UAE HR, payroll & WPS — made simple.

Global HR platforms are built for Western markets, so UAE companies often end up handling compliance manually anyway. When you evaluate an HRMS for the UAE, weigh these first:

What actually matters

• WPS-ready payroll — can it generate a CBUAE-compliant SIF file for your bank in one click?
• UAE Labour Law built in — correct annual-leave, overtime and gratuity rules without customisation.
• Bilingual EN/AR — proper right-to-left screens and Arabic payslips your workforce can read.
• Data residency — employee data stored in the UAE to align with the PDPL.
• Fast onboarding — a realistic path to going live in around 30 days.

HRSanad was designed around these requirements from day one, which is why teams in Dubai, Sharjah and Abu Dhabi get value in weeks rather than months.

WPS is a Central Bank of the UAE initiative that ensures employees are paid on time through approved banks and exchange houses. Salaries are submitted as a SIF (Salary Information File).

Getting it right

• Every employee needs a valid IBAN and correct salary breakdown (basic + allowances).
• The SIF must match the approved format and totals for your bank.
• Late or mismatched files can lead to penalties and MOHRE issues.

With HRSanad, the SIF is generated straight from your finalised payroll run — one click, all UAE banks supported, no manual spreadsheets.

Under the UAE Labour Law, employees who complete at least one year of continuous service are entitled to end-of-service gratuity based on their basic salary:

• First five years: 21 days' basic pay per year of service.
• After five years: 30 days' basic pay for each additional year.
• Total gratuity is capped at two years' pay, and deductions may apply for certain resignations.

Manual gratuity math invites errors. HRSanad applies the correct slabs automatically from each employee's basic salary and service dates, so final settlements are accurate every time.

Full-time employees in the UAE are generally entitled to 30 calendar days of paid annual leave per year after one year of service (2 days per month between six months and one year).

What HR should automate

• Accrual that follows UAE rules and each employee's join date.
• Official UAE public-holiday calendars, updated each year.
• Leave encashment and carry-forward policies.

HRSanad ships with GCC public-holiday calendars and an automatic accrual engine, with multi-level approvals so managers stay in control.

Your checklist

• One-click WPS SIF generation for all UAE banks.
• Automatic UAE gratuity and leave-salary calculations.
• Configurable pay components with a formula engine.
• Bilingual (EN/AR) payslips.
• GL journal export to Oracle, SAP or Temenos T24.
• Mid-month and supplementary payroll runs.
• Role-based access and a full audit trail.

HRSanad covers all seven out of the box, so Dubai finance teams can close payroll quickly and confidently.

Attendance in the UAE spans offices, retail, construction and delivery — each with different needs. A modern system should:

• Integrate with biometric devices and import punches automatically.
• Support shift rostering and overtime rules.
• Offer GPS-based mobile check-in for field and site staff.
• Feed hours straight into payroll — no re-keying.

HRSanad's Time & Attendance connects devices, shifts and GPS check-in to payroll in one flow, so hours are accurate and compliant.

Private-sector firms above certain sizes must meet Emiratisation (Nafis) targets and report headcount accurately. To stay ahead, HR needs:

• Clean nationality and role data on every employee record.
• Emiratisation headcount and ratio reporting on demand.
• Document-expiry alerts for visas, Emirates ID and labour cards.

HRSanad tracks these in the employee master and surfaces Emiratisation reporting and expiry alerts automatically.

HR systems hold some of a company's most sensitive data — salaries, passports, Emirates IDs and medical details. The UAE PDPL expects this data to be handled lawfully and, in practice, kept within appropriate jurisdiction.

Practical steps

• Prefer platforms with UAE data residency rather than servers abroad.
• Enforce role-based access and a complete audit trail.
• Keep a clear record of who changed what, and when.

HRSanad stores data inside the UAE and enforces tenant isolation and auditing at the database layer — PDPL-aligned by architecture.