When you expand your business to the UAE, you are not just relocating trusted employees. You have to establish operations, lead local teams, and transfer specialized expertise. Employee relocation is not just about booking flights and arranging accommodation.
Employers must manage work permits, residence visas, employment contracts, payroll registration, mandatory health insurance, and UAE labor law compliance. Any mistake in these procedures can expose employers to compliance risks.
This guide explains the complete employee relocation process to the UAE for employers. You’ll also learn how an Employer of Record (EOR) can simplify international employee relocation.
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When you expand your business to the UAE, you are not just relocating trusted employees. You have to establish operations, lead local teams, and transfer specialized expertise. Employee relocation is not just about booking flights and arranging accommodation.
Employers must manage work permits, residence visas, employment contracts, payroll registration, mandatory health insurance, and UAE labor law compliance. Any mistake in these procedures can expose employers to compliance risks.
This guide explains the complete employee relocation process to the UAE for employers. You’ll also learn how an Employer of Record (EOR) can simplify international employee relocation.
Author
Co-author
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Leah Maglalang
Business Coordinator UAE
Employee relocation is the process of transferring an employee from one location to another for work purposes. In an international context, it involves moving an employee across borders and supporting them in a new country. For employers, relocation includes:
The UAE has become one of the world’s leading destinations for international business. Companies relocate employees to the UAE for several reasons:
Careful planning before initiating the relocation process helps employers avoid compliance issues. Consider the following before relocating an employee to the UAE:
Choose the Right Employment Model: Determine how you will hire the employee in the UAE. You can hire directly by registering your company or partner with an Employer of Record service.
Verify Employee Eligibility: Confirm that the employee meets the requirements for obtaining a UAE work permit and residence visa.
Define the Assignment: Clearly establish whether the relocation is permanent, temporary, or project-based.
Prepare the Relocation Budget: Develop a realistic budget that covers mandatory government fees as well as company-provided relocation benefits.
Gather Required Documentation: Prepare all necessary employee and employer documents before starting the immigration process.
Before you start the visa process, select how you want to hire. Do you want to use an Employer of Record service or register a local entity? If you use an EOR, you don’t need a legal entity, and the EOR will handle payroll, the visa process, monthly social security contributions, taxes (if not in a free zone), and full legal compliance. But if you register a legal entity, you need to handle it all yourself. This decision determines who appears as the legal employer on the labor contract.
Assuming you want to hire directly by registering the company, once you have registered the legal entity, you need to apply for the employee’s work permit through MOHRE or the relevant free zone system. The employer confirms an available work quota and submits details such as the job title, skill level, salary, and nationality.
After that, employers need to prepare the contract required by MOHRE or the free zone authority, and both the employee and employer sign it. That contract forms the basis for the work permit.
After work permit approval, the employer requests an entry permit. You need to upload core documents (passport, photo, signed offer or contract, trade license, establishment card) and pay immigration fees for the entry permit through ICP or the relevant free zone portal. The entry permit is typically issued electronically and is valid for a limited period (often 30–60 days). During this period, the employee must enter the UAE.
Once in the UAE (or after a status change), the employee must undergo mandatory medical screening. The examination usually includes a physical check, a chest X-ray, and blood tests for infectious diseases such as tuberculosis, HIV, and hepatitis. You receive the test reports within 1 to 3 working days.
After (or in parallel with) the medical examination, the employee attends an ICP service center to enroll biometrics, which are essential for the Emirates ID. During this process, fingerprints, facial images, and other identifiers are recorded and linked to the individual’s immigration file.
Once the medical examination and biometrics are complete, the residence visa is issued. ICP or the relevant authority finalizes the residence visa. It is tied to the work permit. With a valid residence visa, the employee can legally live and work in the UAE.
The Emirates ID is the national identity card issued by ICP. After biometrics and visa approval, the Emirates ID is printed and delivered to a designated post office or courier location. The employee can track the visa status through ICP or UAE Pass channels. Remember that you cannot obtain the Emirates ID on behalf of your employee, and you can only assist with the process.
Mainland employers typically register salary payments under the Wage Protection System (WPS). Under this system, salaries are transferred through approved banks. Employers also arrange mandatory health insurance (required in emirates such as Dubai and Abu Dhabi) and any contractual benefits such as a housing allowance, travel allowances, or relocation stipends.
In addition to legal compliance, employers should support the practical aspects of relocation. Common support includes temporary housing, assistance in finding long-term rentals, airport transfers, and guidance on areas suited to the employee’s budget and family situation.
Many employers or EORs also provide city orientation, schooling information for dependents, and help with opening bank accounts, obtaining a driving license, and accessing public services.
Employers issue final signed contracts, share internal policies (working hours, leave, remote-work rules), and add the employee to HRIS, timekeeping, and performance systems.
The main costs of relocating an employee include government fees, travel expenses, and relocation setup costs. For most employers, the core visa and compliance costs per employee typically range from AED 3,000 to AED 7,000.
Work permit and entry permit: Approx. AED 1,500–3,000.
Status change (if already in the UAE): Approx. AED 600–750.
Medical fitness test: Approx. AED 250–700.
Emirates ID (2-year): Approx. AED 370–570.
Residence visa stamping/issuance: Approx. AED 500–1,500.
Quick take: Mainland employers typically pay around AED 3,500–7,000 for a standard 2-year employment visa, and by law, the employer covers 100% of these costs.
Mandatory health insurance: Basic Coverage Approx. AED 600–1,500 per year, depending on coverage.
Payroll/WPS setup: Usually involves low direct fees but requires a bank account and internal administrative or provider costs.
Flights: AED 2,000–5,000 per person, depending on the country of origin.
Temporary accommodation (2–4 weeks): AED 7,500–13,500+.
Relocation allowance: Often AED 10,000–20,000+ per employee.
An Employer of Record makes employee relocation easier because it handles the legal and administrative responsibilities of employment. An EOR can help you by:
If you partner with an EOR like FMC Group, you can relocate employees faster, reduce compliance risks, and focus on growing your operations.
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