Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relationschapter by chapter

Article 4(1)Employers must not discriminate against workers on the basis of race, colour, sex, religion, national or social origi...

Employers must not discriminate against workers based on race, color, sex, religion, national origin, or disability regarding employment and job benefits.

Article 4(4)Women must be paid equal wages to men when performing the same work or alternative work of equal value.

Employers must pay women equal wages to men for the same work or alternative work of equal value.

Article 5(1)Employers must not employ any person under the age of 15.

Employers are prohibited from employing any person under the age of 15 under federal labour law.

Article 5(2)(a)-(b)To employ a juvenile (15-18 years), the employer must obtain the written consent of the juvenile's guardian/custodian...

Employers must obtain written consent from a juvenile aged 15 to 18's guardian or custodian and a medical certificate confirming fitness before employing that juvenile.

Article 5(2)(c),(d),(f)Juvenile workers' actual working hours must not exceed six hours per day with at least one break totaling not less th...

Juvenile workers must not work more than six hours daily with a break of at least one hour, nor work between 7pm and 7am, overtime, weekends, or official holidays.

Article 5(2)(e)Juveniles must not be employed in dangerous or arduous work, or work likely to harm their health, safety or morals.

Juveniles may not be employed in dangerous or arduous work, or work likely to harm their health, safety or morals.

Article 6(1)Employers must not recruit or employ any worker without first obtaining a work permit from the Ministry.

Employers must obtain a work permit from the Ministry before recruiting or employing any worker.

Article 6(3)Undertaking employment or mediation/recruitment activity to recruit or employ workers is prohibited without a Ministr...

Anyone undertaking employment or mediation or recruitment activity for workers without a Ministry licence is prohibited under labour law.

Article 6(4)Employers are prohibited from charging workers, directly or indirectly, for recruitment and employment fees and costs.

Employers cannot charge workers for recruitment or employment fees in any form.

Article 7(1)Every employment contract must be based on one of the prescribed work patterns (full-time, part-time, temporary, flex...

Every employment contract must follow one of the prescribed work patterns: full-time, part-time, temporary, flexible, or another pattern set by the Implementing Regulation.

Article 8(1)(a)The employer must conclude a written employment contract with each worker, in the standard form specified by the Impl...

Employers must execute written employment contracts with workers, following the standard form as outlined in the Implementing Regulation.

Article 8(1)(b)The employment contract must be executed in two copies, with one copy retained by the employer and the other handed o...

Employers must execute employment contracts in two copies, keeping one and giving the other to the worker.

Article 8(3)Employment contracts must be concluded for a specified period of time, subject to renewal by agreement of both parties.

Federal Labour Law requires employment contracts to be concluded for a specified period, subject to renewal by agreement of both parties.

Article 8(4)When a contract is extended or renewed, the new term(s) must be treated as an extension of the original term and adde...

When a contract is extended or renewed, the new term is treated as an extension of the original term and counted toward the worker's continuous service.

Article 8(5)If both parties continue to perform the contract after expiry of its original term or completion of the agreed work w...

Where both parties keep performing a contract after its original term or agreed work ends without an express agreement, the contract is implicitly extended on the same conditions.

Article 8(6)Employment contracts must be registered with the Ministry using the forms specified by the Implementing Regulation ac...

Employment contracts must be registered with the Ministry using the forms prescribed by the Implementing Regulation for each approved skill level.

Article 9(1)A probationary period, if applied, must not exceed six months from the date of commencement of work, and if the emplo...

Probationary periods must not exceed six months from start of work, and employers terminating during probation must give at least 14 days' written notice before the termination date.

Article 9(2)A worker may not be placed under a probationary period more than once by the same employer; if the worker successfull...

An employer may place a worker on probation only once; if the worker passes probation and keeps working, the contract becomes binding and probation counts toward service.

Article 9(3)-(4)When a worker moves to a new employer during the probationary period (whether staying in the UAE or leaving and retur...

A new employer must compensate the original employer for recruitment and contracting costs when a worker moves during the probationary period, unless otherwise agreed.

Article 9(5)If either party terminates the employment contract without complying with the provisions of Article 9, the terminatin...

A terminating party must compensate the other party for the notice period’s wages if the employment contract is terminated without complying with notice provisions.

Article 10(1)A non-competition clause may only be imposed where the worker's role gives access to clients' knowledge or the employ...

Non-competition clauses cannot exceed two years post-contract and must limit scope to protect legitimate business interests.

Article 10(2)A non-competition clause is nullified if the employer terminates the employment contract in violation of the Law.

A non-competition clause in an employment contract is void where the employer terminates the employment contract in breach of federal labour law.

Article 10(3)A claim by the employer for the worker's violation of the non-competition provisions will not be heard if filed more ...

Employers cannot bring a claim against a worker for breaching a non-competition clause if filed more than one year after discovering the violation.

Article 11Where an employer outsources performance of its work (or part of it) to another employer, that other (contracting) em...

A contracting employer receiving outsourced work is solely liable for statutory worker rights of outsourced workers, unless the parties agree otherwise.

Article 12(1)A worker may not be assigned work fundamentally different from that agreed in the employment contract, except where n...

Workers may not be assigned work fundamentally different from their employment contract, except to prevent an accident or repair resulting damage, and such assignments must be temporary.

Article 12(2)Outside of the emergency exception, an employer may only assign a worker to work not agreed in the employment contrac...

Outside emergency situations, an employer may assign a worker to work not in the employment contract only with the worker's written consent.

Article 12(3)If a worker must change his place of residence to perform work different from that agreed in the contract, the employ...

Employers must bear all financial costs, including relocation and residence costs, when a worker must move home to perform work different from that agreed in the contract.

Article 13(1)Employers must maintain workers' files and records per Ministry-issued conditions, rules and procedures, keeping each...

Employers must keep each worker's file and records as the Ministry prescribes, retaining every worker's file for at least two years after that worker's service ends.

Article 13(2)Employers must not withhold a worker's official documents or force him to leave the State at the end of the employmen...

Employers must not withhold a worker's official documents or force the worker to leave the State when employment ends.

Article 13(3)Employers must establish rules regarding the organisation of work, such as work instructions, penalties, promotions, ...

Employers must establish rules on organisation of work, including work instructions, penalties, promotions and rewards, in by-laws or regulations consistent with the Implementing Regulation's rules.

Article 13(4)Employers must provide workers with proper, licensed accommodation meeting the rules, conditions and standards in for...

Employers must provide workers with licensed accommodation meeting prevailing rules and standards, or pay an accommodation allowance in cash or kind, which may be included within the wage.

Article 13(5)Employers must invest in developing workers' skills and provide the minimum amount of training, qualification and emp...

Employers must invest in developing workers' skills and provide the minimum training, qualification and empowerment tools and programmes required by the Law and its Implementing Regulation.

Article 13(6)Employers must provide the necessary means to prevent occupational disease and injury risks, ensure provision of rele...

Employers must provide means to prevent occupational disease and injury, ensure relevant regulations and awareness, provide training, and run periodic evaluations.

Article 13(7)Employers must take necessary actions to ensure workers are aware of their rights and obligations at work, using tool...

Employers must ensure workers understand their rights and obligations using appropriate tools and methods related to their work.

Article 13(8)Employers must bear the costs of the worker's medical care in accordance with the legislation in force.

Employers must bear the costs of a worker's medical care under the legislation in force.

Article 13(9)Employers must bear the expenses of insurance, contributions and guarantees defined by the legislation in force (e.g....

Employers must bear the expenses of insurance, contributions and guarantees required by the labour law in force, such as social security or pension contributions where applicable.

