メインランド versus フリーゾーン for a recruitment agency

A ドバイ メインランド recruitment agency is formed through the ドバイ Department of Economy and 観光 and requires approval from MOHRE where the proposed 事業活動 falls within regulated recruitment or employment-agency サービス.

The メインランド 会社 may be able to serve employers throughout the MOHRE-regulated UAE private sector, subject to:

A commercial ライセンス issued by DET is only one component of the structure. The agency must also hold any required MOHRE permission before it begins regulated recruitment operations.

A フリーゾーン 会社 is incorporated and licensed by a specific フリーゾーン 当局.

The presence of the word "recruitment" in an 事業活動 description does not automatically authorise every form of employment intermediation UAEで.

The Ministry of Human リソース and Emiratisation regulates recruitment and employment-agency activities within its 管轄区域 under the UAE labour-law framework.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The current conditions should be verified with MOHRE and DET before incorporation because the exact requirements depend on the proposed 事業活動 and 会社 structure.

人材募集 mediation generally involves bringing employers and jobseekers together without the agency becoming the worker's employer.

関連情報

The client 会社 becomes the successful candidate's employer and is responsible for the employment relationship and work permit.

A recruitment-mediation agency must not represent itself as a temporary-employment 会社 unless separately authorised.

A temporary-employment or outsourcing agency may employ workers and make their サービス available to a beneficiary 事業 under a permitted arrangement.

This model carries substantially greater 法務 and financial responsibility than permanent placement.

関連情報

A 事業 should not use a low-費用 consultancy ライセンス to provide 従業員 to other companies.

If the client directs the worker's daily activities while another 会社 sponsors and pays that person, the arrangement should be examined carefully for labour-supply and outsourcing implications.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

関連情報

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Calling the サービス "leadership advisory" does not remove the need for recruitment approval when the underlying work is candidate placement.

人材募集-process outsourcing can range from consultancy to the operation of an employer's recruitment function.

サービス may include:

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

An employer-of-record model generally involves one entity legally employing a person while that individual provides サービス connected with another 事業.

The term is used broadly in international 事業, but it is not a universal UAE ライセンス category that automatically authorises third-party employment.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

人材募集 of domestic workers is governed by a separate regulatory framework from ordinary private-sector recruitment.

Domestic-worker recruitment can cover roles such as household workers, depending on the 法務 classifications in force.

A normal employment-agency ライセンス does not automatically authorise domestic-worker recruitment.

創業者 intending to enter this market should request a dedicated regulatory assessment.

A フリーゾーン 会社 should not assume it can provide unrestricted candidate-placement サービス to メインランド employers.

関連情報

A フリーゾーン 会社 may be able to provide certain サービス to メインランド clients, but regulated recruitment 事業活動 must remain within the permission granted by the responsible 当局.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

ドバイ introduced a broader framework in 2025 allowing eligible フリーゾーン establishments to conduct specified activities outside their Free Zones after obtaining the appropriate DET ライセンス or permit.

Even if a general consultancy 事業活動 is eligible for a メインランド operating permit, regulated recruitment, employment intermediation or temporary staffing may still require MOHRE approval.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

A メインランド structure is generally more suitable for an agency that wants to serve a broad portfolio of UAE employers because it can provide:

The agency must still satisfy the specific licensing conditions. メインランド incorporation alone does not authorise recruitment.

The 創業者 should obtain written confirmation of the permitted 事業活動 and avoid relying solely on a sales representative's general description.

An established foreign recruitment 会社 may consider:

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The overseas ライセンス and experience do not automatically authorise recruitment UAEで.

Ordinary メインランド businesses can often be 100% foreign-owned, but regulated recruitment-agency activities may carry additional ownership, management, integrity or qualification conditions.

The 当局 may assess:

The 創業者 should verify the current conditions for their specific agency model before agreeing on shareholding.

A general statement that every UAE 会社 can be 100% foreign-owned should not be applied automatically to a regulated recruitment ライセンス.

The MOHRE recruitment-agency framework can require financial security appropriate to the 事業活動.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The exact amount and form should be verified immediately before application. It should not be confused with share capital, ライセンス fees or the agency's operating cash.

人材募集 agencies can have significant cash-flow requirements even when registered share capital appears modest.

関連情報

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The 当局 may consider:

A flexi-desk may suit a limited HR consultancy or technology 事業 where the 当局 permits it. It should not be assumed sufficient for a regulated メインランド recruitment agency.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

関連情報

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

関連情報

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Advertisements should also distinguish between direct employment, temporary assignment, contract work and talent-pool 登録.

