To work in the mainland UAE as an employee of an employer registered with MOHRE, you will be issued a MOHRE work permit; this is distinct from a residence visa, Emirates ID or signed offer letter. The type of work permit that you will be issued is determined by your current situation: whether you are employed elsewhere and relocating to the UAE for a new job, transferring to another employer while you’re currently resident in the UAE, sponsored by a family or Golden Visa, or working under other types of work permits. The distinction between the different types of work permits is based on federal employment law and associated regulations and policy (as of September 2026).
There is a significant delay between accepting an offer and being hired by your new employer; during this time, although you may have the right authorisation to live in the UAE, you may not yet have the right authorisation to commence work with the new employer. Please note that this article provides you with general information; it does not provide you with legal or immigration advice as it pertains to your particular situation. To gain a better understanding of the types of documents that people refer to as “work visas,” it is important to understand that there are two distinct types of documents.
Work permit, work visa, labour card: which document actually lets you work
When it comes to private sector employment in mainland UAE via the MOHRE, the most important document is a valid permit that is assigned specifically for the work being performed. Under federal law, work cannot commence without a MOHRE-issued work permit. A residency visa gives you permission to live in the UAE and a job offer shows a job you have accepted. A residency visa and job offer do not replace the need for a MOHRE work permit. An example confirming this was available in September 2026.
There is a high level of confusion regarding the terminology of “work visa”. This term encompasses the entire process of hiring a worker and granting a residence visa to reside in the UAE. Because of this ambiguity, the question of which type of approval has been issued remains; whether it is valid or not. You may also hear the term “labour card” used, but it is not always accurate to say “just because you have been given a labour card you are now legally working in the UAE”. You need to review what is on the current MOHRE electronic work permit and review the information contained in it. The MOHRE has a dedicated portal or website where you can search for MOHRE work permit information and print your electronic work permit. Residence permits will be issued separately by the Federal Authority for Identity, Citizenship, Customs and Ports and will only be done when you receive your electronic work permit. Both the MOHRE and the Federal Authority for Identity, Citizenship, Customs and Ports maintain independent records of your work permit. The MOHRE’s permit inquiry includes options for electronic work-permit information and printing an electronic permit. The Federal Authority for Identity, Citizenship, Customs and Port Security (ICP), meanwhile, describes residence issuance as a distinct service.
Therefore, a signed employment offer can be valid but does not guarantee that you have the legal right to work within the UAE. When looking at job opportunities on the mainland of UAE, you should ask yourself not only if you received a visa but also what type of MOHRE work permit was issued for the job.
Why MOHRE issues a different permit depending on how you are already in the country
The nature of the relationship that has been authorised under the permit is indicated in the category of authorization indicated by the permit. It does not simply mean that the person is employed by an employer. Although recruitment from outside the UAE, relocation between establishments registered with MOHRE, and employment as a Golden Residency holder, and independent freelance work were included in different permit categories, this was confirmed by the implementing regulation as of September 2026. In other words, a residence permit on its own does not provide an authorization.
To start with two key pieces of information: who holds the employer’s licence, and what is your current residence and work status? An employee from overseas does not transfer their existing MOHRE-approved job. If a person who is sponsored by their family wants to work for a mainland employer, they will fall into the category established by MOHRE for family-sponsored dependants. If a person takes an additional short-time job (owned by the same employer), they may need to use the part-time route rather than the main employment route. These mainland classifications were reviewed and verified to be aligned with the permit classifications published by MOHRE as of September 2026.
To answer the first question, it is not sufficient to only provide the employer’s location on a map; the location must also be verified. In one conversation regarding spousal visa applications, the person who was going to be hired thought that a Jumeirah Lakes Towers was located on the mainland when in fact it was located in a DMCC free zone. The example illustrates an error in classification of the employee rather than a bar to the poster’s eligibility for employment. This also determines which authorities’ processes need to be checked, and this distinction is covered in section 4.
