Our Employer of Record UAE services enable you to hire employees, manage payroll, and ensure compliance without the need to establish a local entity in the UAE.
As an EOR provider, FMC Group hires employees on your behalf and handles payroll, taxes, employee benefits, and ensures compliance with UAE law. This includes maintaining compliance with local employment laws and regulations, which is essential for reducing legal risks and ensuring smooth business operations. Without this burden, you can fully concentrate on your core business.
Hiring in the UAE is distinguished by its access to a highly skilled and diverse talent pool, which draws international experts due to the country’s status as a global business hub and its strategic location, connecting Asia, Europe, and Africa. The UAE’s diverse workforce comprises employees from various linguistic, cultural, and national backgrounds. Employers must adopt multilingual documentation and cultural sensitivity to ensure effective communication and compliance. The UAE offers significant advantages such as tax-free personal income, world-class infrastructure, and mandatory employee benefits like health insurance and other employment benefits, including statutory leaves, end-of-service gratuity, and additional contractual perks. These factors make it an attractive destination for top talent, supporting high employee satisfaction and retention. Additionally, the UAE government’s proactive workforce reforms, streamlined visa pathways, enable companies to hire quickly, remain compliant, and tap into a resilient, future-ready labor market.
Our free webinar on demand “Dubai as a Hub for Developing Your Business in the Gulf Region” has a lot of additional information.
1. Getting started:
Schedule a free call with us, and we will guide you through the entire process.
2. Talent selection:
Choose your own candidate or leverage our international recruitment services.
3.Contracting and client onboarding:
We will discuss salary, benefits, contract options, and answer all your questions. After that, we prepare the contracts: A service contract between the client and FMC Group, and an employment agreement (employment contract) between the employee and FMC Group. Employment agreements are the legal documentation required for hiring employees in the UAE, ensuring compliance with labor laws and outlining the rights, benefits, and obligations of both employees and employers.
4. Employee onboarding & administration:
We hire the employee through our UAE entity with the salary and conditions you have defined. We manage all HR administration, including contracts, payroll, and health insurance, ensuring full compliance with relevant regulations.
5. Employee management:
You maintain functional control over the employees, while we manage employees by overseeing all administrative tasks such as onboarding, payroll, and compliance.
6. Company car (optional) & travel cost:
If your employee requires a company car, we will arrange all necessary steps and deliver the car to your employee’s home. All travel costs can be reimbursed through us, after your approval.
At FMC Group, our defining strength lies in our dedication to building genuine partnerships and providing expert, personalized guidance. While we utilize cutting-edge software to maintain efficiency and compliance, our approach is never technology-first. We have seen that both our clients and the employees we support truly value the direct, human connection we bring to every interaction.
We believe that Employer of Record (EOR) services are fundamentally about people, not just automated processes. Our clients and their teams often have unique questions and specific requirements that technology alone can’t address. That’s why our responsive and consultative style is highly valued. With over 25 years of experience supporting clients in international markets and more than 15 years specializing in employee hiring, we are committed to being your knowledgeable, approachable, and reliable human partner
FMC Group simplifies the entire visa and onboarding process, ensuring your employees are legally employed and fully compliant with DMCC and UAE regulations. We handle every administrative detail from visa sponsorship and renewals to payroll and HR support so that you can focus on your business growth without the burden of local bureaucracy.
Full automation at the front end often means additional work for clients and is optimized for the service provider, not the client. Our strategy is different: we optimize fully for our clients to save time, resources, and avoid problems.
Unlike many solutions that prioritize convenience for the service provider, our approach is centered entirely around the needs of our clients. We believe that automation should simplify your experience, not add extra steps or complexity. Experience the difference of a partner who puts your needs first.
The day-to-day management and supervision of employees are handled directly by your team. You retain full control over task assignments, performance monitoring, and operational direction, ensuring your employees remain fully integrated with your business objectives.
