Best HRIS Systems for Mid-Sized Companies in UAE: Everything to know (2025)

What is HRIS System? Why it is important?

Human Resource Information Systems (HRIS) are comprehensive software solutions designed to streamline and automate HR processes.  

For mid-sized companies in the UAE, HRIS plays a crucial role in managing employee data, payroll, and various HR functions efficiently. 

Key Features to look for HRIS System in 2025

When selecting an HRIS for your mid-sized company in the UAE, consider these essential features: 

• • Employee self-service portals

• • Multi-language support (Arabic and English)

• • Compliance with UAE labor laws

• • Advanced analytics and reporting

• • Mobile accessibility

• • Integration capabilities with other business systems

Feature	Importance
Employee self-service	High
Multi-language support	Critical
UAE labor law compliance	Essential
Advanced analytics	Important
Mobile accessibility	High
Integration capabilities	Valuable

Specific benefits for mid-sized companies in UAE 

HRIS systems provide several key benefits designed for mid-sized companies in the UAE: 

• • Efficiency: They make HR tasks faster and easier.

• • Data Security: They help keep employee information safe and meet legal requirements.

• • Better Decisions: They offer real-time data to help make smarter choices.

• • Employee Satisfaction: They can improve how employees feel about their work.

• • Growth Support: They can grow with your company as it expands.

• • Cost Savings: They reduce costs by automating processes.

By using the right HRIS, mid-sized companies in the UAE can simplify HR tasks, stay compliant with local laws, and gain an edge in managing talent. 

As you look at the top HRIS options, keep these benefits in mind to choose the best one for your needs. 

Factors to Consider When Choosing an HRIS

When choosing an HRIS for your UAE-based mid-sized company, here are the key factors to consider: 

A. User-Friendly Interface:

A simple and easy-to-use interface is essential for smooth adoption and continued use. Look for HRIS systems that offer: 

• • Easy navigation

• • Clear dashboards

• • Customizable layouts

B. Mobile Accessibility:

With the importance of mobile access today, your HRIS should work well on-the-go. Check for: 

• • Mobile apps for iOS and Android

• • Responsive design for web access

• • Key features available on mobile devices

C. Integration with Existing Systems:

Your HRIS should work smoothly with your current software. Consider how well it integrates with: 

• • Payroll systems for easy salary processing

• • Time tracking for accurate attendance management

• • ERP software for comprehensive business data management

D. UAE Labor Law Compliance:

Make sure your HRIS complies with UAE labor laws, including: 

• • UAE-specific leave policies

• • Gratuity calculations

• • Tracking Emirati employment quotas

E. Scalability and Growth Potential:

As your company grows, your HRIS should be able to expand too. Look for: 

• • Flexible pricing

• • Modular system design

• • Regular updates and new features

When choosing an HRIS, focus on the factors that best match your company’s current needs and future goals. Up next, we’ll discuss strategies for successfully implementing your chosen HRIS across your organization. 

Top 5 Best HRIS System of 2025

Here are our Top 5 Best HRIS System software that offered Customized Solutions for your Specifies Business needs: 

1. PeopleHR:

PeopleHR is very user-friendly, intuitively designed, and makes life easy for employees to manage their own information.  

 

The Employee Self-Service feature allows staff to update their personal information, request time off, and view company documents. This also provides mobile access to enable management on the go.  

 

While PeopleHR is favored for its ease of use, it might not have all the advanced functionalities and components like larger HRIS systems. This software has pricey costs if the headcount of users goes higher. 

 

Best Features: 

 

• • User-Friendly Interface: PeopleHR is known for its intuitive and easy-to-navigate interface.

• • Self-Service Portal: Employees can manage their own information, request time off, and access documents.

• • Analytics and Reporting: Offers detailed reports and analytics to help you make informed HR decisions.

Limitations: 

 

• • Limited Integrations: Some users find its integration options with other tools to be limited.

• • Basic Payroll Features: The payroll functionality might not be as advanced as other systems.

Pricing: 

 

• • Starts at around $1.50 per employee per month. Exact pricing can vary depending on the number of users and additional features.

Rating and Review: 

 

• • Rating: 4.5/5

• • Review: Praised for its ease of use and efficient HR management features. Some concerns about its scalability and integration capabilities.

2. ZOHO People:

Zoho is part of a bigger suite of business applications, therefore it can be integrated with other tools provided.  

One can create reports using the custom dashboards within the platform. Automation for several HR tasks is also provided by Zoho to save time and reduce manual work.  

Although ZOHO has the best-rated integration capabilities and automation features, its greatest minus is the complexity of this system for small teams.  

