Global EOR & Payroll · Both Directions
Whether you're an Indian company expanding into the GCC — or a Middle East company building teams in India — Hemiton Global is the one partner who manages payroll, compliance, and employment in both directions, without you needing a local entity in either market.
Take India. Headquarters Up
Not generic EOR content. These are the specific compliance changes and market dynamics causing real business problems for Indian and GCC companies in 2026 — with the dates, fine amounts, and implications that matter.
Companies with 50+ UAE employees must hit a 10% Emirati staff target by end 2026, increasing by 2% per year. MOHRE’s AI-powered monitoring system fined 1,818 companies in 2025. AED 108,000 fine per unfilled position — compounding every year you miss. UAE Cabinet adds AED 20,000–100,000 extra per worker for fake Emiratisation attempts.
Hemiton tracks your Emiratisation ratio quarterly — we alert you before any fine is generated, not after.
Saudi Arabia’s Mudad platform gives exactly 30 days to upload payroll SIF files after the salary date. Miss the window and the system automatically flags a violation — blocking work permits and triggering MHRSD inspection. No email, no warning, no second chance. Indian IT giants (Wipro: 4 KSA offices, Tech Mahindra: local subsidiary) navigate this — but hundreds of mid-size Indian firms get caught.
Our KSA payroll engine generates and submits Mudad SIF automatically — never missed a 30-day window since 2019.
Bahrain launched Enhanced WPS Version 2 in February 2026 — the GCC’s most advanced payroll compliance system with real-time LMRA monitoring and new SIF format requirements. Most EOR providers haven’t updated their Bahrain systems yet, silently exposing clients to violations that will surface at work permit renewal time.
Hemiton updated Bahrain payroll for WPS v2 before the February 2026 launch date.
India notified all four Labour Codes on 21 November 2025 — consolidating 29 central acts. The new “wages” definition requires basic salary to be at least 50% of total CTC. This significantly increases PF, gratuity, and ESI contributions. GCC companies with India teams using old CTC structures are non-compliant right now without knowing it. The impact is particularly severe for GCC-owned IT and GCC teams in BPO/KPO operations running 24×7 shift models.
Hemiton has recalibrated all India CTC structures for Labour Code compliance — 50% basic wage rule applied across all payrolls.
India’s new Income Tax Act 2025 (effective April 1, 2026) expanded taxable perquisites — meal vouchers, gift cards, club memberships, and stock benefits previously exempt or partially taxable are now fully taxable. GCC companies whose India CTC was built around these benefits face unexpected employee tax liability. Form 24Q and Form 16 formats have also been revised — payroll systems must be updated.
We restructure India CTC packages for the new Act — maximising take-home while staying compliant.
India’s Labour Codes are implemented at state level — each state publishing rules at a different pace. GCC companies hiring across Bengaluru, Pune, and Hyderabad face three different compliance timelines, three different Professional Tax rates, and three different state-specific obligations simultaneously. Most GCC HR teams have no mechanism to track state-level India labour law. The risk of non-compliance is highest when companies assume all of India is the same.
We track every state notification — you're covered across all 28 states, always current.
Two directions. One partner. Same quality of service, same named account manager, same compliance standard — whether you’re hiring in Dubai or in Bengaluru.
UAE companies planning expansion — EOR is the #1 entry method
Average entity setup time in GCC — EOR eliminates this entirely
Typical entity setup cost in UAE/KSA — goes to zero with EOR
Hemiton’s onboarding time — first GCC employee live and salaried
Indian IT companies, engineering consultancies, construction firms, and financial services companies are the fastest-growing category of new GCC employer registrations. But entity setup in UAE takes 3–6 months and costs $15K–$40K. In Saudi Arabia, it’s longer. In Qatar, free zone vs mainland adds another layer.
EOR removes all of it. We are the legal employer in the GCC country. You direct the work. Your employee is on-site, WPS-compliant, and salaried in 7–14 days.
Hemiton solves all of this. We've been managing UAE, KSA, Qatar, Kuwait, Bahrain, and Oman payroll for Indian company clients since 2019. WPS, GOSI, Mudad, Emiratisation advisory, gratuity provisioning — all handled by our GCC specialists. Your first GCC hire live in 7–14 days.
Global entities (incl. GCC firms) registered for India operations by end 2025
Lower operating cost vs hiring the same talent in US, UK or Europe
Skilled professionals already in GCC-style Indian operations
Indian states — we cover all of them with state-specific compliance
UAE banks, Saudi technology firms, Qatari construction companies — all are building India-based engineering, analytics, and operations teams. India’s 1.9 million skilled GCC-industry professionals, 30–60% cost advantage over Western markets, and 24/7 timezone coverage make it the obvious choice.
