HR and visa processes in the UAE have undergone significant changes recently. Adjustments in the MOHRE and GDRFA systems now directly affect the renewal of residence visas, Labour Cards, and the overall HR compliance of companies in the United Arab Emirates.

If you employ people in the UAE, these changes affect you regardless of the size of the company. Procedures that recently worked seamlessly often now lead to blocked visas, rejected renewals, and a more extended process.

In most cases, it's not about exceptional situations but about basic settings in HR and visa processes that are no longer aligned with the current MOHRE and GDRFA regulations. These details decide today whether the visa process in the UAE proceeds smoothly or comes to a halt.

Below are the areas that we most frequently address in practice at Exitence concerning HR and visa matters in the UAE.

The grace period after visa expiration is a maximum of 30 days

After the expiration or cancellation of a residence visa in the UAE, the grace period to resolve the next status is now limited to 30 days. After this period, the system automatically generates fines and, in many cases, blocks further actions in the MOHRE and GDRFA systems.

In practice, this means that visa renewal needs to be initiated in advance, not on the day of expiration. In cases of delay, the issue often shifts from the actual renewal to first technically unblocking the system.

Without a Labour Card, the visa process cannot proceed

Today, it is not possible to renew a residence visa in the UAE without a valid employment contract and an active Labour Card in the MOHRE system.

The sequence is firmly established. First MOHRE, then GDRFA.

A large portion of rejected applications today does not relate directly to visas but to discrepancies in HR documentation or settings in the MOHRE system.

Tawjeeh training as a mandatory step

For selected job categories, completing Tawjeeh training is a mandatory requirement before a visa can be approved in the UAE. If the training is not completed, the process cannot proceed in the system.

We often encounter that companies are unaware of this requirement and only discover it when the visa application is submitted and the entire process comes to a stop.

ILOE insurance as a technical requirement of the system

If an employee does not have active ILOE insurance or has outstanding fines in the system, it is not possible to renew the Labour Card. Without it, the visa renewal process cannot continue either.

As of 2024, ILOE insurance is directly linked to the MOHRE system. It is not a formal obligation but a technical requirement of the system.

Basic setup:
5 AED monthly for income up to 16,000 AED
10 AED monthly for income over 16,000 AED

The insurance covers up to 60% of average salary for a maximum of three months.

Even traffic fines can block the visa process

The systems used in visa and HR processes in the UAE are now also linked with Dubai Police databases. Unpaid traffic fines can block the visa process even if HR documentation is formally in order.

In recent months, this has been a frequent reason why visa processes in the UAE do not technically progress further.

What it means for companies in practice

HR and visa matters in the UAE today function as one interconnected digital system. A single missing piece of information can halt the entire process.

It is not sufficient to address visas only when they expire. Ongoing monitoring is especially required for settings in MOHRE, validity of Labour Cards, employees' ILOE insurance, open fines, and time limits.

This combination of factors today determines whether HR and visa processes in the UAE proceed smoothly or turn into an administrative issue.

How we approach it at Exitence

At Exitence, we focus with clients on reviewing HR and visa settings before the actual processes start. This is precisely the phase where most blockages occur, which can be avoided with proper setup.