Written and edited by the Visa Advice Hub Editorial Team.
Quick Summary
- Federal Decree-Law No. 33/2021 bans employers from making workers pay for visa fees, medical tests, or recruitment costs — directly or through salary deductions.
- Any contract clause that makes a worker pay these costs is void. You cannot waive this right, even in writing.
- Deductions that ARE legal include: loan or advance repayments (max 10% of salary per month), court-ordered amounts, and accommodation costs if explicitly agreed in writing.
- If your employer has deducted visa costs from your pay, you can file a MOHRE complaint and claim a full refund.
Your Employer Is Taking Money From Your Salary. Is That Legal?
Your payslip shows a deduction. It says “visa fees” or “medical test” or “recruitment charges.” You do not know if this is allowed.
The short answer: it is not allowed. The UAE employer deduct visa cost from salary practice is clearly prohibited under UAE federal law. Your employer cannot charge you for the cost of hiring you, sponsoring your visa, or running medical tests required for your work permit.
This guide explains exactly what the law says, which deductions are illegal versus legal, and the steps you take to get your money back.
What the Law Says: Federal Decree-Law No. 33/2021
Federal Decree-Law No. 33 of 2021 — the UAE Private Sector Labour Law — is the main law protecting workers from illegal deductions.
Article 60 of this law sets out the rules for salary deductions. Under Article 60, an employer may only deduct from a worker’s salary in specific, listed situations. Visa fees, medical tests, recruitment charges, and work permit costs are not on that list.
Ministerial Resolution No. 43 of 2022 reinforces this. Employment contracts must not contain clauses that shift the employer’s legal costs onto the worker. If such a clause exists, it has no legal force.
The key principle is simple: the cost of hiring a worker is the employer’s cost, not the worker’s.
Which Deductions Are Illegal?
The following deductions from your salary are illegal under UAE law:
- Visa and residency permit fees — the employer pays these, not you
- Medical fitness test costs — required for your work permit and visa issuance
- Recruitment agency fees — your employer cannot pass these on to you
- Work permit renewal costs — same rule applies at renewal as at initial hire
- Emirates ID fees — required by law and cannot be charged to workers
- Health insurance premiums — employers are required to provide health insurance; they cannot deduct the premium from your salary
In practice: Some employers charge for “accommodation” or “transport” but the real deduction is for visa or recruitment costs under a different label. If you suspect this is happening, compare what was agreed in your contract with what is being deducted. Any deduction not listed in Article 60 of Federal Decree-Law No. 33/2021 is illegal.
Which Deductions Are Legal?
Not every salary deduction is illegal. Article 60 allows employers to deduct in these specific situations:
| Legal Deduction | Limit | Condition |
|---|---|---|
| Repayment of a salary advance or loan from employer | Maximum 10% of monthly salary | Worker agreed in writing |
| Court-ordered deductions | As ordered by court | Valid court order required |
| Contribution to a worker savings scheme | As agreed | Worker consented in writing |
| Accommodation costs | As agreed | Explicitly stated in employment contract or addendum |
| Union subscriptions (if applicable) | As agreed | Worker is a member |
Even for legal deductions, the total amount deducted in any month cannot exceed 50% of your monthly salary unless you have agreed to a higher amount in writing for a specific debt repayment.
In practice: Accommodation deductions are commonly abused. Your contract must state the accommodation amount explicitly. If your contract says “accommodation provided” but does not name a cost, your employer cannot later deduct an accommodation fee from your salary.
Contract Clauses That Try to Make You Pay Are Void
Some employers include a clause in the employment contract saying the worker agrees to repay visa costs. This is sometimes worded as: “Worker agrees to refund visa and medical costs if they leave before [X] months.”
This clause has no legal force in UAE courts. Federal Decree-Law No. 33/2021 cannot be contracted out of. You cannot sign away your right to have the employer bear these costs. Even if you signed such a contract, the clause is unenforceable.
Employers who enforce such clauses — for example, by deducting the amount from final salary on termination — are breaking the law.
