Hiring staff legally in the UAE requires the company to act as sponsor for work permits and residence visas, complying with Ministry of Human Resources and Emiratisation (MOHRE) regulations, emirate immigration rules, and sector-specific quotas. As of February 2026, the process integrates digital approvals through MOHRE portals, mandatory health insurance, wage protection system registration, and increasing Emiratisation obligations for mainland entities. Free zones follow zone-specific employment rules with separate visa quotas, while mainland companies operate under MOHRE with broader access but stricter nationalization targets. The sequence demands quota availability, work permit issuance before entry, and full onboarding before work begins to avoid fines, permit suspensions, or hiring freezes.
Confirming Visa Quota Availability
Visa quotas determine how many foreign employees the company can sponsor. Mainland quotas link to physical office size verified by Ejari tenancy contract, often calculated per square meter or office classification, with flexibility for justification or upgrades. Free zone quotas depend on the zone authority, license package, and facility type, such as flexi-desk limiting initial allocations while dedicated offices allow higher numbers. Companies check quota status through MOHRE or zone portals before recruitment. A mainland consulting firm with 100 square meters might sponsor 5-10 employees initially, while a free zone startup on flexi-desk starts with 2-3. Exceeding quota blocks new permits until expansion or upgrades occur.
Meeting Emiratisation Requirements Where Applicable
Mainland companies with 50 or more employees must increase Emirati representation in skilled roles by 2 percent annually toward a 10 percent target by end-2026, with monthly fines per unfilled position. Smaller mainland firms (20-49 employees) face requirements to hire at least one or two Emiratis in certain sectors, with penalties escalating. Free zones remain exempt from Emiratisation quotas as of 2026, though discussions continue on potential extension. A mainland entity hiring foreign talent verifies quota compliance through Nafis platform or MOHRE to avoid permit blocks. Hiring Emiratis requires MOHRE work permit, contract registration, and minimum wage of AED 6,000 monthly for new or renewed permits effective January 2026.
Recruiting and Issuing the Offer
Post job advertisements on approved channels, conduct interviews, and shortlist candidates. Issue a standard MOHRE offer letter outlining salary, benefits, job title, and terms. For overseas hires, the employer applies for work permit (overseas) through MOHRE Tasheel system, submitting candidate documents including passport, photos, qualifications, and signed offer. MOHRE approves within days if quota exists and documents comply. A tech startup recruits a developer abroad, issues the offer, and secures work permit approval before entry permit issuance.
Obtaining Entry Permit and Arrival
With work permit approval, apply for entry permit (e-permit) through MOHRE or GDRFA portals, valid for 60 days. The employee enters on this permit. Upon arrival, complete medical fitness test at approved centers (blood test, chest X-ray) to rule out communicable diseases. Failure requires treatment or exit. A candidate from outside the UAE arrives, undergoes medical within days, and proceeds to Emirates ID and visa stamping.
Registering Employment Contract and Health Insurance
Submit the signed employment contract to MOHRE for registration within 14 days of entry. Contracts follow standard MOHRE templates specifying unlimited or limited term, probation (up to 6 months), notice periods, and benefits. Enroll the employee in mandatory health insurance covering basic and additional care. Employers register with Wages Protection System for salary payments through approved channels. A new hire signs the contract post-medical, registers it digitally, and receives health card before work starts.
Issuing Residence Visa and Work Permit Card
After contract registration and medical clearance, apply for residence visa stamping in passport through GDRFA or ICP portals, typically 2-3 years validity. Collect Emirates ID and work permit card. The employee can now work legally. A mainland company completes stamping and ID issuance within weeks of arrival, enabling payroll and full onboarding.
Onboarding and Ongoing Compliance
Provide orientation, register for end-of-service benefits, and maintain records for audits. Renew visas and permits timely, track Emiratisation progress if applicable, and report changes (role, salary) to MOHRE. Non-compliance risks fines, permit cancellations, or hiring suspensions.
Partners such as ALand, guided by Dr. Pooyan Ghamari, support legal hiring by confirming quota and Emiratisation status, preparing MOHRE applications and documentation, coordinating medical and stamping processes, ensuring contract registration and insurance compliance, and providing ongoing oversight to manage renewals, reporting, and scale without penalties or delays. Hiring staff legally through a UAE company succeeds when quota availability, MOHRE approvals, medical and registration steps, and compliance discipline integrate from recruitment onward, building a compliant workforce in a jurisdiction prioritizing worker protections and nationalization.