WPS UAE 2026: How the Wage Protection System Works, Who Must Use It and the Penalties for Late Salaries

What is WPS? WPS UAE is the Wage Protection System: the electronic salary-transfer system, run by the Ministry of Human Resources and Emiratisation (MOHRE) with the Central Bank of the UAE, through which private-sector employers registered with MOHRE must pay their workers’ wages each month. The employer sends a salary information file and the money to an approved agent (a bank, exchange house or other licensed financial institution). The Central Bank’s system routes the payment to each worker’s account or payroll card, and MOHRE sees who was paid, how much and when. Because the data is automatic, a late or short payment is visible to the Ministry without anyone filing a complaint.

This guide explains the Wage Protection System from the employer’s and the system’s side: the legal basis, who must pay through it and who is exempt, how agents and the salary file work, the due date and the 85% test, and the penalties and escalation under the 2026 WPS rules. It was rewritten from MOHRE, Central Bank and UAE legislation sources, checked on 23 September 2026. If your own salary has not arrived and you want to know what to do, read our separate guide on what to do when your salary is not paid, which is written for employees.

WPS UAE at a glance

The table below is the short version. Each row is covered in detail further down, with its source.

Wage Protection System: how MIRDXB PRO helps employers

Most employers who contact us about WPS already pay their staff. What goes wrong is the machinery around the payment: an agent agreement that lapsed, a salary file that still lists last month’s leavers, an absent worker nobody reported, or a MOHRE notice that went to a PRO who left years ago. We are a PRO and visa services firm based in Al Barsha 1, Dubai, and we handle the MOHRE side of this work for mainland companies. The service itself is on our WPS registration and payroll compliance service page.

What we do

• Review your set-up against the 2026 rules. Agent agreement, salary file routine, due-date calendar, exemptions and the registered contact details that receive MOHRE notices.
• Open or update the MOHRE establishment file so the workers on your payroll match the workers on your permits. If the labour file does not exist yet, that is our labour file opening service.
• Handle the MOHRE transactions that keep the WPS record clean: absence reports, unpaid leave notifications, work permit cancellations for leavers, contract amendments after a salary change.
• Help clear a block after notices, permit suspension or a fine: find the cause, sequence the steps, and follow the file until MOHRE services are restored.
• Explain the classification your establishment is in and what it costs you on each work permit.

How it works

1. WhatsApp us your trade licence, headcount, WPS agent and the last month’s salary run summary (totals only are fine to start).
2. We review the set-up and the MOHRE record and send you a written list of gaps, with the government fees and our fee.
3. You approve, and we carry out the MOHRE transactions through Tasheel or the MOHRE channels, sending you each receipt.
4. We confirm the establishment status and any change in classification once the record updates.

What it costs

Government fees are passed on at cost from the published MOHRE schedule, and you see the receipts. Our own fee depends on the size of the establishment and the work involved, and it is quoted in writing before we start. Our general pricing approach is on the fees page.

Why employers use us

• We publish our sources. Every rule in this guide links to the MOHRE, Central Bank or legislation page it came from, and where we rely on news reports of the resolution we say so.
• We handle MOHRE, GDRFA and ICP transactions, so a WPS problem that turns into a permit or visa problem stays with one team.
• We tell you when you do not need us. If your bank’s payroll team and your HR system already cover everything below, we will say so.
• You can walk in. Our office is in Al Barsha 1, open by appointment; whatsApp us any time, 24 hours; office open Monday to Friday, 9:00 to 18:00 (Dubai time).

We do not run payroll, hold client funds or act as a WPS agent. Wages move through your bank or exchange house; we handle the MOHRE file around them.

What is WPS? The Wage Protection System explained

MOHRE’s guidance page defines the system in one line: an “innovative electronic system that facilitates wage transfers via approved banks, financial institutions, and exchange houses.” It then states the obligation that makes it matter: private-sector establishments must “pay their workers’ wages on a monthly basis, in the amount and at the time agreed upon in the employment contract, through the Wage Protection System.”

The Central Bank describes its side as “a safe, secure, efficient and robust mechanism to streamline the timely payment of wages to employees by their employers.” It says it implemented the UAE Wages Protection System (UAEWPS) in 2009 to meet the objectives of what was then the Ministry of Labour, now MOHRE. The Central Bank secures employer funds, accepts transfers from employers’ banks to agents, processes disbursement information and refund requests, and provides “frequent data feeds” so the labour authority can monitor payments.

