Clear HR processes for UAE businesses, built remotely
We audit HR, design processes and write HR documents for UAE companies with mixed, expatriate and growing teams. Work is delivered remotely from India. Local legal points go to your own UAE adviser.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps UAE businesses with HR from India. We audit your HR set-up, design hiring, onboarding, performance and documentation processes, write policies and handbooks, train managers online, and can run ongoing HR operations support. We do not give legal advice, process payroll or arrange visas. Your UAE adviser confirms local rules, and we build the process around them.
Time zone. The UAE is on UTC+4 all year. India is 1 hour 30 minutes ahead, so the two working days overlap well. Meeting windows are agreed with you at the start.
Who this suits in the UAE
- Mainland or free zone companies with a team of expatriates from several countries and no dedicated HR manager.
- Family-run groups with several entities, where each office hires and records people in a different way.
- Growing firms in trading, services, hospitality, healthcare or logistics that have outgrown informal hiring and verbal instructions.
- Owners who want an independent review of HR before an audit, a funding round, a sale or a new senior hire.
What we do for businesses in the UAE
HR audit
We review how your UAE team is hired, recorded, paid, reviewed and exited. You get a written list of gaps in people, documents and processes, ranked by what to fix first.
Read more →HR process design
We design hiring, onboarding, probation and exit steps for teams with many nationalities and notice patterns. Each step has an owner, a form and a check.
Read more →Policies and handbook
We draft an employee handbook and core policies in plain English for your management to review. Your UAE adviser confirms every clause that depends on local law.
Read more →Hiring and interview system
We build a structured interview and selection process for hiring across borders. Scorecards, question sets and decision rules reduce reliance on gut feel and referrals.
Read more →Ongoing HR operations support
After the set-up, we can run recurring HR tasks, such as records, onboarding checklists and review cycles, remotely for your leadership team.
Read more →HR situations we help with in the UAE
Teams from many countries.
Employees bring different expectations on notice, leave, bonuses and communication. A single written standard avoids a different deal for each person.
Mainland and free zone differences.
A group may have entities under different regimes. Documents often get copied across entities without checking whether they fit.
Contracts that do not match practice.
Offer letters, job titles and actual duties drift apart over time. This matters when someone leaves or a dispute starts.
Family-run decision making.
Pay, promotions and exceptions are often agreed informally with the owner. Growth makes this hard to explain or repeat.
End-of-service and exit handling.
Final settlements, clearance and handover are often done from memory. A written exit process lowers errors and misunderstandings.
Nationalisation targets.
Employers may have to plan hiring of UAE nationals alongside expatriate hiring. This needs a clear workforce plan and a fair selection process.
Seasonal pressure and Ramadan schedules.
Working hours, targets and leave planning change through the year. Managers need guidance they can apply consistently.
Local rules your adviser confirms
UAE employment rules depend on where your company is registered and who your employees are. GullyHR does not give legal advice. Confirm each point below with a qualified UAE adviser. We then design the process around what they confirm.
| Topic | What we do about it |
|---|---|
| Mainland or free zone rules | Some free zones, such as DIFC and ADGM, have their own employment rules. Your adviser confirms which regime applies to each entity, and we align the documents to it. |
| Employment contracts and permits | The contract and the work permit must agree with each other. We build a checklist that your PRO or adviser completes, and we do not handle permits. |
| End-of-service gratuity | Your adviser confirms how gratuity is calculated and settled. We build the exit checklist and record-keeping around that rule. |
| Wage Protection System | Salary payment through the Wage Protection System is a compliance area. Your payroll provider handles it, and we map the HR records that feed it. |
| Emiratisation | Some employers have to plan for hiring UAE nationals. Your adviser confirms whether it applies to you, and we design a hiring plan that supports it. |
| Statutory leave and public holidays | Annual, sick and other leave entitlements follow local rules. We write the leave policy once your adviser confirms the entitlements. |
| Health insurance | Insurance requirements differ by emirate and employer. Your adviser confirms them, and we include the steps in onboarding. |
| Probation, notice and termination | These are legally sensitive. We design the process and templates, and your adviser reviews them before use. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Short discovery call
We start with a video call to understand your team, your structure and what is not working. You share what you have in writing, and we agree what we will cover.
- 2
Documents and data shared securely
You send policies, contracts, job descriptions and process notes through shared folders. We read them before the next call, so the call time goes on decisions.
- 3
Review or design, in writing
We audit the existing set-up or design the new process. You receive written findings, flowcharts, checklists and drafts in editable formats.
- 4
Walk-through and local check
We walk your team through the output on a video call. Anything that touches local law goes to your UAE adviser before it is finalised.
- 5
Hand-over and optional ongoing support
You receive final documents and a clear owner for each process. If you want, we continue with online training or ongoing HR operations support.
What we do not do
- We do not give legal advice or opinions on UAE labour law.
- We do not process payroll, run the Wage Protection System or calculate gratuity.
- We do not arrange visas, work permits, Emirates ID or medical insurance.
- We do not supply contract staff or run background verification.
- We do not have a UAE office, and we do not claim UAE registrations or UAE clients.
Questions from businesses in the UAE
Yes, for the parts that are about process, documents, audit and training. These can all be delivered online. Anything that depends on UAE law is confirmed by your own UAE adviser.
We can work with either. The rules differ, so we ask which regime applies at the start. Your adviser confirms the legal points and we shape the documents around them.
We draft working documents in plain English for your review. They are not legal documents until your UAE adviser has reviewed them.
No. We map the HR records that payroll depends on, such as joining details and leave. Your payroll provider or accountant runs payroll.
We design the hiring process, interview structure and scorecards, and can support sourcing as a separate service. Visas and permits stay with your PRO or adviser.
India is 1 hour 30 minutes ahead of the UAE, so working hours overlap. We agree meeting windows at the start and use written updates between calls.
Cost and duration depend on the scope, the number of entities and how much documentation exists. We share a written scope and price after a short discovery call.
Our standard delivery is remote. If you would like an on-site session, ask us and we will discuss whether it is practical.