Awareness

Top 15 Highest Paying Jobs in Dubai in 2026

Top 15 Highest Paying Jobs in Dubai and the UAE in 2026
Top 15 Highest Paying Jobs in Dubai and the UAE in 2026 800 500 HRSG

Dubai’s booming job market attracts millions of professionals from diverse sectors every year. This economic hub is home to industries related to finance, IT, healthcare, AI, and real estate, to name just a few.

With the UAE’s GDP projected to reach approximately $590 billion in 2026, and Dubai’s labour market recording 6–6.5% year-on-year growth, this commercial hub continues to offer a high-end lifestyle and strong career advancement opportunities to both locals and expatriates.

The attractiveness of the region’s job market results from relaxed and employee-centric UAE Labor Laws, tax-free income, competitive salaries, and a friendly business environment.

Though you can find lucrative career opportunities in almost every industry in Dubai, some roles pay you higher than others, and this is what this article is all about.

A note on Dubai vs the wider UAE: While Dubai leads in financial services, technology, and hospitality, Abu Dhabi offers some of the most competitive packages in oil and gas, government, and sovereign wealth management. Many of the roles listed below are in demand across all seven emirates, and where meaningful salary differences exist between Dubai and Abu Dhabi, we have noted them.

This blog highlights the highest-paying jobs in Dubai and across the UAE for 2026, with updated monthly AED salary ranges. Keep reading to discover which roles offer the best compensation packages and what employers are looking for this year.

  • Chief Executive Officer (CEO)
  • Chief Financial Officer (CFO)
  • Chief Marketing Officer (CMO)
  • Compliance and Risk Management Officers
  • Medical Specialists (Consultants & Surgeons)
  • Sales Director
  • Banking & Investment Executives
  • Artificial Intelligence (AI) Specialist
  • Cybersecurity Experts
  • Project Managers
  • Legal Counsel / Partner (Law Firms)
  • Engineering Directors
  • IT Directors / CTOs (Chief Technology Officers)
  • Restaurant General Manager
  • Data Scientists and Analysts

  • Chief Executive Officer (CEO)

CEOs rank among the highest-paid individuals in Dubai due to the key strategic role they play in a company’s growth-related decision-making, while aligning with Emiratisation policies in the UAE.

These professionals set financial targets and ensure they are met, manage resources, create long-term strategies, analyze the market, identify growth opportunities, and make high-stakes decisions.

As a CEO in Dubai, you can expect to make between AED 75,000–150,000 per month. In Abu Dhabi, C-suite packages at government-linked entities can exceed this, with additional benefits such as housing and transport allowances.

    

  • Chief Financial Officer (CFO)

If you are an accounting and bookkeeping expert with experience in a high-level firm, you can apply for CFO jobs in Dubai to get the best salary packages.

CFOs ensure a company’s financial health by creating budgets, coming up with minimum risk financial strategies, and ensuring accurate record-keeping and regulatory compliance.

Dubai’s highly regulated business environment makes these professionals a huge requirement for businesses that wish to maintain financial transparency and mitigate risks.

CFOs in Dubai earn between AED 65,000–130,000 per month. In Abu Dhabi’s government and energy sectors, total packages with allowances regularly push above AED 130,000 per month.

  • Chief Marketing Officer (CMO)

Marketing, be it digital or traditional, is critical for making your business stand out and be widely recognized. CMOs create and implement marketing strategies, build a public image, and leverage digital marketing channels to amplify their brand’s presence.

These professionals are skilled in customer relationships, content creation, data analytics, and SEO.

CMOs in Dubai earn between AED 20,000–AED 70,000 per month. Digital-first CMO roles at tech-scale companies and UAE government entities can reach the upper end of this band and above.

 

  • Compliance and Risk Management Officers

This is another high-paying job that is becoming highly in demand in Dubai due to the region’s rapidly growing finance and cryptocurrency industry and changing regulatory landscape.

Compliance and risk management officers facilitate financial crime prevention, financial risk mitigation, money laundering prevention, and regulatory documentation or reporting.

These professionals can earn between AED 15,000-40,000 per month or AED 180,000-480,000 a year in Dubai.

  • Medical Specialists (Consultants & Surgeons)

Medical professionals, especially the specialists in their fields, are paid handsomely in Dubai. Doctors who specialize in dermatology, neurology, general practice, specialty physicians, neurosurgeons, orthopedic specialists, and cardiologists make the most in the region.

Medical specialists in Dubai earn between AED 50,000–120,000 per month. Specialist surgeons in private hospitals — particularly neurosurgeons, cardiac surgeons, and orthopaedic specialists — are at the higher end. Abu Dhabi’s government hospital network (SEHA) often offers comparable base salaries with additional housing and education allowances.

 

  • Sales Director

Sales directors are at the forefront when it comes to setting and achieving ambitious yet realistic sales goals. These experts oversee sales teams, craft actionable plans, determine revenue objectives, and do strategic sales planning based on market knowledge and sales forecasts.

These experts can earn between AED 10,000-50,000 per month or AED 120,000-600,000 a year in Dubai.

  • Banking & Investment Executives

Regular bankers, investment bankers, and general investment executives can also find best paid jobs in Dubai with ease. These personnel can handle private equity, hedge funds, corporate banking, portfolio management, and client relationship management.

Investment bankers facilitate transparent and low-risk financial transactions, and they pinpoint potential candidate companies for acquisitions, mergers, and capital raising.

In Dubai’s DIFC-regulated firms, senior bankers earn AED 55,000–100,000 per month, while Managing Directors at global investment banks can reach AED 100,000–250,000 per month, with bonuses often running 1–2x base salary. Abu Dhabi’s ADGM is also attracting global banking talent with comparable packages.

   

  • Artificial Intelligence (AI) Specialist

As AI-driven automation, data analysis, and customer service become an integral part of most businesses in Dubai, the need for experts in this arena is now more than ever.

Individuals who specialize in machine learning, deep learning, cloud computing, and coding are in high demand in this relatively less saturated market, which is exactly what drives their high salaries or compensation.

As an AI specialist in Dubai, you can earn between AED 25,000–80,000 per month at mid to senior level. Principal AI engineers and ML research scientists at sovereign platforms such as G42 and UAE government AI infrastructure projects command AED 50,000–110,000 per month. This is one of the fastest-growing salary bands in the UAE, with sector salary growth of 8–15% year on year in 2026.

  • Cybersecurity Experts

Cybersecurity experts are also in very high demand in Dubai. Almost every company in Dubai, whether it is related to technology, finance, manufacturing, or any other field, needs dedicated experts who can come up with robust security protocols to safeguard their data and digital assets.

These experts can do network security and penetration testing, forensics and incident reporting, ethical hacking, user-access management, and overall security implementation.

Cybersecurity experts in Dubai earn between AED 20,000–65,000 per month. Senior cybersecurity architects at large financial institutions and government entities are now matching banking-sector compensation, with some specialist roles exceeding AED 80,000 per month in 2026.

  • Project Managers

Project managers oversee everything from the planning to the execution to the completion of a project. These professionals take into account things like project duration, available resources, expenses, and delivery timeline to create realistic plans.

Project managers can also do risk assessment, stakeholder management, conflict resolution, and quality assurance to ensure every roadblock is dealt with swiftly.

Project managers in Dubai earn between AED 20,000–45,000 per month. In large-scale construction and infrastructure projects — which are seeing sustained hiring demand through 2028 — total packages including housing allowances regularly exceed AED 50,000 per month.

  • Legal Counsel / Partner (Law Firms)

Experienced legal counsel is very high in demand in Dubai as more businesses move to this economic hub and set up their operations while keeping the legalities in mind.

As a lawyer, you can set up your practice or be a part of a corporate law firm that specializes in corporate law, M&A, real estate law, or commercial contracts to make a handsome amount every month.

Legal counsels can earn between AED 55,000–95,000 per month or AED 500,000-900,000 a year in Dubai.

  • Engineering Directors

Engineering directors are in high demand in Dubai in sectors like construction, petroleum, electricity, etc. Engineers can do production optimization, risk analysis, strategic planning, project management, resource management, talent acquisition, and much more.

Engineering directors can earn between AED 25,000-62,000 per month or AED 300,000-744,000 a year in Dubai.

     

  • IT Directors / CTOs (Chief Technology Officers)

CTOs and IT experts are also being paid the highest in Dubai. The region is a technological hub, and naturally, it needs more professionals who can manage the IT operations of businesses, both public and private much better.

IT directors or technology officers drive innovation, oversee IT infrastructure, implement cybersecurity measures, and ensure the tech systems of your operation keep running smoothly.

IT Directors and CTOs in Dubai earn between AED 50,000–100,000 per month at established enterprises. At technology-led firms and sovereign-affiliated platforms, senior tech leadership can reach AED 150,000–200,000 per month including equity-equivalent retention grants.

  • Restaurant General Manager

The tourist industry of Dubai is experiencing unprecedented growth, and this means the region needs more skilled professionals who can manage hotels and restaurants.

A restaurant’s general manager oversees daily operations, inventory, regulatory compliance, staff training, HR and Payroll, scheduling, and customer services, among many other key tasks.

It is the job of these individuals to ensure the restaurants keep running smoothly and efficiently while also maintaining profitability at the same time.

These professionals can make about AED 11,000-AED 20,000 per month or AED 132,000–240,000 a year in Dubai.

  • Data Scientists and Analysts

Every industry in Dubai relies heavily on data-driven strategic decision-making when it comes to its day-to-day operations and long-term goals. Data analysts specialize in statistical data analysis, visualization tools, big data technologies, and machine learning fundamentals.

These experts are very high in demand in industries like banking, real estate, retail, logistics, and healthcare.

As a data scientist or analyst, you can expect to make between AED 12,000-45,000 per month or AED 144,000-540,000 per year in Dubai.  

Monthly Salary Summary: Highest Paying Jobs in Dubai and UAE (2026)

Role Monthly Salary (AED) Key Demand Cities
Chief Executive Officer 75,000 – 150,000 Dubai, Abu Dhabi
Chief Financial Officer 65,000 – 130,000 Dubai, Abu Dhabi
Banking & Investment Executive 55,000 – 250,000 Dubai (DIFC), Abu Dhabi (ADGM)
Medical Specialist / Surgeon 50,000 – 120,000 Dubai, Abu Dhabi
Legal Counsel / Law Partner 55,000 – 95,000 Dubai
IT Director / CTO 50,000 – 200,000 Dubai
AI Specialist 25,000 – 110,000 Dubai (G42, tech hubs)
Chief Marketing Officer 20,000 – 70,000 Dubai
Engineering Director 25,000 – 62,000 Dubai, Abu Dhabi
Cybersecurity Expert 20,000 – 65,000 Dubai, Abu Dhabi
Project Manager 20,000 – 45,000 Dubai, Abu Dhabi
Data Scientist / Analyst 12,000 – 45,000 Dubai
Sales Director 10,000 – 50,000 Dubai
Compliance & Risk Officer 15,000 – 40,000 Dubai
Restaurant General Manager 11,000 – 20,000 Dubai

All figures are tax-free base salaries in AED. Total packages including housing, transport, and performance bonuses can increase these figures by 20–40%.

Conclusion

The UAE — and Dubai in particular — has cemented its position as a global business hub in 2026, with tax-free salaries, a growing sovereign technology sector, and infrastructure investment continuing at scale across Dubai and Abu Dhabi. These are the reasons why businesses from all parts of the world are flocking to this destination.

The region offers countless exciting career opportunities to skilled professionals who belong to diverse disciplines.

No matter whether you are a skilled IT expert, a competent banker, an experienced healthcare professional, or you belong to a number of other industries like law, manufacturing, real estate, etc., you can easily find high-paying jobs in this region if you just look at the right places.

