UAE WPS Payroll Compliance Calculator
Check the current 85% wage-transfer threshold and see which MoHRE enforcement stage may apply when wages remain unpaid after the first day of the Gregorian month.
Based on Ministerial Resolution No. 340 of 2026 and current UAE Government / MoHRE guidance checked for 2026.
What the UAE WPS currently does
The Wage Protection System is the UAE's electronic wage-payment and compliance framework for establishments registered with MoHRE. Wages are paid through the WPS or another payment system approved by MoHRE using authorised banks, exchange houses or financial institutions.
Under Ministerial Resolution No. 340 of 2026, wages for the previous month are due on the first day of each Gregorian month. Employers must transfer at least 85% of total wages due on time, subject to the current rules and lawful deductions.
Current WPS Compliance Calculator
This tool evaluates the current establishment-level wage-transfer threshold and enforcement stage. It does not replace MoHRE's actual WPS monitoring or calculate a guaranteed fine amount.
No Current Establishment-Level WPS Violation Detected
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Current WPS enforcement timeline
| Timing | Current measure | Who it targets |
|---|---|---|
| Due date | Electronic monitoring of wage compliance begins. | All establishments |
| Day 2 | Notifications and alerts are sent to non-compliant establishments. | Non-compliant establishments |
| Day 5 | Issuance of new work permits can be suspended, with a warning to pay. | Non-compliant establishments |
| Day 11 | Administrative fine under the applicable Cabinet Resolution and Third Category reclassification can apply for a repeated violation within six months. | Non-compliant establishments with the specified repeat violation |
| Day 16 | Individual or collective labour-dispute registration and further work-permit suspension can occur for qualifying establishments, including establishments employing 25 or more workers under the stated conditions. | Qualifying establishments |
| Day 21 | Further enforcement can include an executive instrument for wage payment, precautionary attachment, travel-ban procedures and referral to the Public Prosecution in the situations specified by the resolution. | Qualifying establishments |
2026 WPS rules versus the repealed 2022 framework
| Rule | Previous framework | Current 2026 framework |
|---|---|---|
| Salary due date | Contractual / registered payday framework | First day of each Gregorian month for the previous month |
| Late-payment window | Former 15-day rule under Resolution 598 of 2022 | No general 15-day grace period under Resolution 340 of 2026 |
| Compliance threshold | More than 80% of total wages of eligible employees | At least 85% of total wages due, subject to the current rules |
| New work permits | Former day-17 suspension under Resolution 598 of 2022 | Suspension can begin on day 5 for a non-compliant establishment |
| Repeated violation | Former escalation structure | Day-11 administrative fine/reclassification can apply to specified repeat violations |
Worked examples
Example 1 — 90% paid on time
If AED 100,000 is due and AED 90,000 is transferred on time, the establishment meets the current 85% establishment-level threshold. Any remaining unpaid employee amounts are still owed to those workers and can still create separate wage issues.
Example 2 — 75% paid on time, day 5
If AED 100,000 is due and only AED 75,000 is transferred on time, the 85% threshold is not met. If the default continues to day 5, the current enforcement table provides for suspension of new work permits for the non-compliant establishment.
Example 3 — repeated violation
If a non-compliant establishment repeats the relevant violation within six months, the day-11 stage can trigger the administrative-fine and Third Category reclassification measures specified by the current framework.
Who can be excluded from WPS compliance?
The current 2026 framework lists specific employee and establishment categories outside the WPS compliance requirements. These exemptions should not be generalized to every similar-looking employee or business.
- Workers whose wage-related labour complaint has been referred to the judiciary.
- Workers reported absent under a work-abandonment report.
- Workers whose freedom is restricted by an applicable order or judgment, for the duration and subject to the required notification/documentation.
- Workers on approved unpaid leave, where the required supporting documents are submitted.
- Seafarers working on vessels, subject to the required application and Ministry decision.
- Certain foreign workers employed by foreign establishments or branches in the UAE who receive wages outside the UAE, subject to the required consent and application.
- Workers holding mission work permits not exceeding three months.
- Certain employer categories, including UAE-national fishing-boat owners, UAE-national public-taxi owners, banks and financial institutions, and houses of worship, subject to the current resolution.
Domestic workers
WPS treatment for domestic workers is category-specific. MoHRE has made the system mandatory for specified domestic-worker professions and has separately described optional treatment for other professions. Do not state that every nanny, driver, housekeeper or other domestic worker is universally subject to identical WPS requirements without checking the current category and MoHRE service guidance.
Free-zone businesses
Free-zone payroll obligations should be checked against the specific free-zone authority and its current employment/payroll framework. This calculator is aimed at the MoHRE WPS framework and should not be presented as a universal free-zone calculator.
Important WPS compliance points
Related UAE Tools & Guides
2026 VerifiedFrequently Asked Questions
Official 2026 WPS sources
These links are provided for direct verification of the current rule, rather than implying that this page itself has been approved or verified by a government authority.