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VoxxArrive · live demo

UAE onboarding, explained from both sides.

Step through one new hire's journey - employer and employee side by side, with a callout on each explaining every hand-off. Read-only: nothing is saved, and it resets on refresh.

Priya · India → Dubai · Software Engineer

One hire, two sides, zero dropped balls.

Press play and walk Priya's UAE onboarding step by step - see exactly what the employer does, what Priya does, and how each hand-off flows.

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5/ 100

Compliance readiness

Pre-boarding

Onboarding day -28 · 2/57 tasks complete

What's happening

The moment Priya signs, the onboarding clock starts.

Employer

Pre-boarding

Employer is doing

The PRO verifies the MOHRE establishment card and labour quota - confirming the company can legally hire for this role.

  • ✓Verify MOHRE establishment card is active and labour quota is available for the role
  • ✓Assess Emiratisation/Nitaqat impact of the hire before proceeding (skilled-role headcount)
  • ✓Issue MOHRE-standard job offer letter and obtain the employee's signed copy
  • ✓Apply for the MOHRE work permit (labour card) via Tasheel/MOHRE portal
  • ✓Apply for entry permit (e-visa) or initiate in-country status change

Priya · her view

Pre-boarding

Priya is doing

Priya accepts and uploads her passport and photo. That's all that's needed from her for now.

Nothing for Priya this phase - her team has it covered.

Step 1 / 8

Questions along the way? Ask Voxy

Voxy

UAE HR concierge · grounded

Emiratisation & Nafis targets: the MOHRE quota rules every UAE private employer must meet

UAE mainland private-sector companies with 50 or more employees must raise Emiratis in skilled roles by 2 percentage points a year - split into two 1% steps due 30 June and 31 December - reaching 10% of skilled jobs by the end of 2026. Since 2024, companies with 20-49 employees in 14 designated sectors must also hire one Emirati per year. Missing a target triggers a monthly financial contribution to MOHRE (for 50+ firms) or an annual lump-sum contribution (for smaller firms), and the Nafis programme funds Emirati salaries to help employers comply.

  1. 1Confirm whether the quota applies to you. The Emiratisation quota applies to MOHRE-registered mainland private companies. Firms with 50+ employees carry the 2%-per-year skilled-role target; firms with 20-49 employees are caught only if they operate in one of 14 designated sectors (information & communications; finance & insurance; real estate; professional, scientific & technical; administrative & support; education; healthcare & social work; arts & entertainment; mining & quarrying; manufacturing/transformative industries; construction; wholesale & retail; transport & warehousing; and accommodation & hospitality). Free-zone entities (e.g. DIFC, ADGM, JAFZA, DMCC) are generally outside the MOHRE mainland quota - confirm your own registration.
  2. 2Count your skilled roles and current Emirati headcount. For 50+ firms the target is measured against skilled positions only. Establish your baseline so you know how many Emiratis a 1% half-year uplift and the year-end target actually require.
  3. 3Register and recruit through Nafis. Nafis is the federal programme that subsidises Emirati private-sector salaries and connects employers to Emirati candidates. Use the Nafis platform to source hires and to access wage-support that lowers the cost of meeting the quota.
  4. 4Hit the half-yearly deadlines for 50+ firms. Achieve a 1% growth in Emiratis in skilled roles by 30 June and a further 1% by 31 December each year. Financial contributions for a missed first-half target are charged from 1 July; second-half misses are charged from 1 January.
  5. 5Meet the annual hire for 20-49 firms. If you are in a designated sector, hire (and retain) at least one Emirati per qualifying year. The obligation is cumulative - the citizens hired in prior years must be kept on.
Timeline: Two fixed deadlines every year for 50+ firms: 30 June (first 1% uplift) and 31 December (second 1% uplift). The phased scheme runs to end-20…

Fees and timelines vary by emirate, free zone and nationality - confirm the current figure with the regulator before you rely on it.

Sources · Ministry of Human Resources and Emiratisation (MOHRE), Nafis (Emirati Talent Competitiveness Council programme), Emirati Human Resources Development Council