Short answer: In some cases, yes, as part of a transparent, proportionate approach that aligns with how organisations already handle high-value mobility investments.
As UAE Golden Visa eligibility continues to expand, employers increasingly face a mobility decision that is different from traditional work visas. Golden Visas are long-term and highly valued by individuals, and they are not tied to the sponsoring employer in the same way employment permits are.
For mobility teams this transforms Golden Visa support from a routine administrative process into a retention-sensitive investment question. As interest grows, many organisations are asking whether sponsoring but not protecting that investment makes operational and strategic sense.
A regional perspective
The Middle East and the UAE in particular are places where mobility conversations often move quickly from policy to people. I return regularly to the region to work with employers and to speak at mobility and human resources events. Through these conversations a clear pattern has emerged. Golden Visas are no longer a niche topic. Organisations in the UAE and wider Gulf Cooperation Council are actively debating not only how to support employee applications but also how to think about the strategic value and risks of sponsorship.
What is the UAE Golden Visa?
The UAE Golden Visa programme was introduced in 2019 as a long-term residence route intended to attract and retain global talent by offering eligible individuals extended residency that is not directly tied to a single employer.
Unlike standard UAE employment visas that are sponsored and tied to an employer, the Golden Visa provides greater continuity and security of residency. This makes it particularly attractive to highly skilled professionals and other priority groups. Initially focused on investors, the programme has expanded over time to include a broader set of professional and specialist categories.
Golden Visas are becoming more accessible and more visible
Eligibility for the UAE Golden Visa has expanded beyond its original investor focus to include highly skilled professionals, entrepreneurs, scientists, outstanding students and graduates, humanitarian pioneers and frontline heroes.
Recent clarifications around how eligibility is assessed are top of mind for employers. For example, the requirement for highly skilled professionals to meet a monthly salary threshold of AED 30,000 applies to basic salary only and excludes allowances. In a market where allowances make up a significant portion of total compensation this distinction is important.
These developments mean the Golden Visa route is both better known and more attractive to employees, especially in high-demand roles where long-term stability is valued.
Why employers in the UAE are increasingly considering clawback terms
From an employer perspective, the defining feature of the Golden Visa is portability. Residency is not automatically lost if an individual changes roles or employers, provided they comply with UAE work authorisation requirements.
This changes the employer value equation. When a company pays for Golden Visa sponsorship it is funding a benefit that:
- Has lasting personal value to the employee
- Can often be retained even if the employee moves to a competitor
As Golden Visas become more accessible, mobility teams report growing employee interest, particularly where the visa is perceived as a stronger personal benefit than employer-tied permits. In response, many organisations are exploring whether clawback terms can help balance investment and retention risk.
A familiar pattern for global mobility teams
For experienced mobility teams this discussion is familiar.
In other markets where immigration support is both expensive and not tightly linked to ongoing employment, repayment or clawback provisions are already widely used. A common example is the United States where employer-sponsored permanent residence can involve high costs and lengthy processing timelines. In many organisations immigration and relocation repayment frameworks help manage investment risk and mitigate retention concerns once status is secured.
The emerging conversation in the UAE reflects the same underlying principle. Sponsorship is increasingly seen not just as immigration support, but as a strategic investment in talent.
Mobility implications UAE employers should define now
For organisations that are already sponsoring Golden Visas or considering it, there is value in defining clear policy positions before demand accelerates.
Common considerations include:
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Eligibility: Which roles, seniority levels or critical skills qualify for company sponsorship
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Funding scope: Which costs are covered such as employee only versus dependants, premium processing or legal support
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Retention considerations: Will clawback terms apply and if so, for what period and on what basis
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Consistency: How will the policy be applied across business units and functions in-region
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Governance: Who approves exceptions and how will sponsorship decisions be tracked
Clear guidance in these areas helps manage both employee expectations and internal decision-making.
Conclusion
As the UAE Golden Visa becomes more accessible and better understood, organisations are likely to see continued growth in employee interest in sponsorship.
Because Golden Visas offer longer-term independence from the sponsoring employer, it is reasonable for companies to consider clawback terms as part of a broader sponsorship framework. When designed thoughtfully these provisions can help protect investment and promote transparency and fairness.
For mobility teams the priority is not simply whether to apply clawback terms, but how. Ensuring any approach is proportionate, clearly communicated and aligned with wider talent and retention strategy in the UAE market will help organisations stay ahead of demand.
If you would like support navigating mobility strategy and policy decisions across the Middle East, I would be delighted to help.
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