The scale

MOHRE’s figures give a sense of what the Wage Protection System covers. In June 2026 the Ministry said more than 90 financial institutions process salaries through it, with monthly transfers of more than AED 37 billion, covering about 99% of private-sector employees across more than 600,000 establishments. Its December 2025 announcement of the Wage Protection System update gave “total monthly transfers exceeding AED35 billion”. The two figures are six months apart and both are MOHRE’s.

The December 2025 update

On 10 December 2025 MOHRE announced a new version of the Wage Protection System with the Central Bank of the UAE and Al Etihad Payments, the national payments company owned by the Central Bank, and partners including e& Group, Botim, Al Ansari Exchange, Lulu Exchange, GCC Exchange and Al Maryah Community Bank. The Ministry said employers can “manage salary payments easily and quickly with real-time, direct data integration” and complete procedures digitally by reading data from MOHRE systems. For an employer, the practical point is that more agents now offer app-based salary runs linked to the MOHRE worker list, which reduces the stale-list errors described later.

The legal basis of the WPS rules

WPS is not a single law. It sits on a stack of instruments, and knowing which one says what helps when you read a notice or a fine.

The history in three resolutions

The operating rules have been rewritten three times in five years, which is why so much online guidance is out of date:

• Resolution No. 43 of 2022 used a contract-based due date, reminders on days 3 and 10, suspension of new work permits from day 17, and prosecution referral at day 30 for establishments with 500 or more workers and day 45 for those with 50 to 499 (as summarised by Gulf News in March 2022).
• Resolution No. 598 of 2022, dated 25 November 2022, kept wages due on the first of the month after the payday in the contract, or at least monthly if none was stated, with a 15-day window before the employer was in default.
• Resolution No. 340 of 2026 fixes a single due date on the 1st, removes the 15-day window, raises the threshold to 85% and moves the first measure to day 2.

If an article, a payroll provider or an old HR policy tells you about “day 3 and day 10 notices” or “default at day 15”, it is describing a repealed regime.

WPS rules in 2026: what Resolution 340 changed

MOHRE’s own line on the new resolution is that it takes a “gradual and balanced” approach: electronic monitoring, then notifications, giving establishments time to rectify before administrative measures apply. That is true of the tone. The substance, as reported by every legal briefing we read, is tighter than the rules it replaced.

The WPS salary due date and when a payment is late

Under the 2026 WPS rules, as reported by Khaleej Times, Gulf News and the law firms that summarised the resolution, wages for any month are due on the 1st day of the following Gregorian month. Salary transferred after the 1st is treated as delayed. There is no separate grace period before monitoring and notices begin.

What “paid by the 1st” means in practice

MOHRE measures what reaches the Wage Protection System, not what you instructed your bank to do. If you approve payroll on the evening of the 1st and the agent processes it on the 2nd, the record shows a delay. The practical rule is to have the salary file validated and funded several working days before the 1st. Some advisers suggest the 28th of the month as an internal cut-off; that is good practice, not a legal date.

Weekends and public holidays

We found no published rule that moves the due date when the 1st falls on a weekend or public holiday. MOHRE noted in June 2026 that many employers paid early before the Eid Al Adha holiday. Until MOHRE says otherwise, treat the 1st as fixed and pay before a holiday, not after it.

The 85% rule in the WPS rules, read correctly

This is the most misread number in the WPS rules. There are two separate tests.

A worked example of the 85% test

An establishment has 40 workers and total wages due of AED 200,000 for May. By 1 June it has transferred AED 176,000 through WPS. That is 88% of the total, so on the establishment test it is compliant. But the record also shows three workers with nothing received because their accounts were closed, and one worker paid AED 3,000 of a AED 4,000 wage with no deduction on file. Those four workers are unpaid or underpaid on the individual test, and each has a claim. The establishment’s next step is to fix the accounts and pay the four in full, not to rely on the 88%.

Lawful deductions and the 85% floor

Article 25 of the Labour Law lists the deductions an employer may make: recovery of a loan (with written consent, and no interest), recovery of an overpayment (up to 20% of the wage), pension and insurance contributions, savings fund instalments, approved welfare schemes, court-ordered debts (up to 25%, alimony aside) and damage caused by the worker (up to five days’ wage a month). When there are several reasons for deduction, the total cannot exceed 50% of the wage.

