The MOHRE (Ministry of Human Resources and Emiratisation) hiring process in the UAE involves work permit applications, contract registration, visa sponsorship, and WPS compliance. This guide covers every step from job offer to onboarding.

MOHRE (Ministry of Human Resources and Emiratisation) is the UAE federal authority that regulates employment relationships in the private sector. Every employer hiring foreign workers in mainland UAE must process their employment through MOHRE, which involves obtaining a work permit, registering the employment contract, sponsoring a residence visa, and paying salaries through the Wage Protection System (WPS). The entire process takes 2 to 4 weeks and costs approximately AED 5,000 to AED 8,000 per employee in government fees.

Step 1: Obtain MOHRE labor approval

Before hiring a foreign employee, the employer must apply for a labor approval (work permit) through MOHRE's Tasheel service center or the MOHRE mobile app. Requirements include: a valid UAE trade license, an approved establishment card, the employee's passport copy, educational certificates (attested if required for skilled roles), and a job offer letter specifying salary, role, and contract duration. Processing time is typically 2-3 business days. The work permit fee is AED 300 for skilled workers and AED 200 for semi-skilled workers, plus a bank guarantee of AED 3,000 per employee.

Step 2: Register the employment contract

Under UAE Federal Decree-Law No. 33/2021, all employment contracts must be registered with MOHRE. Since February 2022, only limited-term contracts are permitted (maximum 3 years, renewable). The contract must specify: job title, salary breakdown (basic salary, housing allowance, transport allowance), working hours, probation period (maximum 6 months), and notice period. Both employer and employee must sign the contract electronically through the MOHRE system. Rekroot generates MOHRE-compliant bilingual offer letters that align with these contract requirements.

Step 3: Residence visa and Emirates ID

After the work permit is approved, the employer sponsors the employee's residence visa through the General Directorate of Residency and Foreigners Affairs (GDRFA). The process includes: entry permit application (if the employee is outside the UAE), medical fitness test at an approved center, Emirates ID registration at a Federal Authority for Identity and Citizenship (ICP) center, and residence visa stamping. The residence visa is typically valid for 2 years and must be renewed before expiry. Total visa processing costs range from AED 3,000 to AED 5,000.

Step 4: WPS registration and salary payments

The Wage Protection System (WPS) is an electronic salary transfer system that ensures employees receive their wages on time. All UAE employers must register with WPS and pay salaries exclusively through approved banks or exchange houses. WPS monitors salary payments and flags employers who pay late or below the contracted amount. MOHRE sets minimum salary thresholds by employee category: AED 4,000 for skilled workers with a bachelor's degree, AED 3,000 for diploma holders, and AED 2,500 for semi-skilled workers. Rekroot's WPS compliance checker validates these thresholds when generating offer letters.

Step 5: Probation and onboarding

UAE labor law allows a maximum probation period of 6 months. During probation, either party may terminate the contract with 14 days' written notice. If the employee wishes to resign during probation and leave the UAE, they must provide 14 days' notice. If they intend to join another UAE employer, the new employer must compensate the original employer for recruitment costs unless the employee has completed 6 months. Employers must notify MOHRE of any probation termination within the prescribed timeframe.

Contract types and duration

As of 2022, all new employment contracts in the UAE must be limited-term (fixed-term), with a maximum duration of 3 years. Contracts are renewable by mutual agreement. There are specific rules for contract termination: during the contract term, the terminating party must provide notice (30 to 90 days as specified in the contract) and may owe compensation. At contract end, the employer must provide end-of-service gratuity: 21 days' basic salary per year for the first 5 years of service, and 30 days' per year thereafter, capped at 2 years' total salary.

Common employer mistakes in the MOHRE process

Mistakes that cause delays or penalties include: submitting incomplete documentation (missing attestation on educational certificates), not registering the employment contract before the employee starts work, paying salaries outside WPS (cash payments are not compliant), failing to cancel the visa of terminated employees within 30 days, and not updating employee records when roles or salaries change. Each violation can result in fines ranging from AED 5,000 to AED 50,000 per instance.

How Rekroot streamlines MOHRE compliance

Rekroot automates several steps in the MOHRE hiring process. The MOHRE-compliant offer letter generator produces bilingual Arabic-English PDFs with all required fields (salary breakdown, contract type, probation period, visa sponsorship terms). The WPS compliance checker validates that offered salaries meet MOHRE minimum thresholds by employee category. Visa type tracking monitors each candidate's visa status throughout the hiring pipeline. Combined with Emiratization analytics for quota tracking, Rekroot provides a complete compliance toolkit for UAE employers.

MOHRE Hiring Process in the UAE: Complete Employer Guide (2026)