Labour law across the GCC is complex, jurisdiction-specific, and updated regularly. A single compliance failure in the UAE can cost your business up to AED 500,000 in penalties — before you factor in reputational damage and operational disruption. UniSpark HR monitors every regulation, audits your practices, and keeps you protected.
Every GCC country has its own Labour Law, statutory filing requirements, and compliance calendar. What is required in Dubai is not the same as what is required in Riyadh. UniSpark HR has in-country expertise across all GCC states and manages India compliance for organisations operating there.
Federal Decree-Law No. 33 of 2021 (Labour Law) • MOHRE Regulations
Labour Law (Royal Decree M/51 2005) • Vision 2030 Saudisation
Labour Law No. 14 of 2004 • Kafala System Reforms
Private Sector Labour Law No. 6 of 2010
Labour Law Royal Decree 35/2003 • Omanisation
Labour Law for the Private Sector No. 36 of 2012
PF Act • ESI Act • Income Tax Act • Shops & Establishments
Ensures all employees in the UAE private sector are paid on time through the MOHRE electronic monitoring system. SIF files must be submitted for every payroll run.
Fines, licence suspension, inability to issue new work permits, and blacklisting from government services.
All employees must have a written contract in Arabic and English specifying contract type, duration, salary, role, and entitlements.
Contracts not in Arabic may have no legal standing. Missing contracts create significant liability during disputes.
Employees with more than one year of service are entitled to gratuity payments based on salary and years of service.
Incorrect gratuity calculations create litigation risk and compliance issues.
Regular submissions including headcount returns, new hire notifications, and termination records are required.
Late or missed filings can result in fines and permit suspensions.
Free zones such as DIFC, ADGM, JAFZA, and Dubai South have employment regulations different from mainland UAE Labour Law.
Incorrect contract structures may invalidate agreements and create compliance risks.
Residency visas, Emirates IDs, work permits, and professional licences must remain valid and up to date.
Expired documentation can lead to fines, penalties, and legal liability.
Answer these questions to identify compliance gaps and potential regulatory risks within your organisation.
Question 01
Question 02
Question 03
Question 04
Question 05
Question 06
Question 07
Question 08
A formal review of your organisation's employment practices against UAE Labour Law and applicable GCC regulations. We identify gaps, quantify the risk of each gap, and provide a remediation plan with prioritised actions.
You submit your organisation details and jurisdiction requirements. We agree scope, timeline, and access requirements.
Our compliance consultant reviews all employment contracts, policies, payroll records, MOHRE filings, and employee documentation — on-site or remotely.
We present the findings: what is compliant, what has gaps, and the risk level of each gap.
We provide a prioritised action plan with deadlines and, where required, revised contract and policy templates.
Our GCC specialists are ready to help. Book a free consultation or send us your requirements — we respond within one business day.