How to Sponsor an Employee Visa in the UAE: Costs, Steps, and What to Expect

Once your UAE company is set up and your trade license is active, the next step for most entrepreneurs is hiring. Whether you are bringing on a co-founder, a first employee, or building a full team, you will need to sponsor their visa.

The employee visa sponsorship process in the UAE is straightforward once you understand the steps. But there are details that catch people off guard, especially around costs, visa quotas, and timing. This guide walks through the entire process so you know exactly what to expect before you start.

Employee visa sponsorship is the process through which your UAE company becomes the legal sponsor of a foreign worker’s residence and work permit. This is separate from your own investor or partner visa as the company owner, which you receive as part of the company formation process. As the sponsor, your company takes on certain legal and financial responsibilities for that employee during the term of their visa.

The full process typically takes two to four weeks from start to finish. The government fees are set by the authorities: the Ministry of Human Resources and Emiratisation (MOHRE) charges AED 250 to AED 3,450 for a work permit, depending on the company’s MOHRE classification (A, B or C), and the residence permit carries its own fees. Health insurance, the medical test and service charges vary by emirate and provider. Under Federal Decree Law No. 33 of 2021, the employer is responsible for covering all visa-related costs. (Source: UAE Government, 2026)

Who Can Sponsor an Employee Visa

Not every company is immediately eligible to sponsor employees. Before you begin the process, you need to confirm four things: an active trade license, a valid establishment card, available visa quota, and a clean compliance record with no outstanding fines or labor complaints.

Trade License Requirements

Your trade license must be active and valid. Whether you are operating in a free zone or on the mainland, your license needs to be current and not expired or under renewal. If your license is in the renewal window, most authorities will not process new visa applications until the renewal is complete. Make sure your license renewal is handled well ahead of any planned hiring.

Establishment Card and MOHRE Registration

Your establishment card must be up to date. This card is issued by the Ministry of Human Resources and Emiratisation (MOHRE) for mainland companies, or by your free zone authority. It confirms your company is registered and authorized to employ workers. For mainland companies, the establishment card is linked to your MOHRE account and must be renewed annually alongside your trade license. MOHRE also inspects a mainland company’s premises and then issues its electronic signature card, which is required before you can apply for any work permit, and the company opens a file with the General Directorate of Residency and Foreigners Affairs (GDRFA).

Visa Quota Explained

Every company in the UAE has a limit on how many employee visas it can sponsor. In most free zones, this quota is tied to your office space. A common formula is one visa per nine square meters of office space, though this varies by zone. Mainland quotas depend on your establishment card category and the size of your licensed premises. If you need more visas than your current quota allows, you can usually upgrade your office package or apply for a quota increase.

How to Increase Your Visa Quota

If your current allocation is full, you have a few options. Free zone companies can upgrade to a larger office package, which automatically increases the visa allocation. Some zones also allow additional visa purchases on top of the standard allocation for an extra fee. Mainland companies can apply to MOHRE for a quota increase, which typically requires demonstrating a genuine business need and may involve upgrading your premises. Processing a quota increase usually takes three to five business days.

Compliance and Good Standing

Your company must have no outstanding fines, labor complaints, or violations with MOHRE or the free zone authority. Companies flagged in the Wage Protection System (WPS) for late salary payments, or those with unresolved labor disputes, will find their visa applications blocked until the issues are resolved.

Employee Visa Sponsor vs Local Sponsor

Sponsoring an employee’s visa is your role as the employer; a local sponsor is something different, and most mainland companies no longer need one. Federal Decree Law No. 26 of 2020, in force since early 2021, removed the requirement for a 51% Emirati shareholder or a local agent for most business activities, so foreign investors can now own up to 100% of most mainland companies. Activities of strategic impact, such as security and defense, telecommunications, and banking, finance and insurance, can still carry ownership restrictions. (Source: UAE Government)

Where a local service agent is still required, the appointment is made under a service agent agreement attested by a notary public or the court; the mainland license documents list this contract for civil establishments and companies wholly owned by non-GCC nationals. There is no official fee schedule for a local service agent. The fee is whatever you agree in that contract, so treat it as a negotiated cost rather than a government fee. Whether you need one at all depends on your license type; our guide to UAE business license types explains the options.

Types of Employee Visas Available

The UAE offers several visa types for employees. The right one depends on your needs and the employee’s qualifications. As of 2026, the three main categories are the standard employment visa, the green visa, and the golden visa.