The 13 MOHRE work permit types side by side: who each one covers, what it authorises, how long it runs
MOHRE’s published mainland permit categories are not the only routes for a person to live or work in the UAE, but MOHRE has a complete listing of the period a person may work or reside in the UAE within its categories. The following durations are the duration of residence/work permissions as outlined by the UAE government in their Categories Overview or in the MOHRE Service Information (in the article above). “Check Service Terms” mean that this published comparison does not provide a duration.
| MOHRE permit | Who and what it covers | Published duration |
|---|---|---|
| Recruit from outside the UAE | A MOHRE-registered establishment hires a worker from abroad | Two years |
| Transfer | A non-UAE worker moves between MOHRE-registered establishments | Two years |
| Family-sponsored resident | A mainland establishment employs a resident sponsored by family | Two years |
| Temporary work | A worker already in the UAE performs a time-limited task at another establishment | Six months |
| Mission work | A worker comes from abroad for a defined temporary job or project | Check service terms |
| Part-time work | Employment on fewer hours or days than full-time; work for more than one employer requires MOHRE permission | One year |
| Juvenile work | Employment of an eligible person aged 15 to under 18 | One year |
| Student training and employment | Eligible training or employment of a student already in the UAE | Three months |
| UAE/GCC national work | A mainland establishment employs a UAE or GCC national | Two years |
| Golden Visa holder work | A mainland establishment employs a Golden Residency holder in the UAE | Two years |
| National trainee work | A mainland establishment trains a UAE national | Twelve months; renewable by agreement |
| Freelance work | Independent services without employment by the client | Check service terms |
| Private teacher work | Eligible private tutoring, rather than a general company job | Two years |
The thirteen categories of permits provided by the UAE government are published in the government’s full list of permit types and from MOHRE’s most recent service information, the two (2) listed permits (the six (6) month temporary permit and one (1) year part-time permit) allow for a temporary residence/work status for six (6) months. The Private Teacher entry is an area which could easily be misinterpreted, this category applies to private lessons by an individual rather than authorizing an individual to apply for employment as a teacher with a specific employer (teacher). The duration of the residence/work authorization for each category does not provide the duration of the individual’s long-term residence authorization. The duration given by MOHRE in this table does not provide a duration period of how long an application will take to get approval.
Matching the offer to a permit: outside hire, transfer, family visa, Golden visa, mission, part-time, freelance
When comparing visa labels for MOHRE employers on mainland, you should first verify that the work arrangement is consistent with the visa classification. As verified in September 2026:
- Coming from abroad for an ongoing job? The employer’s relevant route is recruitment from outside the UAE. MOHRE’s overseas service is an employer application; an offer on its own is not an issued permit.
- Moving from one MOHRE employer to another? Examine the transfer route and the status of the existing permit. MOHRE’s transfer service says a candidate must not hold an active work permit when the new application is made. Your residence and permit records should not be assumed to change at the same time.
- Remaining on family sponsorship? MOHRE has a service for employers hiring family-sponsored dependants who hold valid family residence permission. The current service describes that route without requiring the employer to become the worker’s residence sponsor merely because it employs them.
- Holding a Golden Visa? Mainland employment has its own MOHRE permit category for Golden Residency holders. Self-sponsored residence is not a substitute for the employer’s work authorisation.
- Arriving for a defined project? The mission category concerns recruitment from abroad for temporary work or a fixed project. Temporary work, by contrast, addresses a time-limited assignment for a worker already in the UAE; the labels are not interchangeable.
- Taking an additional shorter-hours job? MOHRE’s part-time category concerns a part-time contract and permits work for more than one employer after ministry approval. Do not infer from the word “part-time” that any existing permit automatically covers the second employer.
- Selling services independently? The freelance category describes work without an employment relationship with the client. It does not, by itself, classify a job performed as that company’s employee as freelance work.
The matches provided give a classification of types of employment, not an employee’s eligibility based upon their classification. For example, the thirteen categories included in the list do not create a separate classification or definition of “Green Visa” for mainland workers similar to the Golden Visa for mainland workers, nor does the absence of a definitive “Green Visa” classification mean that all employees holding a Green Visa are not eligible for a given employment category. To consider an individual being hired for a job being performed in mainland under this employment status, it is the responsibility of both the employer and the employee to determine what the appropriate current MOHRE service position classification is that applies to their particular situation rather than relying on the name of the residence visa to establish the applicable classification for that individual.
