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Employers in the UAE are legally required to provide a set of statutory benefits to all employees. These cover essential areas such as employment visas, health insurance, end-of-service gratuity, repatriation, and various forms of leave.
Employees must be issued a full employment visa valid for two years, which also provides residency status. On completion, workers receive their Emirates ID, which is necessary for legal residence and access to services.
Employers must provide comprehensive medical insurance that covers hospitals, clinics, and pharmacies across the UAE. The level of coverage depends on the plan chosen by the employer, but it must meet statutory standards.
Employees are entitled to 3 weeks of basic salary for every year of continuous service. After 5 years, this increases to 1 month of salary per year. The gratuity is paid as a lump sum once employment ends.
At the end of employment, employers must bear the cost of repatriating employees to their home country unless the individual transfers to another employer.
Beyond statutory entitlements, employers in the UAE often offer additional benefits to remain competitive in attracting and retaining talent. These are discretionary and vary by company.
Employers may cover the costs of dependent visas for an employee’s family members.
Some companies provide financial support to cover education costs for employees’ children.
Employers often provide a housing allowance or company-leased accommodation to attract and retain expatriate employees.
Employers may offer financial support for moving expenses and settling-in costs, especially for expatriate hires.
Some employers extend cover with life and disability insurance, make contributions towards further education, or provide wellness allowances, gym memberships, or mental health support.
Employers may provide supplementary travel benefits, such as annual airfare for employees and dependents.
Companies may reimburse home internet, phone bills, or office equipment for remote and hybrid employees.
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