- Total cost to hire one expat employee on mainland UAE: AED 3,000–8,000 in government and mandatory fees (including health insurance).
- Standard employment visa (2-year) MOHRE work permit fee ranges AED 300–2,000 based on employee salary level.
- Temporary work permits for short-term projects cost AED 1,500–2,500 and can be valid for 1–6 months.
- Free zone visa quotas vary: SPC 1 visa (investor only), SHAMS 1–6 visas, IFZA up to 6 visas, DMCC unlimited based on office space.
- Part-time work permits (introduced 2021) allow employees to work for multiple employers simultaneously under one permit.
- Standard visa processing takes 10–20 working days; express processing at SHAMS/IFZA takes 5–10 working days.
Updated August 2026. Every expatriate working in the UAE requires both an employment visa and a work permit — two linked authorizations that together grant the legal right to live and work in the country. On the mainland, both are issued through the Ministry of Human Resources and Emiratisation (MOHRE) and the Federal Authority for Identity, Citizenship, Customs and Port Security (ICP). In free zones, the free zone authority issues the work permit while the residency visa is processed through ICP. This guide covers every work permit type available to UAE employers in 2026, the full cost employers must budget per hire, visa quota rules, and the end-to-end process timeline.
UAE Work Permit Types: Overview for Employers
The UAE offers six main work authorization pathways. The right choice depends on employment type, duration, and whether the business is on the mainland or in a free zone.
| Permit Type | Duration | Best For | Issued By | Govt Cost (AED) |
|---|---|---|---|---|
| Standard Employment Visa | 2 years (renewable) | Full-time employees, any salary level | MOHRE / Free zone authority | 2,500–4,000 |
| Part-Time Work Permit | 2 years (renewable) | Employees working for multiple employers | MOHRE | ~2,500–4,000 |
| Temporary Work Permit | 1–6 months | Short-term projects, contractors | MOHRE | 1,500–2,500 |
| Student Work Permit (Part-Time) | Academic year / summer | UAE university students (15 hrs/week term; full-time summer) | MOHRE | Nominal |
| Golden Visa (Self-Sponsored) | 10 years (renewable) | Talents, investors, researchers — no employer sponsor required | ICP / Respective authority | 3,000–5,000 |
| Freelancer / Self-Employed Permit | 1–2 years (renewable) | Independent contractors; investor visa for own company | SHAMS, DTEC, DMC, etc. | Varies by free zone |
1. Standard Employment Visa (Most Common)
The standard employment visa — formally an Employment Residency Visa — is the primary route for hiring expatriates in the UAE. It is a 2-year renewable visa tied to a specific employer. The employer initiates the process through the MOHRE Tasheel portal (mainland) or the free zone e-service portal. Key steps include:
- Employer obtains or verifies existing visa quota (establishment card).
- Employee’s educational certificates, passport, and photo are submitted for approval.
- Entry permit is issued (if employee is outside UAE) or status change is processed (if already in country on a visit/tourist visa).
- Employee undergoes mandatory medical fitness test (Emirates Health Authority / DHA / HAAD depending on emirate).
- Biometrics taken; Emirates ID issued by ICP.
- Residency visa stamped in passport.
On mainland, MOHRE issues the labor card alongside the residency visa. In free zones, the free zone authority issues the work permit; ICP issues the residency visa. The labor card must be updated any time an employee changes employer, job title, or salary.
2. Part-Time Work Permit
Introduced in 2021, the part-time work permit allows employers to hire workers who also work — simultaneously or at different times — for other registered UAE employers. It carries a 2-year validity matching the standard visa. Key characteristics:
- Employee can hold permits from multiple employers at once.
- Hours and compensation are set per employment agreement with each employer.
- Each employer is responsible for the work permit fee and mandatory health insurance proportional to working hours.
- Available for both mainland and certain free zone employees.
This permit suits businesses that need specialist skills for fewer than 40 hours per week — consulting, creative, IT, and healthcare roles are common use cases.
3. Temporary Work Permit
Temporary work permits are ideal for project-based hiring, seasonal peaks, or specialist contractors. Duration runs from 1 to 6 months. Processing is faster than a full employment visa and the government fee is lower (AED 1,500–2,500). The employee typically enters on an employment entry visa, completes the project, and departs without the employer needing to initiate a full visa cancellation process. Temporary permits cannot be converted to a standard employment visa from inside the country — the employee must exit and re-enter under a new standard process if the role becomes permanent.
