This data is pulled from the DIFC public register of companies. Don’t worry we don’t share any data that isn’t publicly available.
It looks like your company isn’t listed as an Active company with DIFC. Please contact firstname.lastname@example.org to get this setup done.
The UBO will be:
Your company may have more than one UBO.
You must send payment to the DEWS Bank account number provided in your Employer login portal (Note that each DEWS plan will have their own individual DEWS bank account number to send payment to). Payment must be made in US dollars using the exchange rate provided and must exactly match the amount that you uploaded in your contribution files for that pay period.
You must ensure that you cover any bank charges incurred.
All values should be rounded to the nearest 2 decimal places (for 0.004 and below the value should be rounded down and for 0.005 and above the value should be rounded up).
If you are transferring in AED, when we receive the money into our USD bank account we will convert it into USD at the exchange rate of USD1: AED3.6735.
DEWS stands for DIFC Employee Workplace Savings.
It is a plan introduced in line with the changes in the employment law in the DIFC which requires all DIFC based employers to move their End of Service Gratuity liability management from a defined benefit structure to a funded, professionally managed defined contribution plan.
DEWS is the default plan for all DIFC employers and is a fully funded workplace savings plan for expatriate workers. It is a low-cost plan for managing employer manadatory contributions and employee voluntary contributions, and is designed by the DIFC to meet global standards.
The structure of the DEWS scheme has been under consideration for the last two and a half years with working groups made up of industry experts. The working groups studied the global landscape, including the risks and issues involved in delivering a workplace savings solution.
It was crucial for DIFC that the partners selected to manage the DEWS scheme demonstrated outstanding capabilities, a well-tested track record and alignment with international best practices. The process of vendor selection was thorough based on the aforesaid parameters.
Equiom have been selected as the Master Trustee for the DEWS Plan following an extensive selection process undertaken by the DIFC Authority in conjunction with their external advisors.
With almost 20 years’ experience of providing such specialist services to employers in the Middle East, and having operated in jurisdictions with comparable legislation to that expected to be implemented by the DFSA, they are well placed to fulfil the role of Master Trustee for the DEWS plan. Equiom are licenced by the DFSA and operate within the DIFC.
The DEWS Master Trustee's primary function is to act as legal owner of the contributions made by the employing companies, whilst the beneficial interest lies with the underlying members (employees). They key benefit to employees is having the comfort of knowing that once contributions are made they are no longer controlled by their employer, but rather an independent trustee that is accountable to the Regulator and there to protect the members interests throughout.
The Master Trustee will appoint and oversee the administrator of the scheme whilst working with their appointed Investment Advisor to ensure that the investment options available to scheme members are performing appropriately and that the necessary information is provided to the Regulator and key stakeholders in accordance with the regulations and plan documentation in place.
Zurich Workplace Solutions has been selected as the Administrator for the scheme. Zurich is a leading multi-line insurer serving customers in globally in over 120 markets. Zurich Group currently administers over 750 workplace savings plans with USD 5 billion in funds under administration for more than 90,000 plan members.
Zurich has a long-standing presence in the region for over 30 years and robust expertise in workplace savings. Zurich Workplace Solutions is licenced by the DFSA and operate within the DIFC.
Zurich, as Administrator, will facilitate the day-to-day management of the DEWS plan. We will be responsible for
- Employer and employee enrolment,
- contribution collection,
- allocation to member accounts and execution of investment instructions,
- maintainance of member records and
- management of withdrawals.
In addition, we will administer new joiners to the scheme, leavers and changes to contribution rates as notified by employers. We will also provide support to the Master Trustee, assist in their governance role and the requirement to provide regular reports to the DIFC Supervisory Board.
Zurich will provide full support to employers and employees through an online portal, a DIFC based contact centre and a specialist team of relationship managers.
There are several levels of oversight and governance for the DEWS plan. All parties to the DEWS scheme (Trustee, Administrator and Financial Advisor) will be regulated by the Dubai Financial Services Authority. In addition
- A Supervisory Body will be stabilished to oversee and review the governance and non-regulated duties of Equiom, the trustee.
- The trustee (Equiom), will oversee the Scheme and ensure that it is operating in accordance with the Scheme documentation (Trust Deed and Scheme Rules). Equiom is a dual-regulated entity and will also be regulated by the Isle of Man Financial Services Authority.
