UAE Work Permits: Your Guide to All 13 Types and Opportunities

 Let's provide comprehensive details for each of the 13 UAE work permit types, aligning with UAE labor law and Ministry of Human Resources and Emiratisation (MOHRE) regulations.

Understanding the UAE Labor Law and Work Permits

The UAE Labor Law, regulated by MOHRE, is designed to protect the rights of both employers and employees while fostering a productive and balanced work environment. Work permits are essential for legal employment in the private sector, ensuring that all workers are documented and their rights are safeguarded.

Here's a detailed look at the 13 work permit types:

1. Standard Work Permit (Employment Visa)

• Purpose: This is the most common work permit, allowing UAE-based companies to recruit employees from outside the UAE.
• Process:

v  The employer applies for an entry permit from MOHRE.

v  The employee enters the UAE on the entry permit.

v  The employer proceeds with medical tests and Emirates ID application.

v  MOHRE issues the work permit.

v  The employer then applies for the employee's residence visa.

• Responsibilities: The employer is responsible for all visa, work permit, and residence documentation.
• Target: For companies seeking to bring in foreign talent for long-term employment.
• Key Consideration: This permit is the foundation for most expat employment in the UAE.

2. Transfer Work Permit (Change of Employer Permit)

• Purpose: Enable expat workers already residing in the UAE to switch jobs without leaving the country.
• Process:
• The new employer applies for a transfer work permit from MOHRE.
• The employee's current employer must approve the transfer (subject to contract terms and labor law).
• MOHRE reviews and approves the transfer.
• The new employer processes the necessary documentation.
• Target: Expat workers within the UAE looking for new employment opportunities.
• Key Consideration: This permit is subject to regulations regarding contract termination and potential bans.

3. Work Permit for Resident Visa by Family (Family Sponsored Visa)

• Purpose: To allow individuals sponsored by family members (spouse, parents) residing in the UAE to work.
• Process:
• The employer applies for a work permit from MOHRE.
• The applicant must have a valid family-sponsored residence visa.
• MOHRE issues the work permit.
• Target: Individuals on family sponsorship seeking employment without employer-provided visa sponsorship.
• Key Consideration: This permit simplifies the process for those already legally residing in the UAE through family ties.

4. Temporary Work Permits

• Purpose: Granted for short-term projects or specific tasks with a limited duration.
• Process:
• The employer applies for a temporary work permit from MOHRE, specifying the project's duration.
• MOHRE approves the permit based on the project's requirements.
• Target: Companies needing workers for short-term projects or seasonal work.
• Key Consideration: These permits offer flexibility for projects with defined timelines.

5. One-Mission Permit

• Purpose: Issued to recruit a worker from abroad for a specific, short-term project or task.
• Process:
• The employer applies to MOHRE, detailing the specific mission.
• MOHRE then approves the permit based on the provided details.
• Target: Companies requiring specialized foreign workers for a single, time limited task.
• Key Consideration: Differs from temporary work permits by its focus on a single, specific mission.

6. Part-Time Work Permit

• Purpose: Allows employers to hire workers under part-time contracts with reduced working hours or days.
• Process:
• The employer applies for a part-time work permit from MOHRE, specifying the part-time contract details.
• Employees can work for multiple employers with MOHRE approval.
• Target: Individuals seeking flexible work arrangements and employers needing part-time staff.
• Key Consideration: This permit provides flexibility for both employers and employees.

7. Juvenile Work Permit

• Purpose: Enable teenagers aged 15-18 to work under specific regulations.
• Process:
• The employer applies for a juvenile work permit from MOHRE.
• Parental or guardian consent is required.
• Working hours and job types are restricted to ensure safety and well-being.
• Target: Teenagers seeking part-time or summer employment.
• Key Consideration: Strict regulations are in place to protect young workers.

8. Student Training, Employment Permit

• Purpose: Designed for students aged 15 and above already residing in the UAE for training and work experiences.
• Process:
• Educational institutions and employers coordinate the application to MOHRE.
• Specific regulations and conditions are enforced to ensure a suitable training and work environment.
• Target: Students seeking practical experience alongside their education.
• Key Consideration: This permit focuses on combining education with work experience.

