United Arab Emirates Benefits Management

A robust United Arab Emirates benefit management plan offers assured benefits and other benefits that employees can anticipate in their particular job. The UAE employment laws state that all employees have the right to a compulsory health insurance plan that must be available to every employee. It’s not mandatory, but it’s widely used by employers within the UAE to provide their employee’s dependents with employer-sponsored health insurance. If you work for Globalization Partners, our team in the UAE is covered by private insurance.

Restrictions for Benefits and Compensation

It is the United Arab Emirates does not have many limitations regarding compensation and benefits as well as no fixed minimum wage for expat workers. The UAE Penal Code (Law No. 3, 1987 modified) is a criminal offense for anyone who is identified as being a member of or being part of the Trade Union or participating in a strike.

UAE Competitive Benefits Planning

If you are looking to expand your company across the United Arab Emirates (UAE) Employee benefits planning is a crucial aspect to assist you in recruiting and keep employees. It is important to develop an employee benefits plan that is balanced between operational demands, legal compliance, and local market requirements.

UAE Employee Benefits Plans

When you design an employee benefits program internationally knowing the in-depth aspects of the economy, as well as local expectations, can help you design an employee benefits program that provides greater value. Beyond ensuring compliance, you must design a benefit plan which meets the needs of your employees and displays your appreciation for your employees. Assisting new employees as members of your team can aid in setting your company up to succeed.

Your benefits package can help you gain an edge on competitive job markets. It is possible to offer a variety of additional benefits to make your business apart, for example:

• Contributions to pensions
• Access to counseling services as well as assistance
• Flexible working hours
• Financial advisory services
• Part-time employment opportunities
• Educational resources in-house and support
• Paternity and maternity leave
• Events for health and wellness
• Awards for performance

Requirements for Employee Benefits in UAE

Compliance can also play a part when it comes to the services you provide. Your employees have the right to these provisions that are mandatory for the UAE:

• Paid annual vacation of 30 days per year
• Maternity leave of at most 60 days
• Holiday break
• Parental leave of up 5 days
• Medical leave
• Health insurance

How to Design Your Employee Benefits Program

Market conditions and requirements for benefits are specific depending on the specific local economic situation and laws. To effectively manage these requirements you must adhere to a consistent approach.

1. Identify Your Budget and Objectives

In order to establish your benefits plan the first step is to establish your objectives and create the budget. Determining the scope of your program and utilizing your finances will allow you to create a long-term sustainable plan.

Take into consideration whether your current objective is to create and sustain an entire team, or if you’ll begin by investing in an enclave of employees. Your plan can be built around these aspects.

2. Examine Employee Needs

Your employees throughout your region are likely to have distinct requirements. The best method to ensure that you’re meeting these requirements is to discuss these needs in person.

Set up interviews with local employees , or distribute questionnaires to find out more about the market norms and expectations of employees within the area. Find out what employees are looking for in a benefits program and discover any unmet needs they might have. You can also look up local businesses’ benefits at this time to determine whether you can match them.

3. Apply Your Research to Your Program

When you have reliable information regarding employee requirements, incorporate your research into the strategy you create. Keep in mind that outsourcing costs such as employee contributions, administrative costs, and cost-containment features all affect the final cost of your program.

Average Cost of Benefits Per Employee

Since benefits programs are dependent on a myriad of local market and operational elements, benefits costs can differ from one business to the next. Instead of aiming for an average across the country, make sure your plan is compatible within your financial resources and has room to grow.

How to Calculate Employee Benefits

The laws of the nation’s labor force outline the precise percentages that you’ll use to calculate benefits, such as annual leaves, maternity leave, or sick time.

Employers have to pay 12.50 percent of a worker’s earnings to Social Security benefits. It is important to note it is that social security is intended for Emiratis only, and not applicable to non-nationals.

For any other additional benefits, you could offer you will be able to find an appropriate rate in the region by conducting the study.

How Are Employee Benefits Taxed in the UAE?

The UAE currently does not have an established personal income tax. Therefore, it is not necessary to deduct income tax on your workers. In this way, benefits aren’t tax-exempt in the majority of circumstances. If you’re unsure of the situation of a particular employee it is best to check with the tax authorities in your area.

Employee Health Benefits Plans

In the Emirates of Dubai Employers are required to provide health insurance to all employees. Other emirates in the UAE may differ, but providing health insurance is an established practice. Private insurance companies are a majority of the plans, which means you have many options to choose between for the employees you employ.