Key takeaways
- Nobody may work in the UAE private sector without a MOHRE work permit, and no employer may hire without one (Decree-Law Art. 6).
- Employers may not charge workers recruitment fees, directly or indirectly (Art. 6(4)).
- The Regulation lists 12 types of work permit, including transfer, part-time, temporary, mission, juvenile, student, Golden Residency holder and freelance permits (Regulation Art. 6).
- Five ways of working are recognised: full-time, part-time, temporary and flexible work in the law, plus remote work and job-sharing in the Regulation (Art. 7; Regulation Art. 5).
- Teenagers aged 15 to 18 can work, with strict limits: guardian consent, a fitness certificate, a maximum of 6 hours a day, no work between 7 pm and 7 am, and no overtime (Art. 5).
- Recruitment agencies need a MOHRE licence and a bank guarantee of at least AED 300,000, or AED 1 million for outsourcing agencies (Regulation Art. 9).
This chapter covers the rules that apply before anyone starts work: who may work, which permit they need, which ways of working are allowed, and who may recruit. We go through each article in order: a short quote from the official text, then what it means in simple words.
This page explains what the law says. For permit fees, documents and how to apply, see: UAE work permit types · MOHRE work permit service · Freelance permit and visa.
Work permits and recruitment
No work without a permit, and no recruitment fees for workers
Federal Decree-Law 33/2021
“The Employer is prohibited from charging the Worker the fees and costs of recruitment and employment or collecting them from him, whether directly or indirectly.”Federal Decree-Law No. 33 of 2021, Article 6(4)
In plain English
- Nobody may work in the UAE, and no employer may recruit or employ anyone, without a work permit from MOHRE.
- Recruiting or acting as a middleman for jobs needs a MOHRE licence.
- The employer pays the costs of recruiting and employing a worker. Taking that money from the worker, even indirectly, is banned.
- The Minister can ban recruitment for certain jobs.
Example
A company tells Ravi he must “contribute” AED 3,000 towards his visa and permit, deducted from his first salary. That is an indirect recruitment fee, and Article 6(4) bans it.
If an employer or agent asks you to pay for your own work permit or visa, that is a red flag. Employers: budget the full cost yourselves. Our hiring cost calculator shows the typical lines.
The 12 types of work permit
Cabinet Resolution 1/2022
“Freelance Work Permit: This permit is granted to individuals who wish to independently practice freelance work (with self-sponsorship for expat individuals)”Cabinet Resolution No. 1 of 2022, Article 6(1)(l)
In plain English
The Regulation lists twelve permit types. The Minister can create more.
| Permit | Who it is for |
|---|---|
| Recruitment from outside the UAE | Bringing a new worker from abroad |
| Transfer | A foreign worker moving from one MOHRE-registered company to another |
| Sponsored by parents | People on their parents’ residence who take a job |
| Temporary | A job that needs a limited period to complete |
| Mission | A worker brought from abroad for a temporary job or a fixed project |
| Part-time | Fewer hours or days than full-time; can work for more than one employer with MOHRE’s permission |
| Juvenile | Workers aged 15 to under 18 |
| Training and student employment | Students in the UAE, from 15 years old |
| National / GCC citizen | UAE nationals and GCC citizens |
| Golden Residency holder | A Golden Visa holder already in the UAE |
| National trainee | Training a UAE national in line with their qualification |
| Freelance | Self-employed individuals working for clients without being their employee |
Example
Maya lives on her father’s residence visa and gets a job offer. Her employer applies for the “sponsored by parents” permit, so she can work without changing her residence sponsor.
Choosing the wrong permit type is a common reason applications stall. Our guide to work permit types sets out fees and documents for each.
Conditions for issuing, renewing and cancelling a permit
Cabinet Resolution 1/2022
“The establishment’s confirmation that it paid the worker all its dues.”Cabinet Resolution No. 1 of 2022, Article 7(3)(d)
In plain English
To issue a permit: the worker must be at least 18 (except juvenile and student permits), hold any professional licence the job needs, and do a job that matches the company’s activity. The company’s licence must be valid with no suspension, and the company’s authorised signatory must apply.
To renew: apply through MOHRE’s channels, still meet the conditions, provide the documents, and pay the fee for the permit type and company category.
To cancel: apply, provide the data, pay any late-renewal fines, and the company must confirm it has paid the worker all their dues.
MOHRE can refuse to issue, renew or cancel a permit if documents are false, the company is fictitious or not active, or the company does not comply with the Wage Protection System (WPS).
