Five Key Reasons Why HR Software Implementations Fail & How to Solve Them

In the fast-changing world of business, HR departments face many challenges in managing a diverse and complex workforce. To improve their efficiency, many organisations are adopting cloud-based HR software.

Despite the expected benefits of increased efficiency and smoother processes, HR software implementations often don’t meet expectations. In this blog post, we’ll explore the five key reasons for these failures and provide practical solutions to overcome them. Let’s start this enlightening journey together.

Insufficient preparedness and foresight

One major reason HR software deployments fail is a lack of forethought and organisation. If the installation procedure is hurried without a clear strategy, the software may not be adequately suited to the specific HR requirements of the firm.

To address this, it is necessary to invest the time and effort needed to gather specific criteria, design a process map, and identify the most significant objectives. Key stakeholders from HR, IT, and any other relevant departments should be consulted to ensure that the software meets the needs of the firm.

Lack of interest and training in the workplace

Users of the new HR system must have input and ownership over its implementation. Resistance and poor adoption rates are more likely to arise if employees aren’t engaged in the creation of the program and aren’t told about its features and benefits.

To address this challenge, businesses should invest in all-encompassing training programs that are easily available to employees at all levels. Having training sessions, user manuals, and continuing support on hand is crucial to getting employees up to speed on the new system.

Data Transfer/Storage Mismanagement

Moving employee data from obsolete HR management software to the cloud may be difficult. Data loss, inconsistencies, and errors may come from improper handling and transmission.

Data audits, data quality concerns, and dependable data transfer plans are key stages to a solution. Data must be safe and managed with clear procedures.

Inconsistent Personalisation and Combination

Dubai HR software fails owing to weak integration and limited customisation. For efficiency, HR software must be fully integrated with payroll and talent management systems.

Customisation must be assessed to discover whether the software is suited for an organisation. Check the software’s customisation capabilities.

Improper Handling of Transitions

One of the most typical problems with introducing new HR software is staff resistance to change. Employees who have trouble adapting to the new system may experience lost productivity and frustration if proper change management measures are not used.

Organisations should prioritise two-way communication, openness, and employee input. Successful change management relies on communicating the software’s value, resolving user concerns, and providing continuing support.

Conclusion

Cloud HR software can revolutionise HR procedures and boost corporate efficiency. Avoiding frequent mistakes is essential for effective implementations. Businesses may solve these problems by carefully planning, encouraging staff engagement, managing data, connecting technology, and navigating change. They may also overcome these challenges by maximising HR software expenditures. These tactics improve HR productivity, data accuracy, and employee happiness.

HR software initiatives must engage the whole firm and have a thorough plan to succeed. Understanding typical obstacles and implementing recommended solutions may help firms make a smooth transition and leverage HR management software advantages.

Change Management and Transitioning to HR Outsourcing in Dubai : What To Expect?

In the competitive Dubai business market, many organisations are leveraging HR outsourcing to streamline their operations, access specialised HR expertise and adapt to the dynamic nature of the local business environment. While HR outsourcing provides an incredibly flexible and scalable solution, it can prove to be challenging if not appropriately handled during the initial implementation.

Let’s look at the key aspects of transitioning to HR outsourcing in Dubai and how your business can better prepare itself for a successful transition.

Initial Preparation

The first step in preparing for this transition is to conduct a comprehensive HR process analysis. This will help identify areas that can be outsourced. Then, take the time to define the goals and outcomes that your business aims to achieve through outsourcing HR processes. This can help give you clarity when choosing the right outsourcing partner while also setting realistic expectations for the transition process – after all, HR outsourcing is not a catch-all solution.

Lastly, it is important to have transparent and open communication with your employees, explaining your reasons for outsourcing and addressing any concerns they might have.

Choosing The Right HR Outsourcing Partner

To have a successful transition, it is imperative that you find an HR outsourcing partner that caters for your specific requirements. You should look for providers with a proven track record and experience in the Dubai market and ensure that they have the right knowledge of local laws and regulations.

It is important to ensure that their cloud based HR And payroll system aligns with your organisation’s needs and most importantly, local laws. You should also ensure that there is a level of compatibility between your companies, whether this is through shared values, communication styles or business practices.

Managing The Transition

Effective change management is an important part of the transition, helping to ensure a smooth process from start to finish. You should start by assigning a dedicated project manager who will oversee the transition and act as a liaison between the organisation and the outsourcing partner.

