What the employer must do and when: work permits and residence visas, mainland versus free zone rules including DIFC, health insurance, unemployment insurance, Emiratisation, payroll, leave, housing, schools, family sponsorship and a month-by-month plan for the first 12 months. It covers the emirate of Dubai only. For Abu Dhabi, see our HR guide to relocating employees to Abu Dhabi. If you would like introductions to UAE providers for a specific move, go to Section 18.
~5 days
Visa processing via the Work Bundle
AED 4–7k
Visa and permit fees per employee
5%
Housing fee on rent, via DEWA
5.83%
DIFC DEWS contribution a month
Start here
Visas and compliance
Employment terms
Family, home and school
Living and working
Plan the year
Help and resources
Most relocation content is written either for the employee ("what to pack") or by a provider selling one part of the move. HR teams sit in between. They carry the legal obligations, own the timeline and take the call when something stalls. This guide is built around that job, checked against UAE federal and Dubai government sources, and written so a busy HR manager can find the answer to a specific question in under a minute.
All figures were checked on 10 November 2026. Each source links to the authority that publishes the figure, and the sections below explain how each one applies.
| Figure | Value | Source |
|---|---|---|
| Visa processing through the Work Bundle | Around 5 working days for a complete file, down from about 30 | MOHRE Work BundleOfficial |
| Visa and permit fees per mainland employee | Around AED 4,000 to 7,000 before insurance and service charges | Market range across providersMarket |
| Health insurance | Employer pays for the employee; sponsor insures dependants | Dubai Law No. 11 of 2013, Dubai Health AuthorityLaw |
| Unemployment insurance (ILOE) premium | AED 5 a month (basic up to AED 16,000) or AED 10 (above) | ILOE schemeOfficial |
| ILOE late registration fine | AED 400 after four months | ILOE schemeOfficial |
| Emiratisation contribution, mainland firms with 50+ staff | AED 120,000 a year per unfilled Emirati role; 2026 deadline 31 December | MOHRE, as reportedReported |
| DIFC end-of-service (DEWS) contribution | 5.83% of basic salary a month for the first five years, 8.33% after | DIFC Employment LawLaw |
| Minimum salary to sponsor family | AED 4,000 a month, or AED 3,000 plus accommodation | u.aeOfficial |
| Housing fee on rent | 5% of annual rent, billed through DEWA | DEWAOfficial |
| Rent increase on renewal | 0% to 20%, set by the Smart Rental Index; 90 days' notice | Dubai Land DepartmentLaw |
| School tuition 2026-27 | Frozen at current approved levels | KHDAOfficial |
| Maximum probation | Six months | Federal Decree-Law No. 33 of 2021Law |
| Annual leave (mainland and most free zones) | 30 calendar days after one year | u.aeLaw |
| Salik road toll | AED 6.30 peak, AED 4.20 off-peak per gate, including VAT | RTA, as reportedReported |
Every factual claim carries a source tag so you can see how much weight it will bear.
| Tag | What it means |
|---|---|
| Law | Set by UAE federal law, Dubai law or free zone regulations. Stable until the law changes. |
| Official | Published by a government body or regulator, such as u.ae, MOHRE, GDRFA Dubai, ICP, the Dubai Health Authority, Dubai Health, KHDA, the Dubai Land Department, DEWA or the RTA. |
| Market | Current market practice or pricing, checked across several providers or listings. Moves with the market. |
| Reported | Reported consistently by reputable news or professional sources but not yet confirmed on a primary government page. |
| Verify | Rules differ between sources or change often. Confirm with the named authority before you act. |
| Estimate | Our own worked estimate. Useful for planning and budgeting, not a quote. |
This guide is general information for HR and people teams. It is not legal, immigration, employment, tax, insurance or medical advice, and it does not take your organisation's or any employee's circumstances into account. Rules, fees and processing times change often and authorities can apply them differently in practice. Before acting, check the current position with the relevant authority and, where the point matters, take advice from a UAE-licensed lawyer or adviser. Davidson & Co. (a Relocate2UAE partner) advises on UAE immigration and employment law and is one option where this guide flags a point as worth checking. Relocate2UAE accepts no responsibility for any loss arising from reliance on this guide. Please read the full Legal notice at the end.
Relocate2UAE is an information platform and marketplace. We publish independent relocation guides and connect individuals and businesses with established UAE service providers across property, education, healthcare, insurance, banking, legal services, immigration and business setup. We are not an immigration consultancy, relocation agency or law firm, and we do not deliver, guarantee or manage the services those providers offer. Some providers named in this guide are Relocate2UAE partners and may pay us for listings, marketing exposure or referrals. Each is labelled "a Relocate2UAE partner" where it appears. A mention is not a recommendation that a partner is right for your organisation; you are free to use any provider, and we encourage you to compare several and check their licensing and terms. Other businesses named in this guide are mentioned for information only.
| Topic | The position in Dubai in 2026 | Tag |
|---|---|---|
| Who issues work permits | MOHRE for mainland employers; the free zone authority for free zone employers | Official |
| Who issues residence visas | GDRFA Dubai. ICP issues the Emirates ID | Official |
| Main platforms | Work in UAE (Work Bundle), MOHRE, GDRFA and DubaiNow apps; Amer and Tasheel service centres | Official |
| Employment law | Federal Decree-Law No. 33 of 2021 for mainland and most free zones; DIFC Law No. 2 of 2019 in DIFC | Law |
| Personal income tax | None. No payroll tax for expatriate employees | Official |
| Social security | Pension contributions apply to UAE and GCC nationals only. Expatriates receive end-of-service gratuity, or DEWS contributions in DIFC | Law |
| Health insurance | Mandatory under Dubai Law No. 11 of 2013. Employer pays for the employee; sponsor insures dependants | Law |
| Unemployment insurance (ILOE) | Mandatory for most private sector and federal government employees; usually paid by the employee | LawOfficial |
| Salary payment | Through the Wage Protection System (WPS) for mainland employers | Law |
| Working week | Maximum 8 hours a day and 48 a week; most private employers work Monday to Friday | LawMarket |
| Tenancy registration | Ejari, run by the Dubai Land Department | Official |
| Rent increase rules | Smart Rental Index, with 90 days' written notice of any change | LawOfficial |
| Schools regulator | KHDA. Tuition frozen for 2026-27 | Official |
| Road tolls | Salik, AED 6.30 peak and AED 4.20 off-peak per gate including VAT, free 1am to 6am | Reported |
| Emergency numbers | 999 police, 998 ambulance, 997 fire | Official |
Promising dependants' insurance the law does not require, or assuming it does. In Dubai the employer must insure the employee; the sponsor, usually the employee, insures the family. Decide the policy and write it into the offer.Law Section 7.