The reported WPS rule sits on top of that. A worker who receives less than 85% is treated as unpaid on the WPS salary record, even if the Labour Law would allow a larger deduction. Some advisers describe this as an effective 15% ceiling for WPS purposes. Where a court order or a loan agreement genuinely requires more, document it and expect to explain it to MOHRE.

WPS UAE scope: who must pay through the Wage Protection System, and who is exempt

Who is in scope of the WPS rules

MOHRE’s guidance applies the obligation to private-sector establishments, and Article 16 of the Executive Regulation requires employers to pay “through the Wage Protection System or any other system approved by the Ministry.” In practice, the WPS rules cover every establishment registered with MOHRE, for every worker holding a MOHRE work permit. That includes:

• full-time and part-time workers on MOHRE permits;
• workers on probation;
• new joiners from their first pay cycle (the old 30-day window has gone);
• Emirati and GCC nationals employed in the private sector, whose wages are also checked against Emiratisation rules;
• workers on temporary and other permit types issued by MOHRE. Our guide to work permit types in the UAE lists them.

Size does not change the obligation. A two-person trading company is inside the Wage Protection System just as a contractor with 2,000 workers is. What changes with size is which escalation measures apply, covered below.

WPS rules: the exemptions reported under Resolution 340

The resolution lists workers and establishments that are excluded from the WPS calculation. The list below follows the most detailed published summaries (Gulf News, Khaleej Times, Habib Al Mulla and fit.ae); the conditions in brackets matter.

The exemptions for individual workers are only useful if the underlying MOHRE record exists. An employer who lets a worker take unpaid leave but never notifies MOHRE will see that worker counted as unpaid. The same applies to a worker who has stopped coming to work: without a registered absence report, the WPS salary is still expected. Our guide for employers on reporting an absconding employee covers that process.

WPS UAE agents: banks, exchange houses and approved institutions

An employer does not pay directly into the Wage Protection System. It pays through an agent: a bank, exchange house or other financial institution authorised to process WPS salary transfers. The agent takes the salary information file, checks it, collects the funds and passes the payment through the Central Bank’s system.

Who the Wage Protection System agents are

MOHRE’s guidance page lists partner financial institutions including e& (Etisalat), Al Ansari Exchange, Lulu Exchange, GCC Remit, Botim and MBank, with the Central Bank of the UAE and Al Etihad Payments as strategic partners. Most UAE banks also offer WPS payroll to their corporate customers. MOHRE said in June 2026 that more than 90 financial institutions process salaries through the Wage Protection System.

Where the WPS salary lands: bank account or payroll card

The worker needs somewhere to receive the WPS salary. That can be an ordinary bank account, or a payroll card issued through an exchange house or payroll provider, which is common for workers without a bank account. Either works if it is active and in the worker’s name. What does not work is a transfer to a relative’s account or a card the employer holds.

Choosing an agent

Outsourced payroll and third-party delegation

The resolution reportedly allows an establishment to delegate wage payment to a third party, such as a payroll bureau, provided it gives MOHRE the delegate’s details and the delegation contract. It is equally clear, in every summary, that “ultimate responsibility for the timely payment of wages remains with the employer.” If the bureau misses the 1st, the notices, suspensions and fines land on your establishment, not theirs.

The salary information file: how a WPS salary run works

Every WPS salary run starts with a salary information file, usually called the SIF. It is a structured file listing each worker being paid, their identifiers and the amount, with a control record summarising the run. The format is set for the Central Bank’s system and each agent provides its own template or platform. Payroll software commonly refers to one line per employee (often called an employee detail record) and one summary line for the employer (a salary control record).

What a WPS salary file typically carries

The field names and order depend on the agent’s template. The table is practical guidance on what a SIF usually contains, not an official specification.

The monthly WPS salary run, step by step

1. Reconcile the worker list against the workers registered on your MOHRE establishment file: joiners, leavers, transfers in and out.
2. Check each worker’s account or card is active, especially new joiners and anyone back from long leave.
3. Calculate the pay against the current contract wage, with any lawful deductions documented and unpaid leave notified.
4. Generate the SIF on the agent’s platform or your payroll software.
5. Fund the run by the agent’s cut-off, a few working days before the 1st.
6. Submit and watch for rejections. Correct and resubmit any failed records the same day.
7. Reconcile after payment: headcount paid against headcount due, total paid against total due, and every return or bounce.
8. Keep the confirmations for each run; they are your evidence if MOHRE’s record is wrong.

