Obtaining an employment visa in the UAE is an essential step for any organisation seeking to bring in skilled overseas personnel. Navigating the various regulatory requirements demands careful planning, adherence to legal protocols, and coordination with multiple government entities.
Organisations benefit from understanding each phase in depth—from initial company registration and quota approval to entry permit acquisition through to final residency formalities. A comprehensive approach minimises delays, ensures compliance, and fosters a positive experience for both employer and employee throughout the process.
Register Your Business and Obtain Quota Approval
Before hiring any foreign nationals, a business must fulfil licencing requirements and secure permission for a specified number of overseas employees. Approval of quotas not only confirms the right to recruit non-Emirati staff but also shapes workforce planning from the outset.
Your company must be licenced and registered with the UAE’s Ministry of Human Resources and Emiratization (MOHRE).
Establishing a recognised legal entity is the foundation for all subsequent steps in visa processing. Without proper registration, the company cannot demonstrate compliance with national labour regulations.
- In many cases, businesses also complete financial formalities such as corporate tax registration in Dubai at this stage, particularly if they are establishing a mainland presence. Ensuring both legal and tax requirements are met early can help prevent delays later in the visa process.
- Ensure that the trade licence accurately reflects the activities and scope of your business, as discrepancies can lead to application rejection or delays in processing. Complete all MOHRE registration forms, avoiding handwritten amendments which may be deemed invalid. More information can be found at the official website: (https://www.mohre.gov.ae/en/home.aspx)
- Keep copies of the Memorandum of Association and any relevant board resolutions readily accessible, since MOHRE officers often request detailed corporate documentation during quota assessment. Maintain a digital and physical filing system for swift retrieval.
- Engage a qualified local service agent or PRO to confirm that the company’s legal structure permits the hiring of foreign workers under current UAE labour laws. Their expertise can prevent costly oversights, especially around jurisdictional nuances.
Apply for a company establishment card and quota approval (number of foreign workers allowed).
Quota approval establishes the maximum number of expatriate employees your business may engage. This figure varies according to sector, company size, and Emirate-specific labour policies.
- Submit the application through MOHRE’s Tas’heel (http://tasheel.ae/) or Muqeem (https://muqeem.sa/#/home) e-services portals, ensuring that corporate details match the trade licence exactly, as any inconsistency can trigger automated rejections. Double-check all entries before final submission.
- Pay attention to the differential fees for free zone and mainland enterprises—while free zones often levy a flat setup charge, mainland businesses encounter tiered quota fees based on the number of visas requested. Budget accordingly.
- Monitor your application status online and prepare to respond rapidly to any requests for clarifications, such as proof of office premises or updated financial statements, to keep the quota approval on track.
Must be in a free zone or mainland area authorised to hire foreign staff.
Identifying the appropriate jurisdiction is vital, as some free zones and mainland jurisdictions impose specific restrictions on certain business activities. Choosing the correct zone ensures seamless coordination between MOHRE, immigration authorities, and other regulatory bodies.
- Verify whether your business activity falls within the permitted scope of your chosen free zone authority, since deviations may require additional approvals or even reassignment to a different free zone. Check the free zone’s official “List of Activities” documentation.
- If operating on the mainland, determine which Department of Economic Development (DED) and local municipality approvals apply, as some Emirates mandate separate occupational permits and health and safety clearances before quotas can be finalised.
- Maintain clear records of all correspondence with both free zone and mainland authorities, storing digital confirmations of approvals to expedite future quota renewals or increases.
Apply for the Employment Entry Permit (Work Visa)
Once quota approval is in place, the employer can sponsor an entry permit application, the first official step in the visa process. Proper submission and tracking at this stage ensure that candidates are legally entitled to enter the UAE with the intention to work.
Submit an application for the entry permit through MOHRE or the relevant free zone authority.
Entry permit submission channels differ according to jurisdiction, but all require strict accuracy to prevent delays. Timely follow-up and tracking are essential to align expected start dates with legal entry allowances.
- Use MOHRE’s Tas’heel e-service platform for mainland applications, ensuring that the sponsoring company’s licence number and quota approval reference are entered exactly as issued. Minor typographical errors can invalidate the entire application.
- In free zones, coordinate with the zone’s designated immigration partner or visa service provider, who will guide you through their bespoke portal and payment process, often bundled with other corporate services. Clarify fee structures in advance.
- Record the issued Entry Permit number immediately upon approval, as this reference is required at later stages, including medical testing and Emirates ID enrolment.
Required documents: passport copy, job offer letter, education certificates, medical clearance, etc.
A complete, well-organised set of documents facilitates swift processing and minimises the likelihood of additional information requests. Consistency and authenticity are paramount.