Example
A company that has not paid salaries through WPS for months tries to hire a new accountant. MOHRE can refuse the new permit under Article 7(4)(c) until the WPS problem is fixed.
Employers: WPS compliance affects every permit you apply for. See our guide to how WPS works. Workers: before cancellation the company must confirm your dues are paid, so check your final settlement carefully before you sign.
Freelance work
Cabinet Resolution 1/2022
“provided that the natural person is not considered, under any circumstances, a worker of these individuals or establishments.”Cabinet Resolution No. 1 of 2022, Article 8(1)
In plain English
Freelancing is independent, flexible work: you earn directly by providing a service, for a set period or a set task, to individuals or companies. Your clients are not your employer, and you are not their worker. The Cabinet sets the rules for registering freelancers and for their permits.
Example
A graphic designer on a freelance permit designs logos for three companies. None of them is her employer, so none owes her gratuity or annual leave. She sets her own fees.
Freelancing gives flexibility but not employee rights. If one “client” controls your hours and duties like an employer, you may actually be an employee. Our freelance permit page covers the application.
Recruitment and outsourcing agencies
Cabinet Resolution 1/2022
“not less than (300) Three Hundred Thousand Dirhams in case the license is for an intermediation agency, and not less than One Million Dirhams in case the license is for a temporary employment and outsourcing agency”Cabinet Resolution No. 1 of 2022, Article 9(2)(b)
In plain English
There are two kinds of agency. Intermediation agencies match workers and employers without becoming party to the job. Temporary employment and outsourcing agencies employ the worker themselves and supply them to a client (the “beneficiary”).
- To get a licence, the owners must have no conviction for crimes of honour and trust, human trafficking or crimes under the labour law (unless rehabilitated). The agency must also lodge a bank guarantee of at least AED 300,000 (intermediation) or AED 1 million (outsourcing, or both activities) and submit a credit report.
- The licence is renewed every year.
- Outsourcing agencies may not supply workers to a client that MOHRE has suspended, may not pass workers to another agency, and must report any breach of workers’ rights by the client.
- MOHRE can suspend or cancel an agency licence for false documents, forced labour or trafficking, or failing to pay wages.
Example
An agency supplies cleaners to a mall. The cleaners’ employer is the agency, not the mall. If the agency stops paying them, MOHRE can draw on the agency’s bank guarantee to cover the amounts owed.
Before using a recruitment agency, ask for its MOHRE licence. Workers supplied by an agency should know their employer is the agency and raise wage problems against the agency.
Types of work and work models
Full-time, part-time, temporary and flexible work
Federal Decree-Law 33/2021
“Part-time, which is working for one or multiple employers for a specified number of working hours or days.”Federal Decree-Law No. 33 of 2021, Article 7(1)(b)
In plain English
- Full-time: one employer, full daily hours on working days.
- Part-time: one or more employers, for a set number of hours or days.
- Temporary: work for a set period, or a specific job that ends when it is done.
- Flexible: hours or days change with the volume of work and the employer’s needs.
The Regulation can add more types and sets the rules and obligations for each.
Example
A retail company hires extra staff for the six weeks of a sale on temporary contracts. The contracts end when the period ends.
The type of work affects your rights, for example annual leave for part-time workers is based on hours actually worked. Make sure your contract states the type correctly. See MOHRE contract types.
Remote work and job-sharing
Cabinet Resolution 1/2022
“Remote work: the work is performed wholly or partially outside the workplace and the connection between the worker and the employer shall be electronic”Cabinet Resolution No. 1 of 2022, Article 5(1)(a)
In plain English
The Regulation adds two models to the four in the law:
- Remote work: working fully or partly away from the workplace, connected electronically. It can be part-time or full-time.
- Shared work (job-sharing): two or more workers split one job and its pay in proportion. They are treated under the part-time rules.
MOHRE can create further models, and both sides follow the contract written for the chosen model.
Example
Two part-time accountants share one finance role, each working three days a week. Each is paid in proportion to their share of the job.
Remote work is a recognised model, not just a favour. If you work remotely, your contract should say so. Article 17(6) of the Decree-Law also lets an employer set specific hours for remote work.
