UAE Family Visa Requirements 2026: Salary, Documents, and Cost

Written and edited by the Visa Advice Hub Editorial Team.

The minimum salary for a family visa in the UAE is the first thing immigration officers check when you apply to sponsor your wife, husband, or children. As of 2026, the UAE family visa salary requirement is AED 4,000 per month, or AED 3,000 per month plus employer-provided accommodation. This threshold applies to both male and female sponsors under Cabinet Resolution No. 65 of 2022, which removed the old profession-based restrictions. Below you will find the exact salary tables, how each emirate applies the rule, and what to do if your salary falls short.

Minimum Salary for UAE Family Visa: 2026 Requirements

The federal salary threshold for sponsoring family members has not changed since Cabinet Resolution No. 65 of 2022 came into force. These are the figures immigration authorities (GDRFA in Dubai, ICP in the other emirates) apply in 2026:

The salary that counts is the total salary stated on your employment contract registered with MOHRE (or your free-zone labour contract) — basic plus allowances, verified against a salary certificate and, in many cases, your last 3 months of bank statements showing WPS transfers.

Family Visa Salary Requirement by Emirate and Job Type

The AED 4,000 / AED 3,000 rule is federal, but documentation practice varies slightly by emirate and employer type:

Since Cabinet Resolution No. 65 of 2022, your job title no longer matters. Before 2022, only certain professions (engineers, doctors, teachers, managers) could sponsor family. That list is abolished — a waiter, driver, or security guard earning AED 4,000 can sponsor a wife and children on exactly the same terms as an engineer.

What If Your Salary Is Below the Minimum?

If you earn less than the family visa UAE salary requirement, you have several realistic routes:

• Count employer accommodation. If your employer houses you, the threshold drops to AED 3,000. Ask HR for a letter confirming accommodation is provided — this alone qualifies many workers who assume they are below the line.
• Check your full contract salary, not just basic. The AED 4,000 test uses total salary including allowances. A contract showing AED 2,500 basic plus AED 1,600 in allowances passes.
• Ask for a registered salary amendment. Some workers are paid more in practice than the figure on their MOHRE contract. Only the registered figure counts, so ask your employer to update the contract before applying.
• Wait for a raise, then apply immediately. There is no minimum time you must have earned AED 4,000 — a salary certificate showing your current salary is generally sufficient, though officers may ask for 3 months of bank statements.
• Consider a humanitarian exception for children. Applications to sponsor children where the sponsor is slightly below the threshold are sometimes approved at GDRFA/ICP discretion, particularly for school-age children already in the UAE.

What you should not do is submit an inflated salary certificate that does not match your WPS bank transfers — mismatches are a common rejection reason and can flag your file for future applications.

Other 2026 Family Visa Requirements Beyond Salary

Meeting the minimum salary is necessary but not sufficient. You also need:

• Attested marriage certificate (for a spouse) and attested birth certificates (for children), legalised in the home country and by the UAE Ministry of Foreign Affairs
• Tenancy contract (Ejari in Dubai, Tawtheeq in Abu Dhabi) or an employer accommodation letter
• Medical fitness test for each family member over 18
• Health insurance for each dependant (mandatory in Dubai and Abu Dhabi; basic plans start around AED 700–1,000 per year)
• Fees: roughly AED 350–650 per dependant for the residence visa itself, plus a refundable deposit in some emirates and typing-centre charges — budget AED 1,500–2,500 per person all-in

Sons can be sponsored up to age 25 (previously 18), unmarried daughters at any age, and there is no age limit for sponsoring parents if you meet the higher salary bar.

Leave encashment formula: (Basic Monthly Salary ÷ 30) × Unused Leave Days. Here is what annual leave encashment looks like for a typical UAE worker:

If you are resigning or leaving your job in the UAE, your employer must pay you for any annual leave days you have not used. This is called UAE annual leave encashment on resignation, and it is a legal requirement — not optional. Many workers do not know they are owed this payment, and some employers try to avoid it.

