Middle East payroll is country-specific. Everhour timecards help turn approved work-hour totals into cleaner payroll review.
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A regional wage calculation answers three practical questions: gross pay, employee take-home pay, and employer outlay. The Middle East does not have one regional PAYE or payroll-tax system. Gross-to-net calculations must select the employing country because wage income tax, social-insurance rates, nationality rules, and wage caps differ by jurisdiction.
The same monthly salary can produce different payroll results in Dubai, Abu Dhabi, Riyadh, Manama, or Muscat. UAE and Saudi calculations commonly depend on nationality and contribution base. Bahrain applies separate local-versus-expatriate social-insurance treatment. Oman personal income tax is scheduled to apply from January 1, 2028 at 5% on annual taxable income above OMR 42,000 after eligible deductions.
A Middle East wage estimate breaks when the country field is treated as a label instead of a rule selector. The UAE currently has no federal or Emirate-level personal income tax, so employment wages do not create individual income-tax registration or reporting obligations. Saudi Arabia does not impose individual income tax on earnings derived only from employment in Saudi Arabia.
Social insurance changes the answer. For qualifying UAE national employees, UAE social security is calculated on gross remuneration at 5% employee, 12.5% employer, and 2.5% government. In Abu Dhabi, the UAE national social-security rate is 26% of gross remuneration, split 5% employee, 15% employer, and 6% government. Non-GCC nationals are not subject to UAE social security.
Use this structure: gross wage minus employee deductions equals estimated net pay. Gross wage plus employer contributions equals employer outlay. For example, a qualifying UAE national employee in Abu Dhabi earns AED 18,000 per month. Employee social security is 5%, so AED 900 is deducted. The UAE unemployment insurance subscription is AED 10 monthly because salary is above AED 16,000.
The estimated net pay is AED 17,090. The employer social-security share is 15%, or AED 2,700, so employer outlay before any separate benefits or allowances is AED 20,700. The 6% government share is part of the Abu Dhabi social-security split, but it is not an employee deduction or employer payroll cost in this calculation.
A one-off calculator is enough for a salary offer, a contractor-to-employee comparison, or a quick check before payroll setup. It gives the right direction when the country, nationality, gross wage, contribution base, and wage cap are known. Saudi GOSI, for example, uses basic salary plus housing with an upper contribution base of SAR 45,000 per month.
A managed workflow becomes necessary when actual hours, overtime classifications, approvals, and payroll handoff matter every pay period. Everhour timecards record daily, weekly, and monthly work-hour totals, then support payroll review through Team Hours reporting and exports. That matters when finance needs approved records, not just a one-time gross-to-net estimate.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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No. The Middle East does not have one regional PAYE or payroll-tax system. You must select the employing country first, then apply that country's wage income tax, social-insurance rates, nationality rules, contribution base, and wage caps.
The UAE currently has no federal or Emirate-level personal income tax, so employment wages do not create individual income-tax registration or reporting obligations. A UAE wage estimate still needs social-security treatment, nationality status, Emirate rules, and the UAE unemployment insurance subscription.
Nationality changes social-insurance treatment in several Middle East payroll systems. In the UAE, qualifying UAE national employees are subject to social security, while non-GCC nationals are not. In Bahrain, SIO contributions are 17% employer plus 8% employee for local employees and 3% employer plus 1% employee for expatriate employees.
Employer contributions should stay separate from employee take-home pay. Employee deductions reduce net wages. Employer shares increase employer outlay. Combining both sides understates the employee's net pay and hides the true employment cost.
Using one country's rule across the region creates the fastest error. A Saudi estimate needs the GOSI contribution base and SAR 45,000 monthly cap. A Bahrain estimate needs local-versus-expatriate SIO rates. A UAE estimate needs nationality, Emirate, and unemployment insurance details.
Everhour timecards record daily, weekly, and monthly work-hour totals so managers can review payroll inputs before sending data onward. Team Hours reporting compares working hours, project hours, time off, and capacity, and approved timecard data can be exported in PDF, CSV, or XLSX formats.
Use a calculator for the wage estimate, then keep payroll inputs auditable. Everhour timecards give teams approved work-hour totals, Team Hours visibility, and exports for payroll review.
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