Member News

United Arab Emirates

23 July 2025 – Stricter Enforcement of Settlement of Traffic Fines for Residence Permit Renewals and Cancellations

UAE authorities have begun more strictly enforcing the requirement for foreign nationals to settle all outstanding traffic fines and related payments as a condition for renewing or cancelling a residence permit. While this requirement has existed previously, enforcement was inconsistent. Authorities are now applying this requirement more rigorously.

At present, the initiative is in a pilot phase and is not yet uniformly implemented across the country. The program aims to encourage compliance by requiring individuals to settle fines either in full or through instalment plans before completing residency procedures, without outright preventing those procedures from proceeding.

04 August - Permanent Access Cards Replaced by Permanent Identity Cards for Golden Visa Holders in Jebel Ali Free Zone

Effective immediately, the Jebel Ali Free Zone Authority (JAFZA) is replacing Permanent Access Cards (PAC) with the Permanent Identity Cards (PIC) for company-employed Golden Visa holders in the Jebel Ali free zone.

This change applies to all current and future Jebel Ali free zone Golden Visa work authorization applicants. Current PAC holders may continue to use their PAC until it expires.

14 August 2025 - Dubai Introduces ‘One Free Zone Passport’ Across Free Zones

Certain businesses can now apply to operate across multiple Dubai free zones under a single trade license; previously, businesses would need to apply for a separate license for each zone. The scope of operation in the other free zones under the passport, however, will be limited: businesses will not be able to hire employees in, or transfer existing staff to, the other free zones; certain business types (for instance, retailers, among others) are not eligible for this passport; and virtual office arrangements, desk sharing, shared spaces, and business centers are not permitted under the initiative. Various regulatory points are expected to be further clarified in the future. We will continue to monitor the situation.

18 August 2025 - New Advertiser Permit Required for Some Social Media Promotional Content

Both UAE nationals and foreign nationals who post promotional content on social media, regardless of whether they receive financial compensation, must now obtain the right to do so by applying for an Advertiser Permit (issued by the UAE Media Council). This rule is particularly significant for influencers, content creators and digital marketers who promote third-party products or services on social media platforms. Exceptions include, among others, individuals promoting their own businesses through personal accounts.

SAUDI ARABIA

28 July 2025 - New Skill-Based Work Permit Classification System Introduced

Saudi Arabia has introduced a new multi-factor system for classifying work permits, categorizing them into three skill levels: high-skilled, skilled, and basic. The categories vary in terms of occupation type (per the Saudi Standard Classification of Occupations); still-to-be determined minimum salary levels; and professional accreditation requirements (either the Qualification Verification Program or the Skills Verification Program depending on the type of role). Additionally, the high-skilled level must meet a points-based score, including factors such as education and professional experience. The basic level, meanwhile, applies an age ceiling of 60 years.

The new system has applied to current foreign employees since July 5, 2025, and will be extended to new foreign national hires from August 3, 2025. If a classification is in-accurate, employers may submit a correction request. Once criteria are verified, the skill level will be updated accordingly.

The new classification system introduces a more structured, merit-based approach to work permit eligibility, requiring employers to review both existing and prospective foreign national workers to ensure alignment with updated job titles, contracts, and qualifications. Despite this, it remains unclear whether it will bring any direct operational or cost-related benefits to employers or foreign national workers. As of now, Saudi Arabia has not announced whether the new classification will result in differentiated entitlements, rights, or processing advantages based on skill level.

31 July 2025 - Pause on Processing Temporary Work Visas Ceases for Additional Nationalities

The pause has been lifted for nationals of Algeria, Bangladesh, Egypt, India, Indone-sia, Iraq, Jordan, Morocco, Nigeria, Pakistan, Sudan, Tunisia, and Yemen. The pause remains in effect for Ethiopian nationals

27 August 2025 - Amended Social Security Contributions for Saudi Nationals

The General Organisation for Social Insurance has introduced key amendments to the Social Insurance Law, impacting contribution rates and the retirement age for Saudi nationals working in Saudi Arabia and other Gulf Cooperation Council member countries. Key updates include an increase from 9% to 11% over a four-year period (0.5% increase per year) for new enrollees as of July 3, 2024, with retirement age fixed at 65 or 55 if the employee has 30 years of contributions; and a gradual increase of the retirement age from 58 to 65 for current contributors under 50 years old. Employers should update their human resource and payroll systems to reflect the phased contribution rate increases and should notify impacted employees about this change.

UAE nationals and residents are issued a one-year permit that can be renewed annually (and is free for the first three years). They must also hold a trade license issued by the relevant authority to carry out electronic media activities (as was previously required).

Foreign nationals who do not have resident status in the United Arab Emirates are issued a three-month (renewable) permit, with no free period. They must apply for the permit through a licensed advertising or talent management agency that is authorized to operate in the United Arab Emirates and approved by the UAE Media Council.

OMAN

04 September 2025 - Mandatory Professional Practice Licenses Announced

As part of ongoing efforts to regulate the labor market and enhance workforce efficiency, the Ministry of Labour (MOL) has introduced mandatory licensing requirements for select professions working within the energy and minerals logistics and accounting, finance and auditing sectors. Previously, work permit applicants did not need to obtain such a license.

