Switching employers in the UAE used to mean a six-month ban, a no-objection certificate (NOC) from the old boss, and a stack of typing-centre paperwork. The 2022 Labour Law (Federal Decree-Law 33 of 2021) and the 2024 amendments stripped most of that away — but the process still has nuances that matter, especially during probation. Here's the 2026 reality.
The big change — no automatic six-month ban
Until 2016, leaving an employer before contract end usually meant a 6-month labour ban. The new law abolished automatic bans for most cases. A ban is now imposed only:
- If the worker leaves during probation without notice.
- If the worker terminates without cause and refuses to compensate the employer.
- If the employer files a substantiated absconding report and MOHRE upholds it.
- For a small number of skill / sector-specific cases that the Cabinet may impose.
The default — sponsorship transfer is allowed
Under the 2022 law, a worker can transfer to a new employer at any time, provided notice and contract obligations are met. The new employer files a transfer request through MOHRE; the old employer's role is administrative (issuing the cancellation, settling end-of-service, returning passport / cards).
An NOC from the old employer is not legally required for the transfer itself, but in practice many employers and free zones still ask for one to smooth the process. It costs nothing for the old employer to issue and avoids any allegation that you broke contract.
Probation — the trickiest scenario
Article 9 of the 2022 Labour Law sets specific rules for resignations during the 6-month probation period:
| Scenario | Notice | Compensation |
|---|---|---|
| Resign to leave the UAE | 14 days | None to employer; ban for 1 year if you return for work without paying back recruitment costs |
| Resign to join another UAE employer | 1 month | New employer reimburses recruitment costs of the original employer (capped, see below) |
| Employer terminates during probation | 14 days | None |
Recruitment cost reimbursement is the practical sticking point. The new employer can be required to reimburse documented costs the original employer paid for the worker's visa, ticket, and onboarding — typically AED 5,000 – 15,000.
Post-probation transfer — the standard route
Once probation is complete, transfer is straightforward:
- Worker and new employer agree job offer and salary.
- Worker submits resignation to current employer with notice (30, 60 or 90 days as per contract — capped at 90).
- Worker serves notice period and obtains end-of-service settlement.
- Old employer cancels the labour contract and residence visa on MOHRE / ICP.
- New employer files a fresh work permit through MOHRE (or, if visa is still valid, requests a transfer rather than a new entry permit).
- Worker signs new contract, completes medical and EID renewal as needed.
- New residence visa is stamped.
Fees for sponsorship transfer in 2026
| Item | Fee (AED) |
|---|---|
| Work permit (transfer) | 500 – 3,500 (depends on company classification) |
| Cancellation of old visa | 200 – 500 |
| New residence visa stamping (2 years) | 500 – 1,200 |
| Medical fitness | 320 – 750 |
| Emirates ID (2 years) | 200 – 350 |
| MOHRE typing / e-signature | 120 – 250 |
| Tas-heel / Amer service fee | 100 – 200 |
End-to-end, expect AED 2,500 – 7,000 depending on company classification, sector and choice of express vs standard processing.
NOC — what it is and when you actually need one
An NOC (no-objection certificate) is a short letter from your current employer stating they have no objection to your moving to a new employer. Despite the 2022 law removing the legal requirement, an NOC remains useful when:
- You're moving from a free zone to mainland (or vice versa).
- You're moving to a regulated profession (financial services, medical, legal).
- You're moving while on a fixed-term contract that hasn't run its course.
- You're on a sponsored family visa and switching from one job to another.
If your employer refuses to issue an NOC and tries to impose a ban, the case is escalated to MOHRE; in 2026 most disputes are resolved within 14 days through the MOHRE complaints platform.
The MOHRE process step by step
- Resignation submitted in writing with notice period as per contract.
- Final settlement and gratuity calculated; salary paid through WPS.
- Old employer cancels labour contract on the MOHRE Tasheel portal.
- Residence visa cancelled on ICP / GDRFA — worker has 30 days inside the UAE before status change is required.
- New work permit issued to the new employer via MOHRE.
- Status change processed inside the UAE (saving an exit / re-entry trip).
- Medical fitness repeated.
- New EID issued.
- New residence visa stamped.
Total time: typically 10–20 working days end-to-end, faster with express processing.
Reasons a transfer can fail
- Open absconding report from the old employer (must be cleared first).
- Outstanding fines on the old company's establishment file.
- Old employer hasn't paid WPS salary in the last 60 days (worker can claim under MOHRE protection).
- New employer's quota is full or company classification has dropped to category C.
- Job-title mismatch — the new role's MOHRE classification doesn't match your educational qualifications (typically attestation issue).
Special cases
- Free zone to mainland: requires fresh medical and EID even though the worker has been in the UAE all along.
- Mainland to free zone: requires the free zone's own onboarding process; some free zones cap the residence visa at the free zone licence's expiry date.
- Senior employees on Golden Visa: sponsorship transfer is irrelevant — the Golden Visa is self-sponsored and survives any job change.
- Family-sponsored worker: you remain on the family sponsor's visa; only a labour card is needed for the new role.
Frequently asked
Can I start work at the new employer before my visa is transferred? Only if you have a temporary work permit (the "Mohre Tasreeh" 6-month transition permit). Otherwise, no — and the new employer faces fines.
Do I need to leave the UAE during transfer? No. Status change inside the UAE has been the default since 2018.
Can the old employer block my transfer? They can refuse to cancel quickly, but they cannot legally block a properly noticed resignation. Escalate to MOHRE if needed.
What about my gratuity? Owed regardless of the transfer. Calculated under Article 51 of the Labour Law — see our gratuity guide.
Is the 30-day grace period after cancellation guaranteed? Yes — but you should not exit and re-enter during it on a tourist visa to "save" the transfer; status change is faster and cheaper.
How we help
Visa Simplified runs sponsorship transfers end-to-end — old visa cancellation, MOHRE permit, medical, EID and new visa stamping in one engagement. See MOHRE & Tasheel services, or read our end-of-service gratuity calculator to know what you're owed before you resign.
Need help with this?
Our PRO consultants handle the full process end-to-end — documents, government submission, and delivery. Service fee is fully refundable pre-submission.