How to Check If Your Employer Is Deducting Illegally
Follow these steps to find out if a UAE employer deduct visa cost from salary situation applies to you:
- Get your payslip — Ask your employer for a written payslip. Under UAE law, employers must provide this.
- Check your contract — Look at the agreed salary and the list of any agreed deductions.
- Compare figures — If the amount received is less than the agreed salary, find out why in writing.
- Request a written explanation — Ask your HR or manager to explain every deduction in writing. Keep a copy.
- Check your offer letter — Compare what was promised at recruitment to what your contract says and what you receive.
If the deductions include anything related to visa costs, medical tests, or recruitment, you have grounds for a MOHRE complaint. You may also want to read about what salary deductions are legal in UAE for a complete comparison of allowed and disallowed deductions.
How to File a MOHRE Complaint for Illegal Deductions
MOHRE — the Ministry of Human Resources and Emiratisation — handles labour complaints in the UAE private sector. Filing a complaint is free and can be done online.
Step 1: Gather Your Documents
- Passport copy and Emirates ID
- Employment contract (Arabic and English versions if you have both)
- Payslips showing the illegal deductions
- Bank statements showing salary received
- Any written communication from your employer about deductions
Step 2: File on the MOHRE Portal or App
Go to mohre.gov.ae and select “File a Complaint” under the worker services section. You can also use the MOHRE app (available on iOS and Android) or call the MOHRE helpline at 800 60.
Describe the deduction clearly. State the specific months, the amounts deducted, and the reason given by the employer (if any).
Step 3: Mediation Stage
MOHRE will contact your employer and schedule a mediation hearing. Both parties attend. MOHRE’s labour inspector will review the deductions. In most cases involving clear illegal deductions, MOHRE orders the employer to refund the amount.
Step 4: Labour Court (If Mediation Fails)
If your employer refuses to refund the illegal deduction at mediation, MOHRE refers the case to the UAE Labour Court. The Labour Court can order a full refund plus compensation. Court fees for workers are waived for cases under AED 100,000.
For information about your broader rights when leaving a job, see our guide on UAE termination rights.
What Penalties Does the Employer Face?
Employers who deduct visa costs or other prohibited amounts from worker salaries face these consequences under UAE law:
- MOHRE fines for violating Article 60 of Federal Decree-Law No. 33/2021
- A court order to repay all illegally deducted amounts
- Possible business permit restrictions if the employer has a pattern of violations
- Adverse rating on the MOHRE employer compliance system, which affects visa quota allocations
Special Situation: Employer Deducted Costs From Final Salary
Questions about whether a UAE employer deduct visa cost from salary is legal come up most often when workers receive their final payslip. Some employers wait until the last month — when a worker is being terminated or resigning — to deduct visa and recruitment costs from the final salary payment. This is still illegal.
Your end-of-service gratuity, final month salary, and any owed annual leave payment cannot be reduced by visa costs, medical fees, or recruitment charges. If this has happened to you, file a MOHRE complaint within 12 months of leaving the employer.
If you are trying to recover other unpaid amounts at the same time, read about claiming unpaid amounts from your employer which covers the full range of recoverable items.
Frequently Asked Questions
Can a UAE employer legally deduct visa costs from my salary?
No. Under Article 60 of Federal Decree-Law No. 33/2021, visa fees, medical test costs, and recruitment charges cannot be deducted from a worker’s salary. The employer must bear these costs. Any deduction for these costs is illegal regardless of what your contract says.
What if I signed a contract agreeing to repay visa costs?
The contract clause is void and unenforceable. UAE labour law cannot be waived by contract. Even if you signed an agreement to repay visa costs, that clause has no legal standing. You can still file a MOHRE complaint to recover any amounts already deducted.
How much can a UAE employer deduct from salary legally?
For legally permitted deductions — such as repaying a salary advance — the limit is 10% of monthly salary per repayment installment. The total of all deductions in a month cannot exceed 50% of your salary. Deductions outside the permitted list in Article 60 of Federal Decree-Law No. 33/2021 are zero — they cannot happen at all.
