Does CrmLeaf HRMS generate the UAE WPS Salary Information File automatically?

Yes. After every approved payroll run, CrmLeaf generates the UAE WPS Salary Information File (SIF) in the format required by the Central Bank of the UAE and MOHRE. The SIF includes each employee's Emirates ID, bank account details, salary amount, and payment date. The file is ready for upload to your bank's WPS portal within minutes of payroll approval. No manual formatting or separate WPS software required.

How does CrmLeaf HRMS handle GPSSA contributions for UAE nationals?

CrmLeaf calculates GPSSA contributions separately for UAE national employees. The standard rate is 5% employee + 12.5% employer. For Abu Dhabi-based employees, the employer contribution is 15%. GPSSA contributions are not applicable to expatriate employees. CrmLeaf generates the monthly GPSSA remittance report, and marks all expatriate employees correctly as non-GPSSA.

What is the end-of-service gratuity formula under the new UAE Labour Law?

Under Federal Decree-Law No. 33 of 2021 (the new UAE Labour Law), end-of-service gratuity is calculated as: 21 calendar days of basic salary per year of service for the first 5 years, then 30 calendar days of basic salary per year for each year beyond 5 years. The total gratuity is capped at 2 years' total salary. DIFC Employment Law and ADGM Employment Regulations have their own separate end-of-service formulae which CrmLeaf can configure per entity.

Does CrmLeaf HRMS support both UAE mainland and DIFC/ADGM freezone employment?

Yes. CrmLeaf's Multi-Organisation feature allows you to run separate legal entities with different employment terms from the same platform. UAE mainland entities use Federal Decree-Law No. 33 of 2021 rules. DIFC entities use DIFC Employment Law No. 2 of 2019 rules. ADGM entities use ADGM Employment Regulations 2019. Each entity has its own payroll, end-of-service formula, probation rules, and leave entitlements - with a consolidated group view for multi-entity HR reporting.

🇦🇪 UAE · AED payroll

CrmLeaf HRMS for the UAE -
WPS, GPSSA, and gratuity automated

UAE Wage Protection System (WPS) Salary Information File generated after every payroll run. GPSSA contributions for UAE nationals. End-of-service gratuity under Federal Decree-Law No. 33 of 2021. AED payroll with multi-currency support for businesses across mainland and free zones.

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UAE - Market Overview

CrmLeaf HRMS compliance snapshot

Regulatory bodiesMOHRE · GPSSA · Central Bank UAE (WPS)

CurrencyAED (UAE Dirham)

Income tax0% - no personal income tax in UAE

WPS deadlineSalary within 10 days of due date - WPS SIF file to bank

GPSSA (nationals)5% employee + 12.5% employer (UAE nationals only)

Gratuity21 days/yr (yr 1–5) · 30 days/yr thereafter

Key lawFederal Decree-Law No. 33 of 2021

Local compliance requirements

UAE - 6 HR challenges CrmLeaf solves

Every requirement is specific to UAE. Generic global HRMS tools don't handle these - CrmLeaf does.

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WPS Salary Information File (SIF) generation

The UAE Wage Protection System, administered by MOHRE and the Central Bank of the UAE, requires every private sector employer to pay salaries through the WPS. The Salary Information File (SIF) is a standardised file submitted to the bank for each payroll - it must include every employee's Emirates ID, bank account, salary amount, and payment date.

✓ CrmLeaf generates the WPS SIF file automatically after every approved payroll run - formatted to Central Bank specifications, ready for bank upload within minutes of payroll approval

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GPSSA contributions - UAE nationals only

The General Pension & Social Security Authority (GPSSA) mandates pension contributions for UAE national employees: 5% from the employee and 12.5% from the employer (Abu Dhabi-based employers: 15% employer contribution). Contributions are due monthly. Expatriates are not subject to GPSSA but are entitled to end-of-service gratuity.

✓ CrmLeaf calculates GPSSA contributions separately for UAE national employees - applying the correct contribution rates by emirate - and generates the monthly GPSSA remittance report

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End-of-service gratuity - Federal Decree-Law No. 33 of 2021

The new UAE Labour Law calculates end-of-service gratuity as: 21 calendar days' basic salary per year for the first 5 years, then 30 calendar days' per year thereafter - with a cap of 2 years' total salary. The law applies to mainland UAE employees; DIFC and ADGM free zones have their own employment regulations.

