Your Roadmap to Seamless Recruitment and Compliance with Employment Regulations
Please verify with DIFC directly for the latest updates and policy changes.
If you’re on this guide that probably means that you’ve decided to set up a company with the Dubai International Financial Center (DIFC), a special economic free zone in Dubai covering 110 hectares. Congratulations on making the decision to incorporate your company in the DIFC! The DIFC offers a world-class ecosystem to help your business grow and thrive. While you’re busy making waves in Dubai, we wanted to ensure that we support you with everything related to hiring, onboarding, and managing your workforce. This guide will shed light on the rules and processes behind operating within the DIFC. Please note, while we have taken time to ensure the accuracy of this guide, please connect with the DIFC directly in order to confirm as there are regular updates and policy changes that may take place.
With that out of the way, let’s dive in to building your company!
This section includes information on Company types, Office Spaces, and the Company Establishment Card
The first step is to establish the legal entity of the company, in order to be eligible to conduct business within DIFC.
The main types of companies that are set up in the DIFC are Financial, Non-Financial, and Retail.
The different legal entities that can be set up are:
In order to hire employees in the DIFC, companies have to meet the following criteria:
Company License: You must always maintain a valid license in order to run your company and comply with all applicable UAE and DIFC laws.
Employee Background Check: The company will need to verify that the candidate is qualified to do the work, and has the relevant degrees and qualifies to be a resident in the UAE according to UAE Immigration Law.
Salary Payments and Health Insurance: The company will be sure to provide timely salary payments and health insurance to employees.
Sponsorship Fees: The company ensures to pay all fees required by the authorities associated with employee sponsorship. The employer must provide a cash deposit of AED 2,500 per employee for the max number of employees as per the Employee Allocation permits.
Every company is required to invest in a physical space with its company license, which determines the number of visas the company can apply for.
There are different options that you can choose in the most sought after real estate area in the business district of Dubai.
Some of the options provided by the DIFC are as follows:
You can reach out to the DIFC directly to better understand your space requirements for the number of people you wish to hire. The different options above have different space - visa allotments that you can avail, for example, if you opt for a co-working space, they offer one visa/desk, whereas if you opt for office space, the sq. ft requirement per visa will be slightly different
A valid Establishment Card is required for all visa related services in Government Services Office.
Note: The service time does not include any unforeseen delays from the Federal Authority for Identity and Citizenship – Dubai.
The next step in the process is to apply for the company owner's Residency Visa & Emirates ID.
This process is reasonably straight forward and can be completed through the DIFC portal. You may apply either as an applicant from outside or within the UAE.
You need to upload the required documents in the specified format and undergo a medical test. Once the medical fitness results are issued, the Emirates ID registration and visa stamping will be processed. Next, register for Health Insurance and if required, complete the biometrics for the Emirates ID.
More details about the process are shared here.
This section explains how to draft contracts, apply for a visa, medical exams, and the Emirates ID Card.
This section includes the important steps to keep in mind while building your team.
Here is a general timeline and steps to follow:
Info on Notice periods, End of Service Gratuity, Cancelling work permit & residency visa, Recruitment costs
An employment contract can be terminated:
A company may decide to terminate an employee and will have to give written notice to the employee as per the following criteria.
Please ensure that the final wages and the benefits any including any outstanding salary, accrued leave, and end-of-service gratuity (ESG) are all paid to the employee before the employment ends.
Arrange a meeting with the employee to discuss the reasons for termination, the notice period, and any other relevant issues, such as outstanding pay or benefits.
If the employee is a non-UAE national, you must cancel their work permit and residency visa with the DIFC no later than 30 days following the termination date.
If the employee has dependents on their visa (spouse, children, parents etc.), the dependent visas should be cancelled prior to cancelling the employees visa.
The following explains the regulations regarding recruitment costs in the DIFC:
Details on Contract types, Taxes, NDA, Equipment, and Exclusivity
As per the UAE Labour Law, there are 2 types of contracts, Limited Term & Unlimited Term contract. There isn’t much of a difference between a limited term or fixed term contract with an unlimited term contract in the DIFC. There is no specified maximum or minimum duration for contracts and they can be for less than 6 months as well.
