Arcapita expands US private equity portfolio with the acquisition of Trustpoint
Arcapita Group Holdings Limited (Arcapita), the global alternative investment firm, has announced that it has successfully completed the acquisition of a majority stake in Trustpoint.One (Trustpointor the Company), a leading provider of tech-enabledlegal services to law firms and corporate clients in the United States, headquartered in Atlanta, Georgia.
Valued at over $400 billion, the US legal services market is highly fragmented and experiencing growing demand for alternative legal service providers (ALSPs) due to rising litigation volumes and the need for technology-driven solutions. Historically, litigation has not been linked to GDP growth and is generally insulated from macroeconomic trends. ALSPs are an integral part of the modern litigation landscape due to their ability to generate meaningful cost and time savings, and allow law firms to focus on higher value-add activities such as building case strategy. The market is projected to growat a stable rate, driven byincreasing regulatory complexityand data volumes.
Trustpoint offers a comprehensive suite of legal services, including eDiscovery, managed review, legal staffing, and cyber security solutions. The Company servesa diverse set ofclients, including top 100 law firms and a variety of Fortune 500 companies. Trustpoint benefits from a scalable business model, robust technology platform, and high client retention, positioning it for continued growth in a rapidly evolving legal services market.
Hisham A Al Raee, CEO of Arcapita, said: 'This acquisition underscores Arcapita's commitment to investing in recession-resilient sectors with strong fundamentals. The investment in Trustpoint is part of our broader global essential business services strategy and builds on Arcapita'sstrong track record.'
Neil Carter, Managing Director of US Private Equity at Arcapita, added: 'Trustpoint's position as a leading alternative legal services provider, combined with its strong client relationships and scalable platform, aligns well with our investment philosophy. The legal services industry is rapidlytransforming, and Trustpoint is at the forefront of this shift with its technology-driven solutions. We are excited to support the Company as it expands its market presence and continues to deliver best-in-class services to its clients. We look forward to working alongside Trustpoint's leadership team to drive the Company's next phase of growth.'
Mark Hawn, Founder andChairman of Trustpoint, said:'This partnership with Arcapita marks a significant milestone in Trustpoint's journey. Over the years, we have built a leading platform that delivers critical legal services through innovation and expertise. With Arcapita's global network and strategic insights, we are well-positioned to accelerate our growth, invest in cutting-edge technologies, and expand our service offerings to meet the evolving needs of our clients. We look forward to the opportunities this collaboration will unlock as we continue to lead the transformation of the legal services industry.'
Chris Gallagher, CEO of Trustpoint, added: 'We are thrilled to partner with Arcapita as we embark on this next chapter of growth. Arcapita's deep expertise in scaling business services companies and its commitment to value creation make it the ideal partner for Trustpoint and our seasoned leadership team. With their support, we will continue to enhance our service offerings, invest in technology and employees, and expand our footprint across the legal services market.'
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Hi Dubai
3 minutes ago
- Hi Dubai
Emirates Partners with Bahamasair to Expand Caribbean Access for UAE Travellers
Emirates has signed a strategic interline agreement with Bahamasair, opening new travel options for passengers flying from the UAE to The Bahamas via the United States. The partnership allows Emirates customers to seamlessly connect from Miami or Orlando to three destinations in The Bahamas—Nassau, Freeport, and San Salvador—through Bahamasair, the country's national carrier. Travellers can now book their entire journey, including flights on both airlines, using a single ticket, while enjoying generous baggage allowances. The move strengthens Emirates' footprint in the Caribbean and aligns with its broader strategy of offering more global connectivity to passengers from the UAE and beyond. The agreement follows a Memorandum of Understanding signed at the Arabian Travel Market between Emirates and The Bahamas' Ministry of Foreign Affairs to jointly promote tourism to the island nation. Adnan Kazim, Emirates' Deputy President and Chief Commercial Officer, said the deal enhances travel convenience and expands the airline's network to new leisure destinations. 'This partnership offers customers competitive fares, simple booking, and better connectivity to The Bahamas,' he said. Bahamasair's Managing Director, Tracy Cooper, welcomed the collaboration, highlighting the access to new markets and international expertise it brings. 'This significantly elevates Bahamasair's global profile and strengthens our growth potential,' she noted. Emirates currently serves Miami with daily flights and Orlando with five-weekly services, connecting passengers from the UAE to over 140 destinations worldwide. The agreement also paves the way for future cooperation in cargo services and frequent flyer programmes. The deal is expected to boost tourism and trade between the UAE and the Caribbean, offering a convenient new route for Emirati travellers seeking tropical escapes. News Source: Emirates News Agency