Letting someone "start on a visit visa". Working on a visit or tourist visa is not permitted. The employee needs a work permit or entry permit issued for employment before they start.Official Section 4.
Starting attestation too late. Unattested degree, marriage and birth certificates are the most common reason work permits and family visas stall. Start at the offer stage, not after arrival.Reported Section 5.
Applying federal rules in DIFC. DIFC has its own Employment Law: different leave, notice and sick pay, and monthly DEWS contributions instead of a lump-sum gratuity.Law Section 6.
Forgetting ILOE. Employees who are not registered within four months of their work permit can be fined AED 400, and a lapsed policy restarts the 12-month qualifying clock.OfficialReported Section 8.
Budgeting rent without the extras. Add the 5% housing fee through DEWA, a DEWA deposit of about AED 2,000 for an apartment or AED 4,000 for a villa, Ejari registration, the security deposit and the agency fee.OfficialMarket Section 11.
Missing the probation rules. Probation is capped at six months and either side must give written notice to end it. An employer needs 14 days; an employee moving to another UAE employer needs one month.Law Section 9.
Building the package on total salary. End-of-service gratuity, DEWS contributions, ILOE category and some overtime calculations are based on basic salary, so the basic-to-allowance split matters from day one.Law Section 9.
Leaving school places too late. Popular Dubai schools and year groups fill early, and the new 31 December age cut-off applies to children registering with KHDA for the first time.OfficialReported Section 12.
Underestimating the summer and Ramadan effect. Outdoor work stops between 12:30 and 3pm from 15 June to 15 September, private sector hours reduce by two hours a day in Ramadan, and decision-makers, landlords and school offices slow down in July and August.OfficialLaw Section 13.
Before any individual move, settle three structural questions. Getting these wrong is expensive to unwind.
An employee can only hold a UAE employment residence visa if a UAE-licensed entity employs and sponsors them.Official The options are:
| Model | How it works | Suits | Things to watch |
|---|---|---|---|
| Dubai mainland company | Licensed by the Dubai Department of Economy and Tourism and registered with MOHRE | Organisations serving the UAE market directly, including government clients | Emiratisation applies to firms of qualifying size; WPS payroll; MOHRE quotas Official |
| DIFC entity | Registered with the DIFC Registrar of Companies; visas through DIFC government services and GDRFA | Banks, asset managers, insurers, law firms, family offices and fintechs | DIFC Employment Law, not the federal Labour Law; DEWS contributions; DIFC Courts for disputes Law |
| Other Dubai free zone | For example DMCC, JAFZA, Dubai Airport Freezone, Dubai Internet City and Dubai Media City, Dubai Silicon Oasis or Dubai South | Trading, logistics, tech, media and regional headquarters | Zone authority issues permits; federal Labour Law broadly applies; trading onshore may need extra licensing Verify |
| Employer of record (EOR) | A licensed UAE provider employs and sponsors the person and charges your organisation | Testing the market, single hires, project roles | You do not control the visa; check the provider's licence, fee basis and how it handles gratuity Market |
| Secondment to a UAE affiliate | The employee stays connected to the home contract but is employed and sponsored locally | Long-term assignments of a year or more | Two employment relationships to manage; home-country tax and social security advice needed Verify |
Business setup advisers such as Creative Zone (a Relocate2UAE partner) can compare mainland and free zone structures for your activity. Our UAE Business Setup Guide covers the structures in detail.
For anyone spending a year on the ground, the practical answer is almost always a full work permit and residence visa. MOHRE offers several shorter permit types, including mission permits for time-bound projects with workers brought in from abroad and temporary permits for people already in the UAE, but they are designed for specific tasks rather than a year-long role with a family.OfficialVerify A standard employment residence visa is issued for two years, sometimes three, and can be cancelled when the assignment ends.OfficialReported
The UAE does not tax salaries, but the employee's home country may. US citizens are taxed on worldwide income wherever they live. Many other countries tax people who keep strong ties or who spend part of the year at home. The UAE has social security arrangements only with other GCC states, so there is no certificate of coverage to keep most expatriates in their home system.LawReported Arrange home-country tax and social security advice before the move, especially for 12-month assignments where the employee intends to return. Our UAE Taxation Guide explains residency and the Tax Residency Certificate.
| Need | Dubai | Abu Dhabi, for comparison |
|---|---|---|
| Residence visa | GDRFA Dubai | ICP |
| Government services | DubaiNow, Amer (GDRFA) and Tasheel (MOHRE) centres | TAMM |
| Health regulator and insurance rules | Dubai Health Authority (DHA); employer insures the employee, sponsor insures the family | Department of Health Abu Dhabi; employer or sponsor typically covers spouse and up to three children |
| Medical fitness test | Dubai Health screening centres; residency and occupational tests combined in one visit since 2026 | DoH-approved screening centres |
| Tenancy registration | Ejari (Dubai Land Department) | Tawtheeq (ADREC) |
| Rent increase rules | Smart Rental Index; 90 days' notice | Increases frozen since 2 June 2026, until further notice |
| Housing fee on tenants | 5% of annual rent through DEWA | Municipality fee of 5% through TAQA Distribution |
| Electricity and water | DEWA | TAQA Distribution |
| Schools regulator | KHDA; tuition frozen for 2026-27 | ADEK; no freeze |
| Road tolls | Salik | Darb |
| Driving licences | RTA | Abu Dhabi Police through TAMM |
| Free zone with its own employment law | DIFC | ADGM |
Sources: u.ae, GDRFA, DHA, Dubai Health, DLD, DEWA, KHDA, RTA.Official
Many relocating employees live in one emirate and work in another. The visa follows the sponsor's emirate and file, but tenancy, school, insurance and toll rules follow where the employee lives and drives. A daily drive from Dubai to Abu Dhabi now passes the Ghantoot Darb gate, which charges AED 4 at any hour.Official Etihad Rail passenger services have linked the two cities in about an hour since 30 September 2026, which makes a cross-emirate commute more realistic than it was.Reported Our UAE Emirates Comparison Guide covers the wider differences.
