Have you been reading about the talent shortage? If not, it’s become quite a concern not just domestically, but globally as well. Korn Ferry, an organizational consulting firm suggests that 85 million jobs could remain vacant by 2030 because there simply aren’t enough skilled people for the job. And this shortage could cost companies $8.5 trillion in lost revenue.
This is just one of the reasons—though a pretty big one—that many companies are going global with their talent search. Not only do organizations want to find people who have the right skills for the job, but they want talent that wants to do the job, too. From hiring employees in Europe, APAC, LatAm, the Middle East, and Africa, employers are finding ways to embrace diversity and build a skilled talent pool to get the job done.
Why Hire Remote Employees in the Middle East? (UAE, Saudi Arabia, Egypt)?
This begs the question—why should companies look to extend their international recruitment efforts as far as the Middle East? It turns out that there are several benefits that you might not yet be aware of. Consider the following.
Key Countries for Remote Talent in the Middle East
When hiring employees in the Middle East, key countries to consider include the UAE, Saudi Arabia, and Egypt, which have rapidly growing job markets.
The UAE and Saudi Arabia lead in technology and digital transformation, while Egypt offers affordable, multilingual talent for remote roles. Jordan and Lebanon also provide highly skilled professionals in IT, engineering, and customer service. By strategically hiring in these regions, companies can access a diverse, cost-effective workforce.
Benefits of Hiring in the Region
Hiring employees in the Middle East provides companies with cost-effective remote talent, making it an attractive option compared to Western markets. For example, salaries in the UAE and Saudi Arabia are 30-50% lower than in the US or UK, while Egypt offers even greater cost savings. Additionally, the region boasts a highly skilled workforce in technology, finance, and customer service. This allows businesses to reduce costs without compromising on talent quality.
According to data from ZipRecruiter, most workers in the Middle East have an average salary of about $33,000 annually. And the median salary is only about $16,000.
Further, salaries for Middle East roles in the U.S. span a wide range, with annual earnings reaching as high as $188,000 and as low as $17,500. Most salaries, however, fall between $37,500 at the 25th percentile and $113,000 at the 75th percentile. The top 10% of earners in these roles can bring in up to $170,500 annually, reflecting the diverse opportunities available in this field.
This means businesses can optimize their budgets without compromising on quality. The workforce also offers high levels of education and technical expertise, particularly in fields like engineering, software development, and design. Furthermore, the region’s cultural diversity equips employees with a unique understanding of global markets, helping companies connect with customers worldwide.
Understanding Local Labor Laws and Regulations
Before hiring remote workers beyond U.S. borders, it is important to understand local labor laws and regulations. Even though you might be hiring an employee for a U.S. company, their physical presence in their particular country may mean you need to abide by those laws. Further, employees will expect to have a similar or better experience working for a U.S. based company.
Here’s just some of what U.S. employers need to be aware of when hiring remote workers from the Middle East.
Overview of Regional Labor Laws
Labor laws in the Middle East vary significantly from one country to another, making it necessary to understand local regulations before hiring. For example, Saudi Arabia mandates comprehensive employment contracts with specific stipulations for work hours, overtime, and benefits, while Jordan has a more flexible approach, especially for freelancers and contractors. We encourage you to do your due diligence to understand the differences to meet country-specific requirements. A failure to do so can lead to trouble and penalties down the road.
Common Considerations
When hiring in the Middle East, employers should determine the appropriate type of employment arrangement—whether full-time, part-time, or as an independent contractor. Each option comes with its own requirements, such as formal agreements and compensation guidelines. Additionally, employers need to factor in mandatory benefits like paid leave, healthcare contributions, and social security obligations, which are regulated differently in each country.
Managing Legal Complexities
Understanding labor laws in the Middle East can be challenging when resources are not available in English. Some countries have unique legal systems that may require expert interpretation to avoid potential missteps. Partnering with local consultants or hiring through an Employer of Record (EOR) service can help keep your company in compliance.
Simplify Compliance with an Employer of Record (EOR)
We mentioned earlier that having an EOR can help keep your company in compliance. Let’s expand on that a bit further.
Using an Employer of Record (EOR) in the Middle East is one of the easiest ways to hire remote employees in the UAE, Saudi Arabia, or Egypt. An EOR handles payroll, tax compliance, employee contracts, and benefits, ensuring that you meet local labor laws while avoiding legal risks. With an EOR, companies can quickly onboard talent in the Middle East without setting up a local entity.
This arrangement makes international hiring easier by addressing local legal complexities. Here are some of the benefits.
- Legal Compliance: Manages employment laws, tax regulations, and mandatory benefits specific to each country.
- Simplified Payroll: Handles payments in local currencies, reducing administrative challenges.
- Faster Hiring: Expedites onboarding by managing local requirements efficiently.
- Reduced Risk: Mitigates legal and financial risks associated with unfamiliar labor laws.
- Focus on Operations: Allows companies to concentrate on business goals while the EOR handles HR processes.
How to Hire an EOR Partner
Selecting the right EOR partner is an integral step in building your remote workforce. Start by researching providers with expertise in Middle Eastern labor laws and a strong track record in the region. Request references from other companies that have hired through the service. Evaluate their ability to handle specific needs like payroll, compliance, and benefits management. Choose a provider that aligns with your company’s goals and has clear, transparent pricing.