This guide explains what leave encashment is, exactly how annual leave encashment is calculated, what the law says, and what to do if your employer refuses.

What Is Leave Encashment in the UAE?

Leave encashment means converting unused annual leave days into a cash payment instead of taking the days off. In the UAE, the term appears in two situations:

• End-of-service leave encashment — when your job ends (resignation, termination, or contract expiry), the employer must pay cash for every accrued annual leave day you did not use. This is mandatory under Article 29(9) of Federal Decree-Law No. 33 of 2021.
• In-service leave encashment — when you are still employed and agree with your employer to be paid for leave days instead of taking them. This is optional and requires written consent from both sides.

The core formula for leave encashment in the UAE is:

Leave Encashment = (Basic Monthly Salary ÷ 30) × Unused Leave Days

Three points define how the calculation works in practice:

• Basic salary only. The legal minimum is calculated on your basic wage, not your total package. Housing, transport, and food allowances are excluded unless your contract says otherwise.
• Divide by 30, always. The daily rate uses a fixed 30-day month regardless of the calendar month, so AED 6,000 basic salary always gives a daily rate of AED 200.
• Accrual never expires at exit. Even if company policy says leave lapses at year-end, any balance still standing on your last working day must be encashed. Forfeiture clauses are unenforceable.

Legal Basis: UAE Annual Leave Encashment Under the Labour Law

Under Federal Decree-Law No. 33 of 2021 Regulating Labour Relations, Article 19, all private sector workers in the UAE are entitled to paid annual leave. When employment ends — whether by resignation, termination, or contract expiry — any unused leave days must be converted to a cash payment as part of the final settlement.

This applies regardless of why you are leaving. Even if you resign voluntarily, you are still entitled to UAE annual leave encashment on resignation for unused days.

How Many Annual Leave Days Are You Entitled To?

Under UAE Labour Law, your annual leave entitlement depends on your length of service:

If you worked for 1 year and 4 months but only took 10 days of leave, you are entitled to encashment for the remaining 20 days of that year, plus proportional leave for the additional 4 months.

Important: Your employment contract may give you more than 30 days of annual leave. If so, the higher number applies. The Labour Law sets the minimum — not the maximum.

How to Calculate UAE Annual Leave Encashment on Resignation

The Formula

Leave Encashment = (Basic Monthly Salary ÷ 30) × Unused Leave Days

This is based on your basic salary only. Housing allowance, transport allowance, and bonuses are not included in this calculation.

Worked Example

If You Worked Less Than a Full Year

For partial years, calculate your proportional leave first. If you worked 9 months and your yearly entitlement is 30 days:

• Accrued leave = 30 × (9 ÷ 12) = 22.5 days
• If you took 5 days, unused = 17.5 days
• Encashment = (Basic Salary ÷ 30) × 17.5

Annual Leave Encashment Calculation with Examples

The formula stays the same at every salary level, but the numbers change. Here is what annual leave encashment looks like for three common UAE salary bands.

Example 1: AED 3,000 Basic Salary, 12 Unused Days

Example 2: AED 8,000 Basic Salary, 25 Unused Days

Example 3: AED 15,000 Basic Salary, 30 Unused Days (Full Year Untaken)

A quick sanity check: 30 unused days always equals exactly one month of basic salary, because 30 days at the daily rate of (basic ÷ 30) simply rebuilds the monthly figure. If your final settlement shows less than one basic month for a full untaken year, the calculation is wrong.

Watch the salary split in your contract. Many UAE contracts state, for example, AED 10,000 total with only AED 6,000 as basic. In that case the legal minimum daily rate is AED 200 (6,000 ÷ 30), not AED 333. If HR quotes a figure that seems low, the basic-versus-total split is the first thing to check.

Can You Get Leave Encashment While Still Employed?

