In this article, you’re going to learn how to hire staff in Dubai, step by step.
In fact, this is the exact process we use as a global EOR service provider, refined over 25 years of international experience.
This article not only guides you in easy steps but also gives an overview of the Dubai hiring market, legal requirements, alternative solutions for hassle-free hiring, and more.
Without further ado, let’s dive deep into…
Author
Co-author
In this article, you’re going to learn how to hire staff in Dubai, step by step.
In fact, this is the exact process we use as a global EOR service provider, refined over 25 years of international experience.
This article not only guides you in easy steps but also gives an overview of the Dubai hiring market, legal requirements, alternative solutions for hassle-free hiring, and more.
Without further ado, let’s dive deep into…
Author
Co-author
Get in Touch with Us
Leah Maglalang
Business Coordinator UAE
Dubai’s hiring landscape is unique for several reasons, and it requires employers to understand the workforce and local hiring dynamics.
Hiring in Dubai is not perfect for all companies. The hiring approach depends on the type of role, the candidate’s visa status, and the skills required.
Below, I break down the key aspects of the Dubai hiring market to help you navigate the process more effectively.
Dubai’s workforce is diverse and multinational. This market attracts talent from all over the world. Employees are interested in working here due to tax-free salaries, strong economic growth, and high living standards. This makes the market competitive for recruiters who need skilled candidates.
Hiring methods differ based on the role:
Senior or specialized roles: They are often filled through personal networks, referrals, or specialist recruiters. They usually don’t need to visit different job boards.
Blue-collar and junior roles (welders, cleaners, helpers) are usually sourced through online portals, social media, or industrial area walk-ins.
Real-world discussions reveal the following practical trends:
These insights are helpful for employers in targeting candidates strategically and optimizing their hiring process.
If you want to hire in Dubai (and more broadly across the UAE), you have to follow the regulations of the UAE Labor Law. These rules define the structure of employment contracts, obligations, working hours, compensation, and terminations.
This section walks you through the core legal requirements and how they apply to both Mainland and Free‑Zone setups.
Written contracts are mandatory. According to the law, every private sector must have a written employment contract.
The contract must include the employer’s and employee’s name/address, job title, start date, place of work, working hours, wages and benefits, leave entitlements, probation period, termination and notice period.
After completing one year of service, employees are entitled to thirty calendar days of annual leave. Please keep in mind, that these days are calendar days and not work days, as counted in most countries.
Overtime and extra hours must comply with the labor law.
In most cases, both Mainland and Free Zone employment operate under the federal law of labor. However, certain free zones may have additional rules that must be considered when hiring.
For Mainland companies, salary payment must go through the Wage Protection System (WPS). This ensures timely and traceable salary transfers.
Employers must respect statutory entitlements regardless of Mainland or Free Zone. These include leaves, overtime pay, gratuity, and documented contracts.
Here is a quick overview of obligations:
UAE labor laws are not difficult to understand.
The good news?
You can easily read the full guidelines on official sources like MOHRE (Ministry of Human Resources & Emiratization) and your respective Free Zone Authority portal when operating in a Free Zone.
Understanding these basics puts you in a strong position because now you’re ready to begin the actual hiring process.
Let’s move into Step #1.
Before you begin the hiring process, the first step is to confirm your eligibility to hire employees in Dubai. This depends on where your company is registered and any required permits.
Your hiring rules and costs differ based on your setup:
Understanding your setup helps you avoid compliance issues later.
Next, verify that your trade license activity allows you to hire for your intended role.
Once your company structure and license are confirmed, you’re ready for the next phase: creating a compliant job offer.
Hire Candidates With Independent Residency Status
Consider candidates who do not require immediate employer-sponsored residency, such as spouse visa holders, golden visa holders, or GCC nationals (subject to legal work authorization).
Once you’ve verified that your company is eligible to hire, the next step is to create a clear and compliant job offer. The job offer must match the employment contract that you will later submit to MOHRE or the related Free Zone Authority.