The DIFC Supervisory Board will be a statutory corporation established by the President of the DIFC. It will oversee the establishment of the DEWS Master Trust, the scheme rules and the appointment of its trustee and administration service provider.
The DIFC Supervisory Board will provide oversight of the scheme’s governance and commercial aspects that are not subject to regulatory supervision. It will be comprised of DIFC Authority representatives, employer and employee representatives as well as independent chairman.
With the changes to the DIFC Employment Law coming into effect, all DIFC employers have to enrol into a defined contribution plan, and also enrol all eligible employees into it. This is a mandatory requirement. Employers or Employees do not have the option to opt out.
DIFC is putting the DEWS plan in place, and employers have the choice of joining the plan or a Qualifying Alternative Scheme.
Once enrolled, employers would need to make mandatory contributions into the plan and employees can make voluntary contributions.
DEWS is a plan that will allow employees to save and grow their investments in a far more cost effective and flexible way than most other forms of saving. It offers the ability for employees to make contributions through salary deduction and provides a choice of funds that have been chosen by a professional and experienced investment advisor. Through this plan, employees can benefit from making regular and one-off savings and have it invested in a fund that suits their investment profile.
The DEWS plan offered at an extremely competitive rate when compared to similar solutions in the market and therefore is an idea plan to build long term savings.
The DEWS Plan will launch on 1st February, 2020 and all DIFC based employers have to enrol into DEWS (or a Qualifying Alternative Scheme) by 30th April, 2020.
When an employee is enrolled into DEWS, he/she will receive their access information and secure credentials to the online portal. They can login and view all their DEWS information and fund performance on the portal. They can also switch funds, update personal details and nominate beneficiaries. The DEWS portal will be available to employees via an App shortly after launch.
Employers would need to complete the online enrolment process, and a designated authorised signatory from the employer's organisation would need to electronically sign the Deed of Participation.
We do not anticipate that employers will be required to implement any new technology. Employers and Employees can access the DEWS online platform via the web browser.
However, employers will need to make necessary changes to systems in order to -
More information will be available shortly, please keep visiting this page regularly for updates.
As the DEWS scheme progresses, Zurich may be able to offer insight into benefit trends by business sector. If produced, this information would be generally available to all DEWS employer participants.
The survey returned an overwhelmingly positive result; with over 85% of respondents in favour of a transition to a Defined Contribution scheme from the existing Defined Benefit End-of-Service Gratuity scheme.
The details of the survey results are not made public as the survey included many confidential information related to internal policy consideration only.
The new administration system will be compliant with the relevant Data Protection regulations. The system will be hosted by Amazon Web Services in Dublin and all the employee data will be stored there.
Yes, and this can be done via the DEWS online portal.
There will not be a facility for banks to take a lien against end of service benefits accrued under DEWS. The DEWS benefit will be paid directly to the employee upon leaving the DIFC employment.
The employer can choose to transfer the accumulated benefit without employee consent. This will be held in the plan, as a pooled fund, under the employer’s name and they can decide how the amount is to be invested. The employer will still be liable for settling each employees accrued EOSB entitlement when they leave service and they can take withdrawals from the fund to achieve this.
You have to nominate the authorised signatory on the DIFC Portal. Please login to the portal and navigate to Company Services. Then click on “Designate an Authorized Signatory to sign the DEWS Deed of Participation” service request. Should you require further assistance, please contact DIFC on 04-362 2222 or email email@example.com.
The DIFC Employment Law, Law 4 of 2005, currently requires employers to provide an end-of-service benefit for expatriate workers based on years of service and final basic salary – This is know as a defined benefit (DB) entitlement.
However, over the last 20 years, globally, corporates have adopted the defined contribution plans (DC) to avoid the risks associated with open-ended defined benefit plans.
The DIFC Authority has recognised the need to reform its Employment Law, to reduce such risks on employers and to ensure that members have access to a level of leaving service benefits.
This shift will help DIFC offer benefits that meet international standards. This will also become a key factor for retaining and attracting talent.
DEWS is a workplace savings plan for expatriate employees working in the DIFC. It will replace the current end-of-service benefit entitlement from 1st February 2020. The scheme will not include the UAE nationals or GCC nationals who are accruing a social security benefit. However, they could choose to enrol and make voluntary contributions.
Employers with seconded employees from other regions do not have to enrol them into DEWS, but could opt-in if required.
Employers with employees seconded to regions outside DIFC (but remain on a DIFC Visa) will need to be enrolled, if they are still in receipt of a basic salary paid in the UAE. It is this basic salary on which the minimum contribution will be paid.