関連情報

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The agency's terms of 事業 should cover:

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

ヘルスケア professionals may require eligibility, primary-source verification and licensing through DHA, DOH, MOHAP or another competent 当局.

A recruitment ライセンス does not authorise the agency to issue professional eligibility or guarantee ライセンス approval.

人材募集 for regulated financial institutions can require enhanced confidentiality, competency screening and background checks.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

This requires a specialised ライセンス and should not be conducted under an ordinary corporate recruitment 事業活動.

Where the agency is the 法務 employer, it must understand the full employment 費用.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

A メインランド temporary-employment or outsourcing agency may be responsible for paying workers through the Wages Protection System where the applicable rules require it.

関連情報

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Cash-flow reserves and credit control are therefore central to the viability of a staffing 事業.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The 事業 should monitor:

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

A recruiter's コンプライアンス reputation can be damaged if it participates in false employment records or salary arrangements.

メインランド and フリーゾーン recruitment-related companies can apply for UAE corporate 銀行 accounts. Approval remains subject to 銀行 due diligence.

関連情報

An agency receiving funds from jobseekers can raise serious コンプライアンス concerns.

The 銀行-account application, website, ライセンス and 事業 plan should all describe the same model.

A メインランド recruitment 会社 is generally subject to the ordinary UAE 法人税 regime.

関連情報

法人税 applies to taxable income rather than gross placement fees or staffing invoices.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

A 適格フリーゾーン事業者 may receive:

The 会社 must satisfy requirements relating to:

Ordinary recruitment サービス supplied to メインランド employers or overseas clients do not automatically constitute a Qualifying 事業活動.

The Federal 税務 当局's フリーゾーン Persons ガイド should be considered together with the current law and implementing decisions.

フリーゾーン incorporation should not be selected solely on the promise of 0% 税務.

人材募集, executive-search and staffing サービス supplied UAEで are generally subject to 5% VAT unless a specific exception applies.

A UAE-resident 事業 must normally register for VAT when taxable supplies and imports exceed AED 375,000 over the previous 12 months or are expected to exceed the threshold during the next 30 days.

Voluntary 登録 may be available from AED 187,500, subject to the statutory conditions. Federal 税務 当局 VAT 登録

関連情報

A フリーゾーン address does not ordinarily make recruitment サービス VAT-free.

A UAE agency recruiting for an overseas employer may be able to zero-rate its サービス if all export-of-サービス conditions are satisfied.

関連情報

Contracts, employer-登録 details, correspondence and the actual サービス flow should support the VAT treatment.

Permanent-placement revenue should be recognised according to the contractual right to consideration and the applicable 会計 framework.

関連情報

If a placement fee is refundable during a guarantee period, the 会計 treatment should reflect the contractual and financial circumstances.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

関連情報

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Accrued leave, end-of-サービス benefits, insurance, employee absence and client bad-debt risk can materially reduce the true margin.

Written confirmation of the 事業活動 scope should be obtained before relying on a フリーゾーン structure.

A フリーゾーン technology 会社 may own and develop the recruitment platform.

A メインランド recruitment agency may conduct licensed candidate placement.

The companies may enter agreements for software, brand use and shared サービス.

A dual structure should have a commercial purpose and clear allocation of functions. It should not be created merely to move regulated recruitment revenue into a フリーゾーン.

The agency will earn success fees from メインランド companies after candidates join.

A メインランド 会社 with the relevant DET and MOHRE approvals is generally the appropriate structure.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The 創業者 should determine where employers are based, where サービス are performed and whether candidate introduction constitutes regulated UAE recruitment. A フリーゾーン should be used only if its permission clearly covers the model.

The 会社 licenses applicant-tracking software but does not introduce candidates or negotiate placements.

A technology or software 事業活動 may be more appropriate than a recruitment-agency ライセンス, provided its actual conduct remains within that scope.

This is a regulated and capital-intensive model requiring a メインランド and MOHRE assessment, payroll controls, financial security and strong working capital.

It needs the correct recruitment 当局 and should maintain processes for professional eligibility, primary-source verification and healthcare-regulator coordination without guaranteeing candidate approval.

An overseas recruiter may contract with a properly licensed UAE agency. The parties should document referrals, candidate consent, fees, data transfers, non-circumvention and responsibility for regulatory コンプライアンス.

Determine whether the 会社 will earn placement fees, retainers, staffing margins, software subscriptions, consultancy fees or referral commissions.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Determine whether clients are メインランド companies, フリーゾーン entities, overseas employers, government bodies or individual consumers.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Obtain 事業活動 confirmation from DET, the selected フリーゾーン and MOHRE where applicable. Identify any additional sector 当局.

