Employment Ban in UAE- Frequently asked Questions

1. I have worked with my employer under a fixed contract for a period of two years, but I didn’t completed the period of my labor contract…whereas my employer wants to cancel my labor card with a ban of work for one year in a pretext that I didn’t completed the contract period?

The worker shall be banned from work for one year from the cancellation date if he didn’t complete his fixed period contract…and has ceased working without legal reason…and he shall not have the right to work with other employer during such period.

2. I have worked with an employer with a contract of unlimited period and I didn’t worked for the notice period… shall the employer have the right to put the pan stamp on my passport? Article: 129:

The employer shall have the right to put the pan stamp if the worker didn’t work for the notice period after resignation…or if he worked for some days from the notice period and ceased working after that altogether without reason…however, the worker shall not have the right to work for another employer during that period.

3. Is there any exclusion with regard to the one year ban on the worker if the original employer agreed to cancel the said ban? Article: 130:

The worker may be excluded from the provisions of the two Articles No. 128 and 129 with regard to the ban before joining the other work and this shall be through the approval of Minister of labor based on the application of the original employer.

4. I am employed under a limited period contract for 3 years and I have asked my employer not to renew the same…then who shall pay the costs of the return ticket? Article: 131:

If the worker has completed his limited period contract and if he didn’t want to renew the same…the employer must be obliged to pay his return tickets. And if the worker has joint some other work, then his new employer should be obliged to pay his said return tickets.

5. If I worked under limited or unlimited period contract and submitted my resignation, shall I have the right to ask for return tickets?

If the worker has resigned or terminated his service contract, he should bear the costs of the return tickets.

6. I have completed my labor contract, whereas there is a stipulation in such labor contract showing that my employer should bear the costs of my family return tickets in addition to the baggage shipping costs, have I the right to bound him to the same?

If such stipulation is present in the labor contract, the worker shall have the right to claim for the said costs…

7. As for the return tickets, shall my employer have the right to return me to the capital of my home country or to the place he has already brought me from?  To the place he has already brought you from.41. My employer has cancelled my labor card, and I am now present at the labor camp, but he asked my to leave this accommodation, What is your opinion about this?

The employer shall have the right to ask the worker to leave the accommodation, if he has paid to the worker all his work dues.

8. If a labor compliant has been referred to the court…from when does the period of 30 days for vacation of the accommodation shall start to go into effect?

Article: 131: - The employer shall file a complaint to vacate the worker from the accommodation…, and the 30 days period shall start to be effective commencing from the date in which the employer has deposited the worker’s dues with the Ministry as a trust…, if the worker didn’t vacate the accommodation after this, the concerned authorities should take the necessary action.

Termination of Unlimited Employment Contract in UAE- Frequently asked questions

Termination of the employment contract by worker: article (117).

1. I am employed under a labor contract of unlimited period, and I want to leave my Present job. What should I do?

This labor should submit his written resignation letter…And should mention in it that he want to work for a period of one month only, and this one month period shall represent the notice period fixed in one month.

2. I have terminated the service of one labor employed with me under a labor contract of unlimited period; do I need to give him a notice of one month?

Yes… because, based on Article No. 117, if the employer is desirous to terminate the service of any of his employees, he should do so in writing and should give him a notice of one month as per the law…except in case of termination pursuant to Article No.120

3. I am employed under a labor contract of unlimited period…and I receive my salary on per diem basis…, how can I send a notice to my employer in case I have submitted my resignation? Article No. 117

The notice can be send by per diem labors as follow:

1- If the labor has worked for a period exceeding 6 months and less than one year, he should sent a notice of (one week) to his employer.

2- If the labor has worked for a period not less than one year, he should send a notice of (two weeks) to his employer.

3- If the labor has worked for a period not less than five year, he should send a notice of (one month) to his employer.