Standard Two-Year Employment Visa

The standard employment visa is the most common. It is valid for two years and is renewable. The employee is sponsored by and tied to the employer. This is what most companies use for regular hires. The visa can be renewed before expiration through a straightforward process that costs less than the initial application. If the employee changes jobs, the visa must be canceled and a new one issued by the next employer. (Source: UAE Government residence visa portal)

Green Visa for Skilled Professionals

The green visa is a newer option introduced in 2022. It is valid for five years, is renewable, and does not require employer sponsorship. It is available to skilled professionals, freelancers with a valid freelance permit, and investors. A skilled employee qualifies with a valid UAE work permit and employment contract, a role at skill level one, two or three in MOHRE’s occupational classification, at least a bachelor’s degree or equivalent, and a monthly salary of at least AED 15,000. The green visa gives the holder more flexibility because they are not dependent on an employer for their residency status. Holders also get a longer grace period of up to six months if they leave their job. For the full criteria, see our UAE Green Visa guide. (Source: GDRFA Dubai)

Golden Visa for Specialized Talent

The golden visa is valid for ten years and is primarily for investors, specialized talent, entrepreneurs, researchers, and outstanding students. It offers long-term stability and does not require employer sponsorship. If your new hire qualifies for a golden visa, it may be worth pursuing as it reduces future renewal overhead. Qualifying criteria include a salary of AED 30,000 or more per month for specialized professionals, or significant investment and business ownership thresholds for entrepreneurs. (Source: UAE Government golden visa portal)

Choosing the Right Visa Type

For most standard hires, the two-year employment visa is the appropriate choice. The green and golden visas are worth considering if the employee meets the eligibility criteria, as they reduce your company’s ongoing sponsorship obligations. If an employee qualifies for a green or golden visa, they gain more independence and you reduce your administrative burden for renewals and cancellations.

The Step-by-Step Sponsorship Process

Here is the full process, broken down into clear steps with timelines and costs for each. The entire process from start to finish takes approximately two to four weeks if all documents are in order and there are no complications.

Pre-Arrival Steps (Steps 1 to 4)

These steps are completed before the employee arrives in the UAE, or before an in-country status change begins for employees already present on a visit visa.

Step 1. Check Your Visa Quota

Before making any job offer, confirm that your company has available visa slots. Contact your free zone authority or check your MOHRE portal for mainland companies. If your quota is full, you will need to upgrade your office space or apply for an increase before proceeding. This step takes one to two business days if you need to request an increase.

Step 2. Prepare the Employment Contract

Draft an employment contract that complies with UAE labor law. For mainland companies, MOHRE provides a standardized contract template that must be used. Free zone companies typically use their zone’s template. The contract must include the job title, salary, benefits, probation period, working hours, and leave entitlements. Both parties sign the contract, and it must be submitted to MOHRE or the free zone authority for approval within 14 days. This step takes one to three business days. (Source: UAE employment laws and regulations)

Step 3. Apply for the Work Permit

Submit the work permit application through the MOHRE Work Bundle platform (for mainland companies) or through your free zone authority’s portal. Required documents typically include a copy of the employee’s passport (with at least six months validity), the signed employment contract, passport-size photographs, attested educational certificates (if required for the role), and the company’s trade license and establishment card. Processing time is typically three to five business days. Issuing or renewing a MOHRE work permit costs AED 250 to AED 3,450, depending on whether MOHRE classifies your company in category A, B or C. The classification reflects your record of complying with labor law, the Wage Protection System and workers’ rights rules, and companies with a history of violations are placed in category C. A work permit to recruit a worker from outside the UAE is valid for two years. (Source: UAE Government work permits page)

Step 4. Receive the Employment Entry Permit

Once the work permit is approved, an employment entry permit is issued. This permit allows the employee to enter the UAE legally for the purpose of employment. If the employee is already in the UAE on a visit visa, they can do an in-country status change instead of exiting and re-entering; the Federal Authority for Identity and Citizenship (ICP) charges a status adjustment fee of AED 500 for this. The entry permit is valid for 60 days from the date of issuance. The employee must enter the UAE and complete the remaining steps within this window. Entry permit cost is approximately AED 300 to AED 500.

Post-Arrival Steps (Steps 5 to 9)

Once the employee is in the UAE with a valid entry permit, the following steps must be completed to finalize the visa.

Step 5. Medical Fitness Test

After arriving in the UAE, the employee must undergo a mandatory medical fitness test at an approved health center. The test screens for communicable diseases including tuberculosis and hepatitis. Results are typically available within two to three business days. Cost is AED 500 to AED 800 depending on the testing center.

Step 6. Emirates ID Registration

The employee must register for an Emirates ID, which is the national identity card required for all UAE residents. The Emirates ID application is linked to the residence permit application. This involves visiting a typing center or Federal Authority for Identity and Citizenship (ICP) service center to submit biometric data including fingerprints and a photograph; applicants aged 15 and over give their fingerprints at an ICP service center. The Emirates ID card is usually issued within five to ten business days, and ICP offers an urgent service that issues the card within 24 hours. Cost for a two-year Emirates ID is AED 370 to AED 570.