9. UAE, GCC National Work Permit

• Purpose: Facilitate employment for Emirati and Gulf Cooperation Council (GCC) citizens.
• Process:
• Simplified procedures are in place for UAE and GCC Nationals.
• Target: Emirati and other GCC citizens working in the UAE private sector.
• Key Consideration: This permit reflects the priority given to local and regional talent within the UAE workforce.

10. Golden Visa Work Permit

• Purpose: Required for Golden Visa holders seeking employment with UAE-based companies.
• Process:
• The Golden Visa holder applies for a work permit through the normal channels.
• Having the Golden visa simplifies some procedures.
• Target: Golden Visa holders aiming to work in the UAE.
• Key Consideration: The Golden Visa provides long-term residency, and this permit facilitates employment for those holders.

11. National Trainee Permit

• Purpose: Granted to companies registered with MOHRE that wish to train Emirati citizens with approved scientific qualifications.
• Process:
• Companies apply to MOHRE, providing details of the training program.
• MOHRE approves the training program and issues the permit.
• Target: Companies engaged in training Emirati citizens.
• Key Consideration: This permit supports the UAE's Emiratization goals.

12. Freelance Permit

• Purpose: Issued to self-sponsored foreigners providing services or tasks to individuals or companies without a specific employer or employment contract.
• Process:
• The applicant obtains a freelance permit from relevant free zone authorities or other approved entities.
• This permit allows them to work independently.
• Target: Freelancers, consultants, and independent contractors.
• Key Consideration: This permit provides legal recognition for self-employed professionals.

13. Private Teacher Work Permit

• Purpose: To allow qualified professionals to offer private tuition legally in the UAE.
• Process:
• The applicant applies for a permit through relevant authorities.
• This two-year permit is issued free of charge.
• Target: Qualified professionals wishing to provide private tuition.
• Key Consideration: This permit legitimizes and regulates private tutoring services.

These detailed descriptions provide a comprehensive understanding of the 13 work permit options in the UAE, highlighting their purposes, processes, and key considerations. 

UAE End-of-Service Benefits: Gratuity & Investment Options

 Understanding UAE gratuity calculations involves navigating key aspects of the UAE Labour Law, particularly Federal Decree-Law No. 33 of 2021, and subsequent ministerial resolutions. Here's a breakdown of the essential points:

Key Points:

• Basis of Calculation:
• Gratuity is calculated based on the employee's basic salary, excluding allowances like housing, transportation, or other benefits.
• Eligibility:
• Generally, an employee must complete at least one year of continuous service to be eligible for gratuity.
• Service Duration and Calculation:
• The calculation varies based on the length of service. Key considerations include:
• For service between 1 and 5 years: 21 days' basic salary for each year of service.
• For service exceeding 5 years: 30 days' basic salary for each additional year of service beyond the initial five.
• There is a maximum gratuity amount, that cannot exceed two years worth of the employees basic salary.

• Calculation Formula:

  • For service of 1 to 5 years: Gratuity = (Basic Salary × 21 days × Years of Service) ÷ 30
  • For service exceeding 5 years: Gratuity = (Basic Salary × 30 days × Years of Service) ÷ 30
• Contract Types:
• While distinctions between limited and unlimited contracts existed, the new labour law has streamlined contracts, but the manner in which resignations affect the calculation can still vary.
• Resignation vs. Termination:
• How the employment relationship ends (resignation or termination) can affect the gratuity amount, particularly in cases of resignation with shorter service periods.
• The Savings Scheme:
• It is important to note that there is now an alternative end-of-service benefits system, called the savings scheme. This is an optional alternative. Where employers can subscribe to investment funds for their employee's end-of-service benefits. This is a new development within the UAE labor law.
• Relevant Legislation:
• Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Labour Relations.
• Cabinet Resolution No. 96 of 2023 Regarding an Alternative End of Service Benefits System.
• Cabinet Resolution No. 1 of 2022 on the Implementation of the Regulation of Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Labour Relations.  

