VoxxArrive · Jurisdiction
Hiring & onboarding in ADGM: visas, contracts, gratuity
Abu Dhabi Global Market is Abu Dhabi's financial free zone, running on its own English-common-law framework and the ADGM Employment Regulations - with the Employment Regulations 2024 coming into force on 1 April 2025, replacing the 2019 version. Unlike DIFC, ADGM's default end-of-service benefit remains a traditional gratuity, with a savings/pension scheme offered only as an optional alternative.
What's different
- Employment is governed by the ADGM Employment Regulations (Employment Regulations 2024, in force 1 April 2025, replacing the 2019 Regulations) - NOT Federal Decree-Law 33/2021. Disputes are heard by the ADGM Courts, an English-common-law jurisdiction.
- End of service is still a gratuity by default (unlike DIFC's mandatory DEWS): 21 days' basic wage for each of the first five years and 30 days' basic wage for each subsequent year, payable after one year of continuous service.
- The 2024 Regulations removed the previous two-year-wages cap on total gratuity and removed the forfeiture of gratuity for employees terminated for cause - both potentially increasing employer liability versus the 2019 rules.
- A pension or savings scheme may be offered as a written alternative to gratuity; ADGM enabled its End-of-Service Benefits Savings scheme from 1 April 2025, but participation is opt-in rather than mandatory.
- Work permits are issued by the ADGM Registration Authority (the Registrar) - the sole authority for ADGM work permits - while the UAE residence visa is issued through Abu Dhabi immigration (ICP), not GDRFA Dubai and not MOHRE.
Which onboarding steps this affects
This affects 21 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
21 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
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
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
Register UAE/GCC national with GPSSA (within one month of joining)
GPSSA registration
Verify residence visa and Emirates ID are fully issued (post-entry chain within 60 days)
Confirm GPSSA registration completed within one month of joining (nationals)
Update Emiratisation/Nitaqat headcount records with MOHRE (if Emirati; counts only if GPSSA + WPS)
Confirm gratuity/end-of-service accrual tracking has started in payroll
Assemble audit-ready employee compliance file (contract, visa, EID, insurance)
Employee compliance file
Issue confirmation-of-employment letter on passing probation
Confirmation letter
Reset and communicate post-probation notice-period terms (30-90 days)
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
- ADGM Employment Affairs Office - Guidance on the ADGM Employment Regulations 2024 (Feb 2025)
- ADGM Registration Authority - Work Permit Guide (Aug 2025)
- The Sovereign Group - The New ADGM Employment Regulations 2024
- Pensions Monitor - ADGM enables End-of-Service Benefits Savings scheme from 1 April 2025
Frequently asked
Which employment law applies in ADGM?
The ADGM Employment Regulations - with the Employment Regulations 2024 replacing the 2019 version from 1 April 2025 - govern employment in the zone, not Federal Decree-Law 33/2021. Disputes are resolved through the ADGM Courts under an English-common-law system.
Does ADGM use a DEWS-style mandatory savings scheme like DIFC?
No. ADGM's default remains a traditional end-of-service gratuity. Employers may offer a pension or savings scheme (ADGM enabled its End-of-Service Benefits Savings scheme from 1 April 2025) as a written alternative, but it is optional, not compulsory as DEWS is in DIFC.
How is ADGM gratuity calculated?
After one year of continuous service, gratuity accrues at 21 days' basic wage for each of the first five years and 30 days' basic wage for each further year. The 2024 Regulations removed the earlier two-year-wages cap, so long-serving employees can accrue more than under the 2019 rules.
Who issues an ADGM employee's work permit and visa?
The ADGM Registration Authority (the Registrar) is the sole issuer of ADGM work permits, and the UAE residence visa is processed through Abu Dhabi immigration under ICP. The employer is responsible for obtaining and paying for the work permit, residence visa and Emirates ID.
Did the 2024 Regulations change gratuity for staff dismissed for cause?
Yes. Under the 2019 Regulations employees terminated for cause could forfeit gratuity; the 2024 Regulations removed that restriction, so gratuity entitlement is now broader. Employers should re-check their end-of-service accruals against the 2024 rules.