Article 13(10)Employers must not allow a worker to work for another employer except in accordance with the provisions of the Law.

Employers are prohibited from allowing a worker to work for another employer, except as permitted under the provisions of the Federal Labour Law.

Article 13(11)Upon a worker's request at expiry of the employment contract, the employer must issue, free of charge, an experience ...

Employers must issue workers on request at contract expiry a free experience certificate stating dates, service term, job type, last wage and termination reason, without reputation-harming content.

Article 13(12)Employers must bear the repatriation expenses of the worker to his place of recruitment or another place agreed by bo...

Employers must cover repatriation costs of workers unless the worker has joined another employer or contract termination is their fault.

Article 13(13)Employers must provide a safe and appropriate work environment.

Employers must provide a safe and appropriate work environment for their employees, as required under federal labour law.

Article 14(1)Employers must not use any means to oblige or force a worker, threaten him with any penalty to work, or compel him to...

Employers must not use coercion, threats of penalty, or any other means to force a worker to perform work or provide a service against his will.

Article 14(2)Sexual harassment, bullying, and verbal, physical or psychological violence against a worker by the employer, superio...

Employers, superiors, colleagues, and others working with a worker are prohibited from sexual harassment, bullying, and verbal, physical, or psychological violence against that worker.

Article 15(1)-(2)In the event of a worker's death, the employer must hand over to the worker's family (or the person designated in wri...

Employers must pay outstanding wages, financial entitlements and end-of-service benefits to a deceased worker's family or written designee within 10 days of death.

Article 15(3)The employer must bear all costs of preparing and transporting the deceased worker's corpse to his home country or pl...

Employers must bear all costs of preparing and transporting a deceased worker's corpse to his home country or place of residence when the family requests it.

Article 16(4)-(5)Workers must keep confidential any information/data accessed through their work, not disclose work secrets, not perso...

Workers must keep work-accessed information confidential, not retain confidential work documents without permission, and return company property to the employer at end of service.

Article 16(10)A worker must vacate employer-provided accommodation within 30 days of the end of service, unless the employer approv...

Employees must vacate employer-provided accommodation within 30 days after service termination unless an extension is approved by the employer.

Article 17(1)(3)Employer must not require workers to work more than 8 hours per day or 48 hours per week as normal working hours; tim...

Employers must not require workers to exceed 8 hours per day or 48 hours per week as normal working hours, and commuting between home and workplace does not count as working time, subject to exceptions.

Article 17(4)Employer must apply the reduced working hours applicable during the holy month of Ramadan as specified in the Impleme...

Employers must apply the reduced working hours applicable during the holy month of Ramadan, as specified in the Implementing Regulation of the Federal Labour Law.

Article 17(5)Where a worker works on a pattern other than full-time, the employer (whether original or another employer for whom t...

Employers of workers on non-full-time patterns may not require more hours than the contract agreed without the worker's written consent, including for multiple-employer arrangements.

Article 18Employer must not require a worker to work more than 5 consecutive hours without a break or breaks totaling at least ...

Employers must not require workers to work more than five consecutive hours without a break of at least one hour in total, which does not count as working time.

Article 19(1)Employer may instruct overtime work but must not exceed 2 hours per day (except as permitted by the Implementing Regu...

Employers may order overtime, capped at two hours daily unless permitted otherwise, with total hours including overtime limited to 144 every three weeks.

Article 19(2)For overtime worked beyond normal hours, employer must pay the normal hourly wage plus an increase of not less than 2...

Employers must pay overtime worked beyond normal hours at the normal hourly wage plus an increase of at least 25% of the basic wage for those hours.

Article 19(3)For overtime worked between 10pm and 4am, employer must pay the normal wage plus an increase of not less than 50% of ...

Employers must pay overtime worked between 10pm and 4am the normal wage plus at least 50% of basic wage, excluding shift workers.

Article 19(4)If a worker is required to work on the contractual/policy weekend day, the employer must either compensate with anoth...

Where a worker is required to work on the contractual or policy weekend day, the employer must give another day off in compensation or pay the normal day wage plus at least a 50% increase on the basic wage.

Article 19(5)Employer must not instruct a worker to work more than two consecutive weekend days, except for day workers.

Employers must not require workers to work more than two consecutive weekend days, with an exception for day workers.

Article 21Employer must grant each worker a paid weekend of not less than one day, as specified in the employment contract or w...

An employer must grant each worker a paid weekend of at least one day, as specified in the employment contract or work regulation.

Article 22(1)The amount or type of wage must be specified in the employment contract (absent specification, a competent court will...

The employment contract must state the amount or type of wage; if it does not, a competent court will determine the wage as part of a labour dispute.

Article 22(2)Employer must pay workers' salaries/wages on their due dates in accordance with MOHRE-approved regulations, condition...

Employers must pay workers' salaries on time, adhering to MOHRE-approved regulations and the Wage Protection System.

Article 22(3)Salaries must be paid in UAE Dirham; payment in another currency is only permitted if agreed between employer and wor...

Employers must pay salaries in UAE Dirham, and payment in another currency is allowed only where the employer and worker have agreed to it in the employment contract.

Article 23For workers paid on a piecework basis, the daily wage must be calculated as the average amount the worker received fo...

For piece-rate workers, the daily wage must be calculated as the average amount earned on actual working days during the six months preceding any wage request or claim.

Article 24A monthly-wage worker may only be transferred to day-worker, weekly-wage, piecework, or hourly-wage categories if the...

Monthly-wage workers may be moved to day, weekly, piecework or hourly wage categories only with written consent, without losing rights already acquired during monthly-wage employment.

Article 25(1)(a)(c)(d)(e)No amount may be deducted or withheld from a worker's wage except for specific permitted cases (loan redemption, stat...

Employers may not withhold wages except for permitted cases such as loan redemption, statutory contributions or approved social-project installments, needing prior written consent for some and interest-free loan redemption.

Article 25(1)(b)Employer may recover amounts overpaid to a worker in excess of entitlements, but the deducted amount must not exceed ...

Employers may recover wage overpayments from workers, but any deduction must not exceed 20% of the worker's wage.

Article 25(1)(f)Amounts may be deducted from a worker's wage for violations committed, per the establishment's Ministry-approved pena...

Employers may deduct amounts from a worker's wage for violations under the establishment's Ministry-approved penalty regulation, capped at 5% of the wage.

Article 25(1)(g)Debts due under a court judgment may be deducted from wages, generally capped at one quarter (25%) of the wage, excep...

Court-judgment debts may be deducted from wages, generally capped at one quarter of wage, with alimony debts allowed to exceed the cap and multiple debts distributed by privilege category.

Article 25(1)(h)Amounts necessary to rectify damage caused by a worker's mistake or violation of employer instructions (destruction/l...

Employers may deduct amounts to rectify damage caused by a worker's mistake, capped at 5 days' wages per month without court approval.

Article 25(2)Where multiple grounds for deduction/withholding apply simultaneously, the total combined deduction/withholding must ...

Combined deductions from wages for multiple grounds cannot exceed 50% of the employee's total wage.

Article 26(1)Wages are paid in exchange for work, and the employer must allow the worker to carry out his work; if the employer fa...

Employers must pay the agreed wages even when they fail to provide work to the worker, since wages are payable in exchange for work the employer must allow the worker to perform.

Article 28(1)Workers are entitled to official days off with full pay on public holidays defined by Cabinet resolution.

Workers are entitled to paid official days off on public holidays as defined by Cabinet resolution under federal labour law.

