Employment Entry Permit Application (UAE)
EMPLOYMENT ENTRY PERMIT APPLICATION
Date: [Application Date]
Employer: [Employer Name]
Trade Licence: [Trade Licence No]
MOHRE Establishment No.: [MOHRE Establishment No]
Address: [Employer Address]
To: [Processing Authority]
RE: EMPLOYMENT ENTRY PERMIT — [Employee Name]
[Employer Name] hereby applies for an employment entry permit for [Employee Name], [Nationality] national (Passport No. [Passport No], Date of Birth [Date of Birth]), currently residing in [Current Country], for the position of [Job Title] (MOHRE occupational category: [MOHRE Category]).
Agreed monthly salary: [Monthly Salary]
Contract duration: [Contract Duration]
Expected arrival in UAE: [Expected Arrival]
We confirm that this employment is in accordance with Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations and Cabinet Resolution No. 1 of 2022, that the agreed salary meets the MOHRE minimum for the stated occupational category, and that [Employer Name] holds a valid MOHRE establishment card with adequate quota to support this recruitment.
EMPLOYER UNDERTAKING
[Employer Name] undertakes to: (a) arrange and bear the cost of the employee's entry permit, medical fitness test, Emirates ID, and residence visa; (b) provide the employee with a MOHRE-compliant standard-form employment contract; (c) register the employee under the Wages Protection System (WPS) within 30 days of commencement; (d) provide return air travel on contract completion; and (e) comply with all obligations under Federal Decree-Law No. 33 of 2021 and related Cabinet Resolutions during the employment relationship.
Submitted by: [Authorised Signatory]
On behalf of: [Employer Name]
Date: [Application Date]
Signature:
Company stamp:
Authorised Signatory (Employer)
________________
Signature
What Is a Employment Entry Permit Application (UAE)?
A UAE Employment Entry Permit Application is the formal request submitted by a UAE employer to the Federal Authority for Identity, Citizenship, Customs and Port Security (ICP) or the General Directorate of Residency and Foreigners Affairs (GDRFA), following Ministry of Human Resources and Emiratisation (MOHRE) work-permit quota approval, authorising a named foreign national to travel to and enter the United Arab Emirates for the purpose of taking up employment with the applying employer, under Federal Decree-Law No. 29 of 2021 on Entry and Residence of Foreigners and Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations.
The employment entry permit — known in Arabic as tasreeh al dukhool or simply the entry permit — is the first residency document in the UAE employment immigration sequence. Before the employee can obtain a UAE residence visa and work permit, they must enter the country on the employment entry permit. The permit itself does not confer the right to work; it confers the right to enter the UAE to complete the remaining steps (medical fitness test, Emirates ID biometrics, final work-permit and residence-visa issuance) within the 60-day validity window of the permit.
The UAE's employment immigration system operates on a dual-regulator model. MOHRE controls access to the labour market through the work-permit quota system administered under the MOHRE establishment account framework. The ICP (or GDRFA in Dubai) controls entry and residency through the entry-permit and residence-visa system. Both approvals are required: MOHRE must approve the work-permit quota before the ICP will issue the entry permit, creating a two-stage gate through which all mainland employment immigration must pass. For free-zone employment, the equivalent gate is the free-zone authority's own employment and immigration channel — the DIFC Authority for the Dubai International Financial Centre, the ADGM Registration Authority for the Abu Dhabi Global Market, JAFZA for the Jebel Ali Free Zone, and DMCC for the Dubai Multi Commodities Centre.
Cabinet Resolution No. 65 of 2022 governs the procedural requirements for entry permit applications. Cabinet Resolution No. 1 of 2022 sets the occupational category minimum wages that the entry permit application must reflect. The forms-legal.com UAE employment entry permit application template guides employers through all required fields for both the MOHRE quota confirmation and the ICP/GDRFA entry permit request.
When Do You Need a Employment Entry Permit Application (UAE)?
A UAE Employment Entry Permit Application is needed in every case where an employer wishes to bring a new employee to the UAE from abroad and the employee is not already present in the UAE on a valid status that permits an in-country visa conversion.