Visit us at HRSG today if you are looking for exciting job opportunities in Dubai across diverse industries that guarantee high pay and consistent career growth. 

 

Business Development Executive: Job Description, Salary, Skills & More
Business Development Executive: Job Description, Salary, Skills & More 800 500 HRSG

Every business needs professionals who can help it grow steadily in terms of profits, clientele, and market share.

In this competitive and innovation-driven business landscape of the 21st century, businesses must explore new growth avenues, build better relationships, and negotiate profitable deals while keeping market trends in mind. This is the job for a skilled business development executive (BDE).

These professionals are essential to any company’s long-term success. They help identify potential growth opportunities and take a proactive approach to capitalize on these opportunities.

This blog explores the roles a BDE can play in unlocking business growth, regardless of the sector. It also covers business development executive job description, salary, skills, and other key aspects, so keep on reading till the end.

  • Business Development Executive: A Quick Job Description
  • Duties/Roles That a Business Development Executive Can Perform
  • Business Development Executive Skills
  • Qualifications Required to Become a Business Development Executive
  • Business Development Executive Salary

Business Development Executive: A Quick Job Description

A business development executive is a skilled, qualified, and experienced individual who is responsible for driving a business’s growth by studying market trends, identifying new opportunities, and building better client relationships.

The industry-aligned insights provided by these individuals can guide your decision-making, which ensures long-term success. A BDE plays a vital role in your company’s growth, mainly by focusing on increasing your income streams, which they do by cultivating strategic partnerships, arranging mutually beneficial deals, and enhancing customer satisfaction.

These professionals have a deeper understanding of the current business landscape. They also possess the ability to leverage their market research and strategic planning skills to mitigate financial risks and ensure a successful and streamlined operation.   

Duties/Roles That a Business Development Executive Can Perform

In the world of business, a BDE has a multifaceted role to play. From performing market analysis to forging lasting partnerships and from uncovering growth avenues to formulating robust business advancement strategies, these professionals can really do so much.

This is the reason why every growing economy, especially Dubai and the UAE in general, is offering countless career opportunities to experts in this arena.

The following are some major roles, responsibilities, or duties that a business development executive can perform with great precision.

  • Market Research and Analysis

Every BDE is skilled in market research and analysis. These professionals can ensure you stay ahead of the curve by conducting market studies, analyzing competitors, and interpreting customer feedback or industry reports.

This way, they help businesses determine customer needs and how to better meet them. 

  • Development of Sales Strategies

Every business development executive knows the importance of developing robust sales strategies when it comes to growing their brand. They can foster collaboration between the sales teams and implement innovative tools to enhance the overall performance.

They can identify potential markets and segment customers, which helps increase sales.

They also craft effective sales pitches and strategies to achieve better results. Setting sales goals, tracking progress, interpreting sales metrics and feedback, and measuring the performance of every sales team member are all done by a BDE.

  • Networking and Relationship Building

Another major role of the BDE is to build and maintain strong relationships with clients, employees, and every stakeholder of your business. They can attend industry events, trade shows, conferences, etc., and do networking to increase their reach. They also contact potential clients and make extra efforts to cultivate existing relationships.

  • Acquiring and Retaining Clients

Every business development executive is particularly skilled in finding and engaging new clients. They can craft unique proposals and creative presentations to make sure the potential clients convert. 

These experts will also listen to every concern or query of the existing customers and answer promptly to ensure high customer satisfaction.

  • Financial Planning and Forecasting

Every BDE knows that without accurate financial forecasting and planning, you cannot expect your business to grow at a steady pace. These professionals can allocate resources properly, analyze financial data to identify potential liabilities, and conduct financial forecasting to help you make more informed financial decisions.

  • Fostering Collaboration Between Cross-Functional Teams

A BDE is a master collaborator. These experts can coordinate with marketing teams, product development teams, and sales teams to create cohesive campaigns and ensure seamless operations.

They can foster collaboration between senior managers and team members to come up with contingency plans and to address potential risks.

  • Contract Negotiations and Deal Closures

These professionals help negotiate business terms and contracts while keeping legal nuances in mind. Business development executives ensure the terms of the contract are fair. They can also address disputes that may come up during closure to ensure you enter into contracts confidently.

  • Innovation and Technology Integration

A BDE has to stay up-to-date on technological advancements to streamline business development processes. They can implement technological solutions to maximize efficiency and integrate innovative tools to gain a competitive edge.

  • Crisis Management and Problem Solving

Crisis management and problem-solving are among the most important duties of a BDE. They work on contingency plans to deal with unforeseen circumstances. They also resolve any issues within the organization promptly. This allows you to maintain business continuity, which leads to sustainable growth.

Business Development Executive Skills

To become an effective business development executive, one has to cultivate several skills. These skills can help you foster meaningful relationships while ensuring you are able to perform to the best of your ability to further your business goals.

The following are some key skills that every BDE must master.

  • Communication Skills

Effective communication involves communicating your ideas articulately and listening to any feedback or suggestions without prejudice. This is a skill that every business development executive must possess. This skill can help them convey their expectations to the employees, negotiate better terms with clients, and communicate their business values much better.

  • Negotiation and Persuasion

To ensure mutually beneficial partnerships, BDEs have to develop negotiation skills. This can help them come up with better contracts or pricing to ensure the interests of both parties are protected.

They can use negotiation skills to articulate value and advocate for their company’s interests while addressing potential objections and obstacles at the same time.    

  • Analytical Research Skills

Market research and strategic planning require sufficient analytical skills, and a BDE must develop them if they are to make their mark in the industry. These skills allow them to analyze market trends, monitor competitors’ activities, and evaluate data to uncover low-risk business advancement opportunities.

By developing analytical skills, business development executives can better interpret market data, spot trends, and make better predictions that lead to successful outcomes.  

  • Relationship Building Skills

This is another key skill that every BDE must work on. Every successful business relies heavily on relationship building and networking. Business development executives must learn to network effectively with industry experts, top talent, and potential clients.

They can also use these skills to create long-term partnerships and to establish trust with the stakeholders, which is essential for achieving sustained growth.

  • Sales Acumen and Skills

A professional BDE is a great salesperson as well. These experts understand customer needs and leverage these to position their services in front of the target audience effectively.

By working on your sales skills as a BDE, you can source leads and persuade them to become your long-term clients. This not only allows you to grow your company’s revenue but also builds stronger networks that benefit you a lot in the long run.

  • Strategic Thinking

This is another key skill that every business development executive needs to cultivate. Without strategic thinking, it is not possible for a BDE to look at the bigger picture or to devise long-term growth strategies by analyzing market trends.  

  • Technical Skills

Apart from the above-mentioned soft skills, there are some technical skills as well that a business development executive must possess. These professionals must have some experience with CRM tools like Salesforce, Zoho, etc., and an understanding of reporting and data analysis.

These professionals should also have a grasp on tools that facilitate sales forecasting, pipeline management, and lead generation. Having these skills allows BDEs to add real value to their clients when it comes to organizational development and growth.

Qualifications Required to Become a Business Development Executive

The following are some major qualifications that can help you land your dream business development executive job.

  • Education

To work as a BDE, you must have a Bachelor’s Degree in Business Administration, Marketing, or Finance. For senior roles, candidates with an MBA or equivalent degree are preferred. These degrees are proof that you have both the theoretical knowledge and practical skills to fulfill your role as a BDE. 

  • Training

Business development executives can also get training via formal or informal programs. They can hone their skills with online courses, workshops, coaching, or attending seminars.

By receiving ongoing training, these professionals can learn the latest strategies and tools to become better at business development. These training programs can also prove to be a way to network with other professionals and potential employers.      

  • Certifications

There are many additional certifications that can strengthen your CV as a BDE and allow you to stand out from other candidates. You can get certificates like,

  • Certified Sales Professional (CSP)
  • Certified Professional Sales Trainer (CPTS)
  • HubSpot or Salesforce CRM certifications
  • Certified Marketing Management Professional (CMMP)
  • Google Analytics (for digital sales roles)
  • Negotiation Mastery (Harvard or Coursera programs)

Business Development Executive Salary

Here is how much you can make as a business development executive in Dubai, UAE.

  • For entry-level roles with 0-2 years of experience, you can make about AED 5,000 – 9,000 per month or about AED 60,000 – 108,000 per year.
  • For Mid-level roles with 2-5 years of experience, you can make about AED 9,000 – 15,000 per month or about AED 108,000 – 180,000 per year.
  • For Senior-level roles with 5+ years of experience, you can make about AED 15,000 – 25,000+ per month or about AED 180,000 – 300,000+ per year.

Conclusion

Business development executives play a key role in driving the growth of any business. They use their strategic insights, market knowledge, and exceptional communication skills to discover new avenues for the advancement of your business.

Every company’s expansion and long-term stability rely heavily on the work that is done either by these executives or under their guidance. These professionals stay on top of emerging trends and technologies to help you capitalize on every profit or growth opportunity that comes up.

This is exactly what makes these professionals very high in demand in almost every industry and sector that plans to maintain stability and viability in the dynamic business landscape of today.

Visit us at HRSG if you’re a business development executive seeking exciting career opportunities in Dubai, the UAE, and beyond.

UAE Corporate Tax Fine Waiver

UAE Corporate Tax Fine Waiver: A Lifeline for Late Registrants?
UAE Corporate Tax Fine Waiver: A Lifeline for Late Registrants? 800 500 HRSG

It is not easy for businesses, especially if they are small and startups, to adapt to the new and evolving tax framework of the UAE, which can make compliance difficult.

Recognizing this fact, the Ministry of Finance UAE and the Federal Tax Authority have introduced a new initiative called the UAE Corporate Tax Fine Waiver 2025. This waiver has been introduced to reduce financial and administrative burdens for businesses that registered late for the corporate tax but have demonstrated a good-faith effort to comply with the UAE corporate tax regime.

This waiver is truly a lifeline for businesses that were not able to do their corporate tax registration on time, as it gives them an opportunity to ease into the new tax policies of the region without being subject to immediate financial penalties.

This blog covers the ins and outs of the corporate tax penalty waiver UAE 2025, highlighting the conditions under which a business may qualify. Keep reading to learn more.

  • The Objectives of the UAE Late Corporate Tax Registration Fine Waiver
  • Conditions for Getting the UAE Late Corporate Tax Registration Fine Waiver
  • UAE Late Corporate Tax Registration Fine Waiver: Who Can Qualify?
  • Actions That FTA Will Take to Waive the Fines
  • Important Points to Keep in Mind
  • How To Receive the Corporate Tax Late Registration Penalty Waiver

The Objectives of the UAE Late Corporate Tax Registration Fine Waiver

The UAE government introduced a temporary corporate tax penalty waiver in April 2025 to help businesses adapt to the new tax regulations. This waiver can help businesses avoid an AED 10,000 late registration penalty if they meet specific conditions.

The UAE Corporate Tax Fine Waiver is an initiative that has been introduced to give relaxation to late applicants of the corporate tax registration. Companies that submitted their tax registration applications late but filed their tax returns within the 7-month grace period may be eligible for the waiver.

Here are the main objectives of this waiver:

  • To encourage and ensure early or timely compliance with the latest tax regulations.
  • To reduce the financial burden on startups and SMEs.
  • To promote a culture of tax transparency and financial responsibility.
  • To strengthen the UAE’s position as a business-friendly destination.
  • To align with the best global corporate tax practices.

Conditions for Getting the UAE Late Corporate Tax Registration Fine Waiver

The following are some conditions that a business must fulfill to be able to get the FTA late corporate tax registration fine waiver:

  • Taxable entities must submit their tax returns within 7 months from the end of their first tax period instead of the standard 9-month period.
  • Exempt entities that were subject to the fines but were later approved for the exemption can also file their annual declaration or tax returns in the same timeframe to benefit from the waiver.
  • This initiative applies to both the entities that have not submitted their registration application and the ones that have already incurred penalties due to delayed corporate tax registration.

