Can a new employee start work before the visa process is complete?

An employee should not start working until the employer holds a valid MOHRE work permit for them. Allowing someone to work without the correct permit can lead to penalties for the company, so the start date should be planned around the permit timeline.

Who pays for the employment visa in the UAE?

The employer is responsible for the costs of recruiting the employee and issuing the work permit and residence visa. These costs cannot lawfully be recovered from the employee, either directly or through salary deductions.

Is the process different if the employee is already in the UAE?

Yes. If the candidate is already in the UAE on another visa, an in-country status change may be possible instead of a new entry permit. If they are moving from another UAE employer, their previous work permit and visa usually need to be cancelled or transferred first.

Do I need to register a new employee for WPS?

Yes. Once the employee holds a work permit and has a bank account or payroll card, they must be added to your Wage Protection System payroll so their salary is paid and reported correctly to MOHRE.

Hiring Your First Employee in the UAE: After the Offer Letter

After a candidate accepts your offer in the UAE, the employer must obtain a MOHRE work permit, secure an entry permit through ICP or GDRFA if the employee is outside the country, arrange a medical fitness test and Emirates ID biometrics, sign the official MOHRE employment contract, and enrol the employee in the Wage Protection System (WPS). Health insurance and residence visa issuance complete the process. The exact sequence depends on whether the employee is inside or outside the UAE, but the stages below apply to most first hires.

Why is the first hire more complex than it looks?

For a new company, the first hire is often the first time it deals with MOHRE and the immigration authorities as an employer. Before any work permit can be issued, the company needs an active trade licence, an establishment registration with MOHRE and an immigration establishment card. Many founders discover these prerequisites only after the offer letter is signed, which delays the start date.

If you are hiring a national of another GCC country, the requirements are different again. Confirm that route with MOHRE or an experienced adviser before the start date.

What are the steps after the offer letter?

Step 1: Confirm company readiness

Before you apply for anything, check that:

Your trade licence is valid and covers the activity the employee will perform.
The company is registered with MOHRE and has an establishment card with the immigration authority.
You have quota or capacity to sponsor the employee.
The proposed job title and salary are consistent with the employee’s qualifications.

Step 2: Issue the MOHRE offer letter and apply for the work permit

The employer submits the job offer through MOHRE’s system. The employee reviews and signs this official offer, which sets out the job title, salary and key terms. MOHRE then reviews the application and, once approved and the relevant fees are paid, grants the work permit approval.

The MOHRE offer should match what you agreed in your own offer letter. Any differences in salary or benefits can cause disputes later and may show up as WPS mismatches.

Step 3: Obtain the entry permit

If the employee is outside the UAE, the employer applies for an employment entry permit through the Federal Authority for Identity, Citizenship, Customs and Port Security (ICP) or, for Dubai-sponsored employees, the General Directorate of Residency and Foreigners Affairs (GDRFA). The employee uses this permit to enter the country.

If the employee is already in the UAE on another visa, it may be possible to change status in-country rather than leave and re-enter. If they are moving from another UAE employer, their previous permit typically needs to be cancelled or transferred first.

Step 4: Medical fitness test

After entry or status change, the employee completes a medical fitness test at an approved health centre. This screening is a mandatory part of the residence process. Results are usually linked electronically to the visa application.

Step 5: Emirates ID biometrics

The employee applies for an Emirates ID and attends a biometrics appointment for fingerprints and a photograph, where required. The Emirates ID is the main proof of residence in the UAE and is needed for banking, tenancy and many government services.

Step 6: Residence visa issuance

Once the medical result and Emirates ID application are complete, the residence visa is issued. The UAE has moved away from passport visa stickers, so the Emirates ID now serves as the primary evidence of residency for most residents.

Step 7: Sign the employment contract

The employee signs the official employment contract registered with MOHRE, in line with Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations. Contracts are now fixed term, and should reflect the agreed salary, working hours, probation, notice period and leave.

You can supplement the MOHRE contract with your own detailed terms, such as confidentiality or IP clauses, provided they do not conflict with the law or the registered contract.

Step 8: Enrol the employee in WPS

Open a payroll account or card for the employee and add them to your WPS salary file. Their first salary must be paid through WPS and should match the registered contract. If your company is new to WPS, read our guide to UAE WPS salary rules before the first payroll run.

Step 9: Health insurance and other benefits

In Dubai, employers must provide health insurance for employees, and the residence visa process will usually require evidence of cover. Also remind the employee to subscribe to the federal unemployment insurance scheme, which is the employee’s own obligation.

How long does the whole process take?

Timelines vary with the employee’s nationality, location, the speed of document attestation and seasonal workload at government centres. A smooth case for an employee already in the UAE can move quickly, while a first hire for a brand new company may take longer because the company registrations must happen first. Rather than relying on general estimates, ask for a timeline based on your specific case.

What documents should you prepare?

Most applications require:

Copy of the employee’s passport, with adequate validity
Passport-size photograph to the required specification
Educational certificates, attested where the job title requires it
Signed MOHRE offer letter
Company trade licence and establishment card details
Previous visa cancellation, where applicable

Document requirements change from time to time, so confirm the current list with MOHRE, ICP or GDRFA, or let an experienced PRO team check your file before submission.

What mistakes do first-time employers make?

Promising a start date before the work permit is secured.
Mismatched salary details between the internal offer letter and MOHRE offer.
Unattested certificates for roles that require a degree-level job title.
Forgetting WPS registration until the first payroll is due.
No onboarding plan, leaving the new hire without clear policies, equipment or induction.

Let specialists handle the paperwork

The first hire sets the pattern for every hire that follows. Getting the process right builds a clean record with MOHRE and the immigration authorities.

Our recruitment and onboarding service covers the HR side, from offer letter and contract to a structured first month. For the work permit and visa steps, our group site Lumi Blue offers PRO and visa services. If you are preparing to hire, contact Luminous Bluewaters Consultancy at our Al Garhoud office or call +971 56 288 6878 for a clear plan and timeline.