Werklist UAE helps workers access verified jobs abroad and helps employers hire reliable candidates.
Dubai is where Gulf labour migration concentrates. Roughly nine in ten people in the UAE are expatriates, and most arrived on a contract sponsored under Federal Decree-Law No. 33 of 2021. That density makes the Dubai office a receiving desk: workers from many nationalities pass through it, and many have already worked a Gulf job site before we present them.
For employers, this lowers onboarding risk. Werklist UAE sources from a multi-nationality pool, with a strong Filipino pipeline and sourcing reach into Qatar, and screens trade and language on the ground in Dubai before a candidate reaches employer review. Wages run through the MOHRE Wage Protection System, so the payroll record is verifiable, not a claim.
The UAE is one of the most expatriate-dependent labour markets in the world.
Werklist is licensed to source workers from the United Arab Emirates under Government License No. 1061290
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Realistically 6 to 10 weeks from a signed offer to a worker on site, depending on whether we draw from a ready panel or source fresh. The MOHRE work permit and entry permit take roughly 2 to 4 weeks; the entry permit is then valid for 60 days. The UAE medical fitness test, Emirates ID biometrics, and residence stamping close out the timeline after arrival.
MOHRE is the Ministry of Human Resources and Emiratisation, the federal body that regulates private-sector employment under Federal Decree-Law No. 33 of 2021. The Wage Protection System is the electronic channel every registered employer pays salaries through. Under Ministerial Resolution No. 340 of 2026, wages must clear by the first of the month, and a company is compliant if it pays at least 85 percent of wages due by the deadline. For you, it means a candidate's UAE pay history is verifiable.
Dubai is a multi-nationality desk. We source Filipino, Indian, Nepali, Bangladeshi, and other regional candidates already in the UAE, and the office also sources from Qatar. The mix on any shortlist depends on the role and the destination requirements, not on a single source country.
Philippine law prohibits direct hiring of overseas Filipino workers, so placements route through an agency accredited by the Department of Migrant Workers, the body that replaced the POEA. The employment contract is verified by the DMW and an Overseas Employment Certificate is issued before departure. Werklist UAE coordinates that chain so a Filipino candidate clears it without a missing step.
Under Federal Decree-Law No. 33 of 2021, the employer pays the recruitment and work-permit costs in the UAE; charging those back to the worker is not permitted. A two-year work permit and residence visa typically runs the employer between AED 5,000 and AED 12,000 per worker, depending on MOHRE company category and skill band. The candidate carries passport issuance. Werklist UAE sets the split out in the offer so nothing surfaces after deployment.
Most candidates have functional English at A2 to B1 level, enough for safe communication on a site, in a kitchen, or in a warehouse. Workers with prior UAE or Qatar experience usually sit at the higher end, since Gulf sites already run on English as the working language. Where a role needs a specific threshold, we screen for it in Dubai before employer review.
Identity is checked against passport, visa, and Emirates ID; a trade test is run where the role calls for one; and health is pre-screened to reduce failures at the UAE medical centre, which tests blood for communicable disease and takes a chest X-ray for tuberculosis. Education and licences are verified through MOFA attestation where the destination requires it. The shortlist PDF reaches you already filtered.
Werklist offers a replacement candidate within an agreed window of typically 30 to 60 days at no additional placement fee. We screen for job stability and motivation before employer review specifically to keep early attrition low. Our 12-month retention rate is 92 percent.
Construction (steel fixers, masons, scaffolders, electricians, plumbers), facilities and cleaning, hospitality (kitchen and housekeeping), logistics (warehouse, forklift, drivers), and industrial support. The Dubai pool is deep in candidates with prior GCC site experience, which suits employers who need people who already understand a sponsored, accommodation-based posting.
A 30-minute call to scope the role, a draft offer with wage and accommodation terms, and confirmation of your MOHRE establishment details so we can align the work-permit filing. A corridor-fit assessment lands within one business day of a brief, whether you go with us or not.
Werklist UAE operates as a local recruitment and coordination office for candidates, employers, and partners involved in overseas hiring.
Werklist UAE works from the receiving end of the Gulf hiring corridor: sourcing, reviewing, and preparing candidates in Dubai for employers hiring across the region and abroad. The branch is built around local recruitment, candidate verification, document collection, interview coordination, and practical preparation before a worker enters a new international employment process.
Dubai is one of the most expatriate-dependent labour markets in the world, with foreign workers making up roughly nine in ten of the people in the UAE. That concentration makes it a natural sourcing and mobilisation hub. Many candidates already hold prior experience on Gulf sites in construction, facilities, hospitality, logistics, cleaning, and industrial support, which gives employers access to workers familiar with long contracts, shift rosters, shared accommodation, heat and safety protocols, and the discipline a sponsored posting requires.
Hiring through Dubai is not only about finding available workers. It requires local sourcing, identity checks against passport and Emirates ID, work history review, realistic expectation setting, document readiness, communication with candidates, and coordination with the MOHRE work-permit process. Werklist UAE is designed to make that process more controlled before candidates are presented to employers.
The branch supports recruitment for blue-collar, semi-skilled, skilled, and operational roles, depending on employer demand, candidate availability, and destination-country requirements. Typical profiles may include construction workers, steel fixers, scaffolders, electricians, plumbers, warehouse and forklift operators, drivers, kitchen and housekeeping staff, cleaners, helpers, and other practical workforce categories.
Werklist UAE sources from a multi-nationality pool. Filipino, Indian, Nepali, Bangladeshi, and other regional candidates already working in the Emirates form the core of the database, and the Dubai office also sources from Qatar. Filipino placements are routed through agencies accredited by the Department of Migrant Workers, with the employment contract verified and an Overseas Employment Certificate issued before departure.
Every hiring project starts with role requirements. Candidates are reviewed against the actual job: experience, availability, English level, documentation status, salary expectations, contract understanding, and readiness to relocate. Where required, candidates are interviewed, trade-tested, pre-screened on health to reduce failures at the UAE medical centre, shortlisted, and prepared before the employer makes a final selection.
Werklist UAE also supports the administrative side of overseas hiring from Dubai. This can include document collection, MOFA attestation coordination, candidate data organisation, contract coordination, medical fitness and Emirates ID preparation, work-permit support, and communication between the candidate, employer, local partners, and destination-side teams. Wages are paid through the Wage Protection System, so the payroll record stays verifiable.
Werklist UAE supports companies and partners looking to hire workers from the Gulf, recruit through Dubai, source multi-nationality candidates, manage foreign worker recruitment, and coordinate international employment processes from the United Arab Emirates. Work is carried out in line with MOHRE rules, the Wage Protection System, employer requirements, immigration procedures, and destination-market conditions.