UAE Late Corporate Tax Registration Fine Waiver: Who Can Qualify?

Every corporate entity under the FTA corporate tax regime is eligible for the fine waiver provided they meet the above conditions. The following section lists some common scenarios where this waiver is applicable. So, keep on reading to determine whether you fall into one of these categories.

Scenario 1

Businesses that registered late and have already received a penalty but haven’t yet paid it may still qualify for a waiver, provided they submit their returns within 7 months of the financial year-end.

Scenario 2

This scenario deals with businesses that registered late and have not paid their penalties or filed their returns. These businesses have to file their returns within 7 months from the end of their first tax period to become eligible for the waiver. 

Scenario 3

In this case, businesses that have paid their penalties but not the tax returns can get their money back. To do that, they need to file their returns within the required time and apply for a refund of the penalty paid.

Scenario 4

In this case, a business that registered late has already paid the penalties and filed its returns. The tax account of such businesses will receive a refund of the penalty amount for showing good faith.

Scenario 5

In this scenario, the business has neither registered on time nor filed its returns before the deadline. If such businesses get registered and file their returns within seven months, their penalty will be waived.

corporate tax uae

Actions That FTA Will Take to Waive the Fines

If you meet the conditions for the waiver and your case is similar to one of the above-mentioned scenarios, the FTA will take the following actions to issue the late corporate tax registration fine waiver:

  • For unpaid penalties, the fine will be waived, and it will not appear as payable on the EmaraTax Corporate Tax account of the taxable person.
  • If the penalties are paid, AED 10,000 will automatically be refunded to the EmaraTax Corporate Tax account of the business.
  • If FTA receives a reconsideration request for the late registration penalty, the request will be considered null and void, as the penalty is already waived.
  • If the reconsideration request was already received and approved, that business will not be eligible for further waivers.

Important Points to Keep in Mind

The following are some key points that you need to keep in mind when it comes to the UAE Corporate Tax Fine Waiver.

  • This waiver applies only to the first tax period, whether it is in the past or the future.
  • This initiative doesn’t affect the deadline for filing Corporate Tax Payable, which is 9 months following the end of the first tax period.
  • If you belong to a tax group and the group files its returns within 7 months from the end of the first tax period, all members will have their penalties waived, even if they individually are subject to the late registration penalty.

How To Receive the Corporate Tax Late Registration Penalty Waiver

Here are some steps that you need to follow to claim your corporate tax late registration penalty waiver:

  • Visit the official EmaraTax platform and register for corporate tax.
  • File your tax return within 7 months following the end of your first tax period.
  • Ensure that all your financial records and documents are updated, accurate, and according to the standards set forth by the International Financial Reporting Standards (IFRS).
  • Apply for the penalty refund by submitting proof of timely filing via the EmaraTax portal.

Conclusion

The corporate tax fine waiver for late registration is an incredible initiative that highlights the UAE’s commitment to creating a business-friendly environment where every entity is encouraged to fulfill their tax obligations without being subject to financial or administrative burdens.

This waiver allows businesses to adapt to the evolving tax landscape of the UAE and avoid or reclaim penalties that they might have incurred due to late tax registration.

Businesses can now submit their corporate tax returns within the prescribed 7-month grace period to avoid a fine of up to AED 10,000 or receive a refund if already paid. This gives much-needed relief to SMEs to familiarize themselves with the current corporate tax laws of the UAE.

You can visit us at HRSG to get comprehensive corporate tax services, including registration, filing, reporting, and more. Our dedicated team of experts will ensure you stay compliant with every UAE tax law and face no financial liabilities. 

Frequently Asked Questions on VAT in UAE

Frequently Asked Questions on VAT in UAE
Frequently Asked Questions on VAT in UAE 800 500 HRSG

VAT or value-added tax is an indirect tax that the government of the UAE collects on goods and services at each step of the supply chain. This tax was introduced in the UAE in January 2018 at a fixed rate and with some exemptions. This tax is called an indirect tax as it is not directly collected by the government from the taxpayer.

It is the supplier of goods and services who invoices the VAT and then collects it from the consumer. The supplier will then report and submit the taxable income to the tax authorities.

As a business operating in the UAE, it is imperative that you familiarize yourself with every aspect of VAT to make sure you file your returns timely and accurately. To facilitate that, this blog lists some of the most common FAQs that most people have about VAT in the UAE.

These FAQs will help you carry out your VAT duties and show full compliance in the UAE, so keep on reading till the end.

What is VAT?

VAT, or value-added tax, is a tax levied on goods and services at all stages of the supply chain from production to distribution. This tax was introduced in the UAE in January 2018. 

This tax is ultimately paid by the consumer, and the businesses act as intermediaries who add this tax to the cost of the product and then collect and pay it to the Federal Tax Authority (FTA).

What are the VAT Rates?

The FTA has specified a fixed VAT rate of 5% for goods and services that are sold in the UAE. This standard rate is applicable to all goods and services that do not belong to the zero-rated or VAT-exempt categories.

Who is a Taxable Person?

Any person, i.e., natural, legal, or corporate entity that conducts business in the UAE and generates income that exceeds a threshold of AED 375,000 annually, is considered a taxable person under the VAT Decree-Law No. 8 of 2017. Under this law, such persons or entities must register for VAT to avoid legal or financial issues. 

What are Taxable Supplies? 

These are all goods and services that don’t belong to the exempt or Zero-rated supply categories. The general VAT rate for these supplies is 5%. This means if a supplier sells an item that costs him 100 AED, he must add 5% VAT to it. This will bring the total cost of the item to AED 105 that the consumer will have to pay in this case.

What are the Limits for Mandatory and Voluntary VAT Registration?

There are two main types of VAT registration in the UAE, i.e., Mandatory and Voluntary registration. Both of these types have different minimum annual income thresholds.

All businesses whose taxable supplies exceed the limit of AED 375,000 in the last year, or they expect them to increase this threshold in the next 30 days, must mandatorily register for VAT within the preceding 12 months.

Those businesses whose taxable supplies are less than AED 375,000 but more than AED 187,500 can voluntarily register for VAT. This registration is advantageous for such businesses as it allows them to claim input VAT.

VAT 2025

How Does the Government Collect VAT?

It is the job of every business that makes taxable supplies to record their business expenses, revenue, and the VAT charges they collect from the consumer on each product. A business pays VAT to its supplier (input VAT) and then adds this cost to the cost of the product that it then sells to the consumer (output VAT). The difference between the two figures is either reclaimed or paid to the government. 

When is a Registered Business Required to File VAT Returns?

Every business that makes taxable supplies and is registered for VAT must file the returns with the FTA on a quarterly basis. According to the law, every business must submit its returns within 28 days from the end of the tax period.

For example, if an entity has to pay VAT returns from January to March, they must file them before the 28th of April.

What is Input and Output VAT?

Input VAT is the VAT that a business pays at the time of purchase of goods or services from its supplier. It is also known as the tax charged by the supplier to the business or consumer on goods sold. Businesses registered for VAT can deduct the amount of VAT paid (input VAT) from the settlement with the tax authorities of the UAE.

On the other hand, Output VAT is the VAT that a tax-registered business calculates and charges on the sales of its own goods and services to its consumers. This tax is charged both to ordinary consumers and businesses on every sale.

How Can Business Owners Calculate Their VAT?

The tax that a business must pay is equal to 

VAT TAX = tax collected on output (sales) – tax paid on input (purchases)

Suppose you buy raw materials to make a product for AED 100,000. Now you need to apply the input VAT rate of 5% to this number. 5% of 100,000 is about AED 5000. This is the input tax that you must pay.

Let’s say, after selling the product, you make a total of AED 200,000. Now you need to charge 5% VAT on the sales. The output VAT will be 5% of AED 200,000, i.e., AED 10,000.

Now you can easily find the net VAT using the formula given above.

VAT = AED 10,000 – AED 5,000 = AED 5,000

This is the resulting amount that you will have to report to the Federal Tax Authority (FTA). 

Is VAT Applicable to The Real Estate Sector?

VAT is only applicable to this sector in the case of commercial units. All leases, sales, or purchases of commercial properties are subject to standard 5% VAT in the UAE. Residential properties are exempt from VAT, and the Real Estate Developer Businesses are in the zero-rated category for a period of 3 years of residential property construction.

What are Zero-Rated VAT Supplies?

These are supplies on which the VAT is charged at a 0% rate. The supplies from this category are a part of the taxable supplies, which means they are declared in the VAT returns. In this case, businesses can recover their input VAT.

Zero-rated supplies include:

  • Basic Educational Services
  • Basic Healthcare Services
  • Goods and Services Exported Other Than GCC
  • Gold, Silver, and Platinum for Investment Purposes
  • International Transport of Passengers
  • First Sale of New Residential Property within 3 Years from Completion
  • Certain supplies in the oil and gas sector are zero-rated, depending on their nature and end use, as per FTA guidelines.

What are VAT Exempt Supplies?

These are supplies for which no output tax is due and no input tax is paid. In other words, this category includes supplies on which no VAT is applicable. The businesses that deal with exempt supplies cannot reclaim input VAT.

These supplies include

  • Supply of bare land
  • Supply of Local Passenger Transport
  • Specified Financial Services, Such as Credit Card Annual Fees, late payment fees, etc.
  • Supply of Residential property, except for the first supply within 3 years of its completion

What are the Penalties for VAT Non-Compliance in the UAE?

Failure to register for VAT leads to a fine of AED 20,000. Late submission of the VAT returns will lead to a fine of AED 1,000 for the first offence and AED 2,000 for the second offence. Not maintaining proper records can lead to fines of AED 5,000 to AED 50,000.

Conclusion

Keeping up with your VAT registration, returns, and associated responsibilities is extremely important if you wish to run a successful business in the UAE. Value-added tax is a must for businesses with taxable supplies that exceed the AED 375,000 threshold. Not adhering to VAT laws will result in hefty fines and other penalties, like business license suspension and, in severe cases of fraud, legal prosecution or imprisonment.

To make sure you stay ahead of the VAT laws, you need a trusted financial advisor by your side. You can visit us at HRSG to get the best VAT services and solutions for your business operating in the UAE. Our dedicated team will help you file your VAT returns accurately and on time to ensure minimal disruptions in your operations.

Termination of Employment in UAE

Terminated in UAE? Here’s Exactly What You’re Entitled To (2026)
Terminated in UAE? Here’s Exactly What You’re Entitled To (2026) 800 500 HRSG

Whether you’ve just been let go, are thinking about quitting, or are an employer navigating a difficult situation — understanding termination law in the UAE is not optional. Get it wrong and you’re looking at MOHRE complaints, compensation claims, or a labour ban.

This guide breaks down UAE Federal Decree Law No. 33 of 2021 in plain language — covering when termination is legal, what you’re owed, what counts as arbitrary dismissal, and what happens to your visa and work permit after.

2026 Update: The base law — Federal Decree-Law No. 33 of 2021 — remains in effect but has been amended three times: FDL 14/2022, FDL 20/2023, and most recently FDL 9/2024, which introduced penalties of up to AED 1,000,000 for serious violations. All information in this guide reflects the law as currently enforced in 2026.

  • When can termination happen
  • What happens if the contract is terminated without notice 
  • What is arbitrary dismissal
  • Opportunities for changing jobs after termination

Straight to the point now. 

When Can Termination Happen

The first question to arise is under which circumstances can the employer or the employee terminate the employment contract. 