Article 28(2)If work conditions require a worker to work on a public holiday, the employer must compensate with another day off fo...

Employers must compensate workers required to work on public holidays with another day off per day worked, or normal day wage plus at least 50% of basic wage.

Article 29(1)Workers are entitled to annual leave with full wage of not less than 30 days for each year of extended service, 2 day...

Workers entitled to 30 days annual leave, pro-rated for less than a year, with unused leave balance payable upon employment termination.

Article 29(2)Part-time workers are entitled to annual leave calculated according to their actual working hours, with the leave per...

Part-time workers receive annual leave calculated on their actual working hours, with the leave period set out in their employment contract under the Implementing Regulation.

Article 29(3)An employer may grant a worker leave from his annual leave balance during the probationary period, but the worker ret...

An employer may let a worker take leave from annual leave balance during probation; if the worker fails probation, he keeps the right to compensation for remaining annual leave.

Article 29(4)A worker must be given his leave entitlement within the same year; the employer may schedule leave dates according to...

Employers must grant leave within the same year and notify workers of scheduled leave dates at least one month in advance, scheduling around business needs.

Article 29(5)With the employer's approval and in accordance with applicable establishment regulations, a worker may carry forward ...

Workers may carry forward unused annual leave to the following year, with employer approval and under applicable establishment regulations.

Article 29(6)Employer must pay the worker's wage for the period of his annual leave.

Employers must pay workers their wages during the period of annual leave.

Article 29(7)Public/statutory holidays or holidays prescribed by agreement that fall within a worker's annual leave period are inc...

Public or statutory holidays, and agreed holidays, falling within annual leave are counted as part of annual leave, unless the contract or establishment rules give the worker more favourable terms.

Article 29(8)Employer must not prevent a worker from using annual leave accrued for more than two years, unless the worker chooses...

Employers must not stop workers from using annual leave accrued for more than two years, unless workers elect to carry it forward or receive a cash allowance.

Article 29(9)A worker is entitled to be paid for accrued unused leave days if he leaves work before using them, regardless of the ...

Workers are entitled to payment for accrued unused leave days on leaving, regardless of service length, plus leave wages pro rata for the part of the year worked.

Article 30(1)(3)A female worker is entitled to 60 days of maternity leave: the first 45 days with full wage and the following 15 days...

Female workers get 60 days maternity leave: 45 days at full wage and 15 days at half wage, where delivery occurs six or more months into pregnancy.

Article 30(2)After using maternity leave, a female worker may take unpaid absence for up to 45 days (continuous or intermittent) i...

After maternity leave, a female worker may take up to 45 days of unpaid absence for her own or her child's pregnancy or childbirth-related sickness, supported by a medical certificate, excluded from gratuity and pension service.

Article 30(4)If a female worker gives birth to a sick child or a child of determination requiring a constant companion (per medica...

Female workers qualifying for maternity leave can take an additional 30 days' paid leave for a sick child requiring constant companionship, plus 30 days unpaid.

Article 30(5)Employer must grant the female worker's maternity leave upon her request at any time, starting from the last day of t...

Employers must grant a female worker maternity leave on her request at any time from the last day of the month before expected delivery, supported by a medical certificate.

Article 30(8)It is prohibited to terminate the service of a female worker, or to notify her of termination, because of her pregnan...

Employers are prohibited from terminating a female worker's service, or notifying her of termination, because of pregnancy, maternity leave, or related absence from work.

Article 30(9)For up to 6 months after returning from maternity leave, the female worker is entitled to one or two daily breastfeed...

Female workers returning from maternity leave are entitled to one or two daily breastfeeding breaks, totalling no more than one hour, for up to six months after their return to work.

Article 31(2)(3)A worker is not entitled to paid sick leave during the probationary period (the employer may grant unpaid sick leave ...

Workers receive no paid sick leave during probation; afterwards, up to 90 sick days yearly are paid 15 days full, 30 days half, then unpaid.

Article 31(4)A worker is not entitled to wage for sick leave if the sickness resulted from the worker's own misconduct, as defined...

A worker is not entitled to sick leave wages where the sickness results from the worker's own misconduct, as defined in the Implementing Regulation cases.

Article 31(5)If a worker is unable to return to work after exhausting sick leave, the employer may terminate his service, provided...

Employers may terminate a worker unable to return after exhausting sick leave, provided the worker receives all financial entitlements under the labour law and its regulations.

Article 32(1)(a)A worker is entitled to paid bereavement leave of 5 days for the death of a spouse, or 3 days for the death of a moth...

Workers are entitled to paid bereavement leave of five days on a spouse's death, or three days on the death of specified close relatives, starting from the date of death.

Article 32(1)(b)A worker (father or mother) with a newborn child is entitled to paid parental leave of 5 working days, which may be t...

Workers who are fathers or mothers of a newborn child are entitled to five working days of paid parental leave, which may be taken continuously or intermittently within six months of birth.

Article 32(2)A worker enrolled in an approved educational institution in the State, with at least two years of service, may be gra...

Workers with two years of service enrolled in approved educational institutions may be granted up to 10 days of study leave annually.

Article 32(3)A national worker is entitled to paid leave to perform national service, in accordance with national service legislat...

National workers are entitled to paid leave to perform national service, as provided under national service legislation.

Article 33(1)(2)A worker may take unpaid leave (other than the leaves specifically provided for elsewhere) subject to employer approv...

Workers may take unpaid leave not provided for elsewhere with employer approval; this leave is excluded from service term and pension contribution periods.

Article 34A worker who does not return directly to work without a legitimate reason after his leave ends is not entitled to wag...

A worker who fails to return directly to work after leave ends without legitimate reason is not entitled to wages for the subsequent absence; employer must withhold pay for unauthorised absence.

Article 35If either party terminates the employment contract while the worker is on leave, the notice period does not begin unt...

If either party ends the employment contract while the worker is on leave, the notice period starts the day after the worker's scheduled return, unless both parties agree otherwise.

Article 36Establishments must comply with Federal Law No. 13 of 2020 on public health, all implementing resolutions, and other ...

Establishments must comply with Federal Law No. 13 of 2020 on public health, its implementing resolutions, and other applicable legislation on worker safety, protection and health care.

Article 37(2)(a)Employer must bear the full cost of a worker's medical treatment for a work injury or occupational disease until the ...

Employers must bear the full cost of a worker's medical treatment for work injuries or occupational diseases until the worker recovers and returns to work, or disability is proven.

Article 37(2)(b)If the injury or disease prevents the worker from working, the employer must pay full wage during treatment for up to...

Employers must pay full wages during injury or illness treatment for up to six months, then half wages for six more months until cure or disability is proven.

Article 37(3)If a work injury or occupational disease results in the worker's death, the employer must ensure the worker's family ...

Employers must provide compensation to a deceased worker's family equal to 24 months' basic wage, with specific minimum and maximum amounts.

Article 38Employer may only deny a worker's work injury compensation where non-entitlement (self-inflicted injury, intoxication...

Employers may deny a worker's work injury compensation only if non-entitlement, such as self-inflicted injury or intoxication, is proven through investigation by competent authorities.

Article 39(1)Disciplinary sanctions imposed by the employer on a worker who violates the Law, Implementing Regulation or resolutio...

Employers may impose only specified disciplinary sanctions on workers breaching labour law, including written warnings, wage deductions, unpaid suspension up to 14 days, or dismissal preserving end-of-service benefits.

Article 39(2)Employer must follow the conditions, rules and procedures set by the Implementing Regulation when imposing any discip...

Employers imposing any disciplinary sanction must follow the conditions, rules and procedures set by the Implementing Regulation, including the worker's right to grieve the sanction.