| Step | Who acts | What happens | Typical timing | Tag |
|---|---|---|---|---|
| 1. Offer letter | Employer and employee | The offer is issued on the MOHRE standard form and signed by the employee. Its terms must match the later contract | Day 0 | LawOfficial |
| 2. Work permit and entry permit | Employer | The employer applies through MOHRE, the Work in UAE platform or a Tasheel centre. Emiratisation and quota compliance are checked at this point | A few working days when the file is clean | Official |
| 3. Arrival or change of status | Employee | The employee enters on the employment entry permit, or changes status inside the UAE | Week 1 | Official |
| 4. Medical fitness test | Employee | Blood test and chest X-ray at a Dubai Health screening centre. Since 2026 residency and occupational health tests can be done in a single visit | Week 1 | Official |
| 5. Health insurance | Employer | DHA-compliant insurance must be in place for the residence visa to be issued | Before visa issue | Law |
| 6. Emirates ID biometrics | Employee | Fingerprints and photo, if required | Week 1 | Official |
| 7. Contract and residence | Employer | The employment contract is registered with MOHRE and GDRFA issues the residence visa electronically | Week 1 to 2 | Official |
| 8. Emirates ID card | ICP | The card is issued and delivered | Week 2 to 3 | Official |
The Work Bundle. Dubai was the first emirate to run the federal Work Bundle, since extended to all emirates, which brings work permit, residence, medical and Emirates ID steps onto one platform at workinuae.ae, accessed with UAE PASS. It was designed to cut documents from 16 to 5, visits from 7 to 2 and processing from about 30 working days to 5, and covers onboarding, renewal and cancellation.OfficialReported Five working days is the target for a complete file; attestation and missing documents still cause most delays.
Costs. Government and service fees for a standard two-year employment visa, covering the work permit, entry permit, medical, residence and Emirates ID, are commonly quoted at around AED 4,000 to 7,000 per employee for a mainland hire, before health insurance and any agency or PRO charges. Urgent services cost more.MarketVerify Fees differ by company classification, permit type and free zone.
Free zone employers apply to their zone authority rather than MOHRE for the permit, and the zone's government services team usually handles the immigration steps with GDRFA. DIFC entities apply through DIFC's own government services.Official The employee still takes the Dubai medical test and gives Emirates ID biometrics. Processing times and fees vary by zone.Market
| Visa | Who it suits | Headline requirement | Length | Tag |
|---|---|---|---|---|
| Employment visa | Almost all relocating staff | Employer sponsorship and work permit | Usually 2 years, renewable | Official |
| Golden Visa (skilled professional) | Senior hires who want long-term security | Commonly MOHRE skill level 1 or 2, a bachelor's degree and basic salary of at least AED 30,000 a month | 5 or 10 years, self-sponsored, no 180-day absence rule | OfficialVerify |
| Green Visa (skilled employee) | Skilled staff who want independence from the sponsor | Bachelor's degree or equivalent, MOHRE skill level 1 to 3, salary of at least AED 15,000 a month | 5 years, self-sponsored | Official |
| Spouse working on a family visa | Accompanying partners who find their own job | A separate work permit sponsored by their employer | Linked to the family visa | Official |
A Golden or Green Visa holder still needs a work permit from their employer to work, but they are not dependent on the employer for residence. That can make a senior hire easier to retain and simplifies the end of an assignment.Official Our UAE Visa Requirements Guide covers every route.
When employment ends, the employer cancels the work permit and visa. The employee then has a grace period to change sponsor or leave. Reported grace periods range from 30 to 180 days depending on visa type and skill level, with skilled professionals and Golden and Green Visa holders at the longer end.ReportedVerify Confirm the exact period with GDRFA before agreeing exit dates, because overstaying fines accrue daily.Official
Senior hires with previous UAE visa cancellations, dual nationals, employees with dependants of different nationalities, transfers between free zones and the mainland, and anyone on a Golden Visa joining a new employer can raise questions that standard PRO services are not set up to answer. These are the cases where a UAE immigration lawyer is worth involving early. Davidson & Co. (a Relocate2UAE partner) is one option.