Employees register their travel costs using our dedicated expense management software. Each expense submission includes a summary sheet and copies of all relevant receipts. These are sent by your employee to you for review and approval. Once you approve the expenses, FMC Group processes and pays out the reimbursements promptly to the employee.
All leave requests are submitted by employees through our HR software platform. Employees send their requests directly to you for approval. After you grant approval, FMC Group finalizes the leave in the HR system and ensures accurate tracking. We also monitor leave balances and provide you with regular, transparent reports on leave usage.
For any salary adjustments or bonus payments, your team simply informs FMC Group of the approved changes, with the employee’s salary serving as the basis for calculating these adjustments and related benefits. We then handle the implementation and ensure that all payments are processed accurately and in a timely manner. This structured approach ensures clear communication, efficient HR administration, and full compliance, while you maintain control over your team’s daily activities in the UAE.
The contractual relationship in an Employer of Record (EOR) arrangement, like with FMC Group, involves two main contracts that define the roles and responsibilities between the client company, the EOR provider, and the employee:
This is a service agreement where FMC Group acts as the legal entity and legal employer of the employee on behalf of the client. The contract clearly outlines FMC Group’s responsibilities, such as managing payroll, withholding taxes, administering statutory benefits, ensuring compliance with local labor laws, and handling employment contracts and terminations. Meanwhile, the client retains control over the employee’s daily work, performance management, and operational decisions. This agreement specifies the scope of services, fees, liability, confidentiality, and dispute resolution terms to protect both parties and ensure a smooth partnership.
The employee signs a local employment contract directly with FMC Group, which is the legal employer. This contract includes all standard employment terms such as job duties, working hours, salary, leave entitlements, and dispute resolution governed by the local labor laws of the UAE. Since FMC Group is the legal employer, it assumes responsibility for compliance with employment regulations, payroll, taxes, and benefits. However, the employee performs their day-to-day tasks for the client company, which manages their workflow and performance.
In summary, FMC Group legally employs the employee and handles all employment administration and compliance, while the client company directs the employee’s daily activities and business objectives. Establishing a legal presence in the UAE, either through a legal entity or an EOR like FMC Group, is essential for lawful employment and regulatory compliance. This division of responsibilities is formalized through clear contracts that protect all parties and facilitate compliant, efficient international hiring.
The notice period to terminate an EOR employee in the UAE is governed by UAE Labor Law and must be clearly stated in the employment contract.
Employers can terminate an employee at any time during probation by providing at least 14 days’ written notice before the termination date.
The employer must cover all visa costs; these expenses cannot be recovered from the employee.
If the required notice is not given, the employer must compensate the employee with wages equivalent to the notice period or the remaining portion
The minimum notice period is 30 days, but it can be extended to 90 days depending on what is agreed in the contract.
Both the employer and the employee are required to provide written notice if they wish to end the employment relationship.
At FMC Group, we ensure that all terminations are managed in full compliance with UAE labor regulations, including proper documentation, communication of notice periods, and processing of final settlements. This protects your business from legal risks and ensures a smooth transition for both the company and the employee.
If either party fails to honor the notice period, they must compensate the other party with an amount equal to the salary for the unserved portion of the notice.
At FMC Group, we ensure that all terminations are managed in full compliance with UAE labor regulations, including proper documentation, communication of notice periods, and processing of final settlements. This protects your business from legal risks and ensures a smooth transition for both the company and the employee.
Company cars or transportation allowances are not mandated by UAE labor law; these benefits are optional and typically determined by your company’s policy or the specific needs of the sales role. However, many employers in the UAE choose to offer a car or transportation allowance to sales employees, as it can enhance mobility, efficiency, and attractiveness of the position, especially for roles involving frequent client visits or travel.
If you decide to provide a car or transportation benefit, it should be specified in the employment contract. The structure and value of this benefit can be tailored to your business needs and industry standards.
