UAE work permits and visas : an employer’s practical guide

Hiring in the United Arab Emirates (UAE) requires careful management of immigration and employment rules. From work permits and residence visas to eligibility checks and long stay residence regimes (Golden Visa, Green Visa, and Dubai’s virtual work visa), compliance is critical to avoiding fines and operational disruption. This guide highlights what employers need to know to hire, relocate, or regularise nonEmirati workers compliantly.

Why immigration compliance matters ?

Working without authorisation exposes both employer and employee to significant risks: administrative fines, labour disputes, delays with authorities, and potential removal for the worker. UAE authorities are increasingly strict on short term visas and proper visa status. Employers should verify eligibility, formalise job offers, and coordinate issuance of the appropriate permit and residence documentation.

Who needs work authorisation ?

All nonUAE nationals aged 18+ must hold the required documentation to work: a work permit issued by the Ministry of Human Resources and Emiratisation (MoHRE) and an associated residence visa. It is illegal to work on a visitor/tourist visa. The employer is responsible for sponsoring and completing these processes on the employee’s behalf.

Work permit vs. work visa : how they interact

The work permit authorises employment for a registered establishment. It is linked to a residence visa, which enables lawful presence and issuance of the Emirates ID. At onboarding, a temporary permit may be issued for 30 days (extendable once) while residence, medical tests, and biometrics are completed.

Core eligibility conditions

• Confirmed job offer from a duly licensed UAE entity.
• Valid passport (minimum six months).
• Medical examinations at approved clinics (screening for communicable diseases).
• Foreign academic credentials attested/legalised.
• Clean legal and immigration status; rectify any broken/expired visa before applying.

Ineligibility may arise in serious criminal cases or for breaches of constitutional or immigration rules.

Longstay residence : Green Visa and Golden Visa

Green Visa (5 years)

Designed for skilled professionals, freelancers, and investors. Benefits include no employer sponsor, family sponsorship, postexpiry grace period of up to six months, extended age for male dependants (to 25) and no set age limit for daughters (until marriage).

Golden Visa (5 or 10 years)

Allows longterm residence to live, work, or study in the UAE, with multipleentry permits to initiate residency, renewal without a sponsor, residence retention during prolonged absences, and family and domestic helper sponsorship. Eligibility depends on investment, talent, or qualifications.

How to obtain a work visa : process and documents

• Employerled application : job offer/contract, establishment card, and trade licence.
• Employee documents : passport, photos, entry permit, Emirates ID (post biometrics).
• Medical test results and, where applicable, attested academic certificates.

The appropriate permit type depends on the role (fulltime, part-time, mission, transfer, freelance). The Work Bundle platform helps streamline multiagency tasks.

Dubai’s virtual work “digital nomad” visa

Dubai’s virtual work residence programme allows individuals to live in the UAE while working remotely for a foreign employer for up to one year, renewable if criteria continue to be met. Key requirements include employment outside the UAE, monthly income above USD 5,000, and a current employment contract. This status does not replace a standard work permit for local employment.

When to use an Employer of Record (EOR) ?

An EOR can sponsor employees and handle payroll, taxes, benefits, and immigration without your company opening a local entity. This reduces timetohire and compliance risk (including permanent establishment exposure), particularly for market exploration or talent relocation. You retain daytoday operational control while the EOR manages legal and administrative interfaces.

Practical compliance tips

• Ensure alignment between job titles, duties, and the company’s licensed activities.
• Plan timelines for medicals, biometrics, Emirates ID, and renewals.
• Check document validity before travel (passport, credentials).
• Adopt policies for crossborder remote work, business travel, and short missions.
• Keep records of all work authorisation checks and approvals.

Successful international hiring in the UAE hinges on careful coordination of permits, visas, and labour obligations. By building robust processes (pre-checks, selecting the right status, using an EOR where helpful) and staying current on longterm residence options, employers can secure compliant onboarding and avoid costly delays and penalties. A prehire immigration audit is strongly recommended for new hires and relocations.

Our lawyers, who are experts in labour law, are available to answer all your questions and provide advice. We offer face-to-face meetings or videoconferencing. You can make an appointment directly online at https://www.agn-avocats.fr/.

AGN AVOCATS – Labour Law
contact@agn-avocats.fr
09 72 34 24 72