Most degree, marriage and birth certificates issued abroad must be legalised in the issuing country and then attested by the UAE Ministry of Foreign Affairs before UAE authorities accept them.Official Countries in the Hague Apostille Convention still need the UAE route, because the UAE is not a member.Official The process typically runs: notarisation or certified copy, the home country's foreign ministry or equivalent, the UAE embassy or consulate in that country, then MOFA in the UAE.OfficialReported
| Document | Why HR needs it | When to start |
|---|---|---|
| Highest relevant degree | Work permit for skilled roles, Golden and Green Visas, professional licences for doctors, nurses, teachers and engineers | At offer acceptance |
| Marriage certificate | Spouse residence visa and insurance enrolment | At offer acceptance |
| Children's birth certificates | Children's residence visas and school registration | At offer acceptance |
| Police clearance | Some regulated professions and Golden Visa routes | When the licensing body asks |
| Professional licence or good standing letters | Healthcare (DHA licensing), education, engineering and finance roles, including DFSA-regulated roles in DIFC | At offer acceptance |
| School reports and transfer certificates | School admission and grade placement by KHDA | 3 to 6 months before the start date |
Allow four to eight weeks for attestation abroad, longer for some countries.Reported Employers that pay for attestation and use a single agent across the home and UAE stages usually get a faster, more predictable result.Market
| Topic | Dubai mainland and most free zones | DIFC |
|---|---|---|
| Governing law | Federal Decree-Law No. 33 of 2021 and its Executive Regulations | DIFC Employment Law, DIFC Law No. 2 of 2019, as amended most recently in 2025 |
| Permits | MOHRE, or the free zone authority | DIFC government services |
| Disputes | MOHRE, then the Dubai courts | DIFC Courts |
| Emiratisation quotas | Apply to qualifying mainland firms; generally not free zones | Do not apply |
| Probation | Up to 6 months | Up to 6 months |
| Annual leave | 30 calendar days a year after one year | 20 working days, available after 90 days' employment |
| Sick leave | Up to 90 days after probation: 15 full pay, 30 half pay, 45 unpaid | Up to 60 working days in 12 months: 10 full pay, 20 half pay, rest unpaid |
| Maternity leave | 60 days: 45 full pay, 15 half pay | 65 working days: 33 full pay, 32 half pay, after 12 months' service |
| Notice after probation | 30 to 90 days, as set in the contract | 7 days under 3 months' service, 30 days up to 5 years, 90 days after 5 years |
| End of service | Lump-sum gratuity after one year: 21 days' basic per year for the first five years, 30 days after | Monthly DEWS contributions: 5.83% of basic salary for the first five years, 8.33% after |
| Claims time limit | Two years from the end of employment | Six months from termination, with exceptions |
Sources: MOHRE, DIFC Employment Law consolidated version 2025.LawReported
In DIFC, employers pay into the DEWS plan or another approved qualifying scheme every month, so the end-of-service cost is a monthly payroll item rather than a liability at exit. UAE and GCC nationals are registered for pension through GPSSA instead.LawReported If you employ in DIFC, read the Employment Law directly rather than relying on federal summaries.
Dubai has had compulsory health insurance since Law No. 11 of 2013, regulated by the Dubai Health Authority.LawOfficial
The employee: the employer must insure every employee and pay the full premium. It cannot deduct the cost from salary.LawReported
The family: the visa sponsor, usually the employee, is responsible for insuring a spouse, children and any sponsored parents. Dubai law does not oblige the employer to cover them, but family cover is standard in most relocation packages. Say clearly in the offer letter what the employer will pay.LawReported
Minimum plan: employees earning AED 4,000 a month or less must receive at least the Essential Benefits Plan. Others are usually covered under enhanced group plans.OfficialReported
Visa link: a residence visa is not issued without valid DHA-compliant cover for the person being sponsored, and a lapse can block renewals and attract fines, widely reported at AED 500 per uninsured person per month.OfficialReportedVerify
Statutory cover is a floor. For relocating professionals and their families, check:
| Feature | Why it matters |
|---|---|
| Family cover | Not required by Dubai law, but expected by most relocating staff with families |
| Network | Whether the hospitals and clinics near the employee's home and the children's school are included |
| Outpatient co-pay and limits | Sets the real day-to-day cost for a family |
| Maternity | Waiting periods and limits differ widely; relocating couples often need this |
| Pre-existing conditions | Cover from day one is essential for employees with ongoing treatment |
| Dental and optical | Often excluded from basic group plans |
| Cover outside the UAE | Home-country treatment on leave is an optional extra on international plans |
| Mental health | Increasingly included; check session limits |
Group cover is usually much cheaper per person than individual policies, which is one reason employers often extend the group plan to dependants even when the law does not require it.Market Pacific Prime (a Relocate2UAE partner) is one broker that compares local and international group plans. NMC Healthcare (a Relocate2UAE partner) runs hospitals and clinics across Dubai and the wider UAE; confirm any provider is in your insurer's network. Our UAE Healthcare Guide explains the system for employees.
Some medicines that are routine elsewhere are controlled or prohibited in the UAE, including some ADHD stimulants and medicines containing codeine or tramadol. Employees on regular medication should check before they travel and, where needed, apply for a personal import permit.OfficialVerify Include this in your pre-departure briefing; it is not something a new joiner should discover at the airport.
| Point | Position | Tag |
|---|---|---|
| Who must join | Most private sector and federal government employees, including free zone staff. Exempt groups include investors who own their business, domestic workers, temporary contract workers, under-18s and retirees who return to work | LawReported |
| Category A | Basic salary up to AED 16,000 a month: AED 5 a month | OfficialReported |
| Category B | Basic salary above AED 16,000 a month: AED 10 a month | OfficialReported |
| Benefit | 60% of average basic salary over the last six months, for up to three months, capped at AED 10,000 a month (A) or AED 20,000 (B) | OfficialReported |
| Qualifying period | 12 continuous months of subscription before job loss | OfficialReported |
| Late registration fine | AED 400 if not registered within four months of the work permit | OfficialReported |
| Unpaid premiums | AED 200 fine after three months unpaid; the policy can be cancelled and the 12-month clock restarts | Reported |
The premium is the employee's legal obligation, but many employers register staff and pay it as part of onboarding because the cost is small and the fines are not.Market Whether DIFC employees fall within the scheme has been treated differently by different sources, so DIFC employers should confirm the position.Verify
Emiratisation targets apply to private sector companies registered with MOHRE, so they cover Dubai mainland employers but generally not free zone entities, including DIFC.OfficialReported
Companies with 50 or more employees must increase the share of Emiratis in skilled roles by 2% a year, split into 1% in each half of the year. The deadline for this year's full target is 31 December 2026.OfficialReported
The 2026 contribution for each Emirati role not filled is AED 10,000 a month, or AED 120,000 a year, up from AED 72,000 a year when the policy began in 2022.Reported
Selected companies with 20 to 49 employees in specified sectors must also employ Emiratis under a separate requirement, notified by MOHRE.OfficialVerify
Fake Emiratisation, such as hiring Emiratis into roles that do not exist, attracts heavy fines and downgrading of the company's MOHRE classification.OfficialReported
Why this matters for relocation: MOHRE can hold up new work permits for non-compliant firms, and a relocation timetable built in December can be derailed by a target missed in the same month. Check your compliance position before you file.ReportedVerify
Mainland employers must pay salaries through the WPS, in dirhams, through an approved bank or exchange house.Law
Pay is due at least monthly, and MOHRE treats salaries as late from the day after the due date. Repeated late payment can lead to suspended permits and fines.LawReported
The new joiner needs a UAE bank account, or a WPS card from an exchange house, for their first payroll run. Banks usually need the Emirates ID or residence visa and a salary certificate to open a full account.Reported
HSBC UAE (a Relocate2UAE partner) is one bank that works with employers on staff account opening; compare several, as minimum salary and balance requirements differ. Our UAE Banking Guide covers the options.