WPS UAE penalties: the escalation, day by day

Resolution 340 replaced a slow, size-based ladder with one that starts the day after the due date. The table combines the measures as reported by Gulf News, Khaleej Times, Baker McKenzie and Habib Al Mulla. Where the summaries attach a condition, it is shown; where they differ, we say so.

Baker McKenzie lists the named sectors for the common-ownership rule as construction, transport, security, cleaning, recruitment agencies and domestic worker recruitment offices. fit.ae adds storage to transport. The point of the rule is that a group cannot keep each company under 25 or 50 workers and stay below the thresholds.

Small establishments under the WPS rules

For establishments under 50 workers, Gulf News reports that the day 21 stage can mean an executive instrument for wage recovery rather than prosecution. Being small does not stop the day 2 notices, the day 5 permit suspension or the day 11 fines for a repeat violation.

Prosecution for large companies, stated exactly

The brief version you will see online is “companies with 50 or more workers are referred to prosecution.” The reported condition is narrower and wider at once: narrower because it needs a repeated violation (Khaleej Times: repeated over two consecutive months), and wider because an establishment of any size can be referred where its violation poses “a risk to labour market stability” (Gulf News). Travel bans are reported as applying to “responsible officials” or “the person in charge”, not to every shareholder.

WPS UAE fines: what Cabinet Resolution 21 of 2020 says

The fine amounts are not in Resolution 340. They are in the table of administrative fines in Cabinet Resolution No. 21 of 2020 on MOHRE service fees and administrative fines, published on uaelegislation.gov.ae. The WPS-related rows are:

uaelegislation.gov.ae lists one amendment to the resolution. The rows above are from the published consolidated text we checked; confirm the current figure on the MOHRE payment screen, which is final.

WPS rules and the classification: why category three is the real cost

MOHRE classifies private establishments into three categories, in force since 1 June 2022. The category sets the work permit fee for every hire and renewal. MOHRE’s announcement lists the fee over two years as AED 250 in category one, AED 1,200 in category two and AED 3,450 in category three. It names “lack of commitment to workers’ wages, housing and safety standards” among the breaches of labour rights that put an establishment in category three.

The arithmetic on your own headcount

The gap between category two and category three is AED 2,250 per work permit over two years. For a company with 40 permits that is AED 90,000 over a two-year cycle; with 200 permits, AED 450,000. Set against category one, the gap is AED 3,200 per permit. These are MOHRE’s permit fees only, before any fines, and before the cost of a hiring freeze while new permits are suspended. The full cost of a work permit and visa, by category, is in our UAE employment visa cost breakdown.

Why WPS salary files fail

A large share of what shows up as non-payment is not a refusal to pay. It is a salary file that did not go through, found too late. The causes below are the operational ones we see most. The rejection detail for any specific failure comes from your agent, who holds the response.

Setting up the Wage Protection System for a new establishment

First pay runs fail more than any other. If you are hiring your first workers on a mainland licence, this is the order that avoids it.

1. Open the MOHRE establishment file (labour file) once the trade licence is issued. Our guide to the Ministry of Human Resources and Emiratisation explains where this sits among MOHRE’s services.
2. Appoint a WPS agent and sign its payroll agreement. You will receive an employer reference (often called a routing or agent code) to use in every SIF.
3. Issue the work permits, so each worker has a personal number against your establishment.
4. Open an account or payroll card for each worker in their first week, not in payroll week.
5. Record the contract wage correctly: the figure on the MOHRE contract is the one the WPS salary is measured against.
6. Run the first file early, several working days before the 1st, and check every line was credited.

If you would rather hand the MOHRE side to someone else, that is what our WPS registration and payroll compliance service covers.

WPS salary for joiners, leavers and mid-month changes

Steady payroll rarely fails. What fails is the month something changed, and in most companies something changes every month.

Final settlements deserve care. The gratuity, leave pay and last salary are due within 14 days of the contract ending. Our end of service gratuity guide explains the calculation, and the employment visa cancellation guide covers the permit and residence steps for a leaver.