Article 42 of the UAE Labor Law lists nine situations where an employment contract can legally end. These apply to both employers and employees — and cover everything from natural expiry to bankruptcy. Here’s what each one means for you:

  • The employment contract has expired and has not been renewed or extended. 
  • On mutual account 
  • If either party wishes to terminate it, the terminating party follows the provisions for termination mentioned in the contract and the notice period mentioned in it.
  • If the employer is dead (on the account that the contract’s subject is related to the entity)
  • On account of an employee’s death or permanent inability to work, proven by a medical certificate issued by a medical entity 
  • If the worker is facing a freedom-restricting penalty resulting from the court’s final judgments for three months or more. 
  • The establishment closed permanently in accordance with the UAE legislation.
  • The project cannot be continued in the event of the employer’s bankruptcy, insolvency, or economic or exceptional reasons.
  • The worker is unable to fulfill the requirements for renewing the work permit for reasons beyond the employer’s control.

Important: If your termination doesn’t fall under any of these nine grounds, it may qualify as an arbitrary dismissal — which entitles you to compensation. See the section below.

Note for 2026: All UAE private sector employment contracts must now be fixed-term. The deadline for converting unlimited contracts passed in December 2025. Termination rules apply equally regardless of the original contract type.

Employment Termination

What the Law Has to Say About Notice Period 

Article 43 also provides information on the notice period and process of termination. According to the article, either party can terminate the employment contract for a legitimate reason. In order to terminate, they:

  • Must give a written notice to the other party 
  • Serve a notice period of 1 month to 3 months, as mentioned in the employment contract.
Notice Period When It Applies
Minimum 30 days Standard minimum under UAE Labour Law
Up to 90 days As specified in the employment contract
Notice period allowance Paid if either party skips the notice
1 day unpaid leave/week Granted to employee to job search during notice

Some of the other aspects that need to be followed are:

  • Both parties should perform the work as outlined in the employment contract during the notice period. 
  • The worker will receive full pay during the period.
  • In case a party fails to serve the notice period, they will have to pay a ‘notice period allowance’ to the other party. This allowance is equal to the worker’s wage for the notice period or in proportion to the remaining period. It is calculated based on the last drawn wage. 
  • If the employer terminates the contract, the worker is allowed one day of unpaid leave per week to search for another job. 

What Happens If The Contract Is Terminated Without Notice 

In some instances, you may want to terminate the contract without notice. The UAE government recognizes it and allows it to. However, for either party to terminate the contract without notice, there are some grounds to be met. Take a look below.

For Employers

Article 44 allows employers to terminate the employee’s contract without notice in case of:

  • False identity 
  • Submission of forged documents and certificates 
  • Causing an error leading to substantial loss
  • Deliberate attempt to damage the employer’s property and acknowledge it. In this case, the employer has to report the incident to MOHRE within seven working days from the date of knowing about it.
  • Violation of safety instructions (provided that these instructions were made clear to the employee either via writing or verbally informed to an illiterate employee)
  • Failure to perform basic duties as per contract and violation of duties after two warnings of dismissal
  • Divulging secrets which led to losses, missed opportunities, or personal benefit.
  • Found drunk or under the influence of a prohibited substance
  • Engaged in an act that breaches public morals
  • Assaults anyone at the workplace 
  • Absenteeism without lawful excuse for 20+ intermittent days or 7+ successive days in a year 
  • Exploits their position for personal gains
  • Joins another organization without following the regulations laid down in this regard 

The employer has to conduct a written investigation of the worker. Only after completing this process can the employer lawfully terminate the contract without notice. Additionally, the dismissal notice has to be written, justified, and duly handed to the employee. 

Employer obligation: Before terminating without notice, the employer must complete a formal written investigation. Skipping this step makes the termination legally invalid — regardless of the grounds cited.

2026 Penalty Update: Employers who fail to settle termination entitlements — notice pay, gratuity, or unpaid dues — face fines between AED 100,000 and AED 1,000,000 under the 2024 amendments, multiplied per worker affected.

For Employees

Similarly, Article 45 allows employees to terminate without notice on predetermined grounds. There are:

  • Employers fail to meet contractual or legal obligations. In this case, the employee has to notify the MOHRE 14 days in advance from the date of quitting. If the employer fails to rectify the breach despite MOHRE’s notice, the employee can be terminated. 
  • Employees experience assault or harassment. Again, the employee has to inform a competent authority and MOHRE within 5 days of the date of the report. 
  • Instructed the worker to perform tasks not specific in the contract without the worker’s written consent. This ground does not apply to situations where the task is fundamentally required. 
  • The employer has failed to remove factors that threaten the employee’s safety and health despite being aware of them. 

Employee obligation: For most Article 45 grounds, you must notify MOHRE before quitting. Leaving without following this process may result in a “work abandonment” report being filed against you.

Employee Terminated

What Is Arbitrary Dismissal

In some cases, the employers may also terminate employees for filing a complaint to the MOHRE or a lawsuit against them. In such cases, if the validity of the complaint is established, the termination is illegal as per Article 47 of the labor law.

Moreover, if the employees feel that they have been dismissed illegally, they can file a complaint to the MOHRE. The MOHRE will then try to solve the matter amicably. If the matter is not resolved amicably, MOHRE now holds binding decision-making authority for disputes up to AED 50,000 (introduced under the 2024 amendments). MOHRE’s decision is enforceable within 14 days without court proceedings. Disputes exceeding AED 50,000 are referred to a competent court.

The compensation is determined after factoring in multiple elements like:

  • Type of work
  • Extent of damage
  • Employment duration

Regardless of this, the compensation cannot exceed the employee’s total wage for 3 months. Additionally, the employee can claim gratuity benefits, notice period dues, or any other unpaid dues for which they are eligible. 

What Happens to Your Gratuity If You’re Terminated?

Your end-of-service gratuity entitlement depends on how the contract ends — not just that it ends.

Termination Type Gratuity Entitlement
Employer terminates (no valid cause) Full gratuity + arbitrary dismissal compensation
Employer terminates (valid Article 44 cause) Gratuity still owed unless court rules otherwise
Employee resigns (Article 45 grounds) Full gratuity entitled
Employee resigns (no valid grounds) Gratuity based on years of service per standard formula
Termination during probation Typically no gratuity unless contract specifies

Gratuity is calculated at 21 days’ basic wage per year for the first 5 years, and 30 days’ basic wage per year thereafter. It is based on your last drawn basic salary.

Opportunities For Changing Jobs After Termination

The contract was terminated. The pending process was completed. Dues were paid off. What’s next? Another role, maybe. Here’s what the law has to say. 

Article 27 states that you are free to work for another employer or get a new work permit after the termination of the contract or expiry and non-extension of the employer contract if:

  • Your contract has expired and is not renewed
  • The termination has taken place as per Articles 42 and 45 of the UAE Labor Law

If the contract gets terminated or expires, you get a grace period after cancellation, during which you can either:

  • Obtain a new work permit and residency
  • Leave the country 

The UAE is very strict with its laws for illegal residents. 

However, you may not be eligible for a new work permit for one year from your departure date under Article 8 of Ministerial Resolution No. 47 of 2022 Regarding the Settlement of Labour Disputes and Complaints Procedures. There are two conditions for this:

  • Employee terminated the contract during the probation period, and the employer has not breached their contractual obligation. 

OR

  • The ‘work abandonment’ report against the employee was found true. 

This one-year restriction is commonly referred to as a labour ban in the UAE. It applies specifically when you resign during probation (without employer breach) or when a work abandonment report is confirmed. If neither condition applies to you, there is no labour ban and you can switch jobs or obtain a new work permit immediately after your visa grace period.

Frequently Asked Questions About Termination in UAE

Q: Can my employer terminate me without giving a reason?

No. Under UAE Labour Law, termination must be for a legitimate reason. If no valid reason is given, it qualifies as arbitrary dismissal and you are entitled to compensation.

Q: How much compensation do I get for arbitrary dismissal?

The court determines compensation based on your role, length of service, and extent of damage — but it cannot exceed 3 months of your total wage. You can also claim gratuity and any unpaid dues separately.

Q: What is the minimum notice period in UAE?

The minimum is 30 days. Your contract may specify up to 90 days. If the notice is not served, the terminating party must pay a notice period allowance equivalent to the wages for the remaining period.

Q: Can I be terminated during probation in UAE?

Yes. Either party can terminate during probation, typically with a 14-day notice. If the employee resigns during probation without cause, a one-year work permit ban may apply.

Q: What happens to my visa after termination?

After your visa is cancelled, you receive a grace period to either secure a new work permit and residency or leave the country. Overstaying this grace period violates UAE immigration law.

Q: Can I file a complaint if I think my termination was unfair?

Yes. File a complaint with MOHRE. They will attempt an amicable resolution first. For disputes up to AED 50,000, MOHRE can now issue a binding decision enforceable within 14 days. Larger disputes are referred to a competent court.

Conclusion

Termination in the UAE is heavily regulated — which works in your favour as long as you know the rules. Whether you’re an employer ensuring compliance or an employee protecting your rights, getting the process wrong has real financial and legal consequences.

HRSG helps UAE businesses stay fully compliant with labour law — from employment contracts and notice period management to MOHRE filings and end-of-service calculations. If you’re navigating a complex termination situation, speak to our HR advisory team today.

Resolving Labor Disputes in the UAE

Resolving Labor Disputes in the UAE: Key to a Healthier, Stronger Workplace Culture
Resolving Labor Disputes in the UAE: Key to a Healthier, Stronger Workplace Culture 800 500 HRSG

UAE is touted for its highly skilled labor. According to the Global Labour Resilience Index (GLRI) 2024, the UAE has the highest labor resilience of all Arab countries. Not only that, it is one of the top choices for working professionals.

When you are attracting immense global talent, you are also responsible for the quality of the work environment. The UAE recognizes it and takes it very seriously. The Federal Decree-Law No. 33 of 2021 (Regarding the Regulation of Employment Relationship and its amendments), also known as the UAE Labor Law, governs the rights of employees in the private sector. It applies to all the employees working in the UAE, regardless of whether they are UAE nationals or expatriates. 

These laws also help the company, employees, and officials resolve labor disputes. How? We will tell you all about it in this blog. 

UAE Labor Law

The UAE Labor Law came into effect on 2nd February 2022, repealing the previous Federal Law No. 8 of 1980. It governs the employer-employee relationship in the private sector, protecting both the parties. The law covers matters relating to the following:

  • Working hours
  • Overtime
  • Leaves
  • Vacation and public holidays
  • Employing juveniles
  • Employee records
  • Safety standards
  • Minimum wage
  • Termination of employment
  • End-of-service gratuity payments
  • Work injuries and more

Significant Changes to the Labor Law You Need to Know

The new labor laws have brought about significant changes. Below is a brief overview of the same:

  • Employers may continue to give the employee up to 2 months’ salary during employment disputes. 
  • If the dispute is not resolved within 14 days, the Ministry of Human Resources and Emiratisation (MOHRE) can refer the matter to a competent court.
  • Employers can now hire employees for remote work with a mandatory written agreement.
  • If the claim value is under Dh 50,000, MOHRE has the power to make binding decisions. If it exceeds, the body will act as a mediator or refer the case to a competent court.
  • Employees have a 2-year period post their termination to file labor claims. 
  • The penalty for violations by employers has increased.
  • Female employees now have 60 days of maternity leave.
  • Emiratization has increased for companies.
  • Employee non-compete clauses now must be necessary and limited in scope as well as duration. 

There are some more changes to the labor law. For more detailed insight, read our blog UAE Labor Laws 2025: All the Key Details You Need to Know. 

Resolving Disputes

Despite the best efforts from the government, it is quite natural for disputes to occur between both employers and employees. The question we should be asking is: How do you resolve labor disputes in the UAE?

