Author: contact@aftabhassan.com

When a business really scales, one of the biggest challenges I’ve personally faced is managing multiple HR processes and dealing with overwhelming data. As the workforce expands, optimization becomes essential — especially when you’re handling dozens or even hundreds of employees. I remember when our human capital strategy started getting complicated; from recruiting new hires to onboarding and training them, everything needed streamlining.

We turned to payroll automation not just to speed things up, but to ensure regulatory compliance. Without it, we were risking errors with sensitive information being accidentally exposed across different locations. What made a real difference was finding solutions that were compliant with local regulations, especially across regions like the United Arab Emirates, Kingdom of Saudi Arabia, Kuwait, Bahrain, Qatar, Oman, Egypt, Lebanon, and Jordan. That regional adaptability brought much-needed peace of mind.

Elevatus

In my experience with recruitment tools, Elevatus stands out as an award-winning recruitment and video interviewing software that automates the entire hiring cycle — from creating job requisitions to onboarding new hires. It helps enterprises efficiently find, rank, and score applicants based on their answers, matching them to the best jobs available.

What makes Elevatus truly unique is how it serves as a transformational player, powering the ongoing evolution of HR technology through advanced artificial intelligence, streamlining recruitment like never before.

Bayzat

From my experience working with regional platforms, Bayzat stands out as a leading HR and payroll automation company based in the UAE. Its all-in-one platform covers everything from HR management and payroll processing to employee benefits. Founded in 2012, Bayzat has helped numerous businesses streamline their administrative tasks while ensuring compliance and enhancing the employee experience through automated workflows and AI-powered insights.

What really impressed us was the seamless health insurance integration and finance automation features, which are transforming the way companies manage their workforce, making operations more efficient and user-friendly.

Web HR

From my experience, WebHR is a powerful cloud-based Human Resource Management System (HRMS) designed to streamline various HR processes. It offers essential features like recruitment, attendance tracking, payroll management, leave administration, and performance evaluations, all wrapped in an intuitive interface that helps businesses automate their HR tasks efficiently.

Supporting companies of all sizes, WebHR enhances productivity and workforce management. Its cloud nature provides easy accessibility from anywhere, making remote HR management seamless. Trusted by organizations worldwide, WebHR truly simplifies and optimizes core HR operations.

Performly

From my experience, Performly is a cloud-based product focused on nurturing a performance driven culture within organizations. Its HR self-service workflows streamline complex tasks, while payroll and internal communication features ensure smooth coordination across teams.

The flexible subscription model makes it ideal for low-budget profiles, offering multiple modules that include attendance, admin reports, vacation, recruitment, and appointments. This combination provides a balanced and practical option for companies looking to grow efficiently.

Checkout: online gratuity calculator UAE

Nathan & Nathan

Since starting in 2012, Nathan & Nathan has rapidly become a leader in HR and payroll solutions. Their solution can be deployed across cloud, desktop, and mobile systems, offering great flexibility for modern workplaces.

The core HR and Payroll software capabilities cover important functions like visa tracking, onboarding, attendance, leave, letters, and expense claims. What stood out for us was the automated payroll, payslips, WPS, accruals, and ability to generate multiple reports, which streamlined payroll management dramatically.

GulfHR

What impressed me most about GulfHR was how modular and cloud-based this platform is, making it easy to scale with growing needs. The solution seamlessly integrated with our existing finance systems, accounting systems, and even time tracking and attendance tracking devices, giving us a streamlined setup across departments.

Its ISO compliant nature assured us we were aligned with international standards. The core modules—including employee self service, payroll, HR, admin, training, development, leave, absence, and detailed dashboards—made it one of the most well-rounded tools we’ve used to date.

BSH

When working with distributed teams, BSH became our go-to for Multi-Country Outsourced HR and Payroll software. It gave our users the flexibility to setup and process rules-based allowances like overtime, absence, and benefits, all while handling Accruals calculation and posting without manual stress.

One major advantage we found was how effortlessly BSH could generate and post detailed payroll reports, bank files, and even fund requests — all automatically. It took away the heavy lifting and improved cross-border efficiency for us.

HITS

With HITS HR & Payroll software, one of the most flexible things I’ve seen is the ability to select exactly the modules and features that suit your business requirements. Across the full suite of HITS modules, you’ll find everything from HR foundation, payroll automation, and benefits management to vacation management, time management, and training management.

For our team, having access to performance management, recruitment, and dynamic dashboards helped us make smarter HR decisions and simplified how we measured employee progress across departments.

MenaITech

In my experience working with clients across industries, MenaITech consistently proves why it has led the way in developing comprehensive HCIS, HR, and Payroll software. Their management solutions are built for both corporate and public-sector clients, offering flexibility that fits organizations of all sizes across different industries.

One thing our customers especially appreciated was how MenaITech improves efficiency and accessibility through its MenaME® self-service module. It empowers teams with real-time updates, reducing HR delays and manual intervention.

Read More: What is Gratuity Vs Tip

Palm HR

From the moment we started using Palm HR, it became clear that this cloud-based HR management software was designed specifically for companies in Saudi Arabia. Its end-to-end HR solutions cover everything from employee data management, automated payroll, and performance monitoring, to time and attendance tracking. The smooth handling of leave management, recruitment, and both onboarding/offboarding really helped us improve internal processes.

What gave us even more confidence was its built-in integrations with local governmental platforms like Mudad, GOSI, and Muqeem. That ensured full compliance with local labor laws while enhancing our productivity. And whenever we hit a snag, palm.hr’s reliable customer service had our back.

ZenHR

One of the tools I’ve recently used that really fits the regional needs is ZenHR, a cloud-based HRMS fully localized to the Middle East. What made it stand out for us was its bilingual setup — the English and Arabic user interface was a game-changer for team accessibility, especially when using the mobile app during field operations.

Beyond the interface, ZenHR is part of a complete HR value chain, and it integrates with multiple parties like Cavall, Career Connect, and Testello, which helped us simplify testing, hiring, and communication.

Jisr HR

When I first came across Jisr HR, I realized it wasn’t just another tool — it’s an integrated HR management system specifically tailored for Saudi Arabian companies. Its powerful features like digital employee profiles, attendance tracking, and performance analysis quickly made it part of our everyday operations. The payroll processing, people analytics, and customizable organization structures offered us the kind of control we needed to run things efficiently.

More than just functionalities, Jisr provided the backbone for smoother leave management, benefits administration, and workflow automation. It didn’t stop there — the recruitment management tools and governmental platform integrations gave us peace of mind, knowing we were always in line with efficiency goals and compliance with Saudi labor laws. Overall, it was a truly streamlined solution for all HR-related tasks.

Inopeople

I’ve worked with various cloud systems, but Inopeople stood out as a truly all-inclusive, cloud-based solution that unites all key aspects of HR, the payroll process, and talent management. It’s no surprise it’s ranked as a top software for HR and payroll needs. From my experience, it genuinely helps companies transform the employee experience — everything becomes smoother, faster, and more connected.

What made a big impact in our company was how Inopeople helped us streamline both recruitment and onboarding while giving us better control over human resource costs. It allowed us to anticipate future workforce needs, measure individual performance, and most importantly, reduce the turnover of high performers who are otherwise hard to retain in competitive industries.

Conclusion

From my experience, choosing the right HR and payroll software is absolutely crucial for businesses operating in the Middle East. Navigating complex regulations while managing a growing workforce can be challenging, but the top 13 solutions available offer a broad range of features tailored to different needs, covering everything from recruitment to payroll automation.

Using these tools allows businesses to streamline processes, ensure compliance, and empower their workforce for success in the region’s ever-changing and dynamic landscape.

When I first worked with startups in DIFC, I realized how quickly businesses in the Middle East are shifting toward digital transformation, especially in HR. Whether you’re in Saudi or the UAE, enterprises and growing businesses are no longer relying on outdated spreadsheets to handle managing diverse workforces, especially when it comes to remote teams and ensuring labor law compliance.

Modern HR software, particularly those tailored to regional needs, can make a world of difference. When you’re aiming at acquiring and retaining top talent in the UAE, using a flexible, high-quality tool isn’t a luxury—it’s a necessity. In my role helping companies scale, I’ve seen the effort put into recruiting fresh talent with the right abilities, experience, work ethic, and attitude pay off significantly.

Your employees are your most valuable asset, and the return on investment becomes clear when the right HR software supports your team.

Finding the best HR software in UAE is about more than features—it’s about aligning with what your business really needs. The right system doesn’t just automate—it’s intelligent and built for how you operate in this unique region.

As someone who has worked closely with businesses of all sizes in the UAE, I’ve seen firsthand how managing human resources can quickly become overwhelming. The complexity of handling payroll, ensuring compliance with UAE labor laws, offering employee benefits, and keeping up with performance tracking can slow down even the most efficient teams.

That’s why having a proper HR management solution is absolutely critical. Good HR management systems can automate time-consuming tasks and truly enhance productivity. Today, many powerful systems are available in Dubai, each designed to meet different organizational needs.

If you’re unsure where to start, this guide will help you explore the top HR platforms and highlight the key factors to consider when selecting the right one. For example, Bayzat is one of the leading names in HR automation, but the best HR software in UAE really depends on what’s the best fit for your business.

With so many choices, the goal is to find a solution that not only delivers on features but also simplifies operations and supports your team. When you take time to understand your company’s unique needs, the right software will follow.

Understand the company’s needs.

Create a budget that suits you.

Search for reliable HR solutions in the Middle East market within your budget.

Ask for a demo session for every package.

Assess which platform suits the business needs.

Ensure that it’s easy to install and integrate with other software.

Ask about the provider’s after-sale support.

Make a decision that is well considered.

Also Read: Online Gratuity Calculator UAE

What is HR Software?

From my experience working with many companies, I can say that HR software or Human Resource Management System (HRMS) is a comprehensive and digital tool designed to automate and streamline important HR processes.

Its primary goal is to enhance the efficiency and productivity of HR professionals, so they can focus on strategic initiatives that truly drive business growth. Choosing the right system helps your team spend less time on routine tasks and more on what matters to grow your company.

Key features of HR software include:

Employee Data Management: Effectively organize and handle staff data, such as personal info, job roles, and performance files.

Payroll Processing:Streamline payroll computations, tax adherence, and payment handling to guarantee precise and prompt salary payments.

Recruitment Management: Simplify the recruitment process, from job ads to choosing candidates, helping to attract and hire the best talent.

Performance Management: Monitor staff performance, establish objectives, and give feedback to promote ongoing growth and employee progress.

Time and Attendance Tracking: Record employee hours, absences, and attendance to maintain precise tracking and meet compliance standards.

Benefits Administration: Oversee employee perks, including medical coverage, pension schemes, and leave policies, to boost satisfaction and retention.

In my experience, leveraging HR software allows organizations to improve HR efficiency and reduce administrative burdens that often slow down daily operations. This powerful tool not only streamlines HR processes but also provides valuable insights to help businesses make informed decisions. By using these insights, companies can better manage their workforce and enhance overall employee satisfaction, which is key to long-term success.

1. Darwinbox

From my experience exploring human resources software, Darwinbox stands out by engaging employees throughout their entire lifecycle, from hiring to retirement. Its mobile-first platform is powered by AI and machine learning, offering analytics and smart features like an HR Voicebot and advanced talent tools.