Can an employer deduct visa renewal costs from salary?
No. The rule applies both at initial hire and at visa renewal. Whether it is a new visa or a renewal, the cost belongs to the employer. Deducting renewal fees from salary is the same violation as deducting initial visa costs.
What is the MOHRE complaint process for illegal salary deductions?
File a complaint at mohre.gov.ae or call 800 60. MOHRE will arrange a mediation hearing with your employer. If mediation fails, the case goes to the UAE Labour Court. Keep all payslips, bank statements, and written communications as evidence.
How long do I have to file a MOHRE complaint about illegal deductions?
You have up to 12 months from the date of the deduction or from the date you left the employer to file a labour complaint with MOHRE. Do not wait — the sooner you file, the easier it is to gather evidence.
Can my employer deduct Emirates ID costs from my salary?
No. Emirates ID fees are a government-required document for your residency and must be paid by the employer. Deducting Emirates ID costs from your salary is illegal under the same rules that prohibit visa cost deductions.
Who This Guide Is For
Private sector workers in UAE who have noticed unexplained deductions on their payslips — labelled as visa fees, medical tests, recruitment charges, or Emirates ID costs. Especially relevant for workers in their first year who have recently arrived on employer-sponsored visas.
Documents to Prepare
| Document | Why You Need It | Where to Get It |
|---|---|---|
| Employment contract | Confirms your agreed salary and lists any explicitly approved deductions | Your copy — request from HR if you don’t have it |
| Payslips (last 6 months) | Shows every deduction month by month; the primary evidence for a MOHRE complaint | From HR portal or request in writing |
| Bank statements (last 3 months) | Verifies the amount actually received versus the contracted salary | Your bank’s mobile app |
| Offer letter or recruitment email | Shows the salary promised at recruitment — useful if deductions started before a contract was signed | Your personal email or WhatsApp |
| Written explanation from HR | If your employer gave a reason for the deduction, get it in writing | WhatsApp or email from your HR or manager |
| Emirates ID and passport copy | Identity verification required when filing a MOHRE complaint | Always with you |
What Usually Happens Next
- Get your payslip in writing and identify every deduction — ask HR in writing to explain any item you did not agree to.
- Compare deductions against Article 60 of Federal Decree-Law No. 33/2021 — visa fees, medical tests, and recruitment costs do not appear on the allowed list.
- Send a formal written request for a refund of all illegal deductions, listing the months and amounts.
- If the employer does not refund within 7 days, file a MOHRE complaint at mohre.gov.ae or call 800 60.
- MOHRE contacts both parties within 72 hours and opens a 14-day mediation window.
- If the employer refuses to refund at mediation, MOHRE issues a binding decision or refers to Labour Court.
- Retain all payslips and bank records — you can claim back up to 12 months of illegal deductions.
Common Mistakes to Avoid
- Assuming a ‘company policy’ makes an illegal deduction legal — Article 60 of Federal Decree-Law No. 33/2021 is federal law — no company policy can override it.
- Signing the monthly payslip without noting your objection — Silence can be interpreted as acceptance. If you notice an illegal deduction, send a written objection the same month.
- Waiting until you leave the company to dispute the deductions — You have 12 months from the date of the deduction to file. Filing while still employed is faster and easier.
- Accepting a verbal promise from HR to refund ‘later’ — Only written confirmation of refund and actual payment counts. Verbal promises from HR are not enforceable.
- Believing an employment contract clause makes repayment of visa costs mandatory — Any such clause is void under UAE law. Even a signed contract cannot waive your right to have the employer bear these costs.
Official Sources Used in This Guide
Related Articles
Legal Disclaimer
Who this guide is for
This guide is for migrant workers in the UAE — including those from India, Pakistan, Bangladesh, the Philippines, Nepal, and across Africa — who have had visa costs, residency fees, medical test fees, or Emirates ID charges deducted from their salary, or whose employer has demanded they pay these costs out of pocket. It is especially relevant if you are on a new contract, recently sponsored, or being asked to repay visa expenses upon resignation or termination.