At FMC Group, we offer flexible solutions to help you structure competitive compensation packages for your EOR sales employees in the UAE. If you wish to provide a car or transportation allowance, we can manage the administration and ensure it is compliantly included in the employment contract and payroll. Our team can also advise on market practices and help you benchmark allowances, ensuring your offer remains attractive and compliant with local expectations.
When employing staff in the United Arab Emirates (UAE) through us as your Employer of Record (EOR), companies often ask whether they are required to pay allowances and what advantages this might bring. Here’s a comprehensive guide to help you make informed decisions.
No Legal Obligation
UAE labor law does not require employers to provide specific allowances, such as housing or transportation, to employees. The law primarily mandates that salaries must be sufficient to cover employees’ basic needs, but the structure of the salary, whether as a lump sum or split into basic pay and allowances, is generally left to the employer and employee to be agreed.
Common Practice
Despite the lack of a legal requirement, it is standard practice in the UAE to split the salary into a basic component and various allowances such as housing, transport, education, and others. The basic salary must be a minimum of 60 % of the total package.
Attracting and Retaining Talent
Competitive allowances make job offers more attractive, especially for expatriates who expect support with housing, transport, and schooling.
Enhanced packages help retain skilled employees in a competitive market.
Optimizing Compensation Structure
Tax Efficiency: In the UAE, employee income is not taxed, but structuring compensation with allowances can optimize end-of-service gratuity costs for employers, as gratuity is calculated only on the basic salary.
Legal and Market Alignment
Aligning with market norms and employee expectations reduces disputes and supports a positive employer brand.
Well-structured contracts with clear allowance terms minimize the risk of misunderstandings or legal challenges.
Employee Well-being and Satisfaction
Our allowances for health insurance, education, and travel contribute to employee satisfaction and well-being, leading to higher productivity and loyalty.
Partnering with FMC Group ensures all compensation, including allowances, is managed compliantly and efficiently, reducing your administrative burden and legal risk.
Health insurance is mandatory for all UAE residents, including expatriates. Employers are legally required to provide health insurance for their employees as a prerequisite for issuing or renewing residency permits. The insurance policy must be purchased from UAE-approved providers; international or foreign insurance plans are generally not accepted for residency or visa purposes unless specifically recognized by UAE authorities and compliant with local regulations. Dependents such as spouses and children must also have valid health insurance, though employers are not always required to cover them.
In our EOR model, we have two different possibilities. We can offer a group health insurance plan that offers your employees comprehensive coverage at highly competitive rates. With this plan, your team gains access to a wide network of healthcare providers and essential benefits such as inpatient and outpatient care, emergency services, and maternity coverage. The group insurance is cost-effective, as premiums are generally lower than individual plans and can be shared between the company and employees. Enrolling in our group plan is simple and provides peace of mind, ensuring your staff receives quality medical care whenever they need it.
Alternatively, we understand that every client has unique needs, so we also offer the flexibility for employees to select individual health insurance plans. If our client prefers, we can choose a different insurance provider or tailor their coverage to fit specific requirements. This option allows employees to find the plan that best matches their personal circumstances, ensuring everyone has access to the healthcare protection that suits them best. Whether you opt for our group plan or an individual policy, we are committed to supporting your team’s health and well-being.
If the employees have a family, they normally expect that the health insurance for the family will be covered by our clients, in addition, but this is subject to negotiation.
FMC Group operates in DMCC (Dubai Multi Commodities Centre), and the visa process for EOR employees is streamlined and fully managed by FMC Group. This process results in obtaining a residency visa, which is required for legal residence and work authorization in the UAE.
Here’s how it works and what costs to expect:
Foreign nationals applying for work in the UAE must follow these procedures. FMC Group liaises with relevant UAE authorities to ensure compliance and successful visa issuance
Sponsorship & Application: FMC Group, as your EOR, acts as the legal sponsor for your employee. We handle the entire visa application process, including employment contracts, document collection, and liaising with DMCC authorities.
