UAE | Saudi Arabia | Qatar | Oman

Prepared by Capstone Solutions – Your Trusted Manpower & Recruitment Partner

Employment Contracts

Country	Contract Type	Probation Period	Notice Period
UAE	Fixed-term (max 3 years)	Up to 6 months (Art. 9)	30–90 days (Art. 43)
Saudi	Fixed-term for expats only	Up to 180 days (Art. 53)	30–60 days (Art. 75)
Qatar	Fixed or unlimited	Max 6 months	30–60 days (Law No. 17/2020)
Oman	Fixed or unlimited	Max 3 months	30 days (Labour Law 35/2003)

End of Service Benefits

Country	Entitlement Structure
UAE	21 days/year (first 5 years), 30 days/year after (Art. 51)
Saudi	Half month/year (first 5 years), one month/year after (Art. 84)
Qatar	3 weeks/year of basic wage (Art. 54 – Law No. 14/2004)
Oman	15 days/year (first 3 years), 30 days/year thereafter

Working Hours & Overtime

Country	Standard Hours	Overtime Pay
UAE	8 hrs/day, 48 hrs/week	125–150% (Art. 19)
Saudi	8 hrs/day, 48 hrs/week	150% (Art. 107)
Qatar	8 hrs/day, 48 hrs/week	125–150%
Oman	8 hrs/day, 48 hrs/week	125–150% (Art. 70)

Annual Leave

Country	Leave Entitlement
UAE	30 days after 1 year (Art. 29)
Saudi	21 days, 30 after 5 years (Art. 109)
Qatar	21 days after 1 year
Oman	30 days after 1 year

Worker Protections

Country	Key Protections Highlights
UAE	Anti-discrimination, health & safety, non-compete clauses
Saudi	Strong contract enforcement, safety laws, wage protection
Qatar	No exit permit (2020 reform), Wage Protection System (WPS)
Oman	Contract oversight, health coverage, payroll compliance

Expatriate Life Comparison

Factor	UAE	Saudi Arabia	Qatar	Oman
Cost of Living	High (Dubai/Abu Dhabi)	Moderate–High (varies by city)	High (Doha)	Moderate
Culture & Freedom	Liberal, multicultural	Conservative, modernizing (Vision 2030)	Traditional, but increasingly open	Traditional, relaxed
Housing Quality	Excellent in cities	Improving – compounds common	High standard in Doha	Good, more affordable
Transportation	Metro, taxis, buses	Ride apps, limited public transport	Metro, taxis	Mostly private transport
Family Living	Very family-friendly	Suitable in major cities	Excellent for families	Quiet and safe for families
Visa Rules	Long-term & freelance options	Kafala reformed, more flexible	Kafala abolished	Sponsor-based, improving

Why Choose Capstone Solutions?

Capstone Solutions ensures:

• Legally compliant recruitment in UAE, Saudi Arabia, Qatar, and Oman
• Contract management, onboarding, and visa coordination
• Expertise in Saudization, Qatarization, and Omanization compliance
• Full support for both employers and expatriate workers

📞 Ready to hire or work in the Gulf?
Contact Capstone Solutions today.

Running a small business in the United Arab Emirates comes with unique challenges, especially when managing human resources. HR consultancy emerges as a powerful solution for businesses seeking to optimize their workforce strategies and drive organizational success.

Understanding the Role of HR Consultancy

Small businesses often struggle with complex human resource management. HR consultancy provides specialized expertise that helps organizations navigate the intricate landscape of workforce management. In the dynamic business environment of the UAE, these professional services become crucial for sustainable growth and operational efficiency.

Strategic Workforce Planning

Effective workforce planning goes beyond simply hiring employees. HR consultancy helps small businesses develop comprehensive strategies that align human capital with organizational goals. Consultants analyze current workforce capabilities, identify skill gaps, and create roadmaps for recruitment, training, and development.