A strong job offer should clearly outline the key terms of employment:
The offer letter must follow UAE Labor Law standards. That means:
Once the candidate accepts the job offer, it’s time to initiate the work permit and visa process.
Use probation strategically (up to 6 months) to evaluate performance and commitment.
Benefit: Protects against employees leaving immediately after visa sponsorship.
Once a candidate accepts the job offer, you need to start the official hiring process. This involves applying for an employee’s work permit and residence visa. The steps can differ slightly for Mainland or free zones, but the overall process is similar.
Mainland (MOHRE): Submit the work permit request through MOHRE’s online portal or Tasheel center.
Free Zone: Apply through your respective Free Zone Authority (e.g., DMCC, IFZA, RAKEZ, SHAMS, etc.).
Once the work permit is approved, an Entry Permit is issued by Immigration.
A mandatory step for all UAE visas.
Options include:
The employee must pass the test to proceed.
Final step where the employee’s passport receives the Residence Visa stamp (or eVisa sticker for Emirates that uses digital stamping).
This legally allows them to live and work in the UAE under your sponsorship.
Prepare the following documents to avoid delays:
For foreign companies or new employers, EOR services handle payroll, compliance, and work permits.
Benefit: Simplifies hiring, reduces administrative burden, and ensures legal compliance.
It is important to understand the full cost of hiring before bringing an employee on board.
Expense varies based on the type of zone your company is in. Employee nationality and office setup also affect the total cost.
AED 3,500 – 8,000
Costs depend on:
Note: Some Free Zones offer tiered visa packages. “Standard” packages follow regular processing timelines, while “premium” packages may include fast-track processing, VIP medical tests, or additional administrative support. Inclusions and pricing vary by Free Zone.
AED 6,000 – 10,000+
Costs vary based on:
Make roles attractive with flexible work hours, hybrid options, training programs, Visa support and long-term residency pathways (where eligible).
Benefit: Boosts retention and appeal without increasing salary expenses.
If you want to hire the right talent, then you need to understand where most candidates are active.
Your sourcing strategy will vary depending on whether you are hiring senior professionals, junior staff, or blue-collar workers.
For most professional roles, the following platforms are the default go-to:
For entry-level or blue-collar positions, alternative channels work best:
Some employers still find value in direct walk-ins, especially for labor-intensive roles. Key locations include:
Candidates can be interviewed on the spot, speeding up the hiring process for high-turnover roles.
For specialized or hard-to-fill roles:
Always check passports, visa types, canceled or active employment visas, and certifications.
Benefit: Prevents fraud and ensures compliance with UAE labor laws.
After collecting applications, the next step is to filter and select the right candidates efficiently.
Test candidates with practical tasks or role-specific assessments instead of relying solely on resumes.
Benefit: Filters out irrelevant applications and identifies capable candidates.
A clear contract protects both the employer and employee. This ensures compliance with UAE law as well.
Be cautious of agencies or companies that complain about visa costs or try to cut corners.
Benefit: Red flag for potential onboarding problems and delays.
Proper onboarding sets employees up for success. It also helps them integrate smoothly into your organization.
Follow real-life insights from employers on Reddit, LinkedIn, and forums.
Benefit: Helps anticipate challenges like candidate drop-offs, unrealistic expectations, or industry-specific hiring issues.
Hiring staff in Dubai is not just about posting jobs and signing contracts.
With visa applications, compliance with UAE Labor Law, onboarding, and payroll, the process can become time-consuming.
This process is not only expensive but also risky, especially for foreign companies or small businesses.
This is where partnering with an Employer of Record (EOR) like FMC Group can completely simplify your hiring journey.
An EOR acts as the legal employer for your staff while you retain full control over their work.
By outsourcing administrative and compliance responsibilities, you can focus on growing your business, not paperwork. Here’s what an EOR can do for you:
Foreign companies, startups, and SMEs benefit most from an EOR.
Instead of worrying about visa cancellations, high upfront costs, or compliance pitfalls, partnering with FMC Group’s EOR service allows you to hire trusted, skilled staff in Dubai quickly, legally, and cost-effectively.
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