Article 40(1)Employer may suspend a worker for up to 30 days at half wage to conduct a disciplinary investigation; if the case is ...

Employers may suspend a worker for up to 30 days at half wage during a disciplinary investigation, and must repay the suspended half wage if no violation is found or only a warning is issued.

Article 40(2)Employer may suspend a worker accused of assault, crimes against money, or breach of honour/trust until a final judic...

An employer may suspend a worker accused of assault, crimes against money, or breach of honour or trust pending final judicial judgment with wages suspended, and must reinstate and pay full suspended wages if no conviction results.

Article 41(1)Employer must not impose a disciplinary sanction for an act committed by the worker outside the workplace unless it i...

Employers cannot discipline workers for actions outside the workplace unless those actions directly relate to work.

Article 41(2)Employer must not impose more than one disciplinary sanction for a single violation.

Employers must not impose more than one disciplinary sanction on a worker for a single violation under federal labour law.

Article 42An employment contract may only be terminated on one of the enumerated legal grounds: mutual written agreement, expir...

An employment contract may be terminated only on enumerated legal grounds, such as mutual written agreement, fixed-term expiry, unilateral termination, death, permanent disability, or employer insolvency.

Article 43(1)-(2)Either party terminating for a legitimate reason must give written notice, with a contractually agreed notice period ...

A party terminating a contract for a legitimate reason must give written notice with an agreed period of 30 to 90 days, during which the contract stays valid, full wages are paid, and work continues if requested.

Article 43(3)-(4)A party (including the employer) who does not observe the notice period must pay the other party a notice period allo...

Parties failing to observe the notice period must compensate the other with a notice allowance equal to the wage for the entire or remaining notice period.

Article 43(5)If the employer terminates the contract, the worker is entitled to one paid day off per week during the notice period...

After an employer terminates a contract, the worker may take one paid day off weekly during notice to search for work, with three days' prior notice.

Article 44Before dismissing a worker without notice, the employer must conduct a written investigation and issue a written, jus...

Employers must conduct a written investigation and issue a justified written dismissal decision to the worker before dismissing without notice, only on ten specified grounds.

Article 44(2)Where dismissal is for a mistake causing gross physical loss or deliberate damage to employer property, the employer ...

Employers must report gross misconduct or property damage incidents to the Ministry within 7 working days of awareness.

Article 44(3)Dismissal for violating workplace safety instructions is only valid if those instructions are in writing, displayed i...

Dismissal for violating workplace safety instructions is valid only if the instructions are in writing, displayed in a visible place, and the worker has been informed of them.

Article 44(4)Dismissal for continued failure to perform basic contractual duties requires a prior written investigation and that t...

Employers may dismiss workers for continued failure to perform basic contractual duties only after a written investigation and two warnings of dismissal for repeated breach.

Article 45(1),(3),(4)Where a worker gives Ministry notice of the employer's breach of contractual/statutory obligations or of a grave work...

Employers must rectify breaches or remove grave workplace dangers after a worker notifies the Ministry, and may not assign fundamentally different work without written consent.

Article 45(2)Employer and its legal representatives must not assault, use violence against, or harass a worker at work; where this...

Employers and their legal representatives must not assault, use violence against, or harass workers; if proven, the worker may resign without notice and keep full end-of-service benefits.

Article 46Employer may not terminate a worker's service due to lack of health fitness before the worker has used up his legally...

Employers may not terminate a worker's service for lack of health fitness until the worker has exhausted accrued annual leave; any contrary agreement is void.

Article 47(1)-(2)Terminating a worker's service because he filed a valid serious complaint with the Ministry or a lawsuit against the ...

Terminating an employee for lodging a valid complaint or lawsuit is unlawful, subject to compensation if declared invalid by a court.

Article 47(3)A worker's right to a notice period allowance and end of service benefits is unaffected by, and payable in addition t...

Workers keep their right to notice period allowance and end of service benefits, which are payable in addition to any unlawful-termination compensation awarded for wrongful dismissal under the labour law.

Article 48When an establishment changes its legal form or status, existing employment contracts remain valid and the new employ...

Employment contracts remain valid when an establishment changes its legal form; the new employer must honor them.

Article 50(1)Any employer aware that a foreign worker left a previous job for an illegitimate reason before contract expiry must n...

Employers aware that a foreign worker left a previous job illegitimately before contract expiry must not employ or retain that worker during the one-year work-permit restriction period.

Article 50(3)Employer must notify the Ministry of a worker's incident of unlawful absence from work, per the procedures specified ...

Employers must notify the Ministry of a worker's unlawful absence from work, following the procedures in the Implementing Regulation.

Article 51(1)UAE national workers are entitled to end of service benefits under the applicable pensions and social security legisl...

UAE national workers are entitled to end-of-service benefits under pensions and social security legislation, rather than the end-of-service gratuity scheme applied to foreign workers.

Article 51(2)A full-time foreign worker who completes one or more years of continuous service is entitled to EOSB calculated on th...

Full-time foreign workers with over a year of service are entitled to end-of-service gratuity calculated at 21 days' pay per year for the first five years.

Article 51(3)A foreign worker who has completed at least one year of continuous service is entitled to a pro-rated EOSB for any ad...

A foreign worker with at least one year of continuous service is entitled to pro-rated end-of-service gratuity for any additional partial year worked.

Article 51(4)Unpaid days of absence must be excluded when calculating the worker's length of service for EOSB purposes.

Unpaid absence days must be excluded when calculating a worker's length of service for end-of-service benefits.

Article 51(5)EOSB must be calculated on the worker's last basic wage (for monthly/weekly/daily paid workers) or the average daily ...

End-of-service gratuity must be calculated on the worker's last basic wage, or average daily wage for piecework workers, without prejudice to pension legislation.

Article 51(6)The total EOSB payable to a foreign worker must not exceed two years' wage in aggregate.

Total end-of-service gratuity (EOSB) payable to a foreign worker must not exceed two years' wages in aggregate.

Article 51(7)Employer may deduct from the EOSB any amounts legally or judicially payable by the worker, per the conditions and pro...

Employers may deduct legally owed amounts from the end-of-service benefits based on specific conditions outlined in the Implementing Regulation.

Article 51(8)Where the Cabinet approves an alternative end-of-service benefits scheme, the employer must comply with the condition...

Where the Cabinet approves an alternative end-of-service benefits scheme, employers must follow the conditions, rules and contribution mechanism set out in the relevant resolution.

Article 52For foreign workers engaged on work patterns other than full-time, the employer must apply the end of service benefit...

Employers of foreign workers on part-time or other non-full-time work patterns must apply the end-of-service benefits mechanism defined by the Implementing Regulation for those work patterns.

Article 53Employer must pay the worker's wages and all other entitlements under the Law, resolutions, contract or establishment...

Employers must pay workers' wages and all other entitlements within 14 days of the end of the employment contract term.

Article 54(1)Employer must submit individual labour disputes with employees (or their beneficiaries) to the Ministry for amicable ...

Employers must refer individual labour disputes with employees or their beneficiaries to the Ministry for amicable settlement before pursuing other remedies.

Article 54(5)Where a dispute results in withholding of a worker's wages, the Ministry may require the employer to continue paying ...

Where a wage dispute leads to withheld wages, the Ministry may order the employer to keep paying the worker's wages for up to two months pending resolution.

Article 54(6)The Minister may impose additional administrative procedures or measures on the establishment if an individual disput...

The Minister may impose extra administrative measures on an employer if an individual dispute risks becoming a collective dispute harmful to public interest; employers must comply.

