The UAE Ministry of Human Resources and Emiratisation (MoHRE) has issued a firm compliance reminder to private sector employers: no individual may legally work in the UAE without a valid work permit issued through official channels. The announcement reinforces the country’s labour law framework and signals continued strict enforcement against illegal or improperly structured employment arrangements.
The move underscores the UAE’s broader objective of strengthening labour market governance, preventing worker exploitation, and ensuring transparency in employer employee relationships.
Legal Position Under UAE Labour Law
Under Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relations and its implementing regulations, obtaining an approved work permit is a mandatory legal prerequisite before any employee can begin work.
Employers are prohibited from:
- Allowing a person to work without an officially issued work permit
- Using incorrect visa categories as a substitute for employment authorisation
- Engaging individuals informally or outside MoHRE’s approved procedures
Importantly, residency status alone does not grant the right to work. Individuals on visit visas, dependent visas, family sponsorships, or long-term residency schemes must still obtain the appropriate employment permit before undertaking any work activity.
The UAE’s 12 Recognised Work Permit Types
MoHRE clarified that employment authorisation in the UAE is not a one-size-fits-all system. Instead, there are 12 legally recognised work permit categories, each designed for different employment structures. These include permits for:
- Recruiting workers from abroad
- Transferring employment between employers
- Residents sponsored by family members
- Temporary or short-term employment
- Mission-based or project-specific work
- Part-time work arrangements
- Juvenile workers (aged 15–18) under special protections
- Students and trainees gaining work experience
- UAE nationals and GCC citizens in certain arrangements
- Golden Residency holders
- Citizen trainee employment
- Licensed private tutoring
This framework allows labour flexibility while ensuring all employment relationships remain regulated and legally documented.
Consequences of Non-Compliance for Employers
Failure to obtain the correct work permit is not treated as a minor administrative lapse. It is a serious labour law violation that may expose employers to:
- Significant financial penalties
- Suspension or restriction of labour file services
- Increased inspection and compliance scrutiny
- Potential impact on business licensing and regulatory standing
Beyond regulatory penalties, companies also risk reputational harm and contractual uncertainty if workers are engaged outside the legal framework.
Worker Protections Are Also at Stake
Engaging a worker without a valid permit does not only affect the employer. It may also deprive the worker of key legal protections, including:
- Registration under the Wage Protection System
- Enforceable employment contracts
- Regulated working hours and leave entitlements
- Access to formal labour dispute mechanisms
This reinforces the principle that lawful employment documentation protects both parties.
A Clear Compliance Message to the Market
This reminder from MoHRE reflects the UAE’s continued push toward a highly regulated, digitally monitored labour environment. Employers are expected to conduct thorough due diligence, ensure job offers and contracts are properly registered, and confirm that the correct permit category matches the nature of the work being performed.
The message is clear:
“No permit, no legal employment.”
For businesses operating in the UAE, work permit compliance is not just a procedural step it is a core legal obligation forming the foundation of lawful workforce management.