Medical & Emirates ID: After arrival, the employee undergoes a mandatory medical fitness test and biometric capture for the Emirates ID. These steps are essential for legal residency and work authorization.
Visa Stamping & Work Permit: Once medical and ID steps are complete, the residence visa is stamped in the employee’s passport, and the official work permit is issued. The employee is now fully authorized to work within DMCC.
Renewals & Compliance: FMC Group manages visa renewals and ensures ongoing compliance with DMCC and UAE labor regulations, so you don’t have to worry about changing rules or deadlines
Visa & Processing Fees: For DMCC and other free zones, the total cost for a standard 2-year employment visa including government fees, medical test, Emirates ID, and processing typically ranges from AED 5,000 to AED 7,500 per employee.
Salaries in the UAE are not subject to income tax; the agreed salary will be paid fully to the employee, and there is no differentiation between gross and net salaries. There are no social security payments for Expats to the government like in other countries; in addition to the salary package, there is only health insurance.
Salary levels for EOR employees in the UAE vary widely depending on the role, industry, and level of experience. As of 2025, there is no official minimum wage for all private sector workers, but market benchmarks and visa requirements set practical minimums.
For example, professional roles such as engineers and specialists generally receive AED 10,000–15,000 per month, and managers or executives can command AED 25,000–40,000+ per month.
For higher-skilled positions in sectors like finance, legal, HR, and project management, monthly salaries can range from AED 10,000 for entry-level roles up to AED 100,000 or more for senior executives and directors.
Most professional and white-collar EOR employees fall within the AED 17,000–40,000 per month range, according to recent UAE salary guides.
In addition to regular salary, UAE employment law entitles employees to end-of-service gratuity, commonly referred to as severance pay, upon termination of employment. This severance pay is calculated based on the employee’s base salary and length of service, and compliance with these regulations is essential for HR and payroll processes.
At FMC Group, we look at the latest market insights and our recruitment expertise to help you benchmark and offer competitive salaries for EOR employees in the UAE, ensuring you attract and retain top talent while remaining compliant with local regulations.
FMC Group has a fixed monthly fee per employee, covering administrative, HR payroll, and compliance services.
FMC Group includes a monthly accrual for the End of Service Gratuity (EOSB) in our invoice to ensure that sufficient funds are set aside to meet this statutory obligation. This approach provides transparency and guarantees that the required gratuity payments will be available upon the employee’s separation, in full compliance with UAE labor law. Regular accruals also support accurate financial planning and minimize the risk of unexpected liabilities at the end of employment.
When partnering with FMC Group for EOR services in the UAE, you have the flexibility to include annual flight tickets as an attractive additional benefit for your employees. Offering an annual air ticket allowance can significantly enhance your compensation package and help attract and retain top expatriate talent. Providing annual flight tickets home for the employee or even for the entire family is quite common in the UAE. This benefit can be customized to your company’s policy, provided either as a cash allowance or as actual airline tickets, and may also be extended to immediate family members, depending on your preferences. FMC Group manages the full administration of this benefit, ensuring seamless delivery and clear communication with your employees. By incorporating annual flight tickets as an extra perk, you demonstrate your commitment to employee well-being and satisfaction, making your offer even more competitive in the UAE market.
FMC Group manages the entire visa sponsorship process, Emirates ID application, and all related government processing fees as part of our EOR service. However, these visa and immigration costs are direct charges to our clients. We provide transparent, direct invoicing for all fees, ensuring compliance and convenience for your business.
Many employers in the UAE choose to offer optional allowances and benefits such as housing, transportation, or education allowances, in addition to the mandatory salary and health insurance. While these allowances are not legally required, they are common in the local market and help companies attract and retain top talent, especially expatriates. Through FMC Group EOR service, we can administer these additional perks as part of your employee compensation package, ensuring they are managed compliantly and transparently. Offering such benefits demonstrates your commitment to employee well-being and makes your company more competitive in the UAE’s dynamic talent market.