Article 56(1)Where an amicable settlement is not possible between the employer and all or a group of the establishment's workers, ...

Where amicable settlement with workers fails, the employer must file a complaint with the Ministry under the procedures set by the Implementing Regulation.

Article 56(2)The Minister may impose preventive procedures or measures on the establishment to prevent a collective dispute from d...

The Minister may impose preventive procedures or measures on an establishment to stop a collective labour dispute from harming the public interest, and the employer must comply with them.

Article 57(1)Ministry officials authorised as law-enforcement officers have the right to enter establishments, examine violations ...

Labour ministry inspectors with law-enforcement powers may enter establishments, examine violations of the Decree-Law and record minutes, and employers must permit entry and cooperate.

Article 59(1)Submitting false information or documents to recruit a foreign worker into the State is punishable by a fine of not l...

Submitting false information or documents to recruit a foreign worker into the State is punishable by a fine of AED 20,000 to AED 100,000.

Article 59(2)Obstructing or preventing (including through force, violence or threats) a Ministry official from performing inspecti...

Obstructing or preventing a Ministry official performing inspection or enforcement duties, including through force, violence or threats, is punishable by a fine of AED 20,000 to AED 100,000.

Article 60(1)(a)Providing employment to a worker without obtaining a work permit is a violation subject to a fine of not less than AE...

Employing a worker without a work permit is a violation carrying a fine of AED 100,000 to AED 1,000,000.

Article 60(1)(b)Employing or recruiting a worker and then failing to provide him/her with employment is a violation subject to a fine...

Employers who recruit a worker and then fail to provide employment face a fine of AED 100,000 to AED 1,000,000 under the Federal Labour Law.

Article 60(1)(c)Using work permits for purposes other than those for which they were issued is a violation subject to a fine of not l...

Using work permits for purposes other than those they were issued for is a violation carrying a fine between AED 100,000 and AED 1,000,000.

Article 60(1)(d)Closing or ceasing the establishment's operations without following the required procedure for settling workers' dues...

Closing or ceasing operations without following the required procedure for settling workers' dues is punishable by a fine between AED 100,000 and AED 1,000,000.

Article 60(1)(e)Employing or recruiting a juvenile in violation of the Decree-Law is subject to a fine of not less than AED 100,000 a...

Employers or recruiters who hire a juvenile in violation of the Decree-Law face a fine between AED 100,000 and AED 1,000,000.

Article 60(2)An employer who circumvents labour-market laws/regulations by appointing fictitious employees is subject to a fine of...

Employers who circumvent labour laws by appointing fictitious employees face a fine of AED 100,000 to AED 1,000,000 per fictitious employee and may repay government financial incentives obtained.

Article 60(4)On the employer's request, the Ministry may settle the fictitious-employment criminal case (Article 60(2)) for at lea...

Employers may ask the Ministry to settle fictitious-employment criminal cases for at least 50% of the minimum fine, provided they reimburse all financial incentives received through the fictitiously appointed employees.

Article 61Exploiting or misusing electronic access/powers granted to access the Ministry's systems (or enabling others to do so...

Misusing electronic access to the Ministry's systems can result in imprisonment for at least one year and fines ranging from AED 200,000 to AED 1,000,000.

Article 62Fines imposed on employers under this Decree-Law increase according to the number of workers affected by the violatio...

Fines on employers under the Decree-Law rise with the number of workers affected, capped at a maximum aggregate fine of AED 10,000,000.

Article 63Violating any other provision of the Decree-Law, its Implementing Regulation, or resolutions issued for its implement...

Any violation of the Decree-Law, its Implementing Regulation, or related implementing resolutions carries a fine ranging from AED 5,000 to AED 1,000,000 under the federal labour law.

Article 64Repeating any violation under the Decree-Law before one year has elapsed since punishment for a similar violation res...

Anyone repeating a violation of the Decree-Law within one year of punishment for a similar violation faces imprisonment with doubled fines, or one of these penalties.

Article 65(1)The rights stipulated in the Decree-Law are minimum rights for workers; the employer must not provide the worker with...

Employers must not provide workers with rights below the statutory minimums in the Decree-Law, even under other legislation, agreements or contracts; the more beneficial provision prevails.

Article 65(2)The employer may not misapply the provisions of the Decree-Law, its Implementing Regulation or related resolutions, n...

Employers must not misapply the Labour Decree-Law, its Implementing Regulation or related resolutions, nor restrict other workers' or employers' freedom or the authority's dispute-settling competence.

Article 65(3)Any contractual provision contradicting the Decree-Law is null and void unless more beneficial to the worker; any dis...

Contract terms conflicting with the Decree-Law are void unless more beneficial to the worker, and waivers or settlements of statutory worker rights are void if they breach the Decree-Law.

Article 65(5)The employer may not amend the terms of an employment contract in force before the Decree-Law's issuance in order to ...

Employers may not amend employment contracts in force before the Decree-Law's issuance to apply its provisions, unless the amendment gives the worker a greater advantage or benefit.

Article 65(6)For undefined-term contracts concluded before the Decree-Law's enforcement, either party terminating for a legitimate...

Either party terminating an undefined-term contract concluded before the Decree-Law's enforcement must give written notice of 30, 60 or 90 days depending on length of service.

Article 65(7)Amounts payable to the worker or their family under the Decree-Law rank as a priority claim (concession) over all the...

Worker entitlements under the Decree-Law rank as a priority concession over all employer funds, paid immediately after public treasury dues and legally ordered family alimony.

Article 66(1)Arabic is the approved language for all records, files, data and forms stipulated under the Decree-Law, its Implement...

Arabic is the approved language for all records, files, data and forms required under the Labour Decree-Law and its implementing regulation.

Article 66(2)The employer must use Arabic when concluding employment contracts and issuing written instructions/circulars, provide...

Employers must use Arabic for employment contracts and written communications, providing translations in a second language for non-Arabic speakers, with the Arabic text prevailing.

Article 68(2)Employers must adjust their situation by converting undefined-term employment contracts to fixed-term contracts, per ...

Employers must convert undefined-term employment contracts into fixed-term contracts within one year of the Decree-Law's enforcement date, a period the Minister may extend.

Article 4(1)-2Article (4) Process for the Employment of Juveniles

Employers are prohibited from employing juveniles aged 15 to 18 in hazardous or harmful industries or occupations that could jeopardise their health, safety or morals.

Article 4(3)(a)Employer of a juvenile must keep a special record containing the juvenile's name/age, guardian's/custodian's full nam...

Employers of juveniles must maintain a special record that includes personal and employment details of the juvenile and their guardian.

Article 4(3)(b)Employer must insure juveniles in the same manner as regular workers.

Employers must insure juvenile workers in the same manner as regular workers under federal labour law.

Article 4(3)(c)Employer must train the juvenile to observe occupational safety and health standards.

Employers must train juvenile employees to observe occupational safety and health standards.

Article 4(3)(d)Employer must display in the workplace, in a visible location, the regulations relating to employment of juveniles.

Employers must display juvenile employment regulations in a visible location in the workplace.

Article 4(4)-2Article (4) Process for the Employment of Juveniles

Charitable, educational and training institutions seeking exemption from juvenile employment provisions must be registered with the competent authority and pursue a genuine registered objective such as training or charity.

Article 5(3)Worker and employer must abide by the employment contract clauses applicable to the specific work type agreed (full-t...

Workers and employers must comply with the employment contract clauses that apply to the agreed work type, such as full-time, part-time, temporary, remote or job-sharing.