There are three laws governing labor disputes in the UAE. They are:

  • Federal Decree-Law No. 33 of 2021 — Regulation of Labour Relations in the Private Sector
  • Cabinet Resolution No. 1 of 2022 on the Implementation of Federal Decree-Law No. 33 of 2021 — Regulation of Labour Relations
  • Ministerial Resolution No. 47 of 2022 — Settlement of Labor Disputes and Complaints Procedures.

Let’s take a closer look at what the process looks like. 

To begin with, both parties have an equal chance to file a labor complaint with the Ministry of Human Resources and Emiratisation (MOHRE). These complaints are then settled amicably or referred to a competent court by the MOHRE.

Federal Decree-Law No. 33 of 2021

According to Article 54 of this decree-law, the following guidelines are set:

  • During a dispute, if any of the parties is entitled to the resulting result, they must submit a request to the Ministry. 
  • If an amicable (friendly) settlement is not achieved within 14 days, the Ministry will refer it to a competent court. Along with it, the Ministry will provide a memorandum that will state the following things — [a] a dispute summary, [b] arguments of both parties, and [c] the Ministry’s recommendation. 
  • The court is required to fix a hearing and notify the parties within 3 days from the date of receiving the complaint.
  • Penalties or any relevant action against the employer will only be taken after the dispute is settled or resolved by law. 
  • If the dispute leads to the suspension of the employee’s wages as per the regulations, the Ministry may not use its power to direct the employer to pay the wage for a maximum of 2 months.
  • The Ministry has the power to implement other administrative measures on the establishment to avoid the individual dispute turning into a collective labor dispute.

Additionally, Article 55 exempts the workers or their heirs from paying a judiciary fee for litigation and execution at all levels if the dispute claim is under AED 100,000.

labor dispute Resolved in UAE

Ministerial Resolution No. 47 of 2022

Ministerial Resolution No. 47 of 2022 guides workers who have submitted a labor complaint to the labor court. Here’s what it states:

  • Once the MOHRE approves the referral to the judiciary, the worker must register the labor complaint with the court within 14 days. 
  • Workers need to refrain from working for another employer unless they have a temporary work permit from the Ministry
  • If the labor lawsuit results in the termination of the working relationship, the worker needs to submit a request to cancel the original work permit within 14 days from the date the final judgment is passed.
  • If the final judgment results in cessation of work, the worker’s work permit will be canceled after 6 months from the date of complaint referral to the court.

Filing Labor Complaints  

There are three ways the employee or the employer can file a complaint and track it. 

Via Website

  • Visit the official MOHRE website. 
  • On the menu tab, find ‘Services.’ 
  • From the dropdown menu, click on ‘Add Complaint.’
  • The Add Complaint screen will open. 
  • Fill in the relevant details. Choose wisely from the dropdown list that appears for ‘Complaint type.’
  • Submit the form

If you wish to use the mobile app, you can do that as well by following the same process. When you submit the complaint, a Twa-fouq Centre legal advisor will contact you within 72 hours. 

You will receive the transaction number as well. Use it to track the status of your complaint in the MOHRE Inquiry Services section. 

Call Centre

Alternatively, you can get assistance from the MOHRE call center. Dial 600-5900-00 to file a complaint. Here, a customer care representative will guide you and help resolve your complaint. They may forward it to the Department of Complaints and Advice if they are unable to resolve it. You will be assisted in filing an official complaint for legal action. 

Twa-fouq Service Centres

As we said, the UAE government takes great care of its employers and employees. The Twa-fouq Service Centres are evidence. These centers are licensed by the MOHRE and function under its direct supervision. Their primary role is to help the parties reach an amicable solution, investigate the complaint, and make suggestions to the Ministry for approval. Additionally, they offer legal advice if you’re unaware of your rights. The good part is that they deliver these services in Arabic, Urdu, and English. 

Conclusion 

UAE has established a very strategic and convenient system for employers and employees to register complaints and resolve labor disputes. They have also provided additional support in the form of Twa-fouq Service Centres to make the entire process easier. 

Furthermore, the deadlines for resolving disputes for all parties involved and MOHRE’s powers in case of dispute settlements are aimed at finding a solution as soon as possible.

That being said, there’s a chance to avoid disputes by following all the protocols laid down by the government, designing fair policies, and having strong HR operations in place. 

We at HRSG support companies with powerful HR processes. These include support for tasks such as workforce administration, payroll & compliance services, attendance & leave management, benefits administration, travel & expense management, HR helpdesk, talent management services, recruitment, performance, onboarding, compensation, and more.

We help you rewire your organization with a new, more connected model that leaves no space for miscommunication or misalignment. Connect with us today for actionable results.

Compliance Checklist for Companies in UAE

Compliance Checklist for Companies in UAE: VAT, ESR, and UBO Requirements Explained
Compliance Checklist for Companies in UAE: VAT, ESR, and UBO Requirements Explained 800 500 HRSG

Businesses in the UAE undergo strict compliance checks on a regular basis. In fact, the high benchmarks for compliance are one of the many reasons why the UAE has managed to experience the growth it has. While the government here is all for supporting businesses and helping them grow, they are equally focused on maintaining international standards. Anything that does not meet the benchmarks is off the table.

That’s why it is best to have a compliance checklist for companies​ by your side while you are establishing a company here in the UAE and running it. The compliance checklist for companies​ is an easy way to ensure that you are operating well within the guidelines and, thus safe from fines and penalties. 

Today, we will be explaining the requirements for three important compliance areas: VAT, ESR, and UBO. Let’s take a look at each of them in detail. 

Value Added Tax (VAT)

The UAE introduced Value Added Tax to its system in January 2018 at a standard rate of 5%. It was introduced as a way to provide the country with a new source of income and reduce its dependence on incomes from oils and other hydrocarbons. The Federal Tax Authority (FTA) is the one responsible for looking after the VAT. 

Here’s what you need to know about VAT compliance in the UAE:

The mandatory registration threshold for VAT is AED 375,000, meaning if your company’s taxable supplies and imports exceed AED 375,000, you have to register for VAT. 

There’s also a voluntary registration threshold of AED 187,500. So, if your company’s taxable supplies and imports exceed AED 187,500 but are under the mandatory registration threshold, you may choose to register for VAT. 

Additionally, if your expenses as a company exceed the voluntary registration threshold, you are still eligible to apply for VAT. This initiative is particularly designed for startups with no turnover.

Your Responsibilities As a Company

Registering for VAT is just one of the checkboxes in the compliance checklist for companies. Once you tick that off, there’s more to tick to make sure you are well within the regulations. Take a look below:

  • Companies registered for VAT must charge VAT on taxable goods and services they supply
  • Reclaim any VAT they have paid on business-related taxable goods or services 
  • Keep their financial records and transactions up to date for scrutiny
  • Report the total amount of VAT you have charged and VAT you have paid regularly to the government. 

If you have charged more than you have paid, you need to pay the difference to the government. However, if it’s the other way around, that is, you have paid more than you have charged, and you can reclaim the difference. 

Companies in the Real Estate Sector

VAT in real estate depends on whether it’s a commercial or a residential property. Supplies for commercial properties, including sales and leases, are subjected to the standard 5%. Residential properties are exempted from VAT. 

Furthermore, to make sure that developers recover the VAT they pay on construction materials for residential properties, there is a zero rate VAT on the first sale of residential property within 3 years of completion. Similarly, bare land, without any permanent structure, is exempted from VAT. 

Some of the eligible expenses for VAT recovery in the real estate are:

  • Construction costs (commercial properties)
  • Maintenance and repair service
  • Fees for property management 
  • Expenses for marketing and advertising 

It is important to note that free zones may have specific VAT treatments. Thus, it is best to check with the FTA for rates. 

Zero-Rated Sectors

Some sectors are rated at 0% for VAT. This means that businesses can reclaim VAT paid on purchases related to these zero-rated VAT sectors. These include:

  • Goods and services exported outside of the Gulf Cooperation Council
  • International transport and related supplies
  • Certain means of transportation, like aircraft and ships 
  • Investment-grade precious metals like gold 
  • Specific education services and goods
  • Specific healthcare services and goods 

VAT-Exempted

In VAT-exempted sectors, no VAT is charged or reclaimed. It includes the following:

  • Financial services clarified in VAT legislation
  • Residential properties
  • Bare land 
  • Local passenger transport 

Summary

VAT Rate  Standard 5% 
Mandatory threshold  AED 375,000
Voluntary threshold  AED 187,500 – AED 375,000
Categories   Standard VAT

Zero-Rated VAT

VAT-exempt 
VAT Filing  eservices.tax.gov.ae 
Monthly Filing  Companies with an annual turnover exceeding AED 150 million
Quarterly Filing  Companies with an annual turnover of less than AED 150 million
VAT Filing period  Within 28 days from the end of the tax period 

Compliance Regulation UAE

Economic Substance Regulations (ESR)

Economic Substance Regulations (ESR) require all companies who carry out ‘relevant activities’ to maintain an adequate economic presence in the UAE. 

The government issued Economic Substance Regulations (Cabinet of Ministers Resolution No. 31 of 2019) in April 2019, following their commitment to the OECD Inclusive Framework and an assessment of UAE’s tax system by the European Union Code of Conduct Group on Business Taxation. Furthermore, following Cabinet Resolution No. 57 of 2020, the Federal Tax Authority is now the national assessing authority for ESR. 

Let’s break it down. 

What’s Included in Relevant Activities

Entities that conduct one or more activities mentioned below are subjected to ESR:

  • Banking
  • Insurance
  • Investment fund management
  • Lease-finance
  • Headquarters
  • Shipping
  • Holding company
  • Intellectual property
  • Distribution and service center

To identify if a company is carrying out our relevant activities, the officials will take a ‘substance over form’ approach. It needs to be carried out for individual entities, and there is no minimum income threshold. 

What Does Adequate ‘Economic Presence’ Mean

The compliance checklist for companies that are involved in ESR includes maintaining an adequate economic presence. This entails:

  • Having a physical office or workspace 
  • A sufficient number of full-time employees residing in the UAE
  • Operating expenses which show actual local business activity 

Having a business address without actual operations is no longer considered sufficient.

Compliance with Tests 

Besides meeting the requirements for economic presence, companies need to satisfy three Economic Substance Tests. These are:

  • Core Income Generating Activity (CIGA) test
  • Directed and Managed test
  • Adequacy’ test

While businesses operating in high-risk intellectual property undergo enhanced ES tests, holding companies face reduced ES tests. Furthermore, if you fail to satisfy the ES tests, the UAE government may share this information with relevant foreign authorities. 

Risks of Non-Compliance

Non-compliance with ESR invites hefty penalties. Take a look at the table below:

Failure to file a notification AED 20,000 
Failure to file the report AED 50,000 fine + deemed a failure to meet ES Tests
Failure to offer accurate or incomplete information AED 50,000 + deemed a failure to meet ED Tests
Failure to meet the ES tests in the 1st year AED 50,000 + information exchange with foreign competent authorities
Failure to meet the test in the 2nd year AED 40,000 fine + information exchange + suspension, cancellation, or non-renewal of the trade license

Ultimate Beneficial Ownership (UBO)

An Ultimate Beneficial Owner is an individual who owns or controls 25% of the company’s shares or voting rights. These individuals benefit from the business even if their ownership is not direct. 

In order to align with international anti-money laundering (AML) and counter-terrorism financing (CFT) standards, the UAE decided to introduce UBO regulations. It helps to ensure transparency and combat financial crimes. Moreover, it makes financial transactions traceable and identifies real company owners. 

Different Types of UBOs

UBOs include a wide variety of individuals and entities. These are:

  • Direct owners
  • Indirect owners
  • Controllers
  • Economic beneficiaries
  • Trustees and nominees
  • Senior management

Who Needs to Comply?