Domestic workers and the Wage Protection System

Domestic workers are governed by their own law, Federal Decree-Law No. 9 of 2022, not by the private-sector Labour Law. Since Ministerial Resolution No. 675 of 2022 some of them are also inside WPS. MOHRE’s guidance says the Wage Protection System “expanded to become mandatory for specific domestic worker jobs, with optional participation for remaining roles in this category.”

Which professions are mandatory

Published summaries agree there are five mandatory professions but do not agree on the full list. Every summary we read includes the private agricultural engineer, private tutor and personal trainer. The other two are given as personal assistant and housekeeper (Gulf News, January 2023), home nurse and personal assistant (LY Lawyers), or home care provider and private messenger (Gulf News, July 2025). Housekeepers, nannies, cooks, drivers and gardeners are usually listed among the optional roles. Because of that conflict, check the profession on the worker’s permit against Resolution 675 on MOHRE’s site, or ask MOHRE, before assuming either way.

How payment works for domestic workers

Gulf News reported in July 2025 that domestic worker wages can be paid electronically through banks and exchange houses, or in cash through approved financial institutions, banks and exchange offices authorised by the Central Bank. The same report says wages are due within a maximum of 10 working days of the due date and that a file can be suspended if wages go unpaid for two months. These domestic worker timings are from news reports and are separate from Resolution 340’s private-sector rules.

Even where WPS is optional, a recorded transfer protects both sides: it proves what was paid and when, which is the question most household disputes turn on. For the visa side, see our domestic worker visa service.

Free zones and the WPS UAE rules

The Wage Protection System is a MOHRE system. Resolution 340 applies to establishments registered with MOHRE, which is every mainland company. Free zone companies are licensed and issue permits through their free zone authority, and whether WPS or an equivalent applies depends on that authority.

The question that settles it is simple: which authority issued your workers’ permits, and where would an employee complain about you? If the answer is MOHRE, the WPS rules apply. Our guide to free zone vs mainland sets out the wider differences, and our free zone visa services team can check your position.

Emiratisation and the minimum wage on the WPS salary record

WPS is also the data MOHRE uses to check other rules. The clearest example is the minimum wage for Emiratis in the private sector, which MOHRE raised to AED 6,000 a month from 1 January 2026 for new, renewed and amended permits. KPMG reported that existing Emirati staff had to be brought up to the new minimum by 30 June 2026, and that from 1 July 2026 an Emirati paid below it no longer counts towards Emiratisation targets.

What counts is the figure transferred through WPS, not the offer letter. If you employ Emiratis, check the monthly WPS salary on the record. Emiratisation targets and fines are covered in our guide to Emiratisation rules in the UAE.

How employees can check their WPS salary

This guide is written for employers, but the employee’s view is useful for them too, because it shows what the Ministry sees.

• The WPS salary should arrive by the 1st in an account or payroll card in the worker’s own name.
• The bank or card statement is the evidence. A WPS transfer usually shows the employer’s name or the agent’s reference.
• MOHRE already sees late payment. Notices go to the establishment from day 2 without a complaint.
• If the salary is late or short, the worker can complain to MOHRE through its website, app or call centre on 600590000.

The full employee sequence, including what to collect and how to claim, is in our guide to what to do when salary is not paid, and the complaint process itself is in how to file a MOHRE complaint.

Clearing a WPS UAE block: the order that works

If notices have arrived or new permits are suspended, the sequence matters.

1. Find the actual cause. Non-payment, partial payment, a failed file, or a data problem (an unreported absence, unnotified leave, a leaver still on the list). Each has a different fix.
2. Pay what is outstanding through WPS, so the payment appears on the record. Cash does not clear a WPS position.
3. Fix the record for workers who should be exempt: register the absence report, notify unpaid leave, cancel the permit of a worker who has left.
4. Reconcile every worker, including anyone whose transfer failed inside a file that looked successful.
5. Settle any administrative fines under Cabinet Resolution No. 21 of 2020.
6. Deal with complaints in parallel. A worker’s claim is separate from the establishment’s WPS position, and paying one does not close the other.
7. Confirm the status has lifted in the MOHRE app or website before you plan new hires or renewals.
8. Address the classification. If you were moved to category three, ask what the path back is once the record is clean.