Yes — but only by mutual agreement. Article 29(8) of Federal Decree-Law No. 33 of 2021 allows a worker to be paid cash for leave days carried over from a previous year with the employer’s written consent, calculated at the wage the worker earned when the leave was accrued.

Key differences from end-of-service encashment:

• It is not a right you can demand. While employed, the employer can insist you take the days off instead of paying them out. Only at the end of service does encashment become mandatory.
• The current year usually cannot be encashed. The law protects the current year’s leave as actual rest time. In-service encashment applies to the carried-over balance from earlier years.
• You cannot be forced to encash either. An employer cannot unilaterally pay you cash to deny you your annual leave. Consent must run both ways.
• Get it in writing. If you agree to in-service leave encashment, ask for a signed or emailed record stating the number of days and the amount. Without it, the same days can be disputed again at final settlement.

Practical takeaway: if you plan to resign within a few months, there is usually no advantage to negotiating in-service encashment — the same days convert to cash automatically at your final settlement, and the paper trail is cleaner.

What Counts as “Basic Salary” for Leave Encashment?

Only the fixed monthly amount in your employment contract — your basic wage. Check your contract for the line that says “basic salary” or “basic wage.” Do not include:

• Housing or accommodation allowance
• Transportation or petrol allowance
• Food allowance
• Annual bonuses
• Overtime pay

If your employer argues they do not have to pay encashment because you resigned without notice, that argument is not valid under UAE law. Unused leave is owed regardless of how employment ends, as long as you completed the minimum service period.

Documents to Build the Leave-Encashment Claim

When Must Your Employer Pay Leave Encashment?

UAE law requires your employer to pay all final settlement — including leave encashment — within 14 days of the end of employment. If they delay without reason beyond 14 days, you can file a complaint with MOHRE.

Your leave encashment will be part of your total final settlement package, which also includes:

• End of service gratuity (if eligible — see our guide on UAE end of service gratuity)
• Any unpaid salary for the last working month
• Any overtime payments owed
• Notice period payment (if applicable)

What If Your Employer Refuses to Pay Leave Encashment?

1. Request in writing — Send a WhatsApp or email asking for your final settlement breakdown, specifically mentioning unused annual leave days. Keep the message.
2. File a MOHRE complaint — Call 800-60 or file online at mohre.gov.ae. Select “Wage Complaint” or “Final Settlement Dispute.” This service is free.
3. Provide evidence — Submit your employment contract, payslips showing your basic salary, and any leave records. If you do not have these documents, MOHRE will request them from the employer.
4. Attend mediation — MOHRE will schedule a session. If your employer does not attend, the case is referred to the court and you are very likely to win.

For additional protection if you are also owed your regular salary, read our guide on UAE unpaid salary claims — the MOHRE process is the same.

What Usually Happens Next

1. You confirm the unused leave figure in writing to HR before your last working day — WhatsApp or email is enough.
2. HR includes the leave encashment in the final settlement sheet, calculated on basic salary as Article 29 requires.
3. The total final settlement (salary + leave encashment + gratuity + notice pay) is transferred within 14 days of the last working day.
4. If the figure is short, you reply to HR in writing within 7 days quoting the formula. Most employers correct it after a written challenge.
5. If they still refuse, file a MOHRE complaint on 800-60. The conciliation session is usually scheduled within 2 weeks.
6. MOHRE issues a binding decision for claims under AED 50,000 and refers larger or contested cases to the labour court.

Can Your Employer Force You to Take Remaining Leave Before You Resign?

Yes, in some cases. UAE Labour Law allows employers to schedule when employees take annual leave with advance notice. If your employer asks you to use your remaining leave during your notice period, that is allowed under Article 19. However, they cannot simply “cancel” your unused leave — if it is not taken, it must be paid as encashment.

Special Cases: Annual Leave During Notice Period

If you resign with a notice period, the days you work during notice are counted normally. If your employer asks you to take your remaining annual leave during the notice period (instead of working), that is legal. The notice period is then considered fulfilled through the leave days. You would not receive additional encashment for those days.

