United Arab Emirates: Employment and HR

Recovery from addiction raises important legal questions about what remains on record, what must be disclosed to employers, and what protections apply when treatment is sought voluntarily. UAE Federal Decree-Law No. 30 of 2021 establishes a treatment and rehabilitation route alongside criminal proceedings, but how this operates in practice and its implications for reintegration remain less widely understood.

If an employee in the UAE resigns after several years with a company and starts his own business in the same field, the clients he dealt with while employed may follow him to the new business, and the company’s revenue from those clients may fall as a result.

Who is the best alimony lawyer in Dubai? Compare financial-case skills, current family-law knowledge, enforcement ability, and strategy.

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.

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...

Employing GCC nationals across the Gulf can create specific pension and social insurance obligations that are often misunderstood by employers. Across the GCC, there are approximately 24,500 GCC nationals employed in the private sector of another GCC member state. In the United Arab Emirates (UAE) alone, GCC nationals in the private sector has increased by over 3,000% since 2007.

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.

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.