1. Offer Letter Creation

Required Documents:

✅ Passport Copy

2. MOL Process

Required Documents:

✅ Passport

✅ Attested Degree Certificate

✅ Photo

✅ Visa Cancellation / Visit Visa Copy

3. MOL Approval from MOHRE

4. E-Visa & Change of Status

5. Medical Insurance

Required Documents:

✅ Passport

✅ Evisa

✅ Change of Status

✅ Approved MOHRE Contract

✅ Photo

✅ COC

✅ Entry Stamp (if employee coming from outside country)

6. Medical Test

Required Documents:

✅ Passport

✅ Change of Status

7. Emirates ID

Required Documents:

✅ Passport

✅ Photo

8. Final Stamping

Required Documents:

✅ Passport

✅ Photo

✅ Health Insurance

✅ Medical Fitness Approval

✅ Change of Status

✅ Labour Card

9. E-Visa & Change of Status

1. Resignation or Termination Notification

Required Documents:

✅ Email or Letter

2. Completion of Notice Period and Task Hand overing

3. Submission of company Assets and documents

4. Review the Exit Checklist and Exit Interview

5. Finalizing the End of Service and Approvals

6. EOSB Disburse and Cancellation process

7. Sharing the cancellation documents with employee

Module 1: Dubai – GPSSA (General Pension & Social Security Authority) 

Applicable to:

• • UAE Nationals in the private sector

  • UAE Nationals in Dubai government entities
    
    

Registration Steps:

1. 1. Create an Account on GPSSA Portal
      ➤ Visit www.gpssa.gov.ae
      ➤ Employer creates a corporate account (if not already registered)
      
      

   2. Add Employer Details
      ➤ Submit trade license, company info, and authorized person details
      
      

   3. Register the Employee
      ➤ Enter employee details (Emirates ID, full name, joining date, salary, etc.)
      ➤ Upload required documents (passport, EID copy, contract)
      
      

   4. Contribution Calculation
      ➤ GPSSA system auto-generates the monthly contribution:
      Employee 5% + Employer 15% + Govt. 6% (private sector only)
      
      

   5. Monthly Payment
      ➤ Employer must pay the combined amount monthly before the deadline
      
      

Required Documents:

• Valid Emirates ID

• Passport copy

• Signed employment contract

• Company trade license

• Salary details

Module 2: Abu Dhabi – ADPBF (Abu Dhabi Pension Fund)

Applicable to:

• • UAE Nationals working in Abu Dhabi government or private sector
    
    

Registration Steps:

1. 1. Visit ADPBF Portal
      ➤ www.pension.gov.ae
      ➤ Employer registers if not already in the system
      
      

   2. Employer Account Setup
      ➤ Submit organization details and authorized signatory credentials
      
      

   3. Register Employee
      ➤ Add employee details: name, EID, salary, joining date, etc.
      ➤ Upload supporting documents
      
      

   4. Receive Registration Number
      ➤ ADPBF issues a Pension Registration Number for each employee
      
      

   5. Monthly Contribution
      ➤ Employee: 5%
      ➤ Employer: 15%
      ➤ Govt.: 6%
      
      

   6. Payment via Abu Dhabi Payment Portal
      ➤ Contributions must be paid through the official payment channels
      
      

Required Documents:

• Emirates ID

• Passport

• Employment contract

• Salary certificate

• Company license or NOC (if needed)

⚠️ Important Notes:

• Registration must be completed within one month of the employee’s joining date.

• Late registration or payment may result in penalties and fines.

• Registration is mandatory for UAE Nationals only.

• GCC Nationals may be enrolled based on reciprocal pension agreements.

1: Add & Verify Employee Information 

Before running payroll, you need to make sure all employee records are clean, complete, and compliant. 