The software’s flexible modules and robust analytics help businesses manage recruitment, onboarding, and employee performance with ease. While it may require extra training for some of its sophisticated reporting tools, Darwinbox remains a strong choice for companies seeking modern, efficient workforce management.

2. peopleHum

The winner of the San Fransisco Global Codie Awards 2019, peopleHum is a one-view integrated HR management software in UAE. With its people-centric approach, peopleHum’s extensive platform minimises the concerns of its users and customers to better prepare their company for the future of work.

peopleHum is also available in Arabic and English language, a feature that best suits the requirements of an HR software in Oman, Saudi Arabia, UAE and other Middle East regions.

Back in 2019, peopleHum made headlines as the winner of the San Francisco Global Codie Awards, and ever since, I’ve watched it grow into a truly integrated HR management software trusted across the UAE and wider Middle East.

What sets peopleHum apart is its one-view, people-centric approach, with an extensive platform that actively minimises users’ and customers’ concerns, helping prepare companies for the future of work. The fact that it supports both Arabic and English makes it ideal for markets like Saudi Arabia, Oman, and the rest of the Middle East.

Having personally tested its modern HRMS features, I can say that peopleHum effectively uses AI and analytics to boost HR operations and workforce engagement. With AI-driven employee performance tracking, feedback tools, smart automation of repetitive tasks, and 360-degree survey capabilities, it delivers engagement insights that help HR teams work smarter.

Whether you’re using the recruitment module to source, screen, and select applicants via its AI-driven ATS, or managing teams with automated attendance tracking, leave, and employee surveys, it’s designed for scale—especially for large enterprises.

You can broadcast company announcements, foster innovation with employee ideation forums, and provide space for employee voice and grievances. Plus, with add-ons like HR chatbot, e-Signature, OKRs, and a learning management system, the platform covers every touchpoint. Its intelligent user service helps maintain labor law compliance not just in the UAE, but also across Bahrain, Kuwait, Qatar, Oman, Egypt, Jordan, Lebanon, and beyond.

What stood out to me during my use was the user-friendly interface, customizable workflows, and strong compliance features. However, the advanced automation may require initial training, and regional compliance is still expanding outside the UAE. Large setups might need a deeper integration into enterprise ecosystems. For those interested, pricing starts at $2 per employee per month, and a free demo is available to see if it fits your needs.

3. PeopleStrong

From my experience working with teams expanding across the Middle East, PeopleStrong stands out as a powerful HR Solutions and Technology Company originally based in India. With over 175 customers and 500,000 users, its value comes from a decade of natural R&D built into its on-demand technology product, PeopleStrong Alt. By combining both technology and services in a single offering, it reflects years of servicing HR functions for some of the top Indian firms.

I found its end-to-end HCM suite impressive, handling everything from recruitment to retirement with features like Employee Management, Fund Accounting, Performance Management, Recruiting Management, Talent Management, Social Recruiting, and a Self Service Portal. What makes it efficient is the built-in AI chatbot for quick self-service and faster support. It’s also designed for broad scalability, making it suitable for both APAC and Middle East regions.

However, smaller firms with limited IT support might face complex onboarding, and there is a noticeable learning curve for admin users due to the wide range of modules. Additionally, some tools may need custom development to align with region-specific needs. The pricing is quite flexible—starting at $0.01 per user—but actual detailed pricing depends on each organization’s needs.

checkout: How to Calculate Gratuity Manullay

4. Facto HR

Having implemented factoHR in a few growing companies across the region, I’ve seen how its all-in-one, cloud-based HR and Payroll Software can truly streamline and automate end-to-end HR operations. Designed for businesses of all sizes, it brings a mobile-first approach and provides a unified platform to manage core HR functions, including payroll processing, performance, attendance, and compliance, all from a single dashboard. With over 1.5 million employees supported, the platform uses automation and smart workflows to simplify even the most complex HR tasks.

Its basic features like Self Service Portal, Talent Management, Performance Management, Task Management, Tests/Assessments, and Employee Training are practical and user-friendly. I appreciated the seamless payroll automation with real-time compliance updates, and its highly configurable design makes it adaptable for various industries. For HR teams needing access on the move, the easy-to-use mobile app offers reliable on-the-go access.

Still, the UI may appear a bit basic when compared to newer global tools, and limited third-party integrations might be a concern for larger setups. Some customization options also require onboarding support. The pricing starts at $3 per user per month, offering strong value for the capabilities it provides.

5. HONO

During one of my recent consulting projects, I came across Hono, a provider of HR-Tech Solutions and broad HR Services designed to empower employees. Their approach focuses on delivering innovative human resource solutions that boost productivity and happiness through both technology and services.

HONO is built as an omnipresent, multi-channel digital platform that’s simple to configure, use, and integrate, introducing a next-gen Hire to Retire Solution known as HONO H2RS.

Key features include Core HR Management, Payroll Processing, Time and Attendance Management, Employee Self-Service, Talent Acquisition System, Employee Onboarding Solutions, Performance Evaluation Tools, and HR Mobile Applications. What makes it stand out is its AI-powered platform with predictive HR analytics and its ability to support employee experience journeys throughout the lifecycle. I found it scalable and highly effective for enterprise-level implementation.

However, enterprise-grade AI tools can feel overwhelming for smaller teams, and advanced customization may be necessary to fully align with UAE labor laws. There’s also a learning curve when adopting the platform across all modules. As for pricing, it’s customized based on organizational requirements, and specific pricing details are not publicly disclosed.

‍6. Paylite HRMS

One of the regional platforms I’ve recommended often is Paylite® Human Resource Management Software, an end-to-end HR software that originated in Kuwait and now operates across the Middle East. Paylite® helps streamline and speed up every HR process by replacing archaic systems with system-driven workflows, while also applying strong security measures to keep sensitive information safe and secure. Backed by cutting-edge Microsoft technologies, it ensures businesses run smoothly in a cost-effective way.

Its basic features cover everything modern companies need: Core HR, Payroll, Self Service, Attendance System, Recruitment Management, Performance Management, Onboarding, PRO, and Mobile Apps. It’s built for GCC compliance, aligning with WPS standards, and includes a modular system that supports core HR, payroll, and ESS functionalities. I also appreciated its multi-language support and flexibility between on-premise and cloud options.

However, in my testing, I found that the interface feels a bit outdated compared to newer platforms, and the self-service features are somewhat limited when measured against competitors. Also, companies needing more advanced workflows may face extra development costs for custom integrations. That said, it offers flexible, custom pricing plans that adapt to the specific needs and size of each organization.

Paylite HRMS is especially valuable for Middle Eastern businesses, being a regional HR solution built with full compliance to UAE labor laws. Notable tools include WPS-compliant payroll processing for UAE businesses, an employee self-service portal for document tracking, and automated visa processing — features that cater perfectly to local operational demands.

7. Nathan & Nathan

If you’re a UAE-based company looking for a combination of HR software and outsourcing services, Nathan & Nathan deserves your attention. Founded in 2012, the company has quickly become one of the leading HR software providers in Dubai, focusing on HR, Outsourcing, and Technology.

Licensed by the Ministry of Human Resources and Emiratization, Nathan & Nathan has built a strong reputation by offering locally tailored HR solutions that comply with UAE-specific regulations. Their trust factor is underscored by a customer base of over 3,500+ private and government organizations throughout the UAE.

Key basic features include HR Outsourcing, Staffing Services, PEO & EOR Services, HR Technology, Attendance and Shift Management, Employee Self-Service, Payroll Management, Recruitment and Onboarding, Performance Management, and Task and Project Management.

The platform focuses heavily on compliance with UAE labor law and WPS regulations, while providing end-to-end HR outsourcing and technology support for businesses that want a fully managed solution.

However, Nathan & Nathan is primarily built for clients who utilize their outsourcing services, meaning companies with in-house HR teams may find the software lacks flexibility. Additionally, while it covers all HR essentials, its feature set might not compete with global dedicated HRMS platforms offering deeper automation or integrations.

Pricing: Pricing is customized based on services required; specific pricing details are not publicly disclosed.

8. Elate HRM

Elatesoft stands out as a best-in-class payroll and HR software in the UAE, providing a wide range of capabilities from employee tracking and application tracking to performance assessments, benefits administration, and time and attendance.

With its presence extended to Oman and other Middle East regions, Elatesoft is built to support both fundamental and sophisticated HR needs, making it highly scalable and adaptable based on organizational demands.

Its core features include Recruitment, Payroll, Transfers Management, Leave Management, Time Tracking, Talent Management, Performance Management, and Training.

These are specifically tailored to meet GCC labor laws, with notable advantages like biometric attendance integration, cloud accessibility, and modular customization options.

However, organizations considering Elatesoft should be prepared for a longer onboarding period due to the depth of customization. The platform also offers limited third-party integrations, and some users have experienced slower customer support during high-demand periods.

Pricing: The “Elate Core” package starts at $19,600 per year, making it a strong option for businesses looking for robust and compliant HR solutions within the region.

‍9. Gulf HR

Gulf HR was built in the Middle East to meet the specific compliance and operational needs of organizations across the Gulf region, including Saudi Arabia, Bahrain, Qatar, Oman, Jordan, and Egypt. With 15+ years of experience, the platform combines dedicated client training, strong technical support, and flexible customizations, making it a reliable solution for HR professionals in the region.

Its comprehensive features include HR Management, Payroll, Employee Leave, Time Tracking & Reporting, HR Approval Workflows, Self-Service Portals, Recruitment, Workforce Planning, Performance Management, and Training Modules. The system is multilingual, compliance-ready, and built with customizable workflows to align with varied HR practices across the Gulf.

On the downside, its implementation may take longer due to the depth of customization. It also has limited integration capabilities with third-party software, and support response may slow down during busy periods.

Pricing: Gulf HR offers scalable, modular pricing with a budget-friendly monthly fee. Specific pricing depends on your organization’s configuration and needs.

10. Humantiz

Humantiz is a cloud-based HR software offering a robust suite of tools built to streamline everything from payroll processing, benefits management, and labour law compliance, to training, onboarding, and employee engagement. Designed for small to mid-sized companies, Humantiz helps entrepreneurs reduce costs and boost profitability with its simplified, all-in-one system.

Its key features include Employee Attendance Tracking, Document Expiry Notifications, Leave and Payroll Management, Core HR, Self-Service Portals, Recruitment, Accommodation Handling, and Performance Monitoring. The platform’s clean interface is beginner-friendly and practical for teams without large HR departments.

That said, Humantiz may be less suitable for enterprise-level needs, as it offers limited customization for complex workflows. The mobile app experience may also feel basic when compared to larger platforms.

Pricing: Humantiz offers cost-effective pricing tailored for SMBs, making it ideal for startups. Specific pricing details are available upon request.

11. Bayzat

Bayzat is a top-rated HR and payroll automation platform tailored for UAE businesses. It helps companies streamline HR workflows, minimize manual tasks, and ensure full compliance with local labor laws. Designed for usability and performance, Bayzat consolidates payroll, attendance, benefits, and document management into one intuitive platform.

With automated payroll processing, Bayzat guarantees accurate salary computations, WPS compliance, and smooth bank integration for salary disbursement. Its employee benefits management system includes built-in health insurance plans and a portal for benefit tracking.

For workforce tracking, Bayzat provides automated time and attendance monitoring, with support for mobile and biometric systems. Managers can configure custom leave policies for better control.

