Latest news with #workpermit
Khaleej Times
3 days ago
- Business
- Khaleej Times
UAE: How to change visit visa to residency permit after receiving job offer?
Question: I am currently in the UAE on a visit visa and actively looking for employment in the country. A company has extended a job offer, which I am happy to accept. What are the next steps? Can I start working on a visit visa immediately after receiving the offer, or must I wait until my work visa is issued? Could you please explain how this process works and what legal requirements I need to fulfil before beginning employment? Answer: An employer in the UAE cannot employ an individual without obtaining a valid work permit. This is under Article 6(1) of the Federal Decree Law No. 33 of 2021 on the Regulation of Employment Relations, which states "No work may be performed in the UAE, and no employee may be recruited or employed by any employer without obtaining the work permit from the Ministry (of Human Resources and Emiratisation), by the provisions of this Decree-Law and its Executive Regulations." Furthermore, an expatriate should not engage in any employment without a valid work permit and UAE residency visa. This is in accordance with Article 5(4) of the Federal Decree Law No. 29 of 2021 Regarding Entry and Residence of Foreigners, which states, "An alien is obligated not to engage in any activity or work except by the legislation in force in the State." Stay up to date with the latest news. Follow KT on WhatsApp Channels. Based on the type of work, an employer and an employee may mutually agree to obtain a work permit as stipulated by the Ministry of Human Resources & Emiratisation (MoHRE). The type of work permit may include, but is not limited to, full-time work permit, part-time work permit, temporary work permit, freelance work permit, as mentioned in Article 6 of the Cabinet Resolution No. 1 of 2022 on the Implementation of Federal Decree Law No. 33 of 2021 Regarding the Regulation of Employment Relations. In the event that an employer employs an individual without a valid work permit and UAE residency visa, it may be penalised with a fine of up to Dh100,000. This is under Article 1 of the Federal Decree Law No. 9 of 2024, revising some provisions of Federal Decree Law No. 33 of 2021 Concerning Employment Relations, which states related to the amendment of Article 60(1)(a) of the Employment Law. The said law reads as follows: 'Individuals who commit the following violations shall be fined a minimum of Dh100,000 dirhams and a maximum of Dh1 million: Employment of an employee without obtaining a work permit.' Based on the aforementioned provisions of law, you should not work while you are on a visit visa in the UAE. Instead, you may request your prospective employer to obtain a work permit and UAE residency visa. Your prospective employer should apply for a work permit with MoHRE and an entry permit related to UAE residency. Once the work permit is issued, your prospective employer should make necessary arrangements to change your UAE residency visa status from visit to resident.
CBC
4 days ago
- Politics
- CBC
Ontario and Alberta premiers consider taking on immigration responsibilities
Ontario Premier Doug Ford brought up frustrations about Canada's asylum process at a first minister's press conference Wednesday, adding his province intends to step in to speed up the work permit process. In Alberta, those who help newcomers through the refugee and asylum process say the federal system could be better.
Independent Singapore
21-07-2025
- Business
- Independent Singapore
Maid says, 'I got terminated and was asked to leave Singapore immediately because I want to get married to a Singaporean'
SINGAPORE: 'Have I committed a crime to get married?' was the question from a foreign domestic worker (FDW) in Singapore in a twist that sounds like a modern-day Cinderella tale with immigration red tape and a surprise termination letter as she was abruptly fired and told to pack up and leave the country, all because she fell in love with a Singaporean. 'I was shocked today,' she wrote in a heartfelt Facebook post. 'My agency came and let me know to pack my things and leave the country immediately. I got terminated. My boss said this is because I'm going to get married to a Singaporean.' Photo: FB/Direct Hire Transfer Singapore Maid / Domestic helper The maid, who had taken a weekday off for her pre-wedding photoshoot (offering to swap it with her usual Sunday rest day), said she never expected that a budding romance would cost her job and her right to remain in Singapore. 'I've informed my employer I can't continue the contract and will work until the end of October, and they had no objection. I thought we didn't have miscommunication, but I'm wrong,' she shared. 'They never tell me early and give me no chance to prepare myself.' Well, it turns out, love isn't the problem—but protocol is. When wedding bells meet work permit rules According to Singapore's Ministry of Manpower (MOM), FDWs on work permits are not allowed to marry Singapore citizens or permanent residents without first obtaining written approval. This rule applies whether the marriage takes place locally or overseas. A recruitment agency also chimed in: 'Yes, a foreign domestic worker can marry a Singaporean, but they must first obtain MOM's approval. Failure to do so can lead to work permit cancellation and bans on re-entry.' In other words, skipping the paperwork is like skipping the wedding cake—it doesn't end well. Employers weigh in Several employers in the same Facebook group were quick to explain their side of the story, many citing that they could lose their S$5,000 security bond if the helper violates MOM rules. 'If you've not obtained approval from MOM, it's the employer's legal duty to report it. Otherwise, they're liable,' one commented. Another employer added: 'You came here for a purpose. You should at least have a good mind to complete the contract and then get married, not break the contract as and when you want.' Still, some employers showed sympathy: 'Many helpers are married to Singaporeans, and there's nothing wrong with that. Some employers are happy for them,' wrote one. 'Maybe your boss just didn't have the right mindset.' Maids react with a mix of empathy and real talk Other helpers shared similar experiences and dished out their advice, sister to sister. One wrote: 'It's not a crime, sis, but as a work permit holder, we can't get married to a Singaporean unless we go back to our own country and apply for a visa the right way.' Another commented with a laugh: 'You came here to do your job, not to make love to somebody. Before I entered, immigration staff even asked me, 'You come to work or find a husband?'