The project manager should collaborate to establish a clear timeline and performance metrics while sharing company policies and procedures that should be adopted. Project managers should then ensure that the transfer of HR functions, processes, systems and data is as smooth as possible to minimise the disruption to your business operations.

During this entire process, there should be a running dialogue with employees to keep them updated on progress while also providing training or support to understand the new systems in place when necessary.

Continuous Improvement

The change management process should continue once the transition is complete. Your team should continuously evaluate the effectiveness of the outsourcing arrangement, identifying areas of improvement. Monitor key performance indicators and ensure that you get sufficient feedback from employees.

While transitioning to HR outsourcing or HR management software in Dubai can be a transformative journey, a lot of preparation needs to be done in order to navigate the transition effectively. With the right outsourcing partner, you can have a successful HR outsourcing experience in Dubai that can help you re-focus on your company’s core competencies for greater overall business success.

Vendor Selection and Evaluation: How to Select the Right HR Software Vendor in Dubai

In Dubai’s thriving business landscape, many companies seek software solutions to help them automate some of their manual admin tasks.

This has led to the rise of HR software, which has become a key addition to many companies. No matter the size of the company, HR software can have a huge impact on the efficiency and productivity of the HR departments, as well as improving the employee experience for all staff.

To choose an appropriate software vendor, there are several considerations to make. Let’s look at how you can narrow down your choices to implement the perfect HR software in Dubai.

Identify your HR Software Needs

To decide on the right vendor for HR software in Dubai, you have to understand your company’s specific needs. Start by identifying which HR tasks you are looking to automate or streamline. This can help you save time, enabling you to swiftly eliminate options that don’t suit your requirements.

For example, ask your HR team which manual processes are the most time-consuming, and focus on HR software options that automate those processes. You should also consider whether you are supporting remote or hybrid work, as different working models will require time and attendance functionality.

How Compatible Is It?

An HR system isn’t meant to work independently, the system you choose should collaborate with other tools and systems that you use, such as payroll or accounting software. A compatible software will allow for seamless integration, preventing data silos. Before you choose an HR system vendor, you should ensure that the system supports your databases, file formats, authentication methods and any additional software or plugins you may need.

Better compatibility is always a plus, as the software can continue to support your organisation and its future growth by easily integrating any new systems you choose to add.

Make sure it is user-friendly

The last thing you want is for your employees and management to be wasting their time trying to navigate through a complicated HR system.

You should choose an HR platform that features a simple and intuitive interface that is easy to learn. A user-friendly interface has the potential to boost productivity and reduce the likelihood of errors.

You should consider how much support and guidance is available on the software itself, as well as how customisable, responsive and accessible it is. Accessibility is a significant factor if you have employees who aren’t adept at using digital technology.

Finally, you should ensure that your HR software vendor guarantees data security of your user data, with features like data encryption and regular backups.

Carefully evaluate vendor support

While a user-friendly interface is useful to have, you also need to ensure that your vendor offers excellent support services so that the software is used to its fullest potential. This includes training, technical support, regular updates and guidance when it comes to compliance.

Choosing a vendor with a good reputation will be beneficial, as they are likely to have a great record of customer service and support. Be sure to check out their reviews online to verify this.

Select an appropriate vendor for your needs

Taking into account these considerations, you should be able to narrow down your vendor selection to a few great options. Many providers who offer HR Systems in Dubai offer demos for you to try out the service before you buy it. With the right HR software at your disposal, you can continue to grow your organisation with efficient HR management and ensure employee satisfaction.

The Role of HR Software in UAE’s Digital Transformation Journey

HR software has played a huge part in the digital transformation of the workplace in the UAE. As technology keeps improving, businesses worldwide including in the UAE, must adapt to keep up with the fast-paced changes in today’s work environment. The use of HR Management Software in the UAE‘s business dynamics is a key part of these changes. It’s reshaping how companies complete HR processes, paving the way for a digital future, where tasks are easier to manage. Let’s take a closer look at this transformation.

Streamlining HR Processes

Firstly, the primary function of any HR software is to simplify and streamline HR processes. HR activities, such as payroll, leave management and employee onboarding, used to be done manually, which was a time-consuming and error-prone process. Advanced HR software has made these procedures easier, allowing human resources professionals to concentrate on more strategic responsibilities.

Data-Driven Decisions

Secondly, HR software provides businesses with data-driven insights. In the past, HR decisions were often based on gut feelings or limited data. But now, with sophisticated analytics supplied by HR software, companies are making strategic decisions backed by solid data, reducing errors and improving overall efficiency.