In the UAE’s competitive market, strategic workforce planning enables businesses to anticipate future talent needs, ensuring they remain agile and responsive to changing industry dynamics. HR consultancy professionals bring external perspectives and data-driven insights that internal teams might overlook.

Compliance and Legal Navigation

Navigating UAE’s complex labor laws and regulations can be challenging for small businesses. HR consultancy provides expert guidance in understanding and implementing legal requirements, minimizing risks of non-compliance.

Consultants stay updated with the latest legislative changes, helping businesses implement robust policies that protect both employer and employee interests. They assist in drafting employment contracts, understanding work visa regulations, and maintaining proper documentation.

Talent Acquisition and Recruitment

Recruiting the right talent is critical for small business success. HR consultancy transforms recruitment processes by implementing sophisticated screening, assessment, and selection methodologies.

Consultants develop targeted recruitment strategies, leverage professional networks, and utilize advanced screening techniques to identify candidates who not only possess required skills but also align with the company’s culture and values.

Performance Management Systems

Implementing effective performance management goes beyond annual reviews. HR consultancy helps small businesses design comprehensive systems that continuously monitor, evaluate, and develop employee performance.

These systems include setting clear performance metrics, providing regular feedback mechanisms, creating development plans, and establishing fair evaluation processes that motivate employees and drive organizational productivity.

Employee Training and Development

Continuous learning is crucial in the rapidly evolving UAE business landscape. HR consultancy assists small businesses in designing tailored training programs that enhance employee skills and organizational capabilities.

Consultants conduct comprehensive skills assessments, identify learning needs, and develop customized training modules that address specific organizational requirements while supporting individual employee growth.

Compensation and Benefits Strategy

Designing competitive compensation packages is vital for attracting and retaining top talent. HR consultancy provides insights into market-appropriate salary structures, benefits programs, and incentive schemes.

By benchmarking against industry standards and understanding local market dynamics, consultants help small businesses create compelling compensation packages that attract skilled professionals while maintaining financial sustainability.

Organizational Culture Development

Building a strong, positive organizational culture differentiates successful businesses. HR consultancy supports small businesses in developing inclusive, motivating work environments that promote collaboration and innovation.

Consultants help organizations define core values, implement engagement programs, and create communication frameworks that foster transparency, respect, and mutual growth.

Technology and HR Innovation

Modern HR consultancy integrates cutting-edge technologies to streamline human resource management. Consultants introduce digital tools for recruitment, performance tracking, employee engagement, and data analytics.

These technological solutions help small businesses automate administrative tasks, gain actionable insights, and make data-driven decisions about their workforce.

Conclusion: Investing in Workforce Excellence

HR consultancy represents a strategic investment for small businesses seeking to optimize their human capital management. By providing specialized expertise, technological solutions, and comprehensive support, these services enable organizations to build resilient, high-performing teams.

Kuwait Labour Laws have seen several changes in the year 2025. The rules regarding employment in Kuwait are mentioned in the Law No. 6 of 2010 and every employer and recruitment agency is expected to follow these rules during recruitment of any employee regardless of whether they are national employees or foreign employees.

So, let us look at the relevant Kuwait Labour Laws in 2025.

Important Kuwait Labour Laws for Employers

Employment Contracts

• Written contracts are required for every employee with details including details regarding date of employment, wage, job duties, and contract term (Article 28).
• Probation period: A maximum of 100 working days, with the employer or employee having the right to terminate the contract without notice during this period (Article 32).
• Contracts must be in Arabic; translations are allowed but the Arabic version prevails in case of disputes (Article 29).
• Employers cannot reduce the wage during the contract term unless agreed in writing (Article 28).

Worker Classifications

• Excludes household workers from the law (Article 5).
• Juveniles under 15 cannot be employed; minors aged 15–18 can work under conditions that protect their health and safety (Articles 19–21).
• Female workers: Prohibited from night shifts unless in specific exempt institutions (Article 22). Maternity leave is 70 days, with the option for 4 months of unpaid leave for child care (Article 24).
• Employees will be paid equal salaries regardless of their gender (Article 26).

