Every GCC country requires foreign workers to hold a work permit (or labour card) and a residence visa — two separate documents issued by different authorities. The work permit authorises employment; the residence visa authorises physical presence. Both are required, and both are tied to a specific employer in all GCC countries except under self-sponsored visa programmes (UAE Golden/Green Visa, Saudi Premium Residency). Last updated: June 2026.
For the self-sponsored alternatives, see UAE Golden Visa requirements in 2026: who qualifies?. For the investor visa comparison, see GCC investor and residence visas compared: UAE, Saudi, Bahrain, Qatar.
How do GCC work permits compare?
| Country | Issuing authority | Visa duration | Salary threshold | Nationalisation quota | Portability |
|---|---|---|---|---|---|
| UAE | MOHRE + ICP/GDRFA | 2–3 years | None (basic); AED 15K (Green) | Emiratisation 2 % annual increase targets | Green/Golden: portable |
| Saudi Arabia | MHRSD + MOFA | 1–2 years | SAR 4,000 minimum | Nitaqat (stringent, sector-based) | Premium Residency: portable |
| Bahrain | LMRA | 1–2 years | BHD 300 minimum | Bahrainisation (sector quotas) | Golden Residency: portable |
| Qatar | MADLSA + MOI | 1–5 years | QAR 1,000 minimum | Qatarisation (30 %+ in banking, energy) | Limited portability since 2020 |
| Oman | MOMP + ROP | 1–2 years | OMR 325 minimum | Omanisation (10–90 % by sector) | Not portable |
| Kuwait | PAM + MOI | 1 year (renewable) | KWD 60 minimum | Kuwaitisation (65 %+ in government) | Not portable |
What is the kafala (sponsorship) system?
The kafala system is the GCC-wide framework in which a foreign worker’s legal status is tied to a specific employer (the kafeel/sponsor). Under traditional kafala, the worker cannot change employers, leave the country, or remain in the country without the sponsor’s consent. The system has been the defining feature of GCC labour markets for decades.
Reforms since 2020 have loosened kafala significantly in most GCC countries:
- UAE — Green Visa (2022) and Golden Visa (2019) are fully self-sponsored. Standard visa holders gained portability rights under MOHRE reforms.
- Saudi Arabia — Labour Mobility Initiative (2021) allows workers to transfer between employers without the current employer’s consent. Premium Residency bypasses kafala entirely.
- Qatar — Law No. 18 of 2020 removed the requirement for an employer’s No Objection Certificate (NOC) to change jobs. Minimum wage introduced at QAR 1,000.
- Bahrain — Flexi-Permit (2017) allows workers to sponsor themselves for short-term work without an employer. Golden Residency (2022) is self-sponsored.
- Oman and Kuwait — kafala remains largely intact, with limited portability reforms.
What are nationalisation quotas?
Every GCC country mandates minimum percentages of nationals in private-sector workforces. These quotas directly affect foreign-founder hiring costs because non-compliance triggers financial penalties and licence-renewal blocks.
UAE Emiratisation — private companies with 50+ employees must increase Emirati headcount by 2 % annually. The penalty for non-compliance is AED 6,000 per month per unfilled Emirati position.
Saudi Nitaqat — the most stringent GCC system. Employers are classified into colour bands (Platinum, Green, Yellow, Red) based on their Saudi-national workforce percentage. Red-band employers cannot renew visas, hire new foreign workers, or access government services. Required percentages range from 5 % to 100 % depending on sector and company size.
Bahrain Bahrainisation — sector-specific quotas, typically 25 % to 50 %. Less stringent than Nitaqat but actively enforced.
Qatar Qatarisation — 30 %+ in banking and energy sectors. Less enforced in other sectors but tightening.
Oman Omanisation — varies from 10 % (construction) to 90 % (HR departments). One of the most aggressive quota systems by sector breadth.
Kuwait Kuwaitisation — 65 %+ in government sector. Private sector quotas exist but enforcement is inconsistent.
What does a work permit cost across the GCC?
| Country | Visa fees (per employee) | Labour card/permit | Annual levy per foreign worker |
|---|---|---|---|
| UAE | AED 3,000–7,500 | AED 300–500 | None (Emiratisation fines only if non-compliant) |
| Saudi Arabia | SAR 2,000–4,000 | SAR 100 | SAR 400–800/month per dependent levy |
| Bahrain | BHD 200–400 | BHD 200–500 | BHD 10/month per foreign worker (LMRA levy) |
| Qatar | QAR 1,500–3,000 | QAR 300 | None |
| Oman | OMR 200–500 | OMR 200 | None |
| Kuwait | KWD 50–150 | KWD 50 | None |
Saudi Arabia’s annual dependent levy (SAR 400–800/month per dependent) adds a significant ongoing cost for foreign workers with families — making the Kingdom the most expensive GCC country for a family-relocating foreign employee.
Frequently asked questions
Can I change employers in the UAE without losing my visa?
Under the Green Visa and Golden Visa — yes. The visa remains valid and the holder informs MOHRE of the change. Under a standard employment visa, a transfer process through MOHRE is required, but since 2022, employer NOCs are no longer required for visa transfers.
Which GCC country has the most worker-friendly labour laws?
The UAE and Qatar have made the largest reforms since 2020. The UAE’s Green Visa and Golden Visa remove employer dependency. Qatar’s 2020 law removed the NOC requirement and introduced a minimum wage. Bahrain’s Flexi-Permit offers the most flexible short-term work arrangements.
Do nationalisation quotas apply to free zone companies?
In the UAE, Emiratisation targets apply to companies with 50+ employees regardless of jurisdiction. Most small free zone companies fall below this threshold. In Saudi Arabia, Nitaqat applies to all private-sector entities including SEZ companies.
Sources and further reading
- UAE MOHRE — Employment visa and Emiratisation framework (mohre.gov.ae)
- Saudi MHRSD — Nitaqat system and labour mobility (hrsd.gov.sa)
- Bahrain LMRA — Work permits and Flexi-Permit (lmra.gov.bh)
- Qatar MADLSA — Labour law reforms and minimum wage
- Oman MOMP — Omanisation quotas
- Kuwait PAM — Work permits and Kuwaitisation