Consider these key factors:
- Regional Expertise and Compliance Knowledge: Select an EOR with a deep understanding of labor regulations in your target countries, such as the UAE, Saudi Arabia, and Egypt, to ensure smooth operations and legal compliance.
- Cultural and Language Awareness: An EOR with local expertise can help bridge cultural gaps, ensuring that employee relations and communications align with regional expectations.
- Scalability for Regional Expansion: If you plan to hire across multiple countries in the Middle East, choose an EOR with the capacity to scale services as your workforce grows. Look for a provider with a strong presence in key markets to support seamless expansion.
REMOTE PEOPLE NOTE
Remote People can connect you with EOR brokers at a far lower price than what you might find on your own.
Defining Employment Contracts Clearly
A big step in hiring remote workers from the Middle East is to make sure that you have a clear and easy to understand employment contract. Typically, this remote employment contract should include the following.
- Job Description: Clearly outline the role, responsibilities, and expectations for the position.
- Payment Terms: Specify salary or hourly rate, payment frequency, and currency.
- Work Hours: Include working schedule, accounting for time zone differences.
- Benefits and Leave: Detail any health coverage, paid time off, or other benefits.
- Termination Clause: State the terms under which the contract can be ended.
- Confidentiality and Data Protection: Address the handling of sensitive company information.
Know that contracts may require adjustments based on the employee’s country of residence. Local labor laws in the Middle East often dictate specific terms, such as probation periods, social security contributions, and notice periods.
Virtual Interviews and How to Select the Best Candidate
The chances are that you won’t be able to fly in a remote candidate to the U.S. for an interview. Not only is this cost-prohibitive, but it might not be the best business decision for a remote employee. For this reason, most U.S. companies looking for international staffing candidates choose to conduct virtual interviews.
But, virtual interviews are a bit different than in-person interviews as you can’t observe the candidate in the same way. Here are some tips on how to conduct a successful virtual interview.
- Prepare in Advance: Test your video conferencing platform and have a list of structured questions ready.
- Set Clear Expectations: Inform candidates about the format, duration, and purpose of the interview.
- Focus on Clarity: Speak clearly and allow the candidate time to respond.
- Assess Tech Readiness: Observe how comfortable the candidate is using virtual tools.
- Ask Behavioral Questions: Use questions to learn about past experiences and problem-solving approaches. Refrain from asking personal questions about marital status, parenthood, etc.
Why Soft Skills Matter for Remote Teams
Soft skills play a major role in remote work success. Strong communication skills allow employees to collaborate effectively across time zones, while self-motivation drives independent productivity without direct supervision. These traits are especially valuable when managing remote teams in a diverse and fast-paced environment.
Top Skills to Look For:
- Time management to meet deadlines without oversight.
- Accountability for delivering consistent results.
- Proactive problem-solving to address challenges independently.
How to Evaluate Soft Skills:
- Ask scenario-based questions to explore how candidates handle real work situations.
- Use personality assessments or work simulations to gauge traits like adaptability and initiative.
Compliance with Regional Work Visas and Permits
Once you have selected the right candidate for the job, it’s time to work through some of the other legalities. Here’s what to be aware of when hiring remote workers in the Middle East. The regulations differ significantly across the region. For instance, Gulf Corporation Companies (GCC) countries such as Saudi Arabia and the UAE have stricter residency and work permit laws compared to Egypt or Lebanon.
Some countries, like the UAE, now offer dedicated remote work visas, allowing individuals to legally reside while working for international employers. This flexibility is appealing for remote arrangements but still requires careful attention to local rules.
Onboarding and Managing Remote Workers from the Middle East
No matter where you hire your staff from, it’s important to recognize that these employees are just as important to your organization as those who might live and work domestically. Your remote workers are an extension of your brand, and represent your company, just from different location. However, because you will not see the person on a day to day basis, onboarding and daily management might look a bit different.
Here’s what you can do to make the onboarding process easy and to help once these professionals are part of the team.
- Create a Structured Onboarding Plan: Provide a clear outline of the onboarding process, including training schedules, key contacts, and company policies.
- Introduce the Team Virtually: Schedule video calls to help remote workers connect with colleagues and feel included.
- Provide Access to Tools and Resources: Ensure they have the necessary technology and logins to start their work without delays.
- Set Clear Expectations: Outline responsibilities, deadlines, and communication protocols from the start.
- Schedule Regular Check-Ins: Use weekly or biweekly meetings to maintain open communication and address any challenges. Make sure your remote workers know that their voice is important to the organization.
- Acknowledge Contributions: Celebrate achievements and recognize their role in your organization to build morale and loyalty.
Remote People is Here to Help with Your International Staffing an EOR Needs
Though there are many benefits to bringing on remote workers from the Middle East, the process can be time-consuming. Plus, not all employers know where to look for the best workers. This is where Remote People can help. We are here to take your international staffing needs off your hands. We’ll help you find the right people and onboard them for the best possible employee experience.
Contact us today to get started.
Frequently Asked Questions About Hiring in the Middle East
You can hire employees through an Employer of Record (EOR) to handle payroll, taxes, and compliance.
The UAE, Saudi Arabia, and Egypt offer strong tech and business talent, while Jordan and Lebanon have excellent IT and customer service professionals.
Salaries range widely, but hiring in Egypt or Jordan can be 50% cheaper than hiring in the US.
Author: Susan Snipes
Susan is an experienced, certified HR and compliance professional who provides HR and compliance strategies to companies with global and US-based teams.
