IT and services fit.

What this looks like in practice

Take a 180-employee UAE technology company (we’ll keep them anonymous). Their head office is in Dubai Internet City, with a 30-person engineering team that works fully remote across the GCC, and a small Abu Dhabi outpost.

Their monthly payroll runs as a single pass. WPS SIF generates for the MoHRE-registered employees in Dubai and Abu Dhabi, routed through their approved bank. The remote engineers (some on UAE contracts, some on local contracts in Egypt and Lebanon) handle through the multi-currency payroll module. Gratuity accrues monthly for everyone on UAE contracts.

For their handful of UAE-national employees, GPSSA contributions are computed and remitted at the right rates (12.5% employer in Dubai, 15% in Abu Dhabi for the one Abu Dhabi-based UAE national).

When an employee resigns and the contract ends, the system computes the final gratuity, generates the end-of-service documentation, and surfaces the 14-day payment window so finance doesn’t miss it.

For the 2026 Emirati minimum-wage compliance check, the system flagged two employees needing contract amendments. HR processed them in March 2026, well ahead of the 30 June deadline.

Compliance work that used to take half a week each cycle (WPS reconciliation, gratuity accrual reporting, GPSSA filing, the 2026 minimum-wage tracking) now runs as single-click reports.

Why UAE teams pick EasyHR

We have experience implementing for UAE customers across Dubai, Abu Dhabi, Sharjah, and the Northern Emirates. Implementation is done remotely with consultants who’ve run UAE payroll before. Most setups finish in 10 to 20 working days.

We’re UAE-aware from day one. WPS routing, gratuity accrual on basic salary, GPSSA for UAE/GCC nationals, the 2026 Emirati minimum-wage rule, and the DEWS/voluntary Savings Scheme options are all configured. You don’t spend the first three weeks of implementation explaining UAE-specific rules to a customer success rep who’s only run Indian payroll.

Pricing is competitive with India-headquartered alternatives that quote in INR. Contact us for an AED quote based on your headcount mix (expat versus UAE-national affects the configuration overhead). The full Indian pricing reference is on the pricing page.

You can reach us by email at sales@easyhr.app or schedule a call to discuss your UAE setup.

It’s a single product. HR, attendance, payroll, WPS, gratuity, and statutory compliance all sit in one place. One invoice, one admin console, one upgrade path. If you’re comparing, we have writeups on Keka, greytHR, and Zoho People.

What people usually ask

Does EasyHR handle WPS-compliant salary routing? Yes. The system generates the standardized SIF for each pay cycle, formatted for MoHRE-registered banks and exchange houses. Late-payment risk is flagged before the WPS deadline.

How is gratuity calculated? On basic salary only (housing, transport, other allowances are excluded unless the contract has no separate basic component). The formula is 21 days basic per year for the first five years, plus 30 days basic per year beyond five. Accrual happens monthly so there are no surprises at contract end.

What about the 14-day payment window for end-of-service? The system surfaces the deadline at contract end so finance can complete payment within the MoHRE-mandated 14 days. Documentation generates with the final settlement.

Do you handle the federal Savings Scheme (Cabinet Resolution 96 of 2023)? Yes. If you’ve opted in, gratuity accrual flips to the funded model and the contributions move to your selected investment fund instead of sitting as a balance-sheet liability. DIFC’s mandatory DEWS scheme is also supported.

Does EasyHR handle GPSSA for UAE national employees? Yes. 12.5% employer (15% in Abu Dhabi) plus 5% employee on the pensionable salary, computed and remitted per Federal Decree Law 57 of 2023.

What about the 2026 Emirati minimum wage of AED 6,000? The system flags any UAE-national employees below that threshold so you can amend contracts before the 30 June 2026 deadline.

Can I run payroll for offices in Dubai, Abu Dhabi, and Sharjah from one account? Yes. EasyHR consolidates payroll while keeping per-Emirate reporting clean. Abu Dhabi GPSSA rates differ from Dubai, holidays differ between the Emirates, and DIFC and ADGM employees follow different employment law from federal UAE. All handled per entity.

Do you support multi-currency payroll for regional remote teams? Yes. If your UAE entity employs people in Egypt, Lebanon, India, or elsewhere in the region, the multi-currency payroll module handles their pay cycles in local currency while consolidating reporting at the UAE entity level.

How long does implementation take? Usually 10 to 20 working days for a 50- to 250-person company in the UAE. Implementation is remote with experienced UAE-payroll consultants. We run one parallel payroll cycle before cutover so you can compare against your previous system line by line.

Can I migrate from Bayzat, ZenHR, or another UAE-focused HRMS? Yes. We do migrations from the major UAE-focused products. Standard scope is employee master, year-to-date payroll history, gratuity accruals (preserved at the right basic-salary base), leave balances, document attachments, and entity setup. Migration is included in onboarding.

Get in touch

The fastest way to see EasyHR with your UAE data is to reach out and schedule a call.

Email sales@easyhr.app or start a 14-day free trial and we’ll set up a UAE-specific demo within one or two business days.