Considering the different situation of each secondee, DIFC has decided to treat each case individually to decide how the employee will be handled.
Where you are uncertain, please seek advice through your normal legal channels.
Partners, who are not in receipt of a basic salary, do not have to be enrolled into DEWS. However, if their remuneration structure includes basic salary, then they will need to be enrolled and the minimum contribution will be based on this basic salary.
As a new company, you need to enrol into DEWS as soon as you have eligible employees.
Employers can choose to leave DEWS if they are participating in a Qualifying Alternative which has been issued a Certificate of Compliance by the DIFC Authority.
There is no mandatory requirement for employers to transfer their accrued end of service benefits to DEWS or a Third Party.
It is mandatory for all employers with eligible employees in DIFC to enrol into DEWS or a Qualifying Alternative Scheme. There is no option to opt-out. To know more about specific individual circumstances, please approach the DIFC through the normal channels.
At the changeover date, employers have the following choices with regard to their accrued EoSG:
1) You can continue to manage it as you have done in the past. In this case, at service termination the employer will be liable to pay the employee the accrued EoSG in line with the service period as at the changeover date and last drawn salary.
2) Employer can transfer the accrued EoSG with employee consent into DEWS: The employer can get written consent from the employee and transfer an agreed amount, that is no less than the entitlement calculated by reference to a termination payment under DIFC Employment Law, into the DEWS Plan. In doing so, the employer are no longer liable for the payment of the accrued EOSB to the employee when employment is terminated, irrespective of any future salary increases and/or length of service. In addition, the employee accepts the ongoing investment risk.
3) Employer can transfer the accrued EoSG without employee consent: The employer can also choose to transfer the accumulated benefit without employee consent. This will be held in the plan, as a pooled fund, under the employer’s name and they can decide how the amount is to be invested. The employer will still be liable for settling each employees accrued EOSB entitlement when they leave service and they can take withdrawals from the fund to achieve this.
The two-times annual basic salary maximum applies to benefits accrued to the 31st January 2020.
Benefits accrued under DEWS will not be subject to this maximum.
It is mandatory for all employers with eligible employees in DIFC to enrol into DEWS or a Qualifying Alternative Scheme. There is no option to opt-out. To know more about specific individual circumstances, please approach the DIFC through the normal channels.
Correct. Once an employee leaves an organization, the employer will not have any further responsibility to pay the contributions under the DEWS plan.
Employees will not have to sign or declare that they accept the risk by moving into DEWS.
Employers will need to check their existing Employment contracts and review if any changes need to be made in order to reflect the changes under the new employment laws.
Each legal entity has to be enrolled separately and will be treated independently.
If you do not have any employees that you are adding into the DEWS plan, then you do not have to enrol your company.
Exempted employees include:
(i) GPSSA citizens
(ii) Art 4(2) Employees (Secondment, Govt employees, Presidential exemption)
(iii) under notice on 01/02/20 or under a fixed contract that ends within 3 months
(iv) Equity Partners.
Those who are not in receipt of a basic salary do not have to enrol into DEWS, but can opt in. It also means those on unpaid leave, sabbatical etc. are not entitled to mandatory contributions.
If he leaves employment before completion of one year, he would not be eligible for End of Service Gratuity under the old regime but would receive the payment that has been made into DEWS from 1st February.
If he leaves employment after completion of one year, he would be eligible for End of Service Gratuity under the old regime and should be paid that amount for the period of service prior to 1st February but calculated on the last drawn salary. He would additionally be paid the amount accumulated under DEWS.
Under the new employment law, the one year wait period for End of Service Gratuity eligibility has been removed. Therefore, the employer should start contributions to DEWS for any employee joining the company after 1st February 2020. So, in the above example, the first contribution for this employee starts from May 2020.
The only exception to this rule would be employees in probation periods. If the employee is in probation, the employer can choose not to make the payment until probation is completed. If probation is successfully completed, the employer has to make the back payment from the start date. If the probation is not successful, then no payment is due. If the employer made a payment during probation and the probation is not successful, the employee will still receive that payment from DEWS.
a) Employee starts probation on 1st June for 3 months. Employer makes no contribution. Employee is confirmed on 1st September. Employer should make contribution for June, July and August in Sept.
b) Employee starts probation on 1st June for 3 months. Employer makes no contribution. Employee is not confirmed after probation. Employer need not make any payment to the employee.
c) Employee starts probation on 1st June for 3 months. Employer makes monthly contributions to DEWS. Employee is not confirmed on 1st September and employment is terminated. DEWS will pay the accumulated contribution to employee.