But India’s labour law is the most complex in the world for a foreign employer — 29+ central laws, 28 state codes, PF/ESI/TDS/PT/LWF, and constant amendments. GCC HR teams have zero India compliance background.
Hemiton is India HQ. We are the legal employer for your India team — under our Indian entity. Your GCC firm directs the work; we handle every PF/ESI/TDS/PT filing, CTC structuring, state-specific compliance, and payroll for all 28 Indian states. First India hire live in 7–14 days. No Indian entity required.
Updated with the latest regulatory changes — Bahrain WPS v2 (Feb 2026), Oman 2024 EOSB rules, UAE Emiratisation AED 108K fine, KSA Mudad 30-day window. Select a country.
The UAE is the most established EOR market in the GCC. Mandatory WPS, Emiratisation (AED 108,000 fine per unfilled position), MOHRE-registered contracts, and mandatory health insurance — all managed by our UAE specialists.
Mandatory SIF generation and salary transfer via MOHRE — violations automatically block work permit renewals
21 days/year (first 5 years), 30 days/year thereafter — provisioned daily, disbursed accurately on exit
2% annual increment requirement. AED 108,000/year fine per shortfall. We track and advise proactively
Employer-provided health cover legally required — enrolled from day one across mainland and free zones
Zone-specific contract frameworks and DEWS pension scheme managed for free zone employees
Saudi Arabia’s Vision 2030 is accelerating foreign company entry at scale. Wipro opened 4 KSA offices; Tech Mahindra created a local subsidiary. The compliance infrastructure is the GCC’s most digitised — Mudad payroll with 30-day upload windows, GOSI, and Nitaqat classification directly impacting your visa approvals.
Saudi WPS — payroll files uploaded within 30 days. Automated MHRSD violation flags if missed
9.75–10% employer + 9.75% employee for Saudi nationals — filed monthly through GOSI portal
Platinum/Green/Yellow/Red zone classification — directly impacts work permit issuance and government contracts
Zakat, Tax and Customs Authority — payroll data aligned with VAT and corporate tax reporting
Residency permit coordination — processing, renewals, and sponsorship for all expat employees
Qatar’s post-FIFA infrastructure boom continues driving demand for engineering, construction, and technology talent. Qatar’s WPS links to its minimum wage enforcement (QAR 1,000/month minimum) and labour reforms, including the kafala system transition.
MOLSA-compliant SIF generation and Qatar Central Bank payment routing — mandatory all private sector
QAR 1,000/month minimum wage enforced through WPS — automatically detected on non-compliance
Post-kafala worker welfare standards, heat work ban enforcement, and contract transparency requirements
Qatar ID and residence permit administration for all expatriate employees
3 weeks/year (first 5 years), 4 weeks/year thereafter — provisioned from day one
Kuwait’s payroll compliance runs through the Public Authority for Manpower (PAM), with visa renewals now linked directly to payroll proof submissions. Kuwaitisation quotas and PACI Civil ID management require experienced local knowledge.
Work permit renewals tied to payroll submissions — non-compliant payroll blocks all visa renewals
Nationality quota guidance — which business categories and headcount thresholds trigger local hire requirements
15 days/year (first 5 years), 1 month/year thereafter — calculated from day one
Civil ID and Ministry of Interior residency permit coordination for all expat employees
Working hours, annual leave, notice periods and termination procedures per Kuwait Labour Law
Bahrain is the easiest GCC entry point — no Saudisation equivalent, a progressive financial sector, and the Gulf’s most advanced WPS v2 system launched February 2026. Bahrain’s LMRA (Labour Market Regulatory Authority) manages all work permits efficiently.
Bahrain launched the GCC's most advanced WPS — real-time monitoring with automatic LMRA enforcement
Labour Market Regulatory Authority — work permit issuance, renewals, and CPR identity cards coordinated
Pension and Social Insurance contributions for Bahraini nationals managed monthly
Half a month per year (first 3 years), 1 month per year thereafter — calculated from day one
Bahrain's unique freelancer permit managed for contractor engagements where applicable
Oman’s 2024 Labour Law update significantly enhanced EOSB rights for expatriate workers and strengthened WPS coverage. Vision 2040 is accelerating demand across tourism, logistics, and technology sectors — requiring accurate new-rules payroll provisioning.
Strengthened bank integration and expanded employer coverage — payroll engine updated for all 2024 changes
Public Authority for Social Insurance — employer contributions for Omani nationals filed monthly
Expats now entitled to 1 month basic salary per year — pre-July 2023 hires require split calculation
Workforce localisation quota guidance across all business categories
MOL employment contracts, work permits, and labour card issuance coordinated by our Oman team
One engagement. Both directions. Every service below is managed end-to-end for every client — whether your team is in Dubai, Riyadh, or Bengaluru.
MOHRE, MHRSD, MOLSA, LMRA (GCC) and Indian appointment letters — all in local language, legally registered from day one in every country.