The UAE does not levy income or additional taxes but the government is introducing a 9% corporate tax on profits generated after 1 June 2023. However, DIFC incorporated companies will have a 0 tax rate for a period of 50 years from the time the law in question enters into effect.
A Non-Disclosure Agreement (NDA) requires both parties (in the case of a mutual NDA) or one party (in the case of a one-way NDA), to keep the information confidential and to use that information only for a specific purpose.
The DIFC has specific laws and regulations related to the use of NDAs. According to the DIFC Contract Law, an NDA must meet certain requirements to be enforceable. These include:
Employers are responsible for providing their employees with the necessary equipment and resources to carry out their work duties. This includes providing equipment such as computers, phones, and other necessary tools.
Employers may provide the necessary equipment to employees in different ways. For example, they may provide company-owned equipment for employees to use exclusively for work-related purposes. Alternatively, they may provide employees with a stipend to purchase their own equipment.
In either case, it is important for employers to ensure that the equipment provided is suitable and safe for use. Employers should also ensure that the equipment is maintained and replaced as necessary.
Employers are also responsible for ensuring that employees are properly trained to use the equipment provided. This includes providing training on how to use the equipment safely and effectively, as well as providing training on any relevant software or applications.
Employers may also need to ensure that the equipment provided complies with any relevant regulations, such as data protection laws. For example, if employees are working with sensitive data, the employer may need to ensure that the equipment provided has appropriate security measures in place.
In the DIFC free zone, exclusivity refers to the concept of restricting employees from working for competing businesses during their employment with a particular company. An exclusivity clause can be included in the employment contract to prevent employees from working for competing businesses or engaging in any activities that may conflict with their duties to their current employer.
Exclusivity is commonly used in the financial industry and other highly competitive sectors to protect trade secrets and confidential information. By including an exclusivity clause in the employment contract, companies can prevent employees from taking their skills and knowledge to competing businesses or using their position to gain an unfair advantage.
It is important for companies to ensure that exclusivity clauses are reasonable and proportionate. The clause should not unfairly restrict an employee's ability to earn a living or pursue their career aspirations. To be enforceable, exclusivity clauses must be clearly stated in the employment contract, and the employee must receive adequate compensation for agreeing to the restriction.
It is also important to note that exclusivity clauses are not permitted for all types of employment. For example, in the DIFC, exclusivity clauses are not allowed for domestic workers, such as maids and drivers.
This section contains details about Salary Structure, Currency, Wage Protection Service (WPS), DIFC Employee Workplace Savings (DEWS)
As per the DIFC employment laws, the basic salary should be at least 50% of the total salary with the rest as allowances. The common practice in Dubai is to set 60% as the base salary and 40% as allowances.
As per the UAE Labour Laws, employers can pay salary in any currency that is agreed in writing with the employee in the employment contract.
The Wage Protection Service (WPS) is a system implemented by the UAE government to ensure that salaries are paid to employees on time via approved channels, such as banks, exchange bureaus, and financial institutions. This system is followed only on companies registered in Mainland or Jebel Ali Free Zone (JAFZA) and not the DIFC.
No set bonuses cycles by the govt, but as per company rules
The new workplace savings scheme has replaced the previous end-of-service gratuity payment system. Employers will now contribute monthly to a professionally managed & regulated savings plan based on the service length of the employee. The minimum contributions are as follows:
Employees can also opt to make voluntary contributions (upto 100% of salary in that payroll period) into DEWS and the amount will be invested into the Default Low/Moderate Fund unless employees designate their investment choice prior to investment of contributions.
Employers and employees will have the option to track contributions, investments, portfolio valuations, and place instructions for withdrawals via the DEWS system. The contribution will be made to the account of Master Trustee, Equiom, which will be in USD and with Standard Chartered Bank, UAE. The employers will be provided with the information of the bank account along with a dedicated Virtual Bank Account Number (VBAN) when they enrol into DEWS.