Enhancing Employee Engagement

An HR platform in the UAE enables companies to set up their game when it comes to boosting employee engagement in a thriving business market. Imagine giving your team members access to a self-help portal where they can manage their own tasks. Think of a place where they can share their thoughts and feedback, chat with colleagues, share ideas and collaborate. The use of an employee portal helps to create a positive work culture, making it more open and transparent. People in the workplace are more motivated and productive when they know their opinions matter.

Facilitating Remote Work

In today’s fast-paced world, remote work has become the norm rather than the exception. HR software enables the UAE’s businesses to smoothly transition to this new work paradigm by offering tools for effective remote communication, performance tracking and team collaboration.

Compliance Management

The fifth role of HR software in the UAE’s digital transformation journey is managing compliance. Navigating the complex legal landscape can be tricky but HR software simplifies this by automatically updating labour law and regulation changes, ensuring businesses remain compliant and avoid hefty fines.

Reducing Costs

Setting up an HR system in Dubai helps reduce costs. By automating routine tasks, businesses can significantly cut down on administrative expenses. Additionally, the data analytics provided by HR software can help identify cost-saving opportunities, further contributing to the bottom line of profits. 

Facilitating Talent Acquisition

Last but certainly not least, HR software has revolutionised talent acquisition. The traditional method of sifting through stacks of resumes is now a thing of the past. HR software provides a centralised database that makes the recruitment process quicker and more efficient, giving UAE businesses an edge in the competitive talent market.

Conclusion

HR software plays a significant role in the UAE’s journey toward digital transformation. It’s not just about automating everyday tasks. It gives businesses the power to make informed decisions, boosts employee involvement, supports remote work, helps comply with laws, reduces costs and simplifies hiring. By embracing advanced HR software, the UAE is leading the way and setting a remarkable example for the rest of the world.

Building a Culture of Inclusion: How to Create a Supportive Environment for Muslim Employees During Ramadan

Muslims around the world observe Ramadan as a holy month in which they fast from dawn to dusk. When someone fasts, they forego food, liquids and other physical needs from sunrise until sunset. Muslims observe fasts as a time of spiritual refreshment and introspection, even though they can be mentally and physically exhausting.

For Muslim employees to feel valued and perform at their best during this holy month, it is crucial for employers, from garment factories to HR software companies, to recognise and support them. This will support a positive workplace culture by fostering an environment of understanding among employees of various religions.

Be Flexible With Dress Codes

Don’t panic if you find that some Muslim colleagues are dressed slightly differently at work. For example, some Muslim workers might decide to dress more conservatively or traditionally during Ramadan. Being accommodating with dress requirements during Ramadan and allowing your employees to dress correctly for their religious practices is an important element of creating a positive environment.

Offer Flexible Working Hours

Muslim employees may need to change their work schedules during Ramadan to fit their fasting schedule. For example, to break their fast with their loved ones and prepare for their tarawih prayers—a special prayer Muslims only offer during Ramadan—they might need to start and end their workdays early.

To respect and honour the holy month of Ramadan, it is required by law that all companies provide their employees with a maximum of 6 working hours per day. Individuals are allowed to manage their religious duties and work responsibilities effectively. Furthermore, companies that require their employees to work night shifts during Ramadan can make necessary arrangements to ensure their workers’ comfort and well-being. HR can access this arrangement through the help of HR platforms.

Provide A Prayer Room

If it is possible, employers are encouraged to designate a room for prayers. Simply mark the door “Prayer Room,” and inform your Muslim staff. Muslims pray five times daily and the significance of these prayers increases during Ramadan. So when it is feasible, offering a prayer space to your Muslim employees will go a long way toward assisting them in keeping their religious commitments while working.

Accommodating Breaks For Iftar

It is required by law that all companies provide their employees with a maximum of 6 working hours per day. This allows individuals to balance their religious obligations with their work commitments. Additionally, companies that need employees to work night shifts during Ramadan can make accommodations to ensure their employees are comfortable and supported. You can monitor this through an HR system. Companies could even provide iftar meals for employees who have to work late or on the night shift during Ramadan, to go the extra mile when creating a supportive environment for fasting colleagues.

Be Mindful Of The Physical Demands Of Fasting

Your Muslim employees will likely not request for their workload to be reduced or ask for special concessions about their work responsibilities. However, as an employer, you should be aware that fasting can be challenging on the body and mind, especially for people who have physically demanding occupations. Therefore, it’s important to be aware of the physical demands of fasting and, if practical, to give your fasting employees the assistance they require, such as more frequent short breaks or extra help with difficult jobs.