This section summarises the federal Labour Law as it applies to Dubai mainland and most free zone employers. DIFC employers should use Section 6 and the DIFC Employment Law. For the full picture see our UAE Employment Guide.
Fixed term. UAE employment contracts are fixed-term and renewable. The MOHRE contract must reflect the signed offer letter.Law
Basic salary and allowances. Packages are usually split into basic salary plus housing, transport and other allowances. Gratuity, ILOE category and overtime are calculated on basic pay, so the split affects what the employer owes.Law
Common relocation benefits. Housing allowance or provided housing, school fees, annual flight home, relocation allowance, temporary accommodation, dependants' insurance and a car or transport allowance.Market Our UAE Salary Guide gives current benchmarks.
Non-compete clauses are allowed for up to two years after employment ends and must be reasonable in scope, place and time.Law
| Situation | Rule | Tag |
|---|---|---|
| Probation length | Up to six months, not extendable | Law |
| Employer ends employment during probation | At least 14 days' written notice | Law |
| Employee moves to another UAE employer during probation | At least one month's written notice; the new employer may have to compensate the old one for recruitment costs unless agreed otherwise | Law |
| Employee leaves the UAE during probation | At least 14 days' written notice | Law |
| Notice after probation | Between 30 and 90 days, as set in the contract | Law |
Hours: a maximum of 8 hours a day and 48 hours a week. Overtime is limited to 2 hours a day except in specified cases.Law
Overtime pay: at least 25% above basic hourly pay, and 50% between 10pm and 4am.Law
Ramadan: private sector working hours are reduced by two hours a day.Law
Public holidays: paid, with time off in lieu or extra pay if staff must work.Law
Summer midday break: outdoor work under direct sun is banned from 12:30 to 3pm each day between 15 June and 15 September, with fines of AED 5,000 per worker up to AED 50,000.Official
| Leave | Entitlement | Tag |
|---|---|---|
| Annual leave | 30 calendar days after one year; 2 days a month between six months and one year | Law |
| Sick leave | Up to 90 days a year after probation: 15 at full pay, 30 at half pay, 45 unpaid | Law |
| Maternity leave | 60 days: 45 at full pay and 15 at half pay | Law |
| Parental leave | 5 working days for either parent, within six months of the birth | Law |
| Bereavement leave | 5 days for a spouse; 3 days for a parent, child, sibling, grandparent or grandchild | Law |
| Study leave | 10 working days a year after two years' service, for exams at an accredited UAE institution | Law |
| Hajj | Up to 30 days unpaid, once during employment | Official |
Source: u.ae, types of leave in the private sector, checked 10 November 2026.
Expatriate employees with at least one year's continuous service are entitled to gratuity when employment ends: 21 days' basic salary for each of the first five years and 30 days for each year after, capped at two years' total pay.Law Allowances are excluded. A 12-month assignee therefore becomes eligible at their first anniversary.
Employers can instead join an approved alternative end-of-service savings scheme, which invests contributions during employment. Participation is voluntary for mainland and free zone employers outside DIFC.LawVerify
Basic salary AED 25,000 a month, total package AED 45,000 a month.Estimate
Gratuity is based on the last basic salary, and calculation conventions differ in practice, so check your payroll provider's method. Use our planner to try your own figures.
Employees of mainland and most free zone employers can file complaints with MOHRE, which since 2024 can issue binding decisions in claims of up to AED 50,000. Larger disputes go to the labour courts. Claims must be brought within two years of the end of employment.LawReported DIFC claims go to the DIFC Courts, generally within six months of termination.LawReported
Income: the employee must earn at least AED 4,000 a month, or AED 3,000 plus accommodation, according to u.ae.Official
Who: a spouse and children; parents can also be sponsored on a one-year renewable visa.Official
Timing: once dependants enter on an entry permit, the sponsor has 60 days to apply for their residence visas.Official
Medicals: dependants aged 18 and over take the medical fitness test.Official
Housing evidence: a registered Ejari tenancy or a title deed is normally required for family residence in Dubai, so the tenancy usually has to be signed first.OfficialReported
Insurance: each dependant needs DHA-compliant cover arranged by the sponsor before their visa can be issued.Law
Documents: attested marriage and birth certificates (Section 5).
Work rights: a dependant visa does not include the right to work. A spouse needs their own work permit from their employer.Official
Unmarried partners cannot usually be sponsored on a family visa and need their own route, such as employment or a Green Visa.ReportedVerify
The most common reason international assignments end early is that the family is not settled, and the accompanying partner is usually the person with the hardest move.Reported Practical support that costs little: an introduction to partner networks and community groups, help with the spouse's own attestation if they intend to work, a session on job search and work permits, and clear information about what the employer covers. Our Expat Networking guide lists current groups, and our UAE Job Opportunities page explains how partners can search for work. Our Moving to Dubai With a Family guide is a good one to send to the employee.