- Provide clear, colour-scanned passport copies of the candidate’s personal information page and any existing UAE residence visas, ensuring legibility and absence of creases or blurs. Non-readable scans will result in rejection.
- Issue a formal job offer letter on company letterhead, detailing position, salary, contractual terms, and probationary period, signed by an authorised company representative. Draft the letter so it aligns precisely with MOHRE templates.
- Collect attested education certificates, professional licences or memberships, and any apex body approvals required for regulated professions (such as healthcare or engineering). Verify that all documents bear proper legal attestations from the UAE embassy in the country of origin and the Ministry of Foreign Affairs in the UAE.
The entry permit allows the employee to legally enter the UAE and begin visa processing.
With the entry permit in hand, the sponsored individual gains legal status to enter the country and complete mandatory post-arrival procedures. The permit typically remains valid for 60 to 90 days, depending on the issuing jurisdiction.
- Track the entry permit’s expiry date carefully and coordinate the employee’s travel plans accordingly, ensuring arrival well in advance of permit lapsing to avoid abandonment of the application. Late arrivals often necessitate fresh applications and fees.
- Inform the employee of the permit number and provide them with a copy of the approval document for presentation upon arrival, even if entering on a separate tourist visa initially. Having both documents accessible prevents confusion at immigration checkpoints.
- Advise the incoming staff member to declare any accompanying family members or dependents if the family sponsorship is planned simultaneously, as separate procedures and document sets will be required for spouse and children visas.
Complete Residency Procedures After Arrival
Following entry, a sequence of steps finalises the employee’s residence status and allows full integration into the UAE legal framework. Each task must be completed in the correct order to maintain compliance and secure essential identity credentials.
After the employee arrives:
Conduct medical testing
Medical screening is mandatory for all employment visa applicants, covering communicable diseases and general health checks. The process usually involves blood tests, X-rays, and specialist examinations at authorised health centres.
- Results are forwarded electronically to MOHRE and the immigration department, providing medical clearance certificates required for visa stamping.
- Candidates must fast for at least eight hours before blood tests, and any prescription medications should be declared to the testing centre staff.
- If further specialist assessments are needed, the health authority will issue instructions for follow-up, which must be completed promptly to avoid visa processing delays.
Apply for Emirates ID
Enrolment for the Emirates ID begins immediately after medical clearance, requiring biometric data collection, including fingerprints and facial photographs. The Federal Authority for Identity, Citizenship, Customs & Port Security (ICP) issues the card.
- Applicants attend a Tas’heel service centre or authorised typing centre with their passport and medical results, submitting forms and paying fees.
- Collected biometrics remain valid for the duration of the residence visa and facilitate future transactions across government and private sectors.
- Delays in Emirates ID production can affect access to utilities and banking services, so employers often liaise with authorised agents to expedite card issuance.
Finalise the residence visa stamping on the passport
Visa stamping solidifies the employee’s right to live and work in the UAE, embedding an official residence visa page within their passport. Immigration authorities complete this after verifying medical and ID enrolment.
- The passport is surrendered to the General Directorate of Residency and Foreigners Affairs (GDRFA) or free zone immigration office, then returned with the stamped residence visa.
- Processing times vary by Emirate, but typical turnaround is three to seven business days—premium services can accelerate this to 24–48 hours.
- Once stamped, the individual’s digital status is updated in MOHRE and ICP systems, enabling employment contract registration and benefit entitlements.
The visa is typically valid for 1–2 years and must be renewed before expiry
Residence visas carry finite validity periods, after which renewal becomes mandatory to maintain legal status. Employers and employees share responsibility for timely renewals.
- Track visa expiry dates using a centralised calendar or HR software, setting reminders at least 60 days before the due date to allow for medical retesting and Emirates ID reissuance where required. Ignoring renewal windows triggers fines and possible travel bans.
- Prepare updated company licence documents and quota approvals when renewing, as free zone authorities often reassess sponsorship eligibility annually, potentially altering visa quotas or imposing new compliance requirements.
- Factor in any changes to labour laws or immigration policies—recent amendments may affect visa validity durations or introduce additional mandatory processes such as labour contract attestations with the Ministry of Justice.
Finalising each step of the UAE employment visa process demands diligence, attention to regulatory detail, and proactive coordination between employer, employee, and government authorities. By adhering to prescribed timelines, maintaining accurate documentation, and leveraging authorised service providers, businesses can minimise administrative friction and ensure that skilled staff integrate smoothly into the UAE workforce.
Employers who build structured internal workflows around licence maintenance, quota management, entry permit tracking, and post-arrival formalities position themselves to respond swiftly to any procedural changes. A robust visa-management protocol not only safeguards legal compliance but also fosters a supportive environment for incoming employees, strengthening retention and productivity in a competitive talent landscape.