Hi Dubai
3 minutes ago
- Hi Dubai
Hiring in Dubai: Labour Laws and Best Practices in 2025
Dubai's skyline sparkles with ambition, and its workforce mirrors that energy. As a global hub for business, innovation and talent, the city attracts companies and professionals from every corner of the world. In 2025, hiring in Dubai is about navigating a dynamic legal landscape, embracing cultural diversity and aligning with the UAE's vision for a sustainable, inclusive economy. For business owners, HR managers and startups, understanding the updated UAE Labour Law and adopting smart HR practices is critical to thriving in this competitive market. The stakes are high: compliance ensures smooth operations, while strategic hiring builds teams that drive growth. Recent reforms, particularly Federal Decree Law No. 33 of 2021 and its 2024 amendments, have reshaped the employment scene. From mandatory fixed-term contracts to stricter Emiratisation quotas, the rules are evolving fast. Add to that Dubai's unique position as a magnet for expatriates (who make up over 88% of the population) and its push for local talent through programs like Nafis, and you've got a hiring environment that demands both precision and creativity. Dive into the essentials of hiring in Dubai in 2025, offering clear guidance for businesses and residents alike. Whether you're a startup in a free zone or an established firm on the mainland, here's how to hire smart, stay compliant and build a team that reflects Dubai's global spirit. Key UAE Labour Laws to Know The UAE Labour Law, anchored by Federal Decree Law No. 33 of 2021 and amended by Federal Decree Law No. 9 of 2024, governs private-sector employment across the UAE, including Dubai. These laws apply to both UAE nationals and expatriates, with exceptions for federal employees, armed forces and domestic workers. Staying compliant is non-negotiable, as violations can lead to fines ranging from AED 50,000 to AED 200,000. Here's what businesses need to know. Recent Updates The 2024 amendments, effective from August 31, 2024, refine the 2021 law to align with international standards. Key changes include stricter anti-discrimination measures, enhanced maternity leave (60 days paid, plus 45 days unpaid for pregnancy-related illness), and mandatory enrollment in government-approved savings plans like the DEWS scheme, replacing traditional end-of-service gratuity for some employees. The law also caps working hours at 48 per week (40 in Dubai's private sector) and mandates overtime pay at 1.25 times the regular rate. Employment Contract Rules Unlimited contracts are history. All employment contracts must now be fixed-term, typically lasting two to three years and renewable. Probation periods are capped at six months, with a 14-day notice required for termination during this period. Notice periods post-probation range from 30 to 90 days, depending on the contract. All contracts must use Ministry of Human Resources and Emiratisation (MoHRE) templates, available in Arabic and English, and be registered digitally by Q3 2025. Work Models The law now supports diverse work arrangements: full-time, part-time, freelance, temporary and flexible. Part-time and flexible models are gaining traction, especially for remote work, but employers must clearly define terms in contracts to avoid misclassification. Freelance permits allow self-sponsored foreigners to work without a traditional employment contract, ideal for project-based roles. Emiratisation Quotas The UAE's Emiratisation push requires private-sector companies with 50 or more employees to achieve a 2% annual increase in UAE national hires, reaching 10% by 2026. Smaller firms (20-49 employees) in sectors like IT and real estate must hire at least two Emiratis by 2025. Non-compliance triggers monthly fines of AED 6,000 per unfilled position. Compliance Issues Common pitfalls include failing to register employees with MoHRE, neglecting the Wages Protection System (WPS) for timely salary payments and ignoring health and safety standards. Employers must also avoid fictitious Emiratisation practices, such as falsifying data to meet quotas, which can lead to fines and repayment of government incentives. Hiring Emiratis: What Businesses Need to Do Emiratisation is a cornerstone of the UAE's Vision 2021 and 2030, aiming to integrate 75,000 UAE nationals into the private sector by 2026. For Dubai businesses, this is an opportunity to tap into local talent