The U.S. Department of State has activated Section 243(d) of the Immigration and Nationality Act against 39 countries that, according to Washington, “repeatedly fail to facilitate the return of their nationals who are ordered removed.” The directive—published late on 2 February and analysed in depth on 3 February—allows U.S. consular posts to halt or limit the issuance of visitor, student and even immigrant visas to listed states.
The UAE itself is not on the blacklist, but the repercussions in Dubai and Abu Dhabi could be significant given that the Emirates hosts more than 200 nationalities. Large expatriate communities from Nigeria, Pakistan, Iran, Afghanistan, Sudan and Syria— all on the restricted list—now face lengthier security checks and a higher refusal rate when applying for U.S. visas at the U.S. Consulate in Dubai or the Embassy in Abu Dhabi.
Amid this uncertainty, VisaHQ’s UAE portal (https://www.visahq.com/united-arab-emirates/) offers step-by-step guidance, document pre-screening and appointment scheduling for U.S. and third-country visas, helping employers and travellers from every resident nationality to navigate new hurdles and minimise processing delays.
![U.S. extends visa restrictions to 39 ‘non-compliant’ countries – what it means for UAE’s vast expat community]()
Corporate mobility teams that regularly send engineers, ship-crew or project managers with these passports to the United States should brace for extended lead times. Immigration counsel in Dubai are advising clients to file at least three months ahead, budget for additional evidence of UAE residence and be prepared for possible visa “returns without prejudice” that require re-submission once home-country cooperation improves.
Airlines and travel managers based in the UAE also see knock-on effects: mixed-nationality crews may need rota adjustments; conference delegations may splinter as some members await security advisory opinions; and duty-of-care policies may need updating to include contingency plans if U.S. visas are denied last-minute.
While Washington describes the policy as “temporary and calibrated”, previous 243(d) actions have lasted years (Eritrea has been under suspension since 2017). HR leaders in the UAE’s construction and energy sectors—where affected nationalities form a sizeable part of the workforce—are already mapping alternative training locations such as Canada or Singapore for staff who need short-term upskilling abroad.
The UAE itself is not on the blacklist, but the repercussions in Dubai and Abu Dhabi could be significant given that the Emirates hosts more than 200 nationalities. Large expatriate communities from Nigeria, Pakistan, Iran, Afghanistan, Sudan and Syria— all on the restricted list—now face lengthier security checks and a higher refusal rate when applying for U.S. visas at the U.S. Consulate in Dubai or the Embassy in Abu Dhabi.
Amid this uncertainty, VisaHQ’s UAE portal (https://www.visahq.com/united-arab-emirates/) offers step-by-step guidance, document pre-screening and appointment scheduling for U.S. and third-country visas, helping employers and travellers from every resident nationality to navigate new hurdles and minimise processing delays.
Corporate mobility teams that regularly send engineers, ship-crew or project managers with these passports to the United States should brace for extended lead times. Immigration counsel in Dubai are advising clients to file at least three months ahead, budget for additional evidence of UAE residence and be prepared for possible visa “returns without prejudice” that require re-submission once home-country cooperation improves.
Airlines and travel managers based in the UAE also see knock-on effects: mixed-nationality crews may need rota adjustments; conference delegations may splinter as some members await security advisory opinions; and duty-of-care policies may need updating to include contingency plans if U.S. visas are denied last-minute.
While Washington describes the policy as “temporary and calibrated”, previous 243(d) actions have lasted years (Eritrea has been under suspension since 2017). HR leaders in the UAE’s construction and energy sectors—where affected nationalities form a sizeable part of the workforce—are already mapping alternative training locations such as Canada or Singapore for staff who need short-term upskilling abroad.