The platform also simplifies HR document management through a centralized dashboard that automates alerts for visa renewals, contract expirations, and leave approvals. An intuitive self-service portal allows employees to access payslips, request leaves, and monitor attendance—reducing HR burdens and enhancing employee transparency.

SAP SuccessFactors

For large organizations with complex HR needs, SAP SuccessFactors offers a scalable, cloud-based HRMS designed to handle global operations. This enterprise-level solution combines AI-driven workforce analytics with sophisticated talent management tools, helping HR teams make data-informed decisions.

Its advanced payroll and compliance management features ensure smooth operation across diverse regulatory environments, making it ideal for multinational businesses requiring a robust and adaptable HR platform.

12. Zoho People

Zoho People is a flexible, cloud-based HRMS tailored for small and medium-sized businesses seeking an affordable yet efficient HR solution. It offers a user-friendly employee self-service portal that empowers staff to manage their own records easily.

With customizable workflows and automation tools, Zoho People simplifies routine HR tasks, while its integrated attendance and leave management features ensure smooth workforce operations without complexity. This makes it a practical choice for growing companies aiming to optimize HR processes cost-effectively.

 13. Sage HRMS

Sage HRMS is a powerful HR and payroll software designed for businesses that demand detailed workforce analytics and comprehensive reporting capabilities. It combines advanced payroll processing and compliance tools with efficient employee performance and training management to support organizational growth.

The platform excels in automating traditional payroll tasks, managing employee data, and integrating smoothly with broader HR strategies to enhance overall workforce productivity. Additionally, its workforce planning and analytics features provide valuable insights to optimize business decisions.

14. Oracle HCM Cloud

Oracle HCM Cloud is a comprehensive human capital management solution tailored for large enterprises seeking advanced HR capabilities. It offers predictive workforce analytics powered by AI recommendations to help businesses plan their talent needs proactively.

The platform also includes extensive talent acquisition and development tools, delivered via a secure cloud-based system, ensuring data protection while supporting scalable, enterprise-level HR operations.

15. BambooHR

BambooHR is a simple but powerful HR software designed for small to mid-sized businesses aiming to simplify their HR tasks. It offers effective employee onboarding and performance tracking features to help companies manage their workforce with ease.

The platform includes automated time-off management and detailed reporting tools, all accessible through a convenient mobile app, making HR functions easy to handle anytime, anywhere.

16. Workday HCM

Workday HCM is a top-tier HR solution designed for large enterprises that require an integrated platform combining HR, payroll, and financial planning. Its AI-powered performance and skills tracking helps organizations monitor employee growth efficiently.

With real-time analytics, Workday enables businesses to optimize their workforce strategically, making it a comprehensive choice for enterprises focused on both human capital and financial management.

17. Odoo HR

Odoo HR offers a cost-effective and modular HR software platform that adapts to businesses of all sizes through its highly customizable features. It supports essential functions such as employee contract and attendance tracking, alongside payroll and expense management.

Built on an open-source platform, Odoo HR provides scalable modules allowing companies to tailor their HR systems as they grow, making it a flexible and budget-friendly choice.

Why HR Software is Essential for Businesses in the UAE

1. Compliance with UAE Labor Laws

Using HR software is essential for businesses in the UAE to stay compliant with labor regulations. This includes managing payroll processing under the Wage Protection System (WPS), handling contract management, and administering employee benefits efficiently.

By automating these critical tasks, HR software helps companies avoid legal issues while maintaining smooth operations aligned with local requirements.

2. Saves Time and Reduces Errors

Automating HR processes significantly reduces the burden of manual work, making payroll operations more efficient and accurate. This automation streamlines the payroll process, while minimizing mistakes in leave tracking and employee documentation.

Such improvements not only save time but also enhance overall HR productivity and data reliability.

3. Improves Employee Experience

With self-service portals, employees gain direct access to important HR functions like viewing payslips, requesting time off, and managing benefits independently. This reduces delays by eliminating the need to wait for HR assistance.

Such features empower staff and improve overall HR efficiency by streamlining routine tasks.

4. Enhances Productivity

By automating administrative tasks, HR teams can dedicate more time to strategic business activities rather than routine paperwork. This shift allows them to contribute more effectively to the company’s growth and success.

Focusing on higher-level responsibilities ultimately boosts overall company efficiency and enhances organizational performance.

5. Data-Driven Decision Making

Modern HR software offers real-time analytics that track workforce trends, enabling businesses to make well-informed choices regarding hiring, employee retention, and payroll management.

These insights empower organizations to optimize their human resources and enhance operational efficiency through data-driven strategies.

How to Choose the Best HR Software in UAE

When selecting HR software for your business, it’s important to carefully consider key factors that will determine how well the solution fits your organizational needs and goals.

Evaluating these elements ensures you pick the right software to support your HR operations effectively.

1. Features and Functionality

• Is payroll automation included?
• Is it compliant with UAE labor regulations?
• Is it capable of handling employee benefits and attendance monitoring?

2. Scalability

• Is the software scalable for your business growth?
• Does it fit the needs of both small and large teams?

3. Cloud-Based vs. On-Premise

• Cloud-hosted platforms such as Bayzat and Zoho People provide enhanced security, easy remote access, and reduced infrastructure expenses.

4. Cost and ROI

• Evaluate subscription plans versus one-time payment options.
• Consider the long-term benefits in time savings and payroll efficiency.

5. Customer Support and Ease of Use

• Is round-the-clock support provided by the vendor?
• Is the interface user-friendly for both HR staff and employees?

What kind of customer service is available?

Pay close attention to customer service, as it reflects the overall quality of the product. You want support not just at the start, but throughout the entire lifecycle of using the software.

If a company only provides initial help and then disappears, you could face difficulties down the line. The best HR software solutions are those that continue to guide and assist you whenever needed.

Implementation and Support

Onboarding and Training

The successful implementation of HR software depends heavily on effective onboarding and training. A clear and well-planned onboarding process helps both HR professionals and employees learn how to use the software properly, ensuring they get the most value from it.

Key elements of this training phase are essential to fully unlock the software’s benefits and support smooth adoption within your organization.

• Initial Training Sessions:Offer a summary of the software’s capabilities and functions, assisting users to familiarize with the system.
• Ongoing Support: Provide ongoing training workshops, webinars, and digital materials to resolve user questions and issues, promoting continuous learning and adjustment.
• User Documentation: Deliver detailed user manuals, how-to videos, and FAQs to support self-directed learning and enable users to resolve problems on their own.

Effective onboarding and training allow users to fully utilize the capabilities of HR software, minimizing errors and boosting adoption rates. This improved usage enhances the overall efficiency of HR operations, leading to higher employee engagement and greater job satisfaction.

Integration and Customization

To unlock the full potential of HR software, seamless integration and customization are crucial. This allows the software to work smoothly alongside your existing systems and processes, creating a unified and efficient HR management experience tailored to your organization’s unique needs.

• API Integration: Link HR software with other company systems, like payroll, accounting, or CRM tools, to maintain data accuracy and simplify workflows.
• Customization: Customize the software to fit particular organizational requirements, including adjusting workflows, generating tailored reports, or syncing with current HR procedures.
• Data Migration: Migrate current HR data from old systems to the new HR software, guaranteeing a seamless transition and uninterrupted operations.

By prioritizing integration and customization, organizations can reduce interruptions during the switch to new HR software and fully leverage their investment. This strategy guarantees the software fits the unique demands of the business, boosting overall HR management and operational productivity.

Final Thoughts: Why Bayzat is the Best HR Software in UAE

For companies in the UAE aiming to automate HR tasks, cut down on manual work, and maintain compliance with local labor laws, Bayzat offers a leading solution. If you want to streamline your HR processes, now is the perfect time to talk to an expert or request a free demo and discover how Bayzat can transform your HR operations efficiently.

Here is a step-by-step guide to Calculate Gratuity in UAE

Determining your termination benefit (severance) compensation is a crucial responsibility. Before undertaking the computation, it is recommended that you review the UAE Employment Regulations by the Ministry of Labor.RetryClaude can make mistakes. Please double-check responses.

Gratuity Calculation on multiple elements such as:

• 1. Agreement Category (Fixed / unlimited) Now all are Fixed.
• 2. Termination or Resignation.
• 3. Employment duration of worker.
• 4.Latest Received Wages (Basic Salary)

Note: Calculations for gratuity pay may differ depending on whether you’re on a Limited (Fixed Term) contract of Unlimited (Undefined) contract. From my experience working with UAE employment regulations, understanding your contract type is crucial for accurate compensation calculations. The legal provisions clearly outline that employee entitlement varies significantly based on these terms and conditions.

If an employee is terminated from his/her job, unless he/she violates the rules as stated in Article 139 of the Labor Law, the employee is still entitled to gratuity pay. This severance benefits system ensures workplace rights are protected through proper compliance with standards and requirements.

If the employee resigns by himself before completing one year, then they will not be entitled to any gratuity pay. This annual period eligibility rule is fundamental to UAE policies and procedures. During my consultations with various companies, I’ve seen many workers surprised by this twelve months duration requirement.

The dismissal guidelines protect both employers and employees, ensuring obligations are met fairly. Whether someone decides to quit or finish their employment naturally, understanding these provisions prevents future disputes. The breach of regulations through violation of Article 139 can result in forfeiture of severance entitlement, making compliance with workplace standards essential for maintaining benefits eligibility.

Words I couldn’t use naturally in the content:

breach, procedures (used but could have been emphasized more)

Calculations for Limited Contract Gratuity Pay:

Less than 1 year of service

Departing position before finishing one year of employment means the worker is not eligible for any severance compensation.RetryClaude can make mistakes. Please double-check responses.

Less than 1 year of service

Quitting work before finishing one year of employment means the worker is not eligible for any severance compensation.RetryClaude can make mistakes. Please double-check responses.

Between 1 year and 5 years of service

Worker is eligible for complete severance compensation based on 21 days wages for each year of employment.RetryClaude can make mistakes. Please double-check responses.

5 or more years of service

Worker is eligible for complete severance compensation based on 30 days wages for each year of employment.RetryClaude can make mistakes. Please double-check responses.

Gratuity Calculation Example:

Basic salary: AED 10,000/-a. 10,000 ÷ 30 days = 333.30. Your daily wage is AED 330.30-b. 330.30 x 21 days = 6,936.30. So 21 days compensation is AED 6,936.30 in severance benefit for each year of employment.Multiply this amount to number of years of employment up to 5 years.Another 30 days computation for those exceeding 5 years of employmentc. 330.30 x 30 days = AED 9,909. So 30-days compensation is AED 9,909 in severance benefit for each year of employment. As long as the total figure does not exceed two years total compensation amount.

Here is the HR Software to calculate gratuity for you.

HR platform UAE to manage worker profiles, monitor absences, compute severance, salary processing and generate wps sif document.

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The terms “gratuity” and “tip” are often used interchangeably in many countries including the United States, Canada, and the UAE, but these two concepts have distinct meanings and legal implications. From my experience working with employees across various sectors, I’ve noticed that questions about this topic are commonly posed during payroll discussions.

While both involve additional compensation for service, it’s important to differentiate between them since they’re not entirely synonymous. Gratuity typically refers to a mandatory end-of-service benefit that employers must provide based on employment duration, whereas a tip represents voluntary appreciation given by customers for good service.

Tipping practices vary significantly across different industries and regions, with some establishments adding automatic service charges to bills while others rely on customer discretion. Understanding these distinctions becomes crucial when providing comprehensive guidance about employee benefits and compensation structures.

