Employment Guide for Expanding into the Middle East
Understand the employment regulations, visas, social security, and tax requirements for 10 countries in the Middle East—all explained page by page.
Overview of Going Global in the Middle East
Middle East firms are drawn to the region's low tax rates and generous subsidies: UAE, Saudi Arabia, and Qatar have no personal income tax. Starting in 2023, the UAE imposed a 9% corporate tax on excess profits. On the employment side, localisation policies apply—Saudi Arabia's Nitaqat levels determine visa quotas, while the UAE's WPS payroll protection system mandates full monthly payments. NAZAR provides hiring, visa, and payroll services across 10 Middle Eastern countries, ensuring compliance for both Free Zone and Mainland structures.
Index of Employment Costs and Policies by Middle Eastern Country
Independent landing pages are now live for 10 countries and regions in the Middle East, featuring hiring cost overviews, visa pathways, social security breakdowns, and FAQs—all optimized for search engine indexing.
United Arab Emirates
TrendingEmployer social security approx. 2.0% · Minimum monthly salary approx. 15,000 AED
The 2022 New Labor Law introduced fixed-term contracts as the standard; probation periods are capped at 6 months; annual leave is 30 days/year.
Saudi Arabia
TrendingEmployer social insurance approx. 2.0% · Minimum monthly salary approx. 12,000 SAR
Probation period can be extended up to 90 days; annual leave ranges from 21 to 30 days based on tenure; severance pay is 15/30 days per year depending on contract type.
Qatar
Employer social security approx. 1.5% · Minimum monthly salary approx. 10,000 QAR
Maximum probation period: 6 months; Annual leave: 21-30 days; Severance pay calculated at 21 days per year.
Israel
Employer social security approx. 22.0% · Minimum monthly salary approx. 12,000 ILS
Probation periods commonly range from 3 to 6 months; while there is no legal cap, terms must be reasonable. Annual leave ranges from 12 to 28 days based on tenure. Termination requires a hearing and severance pay.
Turkey
Employer social security approx. 23.0% · Minimum monthly salary approx. 45,000 TRY
Probation period: up to 2-4 months; Annual leave: 14-26 days based on tenure; Severance pay: 30 days/year + notice period.
Kuwait
Employer social security: ~2.0% · Minimum monthly salary: ~1,200 KWD
Private sector contracts are protected by labor law; annual leave starts at 30 days; termination requires notice and compensation.
Bahrain
Employer social security: approx. 3.0% · Minimum monthly salary: approx. 1,100 BHD
Probation period up to 3 months; annual leave starts at 30 days; termination requires notice or payment in lieu of notice.
Oman
Employer social security approx. 1.5% · Minimum monthly salary approx. 1,100 OMR
Probation period up to 3 months; annual leave starts at 30 days; termination requires notice and compensation.
Jordan
Employer social security approx. 15.3% · Minimum monthly salary approx. 900 JOD
Probation period up to 3 months; annual leave starts at 14 days and increases with tenure; termination requires notice and compensation.
Lebanon
Employer social security contribution: approx. 24.0% · Minimum monthly salary: approx. 900 USD
Written employment contract required; annual leave 15-21 days based on tenure; termination requires notice and compensation.
Key Considerations for Employment in the Middle East
- UAE Employment Residence Visa sponsored by employer, includes medical exam and Emirates ID.
- Saudi GOSI: Saudi employers cover 12.33% of processing costs and 2% of injury claims; expatriates cover only 2% for injury claims.
- Qatar and the UAE both mandate monthly WPS salary payments.
- During Ramadan, Muslim employees' working hours are legally reduced; schedules must be planned in advance.
Common Questions for Expanding to the Middle East
Is social security required for employees hired in Dubai?
Expatriate employees are not required to contribute to social security, but employers must provide health insurance and accrue end-of-service benefits (calculated as 21 days of salary per 30 years of service). UAE nationals are required to enroll in the pension plan.
How does the Saudization policy impact hiring?
Nitaqat ratings determine the work visa quota an enterprise can apply for. Insufficient ratings prevent hiring or renewing visas for expatriate employees. Hiring structures must be planned in advance based on the proportion of Saudi nationals.