Updated August 2026. The UAE employment visa is the most common route to legal residency for the approximately 9 million expatriate workers in the UAE. The process involves four interconnected components: a MOHRE work permit (entry permit and work permit), a residence visa stamped in the passport, an Emirates ID card, and a health card from the relevant emirate’s health authority. These are not the same document — each must be applied for separately in the correct sequence, and missing a step or getting the sequence wrong causes delays and additional fees. This guide covers the full process for a new hire joining a UAE mainland or free zone company, typical costs (AED 5,000–9,000 for a new employee), WPS compliance obligations and the Involuntary Loss of Employment (ILOE) insurance requirement introduced in 2023.
- New hire cost to employer: AED 5,000–9,000 covering MOHRE work permit fees, medical fitness, Emirates ID, residence stamping and health card.
- WPS (Wage Protection System) mandatory for all mainland companies: salaries must be paid via WPS-approved channels within the contractual date; violations attract MOHRE freezes on new labour permits.
- ILOE (Involuntary Loss of Employment) insurance: AED 5/month (salary under AED 16,000) or AED 10/month (above AED 16,000); mandatory for all employees and self-insured residents since 2023.
- Total timeline for a new hire (from work permit application to Emirates ID delivery): 4–8 weeks including medical and biometrics processing.
- Employment contract must be submitted to MOHRE in Arabic or in a bilingual format; English-only contracts not accepted for MOHRE registration.
Overview: The Four-Document System
Many new arrivals and first-time UAE employers are confused by the terminology. Here is how the four documents relate:
- Work Permit (Entry Permit for Employment): Issued by MOHRE. Allows the employee to enter the UAE for the purpose of taking up employment. Valid 60 days from issue for the employee to arrive. Also called “Labour Entry Permit” in older documentation.
- Residence Visa: Stamped in the passport by ICP (or GDRFA in Dubai). This is the actual immigration document confirming legal residency. Typically 2 years for employment visas. The work permit and residence visa are separate but must be activated together.
- Emirates ID: Issued by ICP. The national ID card used for all government services, banking, signing contracts and healthcare. Biometrics (fingerprints and iris scan) captured at an ICP typing centre. Delivered by post within 5–10 working days.
- Health Card: Issued by the emirate’s health authority (DHA in Dubai, HAAD/DOH in Abu Dhabi, MOH for Northern Emirates). Required to access public healthcare at subsidised rates. Some employers use private health insurance instead, which is mandatory for Dubai-based employees (DHA requirement since 2016).
New Hire Process: Step-by-Step
- Employer files work permit application: The employer submits through the MOHRE Tasheel portal (or Amer/Tas’heel centres for Dubai mainland). Documents required: employee’s passport copy, academic certificates (attested), job offer letter, medical fitness attestation (can be done after entry), company’s MOHRE establishment card and quota availability.
- Work Permit (Entry Permit) issued: MOHRE approves within 3–7 working days. Fee: AED 500–900 depending on skill level classification. The permit has a 60-day validity for the employee to enter UAE.
- Employee arrives in UAE: Uses the entry permit as their entry authorisation. Airport immigration stamps the passport accordingly. Employees entering on tourist visas and then converting to employment must complete a status change (AED 1,040) instead of a fresh entry permit.
- Medical fitness test: Employee attends an ICP/MOHRE approved medical centre for blood test (HIV, Hepatitis B and C, TB screen) and chest X-ray. Cost: AED 300–500. Results submitted directly to MOHRE by the clinic within 24–72 hours. If medical results show a condition (e.g., active TB), the work permit is rejected and the employee must return to their home country for treatment.
- Residence visa stamping: After medical clearance, the employer or PRO applies for the residence visa stamp via ICP or GDRFA. Passport must be physically submitted at an approved service centre. Fee: AED 1,000–1,500. Stamping takes same day or next working day.
- Emirates ID application: Employee attends an ICP typing centre for biometrics capture. Fee: AED 220 (2-year ID). The ID is posted within 5–10 working days. Without an Emirates ID, the employee cannot open a bank account, register a vehicle or access most government services.
- Health card application: Applied through the emirate’s health authority. In Dubai (DHA), employers purchase private health insurance (mandatory) — the health card is then provided by the insurer. In Abu Dhabi, the DOH Thiqa card system applies to UAE nationals; expatriates use their private insurer’s card. In Northern Emirates, a MOH health card (AED 200–300/year) provides access to government health centres.
- ILOE insurance registration: The employee (not the employer) is responsible for registering for ILOE insurance via the ILOE portal (iloe.ae) within 4 months of visa issuance. The monthly premium (AED 5 or AED 10) is deducted via direct debit or paid quarterly. Failure to register attracts a fine of AED 400.
