In a cautionary tale for HR and mobility leaders, an employee who joined a Dubai company last November revealed on 25 March that, four months later, the firm still has not processed a work-and-residence visa, leaving the worker technically employed on an expired visit visa. The anonymous poster on r/dubai claims the company repeatedly told them “PRO is working on it,” but has not even scheduled the mandatory medical exam. Under UAE labour law, firms have 60 days from an employee’s date of entry to complete visa formalities. Failure to do so can draw fines of Dh1,000 per month and potentially block the employer’s ability to obtain new permits. More seriously for the assignee, overstay penalties accrue at Dh50 per day once the visit visa lapses, and any exit from the country could trigger an immigration ban until fines are cleared.
![Dubai-based employers face legal risk for staff still on ‘visit visas’ months after joining]()
For anyone looking to stay on top of UAE immigration requirements, VisaHQ offers user-friendly, end-to-end support for securing work, residence, or mission visas, from document preparation to appointment scheduling and status tracking. Explore their dedicated services at https://www.visahq.com/united-arab-emirates/ to avoid costly delays and compliance pitfalls.
Experts say the current backlog at typing centres – compounded by the surge in emergency visa work caused by the regional conflict – is no excuse. Employers must provide either an ‘on-arrival mission visa’ extension or a formal bridging permit if standard processing cannot be completed in time. Mobility teams should audit all new arrivals and insist on receiving the MOHRE employment offer letter number and visa application tracking receipt within the first fortnight of employment. Affected employees can lodge a complaint with MOHRE’s 800-60 hotline and request an ‘absconding lift’ if the company fails to act. In extreme cases, workers may change sponsors without the original employer’s consent under Article 13 (4) of the Labour Relations Law if the firm breaches immigration obligations.
For anyone looking to stay on top of UAE immigration requirements, VisaHQ offers user-friendly, end-to-end support for securing work, residence, or mission visas, from document preparation to appointment scheduling and status tracking. Explore their dedicated services at https://www.visahq.com/united-arab-emirates/ to avoid costly delays and compliance pitfalls.
Experts say the current backlog at typing centres – compounded by the surge in emergency visa work caused by the regional conflict – is no excuse. Employers must provide either an ‘on-arrival mission visa’ extension or a formal bridging permit if standard processing cannot be completed in time. Mobility teams should audit all new arrivals and insist on receiving the MOHRE employment offer letter number and visa application tracking receipt within the first fortnight of employment. Affected employees can lodge a complaint with MOHRE’s 800-60 hotline and request an ‘absconding lift’ if the company fails to act. In extreme cases, workers may change sponsors without the original employer’s consent under Article 13 (4) of the Labour Relations Law if the firm breaches immigration obligations.