UAE Employment Law Changes For 2023

The Ministry of Human Resources & Emiratization has announced a revision to the Labour Law UAE with the introduction of Federal Decree-Law No. 33 of 2021, Regulating Labor Relations and its Executive Regulations, under Cabinet Resolution No. 1 of 2022, which went into effect on February 2, 2022.

These updates are designed to modernise employment regulations, enhance job stability, and ensure compliance with evolving workplace standards. Employers need to review their policies and update HR systems to align with these new requirements.

Fixed-term Contracts Only

The new UAE labour law eliminates the idea of unlimited-term contracts and allows only fixed-term contracts (with a maximum duration of three years) to be issued. Businesses must transfer all current employees, who are on unlimited duration contracts, onto fixed term contracts by the 2nd of February 2023.

This shift ensures greater clarity in employment agreements and allows companies to better manage workforce planning. Employees should review their new contracts to understand the terms, renewal conditions, and notice periods applicable under this updated framework.

Further Reading: How HR Teams Can Improve Hiring & Compliance

Notice during the Probation Period

While the new law maintains the six-month limit for probationary periods, it now mandates that:

•  Any party wishing to terminate employment during probation must give at least 14 days’ notice.
• Where an employee is joining another UAE-based company, they must give at least 30 days’ notice. 
• Additionally, employers have the right to demand payment from the new employer for the costs incurred in hiring the employee.

This provision in the UAE and Dubai employment law aims to regulate job mobility and prevent frequent job-hopping. In doing so, it will ensure a more stable workforce while still allowing career growth opportunities.

Further Reading: UAE Ministerial Resolution No. 279 of 2020: Employer Guidance

Part-Time and Flexible Working Arrangements

There are currently several new unconventional and flexible employment arrangements available in the UAE. These include:

• Job-Sharing 
• Flexible Work (where working hours and days can change depending on an employer’s demands)
• Temporary Work (for particular project-based work) 
• Part-Time Work (with benefits given on a pro-rata basis). 

The Ministry of Human Resources & Emiratisation (MOHRE) provides specific details regarding the changes to these working arrangements here. Companies should start adapting HR policies to accommodate these options as soon as possible. With the growing demand for flexible employment, businesses offering these arrangements will likely see increased job satisfaction, employee retention, and profitability.

Working Days and Hours

Employers must give their workers at least one rest day on any day of the week. Fridays are now no longer the only day that must be designated as a mandatory rest day. However, there may be potential exceptions to these requirements under the Executive Regulations, which limit the working hours to no more than 56 hours a week. 

The maximum working hours remain at eight hours per day/48 hours per week (on a six-day working week). This should be clearly communicated through the company’s policies and HR system. 

Some industries are exempt from these restrictions, such as government and municipal workers, the armed forces, domestic servants, and agricultural workers. Employers operating in sectors with varying work schedules must ensure that any exceptions align with the official labour law regulations and are clearly outlined in employee contracts.

Discrimination and Equal Pay

The UAE employment law outlaws discrimination based on:

• Race 
• Colour
• Sex
• Religion
• National Origin 
• Socioeconomic Origin
• Any handicap that would hinder an employee from obtaining employment and maintaining such employment. 

Workers will now benefit from enhanced protection from discrimination in the workplace. 

Employers must also ensure that hiring, promotions, and salary structures comply with these non-discrimination rules.

Although maternity leave and/or pregnancy are not mentioned as protected characteristics, employers are not allowed to fire (or threaten to fire) a worker because she is expecting a child or is on maternity leave. The law reinforces job security for women during pregnancy, discouraging unfair dismissal practices.

The new law also stipulates that men and women shall receive equal remuneration for the same work. An effective HR software in Dubai can help companies track employee benefits, ensuring that all staff are treated fairly. Businesses should conduct regular pay audits to identify and eliminate any gender pay gaps and remain compliant with these regulations.

Termination of Employment

Even though contracts are now fixed-term, the employment termination law in UAE allows for termination before contract completion under legitimate circumstances,  so long as the required amount of written notice, as stipulated under the employment contract, is given.

It is now acceptable to terminate an employee with notice, for reasons other than those relating to performance or behaviour. Perhaps the most notable change is that the concept of redundancy is now specifically recognised as legitimate grounds for termination. Similarly, bankruptcy, insolvency, and other economic or extraordinary circumstances are now also permissible reasons to end an employee’s contract.

