VoxxArrive · live demo
UAE onboarding, explained from both sides.
Step through one new hire's journey - employer and employee side by side, with a callout on each explaining every hand-off. Read-only: nothing is saved, and it resets on refresh.
One hire, two sides, zero dropped balls.
Press play and walk Priya's UAE onboarding step by step - see exactly what the employer does, what Priya does, and how each hand-off flows.
Compliance readiness
Pre-boarding
Onboarding day -28 · 2/57 tasks complete
What's happening
The moment Priya signs, the onboarding clock starts.
Employer
Pre-boarding
Employer is doing
The PRO verifies the MOHRE establishment card and labour quota - confirming the company can legally hire for this role.
- ✓Verify MOHRE establishment card is active and labour quota is available for the role
- ✓Assess Emiratisation/Nitaqat impact of the hire before proceeding (skilled-role headcount)
- ✓Issue MOHRE-standard job offer letter and obtain the employee's signed copy
- ✓Apply for the MOHRE work permit (labour card) via Tasheel/MOHRE portal
- ✓Apply for entry permit (e-visa) or initiate in-country status change
Priya · her view
Pre-boarding
Priya is doing
Priya accepts and uploads her passport and photo. That's all that's needed from her for now.
Nothing for Priya this phase - her team has it covered.
Questions along the way? Ask Voxy
Voxy
UAE HR concierge · grounded
Working Hours & Overtime in the UAE: An Employer's Guide (2025-2026)
Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), private-sector normal working time is 8 hours per day or 48 hours per week, reduced by 2 hours per day during Ramadan. Overtime is capped at 2 hours per day and must be paid at the basic wage plus at least 25% (rising to at least 50% for hours worked between 10pm and 4am, except shift workers). Every worker is entitled to at least one paid weekly rest day. Note that financial free zones DIFC and ADGM run their own separate employment laws with different rules.
- 1Set contractual hours within the statutory ceiling. Cap normal working time at 8 hours/day or 48 hours/week (Article 17). Certain sectors or worker categories may have different daily hours as set out in the Executive Regulations, so check whether your activity is affected before drafting contracts.
- 2Build in the mandatory rest break. A worker may not work more than 5 consecutive hours without one or more breaks totalling at least 1 hour. Break time is not counted as working hours (Article 18/19).
- 3Apply the Ramadan reduction. Reduce daily working hours by 2 hours for the whole of Ramadan (roughly a 36-hour week). This is a statutory entitlement under the UAE Labour Law and applies regardless of the worker's religion.
- 4Control and record overtime. Overtime must not exceed 2 hours per day, and total working hours must not exceed 144 hours in any 3-week period (Article 19). Keep accurate time records to demonstrate you are within these limits.
- 5Pay overtime at the correct uplift. Pay overtime at the wage for normal hours (on the basic wage) plus at least 25%. Where overtime falls between 10:00pm and 4:00am, the uplift is at least 50% - this night rule does not apply to shift workers.
Fees and timelines vary by emirate, free zone and nationality - confirm the current figure with the regulator before you rely on it.
Sources · Ministry of Human Resources and Emiratisation (MOHRE) - primary regulator for mainland private-sector employment, DIFC (Dubai International Financial Centre) - separate DIFC Employment Law for entities within the free zone, ADGM (Abu Dhabi Global Market) - separate ADGM Employment Regulations for entities within the free zone