Article 6Employer must obtain the correct category of work permit (e.g., overseas recruitment, transfer, family-sponsored, tem...

Employers must obtain the correct category of work permit matching the worker's actual employment arrangement, such as overseas recruitment, transfer, temporary or part-time, before employment begins.

Article 7(1)(a)Except for juvenile and student training/employment permits, the worker must be at least 18 years old to be issued a ...

Workers must be at least 18 years old to receive a work permit, except under juvenile or student training and employment permits.

Article 7(1)(b)Worker must meet applicable legislative conditions, including holding any required professional practice licence, for...

Workers must meet applicable legal conditions, including holding any required professional practice licence, for specialised professions or licensed jobs.

Article 7(1)(c)The occupation for which the worker is employed must be consistent with the establishment's registered economic activ...

Employers must ensure each worker's occupation is consistent with the establishment's registered economic activity under federal labour law.

Article 7(1)(d)The establishment's licence must be valid and free of violations that would lead to suspension of its activity.

An establishment must keep its licence valid and free of violations that would lead to suspension of its activity.

Article 7(1)(e)The work permit application must be filed by the establishment's legally authorised signatory.

A work permit application must be filed by the establishment's legally authorised signatory.

Article 7(2)(a)-(b)Renewal of a work permit requires submission of the application through Ministry-specified channels and fulfilment of...

Renewal of a work permit requires applying through Ministry-specified channels and meeting the same conditions that apply to initial issuance.

Article 7(2)(c)Renewal requires completion of required documents and academic qualification evidence.

A renewal application requires completion of all required documents and evidence of academic qualifications.

Article 7(2)(d)Renewal requires payment of the prescribed fees according to permit type and the establishment's classification categ...

Renewal of a permit requires payment of prescribed fees according to permit type and the establishment's classification category.

Article 7(3)(a)-(b)Cancellation of a work permit requires submission of an application through Ministry-specified channels with completi...

Cancellation of a work permit must be requested through the Ministry-specified channels, with all required data completed and supporting documents attached.

Article 7(3)(c)Employer must pay any fines for delays in issuing the work permit or for failure to renew it, as a condition of cance...

Employers must pay any fines arising from delays in issuing a work permit or failure to renew it, as a condition for cancelling the permit.

Article 7(3)(d)Employer must acknowledge that the worker has been granted all of his entitlements as a condition of cancelling the w...

Employers must acknowledge that workers have been granted all entitlements as a condition of cancelling a work permit.

Article 7(4)Ministry may refuse, refrain from renewing, or cancel a work permit (and take legal action) where incorrect documents...

The Ministry can refuse, refrain from renewing, or cancel work permits based on document inaccuracies or non-compliance with the Wage Protection System.

Article 9(2)(a)The sole proprietor or partners of an entity licensed for mediation/temporary employment/outsourcing activities must ...

The sole proprietor or partners of a licensed mediation, temporary employment or outsourcing entity must not have convictions for moral turpitude, dishonesty, human trafficking or other listed crimes, unless rehabilitated.

Article 9(2)(b)Agency must render to the Ministry, throughout the licence validity, a bank guarantee of at least AED 300,000 for an ...

Agencies must provide the Ministry a continuously renewed bank guarantee of at least AED 300,000 for intermediation, or AED 1,000,000 for temporary employment, or equivalent insurance.

Article 9(2)(c)Agency must submit a credit report issued by the competent authority for the licence applicant/partners.

An agency must submit a credit report issued by the competent authority covering the licence applicant and its partners.

Article 9(3)The Ministry-issued agency licence must be renewed annually, subject to verification of continuous fulfilment of all ...

The ministry-issued agency licence must be renewed annually, and renewal requires verifying continuous compliance with all licensing conditions.

Article 9(4)(a)Agency must refrain from providing workers to a beneficiary establishment that is administratively suspended by the M...

Employment agencies must not supply workers to any beneficiary establishment that the Ministry has administratively suspended for violations.

Article 9(4)(b)Agency must refrain from providing workers to another temporary employment agency for onward placement at the benefic...

A temporary employment agency must not supply workers to another temporary employment agency for onward placement with the beneficiary.

Article 9(4)(c)The person in charge of the agency must ensure application of the Decree-Law and Regulation to registered workers, an...

Agency heads must ensure compliance with labor laws for registered workers and report any breaches of workers' rights or safety to the Ministry.

Article 9(5)-2Article (9) The Activity of Employment Agencies

Employment agencies must conclude a contract with the beneficiary governing the relationship for outsourced or mediated workers.

Article 9(6)Licence issuance requires application submission via Ministry channels, fulfilment of conditions, provision of requir...

Licence issuance requires an application through Ministry channels, fulfilment of conditions, required guarantees or insurance, and payment of prescribed fees.

Article 9(7)Ministry may suspend or revoke an agency's licence for unmet licensing conditions, incorrect submitted data, forced l...

The Ministry may suspend or revoke an agency's licence for unmet licensing conditions, incorrect data, forced labour or trafficking, or unpaid workers' wages.

Article 10(1)-2Article (10) Employment Contract

Employment contracts must state employer and worker details, job, workplace, working hours, wage, leave, probation, term, notice period and termination procedures, plus any Ministry-required data.

Article 10(2)-2Article (10) Employment Contract

Additional clauses in employment contracts must comply with relevant laws and regulations.

Article 10(3)-2Article (10) Employment Contract

Employers must obtain mutual consent for contract changes, pay all entitlements from the original contract, and follow Ministry procedures.

Article 10(4)Employer and worker must contract using the Ministry system's approved contract forms corresponding to the agreed wor...

Employers and workers must contract using Ministry-approved contract forms matching the agreed work type, such as full-time, part-time, temporary, flexible, remote or job-sharing.

Article 12(1)-2Article (12) Rules for Non-Competition Clause

A non-competition clause in an employment contract must specify a defined geographical scope, a term not exceeding two years after contract expiry, and be limited to work causing significant harm to the employer.

Article 12(2)-2Article (12) Rules for Non-Competition Clause

In non-competition disputes referred to the courts, the employer bears the burden of proving the alleged damage.

Article 12(3)-2Article (12) Rules for Non-Competition Clause

A non-competition clause does not apply where contract termination is attributable to the employer or the employer's breach of legal or contractual obligations.

Article 12(5)(a)A worker is exempt from the non-competition clause if the worker or new employer pays the previous employer compensat...

Workers are exempt from non-competition clauses if they or a new employer pay the previous employer compensation up to three months' wage, with the previous employer's written consent.

Article 13(1)-2Article (13) Assigning the Worker to Another Job

A worker may be assigned to fundamentally different work only as a necessary exception, to prevent an accident or repair damage, capped at 90 days per year.

Article 14Establishments employing 50 or more workers must set internal work-organisation rules covering work instructions, pen...

Establishments employing 50 or more workers must adopt internal work-organisation rules covering work instructions, disciplinary penalties, promotions and rewards, and termination procedures.

Article 14(1)-2Article (14) Rules Regarding the Organisation of Work

Internal work rules must not contradict the Decree-Law, the Resolution, or the Legal Regulations on organisation of work.

Article 14(2)-2Article (14) Rules Regarding the Organisation of Work

Employers must include in internal work rules the penalties that may be imposed on violating workers, together with the terms and conditions governing when those penalties apply.

Article 14(3)Work instructions within the rules must cover daily working hours, weekly rest days, official holidays, and necessary...

Work instructions must cover daily working hours, weekly rest days, official holidays, and precautions against work injuries and fire hazards.

Article 14(4)Work rules must regulate promotions and rewards, including the applicable criteria.