Ejari registration with the Dubai Land Department is compulsory for Dubai tenancies, usually done by the tenant. It costs AED 177.75 in the Dubai REST app or about AED 220 at a Real Estate Trustee Centre. DEWA, family visas and many other services need the Ejari number.Official
Rent increases: at renewal, increases are capped by reference to the Smart Rental Index. There is no increase if the rent is within 10% of the index average, with steps of up to 5%, 10%, 15% or 20% as the gap widens. Landlords must give at least 90 days' written notice before expiry.LawOfficial
Housing fee: tenants pay 5% of annual rent, billed monthly through DEWA.Official
DEWA deposit: a refundable deposit, widely reported as AED 2,000 for an apartment and AED 4,000 for a villa, plus a small activation fee. The DEWA account can only be opened after Ejari registration.OfficialReported
Payment: rent is often paid by post-dated cheques, commonly one to four a year, so a large share of the year's rent is due upfront. More cheques can mean a higher price.Market
Other upfront costs: a security deposit, commonly 5% of annual rent unfurnished and 10% furnished, and an agency fee, commonly 5% of annual rent plus VAT.Market
Cooling: many towers use district cooling billed separately from DEWA. Ask whether it is included in the rent.Market
Disputes: rental disputes go to the Rental Dispute Settlement Centre.Official
Average annual asking rents from Bayut's H1 2026 Dubai report. These are advertised prices, not transaction prices or valuations, and they move quickly.Market
| Area | Typical profile | 1-bed | 2-bed | 3-bed flat or villa |
|---|---|---|---|---|
| Downtown Dubai | Senior hires working in DIFC or Downtown | 133,000 | 223,000 | 362,000 (apartment) |
| Dubai Marina | Singles and couples, waterfront, Media City and Internet City commutes | 103,000 | 157,000 | 249,000 (apartment) |
| Business Bay | Close to DIFC and Downtown at lower rents | 104,000 | 148,000 | n/a |
| Jumeirah Village Circle | Value, newer buildings, longer commute | 79,000 | 113,000 | n/a |
| Mirdif | Families near the airport and Dubai Airport Freezone | n/a | n/a | 3-bed villa 142,000; 4-bed 166,000 |
| DAMAC Hills 2 | Value villas further out | n/a | n/a | 3-bed villa 112,000 |
| Dubai Hills Estate | Families wanting schools, parks and central access | n/a | n/a | 4-bed villa 359,000 |
| Arabian Ranches | Established family villa community | n/a | n/a | 4-bed villa 404,000 |
All figures are AED a year.
Commute, school and office location should drive the choice more than price. Salik gates and peak traffic can add real time and cost to a cheaper address. Our Dubai Area Guide & Map compares the communities, our Dubai Tenant Guide walks through renting step by step, and our UAE Housing Guide explains contracts and deposits. Altura Property (a Relocate2UAE partner) is one adviser covering Dubai; check any agent holds a valid RERA broker card.Official
Most employers provide two to six weeks of serviced or hotel accommodation, because tenancy, utilities and family visas depend on the Emirates ID and the employee wants to view homes in person.Market Thirty days is a practical minimum for a family move. Furnished short-term rental specialists such as Maison Privée (a Relocate2UAE partner) are an alternative to hotels for longer stays.
After Ejari registration the tenant opens a DEWA account through the Move-In service, arranges district cooling where applicable, and orders internet from e& or du.OfficialReported Our UAE Utilities Guide walks through the sequence.
Regulator: private schools in Dubai are licensed, inspected and rated by KHDA, which also approves fees.Official
Fees: KHDA froze tuition fees for the 2026-27 academic year at current approved levels. Registration, transport and other charges are not necessarily covered by the freeze.OfficialReported
Typical tuition: from around AED 30,000 a year at value schools to more than AED 100,000 at premium senior schools. Registration, deposits, transport and uniforms come on top.Market
Admission age: for September-start schools, children registering with KHDA for the first time must reach the required age by 31 December, for example 6 for Grade 1 or Year 2. Children already enrolled or transferring within Dubai are not affected.OfficialReported
School year: the 2026-27 year started on 31 August 2026, with winter break from 14 December 2026 to 3 January 2027. The calendar has been fixed for three years.OfficialReported
Inspections: KHDA is moving to a two-tier model of full inspections and shorter monitoring visits, so check the date of a school's most recent rating.Reported
Mid-year moves: places in popular schools and year groups fill early. Apply as soon as the move is confirmed, ideally to two or three schools, and ask about waiting lists.Market
School fees are usually the largest cost in a family package after housing. Decide early whether the allowance is per child, capped, and whether it covers registration and deposits. Our Dubai International Schools Guide, UAE School Holiday Calendar 2026-27 and Education Support page cover the detail.
| Period | Expected dates | What it means for HR | Tag |
|---|---|---|---|
| UAE National Day (Eid Al Etihad) | 2 and 3 December 2026 | Public holiday. Government services pause | Official |
| Winter school break | 14 December 2026 to 3 January 2027 | Peak travel; schools slow on admissions | Official |
| New Year's Day | 1 January 2027 | Public holiday | Official |
| Ramadan | Expected to begin around 8 February 2027 | Private sector hours reduce by two hours a day; schedule onboarding and training around shorter days | Law |
| Eid Al Fitr | Expected from 9 March 2027, three days, possibly four | Public holiday; plan visa and medical appointments around it | OfficialVerify |
| Arafat Day and Eid Al Adha | Expected around 15 to 18 May 2027 | Public holidays; a long break is likely | OfficialVerify |
| Islamic New Year | Expected around 6 June 2027 | Public holiday | OfficialVerify |
| Midday outdoor work ban | 15 June to 15 September | Outdoor work stops 12:30 to 3pm | Official |
| Summer slowdown | July and August | Many decision-makers, landlords and school staff away; build slack into deadlines | Market |
| Prophet Mohammed's birthday | Expected around 14 August 2027 | Public holiday | OfficialVerify |
Islamic holiday dates depend on moon sighting and are confirmed close to the date.Official Our UAE School Holiday Calendar lists school breaks in full.
Driving licences: residents must hold a UAE licence. Holders of licences from countries on the RTA's exchange list can usually swap after an eye test, without lessons or a road test, for about AED 1,050 in total. Others go through a driving institute.Official
Visitors and new arrivals can usually drive a rental car on their home licence, sometimes with an International Driving Permit, until they become resident. Driving on a foreign licence after the residence visa is issued is an offence and can void insurance.ReportedVerify
Salik tolls: AED 6.30 per gate at peak (6am to 10am and 4pm to 8pm, Monday to Saturday) and AED 4.20 off-peak, including VAT since 1 June 2026, and free from 1am to 6am. There is no daily cap.Reported
Parking: Parkin runs public parking, with peak pricing in many zones and 5% VAT since 1 June 2026. Meters no longer take cash.Reported
Company cars: decide whether the employer registers and pays Salik and parking, and how traffic fines are handled, before the first car is issued.Market
Public transport: the Dubai Metro, tram and buses run on the nol card, and taxis and ride-hailing are widely used. Many relocating staff in Downtown, Business Bay, Dubai Marina and JLT commute by Metro.Official
See our UAE Driving and Vehicle Guide and UAE Public Transport Guide.
