Have you ever heard of a colleague suddenly being told they “can’t work in the UAE for a year”? For many professionals and employers, the concept of a labour ban feels like a rumour until it happens, and by then, the consequences can be costly. In reality, a labour ban is a well-defined legal measure under UAE law, usually triggered by specific situations such as resigning during probation without notice, walking away from a job without explanation, or even being linked to a company flagged as non-compliant.
But here’s the good news: bans aren’t always permanent or unchallengeable. Workers can check their status, appeal, and even lift bans through the Ministry of Human Resources and Emiratisation (MOHRE). Employers, meanwhile, can take structured steps to prevent bans from arising in the first place, ensuring smoother workforce mobility and compliance.
In this guide, we’ll break down the causes, appeals, and removal of labour bans in the UAE, and share the employer playbook that keeps businesses safe. Backed by official federal guidance and executive regulations, you’ll get practical steps and a clear checklist you can put into action this week to reduce risk, avoid hiring delays, and keep your teams focused on growth.
What a “Labour Ban” in the UAE Actually Is
A labour ban is a MOHRE work permit ban that prevents a worker from obtaining a new employment visa in the UAE.
- Duration: Typically one year, beginning after the employee leaves the UAE.
- Scope: Applies to new work permits in the private sector regulated by MOHRE.
- Distinction: MOHRE distinguishes between a labour ban and an immigration ban. A labour ban blocks the issuance of a new work permit, while a person can still enter the UAE as a tourist.
Employer note:
Know the difference between a labour ban (work-related) and an immigration/travel ban (entry restriction). These are separate legal processes managed by different authorities.
A labour ban is an administrative decision by MOHRE that blocks the issuance of new work permits to a specific worker for one year (in most cases) due to defined breaches under the Labour Law and its Executive Regulations. It is not a criminal sanction and does not itself restrict travel.
The 3 Common Grounds for a One-Year Labour Ban
The rules surrounding labour bans aren’t arbitrary—they are grounded in law. The Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relations, together with its implementing regulation, Ministerial Resolution No. 47 of 2022, sets out the precise circumstances under which the Ministry of Human Resources and Emiratisation (MOHRE) may impose a one-year work permit ban. While the intention is to protect the integrity of the labour market, these provisions can significantly affect both employees and employers if not properly understood. Below, we outline the three most common situations where a one-year labour ban may apply—and what each means in practice.
- Quitting during probation without following the law
If a worker terminates the contract during probation (and the employer has not breached obligations), a one-year ban may be imposed. The Executive Regulations also set notice and transfer rules and outline exemptions for in-demand skills and other categories. - Proven “Absconding” / Unexpected Work Abandonment (UWA)
The Executive Regulations define the threshold for reporting absence: more than 7 consecutive days with no contact. If absence occurs before the contract ends and is unjustified, a one-year work-permit ban applies (with specific exemptions listed). - Cancellation tied to a fake/dummy establishment
If a worker’s permit is cancelled due to a non-genuine (fake) firm, a ban can follow as part of MOHRE’s labour-market integrity controls.
Who is excluded from the one-year ban?
- Workers sponsored by parents
- Workers seeking a new permit with the same establishment
- Workers with in-demand skills/professional levels
- Golden Visa holders
- Other occupational categories as designated by the Minister based on labour-market needs
How Labour Bans Are Imposed, Checked, and Lifted
Understanding how a labour ban is imposed, verified, and eventually lifted is essential for both workers and employers, as the process follows specific MOHRE procedures and timelines that can determine whether a career move, or a hiring plan, stays on track.
Imposition: Employers may raise a labour complaint; MOHRE investigates validity and, if proven, imposes the ban per the Labour Law and Executive Regulations. UAE Official Government Portal
How to check a ban:
- Call MOHRE hotline 600 59 0000 (8am–8pm, multi-language) or use MOHRE’s official channels. UAE Official Government Portal
How long does it last and when does it start?
- Standard term: 1 year (unless otherwise stipulated)
- Start date: The ban period starts after the worker departs the UAE.
- End: The ban lifts automatically upon expiry.
How to Contest or Remove a Labour Ban (Step-by-Step)
A labour ban doesn’t have to be the end of the road, employees and employers have clear, structured avenues to contest or remove a ban, provided they act quickly and submit the right evidence through MOHRE’s official channels.