You’ll need to input:

• Full name (matching passport)

• Emirates ID

• Passport number

• Work permit / MoL (Ministry of Labour) ID

• Date of joining

• Job title and department

• Salary structure (basic, allowances, total)

• Bank details (IBAN and bank name)

• WPS employee reference (if required by your bank/exchange)
  
  

Why this matters: All of this feeds into the WPS system and payroll calculation. One mismatch (MoL ID or IBAN/bank routing) can delay salary transfers or lead to rejection from the Central Bank.

2: Capture Attendance & Working Days  

Your attendance system feeds data into payroll—this is what determines how much each employee is paid. Based on your system integration:

You’ll track:

• Total working days in the month

• Days actually worked

• Leaves taken (paid, unpaid, sick, annual)

• Public holidays

• Late arrivals, absences, or early outs (optional for deductions)

• Overtime hours
  
  

Tip: Set cut-off dates early to review & approve attendance before payroll day.

3: Configure the Salary Breakdown

The system now calculates salaries based on the assigned structure—ensure the most recent salary updates are reflected accurately in the employee records. 

• Basic salary

• Fixed allowances – housing, transport, phone, etc.

• Variable pay – commissions, incentives, overtime

• Deductions – unpaid leave, advances, loans, penalties

4: Review Payroll Drafts  

Before finalizing: 

• Generate a payroll draft report

• Check for any errors—negative salaries, missing attendance, miscalculation

• Ensure that approved leaves and bonuses are reflected correctly
  
  

The final chance to catch errors before salaries go live.

5: Get Payroll Approved  

Usually, HR sends payroll reports to Finance or Senior Management for final approval.

Make sure:

• The payroll total matches expected salary budgets

• Variations from the previous month are explained (like exits, bonuses, or new joiners)

• Approvals are tracked in the system (if supported)

6: Generate the WPS File (SIF Format)  

This is a mandatory legal step if your company is under MoHRE. The system generates a Salary Information File (SIF) based on the monthly payroll.

The file includes:

• Company WPS ID

• Employee MoL ID (labour card)

• Employee bank IBAN

• Salary paid and month
  
  

Submit this file to your authorized WPS agent (bank or exchange house).

7: Salary Disbursement via WPS   

Bank will process the file through the UAE Central Bank. Once approved, salaries are transferred directly into employee accounts.

Important compliance point:

• Salaries must be paid within 10 calendar days after the payroll due date.

• Delays trigger MoHRE fines, suspension of new work permits, and more.
  
  

After processing:

• You’ll receive a confirmation or payment proof from your bank/exchange

• Save this as part of your monthly payroll record

8: Payslip Generation 

Once salaries are paid, the system generates payslips for employees showing:

• Basic, allowances, overtime

• Any deductions

• Final net pay
  
  

Distribute payslips through:

• Email

• Employee self-service portal

• Manual distribution if needed

9: Payroll Reporting & Recordkeeping  

The payroll system should let you generate:

• Department-wise cost reports

• Monthly salary report

• Yearly salary reports

• Employee-wise summaries

• WPS payment logs
  
  

Retention rule: Keep all payroll and WPS documents for at least 2 years in case of inspection, audit, or employee disputes.

10: Handle Final Settlements Smoothly   

When an employee leaves:

• Process final salary up to last working day

• Calculate end-of-service gratuity

• Add any leave encashment or pending bonuses

• Deduct loans or penalties (if approved)

• Final amount is usually paid via Non-WPS (mentioning as EOSB for bank)
  
  

A Final Settlement Statement and clearance form should be shared with the employee before exit.