* Example (1): A labor with a labor contract of unlimited period, who worked with his employer for a period of 7 months for a salary of DHS. 25/day…If such worker needs to resign, he should give a notice of one week to his employer commencing from the date of his resignation letter

* Example (2): A labor with a labor contract of unlimited period, who worked with his employer for a period of one year for a salary of DHS. 30/day…If such worker needs to resign, he should give a notice of two weeks to his employer commencing from the date of his resignation letter

*Example (3): A labor with a labor contract of unlimited period, who worked with his employer for a period of five years for a salary of DHS. 50/day…If such worker needs to resign, he should give a notice of one month to his employer commencing from the date of his resignation letter *Example (4): A labor with a labor contract of unlimited period, who worked with his employer for a period of three years for a salary of DHS. 20/day…If such worker needs to resign, he should give a notice of two weeks to his employer commencing from the date of his resignation letter

4. If the employer or the worker refused to receive the termination or resignation letters, how can we proof the same?

- Both parties should resort to the Labor Relation Department…As for the worker, he should continue in performing his duties in case he has submitted a compliant.

5. I have submitted my resignation letter to my employer, knowing that I am working under unlimited labor contract, do the said one month notice to be calculated within the total service period? Article No. 118

- Yes, such period shall be calculated within the total service period provided that the worker has actually worked within the said period

6. I have worked during the notice period of one month after I have submitted my resignation letter… And after the notice period has expired, my employer asked for an extension of the notice period without any reason. Shall he have the right to do the same?

The employer may extent the notice period after the worker has completed his work in that period, but the same should be under the consent of both parties.

7. I have submitted my resignation letter to my employer, knowing that I am working under unlimited labor contract besides, we have already, me and my employer agreed to reduce the notice period, what shall be my legal position in such a case?

The one-month notice period may neither be reduced nor may the month period be relieved from even if the same has happened under the consent of both parities… but the respite period may be increased, (the month notice)

8. How can the month notice allowance be calculated if the worker has submitted his resignation letter or if the employer has terminated the service of the worker…and the worker has already done his duties during the said period?

- It shall be calculated based on the last salary received by the worker.

* Example: A labor with a labor contract of unlimited period, and who worked with his employer for a salary of DHS.2000… but at present time, he receives DHS. 3000 as the employer has increased his salary- In this case, the worker shall have the right to receive the one month notice salary based on the last salary he received from his employer which amounts to DHS. 3000

9. I have worked with my employer for a period of one year under a labor contract of unlimited period, yet I have submitted my resignation letter… and I have worked during the notice period of one month, but it was stipulated in my labor contract that if I submitted my resignation, I should work for 3 month as a notice period…Do I need to be bound to such condition?

- Yes, the labor should be bound to the one month notice period, (3 months), if his contract so requires.

10. In case the worker has submitted his resignation letter, but he suddenly ceased working before completing the one month prescribed notice period, what shall be the legal action in this case? Article No. 119

 If the worker didn’t work during the notice period or if he didn’t complete the prescribed period…he should, in this compensate the employer with an allowance called: (the notice allowance) and this shall be through the last salary received by him from his employer.

11. In case the employer has terminated the worker’s unlimited labor contract and didn’t ask the said worker to work during the notice period…, or if he has reduced the notice period, then What shall be the legal action towards such case?

- If the employer has terminated the service of his employee, he should, in case he is not desirous to avail the work of his employee during the notice period, pay to the worker the one month notice period’s salary based on the last salary received by the worker. And in case the employer has terminated the service of his employee after the later has worked for a limited period from such notice period, then the employer should compensate his said employee for the remaining period.

* Example: The employer has terminated the service of his employee, whereas such employee has worked for 20 days from the one month notice period, but the employer has asked him to cease working…In this case, the employer has to compensate the worker also for the remaining period which amounts to 10 days.

12. A worker was terminated by the employer after the former has worked for 11.5 months…whereas the employer has paid him the value of the one month notice period, do such worker deserves the end of service gratuity?

The worker shall not have the right to obtain the end of service gratuity as he didn’t work during the one month notice period.

13. If the worker has submitted his resignation letter and was ready to work during the one month notice period…and the employer has waived such period, do such worker deserves the allowance of the one month notice period?

 Yes, he shall have the right to claim for the allowance of the one month notice period.