and align with national goals. Companies with 50 or more employees must hire one Emirati for every 50 skilled workers, increasing annually. By 2025, firms with 20-49 employees in 14 key sectors must employ two Emiratis. MoHRE's Tawteen Gate system reserves 160 senior job titles for UAE nationals, blocking new expatriate permits for these roles. Free zones like DIFC are exempt, but mainland businesses face strict oversight. The Nafis programme, launched in 2021, supports Emiratisation through training, job placement and financial incentives. Employers who meet quotas gain priority in government tenders, while non-compliant firms face penalties. Nafis also offers a recruitment portal to connect businesses with Emirati job seekers, though its use is voluntary. To integrate Emiratis effectively, offer competitive salaries (matching expatriate counterparts), provide mentorship and invest in training aligned with Nafis initiatives. Highlight career growth opportunities to attract young Emiratis, as 70% of UAE employers now prioritize local talent. Regular diversity training ensures Emiratis feel valued in multicultural teams. With expats comprising 88% of Dubai's workforce, hiring international talent is a core business strategy. However, the process involves navigating visas, permits and mandatory benefits. Work Visa Process To hire expatriates, employers need an establishment card from MoHRE and must sponsor work permits. The process involves: Obtaining MoHRE approval for a job offer. Securing an entry permit from the General Directorate of Residency and Foreigners Affairs (GDRFA). Arranging a medical fitness test and Emirates ID for the employee. Standard work visas last two to three years. The Golden Visa (for high-skill professionals) and Green Visa (for self-sponsored workers) offer longer-term options but require specific qualifications. Free zones like Dubai Multi Commodities Centre offer benefits like 100% foreign ownership and tax exemptions, but employment laws align with federal standards. Mainland companies face stricter Emiratisation rules but have broader market access. Both require MoHRE-approved contracts. Remote work is permitted, but contracts must specify terms like hours and deliverables. Cross-border hiring requires compliance with UAE immigration laws, and employers must clarify tax obligations for remote workers abroad. Employers must provide health insurance for expatriates (mandatory in Dubai) and often include housing allowances, negotiated during hiring. End-of-service gratuity (21 days' basic salary per year for the first five years, 30 days thereafter) is standard for employees with over one year of service, unless enrolled in DEWS. Best Practices for Hiring the Right Talent in Dubai Attracting top talent in Dubai's competitive market requires strategy and compliance. Here are five best practices: Build a Strong Employer Brand: Showcase your company's values, growth opportunities and commitment to diversity. Highlight Dubai's tax-free lifestyle and vibrant culture on platforms like LinkedIn. Leverage Multiple Channels: Post jobs on MoHRE's portal, LinkedIn and local agencies like Bayt or GulfTalent. Attend career fairs to connect with Emirati and expat candidates. Craft Compliant Job Offers: Ensure offers align with MoHRE templates, detailing salary, benefits and job scope. Avoid vague terms to prevent disputes. Conduct Legal Background Checks: Verify qualifications and references, but respect UAE data protection laws. Skill assessments must be role-relevant and non-discriminatory. Prioritize Onboarding: Provide cultural orientation and clear role expectations to help new hires integrate, especially in diverse teams. HR Contracts & Documentation: What Must Be in Place Proper documentation is the backbone of compliant hiring in Dubai. Mandatory Contract Elements MoHRE requires contracts to include job title, salary, benefits, work hours and notice periods. Contracts must be bilingual (Arabic and English), with the Arabic version legally binding in disputes. Offer Letters and Agreements Offer letters should mirror contract terms and be registered with MoHRE. Non-disclosure agreements (NDAs) and intellectual property (IP) clauses are common but must comply with UAE law, limiting non-compete clauses to two years. Digital HR MoHRE's digital platform supports e-signatures for contracts, streamlining registration. Use approved systems to ensure legal validity and avoid fines for non-compliance. Probation, Termination & Grievances: Avoiding Common Pitfalls Navigating probation, termination and disputes requires precision to avoid legal trouble. Probation Period The six-month probation period allows employers to assess fit, with a 14-day notice for termination. Employees switching jobs during probation must give 30 days' notice, and new employers may need to compensate for recruitment costs. Termination Rules Termination requires 30-90 days' notice, except for gross misconduct (e.g., fraud), where no notice is needed. Gratuity is paid regardless of termination reason, calculated