✓ CrmLeaf calculates end-of-service gratuity per employee from day one of joining, applying the correct formula under Federal Decree-Law No. 33 of 2021 - the accrued liability is visible for provisioning at any time

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DIFC and ADGM freezone employment regulations

The Dubai International Financial Centre (DIFC) operates under DIFC Employment Law No. 2 of 2019, and Abu Dhabi Global Market (ADGM) under ADGM Employment Regulations 2019 - both distinct from UAE mainland labour law. Freezone employers have different end-of-service, probation, and leave entitlement rules.

✓ CrmLeaf supports separate employment terms per entity - mainland UAE rules and DIFC/ADGM freezone rules can be configured for different legal entities within the same Multi-Organisation setup

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Multi-currency payroll - AED, USD, INR

Many UAE businesses run payroll teams across UAE (AED), India (INR), and other markets simultaneously. Managing separate payroll tools for each country creates reconciliation problems, duplicate employee data, and compliance gaps at the boundary.

✓ CrmLeaf's Multi-Currency module processes AED, INR, USD, and any other currency in a single payroll run - India PF/ESIC compliance and UAE WPS compliance both automated from the same platform

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Probation period compliance - max 6 months, no extension

Under Federal Decree-Law No. 33 of 2021, probation periods in UAE are capped at 6 months with no extension permitted. Terminating an employee during probation with less than 14 days' notice (for employers) is a compliance violation. Post-probation notice periods range from 30 to 90 days depending on tenure.

✓ CrmLeaf tracks each employee's probation end date, sends automated reminders to HR 2 weeks before expiry, and prevents payroll confirmation of incorrect notice periods

⚠ Critical compliance alert · UAE

WPS non-compliance blocks new MOHRE work permit approvals - even for existing employees

The UAE Wage Protection System (WPS) requires private sector employers to pay all employees through MOHRE-approved financial institutions using the standardised Salary Information File (SIF) format. Salaries must be paid within the timeframe specified in the employment contract (generally within 10 days of the due date). If an employer falls into WPS non-compliance - even for one employee - MOHRE blocks the employer's ability to apply for new work permits, transfer visas, or renew residency permits for the entire workforce. Companies are downgraded in the MOHRE classification system, affecting access to government services. The block remains in place until all overdue salaries are cleared and the WPS record is updated.

⚠ Penalty: AED 5,000 per worker for WPS salary delay + MOHRE work permit block for the entire company - including renewal of existing work permits

CrmLeaf HRMS - UAE

Every feature built for UAE compliance

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UAE WPS SIF file generation

Salary Information File (SIF) generated in Central Bank-approved format after every payroll run. Includes Emirates ID, bank account, and salary details for every employee. Ready for bank submission within minutes of payroll approval.

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GPSSA contributions - correct by emirate

GPSSA calculated at 5% employee + 12.5% employer (UAE standard) or 15% employer (Abu Dhabi) for UAE national employees only. Monthly GPSSA remittance report generated. Expatriate employees flagged as non-GPSSA.

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End-of-service gratuity accrual

Gratuity tracked from day one of joining under Federal Decree-Law No. 33 of 2021: 21 calendar days' basic per year (yr 1–5), 30 days thereafter, capped at 2 years' salary. Accrued liability visible for quarterly provisioning.

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DIFC / ADGM freezone support

Separate employment terms configured for DIFC and ADGM freezone entities within the same Multi-Organisation setup - different probation, leave, and end-of-service rules applied correctly per entity.

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AED multi-currency payroll

Process AED salaries for UAE-based employees alongside INR for India-based employees in a single payroll run. India PF/ESIC and UAE WPS both automated from the same platform.

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Probation tracking & notice period alerts

Probation end dates tracked per employee. Automated reminders sent to HR 2 weeks before probation expiry. Notice period compliance checked per Federal Decree-Law No. 33 of 2021 tenure bands.

AED 0

Income tax on employee salaries in UAE - CrmLeaf handles GPSSA and WPS without income tax deduction complexity

10 days

Maximum delay permitted between salary due date and WPS submission - CrmLeaf flags payroll runs approaching this window

21→30

End-of-service gratuity days per year - yr 1–5 then after yr 5 - calculated automatically from joining date

Zero

Manual WPS file creation required - SIF generated and formatted automatically after every payroll approval

We run a 200-person operation between Dubai and Mumbai. Before CrmLeaf, WPS was done in Excel, India PF in a separate tool, and Tally manually. Now it's one platform. WPS file is ready 10 minutes after payroll approval. India PF challan is ready the same day. We haven't missed a filing in over a year.

✓ UAE WPS + India PF managed from one platform - zero missed filings

Farida Al-Hassan

Group HR Director · Trading Group · Dubai + Mumbai · 200 employees

Questions