The conditions every permit must clear: age, occupation-to-activity match, licence status, WPS
In addition to being suitable for the job role in question, there are also other eligibility requirements for federal private sector permits under MOHRE. For example, Article 7 of the implementing regulation (as checked by MOHRE in September 2026) states that applicants generally need to be at least 18 years old with exceptions for juveniles and students. Applicants must also apply under the licensed activity of the establishment and have a valid license (with no disqualifying suspension), while the application must come from the authorised signatory of the establishment. Additional professional authorisation may also apply if required for the occupation.
The employer’s record also plays a large role. Under Article 7 of the implementing regulation, MOHRE has the authority to refuse or cancel the issuance of permits or renewals based on specific circumstances (such as false document submission, establishing an invalid, inactive, or fictitious establishment, or failing to comply with the approved Wages Protection System or other approved systems). A candidate can only rely on showing a promise of salary for testing Wages Protection System compliance, and it is the establishment’s past compliance record that is of concern. The conditions listed under mainland MOHRE as verified by September 2026 were not listed to suggest any particular reason for the refusal based only on an application file or record.
This distinction may help when an employer states that an otherwise qualified candidate is “waiting for approval.” The candidate’s age and qualifications form just part of the application file; additional determination of whether MOHRE can issue a permit may rely on clarifying the job, licence, and status of the establishment. A delay only indicates that some outstanding condition may exist and does not help narrow down to which specific condition remains outstanding.
What the employer files, what it costs, and what you can check on your own permit
For an overseas mainland hire from MOHRE, the service includes an employer submitted application, a Ministry review, rectifying any missing items, and making payment once approved, which includes a copy of the signed job offer. The published Federal charges for this service, confirmed as of September 2026, are an application fee of AED 50 and a two-year issuance fee of AED 250, AED 1,200, or AED 3,450; these amounts do not include VAT and other collection costs. These charges do not indicate an overall estimate of the entire immigration/relocation process nor do they provide prices for all permits listed in the table.
The payment responsibility, as opposed to the fee charged for services provided, is a separate topic. The Federal Private Sector Employment Act (MOHRE) prohibits an employer (the business) from charging a worker (the employee) any fees or costs for recruiting or employing that person (i.e., either through payments made directly or indirectly). This is provided for in Article 6(4) of the Employment Laws and was confirmed as of September 2026. Additionally, the fact that the employer has incurred costs associated with the candidate’s obtaining a work permit should not be viewed as something that is automatically accepted as being a normal business practice, simply because the employer has proof that they paid for a fee associated with their work permit.
The most beneficial way for workers to check is by using documentation. When trying to find work in the mainland MOHRE area, request an application or entry reference number from your future employer so you may verify it via the MOHRE electronic inquiry (this was last completed September 14, 2026). The electronic inquiry will give the status of your job application, including what is needed for initial approval as well as the electronic work permit details. It is important to interpret the terms of applicant status as distinct. The applicant status is not synonymous with the three terms of “submitted”, “initial approval”, or “permit issued.” If there are any discrepancies between what was provided to you and what was in the job application, it should be clarified what was actually issued by the MOHRE and not simply whether or not someone has stated it was coming.
What “unlawful to work” means when the residence visa is valid but the permit is wrong or missing
The criteria for the employment of persons on the mainland governed by federal labour law is whether or not the work to be completed has the necessary MOHRE authorization, as set out in Article 6, which prohibits the commencement of work unless a work permit has been obtained. Having a valid family or Golden residence visa is not sufficient authorization for a mainland company to employ an individual; similarly, having been offered a position, or having applied for a work permit, does not mean that the work permit has actually been granted. This confirmation was obtained in September 2026.
