Before you start

An employment offer or active residence-visa process (insurance is a visa condition)
Emirates ID / visa details to register the policy against your record
For dependants: the sponsor must arrange their cover separately

Step-by-step

1
Confirm your employer is providing DHA-compliant cover
Under Dubai Law No. 11 of 2013, your employer must buy a health policy meeting the DHA's minimum standards, and the cost must be borne by the employer — they cannot deduct it from your salary. Ask HR which insurer and plan you are on before you start work.
Via employerWho: Your employerBefore/at visa processingEmployer-paid (cannot be charged to you)
2
Insurance is checked as a residence-visa condition
Since 1 January 2025 a valid policy is a prerequisite for issuing or renewing the residence permit for private-sector employees and domestic workers; GDRFA verifies insurance status at issuance and renewal. No compliant policy means the visa does not complete.
In personWho: Employer PRO / GDRFATied to visa timelineIncluded in visa/insurance bundle
3
Get your insurance card and know your network
Once enrolled you receive an insurance card (often digital) tied to your Emirates ID. Check whether your plan is a basic or enhanced tier, which hospitals/clinics are in-network, and your co-payment — using out-of-network providers can mean paying upfront and partial or no reimbursement.
Mobile appWho: YouAround visa issuanceCo-pays apply at point of care
4
Arrange cover for any dependants you sponsor
If you sponsor a spouse, children, or domestic worker, the obligation to insure them sits with you as sponsor, and their residence visas also require valid cover. Budget for this separately — it is a common surprise for newcomers bringing family.
OnlineWho: You (as sponsor)Before dependants' visa issuanceEBP-level cover from ~AED 600+/yr per person (varies)

Documents you’ll need

Emirates ID / residence-visa details
Passport copy
Employer-provided insurance policy or card
For dependants: proof of relationship (marriage/birth certificate) when the sponsor insures them

Things most newcomers don’t know

Your employer must pay for your cover — it cannot be deducted from your salary.

Dubai's health-insurance law puts the cost of the employee's basic policy squarely on the employer. If HR tries to charge you for your own mandatory cover, that is not compliant — know this before you sign.

Source: Dubai Law No. 11 of 2013 / DHA

No valid insurance, no residence visa.

Since 1 January 2025 a compliant policy is a prerequisite for issuing and renewing residence permits, and GDRFA checks it. A lapse at renewal time can stall your visa — not just your healthcare.

Source: u.ae / MOHRE (effective Jan 2025)

The basic Essential Benefits Plan caps out at AED 150,000 a year — and excludes pre-existing conditions for 6 months.

The DHA's minimum plan has an annual claims limit of AED 150,000 and a six-month waiting period on chronic/pre-existing conditions, with maternity sub-limits (e.g. up to ~AED 7,000 for a normal delivery). If you have ongoing care needs, the basic plan may not be enough — ask about an upgrade.

Source: DHA Essential Benefits Plan rules

Insuring dependants is your job, not your employer's.

Employers must cover the employee; the obligation to insure a spouse, children, or domestic worker falls on you as their sponsor, and their visas require it too. Many newcomers budget only for themselves and get caught out.

Source: DHA / sponsor obligations

Common mistakes to avoid

Letting HR deduct the cost of your mandatory cover from your salary
Assuming the basic Essential Benefits Plan covers pre-existing conditions immediately (6-month wait)
Forgetting that dependants and domestic workers you sponsor need their own valid cover for their visas