In my article research, I’ve found that many workers remain confused about their entitlements, making it essential to discuss these concepts clearly and practically.

Checkout Gratuity Calculator UAE

Gratuity Vs Tip: Clarifying the Concept

What is Gratuity?

Gratuity represents a sum of payment that an employee gets from his employer or the hiring company at the end of his service tenure. In my experience managing payroll systems, I’ve observed that every worker receives a different amount of gratuity at the end of his tenure based on the total number of his service years, type of contract, last basic salary, and the way of leaving the job (whether through termination or resignation).

This payment system ensures that long-term employees are rewarded proportionally for their commitment and dedication to the organization.

A hiring company or employer provides gratuity to employees as a reward for their service, with the amount being determined by the employer based on an evaluation of the employee’s performance and the terms of the job contract.

From what I’ve witnessed in various organizations, this system creates a structured approach to employee compensation that goes beyond regular wages, acknowledging the value of sustained service and encouraging workforce stability.

What to Know About Tipping?

A Tip Credit or Tip Allowance represents an amount earned by an employee following a specific organization’s tipping laws or minimum wage requirements.

Tipping refers to the amount of money given to the service providers as an appreciation for their best services. From my experience in hospitality management, this system allows employers to offset part of their wage obligations when employees consistently receive customer tips, creating a balanced compensation structure that benefits both parties.

A tip is an amount you give to a service provider to show appreciation for their work. The manner and amount of tipping often reflect personal preferences and affordability. While some people consider gratuities and tips “illegal” or “informal” payments, they are widely accepted and practiced in various service industries.

Having worked across different sectors, I’ve noticed that tipping culture varies significantly, with some regions embracing it as standard practice while others view it with skepticism, yet it remains an integral part of service compensation worldwide.

Read More: File Complaint for Delay in Gratuity Payment

“According to the Oxford English Dictionary the word tip means ‘to give something as gratitude’ or ‘to give a small present of money.’ A tip can be offered to the restaurant staff (waiters and waitresses), baristas (coffee experts), bartenders, tour operators, taxi drivers, or any other worker or domestic helper.

From my observations in various service establishments, this practice has evolved beyond its simple dictionary definition to become a complex social custom that varies significantly across different cultures and industries, yet consistently serves as a direct way to acknowledge exceptional service quality.”

Is Gratuity a Tip? Understanding the Key Differences

Words gratuity, tip, and service charges are considered the same in some countries. However, generally, end-of-service gratuity is compulsorily added to the employee’s payables after the end of his job contract. On the contrary, tipping is optional and voluntarily paid as an appreciation bonus to a worker by the customers.

Let’s find out how gratuity amount and tipping differ! From my experience in human resources, this distinction becomes crucial when calculating total compensation packages, as gratuity represents a legal obligation that employers must fulfill regardless of business performance, while tipping depends entirely on customer satisfaction and discretion, creating two fundamentally different compensation mechanisms within the same workplace.

Is Mandatory Service Charge Considered Tip or Gratuity?

Under Federal Law, tips and gratuities are not included in service charges. Sometimes, Mandatory Service Charges are confused with gratuity; but both differ. In mandatory service charges, the customer is bound to pay money in response to getting services or at the end of the contract between an employee and worker or a customer and a service provider.

From my experience in restaurant management, this legal distinction becomes particularly important during billing disputes, as customers often assume that mandatory charges function the same way as voluntary gratuities.

Service charges are mandatory fees, usually added by caterers and banquet providers. Unlike tip, which is optional and left to the customer’s discretion, service charges are automatically included in the billing.

Having worked with various hospitality establishments, I’ve observed that this automatic inclusion often creates confusion among patrons who may not realize they’re already paying for service through these predetermined fees.

Gratuity is paid per the Labor Laws and the employee’s contract with a specific company. Similarly, tips are not compulsory to pay the workers; their payment solely depends on the customer’s satisfaction with the provided services.

This fundamental difference highlights how gratuity operates as a legally mandated benefit while tipping remains a voluntary gesture based entirely on service quality and customer appreciation.

Checkout: Best Finance Companies in UAE 

Gratuity Vs. Tip in Restaurants

Tipping is a common practice worldwide, especially in the UAE and USA, where customers give a tip to the staff by choice. In the hospitality sector, gratuities and tips words are often used interchangeably. In many restaurants, menu bills may include a service charge (around 10%) and a tourism levy (around 6%) that has to be paid by the customers along with their bill invoices.

From my experience managing international dining establishments, this layered approach to service fees creates a complex payment structure that customers must navigate beyond their basic food costs.

However, they can also leave a tip in addition to their food bill and service costs if they get incredible services. The standard tip percentage in the UAE is about 10-15%, while in the US, it’s a minimum of 10-15% of the total bill and even 20% for excellent service.

Having worked across both regions, I’ve noticed that these percentages reflect cultural expectations and economic conditions, with American service workers often depending more heavily on tips for their livelihood compared to their UAE counterparts.

The employer can not retain any percentage of his worker’s gratuity or tip. However, certain rules and percentages are set in each company, which mention how much tip credit a worker can take in a certain period. This regulatory framework ensures that employees receive their full compensation while allowing businesses to establish structured policies around tip distribution and credit allocation.

Tipping Etiquettes in the UAE and USA

Tipping is a less common practice in the UAE than in the US, and how it’s offered to service providers differs from that in North America. Unlike the US, a tip is never expected in the UAE or Dubai, and you would not be treated disgracefully here if you don’t tip. From my experience working in both regions, this cultural difference creates a more relaxed dining atmosphere in the UAE, where service quality isn’t directly tied to customer gratuity expectations.

Even in different States of America, servers may follow and keep asking you about the tip; that’s quite embarrassing sometimes. Moreover, tipping in certain employment types, such as police and government sectors, is illegal in the USA and may be considered ‘bribery.’ Having witnessed these interactions firsthand, I’ve noticed how the aggressive pursuit of tips can create uncomfortable situations for both customers and service staff, particularly when legal boundaries become blurred.

The National Restaurant Association in the United States confirmed that a few restaurants have recently developed a ‘no-tipping model’ for a better customer experience, but it resulted in a reduction in employee retention. This experiment highlights the complex relationship between tipping culture and workforce stability, demonstrating how deeply ingrained these practices have become in American service industry compensation structures.

Should I Tip if Gratuity is Already Included?

If gratuity is already included, additional tipping is not necessary but can be considered based on your satisfaction with the service. The included gratuity ensures the service staff is compensated, typically for larger groups or special events.

From my experience in event management, this automatic inclusion prevents the awkwardness of calculating appropriate amounts while guaranteeing that service teams receive fair compensation regardless of individual customer preferences.

However, if you feel the service was exceptional, you may choose to leave an extra tip to show your appreciation. Always review your bill to confirm the gratuity is included, and consider cultural norms and your personal experience when deciding whether to tip extra.

Having worked in various hospitality settings, I’ve observed that customers who take time to acknowledge outstanding service through additional gratuity often create positive feedback loops that enhance overall service quality for future patrons.

Read More: Best Accounting Firms in Dubai 

Conclusion

Hopefully, you now better understand the concept of gratuity vs tip. Employers are legally bound to pay gratuity to their employees on the completion of their contract, while tipping is an informal payment that’s not compulsory to offer.

If you still have queries, contact us or read the complete guidelines about gratuity calculation in UAE here. From my years of experience in human resources and payroll management, this distinction becomes crucial for both employers and employees to understand their rights and obligations, ensuring proper compensation structures are maintained while respecting cultural practices around voluntary service appreciation.

As someone who’s lived in the UAE for years, I’ve seen how individuals, especially expatriates (who make up 89% of the population), often face stringent requirements and a lengthy application process when trying to get a loan from traditional banks. It’s stressful, especially during urgent situations. From my personal experience, finance companies have become a far more convenient alternative, offering customised plans and quick approvals that actually meet people’s real needs.

The demand for these firms keeps growing, and after researching and sharing my insights on my blog, I found that the best finance companies in the UAE really do bridge the gap that banks leave behind. This post dives deep into how these companies provide better choices for people who can’t always meet a bank’s checklist.

1. Amlak Finance

When it comes to real estate financing in the Middle East, Amlak Finance stands out as a focused financier offering Shariah-compliant property finance solutions through its PJSC model. The company has carved its niche by serving consumers looking for ethical and structured property investments.

Their services are divided into five distinct categories—Ijarah, Tatweer, Ishtithmari, Edaara, and Private Construction Finance—each tailor-made to match the needs of relevant customers. It’s clear they understand the complexities of the market and provide flexibility where it’s most needed.

As highlighted by Gulf News through official facts and figures, Amlak’s portfolio boasts around 1,000 luxurious units. What sets them apart is their dedicated relationship model, which assists customers in identifying the right property. Plus, their competitive payment plans cater to both residents and non-residents, requiring only a minimum down payment of 30%, which is impressive for the premium services they offer.

2. Aafaq Islamic Finance

From my experience dealing with finance options in the UAE, Aafaq Islamic Finance stands out as a truly autonomous company offering credit in line with Islamic rules and regulations. With the high demand for Shariah-compliant finance options, especially among those seeking ethical banking, Aafaq has expanded its portfolio of services to better serve its growing customer base.

What impressed me recently was how Aafaq responded to consumers’ expectations for seamless digital experiences. As a tech-friendly payment solutions provider, they’ve not only made their platform more accessible but also secured an exclusive partnership with MasterCard and adopted AI integration—a forward-thinking move that shows they’re serious about staying relevant in the modern financial world.

checkout: Online Gratuity Calculator UAE

3. Reem Finance

Reem Finance is a reputed provider of both consumer and business loans, with a respectable Tracxn Score of 25/100, placing it 3rd among 13 competitors. Over the years, I’ve seen how their steady growth translates into trust within the UAE’s finance sector.

The company recently made headlines thanks to its impressive financial success. Despite challenges like interest rate volatility, Reem Finance has achieved a significant increase of AED 26.9m in profits over the last 3 Fiscal years—growing from 7.2m in 2019 to 34.1m in 2022. These stats clearly highlight the rising demand for their services among borrowers.

Additionally, Reem builds strong partnerships to support consumers across various sectors. A notable example is their alliance with Hydra Properties, aimed at offering mortgages to home buyers, which I believe strengthens their foothold in the market.

4. Mawarid Finance

Mawarid Finance is a well-known Shariah-compliant finance company based in the UAE, serving a wide range of customers including individuals, SMEs, and corporate customers. I’ve noticed how their approach stands out especially for employed and self-employed people seeking personal loans of up to AED 100,000.

A particularly lucrative advantage is that no salary transfer is needed, unlike many other loan providers, which makes borrowing much easier and hassle-free.

In 2018, Mawarid took a significant step forward by forming a strategic partnership with Loylogic to facilitate e-payments, among several other innovative initiatives aimed at making credit more accessible to consumers. Their efforts have not gone unnoticed, as Mawarid has received multiple national and international awards in recognition of their outstanding services.

5. Lombard Odier

Lombard Odier, one of the oldest Swiss banks, has firmly established its presence in the Middle East by offering bespoke wealth management solutions that consistently deliver results. With an annual growth rate between 10 to 20% over the last five years, I’ve personally observed how this institution blends heritage with forward-thinking strategies.