14. In case the worker has submitted his resignation letter and took a leave… or resigned during such leave period…shall the said one month notice period become invalid?

 No, it shall not become be invalid and the worker should work for the one month notice period.

15. May the employer terminate the worker without notice? Article: (120)

 Yes it is possible in some cases including:

1- If the worker has impersonated a false personality or nationality or if he has presented forged documents or certificates.

2- If the worker is still in the probation period and was dismissed within or at the end of such period.

3- If the worker has committed a mistake out of which a great loss has resulted to the employer…provided that such employer has already reported this case to the Ministry of Labor within a period of 48H from being informed by the incident.

4- If the worker has violated the work safety instructions or the work place, provided that such instructions were in writing and displayed in a prominent place.

5- If the worker hasn’t performed his main obligations as per the labor contract…and continue in so doing in spite of a written investigation made with him for this purpose and of noticing him not to repeat this violation, otherwise he shall be liable for termination.

6- If the worker has been finally adjudged by a competent court for a crime damaging honor, general morals or for breach of trust.

7- If he had disclosed the company’s confidential information.

8- If he was found drunk or using drugs during the work hours.

9- If he had assault his employer, the manager in charge or any one of his colleagues during the work hours

10- If the worker is absent without presence of reasonable cause, for: - More than discontinuous 20 days during the year.- More than 7 continuous days.

Note: In all the above cases, the employer should prove the occurrence of the relevant incident.

* Example: I have worked with my employer…and he has accused me for the crime of breach of trust…an investigation in the matter was carried out and as a result I was finally adjudged for a fine and imprisonment… ACCORDINGLY, the employer terminated my service…so I am claiming for the amount of the notice period and the compensation such termination.- The worker shall not have the right to have the amount of the notice period based on Article: 120 of the labor law as such worker was dismissed as a result of breach of trust…so the employer shall have the right to terminate him without notice.

* Example: I have been absent from duty for more than 7 continuous days…when I am back to work, my employer dismissed me without any reason… I am claiming for the amount of the notice period.- The worker shall not have the right to have the amount of the notice period if he was absent without reason for 7 continuous days… but if he has any reason, such as an approved sick leave, his employer shall not have the right to dismiss him.

16. If the employer is having a right to dismiss the worker without notice…, shall such worker have the right to leave the work without a notice? Article: 121:

 The worker may have such right in the following two cases:

* If the employer has violated his obligations before the worker with respect to the terms provided for in the contract and the law.

* If an assault had happened against the worker from the employer or from his representative.

Note: The worker should prove the occurrence of both cases.

* Example: I am working with my employer… but he didn’t pay me the salary of 3 months…so I have left the work…but my employer is claiming for the notice period?

The employer shall not have the right to claim for the notice period as he has violated the law and the labor contract based on Article: 121

17. My employer has dismissed me without any reason after I have passed the probation period… do such dismissal considered arbitrary? Article: 122

 If the employer has dismissed the worker, after the probation period without any reason, or if the reason of such dismissal has no connection with the work or if it is due to a complaint to the concerned authorities against the employer or for a case filed against the employer…then such dismissal shall be considered arbitrary.

18. If the employer has arbitrary dismissed me without presence of any reason and I am damaged due to the same…how can such damage and arbitrary dismissal be determined?

Article: 123 The competent court is the party which adjudge the employer to pay the compensation for the worker…and it is the party which estimate the value of such compensation as per the work nature and size of damage incurred by the worker in addition to his period of service…provided that the compensation value shall not exceed the salary of 3 months calculated on the basis of last salary received by the worker.

19. The employer has terminated my service due to the fact that I am not fit from the health point of view, shall he have the right to do the same? Article: 124:

 He may not have the right to do the same for health reasons before the worker has utilized all his legally due leaves. However any agreement or condition contrary to this Article shall stand null and void.

20 Can I have the right to obtain an experience certificate after I have spent my work period with my employer? Article: 125:

The employer should give the worker, on the basis of the later request, and at the end of his contract period, a free experience certificate…such certificate should include:

A- Date of joining the work

B- His contract expiry Date.