The application is needed for fresh overseas recruitment. When an employer hires a candidate who is currently outside the UAE — in their home country or a third country — the employment entry permit is the mechanism by which the employee is authorised to travel to and enter the UAE to commence employment. Without the entry permit issued through the ICP or GDRFA following MOHRE work-permit quota approval, the employee cannot enter the UAE legally for work purposes under Federal Decree-Law No. 29 of 2021.
The application is needed when a previous work permit has been cancelled and the employee departed the UAE at the end of the prior employment, and a new employer now wishes to re-employ them. Even though the person may have previously been a UAE resident, their status was cancelled on departure after the prior cancellation, and a fresh entry permit is required for the new employer to bring them back as a sponsored employee.
The application is needed when an employee whose nationality does not permit in-country status change (ICSC) must exit the UAE and re-enter on the employment entry permit to formalise new employment with a UAE employer. In these cases, the employer applies for the entry permit before the employee's planned travel and coordinates the employee's departure and re-entry timing around the permit's 60-day validity window under Cabinet Resolution No. 65 of 2022.
The application is needed for free-zone employment where the zone authority's entry permit is required. DIFC, ADGM Registration Authority, JAFZA (Jebel Ali Free Zone), and DMCC (Dubai Multi Commodities Centre) all maintain their own entry-permit and employment-visa processing channels, independent of mainland MOHRE and ICP procedures. The forms-legal.com template covers these authorities as alternatives to the mainland MOHRE/ICP process.
The application is needed when upgrading an employee from one MOHRE occupational category to a higher one in conjunction with a transfer to a new employer, where the new category requires a fresh work-permit application and entry permit reflecting the updated job title, qualification evidence, and higher minimum salary.
The application is also needed for temporary or seasonal workers hired under the part-time or flexible work models introduced by Cabinet Resolution No. 1 of 2022, where the employer applies for a secondary work permit and entry permit for an employee whose primary sponsor is another employer.
What to Include in Your Employment Entry Permit Application (UAE)
A UAE Employment Entry Permit Application must contain all elements required by MOHRE and the ICP or GDRFA to pass their respective verification systems without rejection. The forms-legal.com template assembles all required fields in the MOHRE-ICP sequence.
Application date and processing authority must be specified first. Selecting the correct authority — mainland ICP plus MOHRE, GDRFA Dubai plus MOHRE, or the specific free-zone authority — determines the processing portal, the fee schedule, and the documentary requirements. The authority selection must match the employer's trade licence jurisdiction.
Employer identification must state the legal name, trade licence number, MOHRE establishment card number, and registered address. The MOHRE system cross-references the trade licence and establishment card with its database. A trade licence that has expired, a suspended establishment account, or insufficient quota will result in automatic rejection of the work-permit application before the ICP stage is even reached.
Authorised signatory must be identified. The ICP and MOHRE require the application letter to be signed by a person whose authority is recorded in the MOHRE establishment account or the company's legal documents — the general manager, HR director, or an authorised PRO with a power of attorney on file.
Employee identification must include the full legal name, nationality, passport number, date of birth, and current country of residence. The date of birth and passport number form the ICP's primary lookup keys; any error in these fields will prevent the system from matching the permit to the correct individual.
Employment terms — job title, MOHRE occupational category, agreed monthly salary, contract duration, and expected arrival date — must all match the MOHRE standard-form employment contract that will be submitted in parallel. The salary must meet or exceed the MOHRE category minimum.
Employer undertaking at the close of the letter confirms the employer's obligations under Federal Decree-Law No. 33 of 2021, including WPS registration, return travel, and statutory benefit compliance.
How to Fill Out Your Employment Entry Permit Application (UAE)
Completing a UAE Employment Entry Permit Application accurately ensures MOHRE and the ICP process the application in the shortest possible time. Work through each section systematically using the company's registered documents and the employee's passport.
Begin with the application date and processing authority. Mainland Dubai employers select GDRFA Dubai plus MOHRE. Mainland Abu Dhabi, Sharjah, Ajman, Ras Al Khaimah, Fujairah, and Umm Al Quwain employers select ICP plus MOHRE. Free-zone employers select their specific free-zone authority.