Other customers have also complained about the slow pace of customer support. 

Best Features: 

• • Affordable Pricing: ZOHO People is known for its cost-effective pricing.

• • Integration with ZOHO Suite: Seamlessly integrates with other ZOHO applications like CRM and Finance.

• • Automation: Includes automated workflows for various HR processes.

Limitations: 

• • User Interface: Some users find the interface less modern compared to competitors.

• • Limited Advanced Features: Might lack some advanced HR functionalities found in more expensive systems.

Pricing: 

• • Plans start at $1 per user per month, with higher-tier plans offering more features.

Rating and Review: 

• • Rating: 4.0/5

• • Review: Ideal for small to medium-sized businesses looking for an affordable solution. It’s praised for its value but criticized for its less advanced features.

3. UKG (Ultimate Kronos Group):

UKG features strong functionality, providing full-scale HR functions such as payroll, talent management, and labor management. UKG ensures an intuitively designed interface to facilitate easy navigation by employees. UKG strongly advocates for compliance and regulatory requirements by making sure businesses stay updated with current laws and regulations.  

However, one drawback of UKG is that it tends to be more costly than some of the other HRIS choices out there, which may be a deal-breaker for smaller businesses.  

Another reported con with this system is longer implementation times compared to other systems.  

Best Features: 

• • Comprehensive Solutions: UKG offers a wide range of HR functions, including workforce management, talent management, and payroll.

• • Advanced Analytics: Robust analytics tools for in-depth insights into HR data.

• • Scalable: Suitable for both small businesses and large enterprises.

Limitations: 

• • Price: On the higher end of the pricing spectrum.

• • Complexity: The system’s complexity can be overwhelming, and it may require extensive training.

Pricing: 

• • Pricing is based on the size of your organization and the modules you choose. Contact UKG for a detailed quote.

Rating and Review: 

• • Rating: 4.4/5

• • Review: Known for its powerful and comprehensive features, though users note that it can be costly and complex to implement.

4. Deel:

Deel is a global HRIS platform designed to manage international hiring, payroll, compliance, and onboarding for distributed teams across more than 150 countries.

One of the strong points in favor of Deel is its ability to handle complex international payroll and compliance requirements with minimal manual intervention.

Best Features:

Global Payroll & Compliance: Deel simplifies paying employees and contractors across different countries while staying compliant with local laws.

Automation & Integrations: Automates onboarding, contracts, and payments, and integrates with tools like QuickBooks, Workday, and BambooHR.

Limitations:

Pricing for Local-Only Use: May not be cost-effective for companies only operating in one country.

Limited In-House HR Modules: Compared to traditional HRIS systems, Deel may lack deep native features in areas like performance management and internal talent development.

Pricing:

Pricing is quote-based and varies depending on whether you’re hiring employees or contractors and the number of team members. For mid-sized companies, costs generally start from $49/month per contractor and vary for EOR services.

Rating and Review:

Rating: 4.6/5

 

Review: Users praise Deel’s ease of use and its exceptional global payroll and compliance features. Some note that its value diminishes for businesses with local-only teams or those looking for more traditional HR functionalities like in-depth performance reviews.

5. Adrenalin:

Adrenalin is an integrated HRIS software with comprehensive HR modules such as recruitment, onboarding, payroll, performance management, and employee self-service.  

 

One of the strong points in favor of Adrenalin is the great degree of customization that the product allows. 

 

The platform also provides powerful reporting and analytics capabilities to drive fact-based decisions from end-to-end for the HR professional.  

 

The wide scope of its features may result in a steep learning curve for new users, as well as require much effort to integrate Adrenalin into already existing systems. 

 

Best Features: 

• • Comprehensive HR Suite: Adrenalin offers a range of HR functions including recruitment, employee management, performance management, and payroll.

• • Customizable Dashboards: You can tailor the dashboards to fit your company’s specific needs and metrics.

• • Mobile Access: It has a user-friendly mobile app for managing HR tasks on the go.

Limitations: 

• • Complexity for Smaller Businesses: It might be too complex for very small businesses or startups.

• • Learning Curve: Users may experience a steep learning curve due to the system’s extensive features.

Pricing: 

• • Pricing is customized based on the size of your business and the features you choose. Generally, you’ll need to contact Adrenalin for a quote.

Rating and Review: 

• • Rating: 4.2/5

• • Review: Users appreciate its robust features and customization options but note that it can be overwhelming and pricey for smaller organizations.

Implementation Strategies for Succeeding with HRIS Adoption

Once you’ve selected an HRIS system that fits for your mid-sized company in UAE, the next step should be implementing it successfully.  

