We continue to closely monitor developments across the Middle East and their impact on immigration processes, government services, and employee mobility. This update provides practical guidance for employers managing cross-border populations in the region, particularly in light of upcoming public holidays and evolving travel considerations.
Visa requirements and nationality sensitivities
When planning outbound travel, it is important to recognize that not all nationalities benefit from visa waiver or visa-on-arrival arrangements within the region. This is particularly relevant where individuals are required to transit through another Middle Eastern country, including via land borders.
Some individuals will require pre-arranged visas and, within this group, certain nationalities may be subject to additional scrutiny. This can result in longer processing times, additional documentation requirements, and a degree of uncertainty in approval timelines, all of which may impact travel planning.
Operational impact for employers
These dynamics can create practical challenges for employers coordinating group travel or relocations. Variations in nationality across employees and their dependents, particularly within family units with mixed nationalities, can result in differing visa requirements and processing timelines.
Employers should therefore map all travelers in advance, assess immigration requirements on a case-by-case basis, and avoid assumptions of uniform eligibility across groups. Where coordinated movement is required, advance planning is essential to align timelines and mitigate disruption.
Documentation and eligibility requirements
Standard immigration requirements continue to apply and should be carefully reviewed ahead of travel. These include minimum passport validity—typically six months, valid Gulf Cooperation Council (GCC) residence status where applicable, and consistency in documentation between sponsors and dependents.
Differences in nationality between dependents and the primary visa holder may introduce additional complexity, particularly when exiting via another GCC country.
Land vs. air border considerations
Travel routes should also be carefully evaluated. Land border crossings may involve more variable processes, including limited visa-on-arrival eligibility and greater discretion at the point of entry.
By contrast, air travel may offer more predictable processing conditions, although route availability and broader airspace considerations should also be taken into account when planning departures.
Entry to destinations outside the GCC
In parallel with exit planning, employers must assess entry requirements for onward destinations.
For the Schengen Area, most non-EU nationals are subject to the “90 days within any 180-day period” rule and require a visa prior to travel. While certain nationalities, including those from the United Kingdom, United States, Australia, and Canada, are visa-exempt for short stays, many others, including nationals of India, China, Turkey, and Russia, must obtain a visa in advance. Processing times can vary significantly and may be impacted by reduced consular capacity or increased demand.
The Schengen Area comprises Austria, Belgium, Croatia, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, the Netherlands, Norway, Poland, Portugal, Slovakia, Slovenia, Spain, Sweden, and Switzerland.
Turkey operates a differentiated entry regime based on nationality and, in some cases, may offer more accessible options than Schengen countries, including e-visa or visa-on-arrival arrangements. As such, Turkey may serve as a practical alternative destination where Schengen entry is not immediately feasible.
Employers should also take into account family composition and internal mobility policies when determining onward destinations. Mixed-nationality families may face differing entry requirements, which can complicate efforts to relocate households together.
Where relocation capacity is limited, employers may need to determine whether to prioritize movement to the employee’s country of nationality where work authorization is likely available, the spouse’s country of nationality, or a third country where the organization has an existing presence. These decisions require careful consideration of immigration feasibility, employee welfare, and operational continuity. Planning should also ensure that work authorization and tax implications are fully assessed.
Eid al-Fitr
Employers should factor upcoming public holiday closures in observance of Eid al-Fitr into workforce and mobility planning. Government services, including visa processing, application adjudication, and general immigration support, will be paused during this period. Advance planning is strongly recommended, and delays should be anticipated.
Eid al-Fitr is based on the lunar calendar, and exact dates will be confirmed following the official moon sighting. The holiday is currently anticipated to fall in the second half of March 2026.
In the United Arab Emirates, authorities have confirmed a public holiday period from March 19 to March 22, 2026, with government operations resuming on March 23, 2026. Across the wider GCC, government offices typically close for approximately two to five days around the Eid period, with some variation by country.
We continue to monitor developments closely and will share further updates as official guidance evolves.
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