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For Fintech Dubai, UAE

Payroll & HR built for fintech companies in Dubai.

ESOP / RSU vest schedules, fast hiring cycles, compliance auditors poking at every payroll line — fintech HR teams need an audit trail on every change.

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Built-in for fintech companies
  • ESOP / RSU vest tracking + tax-event handling
  • Audit log on every salary change
  • SOC 2-aligned workflow
Dubai

Free-zone employers, DIFC fintech, DMCC trading houses, and on-shore SMBs.

Why fintech companies in Dubai pick StafFixHR

No setup fee. Live in under a week. Senior HR consultants on WhatsApp when you need them.

UAE compliance built-in

Statutory filings + templates kept current with every regulatory change in UAE.

Data residency in your region

SOC 2-aligned, region-appropriate privacy compliance, audit trail on every change.

AI HR Assistant

Employees ask 'what's my leave balance?' / 'company policy on X?' — answered live from your own docs.

Multi-bank disbursement

Bank-agnostic salary file (8 adapters incl. Razorpay X, ICICI, HDFC, SBI). One click.

Specialised for fintech companies

ESOP / RSU vest tracking + tax-event handling + Audit log on every salary change — out of the box.

Built around Dubai

Free-zone employers, DIFC fintech, DMCC trading houses, and on-shore SMBs.

Deep dive · Fintech in Dubai

What makes fintech companies payroll in Dubai genuinely different

A Dubai fintech (DIFC or on-shore) has a unique HR mix: 2-3 UAE national board members (mandatory under Emiratisation), 15-30 expat engineers on 2-year visas tied to the employer, and several DIFC-only commercial staff on the DIFC Employment Law (different from Federal Decree-Law 33/2021). Compensation is heavy on equity (parent-co RSUs from US/UK HQ), modest cash, plus housing/transport allowance. End-of-service (EOSG) accrual lives in cash for non-DIFC employees; DIFC employees use the DEWS pension scheme. WPS SIF still gets generated for everyone. StafFixHR runs DIFC + non-DIFC employees from one tenant, computes both EOSG and DEWS in parallel.

Built-in workflows for fintech companies

The five things StafFixHR ships out-of-the-box that generic HR software makes you build yourself.

WPS SIF generation
Monthly SIF in the MOL-standard format; uploaded to your WPS bank (ENBD/ADCB/FAB/etc). Handles multi-currency conversion to AED for filing.
DIFC DEWS contribution
DIFC-only employees: 5.83% (yr 1-5) or 8.33% (yr 5+) of monthly basic, paid into the DEWS scheme instead of cash EOSG. We file with the administrator monthly.
Non-DIFC EOSG accrual
Federal Decree-Law 33/2021: 21 days/year basic for first 5 yrs, 30 days/year after. Accrued monthly on the books; disbursed at termination within 14 days.
Equity vest tracking (parent-co)
RSU vests at US/UK parent → captured at vest date for transparency on UAE employee record. Not a UAE taxable event but the employee asks; we show it.
Emiratisation reporting
Quarterly Wafra report data: total headcount, UAE national headcount, skilled-tier breakdown. Excel export matches Wafra's columns exactly.

Realistic monthly cost

Based on actual fintech companies customer mix in Dubai. Final number depends on plan tier + headcount.

5–25 employees
AED 200 – AED 500 / month
Self-serve, includes WPS + EOSG + DEWS
25–100 employees
AED 500 – AED 1,800 / month
Adds DIFC compliance separation, multi-currency parent payroll, equity vest
100+ employees
Talk to us
Custom — multi-emirate posting, ADGM overlay

Fintech in Dubai — common questions

Answers HR ops at fintech companies actually search for.

Do I owe EOSG to an employee who resigns inside the first year?▾
Federal Decree-Law 33/2021 doesn't require EOSG for less than 1 year of service. Visa cancellation fees + return airfare may still apply per contract terms. We surface both in the FNF computation so nothing's missed.
DIFC employee EOSG vs DEWS — which applies?▾
From Feb 2020, DIFC mandated the DEWS scheme to replace cash EOSG for non-UAE-national employees registered in DIFC. So DIFC employees → DEWS (defined contribution, paid monthly to administrator). UAE-national DIFC employees may opt for the GPSSA pension instead — we configure per employee.
Can we pay base salary in USD and allowances in AED?▾
Yes. Multi-currency on the salary structure; the WPS SIF must be in AED so we apply the FX rate (configurable daily or monthly). The payslip shows both currencies side by side; employee can ask for the FX source on each pay run.
What's required to report Emiratisation quota?▾
MOHRE/Wafra tracks: (1) total headcount, (2) UAE-national count, (3) skilled-tier count. Targets vary by company size + sector. We surface a 'Emiratisation health' card showing your current ratio vs the target. Filing happens through Wafra portal (your PRO does this); we export the data in the required format.
How do you handle visa renewal + medical fitness expiry?▾
Tracked per employee: visa expiry, Emirates ID expiry, labour-card expiry, medical fitness expiry. 60-day alert → HR triages renewal. Missed expiry creates a payroll-hold flag.
Foreign-parent RSU vest — do we owe UAE tax?▾
UAE has no personal income tax (yet), so RSU vest at the US/UK parent triggers no UAE tax event. We log the vest on the employee record for full-comp transparency, but no withholding happens. Employee may owe their home-country tax depending on residency — that's their CA's question, not the employer's.

Stop forcing generic HR software onto a fintech business.

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