Working in Gulf Countries — What South Asian Workers Actually Need to Know

The Contract Reality — What You Are Promised Versus What You Sign

This is the second biggest problem South Asian Gulf workers face.

Verbal promises are common in recruitment. An agent tells you the salary will be a certain amount. They tell you accommodation is provided. They tell you the job is in a hotel or a specific company. They tell you the hours are reasonable.

Then you arrive. The contract says something different.

The salary is lower. The accommodation is a shared labour camp with many people in one room. The job role is not what was described. The hours are longer than you were told.

By the time you discover this you are already in the country with your passport sometimes held by your employer, your return ticket gone, and very little money.

What to do before you leave:

• Read your contract carefully before you sign anything in your home country. If you cannot read English ask someone you trust to read it with you.
• The contract should clearly state your salary in numbers, your job title, your working hours, your accommodation arrangement, and who pays for your flight home at the end of your contract.
• If the written contract does not match what you were verbally promised do not sign it. Do not let anyone pressure you into signing something that does not reflect what you agreed to.
• Some Gulf countries have what is called an electronic contract system where your contract is registered with the government before you travel. In UAE this is registered through the Ministry of Human Resources and Emiratisation (MoHRE) portal. In Saudi Arabia it is registered electronically with the Ministry of Human Resources and Social Development (MHRSD). Ask your agent to show you the registered contract before you travel.

The Reality of Gulf Work Hours

Many South Asian workers arrive in Gulf countries expecting an eight or nine hour working day with two days off per week.

The reality in many sectors is different.

Construction, hospitality, domestic work, cleaning, security, and many service jobs commonly involve ten to twelve hour days, six days a week. This is not illegal in most Gulf countries. It is simply how many of these industries operate.

This does not mean every job is like this. Corporate roles, some hotel positions, and professional jobs tend to have more standard hours. But for labour and service jobs the long hours are common and worth knowing in advance.

Before you accept a job ask specifically about working hours and rest days. Get the answer in writing in your contract not just verbally.

Heat — A Genuine Safety Issue for Outdoor Workers

Summer temperatures in Gulf countries regularly exceed 40 degrees Celsius. In parts of Saudi Arabia, Kuwait, and UAE outdoor temperatures can reach 45 to 50 degrees Celsius during peak summer months.

For outdoor workers in construction, agriculture, or landscaping this is a genuine health risk.

Most Gulf countries have laws restricting outdoor work during the hottest part of the day in summer, typically from around 12:30pm to 3pm. These rules exist because the heat is genuinely dangerous.

If you are taking an outdoor job make sure you understand how the employer handles summer heat. Is there shade available. Is there clean drinking water always accessible. Does the employer follow the midday outdoor work ban. These are not small questions.

Accommodation — What You Might Actually Get

Accommodation in Gulf countries varies enormously depending on your employer and your role.

Some employers provide good quality single or shared rooms with proper facilities. Some larger companies have well-maintained labour accommodation with amenities.

Other employers place workers in crowded labour camps where many people share a room, facilities are poor, and living conditions are difficult. The International Labour Organization has documented cases of substandard worker accommodation across Gulf countries despite legal requirements for proper housing.

Before you accept a job ask specific questions about accommodation. How many people share a room. What facilities are included. Is the accommodation close to the worksite or far. Ask for photos if possible.

If an employer is vague or evasive about accommodation details that is worth taking seriously before you commit.

Visas and Legal Ways to Enter Gulf Countries for Work

There are several legitimate visa routes into Gulf countries for South Asian workers.

Employment Visa

This is the standard route for most workers. Your employer sponsors your visa and applies for it on your behalf after you have signed an employment contract. You cannot get a work visa without a genuine employer sponsor in most Gulf countries.

The employment visa is tied to your specific employer. If you want to change jobs in some Gulf countries you need your current employer's permission through a system called the No Objection Certificate or NOC. Rules around job mobility vary by country and have been changing in recent years, particularly in UAE and Qatar which have made it easier to change employers.

Free Zone Visa (UAE)

UAE has numerous free zones where companies can sponsor employees under different rules. Free zone visas sometimes offer more flexibility but the work is generally limited to the free zone or internationally.

Visit Visa

Some workers enter Gulf countries on visit visas hoping to find work while there. This is risky and in most Gulf countries working on a visit visa is illegal. If you are caught working without a proper work visa you can be deported and banned from returning.

Always enter Gulf countries with the correct visa for your purpose.

What Jobs Are Actually Available for South Asian Workers

The most common sectors employing South Asian workers across Gulf countries are:

• Construction and civil engineering including general labour, skilled trades like electricians and plumbers, and site supervision roles.
• Hospitality including hotel housekeeping, front desk, food and beverage service, kitchen staff, and cleaning.
• Security guard positions across residential buildings, commercial properties, and events.
• Driving including delivery drivers, taxi drivers, and heavy vehicle operators.
• Domestic work including household helpers and caregivers, particularly in Saudi Arabia and Kuwait.
• Healthcare including nurses, care workers, and medical support staff particularly from India and the Philippines.
• Retail and sales in shopping malls and commercial areas.
• Manufacturing and industrial work in factories and processing facilities.

