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From the offer letter to the final settlement, each guide covers one HR or payroll process under UAE labor rules and shows how HR software runs it.
HR and payroll software for UAE companies should run the full employee lifecycle under local rules: onboarding and visa or Emirates ID tracking, biometric attendance, shifts and leave, a monthly payroll run that produces the MOHRE Wage Protection System (WPS) Salary Information File, end-of-service gratuity under Federal Decree-Law No. 33 of 2021, and offboarding with final settlement. Payroll should also post journals to accounts by cost center.
HR and payroll software in the UAE has to deal with rules that generic tools often miss: salaries paid through the Wage Protection System with a Salary Information File, end-of-service gratuity under Federal Decree-Law No. 33 of 2021, leave salary, visa and Emirates ID expiry dates, Emiratisation targets for in-scope companies, and workforces split across offices, sites and accommodation camps with biometric devices at each gate.
This hub organizes our HR guides by the employee lifecycle. Joining covers onboarding and documents. Day-to-day work covers attendance, shifts, leave and approvals through a self-service portal. Month end covers the payroll run, WPS file and posting to accounts. Leaving covers offboarding and final settlement. Analytics sits across all of it.
If you are comparing systems, start with payroll software in the UAE and HR software. Platform pages such as Zoho Payroll, Odoo payroll and ERPNext payroll explain how each product handles UAE payroll.
Each card links to the guides for that part of the lifecycle.
Passport, visa, Emirates ID, labor card and medical insurance all expire. Employee onboarding and employee document management cover checklists and expiry alerts.
Punches from gate devices should reach payroll without retyping. Read biometric attendance integration and shift management for rosters, overtime rules and Ramadan hours.
Leave management covers annual, sick, maternity and other leave types with accrual and carry-forward policies, and leave salary calculation covers advance payment before travel.
Salary certificates and leave requests should not need an HR visit. See employee self-service portal and HR approval workflow for mobile requests and routing.
Payroll pulls attendance, leave, allowances and deductions, then produces the SIF for the bank. Read payroll automation and WPS payroll.
Payroll should post to cost centers in the ledger, and HR data should answer workforce questions. See payroll accounting integration and HR analytics.
Start from the complaint you hear most from HR, finance or employees.
| If your problem is... | Read | What the guide covers |
|---|---|---|
| HR retypes attendance from device exports every month | Biometric attendance integration | Device-to-HR sync, missing punches, overtime calculation inputs |
| Payroll takes days and every run has corrections | Payroll automation | Salary structures, variable inputs, validation checks, SIF generation |
| Payroll sits in one system and accounts in another | Payroll integration | Connecting payroll with HR, attendance, accounts and banks |
| Salary journals are posted as one lump sum | Payroll accounting integration | Journals by cost center and project, gratuity and leave provisions |
| Leave balances are disputed by employees | Leave management software | Accrual rules, carry forward, public holidays, team calendars |
| Exit settlements are calculated by hand | Employee offboarding | Clearance checklist, asset return, gratuity and final pay |
| Managers approve requests by email and nothing is tracked | HR approval workflow | Approval chains for leave, loans, letters and salary changes |
| Management asks for headcount and cost trends we cannot produce | HR analytics | Headcount, turnover, overtime cost, Emiratisation ratios |
Gratuity is 21 days' basic wage per year for the first 5 years and 30 days per year after, capped at 2 years' wage (Federal Decree-Law 33 of 2021, Art. 51). Contract terms vary, so confirm calculations with your HR or legal advisor.
We configure the system for the rules UAE businesses report against, and test it before go-live.
General information, not tax or legal advice. Confirm current requirements with the FTA, MOHRE or your advisor. See all UAE compliance guides.
On-site workshops in Dubai, Abu Dhabi and Sharjah, and remote or on-site delivery across the Northern Emirates and free zones.
13 detailed guides in this section.
Official sources and references
Facts on this page were checked against these sources in October 2026. Rules change, so confirm current requirements before acting.
Still have a question? Our consultants are happy to help.
Ask an ExpertMost UAE-focused payroll setups produce the Salary Information File in the format your bank or exchange house requires, using each employee's labor card number, bank routing code and IBAN. The file is then uploaded through the bank's channel. Formats differ slightly between banks, so we test the file with your bank before the first live run.
The system calculates end-of-service gratuity from the basic wage and service period using the Labour Law rules (21 days' basic wage per year for the first 5 years, 30 days after, capped at 2 years' wage), and can post a monthly provision to the accounts. Unpaid leave and contract specifics affect the result, so review the setup with your HR advisor.
Both work. Inside the ERP, payroll posts to the same cost centers and projects and employees share one master record. A specialist payroll product may be richer in HR features but needs an integration to accounts. Our HR dashboard and payroll dashboard pages show what each approach reports.
It can record nationality, roles and skill levels and report Emirati headcount ratios against your target, which helps HR plan hiring. Registration and reporting to MOHRE still happen through the official channels. Our page on Emiratisation HR software covers the reporting side.
For a single entity with a few hundred employees, a rollout covering employee records, leave, attendance integration and WPS payroll often takes 6-10 weeks. Parallel payroll runs for one or two months before switching off the old process are strongly recommended.
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We will review how attendance, leave and payroll flow today and show a WPS-ready setup on the platform that fits your company.
Dubai, United Arab Emirates