Companies undergoing restructuring or financial difficulties can now rely on redundancy as a legally recognised reason for termination. This is hugely helpful for businesses trying to manage operational changes while maintaining compliance.

It is worth noting that the arbitrary dismissal compensation scheme (under the previous law) has been considerably scaled back. Workers are now only potentially eligible for compensation in two particular termination scenarios.

Employees should be aware of these changes when negotiating contracts and understanding their rights in the event of a termination. Employers should also ensure termination policies reflect the latest regulations to avoid legal disputes.

FINAL THOUGHTS

The revised UAE Labour Law introduces significant employment changes, particularly in contract structures, notice periods, discrimination protections, and termination rights. Businesses must ensure their employment policies and HR systems are updated to comply with these regulations. 

As MOHRE continues to refine guidelines, employers should stay informed about any further clarifications or updates. Employees should also be aware of how these changes impact their contracts and workplace rights. Those seeking further clarification can refer to the MOHRE website.

Reasons Why Hybrid Working Can Promote Diversity and Efficiency

Millions of people and businesses worldwide have been forced into hybrid virtual work over the last two years, many of them for the first time. Numerous studies have demonstrated that employers strongly desire that their workers come back to the office as soon as feasible. Employees? Not really, for a variety of reasons, including work-life balance, family, and health. Now that coronavirus and its variants have been discovered, vaccines and treatments promise to return life to normal, but workers are holding greater sway in the huge discussion currently taking place about the future of workplace arrangements.

Our most recent findings support the notion that hybrid work will be around. More than four out of five survey participants who had experience with hybrid models during the previous two years would like to continue using them in the future. Nowadays, a lot of employees want hybrid agreements that allow them to work remotely at least occasionally. There is proof that hybrid work arrangements can improve organisational performance by increasing employee engagement and decreasing attrition. However, a lot of corporate executives still have doubts about how effective hybrid working is. A sizable number of employers believe they will want full-time attendance from workers. This discussion’s current focal point is “employee quality of life versus corporate productivity.” This overlooks something crucial to harnessing the power and potential of a workforce, however: hybrid working can be a critical enabler of workplace Diversity, Equity and Inclusion (DE&I).

Let us look at how this new work model benefits diversity and inclusivity in an organisation:

Elimination of Geographical Barriers

In the past, most businesses favoured hiring individuals who resided close to their headquarters. Researchers found that candidates who lived merely 5–6 miles away from the recruiting firms got one-third fewer calls than those who lived closer to the location of employment. Companies were drawn to hire local people because it was more effective and less expensive.

Unfortunately, concentrating only on a small geographic area makes it more difficult for recruiters to find high-talent and underrepresented prospects. You’ll be able to cast a broader net to identify underrepresented applicants from locations other than where your organisation is located by implementing a hybrid work environment.

Alleviate Challenges Faced by Women with Primary Family Care Responsibilities

Women with family responsibilities have always been difficult to draw in and retain. The crisis over Covid-19 made it worse. To address the special problem of juggling childcare schedules with commuting, many women express a particularly strong desire for flexible work arrangements. This is made worse for people who have additional care obligations, such as those who have elderly parents or disabled relatives.

The hybrid approach helps working women with their particular lifestyle requirements. By removing and minimising obstacles that would otherwise hinder one’s career and/or quality of life, it effectively levels the playing field at work.

Increased Support for People With Mental & Physical Disability

For many of the millions of people with some sort of impairment, commuting is a substantial and frequently tangible barrier. For those whose houses have been modified to meet their needs, remote work can make it easier for them to contribute and integrate into the organisation. This does not negate the need for us to address the persistent issues with public transportation and office layout, but it can be beneficial for people who still have to deal with these issues on a daily basis.

Additionally, it’s crucial to keep in mind that not all disabilities are physical: an anxiety condition has been diagnosed in 18% of Americans. Many of these people struggle to make it to work five days a week, especially if their journey is long, difficult, or involves congested public transportation. Modern office layouts now accommodate neurodiversity by providing quick access to private or quieter areas as needed, although many areas are still difficult for people with sensitive bodies.

Support People with Economic Housing Limitation

Even before the epidemic, commute times had been steadily rising longer, with an increasing number of “super commuters” travelling more than 90 minutes one way as a result of high housing costs in the areas near their workplaces.