Step 7. Health Insurance

Since 1 January 2025, health insurance for private sector employees has been mandatory in every emirate, not only Dubai and Abu Dhabi, and the employer pays for it when the residence permit is issued or renewed. The employer must arrange health insurance before the residence permit can be issued. Many companies use group insurance plans. The premium depends on the emirate, the insurer and the plan, including the level of coverage and the hospital network, so get current quotes before you budget. (Source: Ministry of Human Resources and Emiratisation)

Step 8. Residence Permit Issuance

With the medical test cleared, the Emirates ID application made, and health insurance in place, the residence permit is issued. Since 11 April 2022, no residence sticker goes in the employee’s passport; the Emirates ID card serves as proof of residence (ICP announcement). The residence permit is issued electronically by ICP, by GDRFA Dubai for Dubai-based companies, or through the free zone authority for free zone companies. A medical fitness test (for applicants aged 18 and over) and medical insurance are among the residence requirements. ICP’s published fees include an AED 100 application fee, AED 100 for each year of validity and an AED 100 smart service fee. Dubai applications go through GDRFA Dubai, and its fees can differ. (Source: ICP residence permit service)

Step 9. Work Permit Activation

The final step is the activation of the work permit, which confirms the employee is legally authorized to work for your company. This is processed through MOHRE or the free zone. MOHRE issues the work permit for its full term, and a permit to recruit a worker from outside the UAE is valid for two years.

Timeline Summary

If all documents are in order, expect the pre-arrival steps to take one to two weeks and the post-arrival steps to take another one to two weeks. Total elapsed time is typically two to four weeks. Delays usually come from missing documents, medical test rescheduling, or processing backlogs during peak periods.

Cost Breakdown

Here is a summary of the costs you should budget for when sponsoring a single employee visa. The actual amount depends on your location (Dubai tends to be slightly more expensive than other emirates), visa type, insurance plan, and whether you use a PRO service to handle the paperwork.

Government Fees

Government fees cover the work permit application, entry permit, Emirates ID, and residence permit. These are fixed by the relevant authorities and do not vary significantly between service providers. The largest variable among them is MOHRE’s work permit fee, because it depends on your company’s MOHRE classification.

Insurance and Medical Costs

Health insurance and medical fitness testing are variable costs. Insurance premiums depend on the level of coverage, the insurer, the employee’s age, and whether you are purchasing individual or group policies. Medical fitness tests are standardized but priced differently depending on the testing center.

Full Cost Summary

Under UAE labor law, the employer is required to pay all visa-related costs. You cannot deduct these costs from the employee’s salary. (Source: Federal Decree Law No. 33 of 2021) The medical test, Emirates ID, typing and PRO charges vary by provider and emirate, so check current prices before you budget.

Using a PRO Service

Many companies, especially those sponsoring their first employees, use a PRO (Public Relations Officer) service to handle the paperwork and government visits. A PRO service typically charges AED 500 to AED 1,500 per visa application on top of the government fees. This can save significant time if you are unfamiliar with the process or do not have a dedicated HR team. Free zones often provide in-house PRO services as part of their packages, which can reduce or eliminate this cost.

Free Zone vs Mainland Sponsorship Differences

The core process is the same for both free zone and mainland companies, but there are practical differences worth knowing. For a broader comparison of these two structures, see our freezone vs mainland guide.

Free Zone Processing

Free zone companies handle most of the visa process through their free zone authority, which acts as a one-stop shop. This often means faster processing, more digital-first workflows, and dedicated service teams. Visa quotas in free zones are typically tied to your office package size. Most free zones offer packages with a set number of visa allocations included. Popular zones like DMCC, IFZA, and Meydan typically process visas within one to two weeks.

Mainland Processing

Mainland companies process their visas through MOHRE and GDRFA. The process involves more touchpoints with government entities. Visa quotas are based on your establishment card category and licensed premises. Mainland companies can sponsor employees to work anywhere in the UAE without geographical restriction, which is a key advantage for businesses with operations across multiple emirates.

Side-by-Side Comparison

Geographical Work Restrictions

One important distinction: employees sponsored by a free zone company are technically permitted to work only within the free zone or on the company’s approved business activities. In practice, this is rarely an issue for knowledge workers, but it is a consideration if your employees need to operate from mainland locations regularly. If your business requires employees to work from client sites or multiple locations across the UAE, a mainland license may be the better fit.

Common Mistakes and How to Avoid Them

Even experienced business owners make errors during the employee visa process. Knowing the most common pitfalls can save you time, money, and frustration.

