DMCC Employment Regulationschapter by chapter

Rule 2.1-2.2Statutory Minimum Compliance

Licensees and employees must comply with UAE Labour Law and cannot contract out of statutory protections.

Rule 3.1-3.2Approval to Work Outside DMCC Free Zone

An employee may not work outside the DMCC Free Zone without prior written approval from the Licensee and from any other authority with jurisdiction over the work location.

Rule 3.3Prohibition on Working Without Employment/Access Approval

Employees and temporary workers are prohibited from working inside the DMCC Free Zone until they receive an Employment Approval or Access Approval.

Rule 3.5-3.6Sanctions Are Licensee's Sole Responsibility

A licensee bears sole responsibility for sanctions and related charges arising from rule contraventions, and cannot recover them from employees under any circumstances, at the DMCCA's discretion.

Rule 4.1Sponsor Obligations

The licensee, as employer-sponsor, must discharge all its employee obligations in accordance with the UAE Labour Law.

Rule 5.1, 5.6Entry Permit Application and Sponsorship Eligibility

Licensees must obtain entry permit to employ non-GCC personnel from outside the UAE, hold a valid commercial licence to sponsor employees, and submit sponsorship applications to DMCCA for approval.

Rule 5.2Return of Unused Entry Permits

All unused entry permits must be returned to DMCCA for cancellation under the employment regulations' return-of-permits rule.

Rule 5.4Advance Payment of Entry Permit/Visa Fees

Licensees must pay all entry permit and visa processing fees set out in the Schedule of Charges in advance, before submitting visa, entry permit or residence applications.

Rule 5.7Timely Renewal of Residence Visas

Licensees are responsible for the timely renewal of all employees' residence visas under DMCC employment regulations.

Rule 6.1-6.3Obtain and Maintain Employment/Access Approvals

Employers must obtain Employment Approval for all employees and Access Approval for temporary personnel before they start work in the DMCC Free Zone, and Licensees must keep approvals valid at all times.

Rule 7.1-7.2Recruitment Costs Borne by Licensee

Licensees must bear all recruitment costs, including visa and approval costs, and must not recharge these costs to recruited employees, recruitment agents, subcontractors or other third parties.

Rule 8.2-8.3Consent-Based Passport Retention and Secure Storage

Licensees may hold an employee's passport only with the employee's prior written genuine consent, and must have secure storage controls and prompt return on request.

Rule 9.1-9.3Compliant Written Employment Contracts

A Licensee must hold a written employment contract with each employee that meets minimum UAE Labour Law terms, with less favourable terms void, and be for a limited duration subject to renewal.

Rule 10.1Compliance With UAE Labour Law Working Hours Provisions

Licensees must comply with UAE Labour Law working hours provisions, including those on overtime and Ramadan working hours.

Rule 11.1Statutory Minimum Leave Entitlements

Licensees must provide employees with at least the statutory minimum leave entitlements under UAE Labour Law, including annual, sick, maternity, parental, bereavement and study leave.

Rule 12.1-12.3Medical and Employer's Liability Insurance

Licensees must procure and maintain medical insurance for all employees and employer's liability insurance, provide proof to DMCCA on request, and bear costs without passing them to employees.

Rule 13.1Statutory Minimum Accommodation Standards

Employee accommodation provided by Licensees must comply with statutory minimum standards, including lighting, ventilation, size, and sanitation.

Rule 14.1Statutory Minimum Disciplinary Process

Licensees must apply at least the statutory minimum disciplinary process under UAE labour law when handling employee disciplinary matters, following the disciplinary procedures guide.

Rule 15.1Harassment-Free Working Environment

Licensees are expected to provide a working environment free from harassment and bullying, ensuring employees are treated with dignity and respect.

Rule 16.1-16.2Statutory Notice Periods on Termination

Post-probation, a limited-term contract requires 30 Days' notice; during probation, at least 14 Days' notice is needed.

Rule 16.5Signed Termination Confirmation Letter

On termination for any reason, the Licensee and employee must each sign and deliver a letter confirming employment has ended and all dues, including end-of-service gratuity, are paid and received.

Rule 16.6Payment of Termination Sums Within 14 Days

Employers must pay all sums owed to an employee upon termination of employment within fourteen days of the termination or expiry of the contract.

Rule 16.7Repatriation Flight on Termination

Licensees must provide employees a repatriation flight home at no cost, unless they obtain new sponsorship within 30 days of visa cancellation or are terminated for their own fault.

Rule 17.1-17.3Cancel Employee Residence Visa and Bear Fees

The licensee and employee must cooperate to cancel the employee's residency visa after termination, and the licensee must bear all related fees without recovering them from the employee.

Rule 19Report Absconding Employees to DMCCA

A Licensee should promptly file an absconding report with DMCCA when an employee is absent without lawful reason for seven consecutive days or is believed to have absconded and whereabouts are unknown.

Rule 20.1-20.4Internal Resolution and DMCC Disputes Centre Mediation

Licensees should resolve employment disputes internally before seeking mediation at the DMCC Disputes Centre.