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As the world economy and its labor markets
become increasingly globalized, attorneys are indispensable
to facilitate the movement of labor and skills across international
borders in a legal, efficient and systematic manner. Advance
planning for immigration requirements and visa compliance
in foreign countries is crucial before any business can relocate
its international workers. TN Global, LLC assists individuals
as well as American and foreign businesses with the relocation
of employees to important labor markets overseas, primarily
in the Middle East and North Africa. Our firm provides services
in immigration and relocation to Bahrain, Egypt, Lebanon,
Jordan, Kuwait, Oman, Qatar, Saudi Arabia, Sudan, Syria,
Tunisia and the United Arab Emirates. Some of the most globally
competitive markets for international business immigrants
are in these countries. TN Global, LLC provides legal
expertise in securing employment visas, work permits, and
labor cards, as well as in navigating through the bureaucratic
procedures of the principal government offices. We also handle
matters involving employment sponsorship, employment transfer,
and permanent residence in these destination countries. Our
firm works directly with established attorneys within these
countries to ensure that our clients attain their business
objectives.
The following is a brief description of the immigration
requirements within a few of those key market countries.
For further information, please contact our office.
United Arab Emirates
In order to reside or work in the UAE, a foreign
national must have an employment visa and labor card. Foreign
employees of international companies must be sponsored by
and employed by a local UAE employer, such as the UAE branch
office of the international company or its affiliate. Factors
such as age, nationality and occupation can affect the period
of time in which to acquire the employment visa. As in some
other Gulf Cooperation Council countries, a foreign employee’s
residency status is directly tied to his or her employment
status, in order for the federation to control the mostly
expatriate work force. Employment visas are generally valid
for three years, however, it becomes invalid if the holder
of the visa remains outside the UAE for at least six consecutive
months.
Kuwait
In order for an expatriate to work in Kuwait , a Kuwaiti employer must provide
sponsorship in order for an employment visa and a labor card (“Civil
ID”) to be issued. Foreign employees of international companies must
be sponsored by and employed by a local Kuwaiti employer. Kuwaiti laws and
regulations control the mostly foreign labor force by directly tying a foreign
employee’s residency status to his or her employment status. The procedures
of employment sponsorship are governed by complicated internal and public
regulations that change frequently.
Saudi Arabia
In order to obtain an employment
visa to work in Saudi Arabia , a foreign national must first
be sponsored by a Saudi Arabian employer. This employer must
file a request with the Ministry of Labor and Social Affairs
for the employment visa, which, upon approval, is forwarded
to the Ministry of Foreign Affairs, and then to the appropriate
Saudi Arabian consulate abroad. After the foreign employee
obtains the visa and enters the country, the employer can
then apply for a residence permit (iqama) on the employee’s
behalf.
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