KUWAIT

19 August 2025 - Revised Visa-on-Arrival Eligibility Conditions for Gulf Cooperation Council Residents Forthcoming

Any foreign national holding residency status in Bahrain, Oman, Qatar, Saudi Arabia, and the United Arab Emirates will soon be able obtain a tourist visa-on-arrival at all entry points into Kuwait. To be eligible, the residence permit must be valid for at least six months prior to entry into Kuwait.

03 September 2025 - Resumption of Commercial Visit Visa Issuance for Pakistani Nationals

Effective immediately, Kuwaiti authorities have resumed issuing Commercial Visit Visas to Pakistani nationals following a lengthy suspension period. The Commercial Visit Visa is a single-entry visa valid for up to 30 days, issued at the request of a company registered in Kuwait. It is required for business-related travel, including, among other activities, attending meetings, seminars and conferences, meeting with clients, and engaging in contract negotiations.

EGYPT

23 July 2025 - Power of Attorney Now Required Where Legal Representative Used in Residence Permit Application

Effective immediately, all foreign nationals and their dependents applying for a residence permit (both initial applications and renewal) through a legal representative must provide a power of attorney (POA) notarized in Egypt authorizing that representative to handle the residence permit application process, whereas one was not previously required for this process. A new POA is required each time a residence permit is renewed.

19 August 2025 - New Labor Law Forthcoming

Effective September 15, 2025, a new law will introduce the following changes regard-ing foreign worker employment:

Waiver of reciprocal condition. The reciprocal condition requirement (i.e., the rule pro-hibiting Egyptian employers from hiring foreign nationals from countries which do not allow the hiring of Egyptian nationals) may be waived at the discretion of the Ministry of Labour.

Foreign worker quotas. The Minister will set the foreign employment quota and outline any exceptions in the executive regulations, expected in October 2025. The specific terms of the quota have not yet been disclosed, with further clarification anticipated in the October announcement. The current quota requires employers to hire nine Egyptian workers for every one foreign worker.

Mandatory testing. Employers will be allowed to conduct communicable disease and drug tests on foreign workers. Currently, they cannot request such tests. Refusal to undergo such testing will be treated as an admission of drug use and may result in referral to the Labor Court.

New notification requirement. A new rule will require employers to notify the Ministry of Labor if a foreign worker is absent for 15 consecutive business days without a valid reason. This obligation is not currently in place.

Non-traditional employment. The new law will formally recognize non-traditional work arrangements such as remote work, part-time work, flexible work, and job sharing. Currently, these work arrangements are not formally addressed in the current law. These arrangements will be governed by written contracts, either physical or electronic.

Multiple employers and self-employment. The new law will also permit employment with multiple employers and self-employment alongside other work, as long as confidentiality is maintained, and terms are clearly defined. The employment relationship may be proven by any means of proof by the employee.

Employment contracts. Under the new laws, employment contracts will be subject to the following new rules:

Mandatory start date. Employment contracts will be required to explicitly include a start date. This is currently not required.

Language requirement. Employment contracts will be required to be written in Arabic (as is currently the case), but it will also be possible to provide contracts in the foreign employee’s native language if they do not understand Arabic (which is not currently possible). In case of any dispute, the Arabic version will take precedence.

Additional copy. In addition to ensuring the employer, employee, and the Social Insurance Office each have a copy of the employment contract (as is the current requirement), employers will also be required to send a copy to the Labour Office.

Further clarifications of the above rules are expected in the upcoming executive regulations, which are expected to be published in October 2025.

JORDAN

20 August 2025 - Visa-on-Arrival for Vietnamese Nationals Announced

Vietnamese nationals can now obtain Jordanian e-Visas as well as visas-on-arrival. Vietnam has been listed as a “restricted” country on the Ministry of Interior (MOI)’s website, meaning nationals from that country have been required to first obtain pre-approval from the MOI as a condition of obtaining a consular visa, and have not been eligible for an e-Visa or visas-on-arrival. Although the MOI’s website still lists Vietnamese nationals as “restricted”, this is expected to be updated in the coming days. This policy change seeks to boost tourism and encourage investment from Vietnam.

ALGERIA

18 August 2025 - Algeria Joins the Hague’s Apostille Convention

Algeria will join the Convention Abolishing the Requirements of Legalization for Foreign Public Documents, commonly referred to as the “Apostille Convention” or the “Hague Convention”, in early 2026.

Algeria’s accession to the Apostille Convention will allow documents originating in Algeria, such as education certificates, birth and marriage certificates, and corporate records, and those legalized according to the requirements of the treaty, to be accepted in the other member countries.

ABOUT FRAGOMEN

Fragomen is a leading firm dedicated to immigration services worldwide. The firm has nearly 5,500 professionals and staff in 62 offices located in the Americas, Asia Pacific and EMEA. Overall, Fragomen offers support in more than 170 countries.

We are structured to support all aspects of global immigration, including strategic planning, efficiency, quality management, compliance, government relations, reporting, and case management and processing. These capabilities allow us to represent a broad range of companies, organizations and individuals, working in partnership with clients to facilitate the transfer of employees worldwide.

Our Middle East and North Africa (MENA) practice also provides corporate services, including social security assistance, end-to-end corporate setup, corporate secretarial services, corporate amendments, restructuring activities and more. Our corporate services and immigration professionals have extensive experience working with multinational businesses, conglomerates, local employers, start-ups and individual investors. We have a deep understanding of the MENA region and maintain strong professional relationships with relevant authorities.

To learn more about how we can assist you, please visit our website at www.fragomen.com or contact us at [email protected].