A post that went viral on r/UAE late on March 25 confirmed what many HR teams already suspected: the federal ICP system, responsible for issuing Golden Visas in every emirate except Dubai, has not approved a single new application since mid-October 2025. Applicants swapping notes report that the online portal still allows uploads but returns a “processing” status indefinitely.
![Golden-Visa freeze enters sixth month, frustrating UAE employers]()
At this uncertain juncture, many mobility teams are turning to specialist facilitators for guidance. VisaHQ, for example, tracks real-time changes to UAE residency categories and can pre-screen candidates against the latest unpublished criteria, reducing the risk of futile submissions. Their dedicated UAE desk (https://www.visahq.com/united-arab-emirates/) can also fast-track alternative visa options and arrange document legalisation so employees stay compliant while waiting for the Golden Visa tap to reopen.
The de-facto suspension is creating headaches for businesses that use the 10-year residence permit to retain senior talent. One aerospace supplier in Abu Dhabi told Global Mobility News that four critical engineers are stuck on two-year employment visas tied to a project that may complete in 18 months—meaning the company risks losing them just as a follow-on contract comes up for bid. Recruiters add that the uncertainty is now featuring in candidate negotiations: some executives are demanding hardship premiums or fully-funded family relocation before accepting roles that would have qualified them for the Golden Visa last year. Dubai’s parallel scheme remains technically open but insiders say approval rates have slowed dramatically as the emirate waits for new federal criteria. Leaks from working-group meetings suggest the salary threshold could rise from AED 30,000 to AED 45,000, and that holders may have to maintain private health insurance at enhanced wartime levels. There is also talk of adding a “strategic industries” filter that would favour defence, chip design and green-energy professionals. For mobility managers the take-away is clear. First, do not bank on the Golden Visa as a retention tool in 2026; instead, budget for standard three-year work permits and the associated end-of-service liabilities. Second, review assignment letters for clauses that assume visa portability—legal advisers warn that employees left without valid residency could argue constructive dismissal. Finally, keep watch for a sudden policy restart: once fresh rules drop, a flood of pent-up applications could overwhelm processing capacity, making early positioning essential.
At this uncertain juncture, many mobility teams are turning to specialist facilitators for guidance. VisaHQ, for example, tracks real-time changes to UAE residency categories and can pre-screen candidates against the latest unpublished criteria, reducing the risk of futile submissions. Their dedicated UAE desk (https://www.visahq.com/united-arab-emirates/) can also fast-track alternative visa options and arrange document legalisation so employees stay compliant while waiting for the Golden Visa tap to reopen.
The de-facto suspension is creating headaches for businesses that use the 10-year residence permit to retain senior talent. One aerospace supplier in Abu Dhabi told Global Mobility News that four critical engineers are stuck on two-year employment visas tied to a project that may complete in 18 months—meaning the company risks losing them just as a follow-on contract comes up for bid. Recruiters add that the uncertainty is now featuring in candidate negotiations: some executives are demanding hardship premiums or fully-funded family relocation before accepting roles that would have qualified them for the Golden Visa last year. Dubai’s parallel scheme remains technically open but insiders say approval rates have slowed dramatically as the emirate waits for new federal criteria. Leaks from working-group meetings suggest the salary threshold could rise from AED 30,000 to AED 45,000, and that holders may have to maintain private health insurance at enhanced wartime levels. There is also talk of adding a “strategic industries” filter that would favour defence, chip design and green-energy professionals. For mobility managers the take-away is clear. First, do not bank on the Golden Visa as a retention tool in 2026; instead, budget for standard three-year work permits and the associated end-of-service liabilities. Second, review assignment letters for clauses that assume visa portability—legal advisers warn that employees left without valid residency could argue constructive dismissal. Finally, keep watch for a sudden policy restart: once fresh rules drop, a flood of pent-up applications could overwhelm processing capacity, making early positioning essential.