Important Considerations:

• It's crucial to refer to the latest official sources for the most accurate and up-to-date information, as labor laws can be subject to change.
• Consulting with legal professionals or HR experts in the UAE is recommended for specific cases or complex calculations.

I hope this information is helpful.

new gratuvity payment system in dubai

It's important to understand that while the core principles of UAE gratuity remain, there's a significant development with the introduction of an alternative end-of-service benefits system, often referred to as the "savings scheme." Here's a breakdown:

Traditional Gratuity:

• This system, based on the UAE Labour Law, calculates gratuity based on an employee's basic salary and years of service.
• It involves lump-sum payments upon the end of an employee's service.
• This system is still in place.

The New Savings Scheme:

• This is an alternative end-of-service benefits system. It's not a complete replacement of the traditional gratuity, but an optional alternative.
• It involves employers contributing to investment funds on behalf of their employees.
• The employee's end-of-service benefits then depend on the performance of these investments.
• Key aspects of this scheme include:
• Employers make monthly contributions to investment funds.
• Employees can also make voluntary contributions.
• The final payout to the employee includes the employer's contributions and any investment returns.
• This is regulated by Cabinet Resolution No. 96 of 2023.
• This system is designed to provide greater financial security for employees.

Key Considerations:

• The savings scheme is an optional alternative for employers.
• The traditional gratuity system remains in place.
• It is important to understand the details of each system to make informed decisions.
• It is always best to refer to the official sources from the UAE government, such as the Ministry of Human Resources and Emiratisation (MoHRE), for the most accurate and up-to-date information.

In essence, Dubai, and the wider UAE, have introduced a new, investment-based option for end-of-service benefits, giving employers and employees more flexibility.

#UAELabourLaw #UAEGratuity #EndofServiceBenefits #UAEEOSB #UAESavingsScheme #GratuityCalculation #MoHRE #EmploymentRightsUAE #FederalDecreeLaw33 #UAESavingsPlan #EmployeeInvestmentUAE #CabinetResolution96 #AlternativeEOSB #UAEJobs #WorkingInUAE #DubaiJobs #UAEBusiness #UAELegal #UAERules #Dubai #UAE #UAEGuide #ExpatUAE #LearnUAE #UAEFinance" 

Stay Ahead with 2025's Crucial Updates on UAE Employment Laws

 

You are fired

This document outlines the provisions related to termination without notice and suspension under the prevailing United Arab Emirates (UAE) Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations (“New Labour Law”), effective February 2, 2022, as amended by subsequent legislation, including the 2025 amendments. This law governs employment relations in all private sector establishments within the UAE, excluding those operating within the Dubai International Financial Centre and Abu Dhabi Global Market. This revision incorporates significant changes designed to align UAE employment legislation with recognised global standards and evolving market practices. #UAELabourLaw #EmploymentLaw #UAEJobs #HRUAE #LegalUAE

Termination Without Prior Notice (Article 44)

Article 44 of the New Labour Law, as amended, delineates the circumstances under which an employer may terminate an employee's employment summarily, without providing prior notice. The following constitute grounds for such termination:

1.    False Identity/Forgery: If the employee assumes a false identity or submits forged certificates or documents. #Fraud #Forgery

2.    Material Loss/Damage: If the employee commits an error resulting in material losses to the employer or deliberately causes damage to the employer's property, provided the employee admits to the error and the employer notifies the Ministry of Human Resources and Emiratisation (“MOHRE”) within seven (7) working days of becoming aware of the incident. #MOHRE #Damage

3.    Violation of Rules/Safety: If the employee violates the establishment's rules and regulations concerning work or safety measures, despite having knowledge of such rules. #WorkplaceSafety #Compliance

4.    Failure to Perform Duties: If the employee fails to fulfill their contractual duties and does not rectify such failure after receiving two (2) written warning letters and being subject to a written investigation. #EmploymentContract #WarningLetter

5.    Disclosure of Confidential Information: If the employee discloses confidential information related to industrial or intellectual property, resulting in material loss or loss of opportunity to the employer, or personal gain to the employee. #Confidentiality #IntellectualProperty

6.    Public Morals/Substance Abuse: If the employee commits an act against public morals at the workplace or is found to be under the influence of narcotics or in a state of intoxication. #WorkplaceEthics #SubstanceAbuse

