VoxxArrive · Jurisdiction
Hiring & onboarding in JAFZA: visas, contracts, gratuity
Jebel Ali Free Zone, the UAE's oldest free zone, is a non-financial Dubai zone that applies the federal UAE labour law (Federal Decree-Law 33/2021) administered through JAFZA's own authority rather than through MOHRE. Substantive employment rights mirror the federal law; the difference is procedural - JAFZA sponsors and processes visas, contracts and disputes within its own system.
What's different
- JAFZA applies the same federal labour law as the mainland (Federal Decree-Law 33/2021, effective 2 February 2022) but administers it through the JAFZA authority instead of MOHRE - contracts, working hours, termination, gratuity and disputes follow federal standards yet are processed within the JAFZA system.
- There is no bespoke free-zone employment statute or common-law court as in DIFC/ADGM, and no mandatory DEWS-style savings scheme - end of service is the standard federal gratuity.
- Employees' residence visas and labour cards are issued by the JAFZA free zone authority (via GDRFA Dubai), not by the mainland MOHRE process; newly established companies receive a Company Immigration Card issued through GDRFA.
- The employer must bear all visa costs - charging an employee for their own visa is prohibited under Federal Decree-Law 33/2021.
Which onboarding steps this affects
This affects 23 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
23 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)
Set probation period in the contract (must not exceed 6 months, FDL 33/2021)
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 employee handbook and code of conduct; capture acknowledgement (incl. gross-misconduct grounds)
Handbook acknowledgement
Book and complete medical fitness test at an approved centre (communicable-disease screening)
Medical fitness certificate
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
Verify residence visa and Emirates ID are fully issued (post-entry chain within 60 days)
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
Reset and communicate post-probation notice-period terms (30-90 days)
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 the federal labour law apply in JAFZA?
Yes. JAFZA employment contracts are subject to Federal Decree-Law 33/2021, which took effect on 2 February 2022. The difference from the mainland is administrative: JAFZA's own authority processes contracts, visas and disputes rather than MOHRE.
How does JAFZA differ from DIFC on employment law?
JAFZA is a non-financial free zone applying the federal labour law, whereas DIFC has its own standalone employment statute and independent common-law courts. JAFZA has no DEWS-style mandatory savings scheme; end of service is the standard federal gratuity.
Who issues a JAFZA employee's residence visa?
The JAFZA free zone authority issues residence visas and labour cards through GDRFA Dubai, and newly established companies receive a Company Immigration Card from GDRFA. This is separate from the mainland MOHRE work-permit route.
Can a JAFZA employer pass visa costs to the employee?
No. Under Federal Decree-Law 33/2021 the employer must pay all visa and work-authorisation costs; charging the worker for their own visa is unlawful.