Confirm the requirements for 株主, beneficial owners, managers and responsible 従業員.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Document サービス, pricing, clients, candidate sourcing, overseas partners, staffing and コンプライアンス controls.

Complete name approval, constitutional documents, ownership declarations and commercial 登録.

Complete the required MOHRE and other 当局 procedures before performing regulated recruitment.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Provide the 銀行 with a consistent description of the recruitment model, customer profile and expected transactions.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

設立 placement tracking, recruiter commissions, worker payroll, WPS, VAT and 法人税 records.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The 当局 considers the actual employment and supervision arrangement, not only the contract title.

人材募集 and employment costs should not be transferred to workers through direct or indirect fees.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The UAE agency can face 法務 and reputational exposure for misconduct in the recruitment chain.

Overseas terms may conflict with UAE labour, 税務, privacy and licensing requirements.

Payroll, benefits, insurance, absence, end-of-サービス obligations and bad-debt risk must be included.

A DET or フリーゾーン incorporation document may not be the final regulatory permission required to trade.

関連情報

Regulated recruitment licensing, employment agreements and complex labour-supply structures should also be reviewed by appropriately qualified UAE 法務 and regulatory professionals.

メインランド is generally better for a conventional agency placing candidates with メインランド UAE employers or supplying temporary workers. A フリーゾーン may suit HR consultancy, recruitment technology, group talent support or limited activities expressly authorised by the フリーゾーン.

A 事業 carrying out recruitment mediation, temporary employment or outsourcing within MOHRE's 管轄区域 generally requires the relevant MOHRE approval. A commercial ライセンス alone may be insufficient.

詳細についてはKPM Globalにお問い合わせください。

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

It should not assume unrestricted permission. The answer depends on the フリーゾーン 事業活動, サービス model, メインランド operating arrangements and whether MOHRE approval is required.

Potentially, subject to DET, フリーゾーン and MOHRE approval. Establishing a branch does not remove the regulatory conditions applying to recruitment.

人材募集 and employment costs that the law places on the employer must not be charged to workers directly or indirectly. Agency fees should generally be structured with the employer.

人材募集 mediation involves connecting employers and workers without the agency becoming the successful candidate's employer.

In a temporary-employment model, the agency may employ a worker and make that worker's サービス available to a beneficiary 事業 under an approved arrangement.

It can be. When a firm identifies and introduces candidates to employers for a placement fee, the 事業活動 may constitute recruitment intermediation even if described as leadership advisory.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

The arrangement may constitute outsourcing or labour supply. A general consultancy ライセンス should not be used to deploy sponsored workers to clients without confirming the required approvals.

The answer depends on the exact regulated 事業活動 and current ownership conditions. Broad foreign-ownership rules for ordinary companies should not automatically be applied to recruitment agencies.

Regulated recruitment-agency models can require financial security. The required amount and form depend on whether the agency conducts mediation, temporary employment, outsourcing or another regulated 事業活動.

A regulated メインランド agency may require appropriate dedicated premises. A flexi-desk may be acceptable for certain consultancy or technology activities but should not be assumed sufficient for recruitment-agency approval.

Potentially, subject to corporate-document legalisation, commercial licensing and MOHRE or other regulatory approval. The foreign ライセンス does not automatically authorise UAE recruitment.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Yes, if it holds the appropriate recruitment permission. ヘルスケア candidates may separately require primary-source verification and eligibility through DHA, DOH, MOHAP or another regulator.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

Not automatically. The 会社 must satisfy every 適格フリーゾーン事業者 condition, and the income must be Qualifying Income. Ordinary recruitment サービス are not automatically qualifying.

The ordinary rate is 0% on taxable income up to AED 375,000 and 9% on taxable income above that amount. 税務 applies to taxable profit, not gross invoices.

人材募集 and staffing サービス supplied UAEで are generally subject to 5% VAT unless a specific rule applies.

Mandatory 登録 generally applies when taxable supplies and imports exceed AED 375,000 over the applicable period or are expected to exceed the threshold within the next 30 days.

UAEでの手続きに必要な内容を確認し、次のステップを日本語で案内します。

A job portal can require a separate online-platform or portal 事業活動. If the platform also introduces candidates or charges placement fees, recruitment licensing should be assessed.

No professional adviser should guarantee regulatory approval. KPM Global can assess the proposed model, coordinate documentation and support the application process, but approval remains with the relevant 当局.