Employers seeking to opt out of DEWS will have to implement a Qualifying Scheme and apply to the DIFC Authority (DIFCA) to obtain a Certificate of Compliance.
This section contains details about Insurance, Pension for GCC Nationals, Workers Compensation, Allowances, and Holidays
An Employer is required to obtain and maintain health insurance cover for each of its Employees as may be required pursuant to the Regulations, Federal Law or Dubai Law. Companies should offer health insurance to employee dependents as well if they are under their visa sponsorship.
Where an Employee is a UAE or a GCC national, the Employer shall ensure that the Employee is registered with the GPSSA and shall make the necessary pension contributions in accordance with Federal Law. Employees registered for the pension scheme are not eligible for the Gratuity Payment on termination of their employment with their Employer.
Where an Employee sustains an injury or dies as a result of an accident or illness arising out of or in the course of the Employee's employment with their Employer, and such accident or illness arose as a result of the Employer's negligence, the Employee may be entitled damages of up to two (2) years' Annual Wage as determined by a Court, in accordance with the Law of Obligations and the Law of Damages and Remedies.
Companies can set their own allowance structure as per the job requirement. The most common allowances are:
Some companies provide an annual ticket to employees to their country of origin as a benefit, where as some companies provide an amount in the salary breakdown, but they are not legally required to do so.
Employers in the DIFC free zone are required to grant vacation leave or paid time off to their employees. The break down of the different types of leaves are available below.
A male Employee may take Paternity Leave of up to five (5) Work Days if he:
Paternity Leave must be taken within a month from the date of:
An Employee is entitled to Sick Leave of sixty (60) consecutive or intermittent Work Days in aggregate in a twelve (12) month period.
An Employee who needs to take Sick Leave shall personally, or have someone on their behalf:
Sick Pay An Employer shall pay Sick Pay to an Employee based on the following:
A Muslim Employee, who has completed at least one (1) year of continuous employment with an Employer, shall be entitled to special unpaid leave not exceeding twenty-one (21) days to perform the Hajj pilgrimage once during the period of their employment with the Employer.
This section contains details about Visa types, Steps to cancel visa, Renew visa, Space - Visa allocation, Golden Visa
In a DIFC free zone contract, employers may sponsor employees for a work visa to legally work and reside in the United Arab Emirates. It is important to note that holders of a residence visa must not be away from the UAE for more than 180 consecutive days. There are several visa types that are available for employees in the DIFC free zone, including:
This service request allows you to apply for employment visa renewal of a DIFC sponsored employee. Please ensure that the required original documents for the visa renewal is submitted prior to the expiry of the visa to avoid overstay fines.
The steps involved are:
In the UAE, the number of residence visas that a company can apply for is determined by the physical space that is available for each person working at the company. Firms may decide to rent a physical space, or a flexi-desk from a co-working facility or business center. If you choose the flexi-desk option, there will be a fixed cap on the number of visas and if you need to increase that quota, you will likely have to either move to a bigger space or look at options to increase your visa quota. According to the DIFC, if you are based out of a business center, the allocation is 1 visa/desk.
You can read more information about this on the DIFC website.
This service request allows you to apply long term residence visa for high profile executives (with a monthly salary of more than AED 30,000) under the sponsorship of the DIFC entity, or investors with a minimum investment of AED 2 million in the DIFC entity or Property owners in the DIFC, for a long term Golden Visa. Approval of Golden Visa nominations is at the discretion of the General Directorate of Residency and Foreign Affairs.
Your Roadmap to Seamless Recruitment and Compliance with Employment Regulations
Please verify with DIFC directly for the latest updates and policy changes.