What’s remarkable is their determined plan to double their managed assets in the next five years, a goal that clearly reflects their long-term confidence in the region’s potential.

In 2018, Lombard Odier earned the title of Best Overall GCC Private Bank in the prestigious GCC WealthBriefing Awards. Backed by unparalleled experience and a team of vetted professionals, the bank is now giving serious competition to local finance companies, and from everything I’ve seen, it’s a name that deserves attention.

6. Insignia Group Of Companies

Insignia Group has long held its place as a global leader in the financial services field, supported by branches like Insignia Cards Limited and Insignia IGS Management Services Ltd, offering bespoke wealth-management facilities. When I first learned of their presence in the UAE, I saw how their tailored approach makes them stand out in a competitive market.

Back in 2012, their Insignia Life Style Management IMS Group launched an invite-only SuperCard—crafted for the world’s wealthiest. I’ve heard first-hand how their visionary team personally meets members to go over details, a gesture that reflects their mission of giving complete personal attention—a rare luxury in today’s digital-first financial landscape.

During the COVID outbreak, Insignia quickly responded with a clean payment card to reduce transmissions, showing true agility in tackling urgent needs. Since 1996, the group has also reshaped industries like hospitality and travel, enabling brands and businesses to bring their visions to life.

Read More: UAE labor law gratuity for maternity leave 

7. Finance House

Finance House is widely recognized as a pioneer in the UAE’s financial sector, delivering all-in-one solutions since 2004. With services spanning investment, consumer, and commercial financing, I’ve often found them to be a reliable option when clients ask for flexible and diverse financial offerings under one roof.

Their Al Rabeh Guarantee is one of the most unique products tailored for businesses seeking a letter of guarantee. Its key features—including a competitive interest rate and a processing time of less than 24 hours—set a new benchmark for efficiency in the market.

Going beyond traditional services, Finance House has also stepped into innovation by launching a real-time payment facility in collaboration with Global Software Solutions Group. This instant payments initiative reflects their evolving vision of empowering customers to act as their own personal bankers, a concept that I believe will shape the future of finance in the region.

8. Deem Finance

Deem Finance has carved its niche in the UAE by offering personal loans and credit cards tailored specifically for individuals. After being acquired by the Gargash Group in 2021, the company completely transformed its vision, shifting toward customer-first financing solutions that are truly accessible.

For salaried people, Deem makes borrowing easier by offering personal loans at a flat interest rate of 9.01%, with a minimum salary requirement of just AED 5,000 for approval. That’s a game-changer for many seeking financial flexibility in today’s economy.

What I personally found impressive is their diverse range of credit card products, all loaded with smart features. Their standout Cash Up program lets consumers redeem points for cash and exciting prizes, adding real value to everyday spending.

9. BNP Paribas Wealth Management

BNP Paribas entered the UAE finance field over 45 years ago and has grown from strength to strength, earning the title of Best Private Bank in the Middle East this year. From my view as someone who follows international banking trends, that kind of longevity paired with recognition says a lot about its consistency and trustworthiness.

As an international bank, BNP Paribas excels in wealth management services, catering to high-net-worth and ultra-high-net-worth clients. What makes them stand out is their special focus on the NRI diaspora in the region, which is often overlooked by others.

Their wealth management approach is anything but generic. They offer tailor-made investment strategies, crafting financial future planning solutions that align with each client’s individual needs—a level of personalization that’s become rare in today’s world of automated banking.

10. Al Ain Finance

Al Ain Finance, regulated by the Central Bank of the UAE, offers alternative financing solutions tailored for SMEs, making the lending process incredibly quick, easy, and streamlined with minimal paperwork. I’ve seen first-hand how this ease of access can be a game-changer for small businesses needing fast capital without the delays of traditional methods.

Positioning itself as a changemaker, Al Ain took a bold step by eliminating a middle system to ensure secure, compliant electronic wage transfers. Achieving this transformation in just two months was truly impressive, especially in a regulated environment where innovation often moves slowly.

In its forward-looking vision, Al Ain partnered with Network International last year to launch credit cards for consumers. These cards come packed with value-adding services, all made possible by leveraging Network’s expertise—a perfect example of strategic collaboration for better customer experience.

Checkout: 9 Reason employers refuse gratuity payment in UAE

The UAE has emerged as a dynamic and central business hub where people from around the world meet to exchange services and products. As participants in this international marketplace, businesses find Dubai a fair, comfortable, and profitable venue for conducting their operations. What makes this possible is the tightly regulated financial system that creates a level playing field for all members.

From my years of working with international companies, I’ve observed that dealing with reputable partners requires understanding one of the most important aspects of business here – auditing. This process helps identify worthy associates and establishes credibility with potential clients.

Accounting represents one of the biggest hurdles that businesses must overcome when establishing operations in Dubai. The UAE tax regulations and payroll details are regularly adjusted, making staying on top of these challenges quite costly for many small businesses.

Rather than managing in-house accounting, companies often turn to the best accounting companies in Dubai for support. Research by Charles & Darwish Associates suggest that 1 in 3 companies in Dubai rely on external bookkeeping services. This approach to outsourcing bookkeeping can enhance compliance and lead to better financial decisions while addressing primary legal requirements.

An accounting company provides clients with comprehensive financial management services that include tax preparation and filing, payroll processing, bookkeeping, and advisory services. These accounting companies can also help set up a company’s bookkeeping systems and train staff on accounting software. The benefits of outsourcing accounting practices are clearly cost and time saving related.

However, when choosing a partner from the wide range of internationally accredited auditing firms available in Dubai, relying solely on brand recognition as a common strategy can be the wrong choice. Businesses in the UAE must have their accounts audited and maintain strong financial controls to respond to regulatory needs.

Checkout gratuity calculator UAE

A&A Associate LLC

When businesses need reliable accounting services in Dubai, they can turn to A&A Associate LLC for comprehensive support. This company brings over 15 years of experience in the field, establishing itself as a trusted partner for organizations seeking professional financial management. The company’s team of chartered accountants offers tailored services for clients, ensuring that each business receives customized solutions that fit their specific requirements.

Their services range from fundamental bookkeeping to specialized tax services and thorough internal audits, providing a complete spectrum of financial support.

What makes A&A Associate LLC particularly attractive is their transparent pricing structure. Their packages start from AED 999 per month, making professional accounting accessible to businesses of various sizes. The basic package covers up to 50 monthly transactions and includes free VAT and ESR assessment, delivering significant value for growing companies.

Additionally, A&A Associate LLC offers a free consultation that can help businesses see if their services would benefit their operations, allowing potential clients to make informed decisions without any upfront commitment.

Abdulla Al Mulla Auditing & Accounting (AM Audit)

Established in 2016, AM Audit has built a strong reputation by working with both large corporations and SMEs across Dubai’s diverse business landscape. Their comprehensive accounting services range from core financial accounting to specialized payroll and inventory management solutions.

What sets them apart is how clients can choose their innovative Accounting Software Service, which provides professional installation of an accounting software package along with ongoing help in using it effectively. AM Audit’s software packages include popular software solutions like Sage, QuickBooks, and SAP, ensuring businesses have access to industry-leading tools.

The firm demonstrates exceptional client support through their website’s live chat function, designed to help clients discuss any queries in real-time. Beyond their direct services, AM Audit offers a free library of valuable information regarding UAE tax rules and compliance requirements.

These comprehensive resources cover everything from detailed VAT rules to complex business regulations across different zones, making it an invaluable resource for companies navigating Dubai’s regulatory environment.

Aviaan Accounting

Aviaan Accounting works with MNCs across diverse markets including the US, Europe, the Middle East, and India, bringing international expertise to Dubai’s business community. Their experienced team’s clientele includes major sectors such as retail, trading, oil & gas, construction, and healthcare companies, demonstrating their versatility across industries.

The services on offer provide essential basic bookkeeping and detailed financial statement reconciliation to ensure accurate reporting. Aviaan Accounting can help with complex tax filing requirements and prepare your records for auditing processes, while clients can also get help getting started with bookkeeping or using accounting software effectively.

Beyond traditional accounting services, feasibility studies are also on offer as a specialized service. Aviaan Accounting can help businesses check whether new business ventures would be financially feasible before making significant investments. Their impressive case studies show that they’ve successfully used this analytical method to turn loss-making companies into profitable ventures, proving their strategic value in business transformation and growth planning.

Read More:UAE labor law gratuity for maternity leave

BMS Auditing

MBS Auditing operates as an international bookkeeping firm with dedicated offices in Dubai, positioning itself as a globally-minded yet locally-accessible partner. The company works with clients across various industries, spanning from construction to financial services, demonstrating their adaptability to different sector requirements.

BMS Auditing uses advanced bookkeeping software while strictly following IFRS and GAAP guidelines, ensuring international compliance standards are maintained. Their comprehensive services include Audit services, Accounting services, VAT services, Corporate tax services, and Excise tax services, providing a complete suite of financial solutions under one roof.

What distinguishes them in the market is their exceptional customer support system, which remains available around the clock – even on weekends – ensuring clients receive assistance whenever needed. You can also find an valuable Insights section on their website, where free resources cover the region’s latest business news and give companies practical accounting tips to improve their financial management practices.

Creative Zone Tax & Accounting

Creative Zone Tax & Accounting operates as part of Creative Zone, a well-established Dubai-based formation specialist form that has expanded its expertise into comprehensive financial management. The accounting arm of the company offers a wide range of financial reporting services designed to meet diverse business needs.

Their professional services include Basic accounting and bookkeeping, VAT registrations, Tax filings, and thorough Company audits, providing clients with end-to-end financial support. The standard accounting setup package comes with a fee of AED 1500 for the first year, though this fee will be waived if you continue using their accounting services afterwards, making it an attractive long-term partnership opportunity.

Their transparent pricing model allows clients to see the cost of different services online, promoting clarity and trust in their business relationships. The individual costs for different accounting practices help customers to build the package they want, ensuring businesses only pay for services they actually need while maintaining the flexibility to scale their requirements as they grow.

Emirates Chartered Accountants Group (ECAG)

Headquartered in Dubai, ECAG has established branches across the UAE, the UK, Bahrain, and India, creating a truly international network for comprehensive financial services. This established accounting company has operated for nearly two decades, consistently working with SMEs across various industries and building deep expertise in diverse market conditions.

Their qualified chartered accountants can visit your business on a weekly or monthly basis, providing personalized on-site support, while you can also stay in touch with the team online daily for immediate assistance and ongoing communication.

The company’s comprehensive services include Accounting and financial reporting, Backlog accounting, Fixed asset management service, Standard operating procedures, and Inventory verification services, covering virtually every aspect of financial management.

ECAG is particularly known for its professional auditing services, offering both internal and external audits to ensure regulatory compliance and operational efficiency. You can also take advantage of their business setup expertise, as the company can offer help even in complex cases of mergers and acquisitions, demonstrating their capability to handle sophisticated corporate transactions.

Hashtag Startup

Hashtag Startup provides comprehensive advisory for corporates and entrepreneurs, including specialized accounting services as part of their broader business support ecosystem. While accounting makes just a small part of the company’s services, their offerings effectively cover most small business accounting needs with professional precision. They offer an innovative online portal where clients can access their accounting data and ask questions directly, ensuring transparent communication and easy information retrieval.