Quota and Timing Issues

The most frequent mistake is not checking visa quota availability before making a job offer. If your quota is full, you will need to upgrade your office package before you can sponsor anyone, which adds time and cost. Always verify quota before committing to a hire.

Missing the 60-day window on the entry permit is another common issue. Once the entry permit is issued, the employee has 60 days to enter the UAE and complete the visa process. If this window expires, you need to apply for a new entry permit and pay the fees again.

Insurance and Budget Oversights

Forgetting that health insurance is mandatory causes delays. The residence permit cannot be issued without proof of active health insurance. Arrange this early in the process rather than at the last minute.

Not budgeting for the full cost is surprisingly common. When employers only budget for government fees and forget about medical tests, insurance, typing fees, and Emirates ID, the total comes as a surprise. Budget for every line in the cost table above, and remember that the work permit fee alone ranges from AED 250 to AED 3,450 depending on your MOHRE classification.

Documentation Errors

Contract discrepancies between the MOHRE-registered contract and the actual employment terms can create problems during inspections. Make sure the contract you register matches the real terms of employment. This includes the salary amount, job title, and working hours. MOHRE audits have become more frequent, and discrepancies can result in fines starting at AED 5,000 per violation.

Another documentation error is submitting expired or incorrect passport copies. The employee’s passport must have at least six months of validity remaining at the time of application. Double-check all document validity dates before submitting.

What Happens When an Employee Leaves

When an employee resigns or is terminated, the employer is responsible for canceling their visa. The process has several components and must be completed within 30 days of the employment ending.

Visa Cancellation Process

The cancellation process involves filing a cancellation request through MOHRE or the free zone authority, settling all outstanding salary and benefits, and canceling the work permit. For mainland companies, the cancellation is processed through the MOHRE portal and then through GDRFA for the residence visa. Free zone companies handle the entire process through their authority.

End-of-Service Gratuity

Employers must pay end-of-service gratuity to departing employees. The calculation is 21 days of basic salary per year for the first five years of service, and 30 days per year for each year after that. The total gratuity cannot exceed two years’ worth of total salary. Gratuity is calculated based on basic salary only, not including allowances or bonuses. DIFC and ADGM companies follow different rules through their own savings schemes. For the full formula, DIFC DEWS rates, and the 14-day payment deadline, see our end-of-service gratuity guide. (Source: UAE employment laws and regulations)

Employee Transfer and Grace Period

Once the visa is canceled, the employee receives a grace period to either leave the UAE, transfer to a new employer, or change their visa status. Its length depends on the residence category, so confirm the exact period with ICP or GDRFA Dubai when the visa is canceled. Green visa holders receive a longer grace period of up to six months. If the employee wants to move to another company in the UAE, they will need a new employer to sponsor them. In most cases, a No Objection Certificate (NOC) from the previous employer is no longer required, following recent labor law reforms, but it is good practice to provide one to facilitate a smooth transition.

Once the visa is active, your obligations as an employer are just beginning. Employment contracts, payroll through WPS, leave entitlements, and end-of-service gratuity all have specific legal requirements. See our complete UAE employment law guide for a detailed breakdown of what every employer needs to know, and our salary guide for employers for WPS compliance, overtime calculations, and gratuity rules. Mainland companies with 20 or more employees should also check whether Emiratisation hiring quotas apply to their sector. If you or your employees are exploring long-term residency options, our guide on investor visas vs Golden Visas explains the differences between 2-year, 5-year, and 10-year visa types. If you are processing multiple employee visas, a PRO services company can handle the government paperwork across MOHRE, GDRFA, and ICP on your behalf.

Before any employee visa can be issued or renewed, you must have active health insurance in place for that employee. Our employer health insurance guide explains the minimum coverage requirements, costs, and penalties across all seven emirates.

Some employees may qualify for a self-sponsored Golden Visa through their salary and qualifications. If an employee earns AED 30,000 or more in basic salary and holds a MOHRE Level 1 or 2 classification, they can apply for a 10-year Golden Visa for professionals independently of your company sponsorship.

Once your employees are settled, most business owners move on to sponsoring their own family members, which follows a similar but separate process with different salary thresholds and document requirements.

As of October 2026, mainland employers can complete work permits, residency procedures, Emirates ID issuance, medical fitness tests and employment contract steps in one application through MOHRE’s Work Bundle platform. The platform brings the paperwork together, but the fundamental steps remain the same.

If you are setting up a UAE company and planning to bring on your first hire, it pays to consider your visa quota needs from the start. The right company structure and office package can save significant time when you are ready to grow. Create your Zola account to have Zola set up your company structure and visa quota around your hiring plans and handle the employee visas for each hire.