A carefully thought-out implementation strategy can ensure a smooth transition and maximize benefits from your new HRIS. 

A. Data Migration and System Setup:

Data migration is an essential element of HRIS implementation. Here is a checklist of points you should keep in mind during this phase: 

• • Audit existing data pertaining to cleaning and standardizing it

• • Map data fields into the new system

• • Implement test migrations

• • Validate migrated data

System configuration involves configuring your HRIS to meet your organization’s specific needs. This may involve: 

• • Setting User Roles and Permissions

• • Customizing Workflows and Integrating into other Business Systems.

B. Employee Training and Onboarding:

Training employees on how to effectively use the new HRIS is critical. Consider these approaches for effective implementation:  

• • Role-based training sessions

• • Online tutorials and resources.

• • Hands-on workshops and train-the-trainer programs

An effective onboarding process can greatly influence user adoption. Here is a comparison between traditional and modern onboarding approaches: 

Traditional Onboarding	Modern Onboarding or One-time training sessions
One-time training sessions	Continuous learning opportunities
Generic training materials	Personalized learning paths
Limited support	Ongoing support and feedback
Focus on system features	Emphasis on business processes

C. Planning and preparation steps:

 A well-structured implementation plan is crucial for success. Here are key steps to include: 

• • Form an implementation team

• • Define project scope and objectives

• • Create a detailed timeline

• • Identify potential risks and mitigation strategies

• • Develop a communication plan

• • Establish key performance indicators (KPIs) to measure success

By following these implementation strategies, mid-sized companies in the UAE can ensure a successful HRIS adoption, leading to improved HR processes and overall business efficiency.  

Next, we’ll explore the ROI and long-term benefits of implementing an HRIS in UAE companies.  

ROI and Long-term Benefits of HRIS for UAE Companies

Now that we’ve explored implementation strategies, let’s delve into the return on investment (ROI) and long-term benefits of HRIS for UAE companies. Implementing an HRIS system can yield significant advantages that extend far beyond initial efficiency improvements. 

1. Enhanced employee experience and retention:

An effective HRIS system can dramatically improve the employee experience, leading to higher retention rates. Here are some key benefits: 

• • Streamlined onboarding processes

• • Self-service portals for easy access to information

• • Automated leave management and payroll systems

• • Personalized learning and development opportunities

These features contribute to a more engaged and satisfied workforce, reducing turnover costs and improving overall productivity. 

2. Improved decision-making through data analytics:

Data Type	Benefits
Workforce demographics	Inform diversity and inclusion initiatives
Performance metrics	Identify top performers and areas for improvement
Compensation analysis	Ensure fair and competitive pay practices
Training effectiveness	Optimize learning and development programs

3. Cost savings and efficiency gains:

Implementing an HRIS system can lead to significant cost savings and efficiency improvements: 

1. 1. Reduced administrative overhead

2. 2. Minimized errors in payroll and benefits administration

3. 3. Optimized workforce planning and resource allocation

4. 4. Decreased time-to-hire through automated recruitment processes

These efficiencies translate into tangible cost savings, allowing companies to redirect resources towards growth initiatives and innovation. 

As we look towards the future, it’s clear that HRIS systems will continue to play a crucial role in shaping the success of mid-sized companies in the UAE. 

Future Trends in HRIS for UAE Mid-Sized Companies

As we look ahead, the landscape of Human Resource Information Systems (HRIS) in the UAE is set to evolve dramatically. Mid-sized companies in the region can expect to see exciting advancements that will reshape their HR processes and employee experiences. 

1. Personalized Employee Development Tools:

The future of HRIS will heavily focus on personalized employee development. These tools will: 

• • Utilize AI to create tailored learning paths

• • Offer real-time skill gap analysis

• • Provide micro-learning opportunities

Feature	Benefit
AI-driven learning paths	Customized skill development
Real-time skill gap analysis	Proactive workforce planning
Micro-learning modules	Efficient, on-the-go learning

2. Blockchain for Secure Data Management:

Blockchain technology is poised to revolutionize data security in HRIS: 

• • Immutable record-keeping for employee data

• • Enhanced privacy and data ownership

• • Streamlined verification processes for credentials

3. AI and Machine Learning Integration :

AI and machine learning will become integral to HRIS, offering: 

• • Predictive analytics for workforce planning

• • Automated candidate screening and matching

• • Sentiment analysis for employee engagement

4. Chatbots for instant HR support:

These advancements will enable UAE mid-sized companies to operate more efficiently, make data-driven decisions, and provide superior employee experiences.  

As we move forward, the integration of these technologies will be crucial for maintaining a competitive edge in the rapidly evolving business landscape of the UAE.