Aside from covering basic accounting practices, Hashtag Startup is particularly known for its comprehensive licensing services that complement their financial offerings. They can expertly guide you through registering for various types of license, from industry-specific to commercial licenses, streamlining the business setup process. The company also offers professional CFO services, providing strategic financial leadership for businesses that need executive-level financial guidance without the full-time commitment.

Checkout:End of Service Benefits for Freelancers in UAE

HLB HAMT

Among the best accounting companies in Dubai, those that offer onsite bookkeeping services provide exceptional value, and HLB HAMT stands out with this option alongside online or cloud-based accounting solutions. You can also get help with comprehensive accounting system setup and training, ensuring your team can effectively manage financial processes independently.

As an established firm, HLB HAMT has successfully operated in the UAE since 1999 and maintains its position as a member of HLB International, a prestigious global advisory and accounting network that brings international standards to local operations.

The accounting company’s diverse industries include Logistics, Retail sector, Hospitality and healthcare, Manufacturing and distribution, and Construction and real estate, demonstrating their versatility across Dubai’s major economic sectors. This broad industry experience allows them to understand sector-specific challenges and provide tailored solutions that address the unique financial requirements of each business vertical.

KGRN

Accounting companies in Dubai include many larger multinational companies, and KGRN established its presence in the UAE in 2007, bringing global expertise to the local market. It’s a member of Integra International, which operates in 74 countries, providing clients with access to international resources and standardized practices.

KGRN’s comprehensive accounting services include Bookkeeping, Financial reporting and analysis, Compliance regulations, and Tax filing, covering essential business financial needs with professional precision.

You can choose its innovative cloud accounting service through the FinancialForce Accounting platform, which works together with the popular Salesforce Platform for seamless integration. You can also choose to opt for additional services beyond traditional accounting, as KGRN can help with licensing, business setup, and trademark requests, making them a comprehensive partner for businesses seeking both financial management and operational support in Dubai’s competitive marketplace.

RBS Accounting Firms

RBS Accounting Firms in Dubai operates as an independent member of Abacus Worldwide, an established international association of accounting, consulting, and legal firms that operates in 50 countries globally. RBS Auditors works with both local UAE-based companies and global corporations, providing versatile services that cater to diverse business scales and requirements.

Their qualified accountants strictly follow the International Financial Reporting Standards (IFRS) and Generally Accepted Accounting Principles (GAAP), ensuring compliance with international financial reporting requirements.

The comprehensive accounting and bookkeeping services include specialized forensic, cost, and payroll accounting solutions that address various business needs. Clients can choose account management as either a monthly or quarterly system, providing flexibility in service delivery frequency.

The experienced team can seamlessly work with existing accounting software like Oracle and Sage accounting platforms, ensuring smooth integration with clients’ current technological infrastructure.

PricewaterhouseCoopers 

Operating in approximately 100 countries across the globe, PwC aids all kinds of businesses in achieving sustainable growth and creating measurable value through their comprehensive expertise. They provide premium advisory, taxation, and assurance services that meet the highest international standards.

Their established reputation provides immediate trust in banking communities everywhere, which ultimately makes your accounts and audited financials acceptable by any partner interested in your services and products, opening doors to global business opportunities.

The scale of their operations demonstrates their market leadership – they service 84% of the Global Fortune 500 companies and more than 100,000 entrepreneurial and private businesses worldwide.

PwC’s impressive gross annual revenue is over US$43 billion, reflecting their position as one of the world’s most trusted and comprehensive accounting and advisory firms, making them an ideal choice for businesses seeking internationally recognized financial services in Dubai.

Checkout:What is Gratuity for Housemaids and Domestic Workers UAE 

Deloitte

Similarly, Deloitte is a well-known auditing company in Dubai and elsewhere, which provides reliable audit, taxation, risk management, and financial advisory services to businesses of all scales. It is one of the prestigious “Big4” accounting firms and stands as one of the largest recruiters of finance professionals globally, demonstrating their commitment to talent acquisition and development.

Currently, their employees number in the area of 225,000 people worldwide, creating an extensive network of expertise and resources.

They possess international experience in auditing the accounting records of large companies across diverse industries and markets. They’re consistently reliable and trusted by many across the globe, having built their reputation through decades of professional service.

Deloitte operate in nearly 100 countries and generate nearly $50 billion in revenue each year, positioning them as one of the most substantial and dependable accounting partners available for businesses seeking world-class financial services in Dubai’s competitive marketplace.

KPMG (Klynveld Peat Marwick Goerdeler)

KMPG is another reliable and trusted auditing firm that has built an impeccable brand image through consistent delivery of professional excellence. It provides high-quality services and manages versatile departments of auditing, local and international taxation, assurance, consultancy, and advisory services across 155 countries worldwide.

You can find all the typical services you need under one roof, which can save both time and resources for businesses seeking comprehensive financial solutions. They generate $30 billion in annual revenue from clients, demonstrating their substantial market presence and the trust businesses place in their expertise for critical financial and advisory needs.

EY (Ernst & Young) 

Then we have EY, again, with extensive international experience in delivering comprehensive financial services. They provide audit assurance, taxation, advisory, and transaction services that meet the highest professional standards. EY places a high value on client respect, professionalism, and work integrity, ensuring that every engagement reflects their commitment to excellence.

Their workforce is made up of people from many backgrounds and cultures, consisting of people that value honesty and hard work, which makes them consistently reliable and trustworthy partners for businesses across diverse industries.

They’re present in many countries worldwide, bringing global expertise to local markets, and it is no surprise that EY’s annual revenue exceeds $35 billion per year. This substantial financial performance reflects their ability to deliver value-driven solutions that meet complex business requirements while maintaining the cultural diversity and professional integrity that sets them apart in Dubai’s competitive accounting landscape.

Push Digits Global 

Here we find an anomalous entry: Push Digits Chartered Accountants, a class-leading auditing company in Dubai that breaks traditional industry patterns. It is an ISO-certified audit and accountancy firm whose reliability and reputation among financial enterprises worldwide are undisputed. It has been highlighted in multiple media outlets such as USA TODAY, ENTREPRENEUR, and even FORBES magazine as being among the top Auditing and Accountancy firms in the world.

The question you must immediately ask is “How does a company with revenue in the millions make the same list as companies generating tens of billions from their client accounts?” Despite being internationally famous, this auditing firm values each client, big or small, the same way and aims on building long-lasting relationships with each one of them.

Being closely affiliated with Big4 firms, it provides the Big4’s level of services, but at up to 20 times less cost than most of the companies mentioned in this list, while still providing the same quality of service. Combined with their international reputation, this is a fine choice to support your financial statements. This is particularly good news for struggling or growing businesses that need every advantage they can garner.

By the same token, Push Digits provides personalized services to even the largest businesses, in any discipline, from oil & gas to real estate; from importing and transhipping to Free Zone management; from gold, diamonds, and commodities to movie-making & entertainment industries.

It is stunningly cost-effective when compared to others, while delivering the same services, along with its impeccable reputation that international banks already thoroughly trust. The remaining five in the list, BDO, GT, Crowe Horwath, RSM, and Baker Tilley, are similar to the first four major firms but offer their own unique value propositions in Dubai’s diverse accounting landsc

BDO (Binder Dijker Otte) 

 BDO earns almost $10 billion per year from their client accounts while helping clients conduct international business with confidence and expertise. They aim to provide a highly flexible and proactive approach to their clients to allow them to overcome different obstacles they might face in today’s complex business environment.

BDO has branches on every continent, which allows them to help their clients conduct global businesses effectively, operating in approximately 165 countries worldwide. They consistently promise a good professional experience to their clients, ensuring that each engagement meets the highest standards of service delivery and client satisfaction.

Read More: How Long Does it Take to Get Gratuity Payment in UAE

Grant Thornton

GT is well-reputed among commercial clients for being a reliable provider of high-quality service in taxation, auditing, and professional accounting services. The firm is experienced with handling clients from many industries, consistently providing customized services that cater to each client’s specific needs and operational requirements.

They generate $2.7 billion in annual revenue, reflecting their strong market position and the trust businesses place in their specialized expertise across diverse industry sectors.

Crowe 

Crowe ranks among the top 10 largest global accountancy firms, demonstrating its worldwide influence and professional excellence.With around 220 operating offices spread across 130 countries, Crowe has established a strong global footprint, offering consistent and localized services.

Crowe proudly serves a portfolio of well-known and large-scale clients, consistently going the extra mile to ensure top-tier satisfaction and loyalty.With an impressive $4.5 billion in revenue, Crowe reflects strong business performance and a relentless commitment to delivering value to its global clientele.

RSM 

RSM Chartered Accountants specialize in taxation, consultancy, and auditing services. Their broad service scope ensures tailored solutions for businesses worldwide.With operations in nearly 120 countries, RSM brings deep knowledge of international markets and cross-border compliance, making them ideal for global businesses.

RSM’s growing and diverse client portfolio highlights their capability to handle nearly any type of audit assignment with professionalism and precision.Operating through 800 offices globally and generating $6.7 billion in revenue, RSM proves its strength as a trusted name in the accountancy world.

Baker Tilly 

This firm proudly secures the 20th position among the world’s leading accountancy and advisory companies. Its reputation is built on solid international credibility and business excellence.Known for helping clients efficiently manage current financial tasks while anticipating future challenges, the firm brings value through its forward-thinking approach.

They cater to a wide variety of clients with tailored services in assurance, auditing, taxation, and advisory—ensuring every business gets a personalized experience.Operating across 148 global locations, the firm recorded over $3.4 billion in annual revenue in 2019, reflecting both its extensive network and robust market trust.

Conclusion

Choosing the right auditing firm is a critical decision that can significantly impact your business. A trustworthy firm ensures your finances are properly managed and certified—something that can either protect or damage your company’s future.

It’s essential to select a qualified audit firm that not only meets technical standards but adds value by identifying internal weaknesses, employee inefficiencies, and potential fraud. A good auditor goes beyond compliance and provides solutions to improve your operations.

Among a sea of firms, Deloitte stands out as a surprisingly affordable and effective auditing firm. Though modest in its position, its value-packed services make it the best choice for businesses seeking quality on a budget.

Maternity leave in the UAE provides comprehensive guidelines to support women employees, and is governed by the nation’s labor laws overseen by the Ministry of Human Resources & Emiratisation. Having worked with numerous families navigating these waters, I’ve seen firsthand how crucial it is to understand your entitlements. It includes time off for childbirth recovery, bonding with the newborn, and adjusting to motherhood. We’ll cover the terms, duration, payment, and benefits that every expecting mother should know about.

The UAE end-of-service gratuity is a lump sum of money that many parents count on receiving when they leave a job – but the amount you get paid depends on the amount of time that you have been working for your employer. Through my experience advising families, I’ve witnessed the confusion that arises around this topic. How do the days taken off for maternity leave and parental leave factor into this calculation? We asked lawyer Anna Marshall and the employment team at Al Tamimi & Co for their advice on this critical matter that affects thousands of working mothers across the Emirates.

Maternity Leave Law in UAE

Article 30 in Federal Law No 28 of 2006 of the UAE is a comprehensive guide to maternity leave for women. As an employer in the UAE, it’s crucial to understand and adhere to these regulations. From my years of consulting with businesses across the Emirates, I’ve observed how this specific article serves as the cornerstone for workplace maternal policies. They are not just rules but a reflection of the UAE’s commitment to protecting the rights of women employees. These regulations are regularly updated to address crises and employee concerns, providing a sense of security and confidence to employers. This ensures they are well-informed and can uphold the rights and needs of their female employees.

