United Arab Emirates: Employment and HR

The termination of employment is one of the most significant stages in the employment relationship for both the employee and the employer. It often carries important legal, financial and practical consequences.

UAE private-sector employees working on official public holidays are entitled to either a compensatory day off or payment plus 50% premium under Federal Decree-Law No. 33 of 2021.

The regulatory architecture governing employment relations in the United Arab Emirates private sector has undergone its most significant structural transformation.

Recruitment in the UAE is governed by Federal Decree-Law No. 33 of 2021, which establishes a comprehensive legal framework covering hiring practices, candidate selection, and employer obligations. This detailed analysis examines the principles of good faith recruitment, non-discrimination requirements, prohibition of forced labour, and the strict allocation of recruitment costs to employers, while exploring practical compliance challenges and risk points throughout the hiring process.

The Dubai International Financial Centre (DIFC) Employment Law No. 2 of 2019 ("DIFC Employment Law" or "the Law"), as consolidated and amended up to July 2025...

The DIFC Courts Practice Direction No. 1 of 2025: Access to Justice in Employment Disputes ("PD 1/2025") issued by the Chief Justice of the DIFC Courts H.E. Justice Wayne Martin effective on 9 October 2025.

The UAE Ministry of Human Resources and Emiratisation (MoHRE) has recently issued new guidance on the voluntary alternative end-of-service benefits (EOSB)...

The Kingdom of Saudi Arabia's (KSA) employment environment has witnessed extensive development in the first six months of 2024.

Authorities in the following countries have announced new deadlines for employers to update their employees' salary details for pension and salary payment purposes...

The regulatory architecture governing employment relations in the United Arab Emirates private sector has undergone its most significant structural transformation.

Abu Dhabi Court of Cassation has ruled that workplace investigations are not mere procedural formalities but substantive legal requirements under UAE Labour Law.

Employment disputes form part and parcel of workplace culture, and they are likely to be on matters of wrongful dismissal, discrimination, unpaid wages, or contractual disagreement.