Wages and Benefits

• Wages must be paid on a monthly basis for monthly employees, and bi-weekly for others (Articles 55–56).
• Overtime pay: Overtime pay for employees shall not be less than 25% of their agreed wage (Article 66).
• Employers must not deduct more than 10% from a worker’s wage for debts, with a maximum of 25% for alimony (Article 59).
• Annual leave: After completing 9 months of service, employees are entitled to 30-day leaves in one year (Article 70).
• When employees avail sick leaves, they are entitled to full payment of their wages only for the first 15 days. (Article 69).

Working Hours and Overtime

• Maximum workweek: The maximum work hours in a week shall not exceed 48 hours.
• Rest breaks: Employees shall not work for 5 hours without any break in the middle. (Article 65).
• Maximum overtime is allowed only for 2 hours each day or 180 hours in one year (Article 66).

Termination of Employment

• Employer’s right to dismiss: Can terminate without notice or indemnity in cases such as fraud, disclosure of trade secrets, or gross misconduct (Article 41).
• Notice period: If no specific notice period is agreed upon by the employee and the employer, the notice period shall be 3 months for employees hired on monthly salary. For every other employee, the notice period shall be 1 month. (Article 44).
• Workers who resign due to breach of contract, health hazards, or moral misconduct by the employer are entitled to end-of-service gratuity (Article 48).

Worker Protection

• Safety regulations must be posted at work, with clear penalties for violations (Article 35).
• Work injuries: If any employee suffers from work injuries during the course of their service, employer must bear the costs and report the accident that caused the injury (Articles 90–91).
• The employer is required to provide a safe working environment and protective equipment (Articles 83–85).

Miscellaneous

• End-of-service gratuity: Workers are entitled to gratuity based on length of service, with provisions for partial gratuity if an employee resigns (Articles 51–54).
• Record-keeping: Employers must maintain records of each employee’s contract, work history, penalties, and other details (Article 80).

How Capstone Solutions Can Help You Comply with Kuwait Labour Laws

Capstone Solutions remains updated with all the changes to Kuwait’s Labour Laws. This allows them to advise their clients on how to prepare contracts in compliance with Kuwait Labor Laws.

Need support with recruitment while being compliant with Kuwait Labour Laws 2025? Contact Capstone Solutions today!

To successfully complete business projects, you will need a manpower supply full of talented individuals. However, recruiting manpower supply is a difficult process that requires a lot of time and resources from the business. There are several challenges that businesses face which a reliable manpower supply partner can help them overcome.

So, let us look at the common challenges when filling the manpower supply in Dubai.

Common Issues When Hiring Manpower Supply

Legal Compliance

When hiring manpower supply in Dubai, every business is required to comply with the UAE labor laws. The UAE labor laws apply differently when hiring foreign individuals for manpower supply. Complying with every UAE labor law is a difficult task for businesses that do not know about the latest changes to such laws.

Manpower Retention

Recruiting manpower for a business is a hard task that costs a lot of resources to do. However, when the hired manpower of business leaves them, all of the resources spent by the business in hiring them go to waste. Thus, retaining manpower is an important aspect to keep in mind when hiring manpower supply for business projects.

Searching for Skilled Manpower

Low skilled manpower supply in Dubai is easily accesible to most businesses who require them to do simple tasks at minimal costs. However, finding skilled manpower in Dubai is a difficult task. Skilled manpower requires a good job advertisement that is posted on the right forums to attract such candidates to the business.

Most businesses are unaware of how to achieve both of these goals. This is where a reliable manpower supply partner can greatly help you. They know how to make an attractive job post for hiring skilled manpower while also knowing where to search for them in the labor market.

Getting Ahead of the Competition

Good quality manpower supply is available in a limited quantity in the Dubai labor market. This forces businesses to always proactively continue their hiring process so that they can be the first ones to hire a talented individual for the business.

However, other businesses are striving for the same, which makes it difficult to hire good manpower before your competition.