If you’re on this guide that probably means that you’ve decided to set up a company with the Dubai International Financial Center (DIFC), a special economic free zone in Dubai covering 110 hectares. Congratulations on making the decision to incorporate your company in the DIFC! The DIFC offers a world-class ecosystem to help your business grow and thrive. While you’re busy making waves in Dubai, we wanted to ensure that we support you with everything related to hiring, onboarding, and managing your workforce. This guide will shed light on the rules and processes behind operating within the DIFC. Please note, while we have taken time to ensure the accuracy of this guide, please connect with the DIFC directly in order to confirm as there are regular updates and policy changes that may take place.
With that out of the way, let’s dive in to building your company!
This section includes information on Company types, Office Spaces, and the Company Establishment Card
This section explains how to draft contracts, apply for a visa, medical exams, and the Emirates ID Card
Info on Notice periods, End of Service Gratuity, Cancelling work permit & residency visa, Recruitment costs
Details on Contract types, Taxes, NDA, Equipment, and Exclusivity
This section contains details about Salary Structure, Currency, Wage Protection Service (WPS), DIFC Employee Workplace Savings (DEWS)
This section contains details about Insurance, Pension for GCC Nationals, Workers Compensation, Allowances, and Holidays
This section contains details about Visa types, Steps to cancel a visa, Renew visa, Space - Visa allocation, Golden Visa
This section includes information on Company types, Office Spaces, and the Company Establishment Card
The first step is to establish the legal entity of the company, in order to be eligible to conduct business within DIFC.
The main types of companies that are set up in the DIFC are Financial, Non-Financial, and Retail.
The different legal entities that can be set up are:
In order to hire employees in the DIFC, companies have to meet the following criteria:
Company License: You must always maintain a valid license in order to run your company and comply with all applicable UAE and DIFC laws.
Employee Background Check: The company will need to verify that the candidate is qualified to do the work, and has the relevant degrees and qualifies to be a resident in the UAE according to UAE Immigration Law.
Salary Payments and Health Insurance: The company will be sure to provide timely salary payments and health insurance to employees.
Sponsorship Fees: The company ensures to pay all fees required by the authorities associated with employee sponsorship. The employer must provide a cash deposit of AED 2,500 per employee for the max number of employees as per the Employee Allocation permits.
Every company is required to invest in a physical space with its company license, which determines the number of visas the company can apply for.
There are different options that you can choose in the most sought after real estate area in the business district of Dubai.
Some of the options provided by the DIFC are as follows:
You can reach out to the DIFC directly to better understand your space requirements for the number of people you wish to hire. The different options above have different space - visa allotments that you can avail, for example, if you opt for a co-working space, they offer one visa/desk, whereas if you opt for office space, the sq. ft requirement per visa will be slightly different
A valid Establishment Card is required for all visa related services in Government Services Office.
Note: The service time does not include any unforeseen delays from the Federal Authority for Identity and Citizenship – Dubai.
The next step in the process is to apply for the company owner's Residency Visa & Emirates ID.
This process is reasonably straight forward and can be completed through the DIFC portal. You may apply either as an applicant from outside or within the UAE.
You need to upload the required documents in the specified format and undergo a medical test. Once the medical fitness results are issued, the Emirates ID registration and visa stamping will be processed. Next, register for Health Insurance and if required, complete the biometrics for the Emirates ID.
More details about the process are shared here.
This section explains how to draft contracts, apply for a visa, medical exams, and the Emirates ID Card.
This section includes the important steps to keep in mind while building your team.
Here is a general timeline and steps to follow:
Info on Notice periods, End of Service Gratuity, Cancelling work permit & residency visa, Recruitment costs
An employment contract can be terminated:
A company may decide to terminate an employee and will have to give written notice to the employee as per the following criteria.
Please ensure that the final wages and the benefits any including any outstanding salary, accrued leave, and end-of-service gratuity (ESG) are all paid to the employee before the employment ends.
Arrange a meeting with the employee to discuss the reasons for termination, the notice period, and any other relevant issues, such as outstanding pay or benefits.
If the employee is a non-UAE national, you must cancel their work permit and residency visa with the DIFC no later than 30 days following the termination date.
