MOHRE & Labor Card: Employee Registration Guide

The Ministry of Human Resources and Emiratisation (MOHRE) is the federal authority that regulates the private sector labour market in the UAE. Whether you are an employee starting a new job, an employer hiring staff, or a domestic worker seeking to understand your rights, MOHRE is the governing body that oversees your employment relationship. The labour card, officially known as the work permit, is the document that authorises an expatriate to work legally in the UAE. Understanding MOHRE's systems, the labour card process, and the protections available to workers is essential for anyone employed in the UAE's private sector. This guide covers the complete process from initial work permit application through to dispute resolution.

Understanding MOHRE's Role

MOHRE oversees all private-sector employment relationships in the UAE mainland. Free zone employees are governed by their respective free zone authorities, though MOHRE's labour law protections generally extend to free zone workers as well.

What MOHRE Regulates

MOHRE's jurisdiction covers work permit issuance and renewal, employment contract registration and enforcement, wage protection through the Wage Protection System (WPS), workplace safety standards, employee complaint resolution and dispute mediation, company establishment cards (labour quotas), Emiratisation targets (Nafis programme), and end-of-service benefits calculations. The ministry operates through physical offices (called Tasheel centres), the MOHRE website, and the MOHRE UAE app. All employment-related transactions, from initial work permit application to final gratuity calculation, flow through MOHRE's systems. Find Tasheel service centres on GoProfiled for in-person MOHRE services.

MOHRE vs Free Zone Authorities

If you work for a free zone company (DMCC, DIFC, JAFZA, DAFZA, Sharjah Media City, etc.), your work permit is issued by the free zone authority rather than MOHRE. However, the UAE Labour Law (Federal Decree-Law No. 33 of 2021) applies to all private sector employees regardless of whether they work in a free zone or on the mainland. The practical difference is administrative: where you submit documents and which entity issues your work permit. The substantive rights and protections are the same.

The Labor Card (Work Permit) Process

Types of Work Permits

MOHRE issues several types of work permits. The standard work permit is the most common, issued for employees hired by a UAE-registered company. A temporary work permit authorises employment for a specific project or period, usually six months, renewable once. A mission work permit allows employees of foreign companies to work temporarily in the UAE on a specific assignment. A juvenile work permit authorises employment for individuals aged 15 to 18 under restricted conditions. A part-time work permit allows employees to work for multiple employers, each for a limited number of hours. The type of work permit determines the visa duration, the fee structure, and the rights of the employee and employer.

Application Process for Employers

The work permit application is initiated by the employer through the MOHRE portal or through a PRO service or Tasheel centre. The employer must first hold a valid establishment card (company labour card) with an available labour quota. The application requires the employee's passport copy, educational certificates (attested), a passport-sized photograph, and the signed employment offer letter. The employer must also demonstrate that the position could not be filled by a UAE national (Emiratisation requirement) by posting the vacancy on the Nafis platform for at least two weeks before applying for a foreign worker's permit. The work permit fee ranges from AED 300 to AED 5,000 depending on the company's MOHRE classification.

MOHRE Company Classifications

MOHRE classifies companies into three categories that determine the fees they pay for work permits and other services. Category 1 companies meet Emiratisation targets, have no labour violations, and maintain compliant records. They pay the lowest work permit fees (AED 300 per permit) and receive priority processing. Category 2 companies partially meet requirements and pay moderate fees (AED 2,000 to AED 3,000 per permit). Category 3 companies have violations, unmet Emiratisation targets, or compliance issues, and pay the highest fees (AED 5,000 per permit) along with restrictions on new hiring. This classification system incentivises compliance and Emiratisation.

