UAE DEWS & Workplace Savings Guide
Compare DIFC DEWS with the UAE federal Voluntary Savings Scheme, calculate employer contributions and understand what happens to end-of-service benefits.
Important: DEWS and the federal MoHRE Savings Scheme are different legal frameworks. Do not apply a DEWS rule to a mainland/free-zone employer or vice versa without checking the governing legislation.
DEWS vs UAE federal Savings Scheme
The most important distinction on this topic is that the UAE does not operate one universal “DEWS pension” covering every employer. DIFC has its own workplace-savings framework, while Cabinet Resolution No. 96 of 2023 created a separate voluntary alternative end-of-service system for private-sector establishments in the UAE, including free zones within its scope.
| Feature | DIFC DEWS | Federal MoHRE Savings Scheme |
|---|---|---|
| Legal framework | DIFC Employment Law / Regulations and qualifying-scheme framework | Cabinet Resolution No. 96 of 2023 and related MoHRE/SCA rules |
| Employer participation | Mandatory for eligible DIFC employers/employees unless an exemption or approved alternative scheme applies | Voluntary for employers |
| Employee participation | Mandatory where the employee is eligible and not exempted | Mandatory for employees/categories selected by a participating employer |
| Employer contribution | 5.83% for less than 5 years; 8.33% for more than 5 years | Same statutory percentages for the basic subscription under Cabinet Resolution No. 96 |
| Voluntary employee saving | Available under DEWS plan rules | Up to 25% of total salary for monthly voluntary subscription |
DIFC DEWS Employer Contribution Calculator
Estimate the minimum monthly and annual employer contribution using the current DIFC contribution percentages. The calculator uses continuous service from the employee's employment start date.
Indicative DEWS minimum employer contribution
The result uses the current DIFC contribution percentages and continuous service period. It is an estimate of the statutory minimum contribution, not an account-value forecast.
| Contribution salary basis used | AED 15,000 |
| Estimated monthly contribution | AED 875 |
| Estimated annual contribution | AED 10,494 |
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DEWS contribution rule
| Less than 5 years | 5.83% |
| More than 5 years | 8.33% |
| Exactly 5 years | 5.83% |
The 5.83% rate corresponds to service that does not exceed five years. The 8.33% rate applies once continuous service exceeds five years.
DIFC DEWS employer compliance checklist
1. Appoint the authorised signatory
The current DIFC handbook requires the entity to appoint a DEWS Authorised Signatory through the DIFC Portal before employees can be enrolled.
2. Register the entity
After appointing the authorised signatory, the entity completes its registration on the DEWS platform.
3. Enrol eligible employees
The current DIFC handbook states that eligible employees must be enrolled in DEWS on or before completion of their probation period, unless an exemption or approved alternative applies.
4. Make monthly contributions
Employers must make the prescribed monthly contribution based on the applicable basic-salary percentage and the employee's continuous service period.
UAE federal Savings Scheme calculator
This is separate from the DIFC DEWS calculator. Cabinet Resolution No. 96 of 2023 creates a voluntary alternative end-of-service system for private-sector establishments in the UAE, including free zones within its scope. The employer decides whether to participate and selects the employees/categories covered.
Federal Savings Scheme estimate
Federal scheme result
This calculator models the basic employer subscription and the employee’s optional additional contribution under Cabinet Resolution No. 96 of 2023. Employer participation itself is voluntary.
The figures are contribution estimates only. They do not forecast investment returns, fees or final account value.
Federal Savings Scheme: what happens to existing gratuity?
When an employer adopts the federal alternative scheme and selects employees to participate, the employee does not simply lose gratuity already accrued before the transition. Cabinet Resolution No. 96 requires the employer to calculate the gratuity due before the scheme is implemented based on the prescribed rules and to pay that accrued entitlement when the employment relationship ends.
Existing gratuity is preserved
The pre-enrolment entitlement is calculated separately under the applicable end-of-service rules.
Monthly subscription begins
The employer pays the prescribed basic subscription into the selected investment fund rather than accruing that period as traditional lump-sum gratuity.
Both periods are accounted for
The pre-scheme entitlement and the post-enrolment investment benefit are handled according to the applicable law and fund rules.
DEWS investment risk
DEWS is a defined-contribution savings arrangement. The mandatory contribution amount is separate from the investment performance of the chosen fund.
- DEWS offers multiple conventional risk-profiled investment options.
- Sharia-compliant options are also available.
- The default investment option can be changed by the employee through the plan's investment-management facilities.
- Investment values can fluctuate depending on the option.
- A capital-protection option exists, but that should not be converted into a blanket guarantee for every DEWS investment.
DEWS withdrawals
Current Zurich DEWS guidance distinguishes employer-provided end-of-service benefits from voluntary savings.
| Employer contribution pot while employed | Generally accessed when employment ends |
| Voluntary savings | May have in-service withdrawal facilities |
| After leaving employment | Withdrawal or continued investment may be available |
Exact withdrawal timing, charges and documentation depend on the current DEWS plan rules and member circumstances.
DIFC employees with pre-DEWS service
DEWS replaced the prior DIFC end-of-service arrangement from its February 2020 commencement. However, employees who were already employed before the DEWS commencement date can have accrued pre-DEWS gratuity depending on the applicable transition rules and whether that benefit was transferred into the qualifying scheme.
GCC nationals and other special situations
The DIFC framework contains special rules for GCC nationals. Following DIFC Law Amendment Law No. 1 of 2024, DIFC employers can have a top-up obligation into a qualifying scheme for certain GCC national employees where the relevant GPSSA contribution is lower than the amount that would otherwise have been provided under the DIFC Employment Law.
This means the basic 5.83%/8.33% calculator should not be treated as a complete payroll engine for every worker category. Employee nationality, exemption status, prior service, employment mode and applicable social-security arrangements can change the employer's actual obligation.
What the employer should verify before changing schemes
- Which legal jurisdiction governs the employee?
- Is the employee eligible for DEWS, another qualifying scheme or an exemption?
- What is the employee's continuous service date?
- What is the employee's correct basic wage for the statutory calculation?
- Is there pre-DEWS or pre-Savings-Scheme accrued gratuity?
- Is the employer joining a federal scheme voluntarily or is it already under a DIFC qualifying-scheme obligation?
- Are any GCC-national top-up or social-security rules relevant?
- Which current fund rules, fees and withdrawal provisions apply?
Frequently Asked Questions
Official UAE Savings Scheme resources
This guide uses current 2026 DIFC and UAE federal workplace-savings sources. Contribution estimates are illustrative and do not replace the governing employment law, plan rules, fund terms or employer payroll records.
Investment values can rise or fall. The contribution percentage should never be presented as a guaranteed investment return.