C- Total service period

D- Type of work.

E- Last salary obtained in addition of other entitlements, if any.

* The employer should also give back to the worker all his certificates, tools and equipment, if any.

21. I have worked with my employer, but he have sold the establishment for some other person…how can I obtain my work dues? Article: 126:- Based on Article: 126, the service shall be continuing even if the establishment was sold to any other person…both new and old employers shall be jointly responsible for a period of 6 months…and after this period the new employer should bear the responsibility alone.

* Example: An establishment was sold by the original employer to some other person, but the original employer didn’t settle the labors dues…then 3 months were elapsed since it was sold to the new employer…in this case both the new and old employers shall be jointly obliged to pay the workers dues…and after 6 months the new employer shall bear such responsibility alone.

22. I have signed the labor contract…whereas mentioned in the said contract a term which stipulates that after the expiry of my service or during suspension of my work, I should not work with any other competing company for a period of two years?

 Article: 127:- If it was agreed in the labor contract as such…then the worker should be bound to the same…and should not work with any competing company all through the period mentioned in the contract… provided that:

1- The worker should be of 21 years of age when the said contract was concluded.

2- To fix the time…e.g.: Not to work with any competing company for a period of two years from the date of cancellation.

3- To fix the place…e.g.: Not to work with any competing company in UAE…or any particular Emirate.

4- Type of work… e.g.: In the same company’s field of work… or the same job.

* Important:The condition of non- competition was not stipulated in the labor contract approved by Ministry of Labor, but it was mentioned in the labor contract concluded abroad or in the internal labor contract concluded between the two parties or in the work offer, do this be valid?

Employment Contract Termination: No More Penalty for Early Resignation Under New UAE Law"

The new Federal Decree-Law No. 33 of 2021 (the UAE Labour Law) fundamentally changed the rules for terminating fixed-term contracts (the replacement for limited contracts), particularly eliminating the statutory financial penalties for early termination.

🚫 New UAE Law: Termination of Employment Contract (2025 Update)

The new UAE Labour Law (Federal Decree-Law No. 33 of 2021) has replaced the concept of "unjust dismissal" compensation and the automatic financial penalty for resigning early from a limited contract. The system now focuses entirely on the Notice Period.

1. Contract Type: Fixed-Term is the Standard (Article 8)

Old Law (Articles 115, 116)	Current Law (Article 8)
Limited Contracts and Unlimited Contracts were the two types.	All new contracts must be Fixed-Term (maximum 3 years, renewable).
Termination required penalties for non-compliance.	Termination is achieved by serving the mandatory Notice Period (30-90 days).

2. Employer Termination (Replaced Old Article 115)

The concept of a maximum 3-month statutory compensation for "unjust dismissal" under Article 115 is gone.

Old Law Rule (Article 115)	Current Law Rule (Article 43 & 47)
Compensation: If dismissed without reason (and not Article 120), the worker received up to 3 months' total salary (or the remaining contract period, whichever is shorter).	Compensation: Compensation for unfair or arbitrary dismissal is NO LONGER capped at 3 months. The amount is determined by the court, taking into account the employee's nature of work, duration of service, and the damage incurred, but the law no longer specifies the 3-month cap.
Notice: Limited Contracts had no mandatory notice period for employer termination.	Notice: The employer must provide the worker with a minimum of 30 days' notice for early termination, up to 90 days if stipulated in the contract.

3. Employee Resignation (Replaced Old Article 116)

The requirement for the employee to compensate the employer with 45 days' pay (or half of the last 3 months' remuneration) for resigning early from a limited contract is ABOLISHED.

Old Law Rule (Article 116)	Current Law Rule (Article 43 & 45)
Penalty: Employee paid a compensation penalty of up to 45 days' remuneration for early resignation.	Penalty: NO STATUTORY PENALTY. The employee's obligation is solely to give the employer the contractually agreed-upon written notice (min 30 days, max 90 days).
Compensation Basis: Compensation was calculated on Total Remuneration (including allowances).	Final Dues: Compensation is generally calculated based on Total Remuneration, but the focus is on payment in lieu of notice (if notice is not served), not a penalty fee.