FMC Group offers comprehensive EOR services in the UAE. We offer end-to-end support for recruitment. This includes sourcing qualified candidates, managing the hiring process, and facilitating onboarding and orientation to ensure a smooth transition for your new employees.
Yes, FMC Group can provide you with a total cost estimation for budgeting when hiring EOR employees in the UAE. FMC Group’s team will prepare a detailed, tailored cost breakdown based on your specific requirements, role profiles, and benefit preferences, ensuring full transparency and compliance with UAE regulations.
If you would like a personalized cost estimate, please contact FMC Group directly with your employee details and preferences, and we will provide a comprehensive quotation for your planning and budgeting needs.
When terminating an EOR employee in the UAE, several costs may arise that employers should budget for to ensure full legal compliance and a smooth offboarding process.
During Probation Period:
After Probation Period:
Employees who have completed at least one year of continuous service are entitled to an end-of-service gratuity. This is calculated based on the employee’s last basic salary:
The total gratuity cannot exceed two years’ salary.
For fixed-term contracts ended prematurely without valid cause, the employee may be entitled to compensation, often up to three months’ salary.
If termination is deemed arbitrary or without just cause, UAE labor courts may impose penalties, including compensation of up to three months’ salary in addition to other entitlements.
Employers are typically responsible for repatriation expenses for expatriate employees, unless otherwise agreed.
At FMC Group, we manage all termination-related processes to ensure your business complies fully with UAE labor laws. We handle notice periods, final settlements, gratuity calculations, and any additional legal obligations, minimizing your risk and administrative burden. Our expertise ensures a transparent, fair, and efficient termination process for both employers and employees.
When you are employed through FMC Group’s Employer of Record (EOR) service in the UAE, it’s essential to understand the rules and expectations around working hours, especially during Ramadan.
Maximum Hours: The standard workweek is up to 8 hours per day or 40 hours per week for private sector employees.
Workweek Structure:Your workweek may be Sunday–Thursday or Monday–Friday, depending on your employer’s policy. Monday-Friday is the official work week in the UAE.
Breaks: You cannot work more than five consecutive hours without a break of at least one hour (not counted as working time).
Overtime: Overtime is permitted up to 2 hours per day, with extra pay:
Maximum Total Hours: Total working hours, including overtime, must not exceed 144 hours in any three-week period.
Reduced Hours: During Ramadan, all Muslim and non-Muslim employees are entitled to a reduction of 2 hours per day, resulting in a maximum of 6 hours daily.
No Salary Reduction: The reduction applies without any decrease in salary.
Applicability: This rule applies regardless of whether you are fasting.
Breaks and Overtime: Standard break and overtime rules still apply during Ramadan.
EOR employees in the UAE are entitled to a minimum of 30 calendar days of paid annual leave per year once they have completed one year of continuous service, in full compliance with UAE Labor Law. For employees who have completed at least six months but less than one year of service, the entitlement is two days of paid leave per month.
Other than in most countries, calendar days are counted, not work days. To take a one-week vacation means to take 7 days vacation. Many companies regulate it in a way that taking a paid leave on a Friday counts as 3 days’ holiday. Calendar days include weekends and public holidays that fall within the leave period, unless company policy states otherwise.
Working Days Approach: 22 Days
Some companies, particularly those with a five-day workweek, may offer 22 working days of annual leave instead of 30 calendar days. This approach is permitted if the benefit is at least equal to or better than the statutory minimum. For example, 22 working days (excluding weekends) roughly equate to 30 calendar days for employees with a Saturday–Sunday weekend.
Maternity Leave: Female employees are entitled to 60 days of maternity leave (45 days fully paid, 15 days at half pay), with additional unpaid leave available in certain circumstances.