If your employer cancels your notice period and tells you to leave immediately, you are entitled to notice period pay plus the full leave encashment.

Common Mistakes to Avoid

• Allowing ‘unused leave is forfeited’ clauses to stand — Such clauses are unenforceable under Article 29. Quote the article in writing and they almost always concede.
• Using total salary instead of basic for the formula — The legal minimum is basic-salary-based. Higher contractual rates apply only if the contract clearly says so.
• Forgetting partial-year accrual after 6 months of service — Two days per completed month between 6 and 12 months are payable on departure.
• Signing the visa cancellation form before the final settlement is in the bank — Once cancelled, leverage drops sharply and MOHRE cases take longer.
• Treating informal cash payment for leave days as final — Without a stamped or signed acknowledgment, the employer can later claim it never happened.
• Waiting past 30 days to file a MOHRE complaint — Memory degrades, witnesses move on, and conciliation strength weakens. Within 30 days is the strongest position.

Frequently Asked Questions

What is the minimum salary for a family visa in the UAE in 2026?

AED 4,000 per month, or AED 3,000 per month if your employer provides accommodation. The same figure applies in Dubai, Abu Dhabi, Sharjah, and all other emirates, and to both male and female sponsors. For sponsoring parents, Dubai applies a much higher bar of about AED 20,000 per month.

Does the family visa salary requirement use basic salary or total salary?

Total salary as registered on your MOHRE or free-zone contract — basic plus allowances. This is different from gratuity and leave encashment, which use basic salary only. A worker with AED 2,800 basic and AED 1,400 in allowances meets the AED 4,000 family visa threshold.

Can I sponsor my family if I earn exactly AED 4,000?

Yes. AED 4,000 is the qualifying minimum, not a soft guideline. Expect officers to verify it against your salary certificate and recent WPS bank transfers, so make sure the registered contract figure and your actual bank credits match.

Do I get annual leave encashment if I resign before completing one year?

Yes, if you completed more than 6 months. You are entitled to 2 days per completed month of service. If you worked 9 months and took no leave, you receive encashment for 18 days at your basic daily rate.

My employer says they do not pay encashment for resignations. Is this legal?

No. Under Federal Decree-Law No. 33 of 2021, Article 19, unused annual leave must be paid on departure regardless of the reason for leaving. This cannot be waived by contract. File a complaint with MOHRE at 800-60 if your employer refuses.

My contract says I lose unused leave if I do not take it. Is this valid?

No. UAE Labour Law does not allow contract clauses that remove the right to leave encashment. Any clause that tries to forfeit your unused leave is legally unenforceable. Your right to payment is protected by law, not subject to employer policy.

I took extra leave last year — can my employer deduct this from my encashment?

Yes. If you took more days than you accrued (“advance leave”), your employer can deduct the excess from your final settlement. Check your leave balance records before your last day to understand how many days you have remaining.

How many leave days do I get in my first year?

In the first 6 months, you are not entitled to annual leave. From 6 months to 12 months, you earn 2 days per completed month. From 12 months onwards, you are entitled to 30 days per year.

What is annual leave encashment, in one sentence?

Annual leave encashment is the cash payment your employer owes you for accrued annual leave days you did not take, calculated as (basic monthly salary ÷ 30) × unused days under UAE Labour Law.

Is leave encashment taxable in the UAE?

No. The UAE has no personal income tax, so leave encashment is paid to you in full. The only permitted reductions are documented deductions such as advance leave taken or genuine outstanding loans from the employer.

My employer paid my leave salary at total salary, not basic. Is that right?

The UAE Labour Law minimum is based on basic salary. However, if your contract says leave is calculated on your full salary (basic + allowances), the higher amount applies. Review your contract — but you cannot receive less than the basic salary calculation.

This article is for general information only and is not legal advice. Rules can change. Always confirm with MOHRE or a qualified legal professional.