Extra Tips to Keep in Mind:

• Always cross-check MoL ID and IBAN with the WPS file

• Communicate salary timelines clearly to employees

• Avoid cash salary payments unless MoHRE-exempt (very rare)

• Set calendar reminders for payroll cut-offs and bank submissions

• Backup your payroll reports monthly—cloud or encrypted drive

For Employers, Employees, UAE Nationals, GCC Nationals

Pension contributions in the UAE are guided by the General Pension & Social Security Authority (GPSSA) or Abu Dhabi Pension Fund (ADPBF) depending on the emirate and sector. Here’s how it works:

Module 1: UAE Nationals (Private & Public Sector) 

• 👤 Employee: 5% of salary

• 🏢 Employer: 15% of salary

• 🏛️ Government: 6% (for UAE Nationals in the private sector)
  
  

✅ Applicable in all Emirates
🛡️ Enrolled through GPSSA or ADPBF depending on employer location

Module 2: Abu Dhabi Government Employees (via ADPBF)  

• 👤 Employee: 5%

• 🏢 Employer: 15%

• 🏛️ Government: 6%
  
  

🔒 Only for Abu Dhabi-based government employees
🎯 Managed by Abu Dhabi Pension Fund

Module 3: Dubai Government Employees (via DGHR)   

• 👤 Employee: 5%

• 🏢 Employer: 12.5%

• 🏛️ Government: 6%
  
  

🗂️ Covered under Dubai’s own Human Resources Department (DGHR)
🏙️ Applicable to Dubai government entities only

Module 4: GCC Nationals Working in the UAE    

• ✅ Contributions follow home country’s pension rules

• 🏢 UAE employer must contribute as per those rules
  
  

📌 GCC nationals enjoy pension benefits through reciprocal agreements

In the UAE, employment is regulated through different authorities depending on the company’s jurisdiction. Below is a breakdown of all the major types of employment permits and arrangements: 

Module 1: MoHRE-Issued Work Permits (Mainland Companies)

These permits are issued by the Ministry of Human Resources and Emiratisation (MoHRE) for companies operating in the mainland.

1. Standard Work Permit

📄 Issued to employees working in the private sector (mainland).
🔹 Requires a valid offer letter, contract, and medical fitness.
🔹 Visa is linked to the company’s quota and activity.

2. Temporary Work Permit

⏳ For employees hired on a temporary or project basis (up to 6 months).
🔹 Requires employer justification and employee consent.
🔹 Ideal for specific tasks or short-term engagements.

3. Part-Time Work Permit

🕒 Allows employees to work part-time with one or more employers.
🔹 Primary and secondary employers must approve.
🔹 Encourages job flexibility.

4. Juvenile Work Permit

👦 For UAE residents aged 15 to 18 years old.
🔹 Requires parental/guardian approval and specific safety measures.
🔹 Valid for up to 1 year.

5. Student Training & Employment Permit

🎓 For students aged 15+ enrolled in UAE educational institutions.
🔹 Allows internship or part-time work under specific guidelines.
🔹 Issued with institutional coordination.

6. Mission Work Permit

🛠️ For individuals hired to complete a specific task/project in the UAE.
🔹 Valid for 90 days, renewable once.
🔹 Commonly used for consultants, auditors, and technicians.

Module 2: Special Residency-Based Work Arrangements

These do not require a traditional employer-issued work permit and are based on residency visas that allow work.

7. Green Visa (Self-Sponsored)

🌱 For freelancers, skilled professionals, and investors.
🔹 Valid for 5 years, renewable.
🔹 No company sponsorship required.
🔹 Holder can sponsor family members.

8. Golden Visa (Long-Term Residency)

🌟 For highly skilled professionals, investors, scientists, and creatives.
🔹 Valid for 5 or 10 years, renewable.
🔹 Offers the flexibility to work, invest, and reside in the UAE without a sponsor.

Module 3: Free Zone Employment (Non-MoHRE Permits)

9. Free Zone Employment

🏢 Managed by: Respective Free Zone Authority (e.g., DMCC, JAFZA, DAFZA).
🔹 Free Zone Authorities issue employment visas and labor contracts directly.
🔹 MoHRE work permits are not involved.
🔹 Ideal for companies operating within the jurisdiction of a free zone.
🔹 Visa and labor rules vary by zone.

🔸 Note: Some free zone companies obtain a dual license to operate in the mainland — in such cases, MoHRE permits may apply.