No, the Gratuity Payment due at an employee’s Termination Date is linked to their final salary. Consequently, the Law does not allow for the amount to be fixed at 31 January 2020.
Employers need to make a mandatory contribution into the plan and the minimum contribution amounts will depend on the length of service. The minimum contribution rates as a percentage of basic salary are:
- for members with less than 5 years service - 5.83%
- for members with 5 years service or more - 8.33%
Each member's tenure is calculated from the day they start employment.
For the purpose of simplicity and cost neutrality, the minimum employer contribution rates under DEWS have been designed to broadly match minimum accrual rates under the existing end-of-service benefit system.
Yes, employees can choose to pay a regular amount or percentage, as well as a lump sum or one-off payment, as voluntary contributions into the DEWS plan. They can do this through salary deduction and this process will be facilitated by employers. There is no minimum contribution amount and the maximum is 100% of total salary in that payroll period.
Voluntary contributions will be automatically invested in the DEWS Default Low/Moderate Fund unless employees have made an active investment choice prior to investment of contributions.
Employers will need to upload a file (Contribution file) in a standard template onto the DEWS portal on a regular basis. This file will contain information of all the employees that they are enrolling into the DEWS plan, along with details of their contributions - mandatory and voluntary.
This same file will be used to upload information on new joiners and leavers.
Yes. As a part of the enrolment and ongoing management of employee accounts, employers would need to provide information to the Administrator and Trustee. This will be provided via the Contribution file.
The data will be managed under the DIFC, UAE and IOM Data Protection regulations and will be subject to the relevant regulatory oversight.
Yes, employers and employees will be able to access the DEWS information via the online portal. Apart from the website, employees will also be able to access their DEWS data through an app.
Employers will need to make necessary changes to systems in order to
(a) make the mandatory contributions for eligible employees
(b) deduct the amounts relating to employee voluntary contribution from employee payroll
(c) upload the monthly contribution files
(d) transfer the relevant amount to the bank account of the DEWS master trustee for investment
Employers and Employees will be able to log into the DEWS system to track contributions, investments, portfolio valuations and place instructions for withdrawals.
The payroll date will not be standardised and employers will be able to continue following their established process. The contributions towards DEWS for a month is due the following month, by the 21st. So for example, for June salaries the DEWS contribution should be made by 21st of July.
Do note that the cutoff applies for the payment to be credited into the trustee bank account and fully reconciled. It is therefore advisable that the payment be made with sufficient time to make any corrections, if needed.
Yes. The payroll provider can be delegated access to the Employer's DEWS portal and can upload contribution files on their behalf.
Yes. Detailed information on the enrolment and contribution process will be made available shortly.
Companies that have multiple entities in the DIFC will have separate accounts for each entity. Each entity would need to be enrolled separately into the plan.
The contribution file will be in a CSV format and the template for that will be published shortly. A CSV file can be created from an excel payroll file.
The currency for DEWS is US Dollars and contributions can be made in USD or AED. If you transfer the contribution amount in AED, a standard exchange rate of USD1: AED3.6735 will apply.
The funds that are available in the DEWS platform are all denominated in USD.
The DEWS contribution will be made to the account of the Master Trustee, Equiom. This account will be in USD and is with Standard Chartered Bank UAE. Each employer will be provided with the information of the bank account along with a dedicated Virtual Bank Account Number (VBAN) when they enrol into DEWS.
For incoming contributions, the bank charges will need to be paid by the Employer making the transfer.
For payments made out of the plan to members or beneficiaries, the charges will be borne by the receiver.
Whenever a contribution is made into the DEWS Plan by an employer, it will be reconciled against the total amount in the DEWS Contribution file that has been uploaded by that employer.
The amount paid into the bank account must always exactly match the total amount due per the contribution file. If there is an error with the contribution file you will have the opportunity to delete, amend and re-upload this. If there is an error with the payment amount the funds will be returned within 5 working days and the right amount has to be transferred in. We will be unable to accept any partial/shortfall payments or refund only excesses.
Payroll providers, if they are a DIFC employer, will need to follow the same process as a normal employer to enrol into DEWS and to enrol their eligible employees.