WPS rules in practice: five cases, worked through

These cases are built from the situations we see most often. Names and identifying details are left out, and the figures are the published ones.

1. WPS salary due date: a contractor that used to pay on the 10th

Mainland contracting company, 180 workers, contracts and HR policy saying salary is paid “by the 10th of the following month”.

Position: under Resolution 598 of 2022 that worked, because the due date followed the contract and there were 15 days before default. Under the 2026 WPS rules the due date is the 1st. Paying on the 10th would put the company past day 5 (new permits suspended) every month, and as a repeat within six months it would reach the day 11 stage, with fines and category three. At 180 workers in construction, any month that slipped past day 16 would also bring automatic labour disputes. Route: the finance calendar was moved so the SIF is funded by the 27th, contracts were amended through MOHRE, and the change was announced to staff. The lesson: check that your payday is not a leftover from the old rules.

2. WPS salary paid in cash: a company that paid everyone off-system for one month

Trading company, 25 workers. A client payment failed; the owner raised cash and paid everyone in full, off-system.

Position: the workers were paid, but the WPS record showed nothing. Notices started on day 2 and new permits were suspended while two visa renewals were pending. Route: the cash payments were documented with dated receipts for the amounts actually paid, MOHRE was contacted with the evidence, and the next month’s run went through WPS early. The lesson: a good intention invisible to the system still counts as a violation. Had the same money gone through the agent, there would have been no case.

3. WPS rules and absence: three workers who stopped coming to work

Cleaning services company, 60 workers. Three workers stopped attending in April and were left off May’s salary file.

Position: the establishment transferred 95% of total wages, so it passed the 85% test. But the three were still on the MOHRE record with no absence report, so each counted as unpaid, and cleaning is one of the sectors where group thresholds apply. Route: absence reports were registered under MOHRE’s process, which exempts the workers during the report’s validity, and wages up to the last day worked were paid. The lesson: the WPS exemption only works if the MOHRE record exists. Our employer’s guide to absconding reports explains the steps.

4. A new joiner with no account for the WPS salary

Small consultancy, 8 workers. A new hire joined on the 15th and opened a bank account only after his first payday.

Position: under the old rules, new joiners had a 30-day window. Under Resolution 340 that exemption was removed, so his first part-month was due on the 1st and his transfer failed. The establishment still passed 85%, but he was unpaid on the individual test. Route: a payroll card was issued through the agent the same week and his WPS salary credited. The company now issues a card on the first day for anyone without an account. The lesson: the account is part of onboarding, not payroll.

5. WPS rules for a holding company with four entities

Group with four mainland entities in security services. Each has 15 to 20 guards. One entity’s payroll was delayed by three weeks while funds were moved between companies.

Position: no single entity had 25 workers, and the group assumed the day 16 and day 21 measures could not apply. As reported, for security and the other named sectors the thresholds are counted across commonly owned establishments, so the group’s unpaid headcount could bring it inside them. Route: wages were paid through WPS, each entity’s MOHRE status was checked, and payroll funding was separated so each company is funded before the 1st. The lesson: in the named sectors, the group is the unit that matters.

What circulates online that is not true

How to verify every WPS UAE figure in this guide

What we will and will not do

We will review your WPS set-up against the current rules before charging you, tell you in writing what needs to change, carry out the MOHRE transactions that keep your record accurate (absence reports, leave notifications, contract amendments, permit cancellations), help you clear a block in the right order, and tell you plainly when your bank or payroll provider already covers what you need.

We will not hold or transfer wages, act as a WPS agent, advise you to pay outside the Wage Protection System or to record payments that did not happen, promise that a fine or a classification will be removed, or quote you a fee that changes after you have paid.

Related guides

• Salary not paid in the UAE: the employee’s side, step by step
• How to file a MOHRE complaint: channels, stages and decisions
• End of service gratuity: the final settlement due within 14 days
• Work permit types in the UAE: the permits whose fees your category drives
• UAE employment contract types: the contract wage WPS measures against
• What is MOHRE: the Ministry, its services and classification
• Employee absconded: the employer’s guide
• ILOE insurance: the other monthly obligation for private-sector staff
• UAE labour ban: MOHRE bans and how they are lifted
• Gratuity calculator

Keeping a company’s MOHRE file, permits and WPS record aligned month after month is what our PRO services in Dubai team handles for mainland employers.