When an employee moves from one UAE employer to another, their visa sponsorship needs to formally transfer as well, and the sequencing of this transfer matters: a new employer generally cannot activate sponsorship for an employee until the current sponsor's cancellation has been formally confirmed by the relevant immigration authority.
The process typically starts with the current employer initiating cancellation, first through MOHRE to cancel the labour contract and work permit, and then through GDRFA or ICP to cancel the residence visa itself. Only once this cancellation is confirmed can the new employer begin the sponsorship process on their end, submitting a fresh work permit application through MOHRE and, depending on the employee's situation, either an entry permit or an in-country status change if the employee remains in the UAE between employers. Because employees cannot self-cancel or self-transfer a visa, both the outgoing and incoming employer roles are essential to completing the transfer correctly.
For employees who remain in the UAE throughout the transition, an in-country status change is generally the more efficient route, avoiding the need to exit and re-enter the country. This requires the previous sponsorship to be fully closed first, though, so gaps in timing between the old employer's cancellation and the new employer's application can occasionally leave an employee in a brief period without active sponsorship, which is worth planning around rather than assuming the transition will be instantaneous.
From the outgoing employer's side, completing the cancellation promptly is also what frees up that quota slot, allowing them to sponsor a replacement hire without delay, so there's a mutual incentive on both sides to move the transfer along without unnecessary delay: the departing employee wants continuity of their residency status, and the outgoing employer wants their quota slot released for a new hire. Given how many moving parts are involved, and how strictly the sequencing needs to be followed, sponsorship transfers are one of the more common transactions where using PRO support to coordinate both sides of the handoff pays off in avoided delays.
Business Setup
How to Transfer Employee Sponsorship in UAE
Published 05 Jul 2026 · Updated 12 Aug 2026 · 2 min read · By UAE Info Portal Editorial Team, Editorial Team
Reviewed by UAE Info Portal Editorial Team, Editorial Team
Key Takeaways
- A new employer generally cannot activate sponsorship until the current sponsor's cancellation is confirmed.
- Employees cannot self-cancel or self-transfer a visa — both employers play an essential role.
- In-country status change avoids exit/re-entry but requires the previous sponsorship fully closed first.
- Prompt cancellation by the outgoing employer also frees their quota slot for a new hire.
Step-by-Step Process
-
1
Current employer cancels labour contract
Via MOHRE.
-
2
Current employer cancels residence visa
Via GDRFA or ICP.
-
3
New employer submits work permit application
Only after cancellation is confirmed.
-
4
Entry permit or in-country status change
Depending on whether the employee remains in the UAE.
Frequently Asked Questions
Can a new employer sponsor an employee before the previous sponsorship is cancelled?
No, the current sponsor's cancellation generally needs to be formally confirmed by the relevant immigration authority before a new employer can activate sponsorship for that employee.
Can an employee handle their own visa transfer without employer involvement?
No, employees cannot self-cancel or self-transfer a visa; both the outgoing employer's cancellation and the incoming employer's new sponsorship application are required to complete the transfer.
Is there a way to transfer sponsorship without leaving the UAE?
Yes, an in-country status change is generally available for employees who remain in the UAE during the transition, though it still depends on the previous sponsorship being fully closed first.
Why does the outgoing employer have an incentive to process cancellation quickly?
Completing the cancellation promptly frees up the quota slot that employee was occupying, allowing the outgoing employer to sponsor a replacement hire without delay.
Is there a risk of a gap in sponsorship during a transfer?
Potentially yes, if there's a timing gap between the old employer's cancellation confirmation and the new employer's application, so it's worth planning the transition carefully rather than assuming it will be instantaneous.
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