If the employee has dependents on their visa (spouse, children, parents etc.), the dependent visas should be cancelled prior to cancelling the employees visa.
The following explains the regulations regarding recruitment costs in the DIFC:
Details on Contract types, Taxes, NDA, Equipment, and Exclusivity
As per the UAE Labour Law, there are 2 types of contracts, Limited Term & Unlimited Term contract. There isn’t much of a difference between a limited term or fixed term contract with an unlimited term contract in the DIFC. There is no specified maximum or minimum duration for contracts and they can be for less than 6 months as well.
The UAE does not levy income or additional taxes but the government is introducing a 9% corporate tax on profits generated after 1 June 2023. However, DIFC incorporated companies will have a 0 tax rate for a period of 50 years from the time the law in question enters into effect.
A Non-Disclosure Agreement (NDA) requires both parties (in the case of a mutual NDA) or one party (in the case of a one-way NDA), to keep the information confidential and to use that information only for a specific purpose.
The DIFC has specific laws and regulations related to the use of NDAs. According to the DIFC Contract Law, an NDA must meet certain requirements to be enforceable. These include:
Employers are responsible for providing their employees with the necessary equipment and resources to carry out their work duties. This includes providing equipment such as computers, phones, and other necessary tools.
Employers may provide the necessary equipment to employees in different ways. For example, they may provide company-owned equipment for employees to use exclusively for work-related purposes. Alternatively, they may provide employees with a stipend to purchase their own equipment.
In either case, it is important for employers to ensure that the equipment provided is suitable and safe for use. Employers should also ensure that the equipment is maintained and replaced as necessary.
Employers are also responsible for ensuring that employees are properly trained to use the equipment provided. This includes providing training on how to use the equipment safely and effectively, as well as providing training on any relevant software or applications.
Employers may also need to ensure that the equipment provided complies with any relevant regulations, such as data protection laws. For example, if employees are working with sensitive data, the employer may need to ensure that the equipment provided has appropriate security measures in place.
In the DIFC free zone, exclusivity refers to the concept of restricting employees from working for competing businesses during their employment with a particular company. An exclusivity clause can be included in the employment contract to prevent employees from working for competing businesses or engaging in any activities that may conflict with their duties to their current employer.
Exclusivity is commonly used in the financial industry and other highly competitive sectors to protect trade secrets and confidential information. By including an exclusivity clause in the employment contract, companies can prevent employees from taking their skills and knowledge to competing businesses or using their position to gain an unfair advantage.
It is important for companies to ensure that exclusivity clauses are reasonable and proportionate. The clause should not unfairly restrict an employee's ability to earn a living or pursue their career aspirations. To be enforceable, exclusivity clauses must be clearly stated in the employment contract, and the employee must receive adequate compensation for agreeing to the restriction.
It is also important to note that exclusivity clauses are not permitted for all types of employment. For example, in the DIFC, exclusivity clauses are not allowed for domestic workers, such as maids and drivers.
This section contains details about Salary Structure, Currency, Wage Protection Service (WPS), DIFC Employee Workplace Savings (DEWS)
As per the DIFC employment laws, the basic salary should be at least 50% of the total salary with the rest as allowances. The common practice in Dubai is to set 60% as the base salary and 40% as allowances.
As per the UAE Labour Laws, employers can pay salary in any currency that is agreed in writing with the employee in the employment contract.
The Wage Protection Service (WPS) is a system implemented by the UAE government to ensure that salaries are paid to employees on time via approved channels, such as banks, exchange bureaus, and financial institutions. This system is followed only on companies registered in Mainland or Jebel Ali Free Zone (JAFZA) and not the DIFC.
No set bonuses cycles by the govt, but as per company rules
The new workplace savings scheme has replaced the previous end-of-service gratuity payment system. Employers will now contribute monthly to a professionally managed & regulated savings plan based on the service length of the employee. The minimum contributions are as follows:
Employees can also opt to make voluntary contributions (upto 100% of salary in that payroll period) into DEWS and the amount will be invested into the Default Low/Moderate Fund unless employees designate their investment choice prior to investment of contributions.
