An independent review of your HR policies, contracts, compliance and people practices, measured against the labour law of the jurisdictions you operate in and the standards your board expects.
We review employment contracts, handbooks and policies against the UAE Labour Law (Federal Decree-Law No. 33 of 2021) and, where relevant, DIFC and ADGM employment regulations, Qatar Labour Law No. 14 of 2004 and the Saudi Labour Law. That includes end-of-service gratuity calculations, leave entitlements, working-hours rules, termination procedures and the documentation behind each.
We then look at the practices behind the paperwork: how compensation is set and benchmarked, how performance is managed, how grievances and disciplinary cases are handled, how data is stored, and whether nationalisation quotas are being met and evidenced.
You receive a findings report graded by risk, a prioritised roadmap, and a working session with your leadership team to agree ownership and timelines.
Before a fundraise, acquisition or IPO where HR liabilities will be scrutinised. After rapid growth, when policies written for forty people are governing four hundred. On entering a new jurisdiction, most often Saudi Arabia or Qatar, where the rules differ materially from the UAE. Or after a dispute or MOHRE inspection has exposed a gap.
Most audits lead to a short advisory engagement to close the findings: rewriting contracts and handbooks, designing a grading and pay structure, building a DE&I or wellbeing framework, or preparing the Emiratisation plan the audit showed was missing.
Two to four weeks for a single-entity UAE business. Multi-jurisdiction groups with entities in Dubai, Abu Dhabi, Doha and Riyadh usually take six to eight weeks.
Entirely. Findings go to the sponsor you name at engagement, and nothing is shared with regulators or third parties.
Yes. Both free zones run their own employment regulations, and we audit against the correct framework for each entity in the group.