GCC: WPS-compliant payroll (UAE MOHRE, KSA Mudad, Qatar MOLSA, Kuwait PAM, Bahrain LMRA, Oman MOL). India: PF, ESI, TDS, PT processed monthly.
GCC: EOSB provisioned daily per each country’s formula. India: Full & Final settlement with earned leave encashment, gratuity, and notice-period calculation.
Saudi GOSI, Bahrain PASI, Oman PASI (GCC). India: EPFO monthly ECR filing, ESIC challan, and 24Q TDS returns — all filed on time.
GCC: Emirates ID, Iqama, QID, LMRA permits, PACI Civil ID. India: No visa required for Indian nationals — statutory onboarding from day one.
Mandatory health insurance in UAE, KSA, Qatar (GCC employer obligation). India: ESI for eligible employees plus voluntary group health cover options.
UAE Emiratisation, KSA Nitaqat, Kuwait/Oman/Qatar quotas — proactive advisory before fines hit. India: No equivalent, but CLRA compliance managed for contract staff.
One specialist covering your full footprint — India and GCC. Same person, same-day responses, proactive compliance updates in both directions.
Keka, Greythr, Asentis, Zoho, SAP SuccessFactors, Darwinbox, Workday and any custom system — bidirectional API integration, employee data flows automatically.
We connect to your existing HR system in both India and the GCC — so your employee data flows automatically into our payroll engine. No dual entry, no reconciliation errors.
Payroll, leave, attendance and CTC sync. Auto-import of all payroll inputs.
Keka ↔ Hemiton bidirectional sync — employee data, leave, and salary structures
Greythr payroll data integration — inputs, statutory values, Form 16 sync
Zoho People and Zoho Payroll — employee records, leave, and payroll data
SAP SuccessFactors and HCM integration via API for enterprise clients
Workday HCM integration — headcount data, comp bands, payroll inputs
Darwinbox employee lifecycle data integrated with Hemiton payroll engine
OrangeHRM integration — attendance, leave, and employee master data sync
BambooHR onboarding and employee records sync with Hemiton payroll
HRMantra payroll integration — TDS declarations, Form 16 data flow
Ramco Systems HCM integration — purpose-built for Middle East payroll
Custom HRMS, ERP, or any third-party system — integrated via REST API, webbooks, or CSV/SFTP.
India HQ. Dubai office. Singapore hub. One team that understands Indian company structures, Indian HRMS tools, GCC compliance, and the bidirectional payroll requirements that no single-market EOR provider can match.
Whether you’re an Indian company adding UAE employees, or a UAE bank hiring Bengaluru engineers — we deliver identical service quality in both directions. Same account manager. Same invoice. Same compliance standard.
Whether you’re an Indian company adding UAE employees, or a UAE bank hiring Bengaluru engineers — we deliver identical service quality in both directions. Same account manager. Same invoice. Same compliance standard.
Bahrain WPS v2 updated before Feb 2026 launch. UAE Emiratisation AED 108K fine tracked from Q1 2025. KSA Mudad 30-day window never missed. Oman 2024 EOSB rules applied on day one. We don’t catch up — we stay ahead.
Indian companies on Keka, Greythr, or Darwinbox don’t change their HRMS for GCC payroll. We integrate bidirectionally — India HRMS feeds GCC payroll engine automatically. Zero dual entry. Zero reconciliation.
One named specialist who covers your India + GCC accounts. Same person, same day, every time. Not a rotating helpdesk. Not AI chat. Not ticket #47,829. The person who knows your business and picks up the phone.
Start with 1 UAE engineer. Scale to 50 across 3 GCC countries + 150 in India. No minimum, no lock-in, no pricing penalty for starting small. The same account manager and the same service standard at every headcount level.
Target country (GCC or India), role, salary, start date. We tell you exact compliance requirements and realistic timeline — before you sign anything.
Clear service agreement — per-employee monthly fee, full scope, country-specific compliance. NDA signed before any confidential discussion.
Labour contract issued (GCC: Arabic + English; India: statutory format), statutory registrations, WPS/PF setup, HRMS integration activated, benefits enrolled.
WPS SIF generated (GCC) or PF/ESI filed (India). You approve the preview. Employee receives first payslip — accurate, on time, fully compliant.
Monthly payroll, proactive compliance alerts, Emiratisation/Nitaqat/India Labour Code updates, account reviews. We scale with you — GCC and India.
VP People Operations · US SaaS Company → India expansion · 50 engineers in 6 months
“We’d spent four months trying to hire engineers in India — entities, lawyers, CA firms, all of it. Hemiton onboarded our first three in eleven days. Our account manager knew our business, our comp bands, and our compliance concerns before the first payroll ran. It didn’t feel like a vendor relationship. It felt like an extension of our team.”