Paternity Leave: Male employees are entitled to 5 days of paid paternity leave, to be taken within six months of the child’s birth.
Compassionate Leave: Leave is granted in cases of bereavement, as outlined by UAE labor law.
Hajj Leave: Up to 30 unpaid days once during employment. All leave entitlements are fully compliant with UAE Federal Decree-Law No. 33 of 2021, ensuring transparency and employee well-being. At FMC Group, we ensure that all leave entitlements are managed transparently and in accordance with UAE legal requirements, providing our EOR employees with a healthy work-life balance and our clients with full compliance.
Sick leave for Employer of Record (EOR) employees in the UAE is governed by the UAE Labor Law, ensuring fair treatment and financial support during periods of illness.
Eligibility: Employees become eligible for paid sick leave after completing their probationary period. During probation, sick leave may be granted without pay, subject to employer approval and a supporting medical report
Duration: Employees are entitled to a maximum of 90 calendar days of sick leave per year. This leave can be taken either continuously or intermittently
Salary Structure During Sick Leave:
Notification: Employees must notify their employer of their illness and provide a medical certificate from a licensed healthcare provider within three days.
Exclusions: Paid sick leave is not granted if
Job Security: Employees cannot be terminated while on sick leave. However, if all 90 days of sick leave are exhausted and the employee cannot return to work, the employer may terminate the contract. In such cases, the employee is still entitled to end-of-service benefits.
We guide both clients and employees through the documentation process, maintain accurate records, and ensure salary payments are processed correctly during sick leave periods.
To ensure a successful and compliant hiring process in the UAE, it is essential to follow established best practices. Start by providing a written employment contract that clearly outlines the terms and conditions of employment, including salary, benefits, and notice periods, in accordance with UAE labor laws.
Partnering with an Employer of Record (EOR) can simplify the process, as the EOR manages all aspects of employment contracts, payroll, and human resources administration, ensuring compliance with local labor laws.
By adhering to these best practices and leveraging the expertise of an EOR, companies can ensure compliance with UAE labor laws, minimize administrative burdens, and build a strong, motivated workforce in the UAE.
Finding an EOR employee in the UAE is highly achievable, especially with the right recruitment expertise and local market knowledge. The UAE has a large, diverse talent pool and a dynamic job market, including both UAE employees and foreign workers as key groups.
With FMC Group as your EOR partner, you benefit from our structured and effective recruitment process, specifically designed for the UAE market. We start by developing clear, targeted job descriptions that reflect your business needs and local requirements. Our recruitment team handles the entire selection process from sourcing and screening candidates to conducting thorough interviews that assess both technical expertise and cultural fit. We also manage all necessary pre-employment checks and documentation to ensure compliance. Shortlisted candidates are presented to you for final selection, ensuring you to have the opportunity to choose the right talent for your organization. This approach streamlines hiring and delivers qualified EOR employees efficiently and reliably.
By leveraging our local expertise and established networks, FMC Group can efficiently identify and onboard qualified candidates for your EOR positions, whether you need sales, technical, or high managerial roles. Our approach ensures you find the right employee quickly, while we handle all legal, payroll, and HR compliance requirements, allowing you to focus on your business goals.
In summary, while the UAE recruitment landscape is competitive, FMC Group’s specialized EOR recruitment process makes it straightforward and efficient to find and hire the best talent for your needs. If you have already identified a candidate, we can hire this person as well.
85% of the population in the UAE are foreigners. The UAE’s workforce is renowned for its exceptional diversity, with employees representing more than 200 nationalities. EOR employees in the UAE come from a wide range of backgrounds, including South Asia, Southeast Asia, the Middle East, Africa, India, Europe, and beyond.
This multicultural environment includes a significant number of foreign employees, who are a common category within the UAE’s workforce. Companies can also hire and manage global employees, building international teams by employing staff from multiple countries. At FMC Group, we leverage this diversity by sourcing EOR candidates from both local and international talent pools, ensuring our clients have access to the broadest possible range of qualified professionals. This approach enables businesses to build highly adaptable and globally minded teams that reflect the dynamic nature of the UAE market.