The risk of working without a proper work permit is not only theoretical. The MOHRE’s announcement outlining federal law amendments indicates that an employer who employs individuals without obtaining a proper permit will be subject to a penalty of between AED 100,000 and AED 1 million pursuant to those provisions; this information was confirmed in September 2026. Furthermore, the implications of working without a permit do not automatically mean that all employees who have worked without a permit will incur that penalty, nor do they automatically disqualify them from receiving a claim for any payment owed for work already performed.
The person who has submitted the report describes resigning from the approved job offer from the Ministry of Human Resources and Emigration (MOHRE) and later being denied a residence visa. The report does not show that this one instance was the reason for additional rejections of a similar nature. This report highlights the fact that receiving approval from the MOHRE for a job offer does not guarantee that an individual will receive approval for a residence permit. Likewise, if an individual has worked without authorization, the claims on this forum that such individuals have no rights or will undoubtedly prevail in a complaint about this matter are unfounded. The MOHRE’s service to assist private sector employers with their complaint process has specific requirements for using this service. Specifically, a complaint will only be considered if the individual has registered in the database maintained by the MOHRE. The information in this report was current as of September 2026. (candidate’s account)
When the permit is not MOHRE’s to issue: free-zone employers, DIFC and ADGM, government and domestic work
You must determine who your employer is since merely having a company address in Dubai does not mean that the entity has an active license in the UAE mainland market. In line with the free zone guidance issued by the UAE government in September 2026, the free zone authorities are responsible for issuing work and residence permits for employees; therefore, the distinction between regular free zones (where all federal labour laws would apply) and financial free zones (where each of the financial free zones has its respective employment law framework) must be recognised.
For example, DMCC (Dubai Multi Commodity Centre), has employee guidance on how to apply as a member-company via DMCC’s portal, along with a review process by DMCC, and then immigration. The employee guidance provided by DMCC is different from the guidelines for the mainland application with the Ministry of Human Resource and Emiratisation (MOHRE). Furthermore, with the financial free zones, there is an even greater distinction that includes the DIFC Employment Law Register, which has its employment laws and amendments, and the Abu Dhabi Global Market (ADGM) Employment Office, which provides its Employment Regulations 2024 and requirements for work permits. These respective authorities and jurisdictions have also been confirmed as of September 2026, and the rules of either zone cannot be assumed based upon the permit table provided by the MOHRE.
In addition, all individuals employed in the public sector as government employees and all domestic workers fall outside the scope of the comparison of permits outlined above. In Article Three of the Federal Employment Law, government employees and domestic workers are exempted from the provisions of the Federal Employment Law. However, it should not be assumed that no authorisation is required for government employees and domestic workers; therefore, you should find out the correct government authority and applicable legal framework for the employment of these individuals before applying any permit rules outlined in this guide.
The Step That Changes the Outcome
When determining if a mainland offer is valid, it is important to consider the specific MOHRE permit that has been provided by the registered employer for employment, as opposed to an offer or residence visa that make it seem likely to be valid. Once you confirm that the employer has been issued a licence by the relevant licensing authority, you must ensure that the MOHRE database shows an issued permit, not just an application status showing that the application process is still ongoing; both routes were verified in September 2026. By checking the database, any discrepancy can be identified prior to a proposed start date, at which point you may still contact the employer to inquire what permit will be used for the work-related visa.
Frequently Asked Questions
Do I have to cancel my family residence visa to take a mainland job?
MOHRE offers a family sponsored dependant service as a part of mainland employment and an employer may apply for a work permit (with a valid family residence permit) in connection with this service. The employer needs to confirm if this service covers the employee’s exact file.
Does an ADGM employer need a work permit if I already have a Golden Visa?
Yes, if the employee is governed by ADGM laws, the employer must obtain an ADGM employee work permit or at least apply for an ADGM employee work permit before that employee starts work. The guidance published by ADGM confirms that Golden Visa holders are also included in the application of obtaining a work permit that is obtained prior to starting work; confirmed and verified in September 2026.
Is a MOHRE permit approval also approval of my UAE residence application?
No, there are two different Authorisation processes: the work permit will not provide an authorisation based on the resident application and one process will not give you an authorisation for the other. Each authority maintains its own records on your file; that record was verified in September 2026.