Because they cannot afford to reside within an acceptable commute distance to the office, many end up excluded from job prospects. This raises hiring difficulties for workers in various demographic groups, notably marginalised communities and minorities and makes one’s residence an implicit requirement for employment.

How to Promote Diversity & Inclusivity in the Workplace in a Hybrid Work Model?

Higher levels of flexibility, a better work-life balance, and a more specialised employee experience could all be provided via hybrid jobs. These can have a disproportionately favourable effect on performance and diversity, equity, and inclusion (DEI) initiatives as mentioned earlier. Hybrid work also has the potential to accentuate in-group versus out-group dynamics and create an unequal playing field, which might turn those advantages into liabilities. Adopting poorly thought-out hybrid work models could instead hasten employee exits, reduce inclusion, and degrade performance in organisations where it is difficult to attract, hire, and retain talent. Undoubtedly, it takes skill and finesse to reap the rewards of a hybrid workplace that is more inclusive. The following advice can help you put your hybrid workplace on the right track in terms of inclusivity and diversity:

• Meetings should be moderated to prevent either group from feeling as if their opinions are not respected.
• Utilise software like Asana to create novel collaborative strategies. The remote and in-office teams will need to work together well for them to coexist rather than compete.
• Reiterate the value of remote work by encouraging employees to do so. This will prevent individuals who prefer to work remotely from feeling pressured to make the decision.
• Make accommodating work schedules the norm for all personnel.

Homeworking has been an alternative to flexible work practises for many years, but the recent pandemic has given them a significant boost. The stigma associated with persons who have alternate work schedules and the doubt surrounding “shirking from home” have mostly vanished. Managers now know how to successfully manage and direct remote teams. Because of the development and increased adoption of technology, hardware and software solutions that facilitate flexible working are now considered standard.

Now, businesses must concentrate on how to accept these changes and seize the chance they present to advance their DE&I strategy. The ideal work environment can produce the work-life balance that employees seek, the high levels of engagement and productivity that the CEO demands, and a varied and equitable workforce that will foster the innovation and growth that are essential for achieving true competitive advantage. Hybrid working has the potential to be a truly win-win situation for all parties involved when implemented properly.

UAE To Offer Golden Visa For New Recruits In Key Roles

Companies in the UAE now provide Golden Visas as a way to keep hold of current employees, they are also looking at the possibility of giving new senior personnel 10-year visas to draw in the top talent in the market. Companies are introducing this added benefit in addition to financial incentives in an effort to retain talented and highly qualified workers over the long term.

High-net-worth individuals were the primary target of the Golden Visa in the past. At the moment, businesses are looking into the possibility of providing this as an extra perk for senior leadership personnel. Several influential figures in the medical and technology industries are driving this movement. This is being employed favourably to attract new talent and keep high-potential employees in important jobs. Client companies and applicants alike are pleased with the decision.

This incentive also boosts the country’s talent density. The UAE will gain significantly from the changes taking effect in September in terms of luring talent over the long term. As part of a significant revision to its residence reforms programme, the United Arab Emirates will issue a number of new visas and entrance permits starting next month. Several changes to residency laws will go into force starting next month, including a greatly expanded Golden Visa programme, a new five-year Green residency, a multiple-entry tourist visa and entry permits for job seekers.

Oil and foreign labour have been the UAE’s two primary cornerstones in recent years. Despite having some of the best oil reserves in the world (now at over 111 million barrels), foreign labour is becoming increasingly difficult to find due to increased worldwide competition for expertise. 8.92 million of the 10.08 million people living in the UAE are foreigners, according to statistics released by Global Media Insights in March 2022. As a result, there are about eight expatriate residents for every UAE national.

In the business sector, the UAE’s reliance on foreign talent is even more obvious. According to a Gulf Research Center research from 2015, Emirati nationals made up just 0.5% of the private sector’s workforce in 2013. Of them, the top three migrant groups are composed of people from India, Pakistan and the Philippines.

Many industries in the Gulf nation are facing increasing competition from other geographies to attract and retain migrant professionals, particularly in high-demand sectors like healthcare. As talent becomes the main input of production in sectors across the knowledge economy, the country has been forced to expand its visa programmes to remain competitive.

Competition for Expatriates

There is a worldwide competition for expats. A shortfall of healthcare personnel, including nurses and doctors, was observed in 22 EU nations in the annual report on skill shortages and surpluses in 2020 published by the European Commission.