4. Compensation for Personal Circumstances

Old Law Rule (Question 10)	Current Law Rule (Article 43)
Resignation for personal matters (new job/family issues) required compensation to the employer.	Resignation for personal matters (new job/family issues) ONLY requires the serving of the notice period. Compensation to the employer for contract breakage is eliminated, provided the notice is served.

Conclusion

The new law shifts the focus from financial penalties to contractual commitment via the notice period. If an employee or employer terminates the contract and serves the full notice period correctly, there is no compensation due to the other party (except for end-of-service gratuity and final salary). If they fail to serve notice, the compensating party pays the remuneration (Total Salary) for the remaining notice period.

 

Termination of Employment Contract in UAE – Frequently asked Questions

1. When the contract is terminated?

It is terminated in the following cases:

If both parties agree on its termination, provided that the worker's consent is given in writing, If the limited contract expires, unless tacitly or expressly extended. If the employer resigned the worker or the worker submitted his resignation in the unlimited contracts, provided that each of them shall notify the other according to the law.

2. Is the contract terminated by worker's or employer's death? - Article (114).

Employment contract shall not be terminated by employer's death, unless the subject of the contract is connected with his own person. But the contract is terminated by worker's death or his total disability, on a condition of providing an approved medical certificate for the same.

3. If the worker's disability is partial, is the employment contract terminated?

If the disability is partial, he can perform other works according to his health condition -an employer shall , according to a request from the worker , shall shift the worker to another position suitable to the worker .. and to pay him the salary given at such position.

* Example: a worker is injured.. His injury is partial as per a medical report.. The worker then requested from the employer to shift him from his current position (builder) to another one suitable with his health condition (guard) - there, the employer shall pay the worker a monthly salary of (guard ) , not a salary of his last position ( builder).

The Ministry of Labour take steps to prevent abuse of sponsorship system in UAE



Saqr Gobash Saeed Gobash, Minister of Labour-



Expats allowed to find jobs after contract ends
The Ministry of Labour will take steps to prevent abuse of the sponsorship system.In a statement to the Federal National Council yesterday, Saqr Gobash Saeed Gobash, Minister of Labour, defended the sponsorship system saying that it was legal and common in many countries, but under different names.

Admitting the existence of abuses of the system and illegal practices, Gobash pledged actions will be taken to stop these abuses and illegal practices.He was responding to a question raised by Yousuf Obaid Ali Al Nuaimi, a representative from Ras Al Khaimah, who called for free labour movement and cancellation of costly sponsorship system.Gobash said the labour ministry will soon issue a decision allowing workers, whose contracts ended, to join new jobs if the market is in real need of them.

Gobash said that the move approved by the Cabinet will address certain negative impacts of the sponsorship system for foreign workers.One day earlier, Al Nuaimi told Gulf News the sponsorship system for foreign workers must be scrapped within three to five years to stop misuse of the system and allow free movement of workers.

He added the existing labour sponsorship system, according to a study, costs the country about Dh50 billion a year to host more than four million foreign workers. The representative rejected the labour minister's statement, which he said fell short of answering many queries he raised.He demanded that the minister show up in person at a later session to address these issues.

The representative suggested that before abolishing the costly system, rules must be enforced to protect rights of workers and employers."Eventually, all foreign workers must be under the jurisdiction of one authority — the Ministry of Labour. Workers must be allowed to change jobs smoothly once a contract ends and no employer should be allowed to withhold workers' passports," Al Nuaimi said.

He added employers' rights must also be guaranteed, citing the right of every business to protect information it regarded as commercially sensitive.

According to an estimate, the average annual cost of hosting a worker is about Dh55,000.

Gobash, however, said the ministry will respect the contracts signed between workers and employers. ‘The ministry [of Labour] will not intervene between workers and employers during the period of these contracts, unless a party failed to abide by its obligations. After the job contract ends, each party to it will be free to determine the new relationship they wish to enter either with the same party or a third party. There will be no restrictions as long as no violation of the law is made."

