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HR and payroll software for the UAE

WPS salary files built from the approved run, Article 51 gratuity, leave types based on Decree-Law 33/2021 and expiry reminders for Emirates IDs, visas and labour cards — the things UAE employers have to get right, in one system for HR and payroll.

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Regulation

What UAE employers deal with

Most private-sector employers in the UAE work under Federal Decree-Law No. 33 of 2021 on the regulation of labour relations, in force since February 2022. It sets the rules HR lives with every day: the contract and its type, a probation period of up to six months, the statutory leave types, overtime and the end-of-service gratuity of Article 51. Salaries are paid through the Wage Protection System (WPS), and each payroll goes to the bank or exchange house as a Salary Information File (SIF) that lists every employee.

Around the contract sits the paperwork: the work permit and the employment contract with MoHRE, the residence visa with ICP (GDRFA in Dubai), the Emirates ID, health insurance and the ILOE unemployment insurance. Each has its own expiry date, and a lapsed visa or insurance policy tends to surface at the worst moment. UAE nationals add GPSSA pension contributions to payroll.

Mira HR keeps these rules in one place for HR and payroll. Payroll runs in AED for each legal entity, the SIF is built from the approved run and checked line by line, gratuity and leave encashment follow rules stored by the date they apply from, and the government steps of hiring and exit become tasks with deadlines and reminders.

The table below shows each requirement, what Mira HR does about it and where to read more. This page describes what Mira HR does; it is not legal advice. Some free zones, such as DIFC and ADGM, have their own employment law, so check the rules that apply to your company with your adviser.

Checklist

UAE requirements and how Mira HR handles them

  • WPS salary file (SIF)

    How Mira HR handles it
    The SIF, with an SCR record for the employer and an EDR line for each employee, is generated from the approved run. Each line is validated for IBAN, routing code and MOL ID, and the file totals are reconciled against the run. Employees paid in cash or without a bank account are listed separately instead of breaking the file.
    Where
    Payroll

  • MoHRE contract, work permit and residence visa cancellation

    How Mira HR handles it
    Government package tasks with deadlines and reminders: the MoHRE contract and medical fitness test for foreign hires, health insurance, WPS registration and the ILOE subscription; at exit, the work permit cancellation with MoHRE and the residence visa cancellation. A checklist with deadlines — Mira HR does not file anything with MoHRE or any other authority.

  • End-of-service gratuity, Article 51

    How Mira HR handles it
    The formula is stored as a rule, not hard-coded: 21 days of basic wage for each of the first five years, 30 days for each year after that, capped at 24 months. The result is saved as a snapshot in the final settlement and approved by the owner before it is paid.
    Where
    Payroll

  • Leave encashment at exit

    How Mira HR handles it
    Unused annual leave is calculated in the final settlement from the basic wage, next to the gratuity, and paid in the same off-cycle run.
    Where
    Payroll

  • Leave types under Decree-Law 33/2021

    How Mira HR handles it
    A preset based on Decree-Law 33/2021 creates eight leave types in one click: annual, sick, maternity, paternity, compassionate, study, unpaid and Hajj leave, with 30 days of annual leave a year accruing monthly. Adjust accrual, carry-over and approval to your policy.
    Where
    Core HR

  • Emirates ID, residence visa, labour card, passport, health insurance and ILOE

    How Mira HR handles it
    Built-in document types with expiry dates. HR is reminded 90, 60 and 30 days before a visa, ID or permit expires, and 30, 14 and 7 days before an insurance policy lapses; an expired document goes up to the owner.

  • Contract type and language, end date, probation of up to six months

    How Mira HR handles it
    The employment contract records its type (fixed-term or unlimited) and language (Arabic, English or bilingual). A fixed-term contract gets reminders 90, 60 and 30 days before its end date; a probation end longer than six months after the hire date is not accepted, and HR is reminded 14, 7 and 1 day before probation ends.

  • GPSSA pension contributions for UAE nationals

    How Mira HR handles it
    Switched on per employee and calculated in every run at the statutory rates — 11 % from the employee — on a contribution base of AED 3,000–70,000.
    Where
    Payroll

  • AED payroll, working week and overtime

    How Mira HR handles it
    Payroll in AED and a Monday–Friday working week preset. With Time & Attendance, overtime is paid at 1.25× on working days and 1.5× at night, on rest days and on public holidays, with a night window from 22:00 to 04:00.

  • Arabic and English

    How Mira HR handles it
    The interface works in Arabic, right to left, and in English; emails go out in Arabic or English too. Each person chooses their own language.

  • UAE public holidays

    How Mira HR handles it
    Coming soonPre-loaded UAE public holidays are planned. Today you add them to the work calendar yourself.
    Where
    Core HR

  • Personal data protection (PDPL)

    How Mira HR handles it
    Designed to support your obligations under the UAE Personal Data Protection Law: roles and permissions decide who sees employee records, and document downloads are checked against them.
    Where
    —

FAQ

UAE questions

Does Mira HR submit anything to MoHRE, the visa authorities or WPS for us?

No. Mira HR generates the SIF from the approved run, and you upload it to your bank, exchange house or WPS agent. The MoHRE and residence visa steps of hiring and exit are tasks with deadlines and reminders, so nobody forgets one, but HR completes them with the authorities and marks them done in Mira HR, attaching the confirmation where the task asks for it.

How does Mira HR calculate the Article 51 gratuity?

From the service record and the basic wage: 21 days for each of the first five years of service and 30 days for each year after that, capped at 24 months. The calculation is part of the final settlement, saved as a snapshot and sent to the owner for approval before it is paid. The formula is stored with the date it applies from, so a future change does not rewrite settlements already made.

Which employees pay GPSSA contributions?

GPSSA applies to UAE nationals, so Mira HR does not apply it to everyone: you switch it on for the employees it applies to. For them, the run calculates contributions at the statutory rates, 11 % from the employee, on a contribution base of AED 3,000–70,000.

Are UAE public holidays loaded for us?

Coming soon. Today you add public holidays to the work calendar yourself.

How does Mira HR handle the UAE PDPL?

Mira HR is designed to support your obligations under the Personal Data Protection Law. Roles and permissions decide who can see which employee records, and every document download is checked against those permissions. How you collect, keep and use employee data stays your decision as the employer.

We have companies in the UAE and in Egypt. Can one account handle both?

Yes. Each legal entity has its own country, and payroll runs separately for each one, in the currency and under the rules of its country: UAE rules for your Dubai company, Egyptian rules for your Cairo company. People, documents and leave stay in one system.

Do employees see Mira HR in Arabic?

If they choose to. The interface works in Arabic, right to left, as well as in English, and payslips are generated as PDF with a font that supports Arabic.

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