Employers must include in work rules the regulation of promotions and rewards, together with the applicable criteria.

Article 14(5)Employer must inform workers of the work-organisation regulations by any available means and ensure they understand t...

Employers must inform workers of work-organisation regulations by any available means and ensure workers understand them in a language they understand, under federal labour law.

Article 15(1)Commuting time must be counted within working hours where: transit delay is due to bad weather per National Centre of...

Commuting time must count as working hours when weather delays follow National Centre of Meteorology warnings, employer transport is delayed by accidents or breakdowns, or the contract expressly agrees.

Article 15(2)Regular working hours must be reduced by two hours per day during the holy month of Ramadan.

Regular working hours are reduced by two hours per day during Ramadan.

Article 15(3)-2Article (15) Working Hours

Employers must not instruct overtime exceeding two hours daily, except to prevent serious loss or accident, and total working hours must not exceed 144 hours per three weeks.

Article 15(4)Chairpersons/board members, supervisory position holders with employer powers, ship crew/seafarers, workers in necess...

Under federal labour law, board chairpersons and members, supervisory staff with employer powers, seafarers, continuous shift workers and preparatory or complementary workers are exempt from maximum working hour rules.

Article 16(1)(a)Employer must pay wages on their due dates as agreed in the contract and in accordance with Ministry-set regulations ...

Employers must pay wages on the due dates agreed in the contract and in accordance with Ministry-set regulations and standards.

Article 16(1)(b)All establishments registered with the Ministry must pay workers' wages on the due date through the Wage Protection S...

Establishments registered with the Ministry of Human Resources must pay workers' wages on the due date through the Wage Protection System or another Ministry-approved payment system.

Article 16(1)(c)Establishments must submit whatever documentation is required to prove payment of workers' wages if requested by the ...

Establishments must provide documentation proving workers' wages were paid whenever the Ministry requests it.

Article 17(1)Employer must enable the worker to perform his work; otherwise, the employer must pay the worker's agreed wage.

Employers must enable workers to perform their work; failing that, they must pay the worker's agreed wage under federal labour law.

Article 17(2)If failure to enable the worker to work is due to circumstances beyond the employer's control, the employer must info...

Where an employer cannot provide work due to circumstances beyond its control, the employer must notify the worker and guarantee payment of the worker's wages.

Article 17(4)-2Article (17) Failure to Enable the Worker to Work

The Ministry may give an employer a grace period to enable a worker to work, with potential work permit cancellation if no action is taken.

Article 18-2Article (18) Annual Leave for Part-time Workers

Part-time workers' annual leave must be calculated from actual working hours converted to working days, with a minimum of five working days per year and fractional days rounded up to a full day.

Article 19(1)-2Article (19) Carrying Forward Annual Leaves or Receiving Cash Allowance Thereof

Workers may carry forward no more than half of annual leave to the next year, or agree with employers to take a cash allowance instead.

Article 19(2)-2Article (19) Carrying Forward Annual Leaves or Receiving Cash Allowance Thereof

Workers are entitled to a cash allowance for unused annual leave upon termination, based on their basic wage.

Article 20(1)(a)Worker is not entitled to wages during sick leave if the disease resulted from his own misconduct, such as consumptio...

Employees lose entitlement to wages during sick leave when the illness results from their own misconduct, such as alcohol or drug consumption.

Article 20(1)(b)Worker is not entitled to wages during sick leave if he violated safety instructions in force (crisis/disaster instru...

A worker loses entitlement to wages during sick leave if they violated safety instructions in force, including disaster instructions, traffic regulations, or acknowledged establishment safety rules.

Article 20(2)A report from the concerned State authorities proving the disease resulted from the worker's misconduct is a prerequi...

Withholding sick-leave wages requires a report from State authorities confirming that the disease resulted from the worker’s misconduct.

Article 21(1)Employer may grant study leave for exams provided the worker has obtained admission from an accredited institute/coll...

Employers may grant study leave for exams if the worker is admitted to an accredited institution in the State and provides proof of exam dates.

Article 21(2)National workers are entitled to a sabbatical leave to perform national and reserve service, per applicable laws/regu...

National workers are entitled to sabbatical leave to perform national and reserve service, in accordance with applicable laws and regulations.

Article 21(3)Worker is entitled to bereavement leave from the date of death, provided he submits proof of death upon returning to ...

Workers are entitled to bereavement leave starting from the date of death, provided they submit proof of death upon returning to work.

Article 21(4)Worker is entitled to parental leave as stipulated in the Decree-Law, provided he submits proof of the birth of his c...

A worker is entitled to parental leave under the Decree-Law upon submitting proof of his child's birth.

Article 21(5)Bereavement leave, parental leave, annual leave and unpaid leave may be combined.

Bereavement leave, parental leave, annual leave and unpaid leave may be combined with one another under the Federal Labour Law.

Article 22(1)(a)Employer must provide necessary means of prevention to protect workers from injury, occupational disease, fire hazard...

Employers must provide necessary prevention means to protect workers from injury, occupational disease, fire hazards and machine or tool risks, and implement Ministry-prescribed prevention measures.

Article 22(1)(b)Employer must display, in a visible workplace location, detailed and clear instructions on fire prevention and protec...

Employers must display clear fire prevention and occupational risk instructions in a visible workplace location, in Arabic and another language workers understand, and post hazard warning signs.

Article 22(1)(c)Employer must inform workers, prior to commencement of duty, of the risks of their occupation (fire hazards, machines...

Employers must inform workers, before they start duty, of occupational risks such as fire hazards, machinery, fall risks and occupational diseases.

Article 22(1)(d)Employer must entrust first-aid supervision to a medical aid specialist and provide all necessary supplies in each fi...

Employers must place first-aid supervision under a medical aid specialist and supply all necessary materials in every first-aid kit at the workplace.

Article 22(1)(e)Employer must provide necessary fire-prevention means and appropriate extinguishers suited to the materials found at ...

An employer must provide necessary fire-prevention means and appropriate extinguishers suited to the materials found at the establishment and used in production.

Article 22(1)(f)Employer must take necessary measures to continually ensure workplace conditions provide adequate health and safety p...

Employers must continually take necessary measures to ensure workplaces provide adequate health and safety protection for workers under federal labour law.

Article 22(1)(g)Employer must take appropriate practical measures to prevent, reduce or eliminate health hazards in the workplace.

Employer must take appropriate practical measures to prevent, reduce or eliminate health hazards in the workplace.

Article 22(1)(h)Employer must take necessary precautions to protect workers from falls, falling objects, flying shards, sharp objects...

Employers must take necessary precautions to protect workers from hazards including falls, falling objects, flying shards, sharp objects, caustic or hot liquids, flammable or explosive materials, compressed gases and electricity.

Article 22(1)(i)Employer must post signs at machine locations and relevant operations showing necessary technical instructions in Ara...

Employers must post signs at machine locations showing technical instructions in Arabic and a language workers understand, where appropriate.

Article 22(2)-2Article (22) Safety, Protection and Health Care of Workers

Employers may issue regulations setting penalties for workers who violate safety instructions or misuse or damage protective equipment.

Article 22(3)(a)Employer's compliance with providing health insurance for workers is subject to Ministry monitoring, in accordance wi...

Employers must provide health insurance for workers, monitored by the Ministry according to state legislation.

Article 23(1)(a)-(b)Employer must pay treatment costs for a worker suffering a work injury or occupational disease, treated at a governme...

Employers must pay medical treatment costs for workers suffering work injuries or occupational diseases at government or private facilities until recovery or disability is established.