The United Arab Emirates (UAE) stands out as a premier destination for business expansion, offering a dynamic environment that attracts foreign companies from around the globe. Its strategic location at the crossroads of Asia, Europe, and Africa, combined with world-class infrastructure and a robust, diversified economy, makes the UAE an ideal hub for international operations.
Foreign companies are drawn to the UAE not only for its competitive tax environment, highlighted by the absence of personal income tax, but also for its transparent legal framework and strong protection of intellectual property. The UAE’s labor laws are designed to support both employers and employees, ensuring fair treatment and clear guidelines for employment relationships. With a workforce comprising a high percentage of expatriates, businesses can access a diverse talent pool to meet their needs.
Navigating the UAE’s local labor laws and regulations can be complex, especially for companies new to the region. This is where an Employer of Record (EOR) becomes invaluable. An EOR provider helps foreign companies understand and comply with local labor laws, manage payroll, and handle all employment-related administration, allowing businesses to focus on growth while ensuring full compliance with UAE regulations.
Expanding into new international markets can be a complex and time-consuming process, especially when it comes to hiring employees and ensuring compliance with local labor laws. An Employer of Record (EOR) is a strategic partner for global expansion, enabling companies to hire employees in the UAE and other countries without the need to establish a local entity. This approach significantly accelerates market entry and reduces the administrative burden associated with international hiring.
By acting as the legal employer, an EOR assumes responsibility for employment contracts, payroll processing, and employee benefits, ensuring that all aspects of employment are managed in accordance with UAE labor law and the Wage Protection System. This not only streamlines the hiring process but also minimizes the risks of non-compliance with local labor laws and regulations. Companies can focus on their core business operations, confident that their workforce is managed compliantly and efficiently.
For businesses looking to hire employees in the UAE, an EOR provides expert guidance on local labor law, manages all legal requirements, and ensures timely and accurate salary payments. This makes the EOR model an ideal solution for international hiring, supporting seamless business operations and enabling companies to scale their global workforce with confidence.
When hiring employees in the UAE, understanding the local labor market and regulatory landscape is essential for success. An Employer of Record (EOR) brings invaluable local knowledge, helping companies navigate the complexities of employment contracts, salary payments, and residency visas. With deep expertise in UAE labor laws and employment regulations, an EOR ensures that every step of the hiring process is compliant and efficient.
From drafting locally compliant employment contracts to managing the procedures for obtaining residency visas and work permits, an EOR handles the details that can otherwise be challenging for foreign companies. This includes advising on best practices for hiring employees, such as leveraging local job boards, recruitment agencies, and digital platforms to attract top talent. By partnering with an EOR, companies benefit from on-the-ground insights and a thorough understanding of cultural and regulatory nuances, ensuring a smooth and successful hiring experience in the UAE.
Managing risk is a critical consideration when hiring employees internationally, and an Employer of Record (EOR) plays a key role in mitigating these risks. By taking on the responsibilities of a legal employer, an EOR ensures that all employment practices are fully compliant with local labor laws and regulations. This includes managing payroll, tax compliance, and social security contributions, as well as registering employees with the appropriate UAE authorities.
An EOR also provides guidance on best practices for workforce management, employee handbooks, and disciplinary procedures tailored to the UAE context. By ensuring that all aspects of employment are handled in accordance with local laws, an EOR helps companies avoid costly penalties, legal disputes, and reputational risks associated with non-compliance. This comprehensive approach to risk management allows businesses to focus on their international hiring and business operations, confident that their workforce is managed safely and compliantly.
FMC Group Dubai
10th floor Swiss Tower, office 10-02-D2
Jumeirah Lake Towers, Cluster Y,
Dubai / United Arab Emirates
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