UBO applies to all businesses in the UAE. This means that all companies on the mainland and free zones need to maintain a register of their UBOs. Additionally, they need to submit this data to relevant authorities. And if there’s any change, it should be immediately reported. 

Who’s Exempted?

Yes, certain companies are exempted. They include:

  • UAE government-owned entities 
  • Companies listed on recognized stock exchange
  • Financial authority-regulated entities 

Penalties for Non-Compliance

If you don’t comply with these regulations, your company may be subjected to:

  • Fines (AED 50,000 to AED 1,000,000)
  • Suspension of company license 
  • Legal action and financial penalties (repeat violations)

For a full breakdown of UBO violations and penalties, refer to the official UBO guidance by UAE authorities.

Conclusion

This compliance checklist for companies is just what you require to understand what VAT, ESR, and UBO entail, who needs to register for it, when, what they need to do, and how grave the penalties are. 

It is important to remember at all times that the UAE government makes no compromises regarding laws and regulations. It deals with non-compliance strictly and may cancel your license for repeated offenses. If you wish to build your company and grow here in the UAE, start by ensuring that all your activities are compliant. 

HRSG is a global, world-class business solution provider offering services in three broad categories: people solutions, business solutions, and finance and accounting solutions. With more than 30 years of experience backing us and an ISO 27001-compliant certificate, we are here to support your business growth. 

UAE Employment Visa

How to Get a UAE Employment Visa: Step-by-Step Guide
How to Get a UAE Employment Visa: Step-by-Step Guide 800 500 HRSG

The number of expats and skilled workers looking to secure employment in the UAE is growing every day. The UAE’s strategic location, innovative infrastructure, tax-free income, and business-friendly policies are just a few factors that make it an ideal destination for professionals from all walks of life.

Another factor that contributes to this large number of expats (about 88% of the population) in the UAE is its relaxed and simple employment visa requirements. But what steps must one follow to get a UAE employment visa​? This is what most people looking for career opportunities in this region struggle.

This blog contains a detailed step-by-step guide on how you can successfully obtain a UAE employment visa. By following these simple guidelines, you can easily get your UAE work visa and pursue your career in the region, so keep on reading until the end.

  • UAE Employment Visa: Eligibility Criteria
  • Documents Needed for Obtaining an Employment Visa​ in the UAE
  • Step-by-step Guide to Getting an Employment Visa in the UAE 
  • UAE Employment Visa Application Fee
  • UAE Employment Visa Cancellation

UAE Employment Visa: Eligibility Criteria

Before applying for this visa, you must first meet the following UAE employment visa requirements

  • The candidate applying for the visa must be 18 years of age or older. 
  • The candidate’s passport must be valid for at least 6 months beyond their stay period.
  • The employer sponsoring the candidate must possess a valid trade license and have no prior violations.
  • The job role for which you are applying must match the company’s activities.
  • The candidate can only work for the employer who is their sponsor.
  • The candidate must fall into one of the three skill or qualification classification categories, including Category A: Bachelor’s degree, Category B: Post-secondary diploma, Category C: High school diploma
  • Candidates must have a valid employment contract with a sponsoring UAE-registered company or employer.
  • Based on the occupation, candidates must have at least 2-5 years of post-qualification experience.
  • The candidate must have a clean criminal record and must show willingness to undergo police clearance.

UAE Employment Visa Application

 

Documents Needed for Obtaining an Employment Visa in the UAE

Here are a few key documents you must gather before proceeding with the application:

  • A copy of your valid passport
  • A passport-sized picture preferably with a clear or white background
  • Copies of your academic certificates verified by the Ministry of Foreign Affairs of your country and the UAE embassy
  • Medical certificates from UAE-approved health centers
  • Commercial license of the company or the company card of your employer
  • Entry Permit from the Ministry of Labor
  • Signed copy of the employment contract
  • Professional licenses, if applicable, i.e., for doctors, engineers, technical experts, etc.
  • Experience letters, if applicable
  • Emirates ID application form
  • Translated and attested police clearance certificate from the country of your residence
  • Copy of the trade license of the sponsor

Step-by-step Guide to Getting an Employment Visa in the UAE

Now that you have gathered all the required documents, let’s go one step further and look at the UAE employment visa process that you have to follow.

  • Get the Entry Visa Quota Approval

The process starts when the employer applies for the entry visa quota approval from the MoHRE (Ministry of Human Resources and Emiratisation). The quota varies from Emirate to Emirate.

For instance, Dubai-based employers can apply for one visa per nine square meters of office space. To increase the quota, they either have to move to a larger office or request a quota upgrade.

  • Submit a Signed Employment Contract

After that, you need to sign an employment contract in English, Arabic, and the native language of the employer and submit it to MoHRE for approval.

  • Work Visa Application Submission and Applying for an Entry Visa

Then the employer submits the work visa application, which contains your educational documents, passport, employment contract, etc. This application is reviewed and approved by the Ministry of Labor.

Then the sponsor can apply for the entry or residence visa on your behalf.

  • Get Your Employment Entry Visa

After that approval, you are issued a pink visa, which is valid for about two months. 

This visa allows you to enter the UAE and complete your remaining visa procedures, like getting an Emirates ID, health certificate, etc.  

  • Apply for Emirates ID

After your arrival, you will need to apply for the Emirates ID. This ID links to the candidate’s residency visa and serves as a key identification document.

To get this ID, you have to visit the Emirates Identity Authority (EIDA) center. Here, you will give your biometrics and present supporting documents like a passport and entry visa.

  • Get a Medical Certificate

Now you can visit a government-approved medical center in the UAE for some basic tests. The results of these tests affect the residency visa approval. The medical screening includes tests for fitness, HIV, hepatitis, tuberculosis, and other infectious diseases.

These tests should be taken within 14 days of your arrival. After obtaining certificates, the employer applies for the residency visa via the ICS website.

  • Submit Labor Contract

Within 14 days of the medical screening, the employer has to submit the labor contract to the MoHRE for review and attestation. This contract lists your terms of employment and is registered with the ministry.

  • Get Health Insurance

Next, you need to get health insurance from your employer, which covers basics like hospitalization, doctor visits, major medical procedures, etc. This insurance is mandatory for all employees in the UAE, as the MoHRE does not renew work visas if an employee doesn’t have a valid health insurance card from their employer.

  • Receive Your Employment Visa

It takes about five days after the previous step for you to get approval for the official work visa from the MoL (Ministry of Labor).

Employment Visa Processed

  • Get the Residence Visa 

Now the employee can apply for the residence visa by filling out the application and attaching the required supporting documents. This visa was initially stamped in your passport by the GDRFA. But now, the visa status and information are linked to your Emirates ID, which eliminates the need to physically get your visa stamped in your passport.

This renewable visa is valid for about two years, and it is necessary for completing formalities like registering cars, opening bank accounts, setting up a PO box, etc.

UAE Employment Visa Application Fee

Here is a brief overview of the fee you must pay to get this visa 

  • AED 200 is charged for all categories for requesting initial approval of an electronic work permit.
  • The fee for the approval of the new work permit for Category 1 is about AED 300.
  • The fee for category 2 is further divided into levels as follows i.e.: AED 600 for level A, AED 1,500 for level B, and AED 2,000 for level C.
  • For category 3, the fee is AED 5000.

The fee for the UAE work permits is usually covered by the sponsoring employer.

The employment visa cost in UAE​ can be between AED 1400 to AED 1800 based on your service provider and the Emirate you are planning to go to for work. The breakdown is as follows.

  • The fee for an entry permit = AED 200
  • Fee for medical fitness test = AED 300-600
  • Fee for Emirates ID issuance and biometrics = AED 170
  • Fee for Labor Contract Registration = AED 200
  • Fee for residence visa stamping = AED 600

UAE Employment Visa Approved

UAE Employment Visa Cancellation

The employment visa cancellation in UAE is initiated by the sponsor. The sponsor can either cancel the visa in person by visiting the offices of the GDRFA (General Directorate of Residency and Foreigners Affairs) or they can do it online through the GDRFA or Federal Authority for Identity and Citizenship websites.

Before canceling the employment visa, the sponsor first has to cancel the work permit or labor card of the worker through MoHRE’s website. The cancellation fee for this visa is AED 110 which is paid by the sponsor. The cancellation fees for the entry permit, work permit, and exit permits are AED 50 plus AED 10 for E-Service each.

After visa cancellation, you are given a 30-day grace period within which you can either change the visa status or exit the country. Staying longer than that may lead to fines or penalties.

Conclusion

When applying for a UAE employment visa, you have to meet every eligibility requirement and gather all the authentic and verified documents. This is only possible when you take the time to gather information regarding the UAE’s latest employment visa policies from a trusted source.

By following the above-mentioned steps, you can easily avoid making major errors when applying for this visa. You can also seek assistance from a reputable service that specializes in handling employment visa applications for the UAE. Their expertise and comprehensive support will streamline the process and ensure you are able to settle in and start your work in the UAE right away.

Contact us at HRSG if you wish to build a successful career in the UAE or you want to take your existing business to new heights. Our dedicated team will ensure a consistent growth in your every business endeavor with its expert insights and vast experience working in this region.

Leaves in Saudi Arabia KSA

Leaves in Saudi Arabia KSA: Annual, Sick, Maternity, and More
Leaves in Saudi Arabia KSA: Annual, Sick, Maternity, and More 800 500 HRSG

The Kingdom of Saudi Arabia (KSA) has emerged as a rapidly growing economy with a staggering GDP of 1,109.5 billion USD in 2024. This figure is projected to reach 1,276.03 billion USD by 2028, which goes to show how much potential it has for businesses looking to expand and for individuals looking to advance professionally with lucrative career opportunities.

The workforce of KSA comprises millions of local and skilled expatriate workers and there are robust laws in place to safeguard their rights. One such law is the statutory leave policy of the KSA, which outlines the regulations for leave in the region.

This blog gives you detailed insights into the leave entitlements in Saudi Arabia under the Saudi Labor Law. It covers conditions and rules for different types of leaves in the KSA, like sick leave, paternity leave, annual leave, and more, so keep on reading till the end.

  • Annual Leave
  • Official Public Holidays
  • Sick Leave
  • Maternity Leave
  • Marriage Leave
  • Paternity Leave
  • Disability Leave 
  • Examination Leave
  • Iddah Leaves
  • Hajj Leave
  • Bereavement or Compassionate Leave

  • Annual Leave

Every employee is entitled to a specific number of annual or earned leaves in the KSA under Article 109 of the KSA labor law. Following is a detailed account of these leaves to give you a better picture.

  1. Employees who have served an organization for more than five years are entitled to 30 days of paid annual leave. The workers with less than 5 years of service time at a certain business entity get 21 days of fully paid annual leave.
  2. The annual leaves are determined based on the number of calendar days. However, consequent to the approval of the employer, the employees can postpone their leaves to the next year if they wish to do so.
  3. Article 110 of the labor code gives employers the full authority to decide when employees can take their paid annual leave. However, they cannot delay annual leave more than 90 days after the end of the year.
  4. In case the work conditions demand a delay in the vacation leave, the employer must obtain written consent from the employee. It is worth noting that the postponement cannot be extended beyond the following year from the time when the leave was initially due. 
  5. Article 111 of the Kingdom of Saudi Arabia labor law suggests that employees have the right to claim their accrued leave balance if they are leaving the job without utilizing their annual leave period.
  6. Employees on annual leave are prohibited from working for any other employer as it is considered a serious offense. If found guilty of this crime, the employer has the right to deny their pay for the paid leaves for that period. They can also demand payment for earnings given to them.  
  7. The employer has the right to terminate an employee without pay if they take leave for 15 consecutive days without approval from the relevant department. The same rule applies if they take 30 days of unapproved leave in a year. In the former case, the employer must give a warning preferably written to the employee following 20 days of non-consecutive absence. In the latter case, following 10 days of consecutive absence the employer must issue a warning of termination.    
  8. The employer cannot terminate the worker while they are on paid annual leave in any case.