Complete the employer details section. Enter the company's legal name as registered with the licensing authority. The trade licence number must match the MOHRE establishment card number linked in the system. The MOHRE establishment card number is a unique identifier that appears on the establishment card issued by MOHRE; it is separate from the trade licence number. Include the authorised signatory's full name and title.
Complete the employee details section. Enter all passport details exactly as they appear on the passport identification page. The name should follow the same transliteration format as the existing MOHRE system if the employee has had prior UAE employment. Enter the date of birth in DD/MM/YYYY format and the current country of residence (the country from which the employee will be traveling to the UAE).
Complete the employment terms section. Select the MOHRE occupational category carefully — misclassifying a degree-holder as Category 2 to meet a lower salary threshold is a MOHRE violation that can result in the establishment account being flagged. Enter the agreed monthly salary in AED and confirm it meets the category minimum.
Submit the work-permit quota application through the MOHRE portal first. Once MOHRE approval is received (typically two to five working days), proceed to the ICP or GDRFA portal to submit the entry permit application, attaching the MOHRE quota approval reference, the employer's trade licence and establishment card copies, and the employee's passport copy.
Legal Requirements for Employment Entry Permit Application (UAE)
UAE Employment Entry Permit — Legal Requirements. The entry permit sits at the intersection of two major federal statutes and multiple cabinet resolutions.
Federal Decree-Law No. 29 of 2021 on Entry and Residence of Foreigners, Article 4, prohibits any person from entering the UAE for employment purposes without a prior entry authorisation from the ICP or GDRFA. Article 5 places the obligation on the employer to ensure the employee holds the correct entry authorisation before commencing employment. Violations can result in fines against the employer under the ICP administrative-penalty schedule.
Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, Article 6, requires that every foreign national employed in the UAE mainland hold a valid MOHRE work permit. Employing a person without a MOHRE work permit exposes the employer to fines of AED 50,000 per unregistered employee under Cabinet Resolution No. 47 of 2022 (MOHRE administrative penalty schedule).
Cabinet Resolution No. 1 of 2022 establishes the minimum salary thresholds by MOHRE occupational category (AED 12,000, AED 7,500, AED 4,000) and the new work-model categories (full-time, part-time, flexible, remote, temporary). An entry permit application that states a salary below the applicable minimum is automatically rejected.
Cabinet Resolution No. 65 of 2022 governs the entry permit's validity period (60 days from issuance) and the procedure for re-application on expiry.
Cabinet Resolution No. 49 of 2022 on Emiratisation sets the quota rules that apply to an employer's ability to apply for non-national work permits. Category A establishments (20+ skilled workers) failing to meet Emiratisation targets may have new non-national work-permit applications blocked until the deficit is remedied.
For DIFC employment, DIFC Law No. 4 of 2021 (DIFC Employment Law) governs the employment relationship, and the DIFC Authority's immigration services process the entry permits under delegation from the ICP.
Common Mistakes to Avoid in Your Employment Entry Permit Application (UAE)
UAE Employment Entry Permit — Common Mistakes and Their Consequences. Entry permit applications fail most commonly due to employer-side administrative errors rather than applicant ineligibility.
1. MOHRE establishment account not in good standing. The most common cause of MOHRE work-permit quota rejection is an establishment account issue: expired trade licence, unpaid MOHRE fees, WPS violations for existing employees, or unmet Emiratisation targets. Check the establishment account status in the MOHRE portal before applying for new permits.
2. Salary below MOHRE category minimum. An entry permit application specifying AED 11,000 for a Category 1 job will be automatically rejected. Verify the salary meets the threshold (AED 12,000 for Category 1, AED 7,500 for Category 2, AED 4,000 for Category 3) before submitting.
3. Employee passport with insufficient validity. The ICP requires the employee's passport to have at least six months' validity from the date of entry permit application. A passport expiring in three months will be rejected. The employee should renew their passport before the entry permit application is submitted.
4. Not using the in-country status change option when available. Many employers fail to recognise that an employee already in the UAE on a valid visit visa can convert to employment without exiting and re-entering. This saves the employee travel cost and reduces the total entry-permit processing timeline. Assess ICSC eligibility before requiring the employee to travel out.
