VoxxArrive · Emirate
Onboarding new hires in Dubai: compliance checklist
Dubai is the only emirate that does not use the federal ICP for residency: entry permits and residence visas are issued by GDRFA-Dubai (the General Directorate of Residency and Foreigners Affairs). Health insurance is regulated separately by the Dubai Health Insurance Corporation / Dubai Health Authority (DHA) under the ISAHD framework, and Dubai hosts the DIFC, whose companies sit outside MOHRE labour law entirely. This changes several onboarding steps versus every other emirate.
What's different
- Residence visas and entry permits are processed through GDRFA-Dubai, not ICP. Practically this means using GDRFA/Amer service channels for stamping and status changes rather than the federal ICP smart services used everywhere else.
- Employer-paid health insurance is regulated by the Dubai Health Authority (DHA) via the Dubai Health Insurance Corporation. The minimum product is the DHA Essential Benefits Plan (EBP) with cover up to AED 150,000 per year; the employer must hold a compliant policy before the residence visa is issued or renewed.
- DIFC (Dubai International Financial Centre) companies are governed by DIFC Employment Law No. 2 of 2019, not the federal MOHRE labour law. Onboarding, contracts and end-of-service run under DIFC's own regime, and future end-of-service accrual is funded through the DEWS workplace savings scheme instead of a lump-sum gratuity.
- Major Dubai free zones an employer may onboard through include JAFZA, DMCC, DAFZA, Dubai South, IFZA and the TECOM zones (Dubai Internet City, Dubai Media City); most of these follow federal MOHRE rules, but DIFC is the notable exception.
- Mainland work permits and labour contracts are still handled federally through MOHRE Tasheel and Tawjeeh centres, but the immigration leg (visa/entry permit) diverges to GDRFA.
Which onboarding steps this affects
This affects 25 of the 57 onboarding tasks, concentrated in the Pre-boarding, Day 1, Week 1, Month 1, Month 3+ phases. Work through them in the live demo to see the compliance-readiness score respond as each is ticked off.
Your task slice
25 of the 57 onboarding tasks apply here.
Verify MOHRE establishment card is active and labour quota is available for the role
Establishment card / labour quota confirmation
Issue MOHRE-standard job offer letter and obtain the employee's signed copy
MOHRE job offer letter (signed)
Apply for the MOHRE work permit (labour card) via Tasheel/MOHRE portal
Work permit approval
Apply for entry permit (e-visa) or initiate in-country status change
Entry permit (60-day validity)
Collect and attest pre-boarding documents (passport, photos, degree/qualification attestation)
Attested document pack
Purchase mandatory health insurance policy (prerequisite for residency since 1 Jan 2025)
Health insurance policy certificate
Prepare fixed-term employment contract aligned to the signed offer
Employment contract (draft)
Define working hours, overtime, and weekly rest-day terms in the contract
Employee signs the employment contract on Day 1
Signed employment contract
Collect original passport and entry permit for residence visa processing
Issue health insurance card and policy details to the employee
Health insurance card
Book and complete medical fitness test at an approved centre (communicable-disease screening)
Medical fitness certificate
Complete ICP Emirates ID biometrics (fingerprints, iris scan, photo)
Emirates ID application receipt
Submit residence visa application to GDRFA/ICP after medical and EID biometrics
Complete residence visa stamping / e-visa linking to the passport
Residence visa
Register the signed employment contract with MOHRE within the statutory deadline
MOHRE-registered labour contract
Confirm health insurance activation is linked to the residency file
Collect the issued Emirates ID card once produced by ICP
Emirates ID card
Verify residence visa and Emirates ID are fully issued (post-entry chain within 60 days)
Review health insurance coverage adequacy and dependant options
Confirm gratuity/end-of-service accrual tracking has started in payroll
Assemble audit-ready employee compliance file (contract, visa, EID, insurance)
Employee compliance file
File original Emirates ID and residence visa copies in the personnel record
Issue confirmation-of-employment letter on passing probation
Confirmation letter
Confirm health insurance validity aligns with residency expiry
Some figures on this page vary by jurisdiction, zone or nationality, or could not be independently confirmed from a public source at time of writing - confirm the current figure with the regulator before relying on it.
Sources
Frequently asked
Does Dubai use ICP or GDRFA for residence visas?
Dubai uses GDRFA-Dubai (General Directorate of Residency and Foreigners Affairs) for entry permits and residence visas. It is the only emirate that does not route residency through the federal ICP, though Emirates ID cards are still issued by ICP nationwide.
Who regulates employee health insurance in Dubai?
The Dubai Health Authority (DHA), through the Dubai Health Insurance Corporation and the ISAHD framework. The employer must provide at least the DHA Essential Benefits Plan (cover up to AED 150,000 per year) before the residence visa can be issued or renewed.
Is onboarding in DIFC different from mainland Dubai?
Yes. DIFC companies follow DIFC Employment Law No. 2 of 2019 rather than federal MOHRE labour law, use their own contract templates, and fund end-of-service through the DEWS savings scheme instead of the standard gratuity. Immigration is still handled via GDRFA.
Where are work permits and labour contracts processed for mainland Dubai?
Through MOHRE's Tasheel service centres (and Tawjeeh for the required labour orientation), the same federal system used across mainland UAE. Only the visa/immigration step differs, going through GDRFA-Dubai.