Annual Leave KSA

  • Official Public Holidays

The labor laws in the KSA clearly specify public paid holidays as well. Following are some key official public holidays in the KSA you need to look out for 

  • Eid Al Fitr
  • Eid Al Adha
  • National Day: 23rd September
  • Foundation Day – February 22
  • Saudi Flag Day
  • Government Holiday

Employees working on public holidays must get proper overtime pay from their employers according to the rules specified under the labor law. The employer must pay the hourly salary along with 50% of the basic pay as overtime pay to their employees if they are working on these days to make sure they are fully compensated for their time.

  • Sick Leave

The employees can take sick leave in Saudi Arabia continuously or intermittently for 120 days every year. Here are some important considerations 

  1. The employees get fully paid sick leave for the first 30 days. 
  2. After the first 60 days of sick leave, they get 75% or three-quarters of their total monthly pay.
  3. After 90 days the remaining leaves are unpaid.
  4. Employees during the probation period cannot get sick leave in the KSA unless they meet a specific criterion. They can get sick leave after completing a 90-day probation period.
  5. Article 82 of the KSA labor law establishes that the employer has no right to terminate an employee while they are on approved sick leave. 
  6. The sick leave after 90 days falls into the unpaid sick leave category, which is different from regular unpaid leaves. These leaves are counted when figuring out the service time of the employee in their organization.
  7. This leave has no bearing on the calculation of end of service benefits, gratuity, payroll accrual, and overdue vacation calculations.

  • Maternity Leave

  • The approved duration for this leave​ is about ten weeks in KSA. The exact dates are decided as per the discretion of the female employee. The leaves may begin 4 weeks before the expected date of delivery.
  1. Female employees also get six weeks of paid leave after the delivery date of the child. They can extend this leave for two months without pay.
  2. Employees can get one month’s leave with pay at the end of the maternity leave if their child is sick and needs proper attention from the mother. The employees are free to extend this leave to an additional month with no pay.
  3. If you are on maternity leave, you are allowed to combine it with your annual leave to get a maximum of 180 days of leave to rest and recuperate better.
  4. The unpaid maternity leaves are a part of the calculations when it comes to the service period or gratuity of the said employee.
  5. An employer has no power to terminate someone on maternity leave or when they face complications during pregnancy or following the delivery.
  6. Additionally, new mothers also get an additional one-hour nursing break for the first year after the delivery. These nursing breaks are a part of the working hours of the employee who has just had a baby.

Parental Leave KSA

  • Marriage Leave

According to Article 113 of the labor law, employees getting married are entitled to 5 days of paid marriage leave in Saudi Arabia to celebrate this important milestone in their lives. 

  • Paternity Leave

The male employees expecting a baby are entitled to 3 days of paid paternity leave in Saudi Arabia after the birth of their baby.

  • Disability Leave 

The KSA labor law suggests that employees injured will get 30 days of emergency leave. The leave of the next 60 days will be with 75% pay. The leaves after 90 days will be unpaid according to the law.

  • Examination Leave

The employees pursuing education are entitled to leave during exams, the exact number of which depends on the number of papers they have to take to pass the courses.

  • Iddah Leaves

After the death of their husband, Muslim women must complete the Iddah period, which is about 4 months and 10 days. The KSA labor code suggests Muslim women are entitled to paid leave for this period.

Non-Muslim female employees are entitled to 15 days of paid leave to mourn the loss of their spouse. 

  • Hajj Leave

Muslim employees are entitled to 10 to 15 days of paid Hajj leaves including the Eid Al Adha holidays. The employees cannot take a hajj leave more than once during the service within a company. Additionally, this leave is given only when the employee has not already performed Hajj before.

Moreover, employees who have been with a company for more than two consecutive years are the only ones who can qualify for this leave.

  • Bereavement or Compassionate Leave

Employees are also entitled to paid leave in the case of the death of their first- or second-degree relatives, like spouses, parents, grandparents, children, and other ascendants or descendants.

In this case, such employees are granted 5 days of paid leave to mourn the loss of their loved ones.

Conclusion

The Kingdom of Saudi Arabia has well-established laws to protect the rights of its workforce. The workers in the region are entitled to annual, public, and additional holidays such as Sick, Maternity, Iddah, Hajj, and Marriage Leave. If an employer fails to comply with these regulations under the KSA labor law, they will have to face serious financial and legal consequences.

Employees must familiarize themselves with the leave rules in the KSA to make sure their rights are protected, and employers must do so to streamline operations and tasks like payroll calculation and employee management.

You can visit us at HRSG if you are looking to get the best recruitment, payroll, accounting, tax, and audit compliance services for your businesses all over the world.

UAE Employment Visa Rules 2026: Complete Guide for Skilled Workers

UAE Employment Visa Rules 2026: Complete Guide for Skilled Workers
UAE Employment Visa Rules 2026: Complete Guide for Skilled Workers 800 500 HRSG

Last updated: June 2026 | Based on ICP, MoHRE, and UAE Government official sources

The UAE has become the top destination for skilled workers from all over the world looking to advance their careers and have a meaningful and fulfilling work experience. This region attracts millions of expats every year owing to the relaxed UAE employment laws, unparalleled infrastructure, and countless growth opportunities that it has to offer.

The number one requirement for securing a good job in the UAE is to get a valid employment visa. However, due to a huge influx of skilled professionals in the region, the employment visa rules are often subject to change.

Without having a grasp on the new employment visa rules in the UAE, it is not possible for you to access the myriad career growth opportunities that this place has to offer.

But don’t worry, because this is what this entire blog is all about. This article lists some new employment visa rules in the UAE that you must keep in mind while applying to increase your chances of success, so read on to learn more.

  • Key UAE Visa Changes in 2025–2026
  • UAE Employment Visa Types
  • New Employment Visa Rules in the UAE 2026
  • The Criteria for Eligibility
  • Document Requirements
  • Flexible Work Visa Rules
  • New Visa Rules for Job Seekers
  • Additional Notable Changes in the UAE Visa Rules 
  • Extended Golden Visa Eligibility
  • Easier Family Sponsorship
  • Green Visa Expansion
  • Visa Applications Fee and Processing Time
  • Cancellation Process for Employment Visa

Key UAE Visa Changes in 2025–2026

The UAE has made several significant updates to its visa and employment framework over the past year. If you are planning to work in the UAE or are an employer looking to sponsor talent, here is what has changed and what you need to be aware of before you apply.

1. Work Bundle Platform: Faster, Simpler Visa Processing

One of the most impactful changes for both employers and employees is the launch of the UAE’s Work Bundle platform, introduced under the government’s Zero Bureaucracy Programme.

Previously, processing a new employment visa required navigating five separate government platforms and submitting up to 16 documents across 15 steps. The Work Bundle consolidates this entire process into a single unified platform, reducing the steps to just 5 and the required documents to 5.

The result is a dramatically faster processing timeline. What previously took up to 30 working days from MoHRE approval now takes approximately 5 working days. For employers hiring at scale, this is a major operational improvement. For skilled professionals relocating to Dubai or Abu Dhabi, it means a significantly smoother onboarding experience.

What this means for you: Employers should ensure their HR teams and PRO contacts are familiar with the Work Bundle portal. Professionals should ask their sponsoring employer to confirm they are processing the visa through this platform to benefit from the reduced timeline.

2. Remote Working Visa: Stricter Bank Statement Requirements (January 2026)

The UAE’s Remote Working Visa — also known as the Virtual Work Visa or Digital Nomad Visa — has been a popular option for foreign professionals who work for overseas employers and wish to live in the UAE. However, new rules introduced in January 2026 have raised the eligibility bar.

Effective 27 January 2026, applicants must now provide six consecutive months of bank statements as proof of stable income, up from the previous requirement of three months. The change was implemented by immigration authorities to ensure that applicants have a genuine and sustained income history before being granted residency.

In practical terms, this means:

  • Professionals who have recently switched jobs, gone freelance, or have gaps in their salary deposits may no longer qualify immediately and will need to wait until they have six uninterrupted months of income on record.
  • Applicants should ensure salary deposits are consistent and clearly identifiable — irregular payments or lump-sum transfers may not be accepted as sufficient evidence.
  • The minimum monthly income requirement of USD 3,500 remains in place.

What this means for you: If you are planning to apply for the Remote Working Visa, begin preparing your bank statements well in advance. Gaps or recent job changes could delay or disqualify your application. Employers with distributed remote teams should also factor this extended lead time into their hiring plans.

3. ICP Visa Framework Overhaul: New Categories and Updated Rules (Late 2025)

In late 2025, the Federal Authority for Identity, Citizenship, Customs and Port Security (ICP) announced a comprehensive overhaul of the UAE’s visa framework. The update introduced four new purpose-built visit visa categories and eleven key rule changes designed to better reflect modern work and travel patterns.

Key updates from this overhaul include:

  • Expanded multi-entry visa options for professionals who travel frequently between the UAE and their home country or other business destinations.
  • Updated sponsorship salary thresholds, affecting the minimum income requirements for family sponsorship and dependent residency.
  • Broader long-term residency pathways, making it easier for entrepreneurs, investors, and highly skilled professionals to qualify for extended residency without repeated renewals.

These changes sit alongside the existing Green Visa, Golden Visa, and Job Seeker Visa categories already in place, and expand the range of professionals who can benefit from long-term or self-sponsored residency in the UAE.

What this means for you: If you were previously ineligible for a long-term visa due to income or sponsorship requirements, it is worth re-checking your eligibility under the updated ICP criteria. Both the ICP website and the UAE’s official u.ae portal are the most reliable sources for current thresholds.

4. Updated Employment Visa Costs

Visa fees have also changed. The total cost of obtaining a UAE employment visa now typically ranges from AED 3,000 to AED 7,000, depending on the employer’s classification, the employee’s skill level, and the emirate of employment. This is a notable increase from the AED 1,400–1,800 figures that were widely cited in earlier guides.

Importantly, under Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relationships, the employer bears full financial responsibility for all visa-related costs. Employees should not be asked to pay for their own employment visa — this is a legal obligation on the employer, not the worker.

What this means for you: Job seekers should be aware that any employer asking them to fund their own visa is in breach of UAE labour law. Employers should ensure their HR budgets reflect the updated fee ranges when planning new hires.

All information above is based on official announcements from ICP, MoHRE, and the UAE Government portal (u.ae). Visa rules in the UAE are subject to change — always verify current requirements with the relevant authority before applying.

UAE Employment Visa Types

The following are some basic UAE visa types according to the new employment rules.

  • Standard Work Visa

This visa is sponsored by an employer and allows employees to work in the UAE for that sponsor. This renewable visa has an initial validity of 2 years. Employers from private, government, and free zone entities can hire recruitment services to initiate standard work visa processes for the talent of their choice.

  • Green Visa

The green visa was launched in 2022 in the UAE with the aim of attracting skilled entrepreneurs, freelancers, and investors. This renewable visa has no sponsorship requirements, and it is valid for five years. Professionals who meet the green visa criteria enjoy more flexible residency and work regulations in the UAE.

  • Freelancers/Self-Employed Visa

The Freelancers/Self-Employed Visa is issued to professionals who wish to work independently in the UAE without being tied to a specific employer. To be eligible, applicants must hold a specialised diploma or Bachelor’s degree along with a valid UAE freelance permit.