Employees may agree for their employer to transfer their accrued End of Service benefit to the DEWS plan for several reasons. This could include
1) The option to exercise more control over how their money is invested be able to benefit from investment gains
2) The benefit of having their money held in and managed by an independent trust working in their best interest
3) To mitigate any risk of the employer being unable to make the payment on a future date.
4) To take advantage of any offer by the employer to provide an additional amount over and above the accrued gratuity in order to encourage the transfer (Note: This may be offered by some employers at their discretion.)
Employers can choose to make payments into the DEWS plan above and beyond the minimum mandatory contribution. This is entirely within the remit of the employer.
You can do this by updating your company information with the DIFC Registrar of Companies. Please make sure you have identified the individual who will be authorised to sign the DEWS Deed of Participation and have also provided the individuals contact information including email and phone numbers.
Employees will not have to provide any information when they are enrolled, but as soon as they get their user ID and password to the portal, they will need to login and
1) Check their details and ensure they are correct
2) Provide the relevant Tax information in order to facilitate reporting under FATCA and CRS
3) Nominate a beneficiary
An employer can upload multiple contribution files in a month. However, a new file can only be uploaded once the previous one has been processed.
If the employee is in probation, the employer can choose not make the payment until probation is completed. If probation is successfully completed, the employer has to make the back payment from the start date. If the probation is not successful, then no payment is due. If the employer made a payment during probation and the probation is not successful, the employee will still receive that payment from DEWS.
a) Employee starts probation on 1st June for 3 months. Employer makes no contribution. Employee is confirmed on 1st September. Employer should make contribution for June, July and August in September.
b) Employee starts probation on 1st June for 3 months. Employer makes no contribution. Employee is not confirmed after probation. Employer need not make any payment.
c) Employee starts probation on 1st June for 3 months. Employer makes monthly contributions. Employee is not confirmed on 1st September and employment is terminated. DEWS will pay the accumulated contribution to employee.
The mandatory contributions should be made by the employer. This amount should not be deducted from the employee’s salary.
If an employee request for a voluntary contributions, the contribution amount should be deducted by the employer from the employee’s salary and transferred into DEWS on the employee’s behalf.
There are no fees charges to the employers for DEWS.
All fees are payable by the members and will be built into the unit price of the funds into which the contributions are invested.
DEWS will not charge a per-member fee, as we believe that a fee structure which has a per member fee is detrimental to the interests of employees, especially those under a lower pay scale. The DEWS charging model is designed to be fair and equitable to all members.
There is no provision within the plan to provide individual financial advice.
Mercer will provide financial advice to Equiom, the Master Trustee and this will relate to the range of investment options that will be made available through the DEWS plan and the fund into which all contributions will be invested, by default.
Individual employees will have access to information relating to the funds and tool sand calculators on the Zurich website. However, if they require individual financial advice they would need to seek that independantly.
No, all contributions to DEWS will be invested in the 'Default Fund' at outset. This default plan will be selected by the Master Trustee based on the advice provided by the Financial Advisor.
Once they become members of the scheme, employees will be able to make their own investment selection. They will be able to switch between different funds if they want to or simply remain in the Default Fund. The Default Fund will be a low risk fund that offers potential for long-term growth.
Yes. Employees will have full control over their DEWS savings. They can switch from their default fund and choose to invest in other funds that are more suited to their risk profiles. They can do this via the DEWS portal.
At the start, DEWS will offer 5 blended funds on the platform along with Sharia options. Initial contributions will be automatically invested in a Default Fund which will be selected by the Master Trustee, based on the advice of the Financial Advisor.
This default will be a balanced fund that is targeting returns that match average salary increases.
Amongst the remaining 4 funds, there will be a Cash option which is a safe, diversified option for those with a low risk appetite, and there will be 3 growth options targeting higher returns.
Across all funds, the gross target returns will range between 2.8% to 6.8% per annum.
Mercer, the Financial Advisor will oversee the performance of these funds and will dynamically manage the asset allocation in order to maximise performance while remaining within the risk parameters.
There are five risk-profiled funds:
Low, Low-moderate, Moderate, Moderate-high and High risk. The default fund is the Low-moderate fund.
The median expected target return (absolute) p.a. for the dafault fund is 5.5% gross and this is subject to market risks.
More detailed fund information including fund objectives and target returns will be available in the investment guide.
The DEWS online portal will offer the facility for employees to switch funds.
Yes. Employers can send their queries to firstname.lastname@example.org.