There are labour shortages everywhere, not just in the healthcare industry. According to the most recent State of the Nation report from the British Computer Society, there were more than 64,000 IT job openings in the UK during the third quarter of 2021. This is an increase of 191% from the same time in 2020. The UAE believes that there is rivalry on a global scale that extends beyond the capital, which is now a plentiful resource. Talent is a limited resource on a global scale. The battle is for skill, not for money.

The Golden Solution

In response to this escalating competition, the UAE launched a “golden visa” programme in 2019. The visa gives a limited group of talented foreigners the chance to reside and work in the nation without the need for a sponsor for 10 years. Its eligibility requirements have changed numerous times since it was first introduced; most recently, in July 2022, nurses were added. The next review is scheduled for September 2022.

The Esaad privilege card, which grants the holder discounts in industries like healthcare, education, hospitality, and entertainment, is one of the benefits available to visa holders. Additionally, access to specialised health insurance coverage is provided to visa holders. As more nations compete to entice employees from around the world, the UAE’s golden visa programme has set the stage. Following this, Saudi Arabia introduced a comparable Premium Residence programme for qualified expatriate workers, while Kuwait announced comparable plans to prolong the residency durations for immigrants in May 2022.

Some companies in the UAE are recruiting for essential roles or certain abilities by providing 10-year Golden Visas in addition to pay and bonus packages. As competition for talent increases and more workers look for opportunities for extended residency in the nation, this may also apply to companies in other industries.

By providing a new bonus for new hires of software/data engineers and those moving into leadership roles, the Dubai-based real estate web Property Finder is undoubtedly aiming for an early mover advantage.

Businesses in the healthcare and tech industries are reportedly giving their newest hires this kind of choice, according to consultants that specialise in executive search. It is hoped that the new visa offerings will help retain this workforce, many of whom are foreign national, for longer durations. Previously it was the case that the 10-year residence was contingent upon making certain investments totalling Dh10 million or more. That entry-level criterion was recently reduced to Dh2 million and will be implemented in Dubai in September. Golden Visa has already been a part of recent off-plan launches from firms like Samana.

It became a job-related incentive to retain talent when some corporations awarded Golden Visa status to long-serving workers last year. It is now used as a recruiting tool for talent.

The announcement of the updated eligibility requirements for Golden Visa applications and approvals immediately sparked an unprecedented rush among real estate investors and the larger community. Investors, professionals and students, among others, can live and work in the UAE without being bound to a certain employer thanks to the Golden Visa. The eligibility requirements are expanding daily, allowing the holder to sponsor his or her spouse and children.

Additionally, it provides an option for companies with 100% foreign ownership who could have trouble opening a labour and immigration file without an Emirati partner or sponsor. It follows that the increase in applications is not unexpected.

Some industries have acted quickly to seize the benefits of giving the option to critical employees or those they intend to hire. In the long term, employers stand to gain advantages as well. While it still gives businesses great pride to have Golden Visa holders on staff, there are also long-term advantages in the shape of lower total expenditures for the company. Many other firms who may still have been debating applying for the visa for specific personnel will find that decision-making much simpler in light of the recent release of special insurance packages for Golden Visa holders.

What it means to be an ISO 27001-Certified HR & Payroll Provider

ISO 27001 is a global standard for information security. It lays down the specifications of an information security management system (ISMS) according to the requirements given by the International Organization for Standardization (ISO) and the International Electrotechnical Commission (IEC) and specifies the criteria for the establishment, maintenance, and implementation of the same. The purpose of these standards is to ensure that data and internal records are secure.

Nowadays, most organisations rely heavily on information security controls to protect their information assets and prevent unauthorised access to them same. Using ISMS, organisations are able to secure all sorts of information, whether paper-based or digital, through a set of technical and physical controls and procedures that preserve the three principles of information security: confidentiality (C), integrity (I), and availability (A).

Seeing how it holistically secures the CIA of information assets, being an ISO 27001 certified HR and payroll software provider like Yomly, a company in Dubai, adds more assurance that the quality of the ISMS being used has been proven efficient through the stringent auditing standards of ISO.

What an ISO 27001 Certified HR and Payroll Provider is

Being an ISO 27001 certified HR and Payroll provider means that the security requirements of laws such as the UAE Personal Data Protection Law, which provides a framework on information confidentiality, and Federal Law No. 5 of 2021 on Combating Cybercrimes, which penalises the disclosure of information obtained by electronic means, are honoured and complied with through risk assessments, asset management and information security policy implementation, and system maintenance. With these, HR and payroll software will have increased resilience to cyber attacks, thereby avoiding the costs of data breaches.