on basic salary. Employees can file complaints with MoHRE within 30 days of termination. Handling Disputes MoHRE mediates disputes for claims up to AED 50,000, with appeals to the Court of First Instance. Timelines are strict; claims filed over two years post-termination are dismissed. Engage a Public Relations Officer (PRO) or labour lawyer for complex cases. Common Hiring Mistakes Businesses Still Make Avoid these pitfalls to stay compliant and competitive: Skipping MoHRE Approvals: Failing to register contracts or job offers risks fines and operational bans. Misclassifying Freelancers: Treating freelancers as employees without contracts can lead to retroactive penalties. Ignoring Emiratisation Quotas: Non-compliance incurs hefty fines and reputational damage. Inadequate Onboarding: Skipping cultural training or role clarity leads to high turnover. The UAE Labour Law and Emiratisation mandates set clear rules, but success lies in building a diverse, engaged team that reflects Dubai's global ethos. By leveraging programs like Nafis, using compliant contracts, and fostering an inclusive culture, businesses can attract top talent and avoid costly mistakes. Embrace it, plan smart, and watch your workforce thrive in this dynamic city. Also Read: Hiring Top Talent in Dubai: A Quick Guide Unlock Dubai's talent pool! Get practical tips on attracting, interviewing, and onboarding skilled employees, plus essential visa basics for hiring in Dubai. UAE's 15 fastest-growing jobs Over the past few years, the UAE's job market has been evolving very fast, with more focus on the services sector as well as new-age technologies. UAE Jobseekers Demand 30% Higher Salaries as Living Costs Rise and Talent Shortages Grow The UAE job market is currently experiencing a significant mismatch between salary expectations and offers, as jobseekers demand up to 30% more than employers are willing to offer, according to the latest Naukrigulf Hiring Outlook Report. UAE Job Market Shifts to Employers' Advantage as Influx of Talent Boosts Options As more people come to country looking for jobs, companies are getting more opportunities to choose from the available talent UAE Jobs: Hiring Picks Up in 2024 with Growing Emphasis on Diversity Hiring is expected to increase by at least 15 per cent this year driven by an optimistic market outlook, according to headhunters and HR professionals in the UAE.
Web Release
3 minutes ago
- Web Release
Hamdan Bin Mohammed Smart University Explores Academic and Research Cooperation with Port Said University and the British University in Egypt
As part of its ongoing efforts to expand its network of academic partnerships and foster knowledge exchange across the Arab world, His Excellency Dr. Mansoor Al Awar, Chancellor of Hamdan Bin Mohammed Smart University (HBMSU), met with the President of Port Said University and paid an official visit to the British University in Egypt (BUE) to explore avenues for academic and research collaboration, as well as the development of joint educational programs that promote innovation and align with development and labour market needs. During his meeting with Prof. Dr. Sherif Saleh, President of Port Said University, both parties reviewed potential areas of academic collaboration and the development of joint programs that respond to national development priorities. The meeting featured a rich exchange of perspectives on aligning academic outcomes with market demands. H.E. Dr. Mansoor Al Awar praised Port Said University's advanced model, especially its effective partnership with the private sector in managing its university hospital, describing it as an 'inspiring experience.' For his part, Prof. Dr. Sherif Saleh expressed his appreciation for the upcoming collaboration with HBMSU, commending its pioneering role in smart education and academic innovation. During his visit to the British University in Egypt, H.E. Dr. Mansoor Al Awar met with Prof. Dr. Mohamed Lotfy, President of BUE, where they discussed prospects for academic cooperation and knowledge exchange between the two institutions. The HBMSU delegation was introduced to BUE's academic framework and institutional values, which are rooted in excellence and innovation. The visit also included an overview of the university's sustainability initiatives, the Student Union experience, Digital Curriculum development, the Financial Lab, and internship and student exchange programs — all of which reflect the university's commitment to providing its students with a world-class educational experience. The delegation also toured the university's advanced facilities, gaining insight into the modern infrastructure supporting its academic mission. These efforts reflect HBMSU's strong commitment to advancing smart learning across the Arab region and strengthening partnerships with distinguished universities to develop flexible and innovative educational models that meet the needs of development and the labour market, while empowering a new generation capable of leading positive change in their communities.
