We continue to monitor developments across the Middle East and their impact on immigration processes, travel conditions, government operations, and employee mobility. As the situation evolves, employers are managing a combination of immediate travel disruption, changing immigration requirements, and emerging medium-term workforce planning considerations.
Operating conditions across the region remain fluid. Ongoing military activity, changing airspace restrictions, airport disruption, evolving government guidance, and nationality-specific entry requirements continue to affect mobility planning. While travel and onward movement may still be possible in some cases, options remain highly dependent on nationality, immigration status, documentation, and the operational status of travel routes.
This update is intended to support situational awareness and contingency planning for employers managing cross-border populations in the region. It is not intended to recommend or encourage movement where local authorities or embassies are advising individuals to remain in place. Any travel should be considered only where necessary, lawful, and safe, and only after reviewing official guidance, route availability, border requirements, documentation implications, and local security conditions.
Regional travel conditions and transit considerations
Travel conditions across the Middle East remain uneven and may change at short notice. Regional aviation patterns continue to be affected by airspace restrictions, operational safety assessments, and reduced airline capacity. Airlines are rerouting flights to avoid conflict-affected airspace and, in some cases, operating reduced or fluid schedules. As a result, the region is no longer functioning as a single connected aviation corridor, and travelers may face longer journey times, cancellations, rebookings, and changing transit options.
Visa-free and visa-on-arrival arrangements should not be assumed for all nationalities, and existing concessions may shift quickly. In some cases, pre-arranged visas may be required not only for direct travel, but also for transit through third countries in the region. Processing times may vary, and some nationalities may face additional scrutiny or requests for supporting documentation.
These issues are particularly relevant where individuals are considering onward movement through other GCC countries. Employers should map traveler nationality, documentation status, intended route, and country of exit in advance. Factors affecting travel viability may include passport validity, residence validity, sponsor-dependent document alignment, and family nationality mix.
United Arab Emirates
In the UAE, a number of recent developments are relevant to employers managing regional populations.
First, airlines have adjusted their guidance for Iranian nationals travelling to or transiting through the UAE. These measures are being applied at carrier level and may not always be widely publicized. Travelers should check requirements directly with the airline both before booking and again prior to departure, as operating conditions and carrier policies may continue to change quickly.
Second, we are seeing increased variability in decision-making for certain new residence permit and renewal cases. Employers should avoid relying on unofficial reports circulating online and instead prepare for case-by-case outcomes, which may differ depending on nationality, profile, and emirate of processing.
Third, the UAE’s temporary concession allowing residence holders with visas expired after February 28, 2026, to re-enter the country has now ended, with no further extension announced. Individuals currently outside the UAE with expired residence permits may need to submit fresh applications to return. Employers should review affected populations promptly and consider alternative options where appropriate.
Authorities have also announced a re-entry permit for ERP holders who are unable to return within the six-month period. Based on current information, this appears to be intended for individuals prevented from returning due to exceptional circumstances, such as airport closures, and may not apply more broadly.
In addition, UAE authorities have confirmed that Police Clearance Certificates are now required for new entry permit applications for nationals of Afghanistan, Algeria, Bhutan, Bulgaria, Cameroon, Cuba, Eqypt, Ghana, Indonesia, Iraq, Kenya, Nepal, Nigeria, Sri Lanka, and Uganda. Failure to provide a Police Clearance Certificate may result in delays or rejection. Given that some of these nationalities may already face additional restrictions, employers may wish to ensure that affected cases are reviewed individually before submission.
Official foreign travel advisories also reflect a heightened level of caution. Travelers already in the UAE should continue to monitor official alerts, remain aware of local laws and restrictions, and follow any government instructions issued in response to the security situation.
Saudi Arabia
Saudi Arabia is expected to implement additional entry restrictions ahead of the Hajj period, which is due to take place between May 25 and June 5. Restrictions are expected to begin April 4 for a broad group of nationalities, including Algeria, Egypt, Ethiopia, India, Indonesia, Iraq, Jordan, Lebanon, Libya, Morocco, Nigeria, Pakistan, Sudan, and Tunisia.
Employers should factor this into travel planning now, as affected travelers may experience longer processing times, additional questioning, and possible delays throughout the Hajj season.
As noted in our earlier updates, while visa on arrival has been available to some eligible third-country nationals, increased refusals have been observed in practice. We therefore continue to recommend obtaining an eVisa in advance wherever possible. Depending on the route and purpose of travel, a transit visa may also be available through the official online platform.
Oman
We have previously noted that GCC residents in approved professions may be eligible for visa on arrival in Oman. However, in the current regional environment, obtaining an eVisa in advance may help reduce the risk of delay or entry complications. As with other countries in the region, requirements may change with limited or no prior notice.
Land border versus air travel
For those considering onward movement, land travel continues to involve greater variability than air travel. Border crossings may involve heightened discretion at the point of entry, and visa-on-arrival treatment may not always be applied consistently in practice, particularly for certain nationalities or documentation profiles.
Air travel remains comparatively more predictable, although flight availability, routing, and airport operations may still be affected by changes in the security environment. Travelers should continue to monitor airline communications and official government updates closely and avoid assuming that booked routes will operate unchanged.
Remote working considerations
As travel conditions remain fluid and some individuals continue to spend time outside their home or host country, employers are also managing an increasing number of temporary cross-border remote working arrangements.
While such arrangements may appear practical in the short term, they can create compliance exposure more quickly than expected. Depending on the individual’s location, duration of stay, and nature of work, issues may arise in relation to tax residence, payroll reporting, social security, corporate tax, and permanent establishment risk. Internal policy thresholds may also begin to expire where employees have already been outside their expected work location for some time.
Employers may wish to begin reviewing employee locations, likely duration abroad, and the nature of the work being performed, particularly where arrangements are becoming less clearly temporary. As with other aspects of the current situation, case-by-case review remains important.
We will issue an alert focused on remote work next week to provide practical guidance on the main risk triggers, the activities most likely to attract scrutiny, and a framework employers can use to assess and manage remote work arrangements in the current environment.
We recommend employers continue to:
The operating environment across the region remains fluid and may change rapidly with limited notice. Requirements may tighten suddenly, and outcomes may differ depending on nationality, documentation profile, route, and point of entry. While some travel remains possible, movement is becoming more operationally complex and less predictable.
Continued scenario planning will therefore remain important. Employers should ensure that contingency frameworks are kept up to date, including visibility over impacted populations, viable travel routes, immigration requirements for onward destinations, and internal decision-making processes for both travel and temporary remote work arrangements. Advance preparation will remain important in supporting a coordinated, compliant, and practical response as conditions continue to evolve.
We continue to monitor developments closely and will share further updates as official guidance evolves.
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