5. Using the wrong processing authority. A free-zone employer filing through the mainland MOHRE portal, or a mainland employer filing through a free-zone authority's portal, will have the application routed incorrectly and rejected. Always file through the authority that issued the employer's trade licence.
6. Entry permit expiring before employee travel. The 60-day validity window for an issued entry permit begins from the date of ICP or GDRFA issuance, not from the date the employer starts the process. Coordinate the travel booking around the permit issuance date to avoid the permit lapsing before the employee arrives.
Cite this page
Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Employment Entry Permit Application (UAE) (United Arab Emirates) [Legal document template]. Forms Legal. https://forms-legal.com/uae/government/declarations/entry-permit-application-uae
"Employment Entry Permit Application (UAE) (United Arab Emirates)." Forms Legal, 2026, https://forms-legal.com/uae/government/declarations/entry-permit-application-uae.
@misc{formslegal-entry-permit-application-uae,
author = {{Forms Legal}},
title = {Employment Entry Permit Application (UAE) (United Arab Emirates)},
year = {2026},
howpublished = {\url{https://forms-legal.com/uae/government/declarations/entry-permit-application-uae}},
note = {Free legal document template. Based on Federal Decree-Law No. 29 of 2021 (Entry and Residence of Foreigners)}
}Frequently Asked Questions
An employment entry permit (known in Arabic as tasreeh al dukhool, or entry authorisation) and a work permit (also called a labour permit or MOHRE work permit) are two distinct but linked instruments in the UAE's employment immigration system. The entry permit is the pre-entry authorisation issued by the ICP or GDRFA that allows the foreign national to travel to and enter the UAE for the purpose of taking up the specified employment. It is a one-time use document, valid for a limited period (typically 60 days from the date of issue) within which the employee must travel to the UAE. The work permit, by contrast, is the MOHRE-issued authorisation that records the employee's legal right to work for the specific employer in the UAE. The work permit is tied to the employer's MOHRE establishment account and the employee's occupational category. The ICP entry permit can only be issued after MOHRE has approved the work-permit quota — the two processes run in sequence (MOHRE quota approval first, then ICP entry permit). Once the employee arrives in the UAE on the entry permit, the next step is the medical fitness test and Emirates ID registration, followed by the formal issuance of the residence visa (which is stamped in the passport) and the MOHRE labour card. The entry permit and the work permit together represent the two-regulator gate that all new foreign employees in UAE mainland employment must pass through under Federal Decree-Law No. 29 of 2021 (ICP/GDRFA gate) and Federal Decree-Law No. 33 of 2021 (MOHRE gate).
The UAE employment entry permit process follows a defined sequence across MOHRE and the ICP or GDRFA. The total timeline from employer decision to employee arriving in the UAE typically runs three to eight weeks for straightforward cases. Week 1–2: the employer logs into the MOHRE portal (mohre.gov.ae) or visits a Tasheel typing centre, submits the work-permit quota application with the establishment card details, trade licence, and the proposed employee's information. MOHRE verifies the employer's quota availability, Emiratisation compliance under Cabinet Resolution No. 49 of 2022, and the proposed salary against the occupational-category minimum. Processing takes approximately two to five working days for standard applications. For skilled Category 1 workers, MOHRE may request an educational qualification attestation. Week 2–3: once MOHRE approves the work-permit quota request, the employer applies to the ICP (for all Emirates except Dubai) or the GDRFA Dubai for the employment entry permit. The application is submitted online, with the MOHRE approval reference attached. ICP processing typically takes two to five working days, extended to seven to ten days for nationalities subject to security screening. Week 3–4: the ICP or GDRFA issues the entry permit electronically. The employer communicates the permit number and entry date to the employee, who travels to the UAE within the permit's 60-day validity window. Week 4–8 (in UAE): the employee completes the medical fitness test at an ICP-approved health centre, attends the Emirates ID biometrics appointment at an ICP service centre, and the employer submits the final residence visa and work-permit (labour card) issuance application. The process concludes with the residence visa stamp in the passport and the MOHRE labour card issued to the employee.