4. Student Work Permit (Part-Time)
UAE universities may facilitate part-time work authorization for enrolled full-time students. During the academic term, students are limited to 15 hours per week. During summer, full-time work is permitted. The permit is restricted to activities aligned with the student’s field of study or approved sectors. Employers hiring students under this category should verify permit validity with the student’s university before onboarding.
5. Golden Visa: No Employer Sponsorship Required
The 10-year UAE Golden Visa removes the traditional employer-sponsor dependency. Eligible categories include exceptional talents (artists, athletes, scientists), investors (real estate, business), outstanding students, and specialized professionals in certain technical fields. Government fees range AED 3,000–5,000. Employers hiring Golden Visa holders do not need to provide a work permit — the individual is self-sponsored — which reduces per-hire costs for qualifying candidates.
6. Freelancer and Self-Employed Permits
Freelance permits issued by free zones — notably SHAMS (Sharjah), DTEC (Dubai), Dubai Media City, twofour54 (Abu Dhabi), and others — allow individuals to work independently without a corporate employer. From an employer’s perspective, engaging a freelance permit holder means contracting with a self-employed entity rather than sponsoring an employee. This shifts visa cost and compliance responsibility to the individual. Founders of their own UAE free zone company hold an investor visa, not an employment visa.
Employer Cost Breakdown: What It Costs to Hire One Expat Employee
The table below covers all mandatory government fees and costs typically borne by the employer for a standard 2-year employment visa on the UAE mainland or in a free zone (2026 rates).
| Cost Item | Amount (AED) | Who Pays | Notes |
|---|---|---|---|
| MOHRE work permit fee | 300–2,000 | Employer | Tiered by employee salary level |
| Immigration quota card (establishment card) | 250–500/year | Employer | Annual renewal; enables employer to sponsor visas |
| Medical fitness test | 200–350 | Employer (usually) | Required for all expatriate employees |
| Emirates ID | 100–300 | Employer (usually) | Issued by ICP; biometrics required |
| Visa stamping fee | 500–1,500 | Employer | Includes entry permit and residency stamping |
| Residence visa (total govt fees) | 1,500–3,000 | Employer | Covers full 2-year residency visa package |
| Mandatory health insurance | 700–5,000+ | Employer (mandatory) | Required by law; varies by emirate & coverage level |
| Total estimated per hire | AED 3,000–8,000 | Employer | Government fees + mandatory insurance; excludes typing fees & PRO charges |
Note: Free zone employers pay the free zone’s own processing fees in addition to ICP residency fees. Free zone fees vary but are broadly comparable to the MOHRE figures above. Additional PRO (Public Relations Officer) service charges, typing center fees, and document attestation costs are not included in the table above and can add AED 500–2,000 depending on the business’s setup.
Visa Quota: How Many Employees Can You Sponsor?
Every UAE employer has a visa quota — the maximum number of employees it can sponsor at any one time. Quota is set by the licensing authority and depends on business size, office space, and license type.
| Business Type / Free Zone | Visa Quota | Notes |
|---|---|---|
| SPC Free Zone | 1 visa (investor only) | No staff visas; lowest-cost free zone setup |
| SHAMS (Sharjah) | 1–6 visas | Depends on license package selected |
| IFZA (Dubai) | Up to 6 visas | Based on package; additional visas possible with flexi-desk upgrade |
| DMCC (Dubai) | Unlimited (office-based) | Quota based on physical office space (approx. 1 visa per 9 sqm) |
| Dubai Media City / TECOM | Based on office size | Flexi-desk and smart office options available with defined quotas |
| Mainland UAE (MOHRE) | Determined by MOHRE | Based on business size, activity, and office space; unlimited in practice for large employers |
Employers who need more visas than their current quota allows must either upgrade their office space, choose a higher-tier license package (in free zones), or apply for a quota increase through MOHRE (mainland). Free zones issue the visa quota at the time of license issuance; it is stated in the establishment card.
