Employer Of Record Sharjah And Payroll Compliance Services

The EoR acts as the legal employer. A licensed local provider issues the employment contract under UAE labour law. The provider runs payroll, sponsors residence and work visas, secures medical insurance, files with MOHRE and immigration, and manages end of service gratuity. The provider processes payroll through the Wage Protection System and assumes statutory employer obligations while you retain daily operational control and direct performance management.

Timelines vary by free zone, nationality, and document readiness. Typical sequence: offer and contract signing 1 to 3 days, medical and Emirates ID 7 to 14 days, work permit and entry permit 7 to 21 days, visa stamping 3 to 10 days. Expect 14 to 45 days overall. Common delays include missing documents, medical clearances, and embassy appointment backlogs. Providers offer expedited processing for specific nationalities and free zones at additional cost. Ask your provider for a written timeline for each hire.

Providers use fixed monthly fees per employee or tiered pricing. Add setup fees for visa processing and onboarding. Government charges, health insurance premiums, and visa stamping fees appear as separate line items. Some providers include payroll and statutory filings in the headline fee. Invoices arrive in AED or USD. Ask for a full fee breakdown, a sample invoice, and a clear list of what the headline fee excludes before signing.

The EoR calculates and pays end of service gratuity under UAE labour law. The standard calculation uses basic salary and service length: 21 days basic pay per year for the first five years, and 30 days basic pay per year thereafter, subject to legal caps and contract terms. The provider issues the final settlement that includes accrued leave and unpaid salary. Notice periods and probation follow the employment contract. Keep written performance records and a statement of work to justify terminations and to limit dispute risk.

Require IP assignment and confidentiality clauses in the employment contract and a separate data processing agreement. Demand audit rights for payroll and data access. Require payroll data encryption, role based access controls, and secure transfer protocols. Verify security certifications such as ISO 27001 and review the provider's incident response plan. Keep company accounts for code repositories, require employee NDAs, and perform exit procedures to remove access and reclaim company assets.