5 Common MOHRE Violations in the UAE and How to Avoid Them

A practical 2026 compliance guide for startups, SMEs, and established employers.

One missed labour-law step can lead to fines, permit suspensions, and operational disruption.

Why MOHRE Compliance Is a Core Business Function

The UAE labour market is tightly regulated to protect both employers and employees. In 2026, MOHRE enforcement is heavily data-driven, supported by digital salary monitoring, permit controls, and inspection campaigns.

For businesses of any size, compliance is not just an HR checklist. It is a business continuity requirement. Repeated violations can lead to permit restrictions, file suspension, fines, and legal escalation.

Below are five commonly audited violation areas and practical prevention steps based on official UAE and MOHRE guidance.

1) Fake Emiratisation and Quota Circumvention

What triggers audits

Fake Emiratisation includes using non-genuine placements or role manipulation to appear compliant with Emiratisation requirements while bypassing actual talent integration.

Penalty exposure

UAE compliance frameworks impose escalating penalties for circumvention and non-compliance. Official portals also confirm 2026 contribution exposure of AED 108,000 for specific shortfalls linked to 2025 Emiratisation obligations.

How to avoid it

  • Hire Emirati staff into genuine skilled roles with real supervision and deliverables.
  • Maintain compliant payroll records and pay via approved channels.
  • Treat Emiratisation as workforce planning, not a last-minute quota reaction.

2) Wage Protection System (WPS) Delays

What triggers violations

Under WPS rules, salary payment delays are traceable in near real time. Official guidance confirms employers are considered late when payment is not made within the first 15 days after due date (unless a shorter contractual period applies).

Penalty exposure

Repeated salary delays can trigger administrative restrictions, including suspension of new work permit processing and further enforcement action depending on severity.

How to avoid it

  • Automate payroll and fund salary accounts ahead of due dates.
  • Run monthly reconciliation checks before WPS submission.
  • Avoid off-system cash payments that fail compliance traceability.

3) Employing Workers Without Valid Work Permits

What triggers violations

UAE legal guidance states it is unlawful to work without a valid permit and unlawful for employers to recruit or employ workers before permit issuance through proper channels.

Penalty exposure

Violations can lead to heavy fines, file suspension, and restrictions on new permits. MOHRE enforcement updates continue to target inactive and non-genuine employment patterns.

How to avoid it

  • Apply a strict policy: no permit, no work start date.
  • Validate status for each worker before onboarding or training begins.
  • Keep permit documents and expiry tracking centrally monitored.

4) Charging Employees Recruitment or Visa Costs

What triggers violations

Labour-law rules prohibit employers from passing recruitment and hiring-related costs to workers, directly or indirectly.

Penalty exposure

Unlawful deductions can trigger fines, formal complaints, and mandatory reimbursement orders.

How to avoid it

  • Assign all onboarding costs to company budgets.
  • Prohibit payroll deductions related to visa/recruitment costs.
  • Document this in employment contracts and HR policy manuals.

5) Violating the Mandatory Midday Break Rule

What triggers violations

Official UAE workplace safety guidance confirms that work under direct sun or in open spaces is restricted from 12:30 PM to 3:00 PM, from 15 June to 15 September each year.

Penalty exposure

MOHRE announcements state fines can be applied per worker found in violation, with site-level caps in effect under enforcement rules.

How to avoid it

  • Shift outdoor work schedules outside restricted hours before summer starts.
  • Provide shaded rest areas, hydration, and heat-risk controls.
  • Train supervisors and keep daily break compliance logs.

Protect Your Business with Proactive Compliance

MOHRE compliance is an ongoing operating process, not a one-time legal check. The safest approach is to continuously align contracts, payroll, permits, and site operations with current official guidance.

At Sarmat, we help businesses build and run practical compliance systems, including policy structuring, workforce documentation control, and end-to-end visa and WPS process management.

Compliance Advisory Book Consultation

Official References

SARMAT PROFESSIONAL & MANAGEMENT DEVELOPMENT TRAINING L.L.C | SARMAT GOVERNMENT SERVICES L.L.C

Helping individuals and businesses navigate UAE government procedures with precision and ease.Based in Dubai. Local experts. Government-compliant.

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