United Arab Emirates: Discrimination, Disability & Sexual Harassment

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.

Workplace harassment is a critical issue that affects employees' well-being and can lead to a toxic work environment.

In the United Arab Emirates and across the world, domestic violence is a prevalent and serious issue that affects people of all genders. It takes many forms. Domestic abuse can be physical, emotional...

The UAE Penal Code, the Federal Decree-Law No. 31 of 2021 on the Issuance of the Crimes and Penalties Law, is the law which regulates the criminal law in the UAE...

We have outlined below the key changes forming part of the new employment law framework.

On 12 June 2019, the Dubai International Financial Centre announced the enactment of DIFC Law 2 of 2019 (the New DIFC Employment Law) to replace the existing DIFC Law 4 of 2005 (the Old DIFC Employment Law).

The UAE pledged, within Federal Law No.29 of 2006 concerning the Rights of People of Determination, that they would secure equality for those with special needs through non-discrimination policies.