Your CV for Gulf Jobs — What Actually Matters

Gulf employers and recruitment agencies look at CVs differently from employers in Western countries.

CV Example: Gulf Format layout

Example of a Gulf format CV showing the personal information section at the top with photo, nationality, visa status, and contact details clearly laid out

Personal information comes first

Many Gulf employers and recruitment agencies want to see specific personal details upfront because they need this information to assess your eligibility and begin visa processing.

This typically includes your nationality, your current visa status or location, and a professional passport style photo.

A photo is commonly expected for most roles in Gulf countries including security, hospitality, and service positions. Use a passport style photo with a plain background and professional clothing.

Visa status matters

State your current situation clearly. If you are currently in your home country say so and mention that you are available for immediate relocation. If you are already in a Gulf country on a visit visa or transferable residence visa state that clearly because it affects the employer's timeline and costs.

Keep it short and specific

For most labour and service roles one page is enough. Two pages maximum for experienced professionals.

Describe your previous jobs specifically. Not "responsible for security duties" but "monitored access control and CCTV systems for a 200 unit residential building working 12 hour night shifts." Specific details show real experience.

Job Description Comparison

Side by side comparison showing a vague CV job description versus a specific detailed one for a Gulf security guard role

List relevant certifications

If you have a valid driving licence state the vehicle categories. If you have any safety certifications like first aid mention them. If you have hospitality training or food handling certificates include them.

Contact details

Include your phone number with your country code. WhatsApp is widely used for recruitment communication in Gulf countries so make sure the number you list is WhatsApp enabled.

For a full explanation of how ATS systems read your CV and why formatting matters, see our ATS guide.

Gulf CV template layout

Example of a complete one page Gulf CV template showing all sections in the correct order

Banking and Money in Gulf Countries

Opening a bank account in Gulf countries as a foreign worker requires your residency visa and Emirates ID in UAE, Iqama in Saudi Arabia, or the equivalent residency document in other Gulf countries.

You cannot open a bank account until your employer has processed your residency permit which typically takes a few weeks after you arrive.

Until your account is open your employer may pay salary in cash or through a salary card. In UAE the Wage Protection System means employers are legally required to pay salaries electronically and on time.

Sending money home is straightforward from Gulf countries. Exchange houses like Al Ansari Exchange in UAE or similar services in other countries offer competitive rates and fast transfers to most South Asian countries. Many workers use these regularly to send remittances to their families.

Getting a SIM Card

Getting a local SIM card is one of the first practical things to sort after arriving.

In UAE the main providers are Etisalat and du. In Saudi Arabia they are STC, Mobily, and Zain. In Qatar it is Ooredoo and Vodafone Qatar.

You typically need your passport and residency visa to register a SIM card. In your first days before your residency is processed some providers offer tourist SIM cards that work on your passport alone.

Having a local number is important for job hunting, communicating with your employer, and everyday life.

Laws and Cultural Rules You Need to Know

Gulf countries have laws and social rules that are different from most South Asian countries. Knowing these before you arrive is important.

Alcohol is completely prohibited in Saudi Arabia and Kuwait. In UAE, Qatar, and Bahrain alcohol is available but only in licensed venues. Drinking in public or being publicly intoxicated anywhere in the Gulf is a serious offence.

Public displays of affection are not acceptable in most Gulf countries.

Criticism of the government, ruling families, or Islam on social media or in public can result in serious legal consequences including imprisonment and deportation. Many workers have faced problems because of social media posts that would be considered normal in their home countries.

During Ramadan eating, drinking, or smoking in public during daylight hours is prohibited in most Gulf countries even for non-Muslims.

Dress codes in public spaces are more conservative than in most South Asian cities. This is particularly important in Saudi Arabia.

These are not small rules. Violations can result in fines, imprisonment, or deportation. Understanding them before you arrive helps you avoid problems that can seriously affect your life and employment.

Your Rights as a Worker in Gulf Countries

Gulf countries have labour laws that protect workers, although enforcement varies and the system is not perfect.

Most Gulf countries have a Ministry of Labour or equivalent government body with hotlines and complaint systems for workers facing problems. In UAE, the Ministry of Human Resources and Emiratisation (MoHRE) handles worker complaints directly. In Saudi Arabia, it is the Ministry of Human Resources and Social Development (MHRSD).

If your employer is not paying your salary, is withholding your passport, or is treating you illegally you have the right to file a complaint with the relevant authority.

Passport confiscation by employers is illegal in all Gulf countries. If your employer takes your passport you have the right to ask for it back and to report the situation to the relevant labour authority.

Knowing these rights before you go means you are not completely powerless if things go wrong.

Frequently Asked Questions

Licensed Agencies & Consultancies

To apply for visas legally and safely, you must process your applications through licensed recruitment agencies recognized by the respective governments. We have compiled complete directory listings for verified manpower agencies and educational consultancies across Nepal, India, the Philippines, Vietnam, and Bangladesh.