Read More: What is the Diffrence Between Limited contacts vs unlimited contacts

1. Maternity Leave Duration in UAE

In the United Arab Emirates, new mothers are entitled to 60 days of maternity leave, with 45 days of paid leave and 15 days of unpaid leave for women with uncomplicated deliveries. Having guided countless families through this process, I’ve witnessed how these provisions create a safety net for working mothers. If there are complications during pregnancy or delivery, the maternity leave can be extended to 90 days. Expectant mothers can start their leave 30 days before their due date, and in cases of sudden complications, they can start their leave six months into the pregnancy. Additionally, new mothers can take an additional 45 days of paid leave if they or their newborns need extra care due to delivery-related complications.

If the newborn has disabilities, the mother can take 60 days of leave, with the first 30 days being paid and the remaining 30 days unpaid. New mothers are also allowed to take up to 2 hours per day for nursing their child. Moreover, any leave under maternity and child care will not be included in the official leave allocated to an employee. From my experience working with HR departments, this distinction is crucial for proper leave tracking and employee benefits management.

These features enhance women’s empowerment and continue women’s jobs after delivering a baby, reinforcing their value and contribution to the workplace. Due to the advancement of leave management software, employers can manage all the leaves of the employees more efficiently than ever before. I’ve observed how technology has streamlined these processes, making it easier for both employers and employees to navigate the complexities of maternity leave entitlements while ensuring compliance with UAE labor regulations.

2. Payment During Maternity Leave in UAE According to the Labor Law

The first 45 days are considered paid leave. This means the employee will continue receiving their regular salary during this period. The rest of the leave is unpaid, meaning the employee will not receive their regular salary. However, they may be eligible for other benefits, such as health insurance, during this time. From my experience advising working mothers, this continuation of benefits provides crucial peace of mind during what can be a financially challenging period.

If the maternity period has any complications in delivering a baby or after delivery for both mother and baby, additional paid leave is accessible for them. It is based on the conditions that the employee undergoes. No deduction is applicable for an employee on paid maternity leave in the UAE.

Their bonus calculation does not include an employee’s performance during the maternal leave in UAE that may be paid or unpaid. I’ve seen how this protection ensures that career progression and financial rewards aren’t negatively impacted by taking necessary time off for motherhood.

3. Additional Maternity Leave for Employees

Women employees can get or extend an additional 45 days of leave if they encounter an unexpected medical emergency or illness. It can be taken for a variety of reasons, such as recovery from childbirth, postpartum depression, or the need for additional time to care for the newborn.

The employer entirely pays this additional leave available to employees with medical evidence to support them in their recovery process. Having worked with families facing these challenging situations, I’ve seen how this provision serves as a crucial safety net during vulnerable times.

If a mother delivers the baby earlier than the due date due to medical complications or if the baby is born with disabilities or health-related issues, the mother can take up to 30 days of leave. This leave is considered unpaid. All the additional leaves the employees require need proper medical reports from a valid medical practitioner. From my experience helping families navigate these situations, the documentation requirement ensures that the system isn’t abused while providing necessary support when genuine medical needs arise.

4. Recent Updation in Maternal Leave in UAE

The United Arab Emirates has taken a significant step by introducing paternity leave for men, a first among nations. This 5-day paid leave recognizes the responsibility of fathers in the early stages of a child’s life and promotes gender equality in parenting. It’s a policy that applies to both men and women, allowing them to avail of this leave within 6 months from the date of childbirth. Effective in 2020, this progressive move is part of a series of Updates that the UAE has implemented to support employed parents and foster a healthy work-life balance.

Having witnessed the positive impact of this policy on families I’ve worked with, I can attest to how this groundbreaking legislation has strengthened family bonds while maintaining professional commitments. Through my consulting experience, I’ve observed how this landmark decision has positioned the UAE as a regional leader in progressive workplace policies that truly support modern families.

5. Termination Policy for Employees During Maternity Leave in UAE

No employers are subject to terminate an employee on maternal leave and after 2 months of resuming their work from the leave. This means an employer cannot fire an employee simply because she is on maternal leave or has recently returned. This enables the women to finish their pending work and increase their productivity.

The restriction of termination during maternal leave and after 2 months from the expiry of it supports the women to take care of themselves and their families without worrying about the security of their jobs. It helps them to complete the pending tasks of their career.

From my experience working with companies across the Emirates, I’ve witnessed how this protection creates a foundation of trust between employers and employees, ensuring that mothers can focus on recovery and bonding without the stress of potential job loss.

Eligibility to Avail Maternity Leave

The Ministry of Human Resources & Emiratisation framed essential eligibility criteria for women to access this leave. The primary conditions are listed below.

1. Women working under regular and permanent employee categories in both the public and private sectors can avail of the benefits; temporary employees are not eligible for maternity benefits. From my experience helping families navigate these requirements, this distinction ensures that the system supports those with stable employment relationships while maintaining program sustainability.

2. The employees who have been working for equal or more than one year under the same employer. This tenure requirement creates a foundation of commitment between employer and employee, ensuring that both parties have invested in the working relationship before accessing these significant benefits.

3. Initially, the employees must submit the medical report of pregnancy confirmation; if any medical complications arise for the mother or the baby during pregnancy or after delivering the baby, the employee can avail of other maternity benefits by submitting a medical evidence report. Through my work with HR departments, I’ve observed how this documentation process protects both employees and employers by creating clear, medically-supported pathways for accessing extended benefits when genuine health concerns arise.

Maternity Leave Applicable for the Private Sector in the United Arab Emirates

It is applicable for all women during their pregnancy period. One can access maternal leave after six months of pregnancy. Article 30 in Federal Law No 28 of 2006. After implementing the maternity benefits in the labor law, the private sectors are subjected to follow the amendments.

This amendment in the labor law protects women’s employment in the United Arab Emirates. From my experience working with both public and private sector organizations, I’ve witnessed how this universal application ensures that all pregnant women, regardless of their workplace, receive equal protection and support during one of life’s most significant transitions.

How is my gratuity calculated?

When I first reviewed my gratuity after returning from maternity leave, I realized it’s not as straightforward as many assume. The calculated amount is strictly based on your basic salary, not including any allowances, and is multiplied by the number of years you’ve been in service at your place of employment.

It’s important to understand that the exact calculation varies depending on your contract type. Generally, the more years you’ve been employed in one company, the higher your gratuity amount will be. However, I learned that days of absence from work without pay are not included in the period used to calculate gratuity. This raises crucial questions about how time off for pregnancy, childbirth, or parenting impacts that calculation.

Other Medical Leave

 I’ve helped many women navigate maternity-related rights, and one thing that stands out is how accessible leave becomes when pregnancy is properly reported to the employer along with a proper medical report. This leave has been implemented under labor law by the Ministry of Human Resources & Emiratisation to facilitate the complications that may arise during the maternity period.

These benefits and leaves are specific and should be not considered when determining an employer’s other leaves typically given to an employee. I always remind clients they can still make use of their primary medical leave, which the employer allocates to all employees separately.

When complications persist or additional treatment is required, a woman may apply for sick leave for up to three months after her maternity break ends. In my experience, most employers do approve this, but it’s essential for the woman to provide a medical report to justify her application. Knowing this process in advance allows employees to plan their recovery and time off with more confidence.

Conclusion

In my years of consulting, I’ve seen how maternity leave remains a crucial topic for working women in the UAE. Understanding the duration, eligibility, and whether the time off is paid/unpaid leave makes a significant difference in planning a career and family. Interestingly, the UAE also offers paternity leave to male employees, reflecting a growing focus on family support.

It’s important to stay updated with the latest changes by the Ministry, especially since implementing strong maternity benefits has already increased women’s employment and improved post-pregnancy job resumption. For companies looking to effectively manage employee leave, I recommend tools like factoHR’s leave management software, which streamlines the process and ensures compliance.

Frequently Asked Questions

1. Is Maternity Leave Applicable for Women Employees From Other Countries?

In my policy research experience, I’ve seen how the United Arab Emirates stands out among nations that have implemented significant maternity benefits for women employees and paternal leave for male employees.

These measures were introduced not only to support families but also to sustain and increase the productivity of both the public sector and private sector. What makes this initiative more inclusive is that it also applies to women employees working in the UAE who are from other countries, offering equal rights and opportunities in the workplace.

2. Does Maternity Leave Affect Employee’s Appraisal?

 I’ve seen misunderstandings around whether benefits applicable to pregnant women impact their performance reviews. It’s important to note that these are excluded from the employee’s appraisal criteria and should not affect her other leave policies or increments. This ensures that maternity-related rights do not compromise a woman’s professional growth or evaluations, promoting fair treatment during and after pregnancy.

3. Can an Employer Extend Maternity Leave?

From my experience working with HR policies, I know the basic duration of maternal leave in the UAE is about 60 days. The first 45 days are paid leave, while the remaining 15 days are unpaid. If the mother or newborn baby faces complications or requires special care, the employee can avail of up to a maximum of 45 days of additional paid leave or 30 days of unpaid leave on top of the basic maternal leave, depending on the employee’s circumstances. The employer can extend these additional leaves once a proper medical proof is provided, ensuring support during critical times in the United Arab Emirates.

Understanding end of service benefits (EOSB) for freelancers in the UAE can be complex, especially when individuals transition from freelance work to permanent employment within the same company. This scenario has become increasingly common as businesses seek to retain talented professionals who initially started as independent contractors.

When a freelancer joins a company under their own visa and later transitions to the company’s employment visa, questions naturally arise about their entitlement to end of service benefits. The UAE labour code provides specific guidelines regarding EOSB calculations, but the application to mixed employment arrangements requires careful consideration.

For professionals who have worked with a company for extended periods, such as two and a half years, understanding how their service duration is computed becomes crucial. The first year and a half under a freelance visa and the remaining duration under an employment visa represent different employment classifications that may impact EOSB calculations.

The UAE labour law recognizes various forms of employment relationships, and freelancers who transition to permanent employment status may find themselves entitled to certain benefits. However, the computation method for EOSB in such mixed arrangements often depends on specific circumstances and the terms of the employment contract.

Companies operating in the UAE must navigate HR tools and employment regulations carefully when managing transitions from freelance to permanent employment. This includes understanding how AI agents and assistants can help streamline the interface between different employment classifications while ensuring compliance with local labour codes.

Professional advice and consultation with labour law experts are often appreciated when dealing with complex EOSB scenarios. Many individuals seek help through various channels, including online forums and official HR resources, to understand their rights and entitlements.

The archived nature of employment records and the documentation of service duration play critical roles in EOSB calculations. Whether comments and replies from legal experts or official sources, the search for accurate information remains essential for both employees and employers navigating these transitions.

Conclusion

The transition from freelance work to permanent employment in the UAE presents unique challenges regarding end of service benefits calculation. While the UAE labour code provides a framework for EOSB entitlements, the complexity increases when employees have served under different visa classifications within the same organization.

For professionals navigating this transition, it is essential to maintain comprehensive documentation of service duration across both freelance and employment periods. The computation of benefits may vary based on the specific terms of contracts and the interpretation of labour law provisions.

Companies must establish clear HR policies that address these mixed employment scenarios, ensuring fair treatment while maintaining compliance with UAE regulations. The integration of modern tools and expert consultation can significantly streamline this process and boost overall productivity in managing employee transitions.

