You can hire your first employee in the UAE once your trade licence is active, you have an establishment card with the Ministry of Human Resources and Emiratisation (MOHRE), and you apply for a work permit before the person starts work. The hire is only legal when the MOHRE contract is signed, the residence visa and Emirates ID are issued, and salary is paid through the Wage Protection System (WPS).
Quick facts
- Who handles it: Your company as employer, via MOHRE, Tasheel centres, or an Amer centre in Dubai
- Typical timeline: 5 to 15 working days from quota approval to entry permit, plus medical and Emirates ID time
- Typical cost: Government fees vary by company classification and permit type, typically around AED 3,000 to AED 7,000 per hire excluding insurance and visa deposits — check the MOHRE portal for the current fee
- Where it happens: Online via MOHRE and ICP, plus a medical fitness centre and an ICP service centre in Dubai
Step-by-step: hiring your first employee
- Confirm your licence and quota. Log in to MOHRE with UAE PASS and check that your establishment can hire. New companies usually need to apply for a work permit quota based on activity, office space and Emiratisation requirements. Do not promise a start date until quota is approved.
- Issue a proper job offer. Send a written offer stating job title, basic salary, allowances, working hours, leave and notice period. In the UAE the total split between basic and allowances matters because end-of-service gratuity is calculated on basic salary, so agree it clearly now.
- Apply for the initial work permit approval. Submit the employee’s passport copy, photo, and attested education certificate if the role requires it through MOHRE or a Tasheel centre. MOHRE issues an initial approval, then an entry permit if the person is outside the UAE.
- Complete entry and status change. If the hire is outside the UAE, they enter on the entry permit. If they are already inside the UAE on another visa, complete a status change. They must not start work until the permit stage allows it.
- Sign the MOHRE labour contract. Both sides sign the standard contract in the MOHRE system. Read it carefully — the salary, job title and contract type in this document are what MOHRE and the labour court will rely on later.
- Book the medical fitness test and Emirates ID biometrics. The employee attends a Dubai Health Authority (DHA) medical fitness centre for blood test and chest X-ray, then gives fingerprints for the Emirates ID through ICP. Results are usually shared electronically.
- Arrange mandatory health insurance. In Dubai, the employer must provide at least the Essential Benefits Plan for employees. Buy the policy before the residence visa is finalised and keep the certificate on file.
- Finalise the residence visa and labour card. Once medical is passed, ICP issues the residence permit and Emirates ID. MOHRE issues the labour card. Keep digital copies in the employee file.
- Register for WPS payroll before the first payday. Open or confirm your corporate bank account supports WPS, create a Salary Information File (SIF) each month, and pay on the agreed date. This is not optional for mainland companies.
Documents you will need
Keep a neat file from day one. You will typically need your trade licence, establishment card, tenancy contract or Ejari for the office, and the authorised signatory’s Emirates ID. From the employee, collect a passport valid for at least six months, a colour photo with white background, attested qualifications for skilled roles, and a previous visa cancellation paper if they worked in the UAE before. If anything is in another language, get a legal Arabic translation.
For Free Zone companies the authority is different. A Dubai free zone such as DMCC, DAFZA or Dubai Media City issues permits through its own portal instead of MOHRE, and WPS rules depend on the zone. The sequence — offer, permit, medical, insurance, residence — is similar, but always follow your free zone’s checklist rather than the mainland one.
Costs in AED and what drives them
Your total depends on three things: your company’s MOHRE classification, the employee’s skill level, and whether you use a typing centre. Higher classification companies that meet Emiratisation and compliance targets pay lower permit fees. Budget separately for the work permit fee, entry permit, status change if needed, medical test (typically around AED 300 to AED 700 depending on speed), Emirates ID fee based on visa duration, health insurance premium, and any refundable deposit MOHRE requires for certain categories. Because fees change, treat any figure from a PRO or blog as an estimate and confirm it in the MOHRE app on the day you apply.
Common mistakes to avoid
The most serious mistake is letting someone work on a visit visa while you “sort the paperwork.” That exposes both the company and the worker to fines and a possible ban. Other common problems are offering one salary verbally and putting a lower figure in the MOHRE contract, missing the WPS deadline in the first month because the bank file format was wrong, and forgetting health insurance — the visa cannot be completed smoothly without it. Also watch Emiratisation: mainland companies with 50 or more employees have targets for skilled roles, and even smaller firms should check current requirements before hiring.
FAQ
Can my first employee start work while the visa is in process?
No. Wait until the work permit approval stage expressly allows employment and the contract is registered. Starting early, even for training, can be treated as illegal employment.
Do I have to pay through WPS every month?
Yes, if you are a mainland employer registered with MOHRE. Create the salary file through your bank each month and pay by the due date in the contract. Late or partial WPS payments trigger alerts and can block new permits.
What if my hire is in a free zone company instead?
Apply through your free zone authority, not MOHRE, and follow its visa and payroll rules. Your employee will still need a medical test, Emirates ID and health insurance, but the portal and fees will differ.