😂.' A fellow FDW added this sobering reminder: 'You must ask before you do it. MOM rules state that we cannot get married to a Singaporean boyfriend while working as a maid. If you want to get married, go home first. Your boyfriend can then apply for a fiancée visa.' So… was she in the wrong? Legally speaking, yes—rules were bent. Emotionally? That's a different story. While love stories rarely come with a government-issued rulebook, work permits do. The reality is, when you're in Singapore under a work permit, your employer is responsible for you, and any legal slip-up (intentional or not) can put their money and reputation on the line. That said, many agree that the situation could've been handled more compassionately. A little communication might've gone a long way. Or as one maid put it: 'Your failure is also your employer's failure to MOM.' Moral of the story: Don't let Cupid violate immigration rules If you're a foreign domestic helper in Singapore thinking of tying the knot with a Singaporean, here's the checklist: Talk to your employer first. Respect and honesty go a long way. Apply for MOM approval. This step is non-negotiable. Don't break your contract unless you're prepared to face the consequences. If in doubt, call MOM or an approved agency for advice. Because in Singapore, even love needs a licence… if you're an FDW, that is. In other news, a foreign domestic helper in Singapore has shared her culinary conundrum: being expected to whip up restaurant-worthy meals… with nothing but a lonely cabbage and some soy sauce. You can read her episode of 'MasterChef: Minimalist Edition full story here: Maid says, 'My employer asks me to cook fancy meals like in a restaurant, but there's only 1 cabbage in the fridge, and they refused to give me a grocery allowance'
Zawya
21-07-2025
- Business
- Zawya
Saudi Arabia's skill-based work permit system reshapes expat employment landscape
RIYADH — Saudi Arabia's new skill-based work permit system marks a major shift in the Kingdom's labor market regulation, aligning directly with the goals of Vision 2030 to foster a knowledge-based economy, attract global talent, and boost economic diversification. Under the new classification, expatriate workers are grouped into three main categories — high-skill, skilled, and basic — based on a detailed assessment of qualifications, work experience, technical ability, wages, and age. The system, which came into effect for existing workers on June 18 and for new arrivals from July 1, is already prompting businesses across the Kingdom to adapt their workforce planning and recruitment strategies. Speaking to Saudi Gazette, Haider Hussain, Partner at Fragomen, called the system as a 'deliberate and sophisticated recalibration' of Saudi Arabia's human capital approach. 'This ensures the inflow of specialized expertise critical for developing emerging sectors while reducing reliance on traditional industries,' Hussain said. He noted that the measure enhances Saudi Arabia's position as a global business hub by introducing greater transparency and meritocracy in the labor market, ultimately improving governance and supporting foreign direct investment. With reclassification already underway for the current expatriate workforce, Hussain urged employers to conduct immediate and thorough workforce audits. 'Every expatriate must now be assessed against the new criteria—academic credentials, certifications, experience, wages, and age,' he said, warning that delays could risk compliance and operational disruption. The second phase of implementation, beginning August 3, applies to new foreign hires. According to Hussain, HR departments must ensure all applicant documentation, including employment contracts and qualifications, meet the new requirements. 'Recruitment strategies must now integrate these classifications from the outset,' he said. Looking ahead, Hussain predicted long-term operational and financial shifts for businesses. He expects reduced reliance on low-skilled labor, with companies re-evaluating workforce structures and potentially increasing investment in automation and the upskilling of local talent. 'The focus will shift from hiring in volume to sourcing specialized talent with a strategic fit,' he said, adding that a more skilled workforce is likely to deliver stronger productivity and innovation. Over time, he noted, the new system will simplify immigration processes and speed up permit approvals for qualified applicants. However, Hussain warned that compliance may present challenges. Vague interpretations of terms like 'technical ability' or appropriate 'wage level' could lead to classification errors. He advised companies to establish internal mechanisms for regular assessment and reclassification to stay aligned with evolving roles and job market standards. He also stressed the importance of proactive internal communication. 'Employers must explain the rationale behind the new system to their employees, reassure them of the company's support, and address any concerns about job security or residency status,' he said. The system reflects a broader vision to build a future-ready labor market in Saudi Arabia—one that prioritizes expertise, encourages innovation, and strengthens the Kingdom's competitiveness on the global stage. © Copyright 2022 The Saudi Gazette. All Rights Reserved. Provided by SyndiGate Media Inc. (
Yahoo
20-07-2025
- Sport
- Yahoo
Livingston set to sign DR Congo striker Bokila
Livingston are set to announce the signing of Jeremy Bokila after securing a work permit for the striker. Manager David Martindale attended a work permit hearing on Thursday in a bid to sign the 36-year-old DR Congo international from Willem II, who were relegated from the Dutch top flight last season. The positive news comes as the West Lothian side secured a 2-0 Premier Sports Cup win over Brora Rangers, and Martindale is focused on getting further options for his squad. "We got the work permit for a number nine to give us options up top," Martindale said in a club video. "Going into the Premiership, you need offensive options, that's where games are won and lost. "We are looking at bringing a left-back in, we are looking at bringing an eight in, and we have a nine in the building. It will be announced soon."