In Feb 2020, the DEWS Support contact centre will be launched and employers can call 800 DEWS for support.
You can find all relevant informtaion about the DEWS scheme and other infomation here on ZWS FAQ page. Please keep checking this page for latest updates on the DEWS scheme.
Zurich will also provide employers and employees with digital brochures, video, FAQs and other informative materials.
In addition, a 360 degree onboarding program will be set up with Townhalls, workshops, webinars, booth to cater to questions and hands-on guidance.
Zurich account manager and support team will also be there to guide employers through any queries.
No. On leaving service employees will be entitled to 100% of the invested benefit.
Employees will be able to withdraw their accumulated balance when they leave the service of their DIFC Employer. Currently the scheme rules and the DFSA regulations do not provide for the withdrawal of voluntary contributions whilst the employee remains in service. This is under consideration for the plan, and we will keep you updated should this position change in the future.
Yes. Employees who leave their DIFC employers and move to another country or Federal UAE will still be able to access their DEWS account. It is important that they provide their updated contact information via the online portal so that they can remain in touch and manage their contributions.
Benefits from DEWS will be paid to the employee when the leave their DIFC employer.
The payment will be made directly to the employee's nominated bank account. Alternatively, the employee can defer taking the benefit and remain invested in the scheme until a later encashment date.
Employees may also be entitled to a separate payment from their employer in respect of end-of-service benefit entitlement built up in relation to service prior to the introduction of DEWS on 1st February 2020.
When we make payments to your employees, we will do it in USD by default and the payment can be made to any bank account of any currency. When the payment is credited, the receiving bank will convert it into the account currency.
If the employee wishes, they can request a payment in AED, in which case we will apply an exchange rate of USD 1 = AED 3.6725 for the conversion and transfer the AED equivalent.
The tax implication will vary for the individuals, and therefore we strongly recommend that employees consider their individual circumstances and take the necessary tax advice with regard to the payments they will receive from DEWS.
No. The DEWS benefits will be directly paid to the employee when he/she leaves the organization.
Yes. The employee can choose to keep the benefit invested in DEWS even after leaving DIFC employment.
If an employee leaves a DIFC employer to join another DIFC employer, they will initially have two separate accounts to enable them to access their DEWS account with the past employer. The employee will have the option to keep the money invested in this account, cash it out or transfer it to their new employer DEWS account.
Currently the scheme rules and the DFSA regulations do not provide for the withdrawal of voluntary contributions whilst the employee remains in service. This is under consideration for the plan, and we will keep you updated should this position change in the future. The core benefit relating to end of service benefits (statutory minimum and accrued EOSB transfers with consent) paid into DEWS by employers will only be accessible upon termination.
When an employee is leaving, the employer can update the Exit date in the DEWS Contribution file, and when this file is uploaded it will automatically trigger the leaver process.
No, unfortunately we are unable to accept contribution payments from payroll providers who are not registered in the DIFC and enrolled in DEWS.
Yes, however they will be required to complete our ‘Third Party Payment Application Form’ which is available in the ‘Documents’ section of our website zws.zurich.ae, as well as providing all the necessary supporting documentation outlined within the form, which will require your input.
Once we have received the required documentation, you should then update the bank account details in the DEWS online portal to reflect the bank details of your payroll provider.
We are able to accept payments from another group entity upon receipt of proof of the relationship between the two entities, e.g. through a company or organisational structure chart. The company structure chart must be signed by the DEWS nominated authorised signatory and sent to DEWS.Support@zurich.com.
Automatic Exchange of Information (AEI) is a global tax standard that governs how tax authorities of participating countries freely and automatically exchange information with one another. The information shared under AEI relates to taxpayers' financial accounts held in jurisdictions other than the individual’s country of tax residence. AEI exists to enforce transparency and to reduce global tax evasion.
The regulatory framework of the DEWS Plan is governed by two regulators; the Dubai Financial Services Authority and the Isle of Man Financial Services Authority. AEI is a global reporting standard and in order to ensure the DEWS Plan is compliant and meeting all regulatory obligations, we have a legal responsibility to identify the tax status of each individual account holder. This must be a self-certification completed by the individual.
No, Zurich and Equiom require this information at the point of which you join the plan. Once your employer has registered you into the plan, you will receive an email with your credentials to our online portal. Once you have logged in you will then be asked to answer up to five questions regarding your current tax obligations.