VP People Operations · TechCorp APAC
GB → AE UAE expansion · 12 employees
SG→ VN Vietnam expansion · 8 employees
Yes — this is Hemiton Global’s core India-to-GCC service. Indian companies do not need a UAE trade licence, mainland company, or free zone registration to legally hire full-time staff in the UAE. We become the legal employer under our UAE licence, register your employees with MOHRE, process WPS-compliant payroll, arrange employment visas, and administer mandatory health insurance and end-of-service gratuity. First UAE employee live in 7–10 days from a signed offer letter. This removes 6–9 months of entity setup and $15K–$40K in legal fees entirely.
Yes. GCC companies can hire full-time employees across all 28 Indian states through Hemiton Global’s India EOR service — without incorporating in India, without PAN/TAN registrations, without state-level shop and establishment licences. We become the legal employer under our Indian entity. We manage every Indian statutory obligation: PF (EPFO filings), ESI (ESIC challan), TDS (24Q returns + Form 16), Professional Tax (state-wise), Labour Welfare Fund, and accurate CTC structuring. First India employee live in 7–14 days. You invoice us in AED or SAR; we handle the INR payroll and all Indian compliance internally.
As of 2025, the UAE Emiratisation mandatory financial contribution is AED 108,000 per year for every Emirati national not hired to meet the required target. Companies with 50+ employees must increase Emirati staff in skilled positions by 2% annually. The UAE Ministry of Human Resources now uses AI-powered monitoring to detect violations — 1,818 companies were fined in 2025. Hemiton provides proactive quarterly Emiratisation compliance tracking as part of our UAE EOR service. We track your current headcount ratio, calculate your required Emirati positions, and alert you before any deadline — giving you time to hire, not just a fine notice after missing it.
Yes — this is one of our most important differentiators for Indian companies. We integrate bidirectionally with Keka, Greythr, Darwinbox, Zoho People, HRMantra, OrangeHRM, and BambooHR via REST API, webhooks, or SFTP data feeds. Employee master records, attendance, salary inputs, and leave balances flow automatically from your Indian HRMS into our GCC payroll engine — eliminating dual data entry and reconciliation errors. We also integrate with enterprise platforms including SAP SuccessFactors, Workday, and Ramco Systems for larger clients. Integration setup typically takes 3–7 days. GCC companies can also use Asentis, which is purpose-built for Middle East payroll, with full Hemiton integration support.
Nitaqat is Saudi Arabia’s Saudisation programme, classifying companies into zones (Platinum, Green, Yellow, Red) based on the percentage of Saudi national employees relative to total headcount. Companies in Yellow or Red zones face restrictions on new work permit issuance — which can completely block your ability to hire additional staff. Indian companies expanding to Saudi Arabia often fall into lower Nitaqat zones if they hire primarily expatriates. Hemiton provides Nitaqat advisory as part of our KSA EOR service, helping Indian companies understand which zone they’re in, what Saudi headcount ratio they need to maintain, and how to structure their KSA workforce strategically — so your Nitaqat classification never blocks your hiring ability.
GCC gratuity formulas differ significantly by country: UAE — 21 days’ basic salary per year for the first 5 years, 30 days per year thereafter; Saudi Arabia — half a month’s salary for years 1–5, 1 month for years 6–10, 1.5 months for years beyond 10; Qatar — 3 weeks’ salary per year (first 5 years), 4 weeks per year thereafter; Kuwait — 15 days/year (first 5 years), 1 month/year thereafter; Bahrain — half a month per year (GOSI-enrolled nationals receive pension instead); Oman — from July 2023, 1 month’s basic salary per year for all employees (pre-July 2023 hires require a split calculation using old and new rules). Hemiton provisions gratuity daily from the first day of employment using the correct country-specific formula, and calculates the accurate final disbursement on exit. Under-provisioned gratuity is one of the costliest surprises employers face at exit — we eliminate it entirely.
For GCC companies using Hemiton’s India EOR, we manage all Indian statutory obligations: Provident Fund (PF/EPF) — 12% employer + 12% employee contribution, monthly ECR file submitted to EPFO; Employee State Insurance (ESI) — applicable for salaries below ₹21,000/month, monthly challan generated and filed with ESIC; Tax Deducted at Source (TDS) — monthly deduction per employee income slab, quarterly Form 24Q returns, and annual Form 16 issued to each employee; Professional Tax — state-wise deductions and filings across all applicable states (varies from state to state); Labour Welfare Fund — contributions managed in applicable states. All of this is included in your monthly per-employee fee, with full payslip distribution and a single invoice to your GCC entity in your currency.
One conversation. One partner. Whether you’re an Indian IT company expanding to Dubai, a Saudi firm building an India engineering team, or a Bahraini bank hiring Bengaluru analysts — we start the same way: a 30-minute call, no obligation, real answers.
