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 can result in fines ranging from AED 1,000 to AED 100,000 per violation, 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.
• Ensure payroll is processed through a CBUAE-approved financial institution.
• Pay salaries within 10 days of the due date — delays trigger automatic fines.
• 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 (Nafis targets for companies with 50+ employees) and 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.
• 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 (125% for weekdays, 150% for rest days).
• 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 reporting cycles (quarterly), and WPS reconciliation (monthly). Proziyo's automated reminder system ensures no deadline falls through the cracks.