1. Receive a job offer
The first step is to receive a job offer letter from a UAE-based company.
The letter of offer contains important details about the job and an appendix that summarizes the most important aspects of UAE labor law. Both parties – the employer and the employee – must sign these documents. If you have received an offer letter from a UAE-based company, here’s how you can verify that it’s genuine.
According to the labor reform regulations effective in 2016, an offer letter made to a foreign worker becomes legally binding after it is signed by both parties.
Thus, once it is signed, the employer is not authorized to modify or replace the provisions of the letter of offer unless these modifications have the consent of the employer and the employee, are within the scope of the law and do not compromise the rights of the employer. employee.
The employer must ensure that the employee has read the letter of offer and understands it. If it is proven that a worker did not go through the annexes before signing the employment contract, the employer will be fined Dh20,000 for submitting incorrect data to the Ministry of Human Resources and Employment. ‘Emiratization (MOHRE).
If the employee is in the UAE at the time of signing the letter of offer, the company can begin the work permit application process by seeking preliminary approval from MOHRE for employment.
The ministry has also stressed in the past that employers must disclose the terms of the letter of offer to MOHRE. A copy of the offer letter is stored in the MOHRE database and employees are issued work permits based on these offer letters.
2. Signature of the contract
The next step to take is the signing of the employment contract.
The employment contract must be based on the letter of offer signed by both parties and must be submitted to MOHRE within 14 days of the employee either
1. Arrive in the UAE on the basis of employment Entry permit.
2. Either from the date of Status change. A person’s visa status changes when their previous visa is canceled or transferred to a new visa. This is usually done through a special process called a “change of status”, which does not require the individual to leave the country to change to a new visa.
Language of the employment contract
In January 2016, MOHRE approved a resolution to add a third language to the job posting, employment contract and schedule, in addition to Arabic and English. The third language can be chosen by an employee, who may wish to read the contract details in their own native language. It can be one of the following languages:
This applies to workers coming from outside and those residing in the UAE who are looking for a new job or moving from one company to another.
3. Obtain a work permit
The last step in the hiring process is to obtain the work permit – which is also commonly referred to as the work card. This employment process is closely linked to the immigration procedure for obtaining a work visa.
So, in this step, you would be dealing with two authorities – the MOHRE, which handles employment regulations in the private sector, and the General Directorate of Residency and Foreign Affairs (GDRFA) of the emirate where a person is employed. The GDRFA of an emirate manages all immigration and visa related processes within the emirate.
The process begins with the issuance of a work permit by the MOHRE. If you were hired from outside the country, you can enter the UAE based on this work permit. If you were hired from the United Arab Emirates, the company can start applying for your visa once the work permit has been issued.
Then the sponsoring company needs to complete the formalities of the medical tests, obtain a UAE resident ID card (Emirates ID card), work card and stamp the work residence permit on their passport in the 60 days.
However, this only applies to jobs where the company will be your visa sponsor. If you take advantage of some of the new visa options that have been announced in the UAE – such as the Golden Visa or the Green Visa – you would be sure ‘self-sponsorship’ and would need to cover the costs of visa application procedures out of pocket.
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