This detailed, multi-layered
article from around 2010 provides a great snapshot of the UAE's employment and
residency rules during a period of significant transition (post-2005 ban
lifting, pre-2011/2022 Labour Law).
All the specific ban durations
(6-month, 1-year, etc.), the role of the Ministry of Interior in employment
bans, the concept of the NOC, and the exact ban lifting fees mentioned are now
OBSOLETE.
The current framework,
established by the Federal Decree-Law No. 33 of 2021 (the UAE Labour Law),
simplifies and liberalizes employment mobility, effectively removing the
automatic bans described in the article.
Here is an analysis and update
of the core concepts presented in the article:
🚫 UAE Employment Mobility &
Bans: The New Era (2025 Update)
The specific rules regarding
automatic 6-month and 1-year labour bans imposed by the Ministry of Labour
(MoL, now MoHRE) are no longer applicable under the Federal
Decree-Law No. 33 of 2021. The current law prioritizes employment flexibility
and simplifies the process of switching jobs.
1. The Employment Ban (Work
Permit Restriction)
|
2010 Context
(Article) |
Current (2025) Law
& Status |
|
Automatic 6-Month Ban:
Imposed on most workers who resigned/cancelled their visa. |
ABOLISHED. The
automatic ban is removed. An employee can switch jobs immediately after the
notice period or cancellation, provided the termination was legal. |
|
NOC (No Objection
Certificate): Essential for avoiding the ban if leaving an
unlimited contract early. |
ABOLISHED. The
NOC is no longer required for an employee to transfer their work permit to a
new employer. |
|
Ban Lifting Fees (AED
3,000-6,000): Paid to lift the automatic ban. |
ABOLISHED.
Since the automatic ban is removed, there is generally no ban lifting fee for
a standard job change. |
|
Ban Exceptions (Engineers,
Accountants, etc.): Certain professions were exempt from the
ban. |
ABOLISHED. The
list of exempted professions is irrelevant as the general ban is removed for
all. |
2. Immigration Ban (Entry Ban)
The distinction between the
Employment Ban (MoL/MoHRE) and the Immigration Ban (MoI/ICP) remains valid, but
the rules are clearer.
- Criminal/Security Ban (Permanent): STILL
APPLICABLE. An entry ban is still imposed by the Public Prosecution or
Judiciary for criminal offenses (theft, fraud, drug offenses, etc.) or
serious national security violations. This is a permanent ban and
is monitored via the Integrated Systems (including eye scanning).
- Immigration Violation Ban
(Absconding/Overstay): STILL APPLICABLE. If an
employee is reported as absconding (leaving work for more than 7
consecutive days without a legitimate reason), they face a Work Permit
Restriction (ban) and an entry ban (often for a year) and must pay fines.
Overstaying a visa also results in daily fines and may lead to a temporary
ban upon exit.
3. Domestic Help (Exclusion in
2005)
The article noted domestic
help were temporarily excluded from the 2005 ban lifting.
- Current Status: Domestic
workers are now covered under Federal Decree-Law No. 9 of 2022
Regarding Domestic Workers. They have specific rights and contracts,
and their transfer procedures are governed separately, though the overall
trend is toward greater flexibility and protection.
4. Current Job Change
Requirements
Under the new law, job
switching is based on the notice period specified in the contract:
|
Contract Scenario |
Requirement to
Switch Jobs |
|
Unlimited Contract
(Pre-2022): |
Serve the full notice period
(minimum 30 days, maximum 90 days) agreed upon in the contract. |
|
Fixed-Term Contract
(Post-2022): |
Serve the full notice period
(minimum 30 days, maximum 90 days) agreed upon, provided the employee has
completed the probationary period. |
|
Termination during
Probation: |
No ban if the employee gives
14 days' written notice to switch to a new employer in the UAE, or a 1-month
notice if leaving the country. |
Key Takeaway: For
workers who terminate their contract lawfully (serving the notice period), the
automatic labour ban is eliminated, allowing for seamless job switching.