This is a question many relocating employees and their families now ask, so HR should be ready to answer it factually.
What happened. In early 2026, conflict involving Iran, the United States and Israel led to missile and drone attacks on targets in the Gulf, including the UAE. A ceasefire was reported on 8 April 2026, and in June the US and Iran announced a memorandum of understanding.Reported
Where advisories stand. On 18 June 2026 the UK Foreign, Commonwealth and Development Office removed its advice against all but essential travel to the UAE, while saying the situation remained unpredictable.Reported The US State Department kept the UAE at Level 3, Reconsider Travel, in its update of 23 October 2026.Official Other governments set their own levels. Daily life in Dubai has continued, and the UAE remains one of the lowest-crime places to live.Reported
Check each employee's own government advisory at the point of offer and again before travel, and record that you have done so.
Ask employees to register with their embassy's citizen registration service, for example STEP for US citizens.
Review whether your health, travel and life insurance excludes war, terrorism or countries under a particular advisory level, and whether staff have emergency evacuation cover.Market
Keep an up-to-date list of staff and dependants in the UAE, with addresses and emergency contacts, and a tested communication plan.
Follow UAE authorities' instructions and official alerts during any incident.
This section reflects the position on 9 November 2026, the date we last checked these advisories. It is not a safety assessment. Always rely on current government advisories.
The first year breaks into seven stages, from the offer letter to the first anniversary. Every month of the year belongs to one stage, so nothing falls between them. The planner in Section 17 turns these stages into dated tasks for a specific employee, and the downloadable checklist puts every task on paper with an owner and a date.
The bar is drawn to scale: each stage's width matches its length. Select a stage to jump to its tasks.
| Stage | When | Focus | What closes the stage |
|---|---|---|---|
| 1 | 8 to 12 weeks before arrival | Paperwork and planning | Work permit approved and certificates attested |
| 2 | Month 1 (weeks 1 to 4) | Arrival and legal status | Residence visa and Emirates ID issued; ILOE registered |
| 3 | Month 2 (weeks 5 to 8) | Home and family | Ejari tenancy registered, dependants' visas filed, school start confirmed |
| 4 | Months 3 and 4 | Settling in | Settling-in check-in and mid-probation review done |
| 5 | Months 5 and 6 | End of probation | Probation confirmed in writing |
| 6 | Months 7 to 9 | Business as usual | Decision on year two made |
| 7 | Months 10 to 12 | Renewals and anniversary | Leave and gratuity entitlement reached; renewals done |
For senior hires, a structured leadership onboarding in the first year speeds up integration into a new market. Tralis (a Relocate2UAE partner) works on leadership development in the UAE.
Every task from the seven-stage 12-month plan on one printable sheet, with columns for the owner, due date and done. Keep one copy per employee and use it as the single source of truth for the move.
Seven stages, 8 to 12 weeks out to month 12 — paperwork, arrival, home and family, settling in, probation, the year-two decision and renewals.
Owner and deadline columns so responsibilities do not fall between HR, your PRO and the employee.
Key figures for 2026 — visa and permit fees, the 5% housing fee, ILOE and DIFC DEWS, plus the official links to verify each one.
PDF · A4 print-ready · Updated 10 November 2026
Relocate2UAE · HR toolkit
Employee relocation checklist
Before arrival · 8–12 weeks
Arrival and legal status · Month 1
Home and family · Month 2
Settling in · Months 3–4
End of probation · Months 5–6
Year-two decision · Months 7–9
Renewals · Months 10–12
Preview — the PDF adds owner, due date and notes columns.
Turns a start date and a few package details into a dated 12-month compliance timeline, organised in the same seven stages as Section 16, and a year-one checklist with key numbers: ILOE category and premium, upfront housing cash including Ejari, the DEWA deposit and the 5% housing fee, annual leave accrual, and gratuity or DEWS contributions. It runs in your browser and does not store or send any data.
Nothing you enter is stored or sent anywhere. Runs entirely in your browser.
The day the employee arrives and starts work
Basic plus all cash allowances
Bayut H1 2026 average asking rents
Filled from the area; edit freely
| Date | What happens | Owner |
|---|
Planning this move for a team? Relocate2UAE can introduce you to established UAE providers for housing, insurance, schools, banking and immigration advice.
Discuss your requirementsLawOfficialReportedMarketEstimate Islamic holiday dates are expected dates and depend on moon sighting. Figures are indicative planning estimates only and are not quotes or legal advice. Rules last checked 9 November 2026 against u.ae, MOHRE, GDRFA, DHA, DLD, DEWA, KHDA and the DIFC Employment Law.
| Item | Indicative amount | Tag |
|---|---|---|
| Visa and permit: permit, entry, medical, residence, Emirates ID | Around AED 4,000 to 7,000 per employee for a mainland hire, before insurance and service fees | Market |
| Attestation of documents | Varies by country and number of documents | Market |
| Health insurance | From the Essential Benefits Plan to several tens of thousands of dirhams a year for comprehensive family cover | Market |
| Temporary accommodation | Two to six weeks, depending on family size and area | Market |
| Housing | See Section 11.2 for current rents; add 5% housing fee, Ejari, DEWA deposit, security deposit and agency fee | MarketOfficial |
| School fees | From around AED 30,000 to over AED 100,000 per child per year, frozen for 2026-27 | MarketOfficial |
| Flights and shipping | Depends on origin and household size. See our Moving & Logistics Guide | Market |
| End of service | Mainland: 21 days' basic salary per year, payable after one year. DIFC: 5.83% of basic salary every month | Law |
Our UAE Cost of Living Guide 2026 helps employees plan their own budget.
Relocating employees to Dubai involves much more than securing a visa. Employers also need to think about accommodation, healthcare, schools, banking, transport and a range of other services, so that the move works for the employee and their family from the first week.