Advantages of Using an ISO 27001 Certified HR and Payroll Software

• Protection of data, anytime and anywhere

With cloud-based software, users can access and protect information assets across any device through an application programming interface that integrates mobile and desktop operating systems.

• Reduce costs on information security

By allowing users to only implement the controls they need, organisations will get the most out of what they pay for and reduce costs by using unnecessary ones.

• Be regulation-compliant

Using reliable and efficient software will enable organisations to comply with the existing laws on data privacy and protection through increased information asset security.

• Avoid data breaches and security threats

With system management, development and maintenance in place, using software like this will allow organisations to constantly adapt to evolving security threats.

Recent developments

HR software companies in Dubai have developed cloud-based HR and payroll software that is specifically designed for the needs of business organisations. This software has been known to centralise HR and payroll operations by streamlining work processes and integrating information on a single platform, making it easier for HR departments to secure information more efficiently and monitor their records more accurately.

Following these recent developments, HR management software in other parts of the UAE has likewise transitioned to a more secure and efficient version. This prevailing trend in HR technology, according to KPMG, “will establish a solid foundation for (…) the availability of human capital data (data analytics).”

UAE Ministerial Resolution No. 279 of 2020 offers new guidance for employers

The Ministry of Human Resources and Emiratisation (MOHRE) has unveiled a new Ministerial Resolution (No. 279 of 2020), offering guidelines for employers based onshore in navigating employment-related actions amidst the global Covid-19 pandemic. This directive, effective from 26 March 2020, introduces measures intended to remain effective as long as other Covid-19 related precautionary actions are in force.

This resolution is a boon for onshore employers, legitimising actions many are contemplating or have already put into practice. Although it explicitly applies to all onshore employers under MOHRE’s regulation, its adoption across the UAE’s various free zones remains to be seen. Notably, the resolution’s protections extend only to non-national employees, distinguishing them from UAE nationals who benefit from broader protections under existing legislation.

Here are the salient features of the Resolution as it pertains to business contingency planning, which our clients may find beneficial. The resolution suggests a “gradual” implementation of these measures, a process whose practical requirements are yet to be fully clarified, such as whether the measures should follow a specific sequence or impact order.

Remote Working

The resolution permits affected onshore companies to adopt remote working systems in response to the ongoing efforts to curb Covid-19’s spread. Further guidance on implementing these remote working systems is provided in Ministerial Resolution No. 281 of 2020, published on 29 March 2020.

Paid Leave

Under the Federal Law No. 8 of 1980 (Labour Law), employers can dictate when employees should take their annual leave, now reinforced by the resolution, albeit suggesting “agreement” should be sought. This strategy, however, might need reconsideration as travel restrictions ease, potentially leaving employees with insufficient leave to visit family abroad.

Unpaid Leave

The resolution introduces the concept of unpaid leave, agreed upon mutually by employers and employees, a welcome clarification given its previous ambiguity under the Labour Law. This option could serve as an alternative to dismissals, offering employees the retention of their medical insurance in the UAE amidst current travel bans.

Temporary Salary Reduction

Employers can temporarily reduce salaries with the employee’s consent, following a specific procedure outlined in the resolution. This includes creating a temporary addendum to the MOHRE employment contract, to be kept by both parties and presented to MOHRE upon request, detailing the duration of the salary reduction.

Permanent Salary Reduction and Redundancies

For permanent salary reductions, employer and employee consent is required, with an official amendment to the MOHRE employment contract. The resolution, while sanctioning certain measures, does not explicitly endorse redundancies. Instead, it offers guidance for employers with excess non-national employees, suggesting registration on the MOHRE’s Virtual Labour Market for alternative employment opportunities, with a continuation of accommodation and entitlements until they leave the UAE or find new employment.

Hiring and Additional Considerations

The resolution facilitates hiring processes for onshore employers by directing them to list vacancies on the Virtual Labour Market and seek electronic work permissions for suitable candidates. Moreover, the amendment of Federal Law No. 14 of 2014 to include Covid-19 among communicable diseases mandates immediate notification to the Ministry of Health by anyone aware of or suspecting an infection, under penalty of imprisonment or fines.

This suite of measures provided by the MOHRE offers a range of sanctioned options short of dismissal, enabling employers to navigate the challenges posed by the Covid-19 crisis while retaining staff for future needs.