UAE HR Reporting Guide: Compliance and Management Reports 2025

Compliance ensures meeting legal requirements. Decision making informs management decisions. Performance tracking monitors HR effectiveness. Accountability demonstrates HR value. Planning supports workforce planning.

Operational reports for HR team are daily or weekly for day-to-day management. Management reports for leadership are monthly or quarterly for business decisions. Compliance reports for regulators are as required for legal compliance. Strategic reports for board and executives are quarterly or annual for strategy alignment.

WPS to MOHRE is monthly before salary date. Emiratisation to MOHRE is bi-annual in June and December. Health insurance to DHA or DOH is ongoing as required. Labor statistics to Statistics Center is annual as requested. End of service to MOHRE is on termination with final settlement.

WPS compliance report includes total employees, employees paid via WPS, compliance rate percentage, payment details by category showing full payments, partial payments, and unpaid with counts and amounts. Document exceptions with employee, reason, and action taken. Include bank details with agent bank, transfer reference, and transfer date.

Report includes total skilled workforce, UAE nationals count and percentage, non-UAE nationals count and percentage, current rate versus required rate, status as compliant or non-compliant. Break down by job category including management, professional, technical, clerical, sales, and service. Track progress showing previous period, current period, change, hires, and departures.

Attendance report covers daily attendance and absences for HR and managers. Leave status covers leave requests and approvals for HR and managers. Recruitment pipeline covers applications and interviews for recruitment team. Onboarding covers new joiner status for HR. Exits covers resignations and offboarding for HR.

Summary shows status counts and percentages for present, absent planned, absent unplanned, late arrivals, work from home, and on leave. Break down by department showing headcount, present, absent, and attendance percentage. List exceptions including unplanned absences and late arrivals with employee, department, reason, and status.

Show employees currently on leave with department, leave type, and dates. List pending requests awaiting approval. Summarize leave utilization year-to-date by leave type showing entitled, taken, and balance. Include leave forecast with approved future leave by month.

Executive summary covers key highlights and key concerns in 3-5 bullet points. Workforce summary shows current versus previous period for headcount, new hires, leavers, turnover rate, and open positions. Recruitment section shows positions filled, time to fill, offer acceptance, and applications with list of open positions. Turnover section shows leavers with name, department, type, reason, and risk level.

Executive dashboard shows KPIs with quarterly result, target, status, and trend for headcount, turnover, time to fill, engagement, Emiratisation, and training hours. Workforce analysis shows headcount movement and breakdown by department. Recruitment analysis compares quarters for hires, time to fill, cost per hire, and acceptance rate. Retention analysis shows turnover trends and top reasons for leaving.

Include compensation review with total labor cost, cost per employee, average compa-ratio, promotions, and salary increase percentage. Strategic initiatives update shows status, progress percentage, and notes. Outlook and recommendations covers key focus areas and risks with mitigation.

Sections include executive summary with key achievements and challenges, workforce overview with demographics and changes, talent acquisition with hiring achievements, talent retention with turnover analysis, performance with review outcomes, compensation with pay analysis, development with training and succession, engagement with survey results, compliance with regulatory status, HR operations with process efficiency, and year ahead with plans and priorities.

Key metrics should show 5-7 critical KPIs. Trends provide year-over-year comparison. Risks cover people-related business risks. Strategic alignment shows HR supporting business strategy. Investment covers HR budget utilization. Recommendations highlight key decisions needed.

Audience-focused matches content to reader needs. Action-oriented highlights what needs attention. Visual uses charts and graphs. Consistent uses same format each period. Timely delivers when needed. Accurate verifies data before sharing.

Executive summary contains key findings in 3-5 bullet points, critical issues requiring attention, and recommendations. Key metrics dashboard provides visual display of KPIs with traffic light status indicators and trend arrows. Detailed analysis includes section by topic area, data tables, charts and graphs, and commentary. Issues and risks cover items requiring attention with proposed actions. Outlook covers forward-looking indicators and next period preview. Appendix contains detailed data, methodology notes, and definitions.

Daily attendance can be fully automated. Weekly status can be mostly automated. Monthly HR report is semi-automated. Compliance reports are mostly automated. Strategic reports are partially automated. Identify repetitive reports, standardize data sources, build templates, set up scheduled generation, and configure distribution.