health, medical, health insurance, medical insurance, hospital, doctor, employers responsibility for health insurance, employees health insurance, family health insurance, children health medical insurance

Employees’ Medical Insurance

Lost within the now mandatory medical insurance maze? Short version regarding medical with longer version to follow shortly. Get the basics here and now.

Updated 11-December-2014  

Richard Schofield will write ‘chapter and verse’ regarding the relatively new Dubai health insurance scheme soon (he’s promised!) Dubai’s expat medical insurance cover has remained in the hands of the individual or the employer until recently when the Dubai authorities announced stringent new measures to ensure that everyone in the country has medical insurance cover.


As an employee or employer you should be aware that by 31st October 2014, any company with over 1,000 employees must be registered and providing medical insurance for all members of staff on a salary of AED 4,000 or below. If your company has between 100 and 999 employees the implementation of the medical insurance cover for all employees will be by 31st July 2015. The smaller companies, will less than 100 employees can wait until 30th June 2016.

If you sponsor any members of your family then you need to cover the cost of medical insurance for each dependent by 30th June 2016.

If you employ any domestic workers (e.g. maid, nanny, driver) then you need to ensure that they have medical insurance purchased by the sponsor (i.e. the person who has signed the labour contract) by 30th June 2016.

Fines may be imposed if the company or sponsor fails to provide medical cover through the list of insurance companies nominated by the Dubai Health Authority. The DHA will also have the ability to stop any new visas being issued to companies who do not comply with the mandatory medical insurance regulations.

We’ll update you when Richard’s new guide is published.

The advice provided in our columns does not constitute legal advice and is provided for information only. Readers are encouraged to seek appropriate independent legal advice.

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