Work Permit Processing Timeline
The following timelines apply to standard new hire processing in 2026. Actual processing times may vary based on application volume, document completeness, and whether the employee is applying from inside or outside the UAE.
| Stage | Standard Timeline | Express (SHAMS / IFZA) |
|---|---|---|
| Full visa application (entry permit to residency stamp) | 10–20 working days | 5–10 working days |
| Medical fitness test (result) | 1–3 working days | Same-day to 1 day (priority service) |
| Emirates ID issuance (after biometrics) | 3–7 working days | 3–5 working days |
MOHRE Employment Contract and Non-Compete Rules
All mainland employees must have a MOHRE-approved employment contract registered in the Tasheel system. Key points for employers:
- Standard contract template: MOHRE provides a standard template that must be used as the base. Employers may add supplementary terms provided they do not reduce statutory entitlements.
- Non-compete clauses: Legally enforceable in the UAE for up to 2 years after employment ends. Must be limited to the same industry and a defined geographic area. Courts will assess proportionality.
- Labor card: Issued by MOHRE alongside the employment visa. Employees must carry it. The card must be updated whenever the employee changes employer, job title, or salary — failure to update is a compliance violation for the employer.
- Emiratisation (Nafis): Mainland private sector employers with 50+ employees are subject to Emiratisation quotas under the Nafis programme. Non-compliance attracts monthly levies.
Free Zone vs. Mainland: Key Differences for Employers
| Factor | Mainland (MOHRE) | Free Zone |
|---|---|---|
| Work permit issuing authority | MOHRE | Free zone authority |
| Residency visa issuing authority | ICP (immigration) | ICP (via free zone) |
| Employment law | UAE Labour Law (Federal Decree-Law No. 33/2021) | Same federal law + free zone regulations |
| Emiratisation quota | Yes (50+ employees) | Generally exempt |
| Trade with UAE mainland | Unrestricted | Requires local distributor or separate mainland entity |
| Foreign ownership | 100% (since 2021 reforms) | 100% always permitted |
Frequently Asked Questions
How much does an employer pay to get an employee a UAE work visa?
The total cost to an employer for a standard 2-year employment visa ranges from AED 3,000 to AED 8,000. This includes the MOHRE work permit fee (AED 300–2,000, tiered by salary), immigration establishment card fees (AED 250–500/year), medical fitness test (AED 200–350), Emirates ID (AED 100–300), visa stamping (AED 500–1,500), and mandatory health insurance (AED 700–5,000+). PRO service fees and document attestation costs are additional. Free zone employers may pay comparable amounts through the free zone’s own schedule of charges.
How many employees can a UAE company sponsor on work visas?
Visa quota depends on the business’s licensing authority and setup. Free zone quotas range from 1 visa (SPC Free Zone, investor only) to 6 visas (SHAMS, IFZA) and unlimited at DMCC based on physical office space. Mainland businesses are assigned a quota by MOHRE based on office size and business activity — large employers can sponsor hundreds of employees by holding sufficient commercial space and maintaining a good MOHRE compliance record. Employers needing to increase quota must apply for a quota upgrade or expand their premises.
What is the UAE part-time work permit and can an employee hold two jobs?
Yes. The part-time work permit, introduced by MOHRE in 2021, allows an employee to legally work for more than one employer at the same time under a single visa. Each employer applies for and holds a part-time work permit for that employee. Hours and pay are agreed in separate employment contracts with each employer. Each employer that benefits from the employee’s services is responsible for its share of work permit fees and health insurance. This arrangement is common in consulting, technology, media, and healthcare where specialized skills are needed on a fractional basis.
How does a free zone company get a work permit for employees?
Free zone employees do not get their work permit from MOHRE — the free zone authority itself issues the work permit (sometimes called the employment contract approval or work authorization). The residency visa is still issued by ICP (Federal Authority for Identity, Citizenship, Customs and Port Security) through the free zone’s immigration channel. The employer submits all employee documents through the free zone portal; the free zone coordinates with ICP for entry permit, medical, Emirates ID, and residency stamping. Costs and timelines are similar to mainland, though some free zones like SHAMS and IFZA offer faster express processing (5–10 working days vs. 10–20 on the mainland).
Can an employer recover UAE visa costs from the employee?
Under UAE Labour Law (Federal Decree-Law No. 33 of 2021), it is prohibited for employers to charge employees for recruitment fees or the costs of obtaining their work permit, employment visa, or Emirates ID. These are employer obligations. Deducting visa or work permit costs from an employee’s salary — directly or indirectly — is a labour violation that can result in fines and business classification downgrade by MOHRE. Employers must budget for these costs as part of total cost of employment.