Cost of workers in UAE

The minister also stressed commitment to guarantee any rights of the employers and restore the government's full control of the labour market.

The cost of a skilled worker is Dh144,000 and the cost of an unskilled worker is Dh33,000, according to Dr Mouawiya Al Awad, Director of the Institute for Social and Economic Research at Zayed University.The overall average annual administrative and recruitment costs per worker are estimated at Dh2,674. For skilled workers the cost is Dh3,404 while it is Dh2,296 for unskilled workers

Canadians entering UAE to apply for entry permits starting 2011 January 2

Abu Dhabi: Starting January 2, Canadians will have to obtain a pre-arranged visa to enter the UAE, official sources said yesterday, amid souring ties between the two countries.Visas will be required for tourism and business purposes but Canadians living in GCC countries can enter the UAE on their residence visa, an Interior Ministry official told Gulf News.The new requirement announced by the UAE's embassy in Ottawa comes amid an increasingly bitter spat centred on landing rights for UAE airlines.

The dispute has already cost Canada access to a military air base that is a crucial link in the supply line for its mission in Afghanistan.

Previously Canadians, like travellers from 34 countries including the United States and much of Europe, were able to obtain a visa on arrival to the UAE under a visa waiver system. More than 25,000 Canadians are living in the UAE, an official estimated.

The visa waiver policy will no longer apply to Canada because relations had dipped to a point where they were "neither healthy nor hopeful", the Associated Press quoted an official source in Abu Dhabi as saying. "The visa waivers are granted to countries with a special relationship ... built on economic and other areas of close and growing cooperation," the source said.

"The current status of relations with the government in Canada compared with other countries on the visa waiver programme is at a much lower level. ... It isn't fair to include it with countries with which we have a healthy and productive relationship."

Another official told Gulf News that the decision is in response to the Canadian government's insistence on visas for Emiratis wanting to travel to Canada. The UAE embassy in Ottawa was instructed to announce the decision to Canadian officials; he said.The official added that this decision has no negative impact on the bilateral relations between the two countries. The UAE has ratcheted up the pressure on Ottawa after failing to secure additional landing rights for Emirates and Etihad airlines.

UN Council setback

The UAE last month also moved to bar Canada from using the Mirage air base that was expected to play an important role in the drawdown of Canadian troops and equipment from Afghanistan.A UAE official told Gulf News earlier the UAE lobbied against Canada's bid for a non-permanent United Nations Security Council seat. Canada pulled out of the race after falling behind rivals in an early round of voting in what was seen as a significant setback for the G-7 economic power.— With additional inputs from Abdullah Rasheed, Abu Dhabi Editor and AP

Aviation dispute

•October 10: The UAE is disappointed that despite intensive negotiations over the last five years the UAE and Canada have been unable to arrive at an agreement on expanding the number of flights between the two countries.

•October 11: Canadians barred from military base, a crucial link in the supply line for its mission in Afghanistan.

•October 14: Official source announces UAE lobbied against Canada's bid to win a seat on the United Nations Security Council because of its anti-Arab policies.

•November 9: UAE cancels visa waiver policy for Canadians, in a tit for tat move.

UAE WPS Update: No More Grace Period, Penalties are Automatic

This article describes the initial implementation and mechanism of the Wages Protection System (WPS) in the UAE, primarily based on the Ministerial Resolution No. 788 of 2009.

While the fundamental purpose and mechanism of WPS remain the same—it is still an electronic system to ensure timely payment of wages—the deadlines, consequences, and specific penalties have been significantly updated and made much stricter since 2009, especially under the new Federal Decree-Law No. 33 of 2021 (the UAE Labour Law) and subsequent Ministerial Resolutions.

Here is the updated status, focusing on the current rules for late payment and penalties:

💰 UAE Wages Protection System (WPS): Mandatory Compliance & Strict Penalties

#WPS #WageProtection #MoHRE

The Wages Protection System (WPS) remains the mandatory electronic salary transfer system in the UAE private sector, ensuring workers receive their agreed-upon wages on time. The Ministry of Human Resources and Emiratisation (MoHRE), in coordination with the Central Bank of the UAE (CBUAE), strictly enforces this system.