Work Permit Fees and Costs

The total cost of a work permit includes the MOHRE permit fee (AED 300 to AED 5,000 based on company category), the entry permit fee (AED 200 to AED 1,100), the medical fitness test (AED 270 to AED 320), the Emirates ID (AED 200 for two years or AED 300 for three years), the visa stamping fee (AED 500 to AED 1,000), and typing centre service fees (AED 100 to AED 300). The total ranges from AED 2,000 to AED 7,500 per employee. UAE law mandates that the employer bears all employment-related costs; it is illegal for employers to deduct work permit or visa fees from the employee's salary.

Employment Contracts

Contract Types Under the New Labour Law

The UAE Labour Law of 2021 introduced a unified contract framework. All employment contracts are now fixed-term (limited duration) for a maximum of three years, renewable. The previous distinction between "limited" and "unlimited" contracts has been eliminated. Every contract must specify the job title, salary, benefits, working hours, leave entitlements, notice period (30 to 90 days), and contract duration. MOHRE provides a standard contract template that must be used for all private sector employment. The contract is registered with MOHRE and both Arabic and English versions are maintained, with the Arabic version taking legal precedence in disputes.

Probation Period

The maximum probation period under UAE law is six months. During probation, either party can terminate the employment with 14 days written notice. If the employee resigns during probation and wishes to join another employer in the UAE, a 30-day work ban may apply unless the new employer is willing to pay the current employer's recruitment costs. If the employee leaves the UAE during probation, a one-year work ban may apply unless they re-enter on a new work permit. After probation ends, the full protections of the employment contract and labour law apply.

Salary and the Wage Protection System (WPS)

The Wage Protection System is MOHRE's electronic salary transfer system that requires all private sector employers to pay salaries through registered financial institutions. WPS ensures that employees receive their wages on time and provides MOHRE with data to identify companies that delay or withhold salaries. Employers must register with WPS and pay salaries through bank transfers, Wage Protection System agents, or approved exchange houses. Salary must be paid within the contractually agreed timeframe, and delays beyond 15 days trigger automatic alerts to MOHRE. Persistent salary delays result in penalties against the employer and can lead to the suspension of their ability to hire new workers.

Employee Rights and Protections

Working Hours and Overtime

Standard working hours in the UAE are 8 hours per day or 48 hours per week, reduced to 6 hours per day during Ramadan. Any work beyond standard hours is considered overtime and must be compensated at 125 percent of the normal hourly rate for daytime overtime and 150 percent for overtime between 10 PM and 4 AM. Employees cannot be required to work more than 2 hours of overtime per day. Friday was traditionally the weekly rest day, but the UAE shifted to a Saturday-Sunday weekend for the public sector in 2022. Private sector companies set their own weekend days, with most adopting Friday-Saturday or Saturday-Sunday. Employees are entitled to at least one rest day per week.

Leave Entitlements

Annual leave is 30 calendar days per year after one year of service and 2 days per month during the first year. Sick leave is 90 days per year after the probation period: the first 15 days at full pay, the next 30 days at half pay, and the remaining 45 days unpaid. Maternity leave is 60 days: 45 days at full pay and 15 days at half pay, with an additional 45 days unpaid if needed. Paternity leave is 5 working days within 6 months of the birth. Bereavement leave is 5 days for the death of a spouse and 3 days for the death of a parent, child, sibling, grandparent, or grandchild. These are minimum entitlements; many employers offer more generous packages.

End-of-Service Gratuity

Upon completion of one year of continuous service, employees are entitled to an end-of-service gratuity calculated as 21 days of basic salary for each year of the first five years and 30 days of basic salary for each subsequent year. The total gratuity is capped at two years' salary. For employees who resign (rather than being terminated), the gratuity is prorated: one-third if they leave between one and three years, two-thirds between three and five years, and the full amount after five years. The gratuity is based on the last drawn basic salary (excluding allowances, commissions, and bonuses). Employers must pay the gratuity within 14 days of the employment end date.