Negotiating Good Terms

To maximize the profits earned from the efforts of the hired manpower supply, businesses need to negotiate good terms with the individual candidates to secure a deal that favors the business. But without proper negotiating skills, retaining such employees is very difficult. In most scenarios, an employee will favor terms that benefit them over the business.

Having a skilled manpower supply partner can help you overcome this issue by using their superior negotiating skills to hire manpower on better terms.

So, if you are looking for a reliable manpower supply partner that can help you avoid the common challenges faced when hiring manpower supply in Dubai, contact Capstone Solutions today.

Any business looking to employ people in the Sultanate of Oman must comply with the rules and regulations of the Oman Labour Law (Royal Decree No. 53/2023). Some changes were made to the Oman Labour Laws in 2025 that employers must be aware of before starting to hire a workforce in the Sultanate.

So, let us look at all the important Oman Labor Laws in 2025.

Oman Labour Law’s Key Provisions

Employment Contracts

Employment contracts must be written and include details such as job nature, wage, and contract duration. If there are other methods available to workers to prove their employment contract, they are allowed to do so when necessary. (Article 21)

Probation Period

The probation period must not exceed three months for monthly paid workers and one month for others. A worker can only be placed on probation once with the same employer. (Article 23)

Working Hours and Overtime

Employers are allowed to make their employees work for a maximum duration of 8 hours in one day or 48 hours per week. Workers must get a 30-minute rest after 6 continuous working hours. Overtime pay is 1.25x on regular days and 1.5x on weekends/public holidays. (Articles 68, 69)

Wages

The wages owed to the workers must be paid within 7 days after the wage period ends. Delayed payments may result in penalties. (Article 51)

Leave Entitlements

Once a worker completes 1 year of service with their employer, they are allowed paid leaves for 30 days each year. Additional leave includes sick leave (up to 10 weeks annually) and special leaves such as marriage, Hajj, or bereavement. (Articles 61–67)

Termination and End-of-Service Benefits

Termination must follow due process. Workers are entitled to end-of-service gratuity unless dismissed for disciplinary reasons. During the first three years, workers are only entitled to gratuity of up to 15 days per year. After this period, gratuity will be increased to 30 day’s wage for each year. (Articles 39, 40, 53)

Disciplinary Procedures

Employers may impose disciplinary actions such as warnings, wage deductions, or dismissal. However, specific rules must be established before such actions and these rules must be approved by the Ministry. (Articles 107–112)

Occupational Safety and Health

It is the duty of every employer that each of their workers work in an environment that does not expose them to any harm. An employer must take all the protective measures necessary to make work environment safe. (Articles 87–89)

Employment of Foreign Workers

Recruitment of expatriates requires labor clearance and is subject to Omanization rules. Any non-compliance found will result in the revocation of the employer’s license along with a fine. (Articles 18–20)

Women and Youth Employment

Night work and hazardous jobs are restricted for women and minors. All working pregnant and nursing women will have access to special protections provided by their employers. (Articles 80–86)

Labor Disputes

Disputes are initially resolved through mediation. Unresolved cases may proceed to labor courts. (Articles 105–106)

Penalties for Non-Compliance

Employers found violating labor laws may face administrative penalties, fines, or imprisonment, depending on the nature and severity of the offense. (Articles 113–123)

How Capstone Solutions Can Help You with Legal Compliance

At Capstone Solutions, our expert recruiters are always updating themselves with any amendments made to the Oman Labour Law. This allows them to give helpful advice to their clients which helps them hire talented candidates from both within and outside Oman while avoiding all the legal risks.

Need support with recruitment while being compliant with Oman Labour Laws 2025? Contact Capstone Solutions today!

In recent years, many important amendments have been introduced to the Qatar Labour Laws. Qatar’s growing popularity has started to attract many workers from outside the country to seek employment in Qatar.

To make Qatar’s labour market as competitive as the Western labour market, many changes have been introduced to Law No. 14 of 2004. So, let us look at all the important provisions of Qatar’s Labout Laws in 2025.

