What “tax-free” really means (and what it doesn’t)
Dubai salaries are typically tax-free in the UAE, but you may still have home-country obligations (e.g., filings or worldwide taxation rules). For decision-making, compare net take-home + benefits against a realistic monthly budget, not just the headline basic.
Salary structure: the three numbers that matter
Basic salary (monthly) — foundation for calculating overtime/on-call and some allowances.
Allowances — housing, transport; sometimes “nature of work” or shift differentials.
Variable pay — overtime, on-call, occasional bonuses (clarify formula and caps).
Rule: Ask if overtime/on-call is calculated on basic only (common) or on total package.
Typical benefits (confirm in writing)
Health insurance (tier, network, dependants included?)
Malpractice insurance (who pays, coverage limits)
Annual flights (self ± dependants; class; proration in year one)
Accommodation (cash allowance vs provided housing)
Relocation (tickets, temporary housing, shipment)
Leave (annual, sick, CME/CPD days; paid/unpaid rules)
Hidden costs most candidates underestimate
Housing gap beyond allowance (popular areas near hospitals are pricier).
Transport (fuel/tolls/parking or ride-hailing at shift change).
Licensing & paperwork not covered (translations, apostille, police checks).
Schooling (if applicable) and healthcare copays outside your insurer’s network.
Shift meals & small daily costs that compound over a month.
Budget signals (illustrative, to stress-test an offer)
Nurse (single): studio/1-bed near clinic, utilities, transport/parking, mobile, groceries, incidentals. Check if housing allowance covers ≥70–80% of actual rent in target area.
Physiotherapist (couple): 1–2 bed; add partner insurance; higher transport.
- Doctor (family): 2–3 bed, schooling line item, larger annual flights, higher utilities.Outcome to seek: after housing and transport, 10–20% buffer for savings/unforeseen costs.
Overtime & on-call: get the math before you sign
Basis: usually basic salary ÷ standard hours → hourly rate.
Multipliers: weekday vs weekend vs public holiday.
Eligibility & caps: grade-based eligibility, monthly caps, pre-approval rules.
Documentation: how hours are logged/approved and when they are paid.
Standby vs call-back: paid differently—clarify both.
Housing decisions: cash vs provided
Cash allowance = flexibility, but market risk (rent inflation, deposits, agency fees).
- Provided housing = stability and no deposits, but less choice/commute control.If cash: confirm payment timing (monthly in salary vs quarterly in arrears).
Evaluating total value (simple worksheet to copy/paste)
Calm negotiation points (professional, realistic)
Add a cap + amortisation to any cost-recovery clause.
Swap low-value perks for protected CPD time or near-unit parking.
Align contract title ↔ regulator category ↔ privileging to avoid re-grading later.
If housing allowance < area median, request a modest uplift or temporary hotel until you secure a tenancy.
Common pitfalls—and quick fixes
Chasing headline salary, ignoring housing gap → price specific neighbourhoods first.
Unclear on-call rules → request the formula and examples in writing.
Benefits “after probation” with no date → add a start date clause.
Title mismatch that blocks privileges → fix alignment at offer stage.
No flight for year one when you must travel for licensing/admin → clarify or budget.