- Identify the ban and grounds
- Submit a MOHRE grievance
- File an appeal (grievance) against MOHRE’s decision via the “Grievances raised by customers” service and attach evidence (e.g., notice letters, emails, duty rosters, medical reports).
- If absconding/UWA is involved, seek cancellation
- Use the “Cancellation of an Absence from Work (Absconding) Report” service where criteria are met (e.g., error, settlement). MOHRE indicates ~14 working days as a typical service timeframe.
- If the dispute persists, file a labour complaint
- Comply with any exit/return formalities
- Remember, the ban clock starts after the worker exits the UAE; plan travel accordingly if you decide to wait out the ban term.
Tip for employees & employers
Keep probation notice letters, attendance logs, WhatsApp/email contact attempts, and signed cancellations. These are often decisive in MOHRE mediation. (Legal basis for UWA reporting and exceptions: Article 28, Executive Regulations.)
Special Cases: Free Zones, ADGM & DIFC
Not all employment in the UAE falls under the same rules, free zones and financial centres like ADGM and DIFC operate with their own frameworks, which means the impact and enforcement of a labour ban can look very different depending on where a worker is employed.
- Most free zones (non-financial): employment is typically administered by the free-zone authority, but contracts must align with federal labour law, and MOHRE processes often still intersect (depending on zone).
- Financial free zones (ADGM/DIFC): operate their own employment laws and are generally exempt from MOHRE labour law. This can affect whether a MOHRE labour ban has a practical impact on hiring in those jurisdictions.
Employer Risks & Controls: How Companies Prevent Bans
For employers, labour bans are more than an employee issue, they can quickly escalate into operational risks, disrupting hiring plans and delaying projects unless the right compliance controls are in place.
What triggers employer-side exposure?
- Improper probation exits (no notices, wrong templates) that later spark ban disputes.
- Weak attendance & contact trails that make UWA/absconding claims hard to prove or defend.
- “Fake firm” red flags or admin gaps (e.g., wrong licensing activity) that jeopardise worker permits.
- WPS non-compliance, which can cause MOHRE to refrain from issuing/renewing work permits.
Employer playbook (practical controls):
- Probation compliance kit: standard 14-/30-day notice letters, transfer protocols, and manager training.
- Attendance & outreach: daily registers + timekeeping; on day 1/3/5/7 of no-show, trigger documented outreach (calls, email, WhatsApp), then evaluate UWA filing. (Legal basis for 7-day threshold: Executive Regulations, Art. 28.)
- Clean cancellations: cancel permits promptly, issue experience letters, and avoid “weaponising” absconding where issues can be amicably settled.
- WPS discipline: ensure timely salary files; reconcile rejects fast to avoid administrative blocks on permits.
- Free-zone mapping: decide mainland vs. zone at workforce-planning stage to manage regime differences (e.g., ADGM/DIFC).
Practical Steps Employers Can Take to Avoid Labour Ban Issues
Employers can reduce the risk of a labour ban by adhering to compliance throughout the employment cycle. When writing contracts, clear probation clauses should be included to avoid disputes. Secondly, all registrations and terminations must adhere to the MOHRE’s requirements. Companies should be careful when reporting absconding cases when someone fails to reach work — misuse or mistakes can create serious consequences. It’s equally important to keep thorough documentation of every resignation or separation to protect against future challenges.
From the Employer’s Side: When to Use an Employer of Record (EOR)
When your business is growing fast, especially across a mix of mainland, free zones, and financial centres like ADGM or DIFC, the smallest compliance slip can put your hiring plans at risk. That’s where an Employer of Record makes the difference. By standardising how probation, terminations, payroll, visa processing, and documentation are handled, Auxilium helps ensure that your workforce stays compliant and your projects stay on track.
As your UAE Employer of Record, we take care of the details that often trip businesses up. From payroll submissions that meet WPS requirements, to managing visas and sponsorships across different jurisdictions, to preparing watertight contracts and onboarding processes, every step is managed with precision. We also stand alongside you in handling disputes, liaising directly with MOHRE when complaints or absconding cases arise, and ensuring end-of-service benefits are calculated and settled correctly.
The result is simple: you stay focused on growth while we manage the red tape. And because our expertise spans not just the UAE but the wider GCC, including Saudi Arabia, Kuwait, Oman, Bahrain, and Qatar, we’re ready to support you as your business expands across the region. If you’re planning your next move in the UAE, book a free consultation with Auxilium to map out the safest and most efficient path forward.