MOHRE Complaints and Dispute Resolution

Filing a Labour Complaint

If you have a dispute with your employer regarding salary, end-of-service benefits, working conditions, or contract terms, you can file a complaint with MOHRE. Complaints can be submitted through the MOHRE UAE app, the MOHRE website, the toll-free number 80060, or in person at a Tasheel centre. The complaint triggers a mediation process where MOHRE attempts to resolve the dispute between the parties. Mediation is free and typically scheduled within 5 to 14 working days. If mediation fails, MOHRE refers the case to the labour court, which has jurisdiction over disputes up to AED 50,000 without court fees. For disputes above AED 50,000, standard court filing fees apply.

Common Dispute Types

The most frequent labour complaints involve unpaid salaries (the single largest category), wrongful termination or termination without notice, non-payment of end-of-service gratuity, contract modifications made without employee consent, denial of leave entitlements, and withholding of passports (which is illegal under UAE law). MOHRE's mediation success rate is high, with most cases resolved without court proceedings. However, for complex or high-value disputes, legal representation is advisable. Several PRO and legal service providers listed on GoProfiled offer employment dispute assistance.

Work Permit Cancellation and Grace Period

When employment ends, the employer must cancel the employee's work permit within 30 days. The employee then has a 30-day grace period to find new employment, switch to a different visa type, or leave the UAE. During the grace period, the employee remains legally in the country and can complete any pending financial or administrative matters. If the employee finds a new employer willing to sponsor their visa, the transition can occur without leaving the UAE. If the employee overstays beyond the grace period, fines of AED 50 per day apply, along with potential administrative and legal consequences.

Frequently Asked Questions

Can my employer confiscate my passport?

No. UAE law explicitly prohibits employers from confiscating or retaining employees' passports or personal documents. This practice, although unfortunately still encountered in some sectors, is illegal and carries penalties for the employer. If your employer has taken your passport, you have the right to file a complaint with MOHRE, the police, or both. The complaint is treated seriously, and the employer can face fines and administrative sanctions. Keep a copy of your passport and Emirates ID in a secure digital location as a precaution.

What is the difference between basic salary and gross salary?

Basic salary is the core salary amount specified in your employment contract, excluding all allowances (housing, transport, phone), bonuses, commissions, and overtime. Gross salary is the total compensation including all allowances and benefits. This distinction matters because end-of-service gratuity, overtime calculations, and leave salary are all based on basic salary only. Many employers structure compensation with a low basic salary and high allowances to reduce their gratuity liability. When negotiating your salary, pay attention to the basic salary component, not just the gross figure, as it directly affects your long-term benefits.

Can I change employers without leaving the UAE?

Yes. Under the current UAE labour law, employees who complete their probation period and serve their contractual notice period can transfer their visa sponsorship to a new employer without leaving the country. The process involves the current employer cancelling the work permit, a new work permit being issued by the new employer, and a status change processed through GDRFA. The entire transfer takes 5 to 14 working days. Non-compete clauses in contracts may restrict your ability to work for direct competitors, but they cannot prevent you from seeking employment entirely. If there is a dispute about the transfer, MOHRE mediates.

How do I check my labor card status?

You can check your work permit and labour card status through the MOHRE UAE app, the MOHRE website (mohre.gov.ae), or by calling 80060. The app displays your work permit number, validity dates, employer details, and any pending transactions. You can also visit any Tasheel centre with your Emirates ID for in-person status inquiries. Keeping track of your work permit expiry date is important because employers are responsible for renewal, but the consequences of an expired work permit (including fines and work ban) affect you as well.

MOHRE's systems and protections form the foundation of the employer-employee relationship in the UAE. Whether you are starting a new job, navigating a workplace issue, or planning your exit, understanding your rights and the processes available to you is essential. The UAE's labour framework has evolved significantly in recent years, with stronger employee protections, more flexible employment arrangements, and more accessible complaint mechanisms than ever before. Browse MOHRE and Tasheel service centres on GoProfiled for professional assistance with work permits, labour cards, and employment-related services across the UAE.