Article 23(1)(c)-(d)Treatment costs covered must include hospital stay, surgical procedures, X-rays and medical analyses, medications and...

Covered treatment costs for workers must include hospital stay, surgery, X-rays and medical analyses, medications, rehabilitation equipment, prosthetic devices, and treatment-related transportation costs.

Article 23(3)Employer may only deny compensation for a work injury resulting from a worker's deliberate violation of posted preven...

An employer may deny work injury compensation for a worker's deliberate violation of preventive instructions only if it provided bilingual safety instructions, occupational risk disclosure, protective equipment, training and posted written instructions.

Article 23(4)If a work injury or occupational disease leads to the worker's death, compensation must be paid to his eligible benef...

Where a work injury or occupational disease causes a worker's death, compensation must be paid to eligible beneficiaries under applicable legislation or the worker's prior designation.

Article 24(1)Disciplinary sanctions must take into account the gravity/seriousness of the violation based on criteria including br...

Employers imposing disciplinary sanctions must weigh the gravity of the violation, including confidentiality breach, health and safety impact, financial and reputational harm, abuse of power, recurrence, and moral character.

Article 24(2)Employer must draw up a schedule of penalties clarifying each disciplinary sanction set out in Article (39) of the De...

Employers must prepare a schedule of penalties that clarifies each disciplinary sanction set out in the Decree-Law's disciplinary provision.

Article 24(3)No disciplinary penalty may be imposed except after informing the worker in writing of the charges, hearing his state...

Employers must give workers written notice of disciplinary charges and a hearing before any penalty, and notify the penalty in writing with its grounds.

Article 24(4)A worker may not be accused of a disciplinary violation detected more than 30 days earlier, and no sanction may be im...

Employers may not accuse a worker of a disciplinary violation detected more than 30 days earlier, and no disciplinary sanction may be imposed more than 60 days after the investigation concludes and the violation is established.

Article 24(5)Worker has the right to file a grievance claim with establishment management against any penalty imposed, without bei...

Workers may file a grievance with establishment management against any penalty imposed, without retaliation, and employers must notify the worker of the grievance outcome.

Article 24(6)Every employer with 50 or more workers must post in a visible place (or otherwise make accessible) a complaints and g...

Employers with 50 or more workers must provide an accessible complaints and grievance system, allowing workers to file complaints and receive a written response within a set period.

Article 25(1)Employment contracts terminate automatically upon a court ruling adjudicating the employer's bankruptcy/insolvency, o...

Employment contracts end automatically when a court declares the employer bankrupt or insolvent, or a competent authority finds it cannot continue due to exceptional economic reasons.

Article 26Specified grave-danger circumstances (ignition sources, live electrical wire exposure, hazardous chemicals, unusual b...

Workers may leave work without prior warning when grave danger exists, such as ignition sources, live electrical wires, hazardous chemicals, extreme heat, loud noise, or radiation.

Article 27(1)Where an employment contract terminates because the agreed term ends without renewal, is terminated per Articles 42/4...

A worker may transfer to another employer when the contract ends without renewal, is terminated under specified Decree-Law articles, or the employer terminates without a worker-attributable reason.

Article 28(1)-2Article (28) Rules for Reporting Unexpected Work Abandonment

Employers must notify the Ministry of Human Resources of a worker's unexpected work abandonment when absence exceeds seven consecutive days and the employer cannot locate or contact the worker.

Article 29(1)-2Article (29) Rules for Deductions from End of Service Benefits of Workers

Employers may deduct from a worker's end-of-service benefits only for loan or overpayment recovery, employee scheme contributions, approved penalties, court-ordered debts, or repairing damage caused by the worker's fault.

Article 29(2)-2Article (29) Rules for Deductions from End of Service Benefits of Workers

Employers may deduct from workers' end-of-service benefits for worker violations or damage only if the disciplinary procedure was followed and no more than three months have lapsed from the due date, unless otherwise agreed.

Article 30(1)EOSB for part-time or job-sharing workers is calculated as: (contracted working hours per year ÷ full-time working ho...

EOSB for part-time workers is calculated based on their contracted hours compared to full-time hours, multiplied by the full-time EOSB value.

Article 30(2)-2Article (30) End of Service Benefits for Workers in Other Types of Employment

End-of-service gratuity does not apply to temporary employment contracts whose duration is less than one year under the Federal Labour Law.

Article 31(1)Where the employer or worker disputes accrued rights under the Decree-Law, the party may submit a complaint to the Mi...

Employers or workers disputing accrued rights under the Decree-Law may file a complaint with the Ministry, which will examine the dispute and attempt amicable settlement.

Article 31(4)-2Article (31) Individual Labour Disputes

Workers who continue working during a referred labour dispute may claim two months' wages; the Ministry may require the employer to pay or refer the matter to the judiciary.

Article 32(3)-2Article (32) Collective Labour Disputes

In collective labour disputes, the Ministry may liquidate an employer's bank guarantee or insurance securing workers' rights without employer approval if the workers' allegation is substantiated.

Article 33(2)(d)Employers and their representatives must provide labour inspectors with the necessary facilities and data to perform ...

Employers must give labour inspectors the facilities and data needed for their duties and respond to inspectors' summonses or send a representative when requested.

Article 34-2Article (34) Administrative Penalties

The Ministry may impose administrative penalties on establishments violating obligations under the Decree-Law and this Resolution.

Article 35(1)A party to the employment relationship (including the employer) may appeal a Ministry resolution by filing a petition...

Employment relationship parties, including employers, may appeal a Ministry resolution by petitioning the Grievance Committee through Ministry channels within 30 days of becoming aware of it.

Article 35(2)The grievance petition must include all supporting data and documents.

A labour grievance petition must include all supporting data and documents, as required by the labour law.

Article 36(1)In extraordinary emergency situations declared by Cabinet resolution, employers may need to apply commensurate work m...

During extraordinary emergencies declared by Cabinet resolution, employers may apply work measures such as remote work, paid or unpaid leave, or wage reduction, considering all parties' interests.

Implementing Regulation Art 7(3)Cancel work permits

A work permit is canceled through the Ministry with required documentation and acknowledgment of worker entitlements.

Labour Law Art 42(7)-(8); Implementing Regulation Art 25Termination because the establishment closes or becomes insolvent

Employment contracts terminate upon permanent closure, bankruptcy, or certain economic reasons, and the Ministry may cancel work permits after a bankruptcy ruling.

Labour Law Art 43Written notice of termination

To terminate a contract, either party must provide written notice of 30 to 90 days, paying full wages during the notice period.

Labour Law Art 48Employment continues on change of legal form

Employment contracts remain valid despite changes in an establishment's legal form, with the new employer responsible for implementing them and maintaining accrued staff rights.

Labour Law Art 49; Implementing Regulation Art 27Transfer of workers after contract ends

Workers can transfer to a new employer after contract end or termination under specific conditions outlined by the Minister.

Labour Law Art 51End of service gratuity

Foreign workers with continuous service of one year or more are entitled to end-of-service benefits, calculated based on their basic wage and capped at two years.

Labour Law Art 53Final entitlements within 14 days

Employers must settle all worker entitlements within 14 days of contract termination as per legal and contractual requirements.

Labour Law Arts 47, 54(9)Unlawful termination and claim period

Unlawfully terminating a worker for valid complaints results in court-set compensation up to 3 months' wages; claims are time-barred after 2 years post-employment.

Labour Law Art 54(9)-retRecord Retention — Employee files and payroll records (claims period)

Employee files and payroll records must be retained for at least 2 years after employment ends, in line with claims periods established by law.