To qualify on income grounds, applicants must demonstrate an annual income of at least AED 360,000 over the previous two years. This can be evidenced through bank statements, contracts, or invoices issued to clients.

A key update now in effect is that self-sponsored freelance work permits no longer require employer linkage. Previously, freelancers needed to demonstrate a connection to a UAE-based employer or sponsor in order to obtain or renew their permit. This requirement has been removed, giving independent professionals greater flexibility to work across multiple clients and projects without administrative restrictions on their sponsorship status.

This visa is particularly well-suited to consultants, designers, writers, developers, and other specialists who operate on a project or retainer basis rather than under a fixed employment contract.

  • Skilled Employees

This visa is given to professionals whose skill level falls into the 1, 2, or 3 categories as specified by the UAE labor laws. Candidates with a bachelor’s degree and AED 15,000 monthly earnings can apply for this visa.  

  • Golden Visa

The golden visa is given to investors with deposits or properties worth over AED 2 million, or projects valued at AED 500,000. This visa is also offered to specialists in the fields of medicine, education, sports, etc. This visa has a validity period of 10 years.   

  • Job Seeker Visa

This visa is issued to professionals who meet specific qualifying requirements. It gives them permission to travel to the UAE and find work that suits their talents.

Visa Application UAE

New Employment Visa Rules in the UAE 2026

The employment visa rules outline several requirements that every candidate looking for career opportunities in the UAE must meet. The employment visa is issued to skilled professionals by employers based in the UAE.

These employers must have a valid business license, and they must not be involved in any labor law violation to be eligible to sponsor work permits.

The following are some key visa rules that you must keep in mind when applying for work in the UAE.

  • The Criteria for Eligibility

The new employment visa rules in the UAE state more relaxed eligibility criteria. According to these rules, you are eligible for this visa if:

  1. You are 18 years or older.
  2. You have a clean criminal record and proof of medical fitness from UAE-authorized health centers.
  3. You have a valid passport for at least 6 months beyond your intended stay period in the UAE. 
  4. You have a post-qualification work experience of 2 to 5 years.
  5. The sponsor has a valid license.
  6. You belong to one of the following three skill classification categories, i.e., category 1: Bachelor’s degree holders, category 2: Post-secondary diploma, or category 3: High school diploma.

  • Document Requirements

According to the new employment visa rules, every candidate must prepare the following documents to obtain the visa.

  1. A passport with at least six months validity
  2. Recent passport photos with a white background
  3. Entry permit issued by the Ministry of Labor
  4. Signed official employment contract
  5. Health Insurance
  6. Copies of education records
  7. Employer data, like a trade license and company card
  8. Medical screening clearance
  9. Police clearance certificate
  10. Emirates ID application form completed via the ICP portal or a registered local typing center
  11. Professional licenses for healthcare experts, teachers, engineers, etc.

Visa Stamped UAE

  • Flexible Work Visa Rules

The new employment visa rules offer increased flexibility and longer validity for foreign workers. The new rules allow for multiple entrances as well as a 90-day stay per visit. Apart from that, the authorities have also introduced remote work and freelancer visas under very relaxed conditions to further attract top talent.

  • New Visa Rules for Job Seekers

The UAE has introduced a dedicated Job Exploration Visa for professionals and recent graduates who wish to visit the UAE and secure employment before committing to a full residency arrangement.

The visa is valid for up to 60 days and can be extended once for an additional 60 days, giving applicants a total of up to 120 days to explore opportunities and complete the hiring process.

To be eligible, applicants must meet one of the following criteria:

  • A recent graduate from one of the top 500 universities as classified by the UAE Ministry of Education, having completed their degree within the last two years
  • A skilled professional with a strong employment history in a sector relevant to the UAE labour market

Unlike a standard employment visa, the Job Exploration Visa does not require a job offer or a UAE-based sponsor at the time of application. Once the applicant secures a position, the employer can initiate the standard employment visa process from within the UAE, removing the need to exit and re-enter the country.

This visa is issued by the Federal Authority for Identity, Citizenship, Customs and Port Security (ICP) and applications can be submitted through the official ICP portal or an authorised typing centre.

  • Additional Notable Changes in the UAE Visa Rules

The new employment visa rules give the residents of the GCC an extended validity and flexibility with the E-visa option.

People who have made their mark in the field of environmental sustainability through activism, research, or conservation efforts in the UAE are eligible for a 10-year resident permit with their Blue Residence Visa. These people can either nominate themselves or be nominated by appropriate authorities for this visa.

Another new step is the introduction of the Dubai Gaming Visa. This 5 to 10-year visa is given to e-sport experts who are at least 25 years of age and are known throughout the gaming industry for their accomplishments or contributions.

  • Extended Golden Visa Eligibility

In April 2026, the Golden Visa programme was expanded to include nurses, teachers, e-sports professionals, digital creators, and Waqf donors. Skilled professionals in data science, AI, healthcare, and clean-energy engineering can now qualify with approved credentials and a minimum monthly salary of AED 30,000. Entrepreneurs will receive credit for innovation metrics such as patents or accelerator backing rather than only balance-sheet size.

Content creators, podcasters, visual artists, and influencers are eligible through Dubai’s Creators HQ programme. Long-serving nurses with 15+ years of service at Dubai Health gained eligibility as recognition of community contribution. Educators with strong tenure or performance now feature in qualifying categories.

The 2025–2026 updates also removed the 50%/AED 1M upfront-payment rule for property investors, making the property investment route more accessible.

Golden Visa holders now receive enhanced consular support abroad through MOFA, including 24/7 emergency assistance and a dedicated global hotline, a useful practical detail for internationally mobile professionals.

  • Easier Family Sponsorship

The new employment visa rules have made family sponsorship easier by lowering minimum salary requirements and extending residency for dependents. It also allows unmarried kids to stay indefinitely with their sponsor.

The current minimum salary requirement for sponsoring family members is AED 4,000 per month, or AED 3,000 per month if the sponsor provides accommodation. Those with a Golden Visa can now sponsor immediate family members for long-term visas of 5 or 10 years. Sponsors can now sponsor male children up to 25 years of age (previously 18). The salary requirement for sponsoring parents has been reduced to AED 20,000 per month. Health insurance is now mandatory for dependents in some emirates.

Male and female expatriates are now assessed under the same salary threshold for sponsoring spouses and children — gender-based salary differences and profession restrictions have largely been removed. This was a significant change and will be actively searched by female expats planning to sponsor their spouse.

Residents can now sponsor relatives up to the third degree or friends on visit visas, provided they meet minimum monthly salary requirements — AED 4,000, AED 8,000, or AED 15,000 depending on the relationship.

  • Green Visa Expansion

The green visa has also been extended to include longer durations (up to 5 years) and diverse job categories. This visa can be issued to skilled workers, investors, or freelancers, even without any sponsor. The new rules also permit sponsorship of family members to further facilitate expat workers.

The UAE Green Visa now has four clearly defined qualifying categories in 2026:

Category 1 — Skilled Employee (UAE-based employees in professional or technical roles meeting income and qualification thresholds);

Category 2 — Freelancer/Self-employed;

Category 3 — Investor;

Category 4 — Entrepreneur. Choosing the correct category before applying is essential, as submitting under the wrong category wastes processing time and fees.

Unlike a standard UAE work visa, the Green Visa allows holders to live and work in the country without tying their status to a specific employer or sponsor. The visa remains valid even if the holder changes jobs, takes a career break, or leaves their current employer, provided they continue to meet the underlying eligibility criteria.

New Visit Visa Categories (September 2025)

In September 2025, the Federal Authority for Identity, Citizenship, Customs and Port Security (ICP) announced four new purpose-built visit visa categories as part of a broader overhaul of the UAE’s entry visa framework. These categories were introduced to reflect the UAE’s expanding role in technology, entertainment, and maritime industries.

The four new specialist visit visa categories are:

Artificial Intelligence Specialists Professionals working in AI, machine learning, and data science can now obtain a dedicated visit visa to attend conferences, conduct research, participate in industry events, or explore employment and investment opportunities in the UAE’s rapidly growing technology sector.

Entertainment and Events Professionals This category covers performers, production crew, event managers, and creative professionals visiting the UAE for specific engagements. It formalises the entry process for a sector that drives significant economic activity in Dubai and Abu Dhabi.

Cruise Ship and Leisure Boat Personnel A dedicated visa category for crew members and professionals working aboard cruise ships and leisure vessels operating in UAE waters. This category addresses a longstanding gap for maritime workers who transit through or operate in UAE ports.

Events Specialists Professionals involved in large-scale event planning, logistics, and management can apply under this category when visiting the UAE for specific project-based work.

Alongside these new categories, the September 2025 ICP update also introduced income-linked sponsorship thresholds for residents wishing to sponsor visits from relatives or friends. Residents can now sponsor family members up to the third degree or friends on visit visas, provided they meet minimum monthly salary requirements of AED 4,000, AED 8,000, or AED 15,000 depending on the relationship.

These visit visa changes are separate from the employment visa framework but are relevant to professionals who wish to explore the UAE market, attend industry events, or assess opportunities before committing to a full relocation.

For full eligibility criteria and current fees, refer to the official ICP portal at icp.gov.ae.

Visa Application Approved UAE

  • Visa Application Fee and Processing Time

The total cost of obtaining a UAE employment visa in 2026 typically ranges from AED 3,000 to AED 7,000, depending on the employer’s classification, the employee’s skill level, and the emirate of employment.

Under Federal Decree-Law No. 33 of 2021, the employer is legally required to bear all visa-related costs. Employees should not be asked to contribute to or fund their own visa application.

Processing time has been significantly reduced following the launch of the Work Bundle platform. From MoHRE approval, processing now takes approximately 5 working days. End-to-end — including entry permit, medical screening, and Emirates ID — the full process typically takes 2 to 3 weeks.

Fees vary by emirate and service provider. Always confirm current fee schedules directly with MoHRE or your PRO before initiating the application.

  • Cancellation Process for Employment Visa

The employment visa cancellation process in the UAE is managed by the sponsoring employer. Only the employer who originally sponsored the visa can initiate the cancellation by submitting a formal request to the Ministry of Human Resources and Emiratisation (MoHRE) or the ICP.

Before cancellation is processed, the employer must clear any outstanding dues owed to the employee and obtain a signed cancellation consent form. Once the cancellation is confirmed, the employee’s residency status changes and a grace period begins.

Grace periods vary by visa type and should be verified directly with the ICP or your employer’s PRO at the time of cancellation. As a general guide:

  • Standard employment visa holders are typically granted a grace period of 30 days to either transfer to a new sponsor, change their visa status, or exit the country without incurring overstay fines.
  • Green Visa, Golden Visa, and certain long-term residency holders may be entitled to a grace period of up to 6 months, reflecting the self-sponsored nature of these visa categories.

The administrative charges for cancellation are AED 50 for entry permit, residency permit, or exit permit cancellation, with an additional AED 10 for e-services processing.

Employees should not delay initiating a new visa or making exit arrangements once cancellation is confirmed. Overstaying beyond the applicable grace period results in daily fines and can affect future UAE visa applications.

Conclusion

Getting a UAE employment visa is not as complicated as you might think. By knowing the latest regulations, preparing the right documents, and following the correct visa application submission steps, you can easily get your UAE employment visa and start pursuing your career goals right away.

The information provided above will help you navigate the application process smoothly and avoid common errors.

It is also a good idea to consult professionals who specialize in the UAE visa rules and have deeper insights into the job market in this area. This can save you so much time and trouble while you get your employment visa.

You can contact us at HRSG if you are looking to grow your career or expand your business in the UAE. Our experts can help you better navigate UAE’s changing visa and employment policies to ensure you get the results that you desire.

Enter your
text here
Image Enquiry