Relocating to the UAE and the Gulf for a support role: what candidates should know first

The Gulf is one of the most active markets in the world for business support and private household roles. Dubai remains the hub, but a growing share of our briefs now come from Abu Dhabi, where family offices and institutions are expanding, and from Riyadh and Doha. Our team has lived and worked in the region, and it is a market where a role that looks generous on paper can be very different in practice. This guide is what we tell our own candidates.

Salary: understand the number

Gulf salaries are quoted per month, in the local currency (AED in the UAE, SAR in Saudi Arabia, QAR in Qatar), and are tax-free. A role at AED 25,000 per month is AED 300,000 a year, roughly £62,000 at the time of writing. Because there is no income tax, the comparison with a London salary is closer to a London gross than a London net, but do not stop there. Ask what the package includes:

Housing: a housing allowance, provided accommodation, or nothing. Rents in desirable areas of Dubai and Abu Dhabi have risen sharply; Riyadh and Doha packages more often include accommodation.
Medical insurance: mandatory for employers across the UAE, but the quality of cover varies widely.
Flights: an annual flight home is standard; family flights are not.
Visa and residency ID: the employer should sponsor and pay for both (Emirates ID in the UAE, Iqama in Saudi Arabia, QID in Qatar).
End of service gratuity: a statutory lump sum on leaving, based on length of service.
Bonus: discretionary in most corporate roles and rare in households.

Are you expected to be there already?

Many of our Gulf roles, particularly in private households and smaller firms, are open only to candidates already in the country. Employers want to interview in person, start quickly and avoid relocation risk. Our listings say so explicitly. Senior corporate and Chief of Staff roles are more likely to consider relocation.

Hours and culture

The working week in the UAE and Qatar is Monday to Friday (Sunday to Thursday in Saudi Arabia), with Friday afternoons shortened in many organisations. In private households the day is governed by the principal, not the clock. Ask directly: What does a normal week look like? What happens during Ramadan? How much travel is expected, and with how much notice? A good employer will answer plainly.

Cultural awareness matters more than language. Arabic is an advantage but rarely required for support roles; English is the working language. What matters is understanding hierarchy, hospitality and the importance of discretion, especially around prominent families. Abu Dhabi and Riyadh are more conservative than Dubai in dress and public conduct; a good employer will brief you.

Practicalities worth checking before you accept

Probation: usually six months in the UAE (three in Saudi Arabia), during which notice periods are short on both sides.
Non-compete and notice: standard contracts carry one to three months’ notice. Read the clause.
Housing deposits: if you rent yourself in the UAE, expect to pay several months upfront. Ask whether the employer will advance it.
Driving: a UK licence converts easily in the UAE and Qatar; if you will be driving for a family, ask who insures the car.
Bringing family: sponsoring dependants requires a minimum salary and your own tenancy. Rules differ by country; we will tell you what applies.

How we help

We only put candidates forward for Gulf roles when we have spoken to the client about the package and the realities of the position. If you are considering a move, register with us and tell us where you are now, what you earn and what would make a relocation worthwhile. We will be honest about whether the market will meet you there.