Benefits administration support

Mandatory health insurance, tracked by emirate

Health insurance for employees is mandatory in Dubai and Abu Dhabi, each under its own emirate-level scheme, and common though not universally required elsewhere in the UAE. We check enrolment and deduction records, where an employee contributes toward premium, against what the insurer's invoice actually bills, so the cost split between employer and employee matches what was recorded.

Life and other group benefits

Where a company runs group life cover, medical top-up plans or education allowances alongside the mandatory minimum, we reconcile the provider's invoice against enrolment records the same way, employer and employee cost allocations included, rather than let the annual renewal invoice appear as one unexplained lump.

GPSSA and end of service interaction

A change in salary or allowance structure changes two things at once for many employees: the GPSSA contribution base for a national employee, and, for an expatriate on the standard structure, the gratuity calculation. We flag the change in both directions so a benefit decision made for one reason does not create an unreconciled gap in the other.

What sits outside this

We do not choose your insurer, negotiate premium rates, or decide which benefits a role qualifies for. Those decisions sit with you, your broker or your free zone authority where a minimum scheme applies. Our role starts once a benefit exists: tracking, reconciling and recording it accurately, alongside payroll journals and reconciliations.

One reconciliation across several entities

A group with a Dubai mainland licence and a DIFC or ADGM entity often runs a different benefits scheme in each, with separate invoices and separate enrolment lists. We keep each entity's benefits reconciliation distinct rather than merge them into one figure, so a renewal increase in one scheme does not get buried inside the group total your finance team reviews at month end.