Relocating employees to the United Arab Emirates is no longer a fantastical scenario but a very real opportunity that can open up broader prospects, new markets and resources, and enhance the motivation and productivity of your team.
However, moving to another country is not just about changing addresses. It’s a complex legal and psychological process that always presents certain risks for the employer. These risks can be significantly reduced with thorough preparation and by considering the nuances we will discuss in this article.
Preparation Stage
The preparation for relocating employees to the UAE begins long before their actual move. At this stage, it is important to go through a series of key steps that will help reduce employee stress during relocation.
| Steps | Explanations |
|---|---|
| Defining the objectives of relocation | Do not neglect setting goals and determining the need to move employees to the UAE. Such goals could include:
|
| Selecting specific employees for relocation |
Not all team members are equally ready to move to another country and give up their established social connections for a long period. |
| Financial planning | Be prepared in advance for the costs associated with:
|
Legal Aspects of Relocation
UAE Labour Legislation
In recent years, UAE labour legislation has undergone significant changes aimed at expanding workers’ rights and improving working conditions in the country.
Currently, the main regulatory act governing employment relations in the UAE is Federal Decree-Law No. 33 of 2021. Its provisions apply to all employers and employees in the private sector. Thus, companies wishing to relocate their employees to the UAE must comply with the provisions of this law, which include:
- Having an employment contract
- Working day regime
- Payment of wages and benefits
- Holidays, and other labour guarantees and rights of workers.
For a more detailed review of UAE labour legislation, you can refer to one of our materials. In this article, we will focus on one of the most significant aspects of employee relocation, namely the application for work visas.
Work Visa Application
When relocating employees, the employer acts as their sponsor and is required to apply for their work visas. Thus, an employee’s visa depends on having an employment relationship with the employer. If this relationship ends, the visa is cancelled, but the employee can independently apply for a freelancer visa in the UAE.
In general, for employment in the UAE, you can apply for:
- a green visa,
- a golden visa, and
- a standard work visa.
However, only the standard work visa requires sponsorship from the employer. Typically, a standard work visa is issued for 2 years, after which the employer must apply for its renewal if necessary.
The process of applying for a standard work visa in the UAE varies depending on whether the employer company is established as a “local” (mainland) UAE company or as a company in a UAE free economic zone.
For local companies, the visa application process can be represented in the following steps:
| Visa Application Stage | Explanations |
|---|---|
| Obtaining visa quotas | Quotas are allocated by the Ministry of Human Resources and Emiratisation (MOHRE) provided the employer company meets the following conditions:
|
| Obtaining a work permit for each employee | Within the obtained quotas, the employer applies for work permits for each employee. These permits are also issued by MOHRE. For this, the employer, along with the application and its valid license, presents the following documents of the prospective employees:
|
| Obtaining an entry permit (Entry Permit) | An entry permit can be obtained through the UAE Federal Authority for Identity, Citizenship, Customs and Port Security (ICP) or – for Dubai – through the Dubai General Directorate of Residency and Foreigners Affairs (GDRFA Dubai). Essentially, an entry permit is an initial document that allows a foreign citizen to enter the UAE and stay in the country for a certain period. The validity of the entry permit is 60 days from the date of entry, after which its holder must apply for UAE residency. |
| Obtaining UAE resident status | The process of obtaining UAE resident status involves the employer submitting a number of documents on the employee to authorized centers, including:
|
As for economic free zones, the main differences from the above steps are as follows:
- The visa quota in free zones is set by the free zone management authority and depends on the size of the office if it is real; when choosing a virtual office, the quota varies depending on the selected registration package when establishing the company.
- The work permit and entry permit are issued through the respective free economic zone management authority.
Thus, completing the above stages ensures the legality of the stay and employment of employees in the UAE.
Competitive Salary
An important aspect of relocating a team to the UAE is ensuring the payment of a competitive salary. Although average salaries in the UAE are often higher than in some European and Asian countries, the significantly higher cost of living in the Emirates should also be considered.
Thus, despite relatively generous remuneration, an employee may experience a decrease in their standard of living, which, in turn, can negatively affect their efficiency and job satisfaction.
In this regard, it is important to carefully assess and adjust salary offers considering the real living expenses in the UAE. Additionally, the employer may consider offering a compensation package that includes, for example:
- Covering housing expenses
- Medical insurance
- Transportation costs
- Expenses for children’s education
Such measures will help mitigate potential financial difficulties and enhance the attractiveness of relocation for employees.
Employee Adaptation in the UAE
Successful adaptation of employees to life and work in the UAE is a key condition for their productive work activity and therefore requires special attention from the employer. In this process, it is important to consider the following aspects:
| Aspect of Adaptation | Description |
|---|---|
| Local culture and customs | It can be difficult for representatives of other cultures to understand the traditions and customs of the UAE. However, understanding them is the key to successful adaptation to life in the country. Significantly easing this process for employees can be achieved by organizing cross-cultural interaction training or providing informational materials about legislation, rules of conduct, and etiquette in the UAE. |
| Climatic conditions | The UAE is characterized by very hot weather with high humidity levels. In summer, temperatures can reach +40-45°C. This factor should also be taken into account and, if possible, plan the team’s relocation to the winter period to give employees time to acclimate to higher temperatures. |
| Moving family members | The support of loved ones cannot be overstated, so it is important to provide the employee with the opportunity to move to the UAE with their family. In this regard, it would be useful to inform about employment opportunities for the employee’s spouse and assist in enrolling children in nurseries or schools. |
| Other informational support | In the early stages of life in a new country, there are many practical questions related to organizing everyday life, the resolution of which requires time and resources. In this regard, it is advisable to prepare practical recommendations for employees, which may describe actions such as:
|
Conclusion
Relocating a team to the UAE is a complex process that requires thorough preparation and support at all stages. The correct approach to selecting candidates for relocation, considering their financial needs, assisting in resolving legal issues, and helping in settling everyday life and adapting to local culture can significantly reduce risks for the employer and contribute to the successful integration of employees into the new environment. Ultimately, high efficiency and satisfaction of employees will benefit the company.
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