Important Provisions of Qatar Labour Law 2025

Employment Contracts

Employers need to provide their employees a contract outlining all the necessary employment terms. This contract must be written in Arabic. In cases where a translated copy of the contract exists, the terms mentioned in the Arabic version will prevail. (Article 9)

Non-Qatari Worker Provisions

Recruitment and employment of expatriates require permits. Employers are responsible for residency formalities. (Articles 35–36)

Recruitment Regulations

Agencies must obtain licenses and are prohibited from charging fees to workers. Contracts must align with the Ministry’s model. (Articles 28–33)

Probation Period

The probation period shall be 6 months. Both the employer and the employee shall have the power to terminate the employment within this time after providing a notice 1 week prior. (Article 37)

Working Hours and Overtime

Standard work hours shall be 8 hours a day or 48 hours per week. Overtime pay for workers working normal hour shifts will not be less than 25%. For other employees, the overtime pay shall not be less than 50%. (Articles 73–75)

Rest and Leave Entitlements

Employees are entitled to a weekly rest day (Friday typically) and annual leave of 3 weeks (after 1 year of service) increasing to 4 weeks after 5 years. (Articles 78–81)

Wages and Payment

Wages must be paid in Qatari currency through official channels (banks, financial institutions) by the 7th of the following month. (Article 66)

End of Service Gratuity

Employees are entitled to a gratuity of 3 weeks’ basic wage for each year of service after completing one year. (Article 54)

Termination of Employment

The contract may be terminated with notice (1 month for ≤5 years of service; 2 months for >5 years). Unjustified termination leads to compensation. (Articles 49–50, 61)

Employment of Women and Minors

Women have equal rights in employment and are protected from termination during maternity. Employment of minors (under 16) is prohibited. (Articles 93–96, 84–91)

Occupational Safety and Health

An employer must take all the protective measures necessary to make work environment safe. (Articles 99–110)

Disciplinary Measures

Employers can apply disciplinary actions including warnings, fines, suspension, and termination with conditions. (Articles 61–63)

What is the Importance of Recruitment Agencies for Qatar Labour Law Compliance?

Recruitment agencies in Qatar remain constantly updated with all the changes that occur in Qatar Labour Laws. This allows them to provide their clients with sound advice that helps them recruit talent from both within and outside Qatar, without any legal consequences. At Capstone Solutions, we ensure your business is able to hire the best workers in Qatar.

Need support with recruitment while being compliant with Qatar Labour Laws 2025? Contact Capstone Solutions today!

Maximizing staff efficiency is critical to the success of modern businesses. Manpower solutions are one of those aspects that greatly contribute to this optimization. Such solutions are aimed at assisting businesses in the proper alignment of people and tasks resulting in the increase of productivity and cost-efficiency. But in what way can manpower solutions be of assistance?

How Manpower Solutions Improves Workforce Efficiency

1. Flexible Staffing for Peak Times

Businesses often face fluctuations in demand, requiring more employees during peak seasons. Manpower Solutions help by offering temporary or contract workers as demand increases. This flexibility ensures that companies do not overhire, saving on labor costs, yet have sufficient resources to meet demand during busy periods.

2. Access to Specialized Talent

Some roles do not need as much knowledge and skills. With the manpower solutions, companies can hire specialized talent for particular projects or positions. Through hiring professionals who have the exact skills required, businesses guarantee efficiency in execution and improved quality of work, as a result, everybody’s performance is uplifted.

3. Cost Management and Resource Allocation

The outsourcing of manpower needs may result in huge savings. Instead of having a large team in business, supporting businesses can help with such actions as recruitment, administrative undertakings, or niche positions. This strategy does not only save on payroll costs but also helps the businesses utilize resources better, focusing on the core business function.