7.    Assault: If the employee commits a verbal, physical, or other form of assault punishable by law against the employer, manager, supervisor, or co-worker. #WorkplaceViolence #Assault

8.    Unauthorized Absence: If the employee is absent from work without justification for more than twenty (20) non-consecutive days in a year, or more than seven (7) consecutive days. #Absence #Attendance

9.    Abuse of Position: If the employee abuses their position to obtain personal gains or profits. (2025 Amendment) #Ethics #AbuseOfPower

10.                  Unauthorized Employment: If the employee joins another establishment without adhering to the applicable legal procedures. (2025 Amendment) #LabourPermit #WorkPermit

Comparative Analysis and Key Changes

Procedural Requirements: The New Labour Law provides enhanced procedural clarity regarding summary dismissal. In cases of failure to perform duties, employers must conduct a written investigation and issue two (2) warning letters, a requirement absent in Federal Law No. 8 of 1980. #LegalUpdate #LabourReform Probationary Period: The New Labour Law addresses termination during the probationary period separately under Article 9, thus removing it from the grounds for immediate dismissal under Article 44. #ProbationPeriod End-of-Service Gratuity: A significant departure from Federal Law No. 8 of 1980 is that employees summarily dismissed under Article 44 remain entitled to their end-of-service gratuity. This overturns previous judicial interpretations that allowed forfeiture of gratuity in cases of summary dismissal for breach of contractual duties. #Gratuity #EndOfService Confidential Information: The New Labour Law specifies that the disclosure of confidential information must result in material loss, loss of opportunity, or personal gain to warrant summary dismissal. This provides greater clarity compared to the broader provisions of Federal Law No. 8 of 1980. #LegalClarity Notification Timeline: The notification period for material loss incidents to MOHRE has been extended from 48 hours to seven (7) working days. #Notification 2025 Additions: Articles 44 (9) and (10) add specific legal grounds for dismissal without notice. #Amendment

Suspension (Article 40)

While this document primarily addresses termination, it is pertinent to note that Article 40 of the New Labour Law governs the temporary suspension of employees. This article should be consulted for the specific conditions and procedures related to employee suspension. #EmployeeSuspension

Disclaimer:

This document provides a general overview and should not be construed as legal advice. Employers and employees are advised to seek professional legal counsel to ensure compliance with the New Labour Law and any subsequent amendments. #LegalAdvice #ComplianceUAE

DIFC Courts Jurisdiction: New Dubai Law Streamlines Operations & Dispute Resolution

Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai

 Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai has enacted Law No. (2) of 2025, a significant legislative development aimed at strengthening the Dubai International Financial Centre (DIFC) Courts. This new law comprehensively regulates the judicial and administrative structure of the DIFC Courts, redefining their jurisdictions and operational procedures.  

Enhanced Independence and Structure:

The law reaffirms the independent status of the DIFC Courts, encompassing the Court of Appeal, the Courts of First Instance, and the Small Claims Court.

These courts are mandated to exercise their duties and jurisdictions autonomously, adhering to the provisions of Law No. (2) of 2025, the broader DIFC legal framework, and the courts' established rules.  

Appointment and Authority:

A key aspect of the new law is the detailed specification of mechanisms for appointing the President and Director of the DIFC Courts. This includes outlining their respective jurisdictions and responsibilities and ensuring a clear and efficient leadership structure.

Introducing a Mediation Services Centre for Amicable Dispute Resolution:

Recognizing the importance of alternative dispute resolution, Law No. (2) of 2025 mandates the establishment of a dedicated Mediation Services Centre within the DIFC Courts. This center will provide a platform for parties to engage in mediated negotiations, facilitated by registered mediators, to achieve amicable settlements. The Centre’s President will determine its operating system, jurisdiction, and procedural guidelines. This addition underscores the DIFC Courts’ commitment to offering diverse and effective dispute resolution options.  

Exclusive Jurisdiction Clarified:

The new law explicitly defines the DIFC Courts’ exclusive jurisdiction, granting them the authority to hear and adjudicate civil, commercial, and labor claims and lawsuits involving the Centre’s bodies or institutions. This ensures a specialized and efficient handling of disputes within the DIFC ecosystem.  

