How to Legally Hire Foreign Talent in the UAE: A Step-by-Step Overview

In today’s globalized economy, access to international talent is a major competitive advantage. The UAE, as a leading hub for innovation and business, attracts professionals from all corners of the world. However, hiring foreign workers involves more than identifying the right candidate—it requires navigating a structured legal process governed by the UAE’s immigration and labour regulations.

Employers must follow specific steps to ensure legal compliance, avoid penalties, and maintain a smooth onboarding experience for expatriate employees. This guide walks you through the full process of legally hiring foreign professionals in the UAE.

Step 1: Understand the Jurisdiction—Mainland vs. Free Zone

Before initiating any hiring process, determine whether your company operates in the UAE mainland or within a free zone. This distinction affects the regulatory body you’ll deal with:

Mainland companies are regulated by the Ministry of Human Resources and Emiratisation (MOHRE)
Free zone companies are regulated by their respective free zone authorities (e.g., DMCC, DIFC, JAFZA)

Each has its own application procedures, documentation requirements, and timelines. Be sure to review the regulations of your jurisdiction carefully before proceeding.

Step 2: Obtain Initial Work Permit Approval

Once you’ve selected a foreign candidate, the next step is to apply for an initial work permit. This application includes submitting basic employee information, passport copy, photo, and job offer details to the relevant authority.

MOHRE or the free zone authority will review the application to ensure it aligns with legal requirements, including Emiratisation quotas if applicable. Once approved, the employee receives an employment entry permit, allowing them to enter the UAE and begin the onboarding process.

Step 3: Entry to the UAE and Medical Testing

After the entry permit is issued, the employee can travel to the UAE. Once in the country, the next step is to complete a mandatory medical fitness test. This typically includes:

Blood tests for communicable diseases
Chest X-ray

Medical testing is conducted at authorized government centers. A “fit” medical certificate is required to proceed to the next steps. If the employee is declared unfit, the visa process is canceled.

Step 4: Apply for Emirates ID and Health Insurance

Parallel to medical testing, the employer must initiate the Emirates ID registration process. The employee must visit a Federal Authority for Identity and Citizenship (ICP) center to complete biometric data capture.

At this stage, employers are also responsible for providing health insurance, which is mandatory in all emirates. Insurance documents must be submitted along with the visa application. Without coverage, the visa cannot be stamped.

Step 5: Labour Contract Registration and Visa Stamping

The employment contract must be registered with MOHRE or the relevant free zone authority. The contract should specify:

Job title and responsibilities
Salary and benefits
Working hours and probation terms
Contract duration (fixed-term only, as per current law)

After the contract is signed and submitted, the residence visa is stamped into the employee’s passport. This completes the legal hiring process, granting the employee full legal work and residency status.

Step 6: Issue Labour Card or Work ID

The labour card (mainland) or work ID (free zone) is issued once the contract is finalized and the visa is stamped. This card is proof that the employee is legally allowed to work in the UAE under your sponsorship.

The card should be renewed in line with the visa expiration, usually every two or three years depending on jurisdiction.

Step 7: Add the Employee to the Wage Protection System (WPS)

The UAE mandates salary payments through the Wage Protection System (WPS), which ensures employees receive their salaries on time and in full.

Employers must:

Open a bank account for the employee (if not already done)
Register the employee under WPS
Begin making salary payments in accordance with the contract

Failure to comply can result in salary delays, employee complaints, and government fines.

Step 8: Comply With Ongoing Legal Obligations

Hiring doesn’t end with onboarding. Employers are responsible for:

Renewing visas and labour cards before they expire
Updating job titles or responsibilities in case of promotion or transfer
Cancelling visas properly when employment ends
Reporting absconding employees to authorities when necessary

Proper documentation and adherence to compliance standards reduce legal risks and protect your company’s reputation.

Common Mistakes to Avoid

Many companies run into legal trouble by cutting corners or misunderstanding the rules. Here are common pitfalls to avoid:

Hiring employees before their work visa is approved
Sponsoring employees under one company while working for another
Failing to provide mandatory benefits like health insurance or end-of-service gratuity
Allowing employee visas to expire without timely renewal

Staying informed and following each step with care helps avoid costly errors.

Conclusion: Legal Hiring Builds Strong Foundations

Hiring foreign talent legally in the UAE is a structured process that protects both employer and employee. While the paperwork may seem daunting, following the correct procedures ensures a compliant, fair, and transparent employment relationship.

By understanding each step—from entry permits to Emirates ID, from contract registration to visa stamping—you can avoid legal pitfalls and build a more sustainable workforce.