Key Current Requirements & Deadlines

Requirement	2009 Rule (Article)	Current (2025) Rule (MoHRE/WPS)
Transfer Deadline	Within two weeks of the due date.	Wages must be paid via WPS within a maximum of 15 days from the due date specified in the employment contract.
Defining Late Payment	Delaying payment for more than one month of the due date.	Payment is considered delayed if not transferred within 15 days of the due date.
Compliance Exemption	Exemption periods based on the number of workers (100+, 15-99, etc.).	No general exemptions. WPS coverage is mandatory for all private sector companies registered with MoHRE, regardless of size.

🛑 Current Consequences and Penalties for WPS Violations

The consequences for non-compliance are much faster and more severe today than the 2009 penalty of simply denying new work permits. Penalties are now automated and escalate rapidly:

Delay/Violation Type	Current MoHRE Action/Penalty
17 Days Delay	Automatic Suspension of New Work Permits: The company is immediately blocked from hiring new employees.
30 Days Delay (or More)	Legal Escalation and Further Bans: * The Public Prosecution may be notified for further legal action (for companies with 50+ workers). * The ban on new work permits may extend to all companies owned by the same partners (for repeat violators).
60 Days Delay (Worker Right)	If a worker's salary is delayed for 60 days or more, the employee has the legal right to terminate their contract immediately and join a new employer without being penalized or banned, and is entitled to full end-of-service dues and compensation.
Failing to Register in WPS	Companies not registered in WPS may face fines starting from AED 5,000 per worker.
Fines for Non-Payment/Delay	Administrative fines start from AED 1,000 per employee (up to AED 20,000 maximum fine).
Repeat Violators	Companies that repeatedly violate WPS rules may face downgrade to the lowest classification (Category 3), which impacts their ability to conduct business with government entities.

Note on Expenses

The rule stated in the 2009 article remains absolutely firm: The employer is responsible for all expenses incurred upon joining WPS (bank fees, service charges, etc.). Employers are strictly prohibited from deducting any WPS-related costs from workers' wages.

 

 

Sponsoring Your Parents for a UAE Residence Visa

If you are an expatriate resident looking to bring your parents or parents-in-law to live with you long-term in the UAE, the process involves a specific multi-step legal framework. A long-term residence visa is entirely distinct from a standard tourist or visit visa—it grants your parents legal residency status, allowing them access to local bank accounts, utilities, and resident healthcare perks.

The residency process is structured into two main steps: first, securing an entry permit for them to land in the country, and second, converting that permit into a valid residence visa once they are physically inside the UAE.

📋 Rules & Financial Requirements

The UAE government enforces strict baseline criteria to ensure sponsors can comfortably provide for elderly dependents.

• The Both-Parents Rule: You must sponsor both your mother and father together. The immigration authority will not allow you to sponsor only one parent unless you provide officially attested legal documentation proving that one parent has passed away or that they are legally divorced.

• The Sole-Provider Mandate: You must prove that you are your parents' primary caregiver and sole financial support system. If they have other children living with them or supporting them in their home country, getting approval will be highly challenging.

• Minimum Salary Caps: Financial thresholds are strictly evaluated by immigration departments:

  • The Standard Route: The baseline salary threshold typically hovers around AED 20,000 per month to sponsor parents under normal family residency channels.

  • The Humanitarian Route: In Dubai, the General Directorate of Residency and Foreigners Affairs (GDRFA) offers a special pathway through Amer centers for sponsors earning a minimum of AED 10,000 per month, subject to case-by-case committee approval.

• Housing Limitations: You must hold a registered tenancy contract (such as Ejari in Dubai) proving you have adequate living space. To house parents, your accommodation must be a minimum of a two-bedroom apartment.

• Refundable Security Deposit: Sponsors must lodge a refundable security deposit of approximately AED 5,000 per parent with the immigration authority. This money is held securely and released only if the visa is eventually cancelled or converted without outstanding fines.

