Workday HCM in the UAE

• HRMS / HCM

  Workday Human Capital Management

  Workday's cloud HCM suite, covering core HR, organisation management, talent, performance, learning, compensation and workforce analytics on a single data model. It is generally associated with large and multinational organisations that want one global system of record for their people.

  Deployment: Cloud (SaaS)

• HRMS / HCM

  HR and payroll systems for UAE employers: WPS salary files, leave, attendance, gratuity and employee documents on a platform that fits your workforce.

  Learn more: HRMS / HCM

• Multinational groups with a UAE presence

  Organisations that already run, or are standardising on, a global HCM and need their UAE entities to fit into one structure for positions, grades, approvals and reporting.

• Large employers centralising HR data

  Businesses with thousands of employees across entities and locations that want consistent organisation data, workflows and analytics instead of separate local systems.

• Talent-focused HR strategies

  HR teams that place weight on performance, succession, learning and compensation planning alongside core HR, and want these on the same employee record.

• Organisations replacing legacy on-premise HR

  Companies moving from older on-premise HR software to a cloud HCM, and willing to adapt processes to the platform's standard design.

• 01

  Requirement and fit assessment

  We document your HR processes, entities, workforce types and reporting needs, and assess honestly whether Workday is proportionate to your size and complexity or whether a regional HR and payroll product would serve you better.

• 02

  UAE operating model design

  We help you decide what runs in Workday and what runs in local payroll or other systems — WPS, gratuity, leave, pension contributions, visa and document tracking — and how data flows between them.

• 03

  Comparing HCM options

  Where useful, we compare Workday with other HCM and HR platforms, such as Oracle, SAP, Darwinbox or regional payroll-focused products, on fit, integration effort and running cost — with no vendor preference.

• 04

  Connecting you with the right implementation team and people

  We bring together Workday specialists, UAE payroll experts and integration developers suited to your scope, and act as one point of contact across them.

• 05

  Payroll and third-party integrations

  We plan interfaces between Workday and your local payroll provider, banks or exchange houses for WPS, time and attendance devices, and your ERP for payroll journals.

• 06

  Data migration and validation

  We help prepare and cleanse employee master data, organisation structures, compensation and history, and check migrated data with HR before go-live.

• 07

  Testing, change management and training

  Support for end-to-end testing including parallel payroll, communications to employees and managers, and role-based training for HR, line managers and self-service users.

• 08

  Post-go-live support

  Ongoing help with configuration changes, new entities, reporting needs and coordination with your payroll provider after launch.

• Payroll and WPS

  Salaries in the UAE are paid through the Wage Protection System (MOHRE). For UAE entities, payroll is often run through a local payroll provider or system integrated with Workday. We help you choose that approach and design how Salary Information Files are produced and reconciled.

• Gratuity and leave under UAE Labour Law

  End-of-service gratuity, annual leave, sick leave and other entitlements follow the UAE Labour Law (Federal Decree-Law No. 33 of 2021). We make sure it is clear which system calculates these, how accruals are reported and how final settlements are produced.

• Pension contributions for UAE nationals

  UAE national employees require pension contributions to the General Pension and Social Security Authority (GPSSA). We plan how eligibility, contribution calculations and submissions are handled across Workday and payroll.

• Arabic language support

  Some employees and documents, such as letters and contracts, may need to be in Arabic. We confirm Arabic support for your edition and configuration, and plan bilingual templates where required.

• Visa, Emirates ID and document tracking

  We help you decide where immigration and document data lives, and how expiry alerts and renewals are managed, so compliance does not depend on manual lists. Rules should be confirmed with the relevant authorities or your legal adviser; we provide the system side, not legal advice.

This is general information, not legal or tax advice. Regulations change — confirm current requirements with the relevant UAE authority or your adviser.