MOHRE Compliance Checklist: What Every PRO Officer Needs

Why MOHRE Compliance Matters

The Ministry of Human Resources and Emiratisation (MOHRE) is the primary regulatory authority governing employment relationships in mainland UAE. Non-compliance carries serious consequences: under Federal Decree-Law No. 9 of 2024 (effective 31 August 2024), labour-law violation fines range from AED 100,000 to AED 1,000,000 per violation, multiplied by the number of workers affected, capped at AED 10 million — alongside business-activity bans and reputational damage that can cripple a company's ability to operate.

For PRO officers and compliance managers, staying on top of MOHRE requirements is not optional — it's foundational. Here is a structured checklist to help you maintain full compliance year-round.

Wage Protection System (WPS) Compliance

WPS is mandatory for all mainland employers with more than one employee. It ensures salaries are paid through registered financial channels and on time.

• Register the company and all employees on the WPS portal — the former 30-day grace for newly registered employees was removed in June 2026, so new joiners belong in the WPS file from their first payroll cycle.
• Ensure payroll is processed through a CBUAE-approved financial institution.
• Pay wages by the 1st of each month for the preceding month. Enforcement escalates quickly: warnings from day 2, suspension of new work permits from day 5, fines and possible Category 3 downgrade from day 11, and automatic labour disputes from day 16. Domestic worker contracts have a stricter 10-working-day rule under Federal Decree-Law No. 9 of 2022.
• Transfer at least 85% of total wages due through WPS by the due date — the compliance threshold under Resolution 340 of 2026.
• Maintain accurate salary records matching the amount stated in the employment contract.
• Do not reduce salaries without a contract amendment filed with MOHRE.

Labour Contract Compliance

• All employees must have a MOHRE-registered employment contract before starting work.
• Contracts must be in Arabic or bilingual format approved by MOHRE.
• Probation period must not exceed 6 months and must be stated in the contract.
• Any contract amendment (salary, title, working hours) requires a new MOHRE filing.
• End-of-service gratuity must be calculated correctly upon termination.

Labour Quota Management

Mainland companies are subject to Emiratisation quotas under the Nafis programme. Companies with 50+ skilled employees must increase their Emirati skilled workforce by 2% annually (reaching 10% cumulatively by end-2026). Since 2024, companies with 20–49 employees in 14 specified economic activities must also hire at least one Emirati each year, with a financial contribution of AED 96,000 per missed hire for 2024 targets, rising to AED 108,000 for 2025 targets (collected from January 2026). On top of that sit overall labour quota limits based on office space, business activity, and financials.

• Monitor your company's available quota before initiating new visa applications.
• Track Emiratisation targets and hiring progress monthly via the Nafis dashboard.
• Ensure the Skilled Emiratisation rate is correctly reported in MOHRE's Nafis portal.
• Request quota increases proactively — at least 4 weeks before hiring surges.

Inspection Readiness Checklist

MOHRE labour inspectors can visit any workplace without prior notice. Being prepared at all times is the only safe approach.

• Employee passports must not be held by the employer — this is illegal.
• Display MOHRE-required labour law posters in the workplace.
• Maintain an accessible record of all employment contracts, salary slips, and leave records.
• Ensure working hours comply with the UAE Labour Law (8 hours/day, 48 hours/week maximum).
• Overtime compensation must be documented and paid at the correct rate under Article 19 of Federal Decree-Law No. 33 of 2021 — 125% of basic hourly pay for ordinary overtime, 150% for hours worked between 10 PM and 4 AM, and an additional 50% on top of basic pay (or a substitute rest day) for work performed on the weekly rest day.
• Accommodation and transport allowances must match what is stated in the contract.

Annual Compliance Calendar

A proactive PRO firm should operate on a recurring compliance calendar. Key annual triggers include: visa renewals (every 2–3 years), trade licence renewals (annually), Nafis half-yearly enforcement deadlines (30 June and 31 December) with monthly reporting visibility, and WPS reconciliation (monthly). Proziyo's automated reminder system ensures no deadline falls through the cracks.