UAE and Global Rules Confirm Visa Sponsorship Does Not Permit Passport Confiscation

Official guidance across five countries, including the United Arab Emirates, confirms that visa sponsorship does not grant employers control over workers' passports or remuneration. In the UAE, government regulations strictly prohibit passport confiscation, and private-sector employers must comply with Wage Protection System rules regardless of cash-flow issues. Labour complaints for covered UAE private-sector employees must be addressed through the Ministry of Human Resources and Emiratisation.

Published October 14, 2026 Source: NRI Affairs

English Original
中文 Chinese version
العربية Automatic translation

Issuing authority: Ministry of Human Resources and Emiratisation
Jurisdiction: United Arab Emirates
Stage: Final rule
Official source: news.google.com

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According to a comparative review published by NRI Affairs, official guidance across Australia, the United Kingdom, the United States, the UAE, and New Zealand distinguishes statutory workplace protections from immigration sponsorship. The report emphasizes that an employer's sponsorship under an immigration framework does not provide legal authority to withhold identity documents, ignore wage obligations, or determine a worker's immigration status independently.

In the United Arab Emirates, official government platform guidance confirms that passport confiscation is prohibited, and an indefinite surrender of personal travel documents cannot be treated as a condition of sponsorship. For covered private-sector workers, the Ministry of Human Resources and Emiratisation (MoHRE) acts as the competent starting point for registering labour complaints and pursuing unpaid wages.

The review notes that UAE employers remain strictly bound by Wage Protection System (WPS) requirements and contractual disbursement timelines, even when facing business cash-flow difficulties. It also highlights that domestic workers and certain free-zone arrangements are subject to distinct legal frameworks, requiring employees to identify their specific employment category when contacting regulators.