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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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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

Probation period rules in the UAE (Article 9): duration and notice

Under Article 9 of Federal Decree-Law No. 33 of 2021, a private-sector probation period may not exceed six months and cannot be extended. During probation, an employer must give 14 days' written notice to terminate; an employee moving to another UAE employer must give one month's written notice (with the new employer reimbursing recruitment costs); and an employee leaving the country must give 14 days' written notice.

1Set the probation period at six months maximum. Article 9 caps probation at six months from the date the worker starts. It cannot be extended beyond six months, and an employee cannot be placed on more than one probation period with the same employer. Confirm employment (or act) before the six months lapse.
2To terminate during probation, give 14 days' written notice. The employer may end the contract during probation but must serve at least 14 days' prior written notice before the intended last working day. During or at the end of probation, dismissal can be without end-of-service gratuity.
3If the employee is moving to another UAE employer, expect one month's notice. An employee who resigns during probation to join another UAE employer must give the current employer at least one month's written notice. The incoming (new) employer must reimburse the previous employer for the worker's recruitment/contracting costs, unless agreed otherwise. These costs may not be charged to the employee.
4If the employee is leaving the UAE, expect 14 days' notice. An employee who resigns during probation intending to leave the job and the country must give 14 days' prior written notice. If that employee then returns to the UAE on a new work permit within three months, the new employer becomes liable to compensate the previous employer for recruitment costs, unless otherwise agreed.
5Note the one-year work-permit ban risk. MOHRE may impose a one-year ban on a new work permit where the worker terminates the contract during probation and the employer had not breached its contractual obligations. Certain categories (e.g. Golden Visa holders, some skilled professionals) may be exempt. Serving the correct notice is the way to avoid disputes.

Timeline: Probation lasts up to six months from the start date and cannot be extended. Notice during probation: 14 days (employer termination), one mo…

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

Sources · MOHRE (Ministry of Human Resources and Emiratisation)