Middle East: Employment and HR

The Ministry of Labour (MOL) is taking steps to implement these amendments, and ministerial resolutions are expected to be issued in due course to provide further guidance to companies falling within its jurisdiction.

Redundancy in the UAE is not formally defined or regulated as a separate termination category. Federal Decree-Law No. 33 of 2021 does not use the word redundancy.

A Dubai Court of Cassation ruling confirms that UAE employers cannot escape labour law obligations simply because formal MOHRE employment contracts were never executed. In a dispute involving AED 688,000 in claims, the court held that employment relationships may be proven through all legally recognised evidence, and that regulatory non-compliance by employers does not eliminate employee rights under UAE labour law.

Redundancy in the UAE is not formally defined or regulated as a separate termination category. Federal Decree-Law No. 33 of 2021 does not use the word redundancy.

There are many issues to be mindful of during a time of conflict, but staff welfare is at the top of the list for any employer in Qatar.

Sadany & Partners holds a unique status, enabling it to represent both companies and their employees.

Egypt's new Ministerial Decree No. 162 of 2026 establishes comprehensive internal work regulations for private-sector establishments with ten or more employees, introducing mandatory requirements for workplace policies...

Workplace investigations in the UAE have evolved into a critical component of employment risk management, requiring careful navigation of complex legal frameworks across UAE, DIFC, and ADGM jurisdictions. This article examines how employers can conduct fair, compliant investigations into sensitive matters including harassment, discrimination, and whistleblowing while balancing confidentiality, procedural fairness, and regulatory obligations.

قرار وزير العمل رقم 75 لسنة 2026 يضع إطاراً قانونياً متكاملاً لتنظيم تشغيل النساء في مصر، مح

Türk grupların Körfez’e açılırken izlediği yaygın yapı, bölgesel şirketin BAE’de kurulması ve Suudi Arabistan’a bu şirket üzerinden girilmesi yönünde. Kral-lık’ta yerel bir ortakla ortak girişim kurulduğunda ise sıklıkla, grubun BAE merkezli bölge veya ülke müdürünün ortak girişimin Genel Müdürü ya da Murahhas Azası olarak atanması, yönetim kuruluna raporlaması ve şirketi bağ-layacak imza yetkisini kullanması öneriliyor.

Foreign groups expanding into the Gulf commonly establish a regional com pany in the UAE and enter Saudi Arabia through it. Where a joint venture is then formed in the Kingdom with a local partner, it is frequently proposed that the group’s UAE-based regional or country manager be appointed Gen eral Manager or Managing Director of the joint venture, reporting to the board and holding authority to sign and commit the company. The analysis applies wherever the employer sits outside the Kingdom.

Iraq's social security system is undergoing significant modernization through the introduction of a Digital Social Security Platform in 2025. How does this new electronic system transform employer obligations, employee registration procedures, and compliance requirements under Labour Law No. 37 of 2015? What are the practical implications for companies operating in Iraq, particularly regarding foreign workforce management and mandatory contribution payments?