Young workers
Employing 15 to 18-year-olds
Federal Decree-Law 33/2021
“It is prohibited to employ any person before he completes fifteen years of age.”Federal Decree-Law No. 33 of 2021, Article 5(1)
In plain English
Nobody under 15 may be employed. A juvenile (15 to 18) may work only if:
- a parent or guardian gives written consent;
- a Medical Authority issues a fitness certificate for the job;
- they work no more than 6 hours a day, with at least one hour of breaks, and never more than 4 hours in a row;
- they do not work between 7 pm and 7 am;
- the job is not dangerous, arduous or harmful to health, safety or morals;
- they do no overtime and no work on rest days or public holidays.
Example
A café wants a 16-year-old for the summer. A 9 am to 3 pm shift with an hour’s break, and a written parent consent and fitness certificate on file, can work. A shift ending at 10 pm cannot.
Employing a juvenile in breach of these rules carries a fine of AED 100,000 to 1,000,000 under Article 60 of the Decree-Law, and the guardian who agrees to it can be fined too.
The employer’s duties when hiring a juvenile
Cabinet Resolution 1/2022
“Keeping a special record for juveniles, which shows the juvenile’s name, age, guardian’s the full name and contact details”Cabinet Resolution No. 1 of 2022, Article 4(3)(a)
In plain English
Juveniles may not do hazardous jobs, or any job that could endanger their health or safety by its nature or conditions. The Minister lists those jobs. An employer who hires a juvenile must:
- keep a special record with the juvenile’s name, age, guardian’s details, address, start date and job;
- insure the juvenile like any other worker;
- train them in safety and occupational health;
- display the required notice at the workplace.
Registered charitable, educational and training institutions whose main purpose is training or rehabilitating young people can be exempt from some of these rules.
Example
A vocational training centre registered for that purpose can run a supervised workshop programme for 16-year-olds under the exemption in Article 4(4).
Parents: ask the employer for the juvenile work permit and confirm your child’s hours and job are within Article 5. Employers: keep the juvenile record up to date, because inspectors check it.
Quick reference: the numbers in this chapter
| Rule | Figure | Where |
|---|---|---|
| Minimum age to work | 15 (18 for a standard work permit) | Decree-Law Art. 5; Regulation Art. 7 |
| Juvenile daily hours | Max 6 hours, max 4 in a row, 1 hour of breaks | Decree-Law Art. 5(2)(c) |
| Juvenile night work ban | 7 pm to 7 am | Decree-Law Art. 5(2)(d) |
| Recruitment fees charged to worker | Banned | Decree-Law Art. 6(4) |
| Types of work permit | 12 | Regulation Art. 6 |
| Agency bank guarantee | AED 300,000 (intermediation) / AED 1,000,000 (outsourcing) | Regulation Art. 9(2)(b) |
| Fine for employing a juvenile illegally | AED 100,000 to 1,000,000 | Decree-Law Art. 60 |
Work permits, recruitment and work types: frequently asked questions
Can I work in the UAE without a MOHRE work permit?
No. Article 6 of Federal Decree-Law No. 33 of 2021 says nobody may work, and no employer may recruit or employ a worker, without a work permit from MOHRE. Employing a worker without a permit carries a fine of AED 100,000 to 1,000,000 under Article 60.
Can an employer make me pay for my UAE work visa or permit?
No. Article 6(4) prohibits employers from charging workers recruitment and employment fees or costs, directly or indirectly, including through salary deductions.
How many types of work permit are there in the UAE?
Article 6 of Cabinet Resolution No. 1 of 2022 lists twelve, including recruitment from abroad, transfer, part-time, temporary, mission, juvenile, student, Golden Residency holder and freelance permits. The Minister can add new types.
At what age can someone work in the UAE?
From 15, as a juvenile, with written guardian consent, a fitness certificate, a maximum of 6 hours a day, no work between 7 pm and 7 am and no overtime (Decree-Law Article 5). A standard work permit requires the worker to be at least 18 (Regulation Article 7).
Is remote work legal under UAE labour law?
Yes. Article 5 of Cabinet Resolution No. 1 of 2022 recognises remote work, fully or partly outside the workplace, alongside full-time, part-time, temporary, flexible and shared work.
Can MOHRE refuse to cancel a work permit?
Yes. Under Regulation Article 7, cancellation requires the company to confirm it has paid the worker all dues and to settle any late fines. MOHRE can also refuse if documents are false, the company is fictitious, or it does not comply with WPS.
Please note. Quotes are from the official English translation on the UAE Legislation portal, checked on 1 October 2026; the Arabic text in the Official Gazette prevails. Examples use invented names and are illustrative. This page is general information, not legal advice; MOHRE’s decision on your own file is final.
