VoxxArrive · Jurisdiction
Hiring & onboarding in Mainland: visas, contracts, gratuity
Onshore (mainland) UAE employment is governed directly by Federal Decree-Law 33/2021 and regulated by MOHRE, which issues work permits and enforces the Wage Protection System. This is the only jurisdiction of the five where Emiratisation (Nafis/Nitaqat) quotas and GPSSA pension obligations for nationals apply through the standard MOHRE channel, and where disputes go to MOHRE and the onshore labour courts rather than an independent free-zone court.
What's different
- Employment is governed by Federal Decree-Law 33/2021 and directly regulated by MOHRE, which issues the work permit and labour contract - there is no free-zone authority intermediary and no separate common-law employment code.
- Emiratisation applies here through Nafis/Nitaqat: private-sector companies must meet Emirati-hiring targets and can face monthly contributions for shortfalls - an obligation that does not apply in the same MOHRE-enforced way to free zones.
- The Wage Protection System (WPS) is mandated and monitored directly by MOHRE for mainland employers.
- Residence visas are issued through ICP/GDRFA, but the employment permission originates with MOHRE rather than a free-zone registrar.
- Employment disputes are handled by MOHRE and, if unresolved, the onshore UAE labour courts - not the DIFC or ADGM common-law courts.
Which onboarding steps this affects
This affects 31 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
31 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
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
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
Register the new joiner in payroll with a WPS-compliant salary structure
Confirm the employee holds a WPS-eligible UAE bank account or salary card
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
Collect employee bank/IBAN details for WPS payroll set-up
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
Activate WPS salary registration with MOHRE and the bank/agent
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)
Run the first WPS payroll and confirm on-time salary transfer
WPS SIF file
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)
Verify ongoing WPS compliance across the first pay cycles
Reassess Emiratisation target contribution and Nafis eligibility
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
What law governs mainland UAE employment?
Mainland employment is governed by Federal Decree-Law 33/2021 and regulated directly by MOHRE, which issues work permits, registers contracts and enforces wage protection. Disputes are handled by MOHRE and the onshore labour courts.
Does Emiratisation apply to mainland employers but not free zones?
Emiratisation targets under Nafis/Nitaqat are enforced through MOHRE for mainland private-sector companies, with contributions payable for shortfalls against Emirati-hiring targets. Free zones such as DIFC, ADGM, DMCC and JAFZA are not subject to the same MOHRE-enforced quota in the same way.
Who issues a mainland employee's work permit?
MOHRE issues the mainland work permit and registers the labour contract, while the residence visa is processed through ICP/GDRFA. This differs from free zones, where the free-zone authority or registrar handles work permits.
Is the Wage Protection System mandatory on the mainland?
Yes. MOHRE mandates and monitors the Wage Protection System (WPS) for mainland employers, requiring salaries to be paid through approved channels so payments can be tracked.
How is end of service handled on the mainland versus DIFC?
The mainland uses the standard federal end-of-service gratuity under Federal Decree-Law 33/2021, whereas DIFC replaced gratuity with the mandatory DEWS funded savings scheme. ADGM keeps gratuity as the default with an optional savings scheme.