4. Reduced Time-to-Hire

Time is money, and the more time it takes to fill a vacancy the greater the effect it has on a business. The Manpower solutions providers are able to reduce time-to-hire greatly because they can use their expertise and network to source for the appropriate candidates in little time. Projects can start earlier, there are less delays and working without staffing shortfalls do not affect productivity.

5. Workforce Planning and Optimization

Manpower solutions also play a role in long-term workforce planning. Providers can help businesses assess future needs, ensuring that the workforce is optimized for upcoming demands. By managing staffing levels and skillsets proactively, businesses can prevent the inefficiencies that arise from under or over-staffing.

How to Choose the Right Manpower Solutions Provider

To maximize the benefits of manpower solutions, choosing the right provider is essential. Here are a few factors to consider:

• Industry Expertise: Ensure that the provider has experience in your specific industry.
• Reputation: Look for a provider with a track record of delivering quality talent.
• Flexibility: Choose a provider who can scale your workforce based on changing business needs.

Conclusion

Manpower solutions are a great mechanism to increase the efficiency of the workforce. With providing access to specialized talent, shortening the hiring times, as well as providing flexible staffing, and better resource allocation, businesses can increase productivity and decrease costs. The end result creates a more agile and efficient workforce that can generate long-term success.

As Saudi Arabia modernizes its labor market, compliance with the Labour Law (Royal Decree No. M/51) is essential for employers and recruitment firms. Whether you’re hiring Saudi nationals or expatriates, Capstone Solutions ensures legal alignment in every recruitment process.

Key Legal Provisions with Article References

1. Employment Contracts & Types

• Article 50–52: Contracts must be written, include wage, job role, duration, and must be signed in duplicate.
• Article 55: Fixed-term contracts become indefinite after 3 renewals or 4 years.
• Article 37: Expatriates must have a fixed-term contract only.

2. Probation Period

• Article 53: Max 90 days, extendable to 180 days with written consent.
• Article 54: A worker may only be under probation once, unless switching roles or after a 6-month gap.

3. Termination & Notice Period

• Article 75: 60 days’ notice for monthly-paid staff; 30 days for others.
• Article 77: Compensation if termination is unjustified—15 days’ wage/year for indefinite contracts.
• Article 80: Outlines just causes for termination without benefits.
• Article 81: Workers may leave without notice for justifiable employer misconduct.

4. End of Service Benefits

• Article 84: ½ month wage/year for first 5 years, 1 month/year thereafter.
• Article 85–87: Partial benefit for resignation; full benefit if over 10 years or due to force majeure.

5. Working Hours & Overtime

• Article 98: Max 8 hours/day, 48/week (Ramadan: 6/day for Muslims).
• Article 107: Overtime paid at 150% of hourly wage.
• Article 104: 2 rest days per week (Friday is standard, can be substituted).

6. Leave Entitlements

• Article 109: Annual leave of 21 days (30 days after 5 years).
• Article 117: Sick leave – 30 days full pay, 60 at ¾ pay, 30 unpaid.
• Article 151: 10 weeks maternity leave, nursing breaks included (Article 154).
• Article 114: Hajj leave (once after 2 years of service).

7. Recruitment Agencies & Licensing

• Article 30–31: Only licensed firms may recruit Saudis or foreign workers. Workers are directly tied to employer contracts.

8. Employment of Non-Saudis

• Article 33–40:
  • Must obtain work permit & residency (Iqama).
  • Employers bear all related costs, including repatriation.
  • Workers may not work for others or change professions without legal steps.

9. Saudization Requirement

• Article 26: All companies must maintain at least 75% Saudi staff, unless exempted.

10. Health, Safety & Welfare

• Articles 121–125: Employers must ensure a safe, clean, and hazard-free work environment, at no cost to workers.

How Capstone Solutions Ensures Legal Recruitment in Saudi Arabia

• Compliance-Driven Hiring: All contracts, permits, and benefits aligned with Saudi Labour Law.
• Licensed Services: We recruit within legal guidelines (Article 30).
• End-to-End Support: From documentation to onboarding and Saudization consulting.