Employers and employees will have the option to track contributions, investments, portfolio valuations, and place instructions for withdrawals via the DEWS system. The contribution will be made to the account of Master Trustee, Equiom, which will be in USD and with Standard Chartered Bank, UAE. The employers will be provided with the information of the bank account along with a dedicated Virtual Bank Account Number (VBAN) when they enrol into DEWS.
Employers seeking to opt out of DEWS will have to implement a Qualifying Scheme and apply to the DIFC Authority (DIFCA) to obtain a Certificate of Compliance.
This section contains details about Insurance, Pension for GCC Nationals, Workers Compensation, Allowances, and Holidays
An Employer is required to obtain and maintain health insurance cover for each of its Employees as may be required pursuant to the Regulations, Federal Law or Dubai Law. Companies should offer health insurance to employee dependents as well if they are under their visa sponsorship.
Where an Employee is a UAE or a GCC national, the Employer shall ensure that the Employee is registered with the GPSSA and shall make the necessary pension contributions in accordance with Federal Law. Employees registered for the pension scheme are not eligible for the Gratuity Payment on termination of their employment with their Employer.
Where an Employee sustains an injury or dies as a result of an accident or illness arising out of or in the course of the Employee's employment with their Employer, and such accident or illness arose as a result of the Employer's negligence, the Employee may be entitled damages of up to two (2) years' Annual Wage as determined by a Court, in accordance with the Law of Obligations and the Law of Damages and Remedies.
Companies can set their own allowance structure as per the job requirement. The most common allowances are:
Some companies provide an annual ticket to employees to their country of origin as a benefit, where as some companies provide an amount in the salary breakdown, but they are not legally required to do so.
Employers in the DIFC free zone are required to grant vacation leave or paid time off to their employees. The break down of the different types of leaves are available below.
A male Employee may take Paternity Leave of up to five (5) Work Days if he:
Paternity Leave must be taken within a month from the date of:
An Employee is entitled to Sick Leave of sixty (60) consecutive or intermittent Work Days in aggregate in a twelve (12) month period.
An Employee who needs to take Sick Leave shall personally, or have someone on their behalf:
Sick Pay An Employer shall pay Sick Pay to an Employee based on the following:
A Muslim Employee, who has completed at least one (1) year of continuous employment with an Employer, shall be entitled to special unpaid leave not exceeding twenty-one (21) days to perform the Hajj pilgrimage once during the period of their employment with the Employer.
This section contains details about Visa types, Steps to cancel visa, Renew visa, Space - Visa allocation, Golden Visa
In a DIFC free zone contract, employers may sponsor employees for a work visa to legally work and reside in the United Arab Emirates. It is important to note that holders of a residence visa must not be away from the UAE for more than 180 consecutive days. There are several visa types that are available for employees in the DIFC free zone, including:
This service request allows you to apply for employment visa renewal of a DIFC sponsored employee. Please ensure that the required original documents for the visa renewal is submitted prior to the expiry of the visa to avoid overstay fines.
The steps involved are:
In the UAE, the number of residence visas that a company can apply for is determined by the physical space that is available for each person working at the company. Firms may decide to rent a physical space, or a flexi-desk from a co-working facility or business center. If you choose the flexi-desk option, there will be a fixed cap on the number of visas and if you need to increase that quota, you will likely have to either move to a bigger space or look at options to increase your visa quota. According to the DIFC, if you are based out of a business center, the allocation is 1 visa/desk.
You can read more information about this on the DIFC website.
This service request allows you to apply long term residence visa for high profile executives (with a monthly salary of more than AED 30,000) under the sponsorship of the DIFC entity, or investors with a minimum investment of AED 2 million in the DIFC entity or Property owners in the DIFC, for a long term Golden Visa. Approval of Golden Visa nominations is at the discretion of the General Directorate of Residency and Foreign Affairs.