What official pages do not explain clearly
Official UAE government portals confirm that employers must bear the cost of work visas — but they rarely explain what counts as a “visa cost,” whether medical test fees and Emirates ID charges are also protected, what happens if the deduction is buried in a salary slip, or how to formally dispute an illegal deduction without triggering retaliation. This guide covers the practical gaps.
Documents to Prepare
| Document | Why You Need It | Where to Get It |
|---|---|---|
| Employment contract (original) | Confirms agreed salary and any clauses about visa costs — a key document if your employer claims you agreed to deductions | Your personal copy; request a duplicate from MOHRE if lost via mohre.gov.ae |
| Salary slips (last 3–6 months) | Shows the actual amounts paid and any deductions made — evidence of an illegal deduction if visa costs appear as a line item | Request from your employer in writing; check your WPS bank statement as a backup |
| Bank statements (WPS records) | Proves the net amount actually received, which MOHRE can compare against your contract salary to identify shortfalls | Download from your UAE bank’s mobile app or request at a branch |
| Receipts or invoices for visa-related payments | If you paid visa fees directly out of pocket (medical test, Emirates ID, residency stamp), these receipts are direct evidence of the employer’s unlawful cost-shifting | Keep originals; photograph them immediately — clinics and typing centres may not reissue them |
| Residency visa / Emirates ID copy | Confirms your visa was issued under this employer’s sponsorship, linking the cost to their legal obligation | ICP smart services portal at icp.gov.ae or from your Emirates ID card |
| Written communication with employer | WhatsApp messages, emails, or letters where the employer instructed you to pay visa fees or confirmed deductions are strong supporting evidence | Screenshot and back up to cloud storage immediately |
| MOHRE complaint reference number | Once you file a complaint, this number tracks your case and is required for any follow-up with labour inspectors or the court | Issued automatically after filing via mohre.gov.ae, the MOHRE app, or by calling 800-60 |
What Usually Happens Next
- File a complaint with MOHRE. Submit your case through mohre.gov.ae, the MOHRE UAE app, or by calling 800-60. Attach your employment contract, salary slips, and any payment receipts. MOHRE will open a labour dispute file and notify your employer. In practice, many employers settle at this stage to avoid escalation.
- Attend the MOHRE conciliation session. A MOHRE labour relations officer will schedule a meeting — typically within a few days to two weeks — with both parties. If your employer does not appear or refuses to refund the deducted amount, MOHRE refers the case to the Labour Court automatically, with no filing fee for the worker.
- Case referred to the Labour Court. If conciliation fails, MOHRE issues a referral letter and the court schedules a hearing. Bring all original documents. The court can order full repayment of illegally deducted amounts plus any other unpaid entitlements. You do not need a lawyer for basic wage claims, though one can help in complex cases.
- Employer is ordered to repay. If the judge finds the deduction was illegal under Federal Decree-Law No. 33 of 2021, the court issues a repayment order. Employers who ignore court orders face fines and potential business licence consequences.
- Coordinate on visa and residency status. If your employment ends during the dispute, ask MOHRE about a temporary work permit or grace period options so your residency status does not lapse while the case is active. A 60-day grace period typically applies after visa cancellation.
- Collect your repayment. Once the order is enforced, the amount is typically paid directly to you. Keep the court order document permanently — it may be needed if the employer delays payment or if you seek enforcement action through the courts.
Common Mistakes to Avoid
- Signing any document that says you agree to pay visa costs. Some employers present addendums or letters asking workers to acknowledge visa cost liability. Signing these does not make the deduction legal under UAE labour law — but it complicates your complaint. Refuse to sign, or note in writing that you sign under protest.
- Accepting a cash “refund” without getting it in writing. If your employer offers to repay deducted visa fees informally, get the payment confirmed in a signed letter o
This article is for general information only and is not legal advice. Rules can change. Always confirm with MOHRE or a qualified legal professional.