Understanding How It Works

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 rules governing salary payment in the UAE private sector have changed. Ministerial Resolution No. 340 of 2026, issued by the Ministry of Human Resources and Emiratization (MOHRE) and in force from 1 June 2026...

For many expatriate workers in the UAE, handing over a passport to an employer may seem routine, but it is strictly prohibited under UAE 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.

End of Service Gratuity is one of the most important statutory rights under UAE Labour Law, yet it is often misunderstood in practice.

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 UAE government, primarily through the Ministry of Human Resources and Emiratisation (MoHRE) and the Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Employment Relationships...

The General Pension and Social Security Authority (GPSSA) recently introduced a significant change in the pension landscape through Federal Decree-Law No. 57 of 2023 on Pension and Social Security.

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.

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.