In many cases, a foreign national who is already in the UAE on a valid visit visa can undergo an in-country status change (ICSC) to an employment entry permit, converting directly to employment residency without needing to leave the country. This facility is available through the GDRFA Dubai and the ICP for eligible nationalities and circumstances under Federal Decree-Law No. 29 of 2021. The ICSC process requires: the employer to have already obtained the MOHRE work-permit quota approval; the employment entry permit to have been issued by the ICP or GDRFA; and the visitor's current visa to be valid and not subject to any overstay or violation. Once these conditions are met, the employer submits the ICSC application through the GDRFA or ICP portal. The visitor does not need to exit the UAE; they attend the medical fitness test and Emirates ID biometrics while physically in the country. The visit visa is cancelled, and the employment entry permit and subsequent residence visa are issued in its place. However, ICSC is not available in all cases: domestic workers must enter on a dedicated domestic worker entry permit and cannot convert from a visit visa; some nationalities are excluded from ICSC processing and must depart and re-enter on the employment entry permit; and visitors who have an overstay record or a ban flag in the ICP system cannot use ICSC until those issues are resolved. Employers should confirm with the ICP or a UAE immigration specialist whether the specific employee's nationality and visa history permits ICSC before arranging the employee's visit to the UAE.
The Wages Protection System (WPS) is a mandatory electronic salary payment framework administered by MOHRE under Cabinet Resolution No. 788 of 2009 and subsequent amendments, which requires UAE mainland employers to pay employees' salaries through authorised UAE financial institutions — banks, exchange houses such as Al Ansari Exchange and Al Fardan Exchange, and specified WPS service providers. The WPS electronically records every salary payment, allowing MOHRE to monitor compliance with Federal Decree-Law No. 33 of 2021 (Labour Law) salary obligations in real time. Employers must register each employee in the WPS within 30 days of the employment commencing. WPS registration requires the employer to have a valid MOHRE establishment account and the employee to have a UAE bank account or a WPS-linked exchange-house account (some employees, particularly construction workers, use prepaid WPS cards). Employers who fail to enrol employees in WPS, pay salaries outside the WPS channel, or pay late (more than 10 days after the contractual payment date) are flagged by MOHRE's system and face escalating penalties: a warning for the first violation, a financial fine for the second, suspension of new permit applications for the third, and establishment account closure for continued violations. WPS data is also used in MOHRE's enforcement of the minimum wage requirements introduced by Cabinet Resolution No. 1 of 2022 for Categories 1, 2, and 3 workers. For employees in DIFC, ADGM, JAFZA, DMCC, and other free zones, the WPS obligation is administered by the respective free-zone authority rather than MOHRE, but the electronic salary monitoring principle is the same.
The documentary requirements for a UAE employment entry permit application through MOHRE and the ICP or GDRFA depend on the occupational category and the processing channel (mainland MOHRE or free-zone authority). For a standard mainland Category 1 (skilled) employment entry permit application, the required documents are: a valid UAE trade licence (copy, with the relevant business activity); the MOHRE establishment card (showing active status and available quota); the prospective employee's passport copy (minimum six months' validity); the employee's passport photograph meeting ICP specifications (white background, front-facing); the employment support letter or the MOHRE-approved standard offer letter confirming the job title, MOHRE category, agreed salary, and contract duration; and for Category 1 workers, a degree certificate (attested by the UAE MOFA where the degree is from a foreign institution). For Category 2 (semi-skilled) workers, a diploma or vocational qualification copy suffices for educational evidence. For Category 3 (general labour) workers, educational documents are typically not required. Some nationalities require a police clearance certificate from the country of origin as an additional security document, submitted through the ICP's additional requirements portal. For free-zone employers in the DIFC and ADGM, the equivalent requirements are set by the DIFC Authority's immigration services and the ADGM Registration Authority respectively, and typically include a DIFC or ADGM employment contract in the zone's standard format, the employee's passport, and the zone authority's application form. All documents submitted through the MOHRE Tasheel portal or the ICP e-services portal must be uploaded as clear PDF or JPEG scans.