Comprehensive Procedural Framework:

Law No. (2) of 2025 provides a detailed framework covering various aspects of litigation, including:

• Powers of the DIFC Courts: Clearly outlining the scope of judicial authority.
• Litigation Procedures: Standardizing processes for filing and conducting lawsuits.
• Evidence: Defining rules for the admissibility and presentation of evidence.
• Urgent Matters: Establishing procedures for expedited handling of time-sensitive cases.
• Enforcement: Streamlining the process of enforcing court judgments.
• Exemption from Pledge for Compensation: Addressing financial aspects related to litigation.
• Technical Defects and Procedural Errors: Defining how such issues are handled.
• Statute of Limitations: Setting time limits for legal actions.

Repeal of Previous Legislation:

This new law supersedes Centre Law No. (10) of 2004 and Law No. (12) of 2004, which previously governed the DIFC Courts. Any conflicting provisions in other existing legislation are also repealed, ensuring a unified and updated legal framework.  

Impact and Significance:

Law No. (2) of 2025 represents a significant step in enhancing the efficiency, independence, and effectiveness of the DIFC Courts. By providing a comprehensive and modern legal framework, Dubai aims to solidify the DIFC’s position as a leading international financial center with a robust and reliable judicial system.

Expat Leaving UAE? Avoid These Mistakes: Credit Cards, Visas, & Tenancy Termination

 Question: I'm retiring from Dubai. What do I need to do about visas, credit cards, and my apartment before I leave?

Expat Leaving UAE? Avoid These Mistakes

Answer: When leaving the UAE permanently, you must address several key aspects to ensure a smooth transition while complying with the applicable laws and regulations.

1. Closing Bank Accounts: As stipulated in Article 9(b) of the UAE Central Bank Regulation No. 29/2011 (dated February 23, 2011) concerning Bank Loans & Other Services Offered to Individual Customers, a customer may request the closure of their bank account and the termination of their relationship with the bank. The law mandates that banks must process account closures without imposing penalties if the account has been open for more than one year. Furthermore, banks are required to issue a certificate confirming the account closure within a maximum of seven days from the date of request submission.
2. Visa Cancellation: If you are sponsoring your family members, Federal Law No. 6 of 1973 on the Entry and Residence of Foreigners mandates that you must first cancel their visas before proceeding to cancel your own. This can be done by visiting an Amer Service Centre or completing the process online, submitting the required documents, and paying the applicable fees.
3. Tenancy Agreements: Dubai Land Law does not explicitly address early termination of rental contracts. However, it is advisable to notify your landlord in writing at least 90 days prior to the contract's expiration if you intend to vacate. This is in accordance with Article 14 of Law No. 33 of 2008 Amending Law No. 26 of 2007, which requires either party to notify the other at least 90 days in advance if they wish to amend or terminate a rental agreement. If you need to terminate your tenancy early, you should attempt to reach a mutual agreement with your landlord. In case of disputes, you may approach the Real Estate Regulatory Authority (RERA) for resolution.
4. Clearing Credit Card Dues: It is crucial to clear all outstanding credit card balances prior to your departure. Failure to comply could result in the lender initiating legal proceedings. Under Articles 324 and 325 of the Federal Decree-Law No. 42 of 2022 on Civil Procedures Law, if the outstanding amount exceeds AED 10,000, the lender may request the court to impose a travel ban or initiate further legal actions, such as payment order cases or civil suits, to recover the debt. A final judgment against you could lead to execution proceedings, including potential travel bans or arrest warrants.

Conclusion: Before retiring and leaving the UAE, ensure that you:

• Close all bank accounts and secure a closure certificate.
• Cancel all family visas and your own visa.
• Notify your landlord of your intention to vacate and manage the tenancy agreement appropriately.
• Settle all outstanding credit card dues to avoid legal complications.

Consulting the relevant authorities or legal professionals for further guidance is highly recommended to avoid any regulatory or legal issues.

I hope this revised version is clear and comprehensive! Let me know if you'd like further refinements.