United Arab Emirates (AE)
The United Arab Emirates is a federation of seven emirates — Abu Dhabi, Dubai, Sharjah, Ajman, Umm Al Quwain, Ras Al Khaimah, and Fujairah — that has transformed from a pearl-diving and fishing economy into one of the world's most modern and cosmopolitan nations within a single generation.
Social Security in United Arab Emirates
Benefits, contributions, and how the system works for expats.
The UAE has no social security system for expatriates in the traditional sense. There is no unemployment benefit, no state pension, no child benefit, no housing benefit, and no social welfare safety net for private sector expatriate workers. The only mandatory benefit mechanism for expatriates is the End-of-Service Gratuity (EOSG) — a lump sum paid by the employer at the end of employment (after 1+ year of service). UAE nationals and qualifying GCC nationals contribute to GPSSA (General Pension and Social Security Authority), which is entirely separate from expatriate entitlements. This absence of a state safety net is a fundamental aspect of UAE expatriate life: financial self-reliance is essential.
Emirates ID (serves identification function)
الهوية الإماراتية
Emirates ID is mandatory for all UAE residents. Apply at Federal Authority for Identity, Citizenship, Customs and Port Security (ICP) — icp.gov.ae. Application is typically initiated by your employer as part of the employment visa process. You provide biometric data at an ICP registration centre. Card is mailed or collected within 2–4 weeks.
- Primary identification document for all UAE government and private sector interactions
- Access to UAE government digital services and UAE PASS
- Bank account opening and financial services
- Healthcare — present at all clinic and hospital visits
- Vehicle registration and driving licence
- MOHRE labour services and contract verification
- School enrolment for children
- Ejari tenancy registration
- Travel between UAE and Oman (Emirates ID accepted in lieu of passport for GCC residents at some borders)
Benefits & Support Payments
End-of-Service Gratuity (EOSG)
مكافأة نهاية الخدمة
Lump sum payment by employer at end of employment, calculated based on years of service and final basic salary. This is the primary financial protection mechanism for private sector expatriates.
All private sector expatriate employees who complete 1+ year of continuous service. Not payable if dismissed for gross misconduct under Article 44 of Federal Decree-Law No. 33/2021.
Automatically due at end of employment. Request calculation from HR. Use MOHRE online calculator to verify. File labour complaint via MOHRE (800 60) if employer refuses or disputes.
Mandatory Employer Health Insurance
التأمين الصحي الإلزامي
Employers in Dubai and Abu Dhabi are legally required to provide health insurance for all employees. Basic Daman Essential plan: AED 150,000/year inpatient + emergency coverage.
All employees working in Dubai (since 2016) and Abu Dhabi (since 2006). Other emirates have varying requirements.
Employer arranges and provides insurance card. Request card from HR on your first day.
Wage Protection System (WPS)
نظام حماية الأجور
The WPS mandates that all private sector salaries are paid via bank transfer to ensure timely and correct salary payments. Employers who fail to pay salaries via WPS within the required timeframe face penalties and may have new work permits frozen.
All private sector employees on UAE mainland and in most free zones.
Automatic — your employer must register with WPS. You can check your salary payment status on the MOHRE app.
Annual Leave Entitlement
إجازة سنوية
30 calendar days paid annual leave per year (after 1 year of service), or 2 days per month in the first year.
All employees after completing 3 months of service (pro-rated in first year).
Request annual leave from employer per your company's HR process. Disputes resolved via MOHRE.
Maternity and Paternity Leave
إجازة الأمومة والأبوة
Maternity: 60 calendar days (45 days full pay, 15 days half pay) after delivery. Paternity: 5 working days within 6 months of birth.
All female employees after 3 months of service for maternity. All male employees for paternity.
Notify HR and submit medical certificate (for maternity). Employer cannot refuse statutory leave.
Contribution Overview
Expatriate private sector employees make no contributions to any UAE social security, pension, or unemployment scheme. There is no payroll deduction for social contributions. All benefits (EOSG, health insurance, annual leave) are funded entirely by employers. This is the fundamental "tax-free" model of UAE employment: no income tax, no social security contributions, but also no state safety net.
International Social Security Agreements
The UAE has not signed Social Security Totalization Agreements with most major expatriate-sending countries. Years worked in the UAE do not count towards pension accumulation in the UK, US, EU, Australia, or Canada. UK expats can pay voluntary Class 3 National Insurance contributions (£18.40/week for 2026–27; Class 2 for periods abroad was abolished from 6 April 2026) to preserve UK State Pension entitlement while abroad. US citizens continue to be liable for US Social Security taxes on US-sourced income, but UAE employment income is generally exempt under the FBAR/FATCA reporting framework (consult a US tax adviser).
The absence of a social safety net for UAE expatriates makes financial self-sufficiency critical. Key principles for UAE expat financial resilience: (1) Maintain 3–6 months salary as a liquid emergency fund at all times; (2) Do not rely on EOSG as a retirement fund — it is a minimum floor, not a pension; (3) Invest the tax-free income advantage aggressively in globally portable assets; (4) Maintain health and life insurance at all times, including gaps between jobs; (5) Ensure a DIFC/ADJD will is registered for non-Muslims with UAE assets.
Social Security
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