The first 90 days are critical for laying the HR foundation that supports sustainable growth, legal compliance, and a high-performing team.
1. Set Up the Right HR Structure
Before you hire, your company needs a legal and operational HR framework in place.
Start with:
- Trade license issued from a Free Zone or the mainland.
- Establishment card issued by the respective UAE Immigration Authority
- MOHRE registration (for mainland companies) to open your labour file.
- WPS registration (Wage Protection System) to ensure compliant salary payments for all mainland and select free zones.
- Secure a quota to sponsor employees you plan to hire for the business
- Set-up a UAE bank account to fund salaries.
Why getting HR right in the UAE matters from day one:
In the UAE, without proper this:
- You can’t legally sponsor or hire employees without the proper HR setup.
- Compliant Payroll cannot be processed unless formalities like contracts and MOL registration are completed.
- Employee visas and work permits will be delayed or rejected without compliant documentation.
- Incomplete or non-compliant contracts can expose you to legal risk or employee claims.
- Delays in setup waste time, slow down momentum, and often lead to rework.
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Missteps in early HR processes can affect your credibility with employees and regulators.
2. Create UAE Compliant Employment Contracts
MOHRE and free zone authorities require a standard employment contract for every employee that’s non-negotiable and essential for visa and labour compliance. That’s just the starting point. As a business you want to reflect your standards
- Confidentiality and intellectual property
- Bonus structures and non-cash benefits
- Additional Benefits
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Non-compete and post-employment restrictions
The good news is you can do both. Issuing a detailed internal contract alongside the official one helps you:
- Stay fully compliant with UAE labour law
- Maintain consistency with global employment practices
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Protect your business with clear, enforceable terms
Pro Tip: Your internal contract should complement—not contradict—the government-issued version.
Bonus: A well-structured internal contract also sets the tone for your workplace culture. It shows employees what your company stands for, beyond the basics—especially important when building teams in new markets.
3. Create UAE-Compliant HR Policies
UAE Labour Law offers a clear and reliable legal framework for employment. For companies. Compliant HR policies are what bring that framework to life and ensure compliance to the law while also reflecting how your company operates. They help fill in the operational details—ensuring that your team in the UAE works within a structure that’s both compliant and aligned with your global approach.
Key policies to prioritize:
- Working hours and overtime
- Public holidays and leave (annual, sick, maternity, etc.)
- Disciplinary process and grievance handling
- End-of-service gratuity
- Termination and notice periods
Pro Tip:
UAE Labour Laws outlines what’s required. Your policies help define how those requirements are applied in your business. Both need to work together.
Bonus: Having a short but clear Employee Handbook builds trust and sets expectations early.
4. Design a Simple, Impactful Onboarding Process
First impressions matter—especially in the UAE, where employees value structure, clarity, and personal connection.
Your onboarding checklist should include:
- Offer letter and compliant employment contract
- Visa and Emirates ID process with regular status updates
- Day-one welcome: laptop, access cards, email setup
- Intro to company culture, reporting lines, and tools
- Mandatory compliance orientation (e.g. WPS, working hours, policies)
Why it matters:
A strong onboarding experience increases engagement, reduces early turnover, and improves time-to-productivity.
5. Set Up Payroll and WPS on Time
All mainland and most free zone companies must process employee salaries through the Wage Protection System (WPS).
Steps to set up payroll:
- Open a corporate bank account in the UAE.
- Partner with a WPS-compliant payroll provider, exchange houe or your bank.
- Prepare a salary file in the correct format.
- Run monthly payroll and retain all documentation.
Pro Tip:
Your employment contract, salary account setup, and payroll cycle must all align for WPS to function smoothly.
Why it matters:
Non-compliance can lead to fines, visa blocks, suspension of new work permits, or a downgrade of the company’s classification.
6. Get Ready for Growth
As your team expands, your HR foundation should scale with you. Start early with:
- Basic job descriptions and an org chart
- A centralized employee record system
- Clarity on performance reviews and probation evaluations
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Choosing your first HR system or tool for data management, attendance, contract and leave tracking
Bonus Tip:
If you’re not ready for a full-time HR hire, consider an outsourced HR partner who understands UAE compliance and can help you build while you grow.
Final Thoughts
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The first 90 days of any UAE expansion are your chance to get HR right—not perfect, but structured, compliant, and employee-ready.
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Getting your HR structure, contract, policies, onboarding, and payroll right sets the tone for how your business operates and how your people feel working for you.
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In a competitive hiring market like the UAE, clarity, compliance, and care are not just nice to have—they’re your edge.
Need help building your HR foundation in the UAE?
At S&K HR Consulting, we specialise in helping new businesses set up strong, compliant, and scalable HR functions from day one.
Let’s build your people strategy—starting with day one.