MOHRE classifies all UAE mainland employment into three occupational categories for work-permit and entry-permit purposes, with minimum monthly salary thresholds introduced by Cabinet Resolution No. 1 of 2022. Category 1 (Skilled Workers) covers professionals, managers, technicians, and administrators who hold a university degree at bachelor's level or above. The minimum monthly salary for Category 1 is AED 12,000. Category 2 (Semi-skilled Workers) covers trades, technical, and service workers who hold a diploma, vocational certificate, or secondary education qualification with relevant experience. The minimum monthly salary for Category 2 is AED 7,500. Category 3 (General Labour) covers manual and unskilled workers for whom no formal educational qualification is required. The minimum monthly salary for Category 3 is AED 4,000. These thresholds are applied by the MOHRE system automatically: an entry permit application that states a salary below the minimum for the selected category is rejected without further review. The categories also affect Emiratisation quota calculations under Cabinet Resolution No. 49 of 2022 — Category A establishments (those with twenty or more skilled workers in Categories 1 and 2) are subject to mandatory Emiratisation targets, while smaller establishments and those primarily employing Category 3 workers face different (generally lower) quota obligations. For free-zone employment, MOHRE's occupational category system does not apply directly; free-zone authorities set their own classification and salary requirements, which vary by zone but are generally aligned with the mainland Category 1 standards for professional workers.
A UAE employment entry permit is typically valid for 60 days from the date of issuance by the ICP or GDRFA. If the employee does not travel to the UAE and enter within this 60-day window, the entry permit expires and cannot be used. The employer must apply for a new entry permit — which involves a fresh application and fee payment through the MOHRE and ICP portals. There is no automatic extension of an expired entry permit. The original MOHRE work-permit quota approval remains valid (it does not expire with the entry permit), so the re-application process typically only requires the ICP or GDRFA re-issuance step rather than the full MOHRE quota approval process again, provided the quota is still available. If the employee's circumstances have changed — for example, the passport has been renewed and the old passport number no longer matches the permit — the employer should update the employee's details in the MOHRE and ICP systems before reapplying. Common reasons for an entry permit expiring before travel include: delays in the employee resigning from their current position; delays in obtaining visa or transit-country documentation for travel to the UAE; medical issues affecting travel; and employer operational delays. Employers should build in a buffer between the entry permit issuance date and the employee's anticipated travel date, and should monitor the expiry date to initiate reapplication promptly if travel is delayed.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
Found an error? Let us knowRelated Documents
You may also find these documents useful:
Employment Visa Application Support Letter (UAE)
An Employment Visa Application Support Letter for the UAE, issued by an employer to MOHRE or the GDRFA/ICP to confirm the job offer, salary, and contract terms for a new work-permit and residence visa application under Federal Decree-Law No. 33 of 2021 and Federal Decree-Law No. 29 of 2021.
Employment Contract (UAE)
A limited-term employment contract for the United Arab Emirates, drafted under Federal Decree-Law No. 33 of 2021 (the UAE Labour Law) and Cabinet Resolution No. 1 of 2022. Covers salary and WPS payment, working hours, leave, probation, notice, end-of-service gratuity, and MOHRE dispute resolution.
Establishment Card Application Letter (UAE)
A MOHRE Establishment Card Application Letter for the UAE, used by employers to register, renew, amend, or upgrade their establishment card — the gateway document required to recruit and sponsor employees under Federal Decree-Law No. 33 of 2021 and MOHRE procedures.
Job Offer Letter (UAE)
A job offer letter for the United Arab Emirates following the MOHRE standard offer format under Federal Decree-Law No. 33 of 2021. Sets out the role, basic salary and allowances, WPS payment, probation, and conditions, and binds the employer to terms no less favourable in the registered contract.
Sponsor Transfer No-Objection Certificate (UAE)
A Sponsor Transfer No-Objection Certificate issued by a UAE employer confirming it has no objection to transferring the employee's work permit and residence visa sponsorship to a new employer, in the context of Federal Decree-Law No. 33 of 2021 (UAE Labour Law) and MOHRE transfer procedures.