We are aware that not all countries issue a personal tax reference number. However if you are tax resident in one of these countries, you will still be required to complete the form. In these instances when you select the relevant country please populate the field Tax Reference type and Tax Reference Number ‘No TIN issued’.
A Tax Identification Number (TIN) is an identifying number used for tax purposes. Most countries/jurisdictions issue these to identify their taxpayers and facilitate the administration of their national tax affairs. Each country/ jurisdiction will have its own structure (combinations of letters/numbers/symbols and digit length) and refer to it by its own terminology such as National Insurance Number, Social Security Number, Employer Identification Number or Personal Identification Number. TINs are different in every country. For example, in the UK, individuals have a National Insurance (NI) number, and companies have a Corporation Tax number. The below link may be useful in helping you identify yours: https://www.oecd.org/tax/automatic-exchange/crs-implementation-and-assistance/tax-identification-numbers/
Individuals in the UAE aren't taxed on their personal income. That means that if you’re soley tax resident in the UAE you won't have to pay tax to the UAE authorities on your earnings from work, or other income streams. In this scenario you would answer the question “Are you tax resident in any other country other than the UAE?” As No.
An existing administrator or authorised signatory within your company will be able to do this via their DEWS account. They should visit Menu > Company Details > Users > Actions > New Admin
You should see the State ‘Success’ alongside your upload file entry. Alternatively, you can find a list of employees and the opportunity to extract this to XLS or CSV by visiting Menu > Scheme Setup > Employees
You should see the State ‘Success’ alongside your upload file entry. Alternatively, you can find a list of contributions and the opportunity to extract this to XLS or CSV by visiting Menu > Contribution and Payroll > Contributions
You can find exports by visiting Menu > Contribution and Payroll > Exports. We would encourage you to check your browser settings and pop-up blockers to ensure that your browser allows downloads.
There is a document dedicated to explaining error messages embedded within our contribution guidance notes. You can find this in the ‘Documents’ section of our website.
|Employer ID||Can never change|
|MemberType||Upload a corrected file|
|Starts On||Delete the record on Contributions page and reupload a corrected file|
|Ends On||Delete the record on Contributions page and reupload a corrected file|
|Period Type||Delete the record on Contributions page and reupload a corrected file|
|Contribution Due Date||Delete the record on Contributions page and reupload a corrected file|
|Title||Upload a corrected file|
|First Name||Upload a corrected file|
|Middle Name||Upload a corrected file|
|Surname||Cannot be corrected by file, contact ZWS|
|Employee ID||Cannot be corrected by file, contact ZWS|
|Birth Date||Upload a corrected file|
|Gender||Upload a corrected file|
|National ID Number1||Upload a corrected file|
|National ID Number2||Upload a corrected file|
|Address 1||Upload a corrected file|
|Address 2||Upload a corrected file|
|Address 3||Upload a corrected file|
|Address 4||Upload a corrected file|
|Country Of Residence||Upload a corrected file|
|Nationality||Upload a corrected file|
|Email Address||Upload a corrected file|
|Secondary Email Address||Upload a corrected file|
|Phone Number||Upload a corrected file|
|Visa Number||Upload a corrected file|
|Employment Start Date||Upload a corrected file|
|Exit Date||Cannot be corrected by file, contact ZWS|
|Earnings1||Delete the record on Contributions page and reupload a corrected file|
|Employer Contribution Amount||Delete the record on Contributions page and reupload a corrected file|
|Employee Contribution Amount||Delete the record on Contributions page and reupload a corrected file|
|Previous Accrued||Delete the record on Contributions page and reupload a corrected file|
|Employer Contribution Percent||Delete the record on Contributions page and reupload a corrected file|
|Employee Contribution Percent||Delete the record on Contributions page and reupload a corrected file|
Firstly, speak to your employer and ensure that they have arranged your enrolment and that they have provided us with your correct email address. If so, ask them for your ‘Account Name’ which is specific to your company. Use this to follow the ‘Forgot your password’ process on our employee login page here: https://id.workplacesolutions.ae/employee/sign-in
Please firstly check your spam/junk folders. Then ensure that email@example.com is added to your safe senders list and try again. If the issue persists please contact us.
Log into your online DEWS account and visit Account > Expression of wish
Log into your online DEWS account and visit Funds > Manage your investments
Any personal detail updates must be completed by your employer as part of their upload file. Please speak to your HR department as you are not able to complete this through the DEWS online portal.
Log into your online DEWS account and visit Account > Security Options