Why employers are choosing Golden Visas
The golden visa’s emergence as a core part of workforce management lies in a powerful combination of benefits:
- For many roles, Golden Visas can be cheaper than traditional work permits over the visa lifecycle, especially given fewer renewals.
- Longer validity and simplified renewals reduce administrative paperwork.
- Sponsorship isn’t required, allowing employers to avoid complex sponsorship rules and associated liabilities.
This side-by-side comparison shows the advantages in concrete terms:
| Golden Visa | Standard Work Permit | |
| Validity | 5 or 10 years | 2 years |
| Application & Processing Fees | AED 2,800–3,800 (inside UAE) or AED 3,800–4,800 (outside UAE) | AED 3,000–7,000 (varies by job category & company classification) |
| Medical & Emirates ID | Included or adds ~AED 1,000 | Medical: AED 500–800; Emirates ID: AED 370–570 |
| Other Costs | Minimal beyond initial fees | Typing/admin, attestation, insurance can add AED 1,000+ |
| Renewal Cost | ~AED 1,500 every 5 or 10 years | Full visa renewal every 2 years (similar cost as initial) |
| Minimum salary requirement | AED 30,000/month basic salary (excluding allowances) | (No requirement, only guidelines) Bachelor’s degree AED 12,000/month Diploma AED 7,000/month High School diploma AED 5,000/month |
The trade-offs and how to manage them
But with these tangible rewards come real risks. Because the visa isn’t tied to an employer, your talent can leave at any time – potentially after you’ve covered their immigration costs. Golden visa holders can also freelance or run their own businesses on the side, creating a potential conflict of interest with you, their primary employer.
To avoid eventual issues, make your expectations clear from the start by incorporating them into your employment documentation.
- In your contracts: Include clawback clauses to recover specific costs if the employee leaves with a certain period after joining. Add non-compete and exclusivity rules that align with UAE law.
- In your company policies: Create clear rules about secondary employment that require employees to disclose any outside work. Strengthen your intellectual property and confidentiality agreements and make them a key part of your onboarding process.
Retention: the competitive advantage
In reality, of course, governance can only deter so much. A Golden Visa may get the talent through your door, but it’s your employer brand that makes them stay. That’s why any contractual safeguards should be paired with a strong Employee Value Proposition (EVP).
What do you offer your employees in exchange for their skills and commitment? EVPs vary widely, but most include the following key components:
- Career development: structured learning, certifications, and clear promotion pathways.
- Compensation and benefits.
- Work life balance through flexibility and hybrid working.
- Strong company culture that promotes core values.
The next steps for HR and leaders
Essentially, integrating the Golden Visa into your workforce strategy not only calls for an administrative change, but also a revised approach towards talent management. One that harnesses the full potential of the programme while mitigating the risks.
As you define this framework in your company, be sure to consider the following:
- Position requirements: Conduct a thorough evaluation for each position. Compare the financial costs, application timelines, and potential risks of the Golden Visa against those of a traditional work permit to determine the most advantageous route for each role.
- Documentation: Revise standard employment contracts and internal policies to reflect the specifics of the Golden Visa, ensuring protective clauses for non-competes, cost clawbacks, and intellectual property (IP) are robust and enforceable.
- Retention efforts: The Golden Visa provides talent with greater freedom and mobility. This makes strong retention initiatives more important than ever. Be sure to align your EVP with the expectations of top-tier professionals.
- Communication: Ambiguity can lead to risk. From the moment of onboarding, be explicit about your company’s rules and expectations.
Need help?
AGS Relocation can help you assess visa options, implement compliant contracts and policies, as well as manage immigration and end-to-end relocation for your foreign employees.
Share your requirements and timelines with us for a no-strings-attached discussion of your global mobility needs.