Costs in AED (2026) — New Employee (Employer-Borne)
| Option | Cost | Timeline | Requirements |
|---|---|---|---|
| MOHRE Work Permit Fee (Skill Level 1–2) | AED 500–900 | 3–7 working days | MOHRE Tasheel portal |
| MOHRE Work Permit Fee (Skill Level 3–4) | AED 300–600 | 3–7 working days | Lower skill classification |
| Medical Fitness Test | AED 300–500 | 1–2 days | MOHRE-approved clinic |
| Residence Visa Stamping | AED 1,000–1,500 | 1–2 working days | ICP / GDRFA service centre |
| Emirates ID (2-year) | AED 220 | 5–10 working days | ICP biometrics centre |
| Health Insurance (Dubai DHA min.) | AED 600–1,500/yr | Immediate online | DHA-approved insurer |
| MOH Health Card (Northern Emirates) | AED 200–300/yr | 1–2 working days | MOH service centre |
| PRO/Typing Service Charges | AED 500–2,000 | Ongoing | Optional but standard |
| Total New Hire Cost (est.) | AED 5,020–9,200 | 4–8 weeks | Per employee, employer-borne |
WPS — Wage Protection System
The Wage Protection System (WPS) is a mandatory electronic salary transfer monitoring system operated by MOHRE. All mainland UAE companies (and many free zones) must pay salaries through a WPS-registered financial channel (bank transfer or approved exchange) so that MOHRE can verify that employees are paid on time. The WPS system applies to all employees earning under AED 100,000/month (above which WPS is not applied but salary evidence is still required for MOHRE compliance).
Non-compliance with WPS (late salary payments, payment outside WPS channels) results in: automatic freeze on new work permit applications, potential MOHRE fines up to AED 50,000 per violation per employee, and in severe cases, a MOHRE “Stop Work” order suspending the company’s ability to hire. Employers are required to pay salaries no later than the 10th day of the following month. Salaries for partial months (joining mid-month) should be pro-rated and paid via WPS in the same cycle.
ILOE — Involuntary Loss of Employment Insurance
The UAE Involuntary Loss of Employment (ILOE) insurance scheme launched on 1 January 2023 and became mandatory for all private sector employees, self-employed residents on freelancer permits, and many other resident categories. The scheme is managed by a consortium of insurance providers supervised by the Central Bank of UAE. Premiums: AED 5/month for employees earning below AED 16,000/month; AED 10/month for those above AED 16,000/month. Benefits: up to 3 months of compensation at 60% of average salary (capped at AED 20,000/month) in the event of involuntary termination. Claims can be submitted after 3 months of continuous registration. The scheme is entirely separate from the end-of-service gratuity entitlement.
Free Zone vs Mainland Employment Visas
Free zone employees are sponsored by the free zone authority, not by MOHRE. Their work permits are issued by the free zone, and while the residence visa is still stamped by ICP, the work permit component bypasses the MOHRE Tasheel portal. This means free zone employment is exempt from WPS requirements (though many free zones have their own wage protection frameworks). The medical, Emirates ID and health insurance requirements are identical for free zone and mainland employees. Some free zones (JAFZA, DMCC, DIFC) have their own HR portals and processing timelines that differ from MOHRE. Free zone employment costs are generally 10–30% lower than mainland due to the absence of MOHRE fees for certain permit categories.
Frequently Asked Questions
Can my employer deduct visa fees from my salary?
Under UAE labour law, employers are legally required to bear the cost of work permits and residence visas for their employees. Deducting these costs from an employee’s salary — or requiring the employee to pay them directly — is a violation of Federal Law No. 33 of 2021 (Labour Law). Employees who have these costs deducted can file a MOHRE complaint. The fine for employers found in violation is up to AED 50,000 per employee.
What happens to my visa if I resign?
When an employee resigns or is terminated, the employer must cancel the residence visa within 30 days of the last working day. The employee then enters a 30-day grace period (extendable to 90 days under certain conditions) to find new employment, apply for a different visa type, or exit the UAE. Overstaying beyond the grace period attracts fines. If terminated involuntarily, the employee may file an ILOE claim within 30 days of termination.
What is the end-of-service gratuity and how is it calculated?
End-of-service gratuity is a mandatory payment under Federal Law No. 33 of 2021. Employees who complete more than 1 year of continuous service are entitled to 21 days’ basic salary for each of the first 5 years of service, and 30 days’ basic salary for each year thereafter. The gratuity is based on the last drawn basic salary (excluding allowances) and is capped at 2 years’ total basic salary. As of 2024, the UAE is transitioning some private sector employees to an end-of-service savings scheme (similar to a provident fund) which will eventually replace the gratuity system.
Does the 2-year employment visa need to be renewed by the employer?
Yes. The employer initiates the renewal of the MOHRE work permit 30–60 days before expiry, then the residence visa and Emirates ID follow. The employee cannot independently renew an employment visa — the employer must file the renewal. If the employer refuses to renew without cause, the employee can file a complaint with MOHRE. If the employer is winding down, the employee is entitled to an NOC to transfer to a new employer.
Can I work for a second employer part-time on my UAE employment visa?
The 2022 Labour Law introduced a dual employment (part-time) mechanism. An employee can work for a second employer provided both employers agree, both employment contracts are registered with MOHRE, and combined working hours do not exceed the legal maximums. The secondary employer registers a separate work permit linked to the employee’s existing residence visa. The employee does not need a new visa for the second employer.