• Visa Validity: Parent residency visas are strictly limited to one year at a time and must be renewed annually.

• Employment Strictness: This sponsorship is strictly for a residency visa. Sponsored parents are not legally permitted to work or seek employment in the UAE.

🗂️ Complete Document Checklist

Before visiting a typing center or submitting your application online, make sure you have gathered and fully attested the following items:

• Sponsor’s Documents: Your original passport with a valid UAE residence visa, your original Emirates ID, a fresh salary certificate (for government/freezone workers) or an active labor contract (for private sector workers), and your registered Ejari tenancy contract.

• Parents’ Documents: Clear passport copies valid for at least 6 months and recent passport-sized photographs taken against a plain white background.

• Proof of Relationship: An official birth certificate proving your relationship to your parents. If you are sponsoring your parents-in-law, you must also provide your spouse’s attested birth certificate and your official marriage certificate.

• The Sole-Supporter Affidavit: A formal dependency letter or affidavit attested by your home country's embassy or consulate, verifying that you are their sole financial provider.

• Comprehensive Health Insurance: A valid health insurance policy meeting the local regulatory minimums. Because healthcare costs scale with age, buying a compliant premium plan for your parents is mandatory.

🔏 Crucial Attestation Warning: All foreign-issued relationship certificates and dependency letters must undergo a three-stage legalization process: the Ministry of Foreign Affairs in your home country, the UAE Embassy in your home country, and finally, the UAE Ministry of Foreign Affairs (MOFA) inside the Emirates, translated legally into Arabic.

🔄 The Step-by-Step Residency Process

                      ┌──────────────────────────────┐
                      │    Step 1: Entry Permit      │
                      └──────────────┬───────────────┘
                                     │
                                     ▼
                      ┌──────────────────────────────┐
                      │    Step 2: In-Country        │
                      │      Status Change           │
                      └──────────────┬───────────────┘
                                     │
                                     ▼
                      ┌──────────────────────────────┐
                      │   Step 3: Medical Screening  │
                      └──────────────┬───────────────┘
                                     │
                                     ▼
                      ┌──────────────────────────────┐
                      │   Step 4: Emirates ID        │
                      │        & Biometrics          │
                      └──────────────┬───────────────┘
                                     │
                                     ▼
                      ┌──────────────────────────────┐
                      │   Step 5: Visa Stamping      │
                      └──────────────────────────────┘

1. Securing the Entry Permit

Submit your complete document file via the GDRFA portal, the ICP app, or an authorized Amer center. The application files are reviewed by an approval committee to verify financial dependency. Once cleared, an electronic entry permit is generated. If your parents are outside the country, you can email them this permit. If they are already inside the UAE on a visit visa, you must process an In-Country Status Change to move them onto the residency file without making them exit the border.

2. Medical Fitness Screening

Within the legal 60-day grace period following their arrival or status change, your parents must visit an approved government medical fitness center. They will undergo a standard physical examination, a blood test, and a chest X-ray.

3. Emirates ID & Biometrics Registration

Once the medical fitness certificate is cleared, file their official Emirates ID applications. If your parents have never held a UAE resident identity card before, you will need to book an appointment at an ICP center for them to complete their biometric data capture (fingerprints and eye scans).

4. Final Visa Stamping

Lodge your refundable security deposits at the typing center or portal, upload the cleared medical reports, the insurance policies, and the completed Emirates ID forms. The immigration authority will finalize the application, issue their digital residency visas, and dispatch their physical Emirates ID cards via courier within a few business days.

🔄 Annual Visa Renewal

Because parent residence visas expire every 12 months, you must initiate the renewal process within the specified grace window before expiration to avoid overstay charges.

To renew, take your passport, your parents' passports, their updated health insurance policies, a fresh salary certificate, and your active Ejari contract to an Amer center or submit online. Your parents must clear their annual medical fitness screening again, after which the new one-year residency term will be approved and stamped.

#UAEParentVisa #DubaiResidency #FamilySponsorship #GDRFA #AmerCentre #UAEPass #EjariDubai