What We Cover
We first determine the regime governing the company and its employees: MOHRE/mainland, the relevant free zone, DIFC, or ADGM. We review current employment contracts, team structure, working hours, compensation system, and actual HR processes. We then establish a unified set of rules that complies with the applicable regime and reflects how the company really operates.
We prepare a package of HR policies, procedures, and internal forms: employee handbook, working time and leave rules, remote and flexible work, business travel and expenses, disciplinary and grievance procedures, confidentiality and intellectual property, use of corporate systems, personal data protection, workplace safety, and other required documents. The package is tailored to the employer’s size, activities, and risks.
We do not leave policies sitting unused in a folder. We set up request forms, approval workflows, employee acknowledgments, document versioning, and manager instructions. When the law, company structure, or working conditions change, we update the entire connected document system, not a single template.
We do not recruit candidates or conduct interviews. We step in after the employer has selected an employee and take responsibility for the documentation. Before a final offer is issued, we review the position, work location and arrangement, compensation, benefits, probation, notice, restrictions, signatory authority, and applicable permit type.
We prepare the offer letter, employment contract, and related HR documents. We align the official MOHRE or free zone contract with the employer’s internal terms: duties, salary and allowances, bonuses, working hours, leave, confidentiality, IP, return of property, and applicable post-termination restrictions. The terms must work together rather than conflict after signing.
We arrange signatures, create the employee file, and transfer approved data to permit/visa, payroll, WPS, insurance, and accounting, where applicable. We work directly with the client and the relevant authority or free zone without an unnecessary chain of intermediaries. Management receives an employee onboarded under one checklist, not a collection of disconnected documents.
We determine the correct route before filing: the employer’s jurisdiction, permit category, available quota, occupation, educational or professional licensing requirements, and the employee’s current immigration status. We collect documents in advance and correct discrepancies in names, job titles, salary, and corporate information that commonly trigger follow-up requests.
We coordinate the HR and immigration aspects of the employee’s onboarding. We prepare and manage the work permit, employment contract, entry or status procedures, medical fitness examination, residence visa, and Emirates ID through MOHRE, the relevant free zone, ICP, or GDRFA, depending on the applicable route. The HR and immigration teams work to one calendar and one data set.
We manage renewals, amendments, and cancellations, not only the initial filing. Document deadlines are included in the central employee register; renewals begin in advance; and changes in position or salary are synchronized with the official contract and internal documents. The relevant authority makes the decision, but we manage preparation, filing, responses to requests, and process tracking.
We establish clear rules for all periods of absence. We determine applicable leave types and calculation methods under the relevant jurisdiction, employment contract, and internal policy: annual, sick, maternity, parental, bereavement, study, Hajj, unpaid leave, and other applicable categories. Business travel is documented separately from leave, with agreed expenses, dates, and reporting.
We set up the request, supporting documents, manager approval, HR calendar entry, and transfer of data to payroll. Within the agreed scope, we calculate and document the relevant periods, track balances, carryovers, payments, or deductions where permitted, and retain the basis for every decision in the employee file.
We do not leave unresolved leave balances until termination. We regularly reconcile the HR register, payroll, and actual absences, provide management with a clear status, and correct discrepancies in the period in which they arise. The employee sees an approved decision, while the employer retains a demonstrable and controlled process.
We set a monthly payroll cutoff and the data the employer must confirm: salary, allowances, bonuses, unpaid periods, permitted deductions, leave, and other changes. We reconcile the calculation with the employment contract, HR records, and WPS data where applicable. Unapproved changes must not enter payroll by accident.
We prepare monthly pay slips and salary certificates on request. A pay slip shows the components of earnings and deductions, salary certificate and a salary certificate is tailored to its purpose and recipient—a bank, landlord, consulate, or another party—and issued on behalf of the employer after approval. Personal data is provided only to authorized persons through an agreed channel.
We retain payroll history and link it to payments, WPS, and accounting records. If salary, position, or benefits change, we first document the basis, then update the payroll master data, and only then issue the document. The employer receives a controlled monthly cycle without manually combining information from HR, accounting, and the bank.
We maintain the employee file from the first day of work through termination: contracts, permit and visa data, Emirates ID, contact details, acknowledgments, leave, changes in compensation and position, warnings, performance documents, company property, and other agreed HR events. Every document has an owner, deadline, and storage location.
Every change is first documented in writing. We determine whether it requires employee consent, an amendment to the internal contract, a change to the official employment contract or work permit, or updates to payroll/WPS, insurance, accounting, and corporate access. We then prepare the documents and implement the change across all connected systems in the correct sequence.
We work directly with the client’s designated manager or HR contact. We maintain a register of deadlines and open actions and do not allow verbal arrangements to exist separately from official records. At the end of every HR event, the company has a signed basis, updated registers, and a clear next step.
Before notice is given, we determine the legal and factual scenario: resignation, termination with notice, mutual separation, disciplinary route, non-renewal, or another applicable basis. We review the contract, notice, correspondence, performance and disciplinary records, protected circumstances, and complaint risk. We first establish the position and sequence of actions, then issue the document.
We prepare the notice, acceptance or separation agreement, handover, return of property, and access termination. We calculate salary to date, accrued leave, notice pay, EOSB or an applicable alternative scheme, approved expenses, bonuses, and commissions under their terms. The figures are reconciled with payroll and accounting before the employer confirms the final settlement to the employee.
Once approved, we close the process: issue the required final documents and experience certificate, arrange the work permit and visa cancellation, and update the employee file, payroll, WPS, and accounting records. We work directly with the client and the applicable authority or free zone. The client retains control over the commercial decision while we manage the documents, deadlines, and evidence through complete offboarding.
We will combine the right services and create one clear workflow.
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