Relocate2UAE connects employers and their employees with established UAE service providers across the relocation journey. Whether you are relocating one senior executive or an entire team, the platform gives you a central starting point to identify the services, businesses and support you need.
Discuss your company's relocation requirementsTell us how many people are moving, when, and what support they need. We will reply by email with relevant guides and introductions to providers that match your requirements. We share your details with a provider only with your consent.
Relocate2UAE is the front door to the UAE: an information platform and marketplace for individuals and businesses. For an employer, that means three things.
Reliable information
Guides like this one, checked against government sources, dated and kept under review.
Established UAE businesses
Introductions across property, education, healthcare, insurance, banking, legal services, immigration and business setup.
One place to start
A single platform where an HR team, and the employees it is moving, can find the services each move needs.
| What a move typically needs | Where to start on Relocate2UAE |
|---|---|
| Immigration and employment law advice | Davidson & Co. (a Relocate2UAE partner); UAE Visa Requirements Guide |
| Group health insurance | Pacific Prime (a Relocate2UAE partner); UAE Healthcare Guide |
| Hospitals and clinics | NMC Healthcare (a Relocate2UAE partner) |
| Bank accounts for new staff | HSBC UAE (a Relocate2UAE partner); UAE Banking Guide |
| Housing | Altura Property (a Relocate2UAE partner); Dubai Area Guide & Map |
| Temporary furnished accommodation | Maison Privée (a Relocate2UAE partner) |
| Schools | Dubai International Schools Guide |
| A UAE entity to employ staff | Creative Zone (a Relocate2UAE partner); UAE Business Setup Guide |
| Leadership onboarding for senior hires | Tralis (a Relocate2UAE partner) |
| Moving household goods | Moving & Logistics Guide |
Download this guide as a PDF below, or get in touch for the Dubai Employee Relocation Checklist (PDF and editable Word file) and a print-ready copy to share with colleagues and decision-makers.
Every task in the seven-stage plan, with columns for owner, due date and done, plus the key figures and official links on one page. Download it instantly below — no email needed. An editable Word version is available on request.
Download the checklist Request the editable Word versionThe full HR guide in print-ready form: 21 sections covering work permits, insurance, DIFC rules, housing and schools, plus the seven-stage plan. Share it with colleagues and decision-makers. A Word version is available on request for partners and corporate clients.
Download the PDFThe questions HR teams and mobility managers ask most often, answered directly and tagged with the weight each answer will bear.
Question not answered here? Tell us how many people are moving and when, and we will reply with the guides and providers that match.
Ask us directlyThese are the primary sources behind this guide. Where a rule matters to a decision, check the current position here before acting.
| Authority | Use it for | Link |
|---|---|---|
| UAE Government portal | Residence visas, family sponsorship, Green and Golden Visas, private sector leave | u.ae |
| MOHRE | Work permits, the Work Bundle, Emiratisation targets, Wage Protection System, labour complaints | mohre.gov.ae |
| GDRFA Dubai | Residence visas and grace periods in Dubai | gdrfad.gov.ae |
| ICP | Emirates ID | icp.gov.ae |
| Dubai Health Authority (DHA) | Health insurance rules and the Essential Benefits Plan | dha.gov.ae |
| ILOE scheme | Unemployment insurance categories, premiums and fines | iloe.ae |
| DIFC Courts | DIFC Employment Law guidance and employment claims | difccourts.ae |
| Dubai Land Department | Ejari and the Smart Rental Index | dubailand.gov.ae |
| DEWA | Electricity, water, Move-In and the housing fee | dewa.gov.ae |
| KHDA | School ratings, fees, admissions and calendar | khda.gov.ae |
| RTA | Licence exchange, Salik, parking and public transport | rta.ae |
| UK FCDO | Travel advice for the UAE | gov.uk |
| US Department of State | Travel advisory for the UAE | travel.state.gov |
Laws referred to: Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, as amended by Federal Decree-Law No. 9 of 2024; Dubai Law No. 11 of 2013 on health insurance; DIFC Law No. 2 of 2019 (Employment Law), consolidated in 2025; Dubai Law No. 26 of 2007 and Decree No. 43 of 2013 on rents. Rents in Section 11.2 come from Bayut's H1 2026 Dubai rental report.
We also reviewed news reports from WAM, Gulf News, Khaleej Times and The National, Bayut's H1 2026 Dubai rental report, and guides from law firms, HR software providers, insurers, PRO agencies and business setup companies. We treated commercial guides as leads, not sources, and checked their claims against the primary sources above. Visa cost figures in particular vary widely between agencies, so we give a range and label it as market pricing. Where sources disagree, we say so in the text.
Written and verified by the Relocate2UAE editorial team. Relocate2UAE was founded in Abu Dhabi by a family who relocated to the UAE themselves and found the information scattered and hard to trust. It is now an information platform and marketplace: independent guides like this one, and connections to established UAE service providers for the individuals and businesses who need them. Partners are labelled wherever they appear.
Last updated 10 November 2026. Facts verified 9 and 10 November 2026. Next review 1 February 2027, or sooner if Emiratisation targets, KHDA fee rules or travel advisories change. If you spot something out of date, tell us at info@relocate2uae.com and we will check it.
Please read this notice carefully. By using this guide you accept it.
This guide is published by Relocate2UAE, operated by Relocate 2 FZC LLC ("Relocate2UAE", "we", "us"). This notice applies in addition to our website Terms of Use and Privacy Policy.
This guide provides general information about relocating employees to Dubai. It is not legal, immigration, employment, tax, insurance, medical, property or financial advice, and it is not a recommendation for any organisation or individual. It does not take into account your organisation's policies, contracts or obligations, or any employee's circumstances. You should not act, or refrain from acting, on the basis of this guide without first obtaining advice from an appropriately qualified and, where required, licensed professional.
Relocate2UAE is an information platform and marketplace. It is not a law firm, immigration consultant, relocation agency, PRO service, insurance broker, employer of record or HR consultancy, does not deliver, guarantee or manage services provided by third parties, and is not regulated by any UAE or foreign regulator. Reading or downloading this guide, using any tool provided with it, or contacting us by any channel does not create a client, adviser or professional relationship between you and Relocate2UAE or any contributor.
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