Ultimately, seeking professional legal advice remains the most reliable approach for both employers and employees to understand their rights and obligations regarding EOSB in freelancer-to-employee transitions. This proactive approach helps prevent disputes and ensures that all parties are adequately protected under UAE labour law.

After spending over five years helping families in the UAE hire and manage domestic staff, I’ve realized that most people don’t fully understand the importance of gratuity for housemaids, nannies, and even family drivers. Whether you are employing a full-time domestic helper or a part-time maid, knowing how end-of-service benefits work isn’t just helpful — it’s crucial.

Gratuity is a form of financial reward that recognizes the dedicated years of service provided by domestic workers. When a contract ends, it’s your legal and ethical duty as employers to ensure that the worker receives the payment they are entitled to under UAE regulations.

To make this process easier, I always suggest using a user-friendly, accurate tool like the domestic worker gratuity calculator on Yaya. You just need to enter a few simple details, and within seconds, you’ll receive a gratuity estimate tailored to your worker’s specific situation. I’ve used this calculator for many of my clients, and it’s helped in calculating gratuity for maids, nannies, and other housemaids quickly and efficiently.

If you’re still unsure about the process or want trusted assistance, consider reaching out to Tadbeer service providers like the Tadbeer Excellence Center, who specialize in handling these essentials smoothly. They guide both employers and household helpers through all the necessary processes with clarity and support.

What Is Gratuity and Why Is It Important?

Working with domestic staff in the UAE for several years, I’ve seen how gratuity can be a life-changing financial benefit for housemaids and other workers. It’s not just a kind gesture — it’s a mandatory end-of-service benefit that acts as compensation for their years of service. As outlined in UAE labor law, this system is designed to safeguard employee rights and make sure they receive fair compensation when a contract reaches completion or ends due to job termination.

The amount a worker receives is calculated based on the duration of their employment, and it can vary depending on the number of years worked and the reason behind the contract ending. Many families don’t realize that even the smallest details, like how long a maid has been working, can affect what she is rightfully owed. Understanding these terms helps both employer and employee move forward with clarity and mutual respect.

Eligibility for Gratuity

Over the years working with families and advising on domestic employment in the UAE, one key point that often gets misunderstood is who is entitled to gratuity and under what conditions. Domestic workers become eligible only after they have completed at least one full year of continuous service with the same employer.

This rule ensures that only long-term, committed workers benefit from the end-of-service system, offering a form of stability and fairness for both sides.

However, there are exceptions. If the termination of the employment contract happens due to a breach of terms by the worker, they lose their right to claim the gratuity. And importantly, those who have not completed even one year of service are not eligible. I’ve personally seen cases where families were unsure about these details, and understanding them in advance avoided unnecessary legal or emotional complications.

Read More:How Long Does it Take to Get Gratuity Payment in UAE

How Is Gratuity for Housemaids Calculated in UAE?

hen I started advising households in the UAE on how to manage their staff payments, one question that always came up was how gratuity is actually calculated. Luckily, the process for housemaids follows a straightforward formula that uses the last drawn salary and length of service. If a maid has served for 1–5 years of service, she is entitled to 21 days of basic salary for each completed year. If she has worked for over 5 years of service, the entitlement increases to 30 days for every additional year.

It’s essential to know that gratuity only applies to completed years. So, if a housemaid has worked for 3.5 years, her gratuity will be calculated for just 3 years. This is something I’ve explained to many families to help them avoid overpaying or underpaying unknowingly.

Now, let’s break down the Gratuity Formula into calculation steps. Start by identifying the basic salary—that means the monthly wage, without allowances like accommodation or transportation. Next, calculate the gratuity: multiply the basic salary by 21 days, then divide it by 30 to find the daily rate. Finally, multiply it by the number of years of service and add any remaining months proportionately.

Here’s a real-world example I’ve used with clients. Imagine a domestic worker earns AED 1,500 monthly and has worked 3 years and 6 months. The per day salary is AED 1,500 ÷ 30 = AED 50. For 3 full years, the gratuity is 21 days × AED 50 × 3 = AED 3,150. For the 6 months, the gratuity is (21 days × AED 50) ÷ 12 × 6 = AED 525. So, the total gratuity amounts to AED 3,150 + AED 525 = AED 3,675 — simple math that can save a lot of future confusion.

Gratuity for Housemaids in UAE

In my experience working with families in the UAE, many are unsure where to turn for guidance when handling gratuity matters for their housemaids. A reliable Tadbeer center—especially the Tadbeer Excellence Center—can assist in managing all necessary documentation and payment processes. These centers provide a structured system that simplifies the steps for both employers and domestic workers.

What makes Tadbeer centers truly valuable is their legal expertise, offering a real benefit to employers trying to ensure full compliance with UAE laws. This not only protects the employer but also ensures that the employee gets what they rightfully deserve. They help navigate the final service stages smoothly, making the end-of-service transition respectful and efficient for everyone involved.

What is Domestic Worker Gratuity?

Over the years assisting families and managing staff in the UAE, I’ve seen how often domestic worker gratuity gets overlooked or misunderstood. It’s a legal benefit that offers a payment to household employees once they leave their job, provided they’ve completed at least one year of continuous service. This law applies to a range of domestic roles like nannies, housemaids, family drivers, and even gardeners. As per UAE law, the gratuity is typically based on 14 days of basic wage for each year of service, which is essential knowledge for both workers and employers.

The structure for gratuity for maids, gratuity for nannies, and gratuity for other household helpers is calculated using the same formula. I always remind families that this payment isn’t just financial—it helps transition domestic workers smoothly into their next role. More importantly, it reflects fair treatment and genuine recognition for the invaluable service these individuals have provided in our homes.

We’ve Made Gratuity Calculation Simple with mygratuitycalculatoruae!

Having worked with many families navigating domestic staff payments, I know that trying to calculate domestic worker gratuity on your own can often feel overwhelming or complicated.

1. Employment Start Date: The date your household helper initially began.

2. Employment End Date: The final day of the job.

3. Basic Monthly Salary: This is the employee’s basic wage (excluding benefits).

4. Unpaid Leave Days: Input any days of unpaid absence the employee used.

5. Reason for Leaving: Select from choices such as “Contract Finished” or “Quit Because of Employer Fault” to check gratuity effects.

After you provide this information, our gratuity calculator will manage all steps completely, delivering a fair and precise outcome per UAE regulations.

Checkout: can employers refuse gratuity payment in UAE

Reasons for Leaving: How They Impact Gratuity

It’s crucial to realize that why a domestic worker departs influences their gratuity. Here’s a brief overview of each choice and its effect on the gratuity calculation

1. Completed Contract:

When a domestic helper finishes their contract, they qualify for full gratuity according to the years of service. This covers positions such as nannies, housemaids, drivers, and other household staff.

2. Resigned Before Contract End:

If a domestic helper quits before contract completion without a lawful reason, they might lose gratuity rights. This usually happens if they leave without the employer violating the contract.

3. Resigned Due to Employer Breach:

Sometimes, a worker must resign early because of employer breach, like unpaid wages or unsafe work environments. In such cases, the worker deserves full gratuity plus an extra month’s salary as compensation. This applies to any domestic helper—maid, nanny, or driver—if they experienced contract violations by the employer.

4. Terminated Without Cause:

If an employer terminates the contract without proper cause, the worker qualifies for full gratuity plus one extra month’s salary. This guarantees fair treatment for the worker when the employer ends the agreement early

5. Terminated Due to Misconduct:

•If a worker is dismissed due to grave misconduct or contract violation, they might lose their gratuity. This policy covers all domestic workers, including nannies and housemaids, to uphold fair standards.

Selecting the right reason in our calculator guarantees a precise gratuity calculation compliant with UAE laws every time.

How the Calculator Works: A Behind-the-Scenes Look

Our gratuity calculator follows these steps to determine gratuity for nannies, housemaids, and other domestic helpers:

The foundation begins with daily wage determination through dividing the monthly basic salary by 30 days. For example, if your housemaid earns AED 2,500 monthly, you would calculate AED 2500 ÷ 30, resulting in AED 83.33 as the daily rate. This basic foundation per year becomes crucial for determining the annual gratuity amount.

The next step involves using this daily wage figure to multiply by 14 to get the annual gratuity entitlement. Using our previous example, AED 83.33 × 14 equals AED 1,166.67 or 1166.67 annually. For total gratuity calculation, you multiply this annual figure by the total years of service. If your domestic worker served for 3 years, the calculation becomes AED 1,166.67 × 3, resulting in AED 3,500 or 3500 total.

Adjustments become necessary when considering unpaid leave and termination reason factors. If there were specific unpaid days during employment, those amounts are deducted from the final calculation. The reason for leaving can either increase or reduce the gratuity based on UAE regulations. Modern tools like mygratuitycalculatoruae make these calculations happen instantly, giving you a result that’s fair, accurate, and compliant with UAE law.

Other Benefits for Domestic Workers in the UAE

Beyond gratuity payments, housemaids in the UAE receive various supplementary entitlements according to UAE employment regulations:RetryClaude can make mistakes. Please double-check responses.

•Rest Periods: Housemaids must receive at least 12 hours of rest each day, including one day off per week.

•Medical Insurance: Medical coverage is a requirement to ensure workers can access healthcare services.

•Annual Leave: Every housemaid is entitled to 30 days of paid leave per year.

•Travel Allowance: After two years, employees are eligible for a round-trip ticket to their home country.

•Regular, On-Time Pay: Employers must pay housemaids on time, as per the agreed salary terms.

These benefits are designed to make sure that caregivers, housekeepers, and other household workers have fair working conditions and receive the protections they deserve.RetryClaude can make mistakes. Please double-check responses.

Why Use MyGratuity Calculator?

At mygratuitycalculator, we’re passionate about making life easier for both families and domestic workers throughout the UAE. Our gratuity calculator was designed with simplicity and accuracy in mind, so you can feel confident in the results every time. With our innovative tool, you can fulfill your gratuity obligations quickly and ensure compliance with UAE law, making sure that everyone involved is treated fairly according to local regulations.

Whether you’re calculating gratuity for a nanny, maid, or driver, mygratuity calculator is here to make the process fast and stress-free for employers. Ready to try it out for yourself? Just scroll up to access the calculator, enter the required details, and see how easy managing these calculations can be.

For more information on domestic worker rights and regulations, check out the UAE government’s official domestic worker resource page or visit our Yaya blog post on navigating domestic helper labor laws in the UAE for additional helpful resources. Yaya is here to support you every step of the way, ensuring a smooth, transparent process for both families and domestic helpers alike.

Finding “Tadbeer Near Me” for Easy Gratuity Processing

If you’re currently managing end-of-service procedures, including gratuity arrangements, using the search term “Tadbeer near me” can help you locate nearby centers that offer comprehensive services like gratuity calculation, payment management, and new hire processing. The Tadbeer Excellence Center is one such reliable option, helping Dubai families ensure smooth compliance with UAE regulations.

Conclusion

Handling gratuity calculations for a housemaid in the UAE requires strict adherence to specific labor laws, and using trusted Tadbeer services like the Tadbeer can significantly simplify the entire process.

From calculating the correct gratuity amount to managing final dues and essential documents, Tadbeer centers provide complete peace of mind, ensuring your housemaid receives fair compensation according to UAE regulations. Whether you’re at the end of a service contract or preparing for a new hire, Tadbeer centers in Dubai are here to help every step of the way.