Employment: UAE legislation

Law No. 23 of 2005 Concerning Health Insurance in the Emirate of Abu Dhabi

Establishes compulsory health insurance in Abu Dhabi for non-national residents and their families: employers and sponsors must provide cover, insurers and providers are regulated by the health authority (now the Department of Health), and violations carry penalties. The DoH publication includes the implementing regulation. In force four months after Official Gazette publication.

Law No. 11 of 2013 Concerning Health Insurance in the Emirate of Dubai

Makes health insurance compulsory for nationals, residents and visitors in Dubai. Employers must insure workers at their own cost, may not pass it on, and must keep cover valid; a policy is required to issue or renew residence permits. Fines run from AED 500 to 150,000, doubled for repeat offences. Implemented by DHA Administrative Resolution No. 78 of 2022.

Ministerial Resolution No. 340 of 2026 Concerning the Wage Protection System

The current Wage Protection System rules: wages fall due on the first day of each month and at least 85% of wages due must pass through WPS-authorised channels. Measures escalate from day 2 (alerts) to day 5 (new permits suspended), day 11 (fines, reclassification), day 16 (automatic disputes) and day 21 (attachment, travel bans, prosecution), with listed exemptions.

Cabinet Resolution No. 43 of 2025 Regarding Administrative Violations and Penalties Related to the Emirati Talent Competitiveness Council's Initiatives and Programs

Current penalty regime for Emiratisation abuse: sham Emiratisation and false data carry fines of AED 20,000 to 100,000 per worker or case; circumventing targets costs AED 100,000, 300,000 and 500,000 for first, second and third offences; failure to hire after supported training triggers recovery of Nafis support. Replaces Cabinet Resolution No. 95 of 2022.

MoHRE Guide: The Basic Health Insurance Scheme for Private Sector Employees and Domestic Workers (Northern Emirates, from 1 January 2025)

MoHRE's guidance on the Cabinet-approved basic health insurance scheme: from 1 January 2025 employers in Sharjah, Ajman, Fujairah, Ras Al Khaimah and Umm Al Quwain must buy a policy (AED 320 a year) for each private-sector employee and domestic worker before a residence permit is issued or renewed; workers with permits issued before that date are covered on renewal.

Cabinet Resolution No. 96 of 2023 Regarding an Alternative End-of-Service Benefits System

Lets private-sector employers, including free zone employers, opt out of the gratuity system and instead pay monthly contributions into SCA-licensed investment funds: 5.83% of basic salary for employees with under five years' service and 8.33% thereafter, with voluntary employee top-ups and a mandatory capital-guaranteed option. Gratuity accrued before joining is preserved.

Federal Decree-Law No. 57 of 2023 Concerning Pension and Social Security

The GPSSA pension law for UAE nationals joining a covered employer after it took effect; those already insured under Federal Law No. 7 of 1999 stay under that law. Contributions total 26% of subscription salary (15% employer, 11% employee), the government bearing 2.5% of the private employer's share below AED 20,000. Employers register national hires within 30 days.

Ministerial Resolution No. 455 of 2023 Concerning the Process for Implementing the Emiratisation Targets for Private Sector Establishments that Employ between 20 and 49 Employees in Selected Economic Activities

Extends Emiratisation to establishments with 20 to 49 employees in 14 selected economic activities: at least one Emirati must be employed in 2024 and a second in 2025. Missing the target costs AED 96,000 for 2024 and AED 108,000 for 2025, payable in instalments, with penalties for sham Emiratisation and a right of appeal to the Ministry's grievance committee.

Cabinet Resolution No. 1 of 2022 Concerning the Executive Regulations of Federal Decree-Law No. 33 of 2021 Regulating Labour Relations

Implements the Labour Law: defines the twelve work-permit types (including freelance, part-time, temporary and juvenile permits), the contract models (full-time, part-time, remote, flexible, shared), probation rules, a two-year cap on non-compete clauses, pro-rated leave and gratuity for part-time workers, and leave entitlements.

Cabinet Resolution No. 106 of 2022 Concerning the Executive Regulations of Federal Decree-Law No. 9 of 2022 on Domestic Workers

Implements the Domestic Workers Law: recruitment offices need an annually renewed licence backed by an AED 500,000 bank guarantee and must complete medical and background checks and refund fees if a worker fails probation; contracts use Ministry forms; wages run through the wage protection system; workers get at least 12 hours' daily rest and one weekly rest day.

Cabinet Resolution No. 18 of 2022 Concerning the Classification of Private Sector Establishments Subject to the Provisions of the Law Regulating Labour Relations

Sorts MoHRE-registered establishments into three categories that drive work-permit fees and incentives. Category 1 requires full compliance with labour, permit, contract and wage-protection rules plus a merit criterion such as Emiratisation at three times the target; Category 3 is reserved for establishments that breach the law or ignore workforce-diversity policy.

Cabinet Resolution No. 33 of 2022 Concerning Work Injuries and Occupational Diseases

Lists the occupational diseases and work injuries covered under the Labour Law, the employer's duty to report injuries to the medical authorities, police and MoHRE, and the compensation schedules assigning disability percentages for permanent total and partial impairment that determine payouts to injured workers or their families.

Cabinet Resolution No. 95 of 2022 Concerning the Violations and Administrative Penalties Related to the Initiatives and Programmes of Emirati Talent Competitiveness Council

The first schedule of administrative fines for Emiratisation fraud under the Nafis programme: fictitious hiring, falsified documents, invalid paperwork and breaches of labour obligations, with powers to suspend support, recover funds paid and bar beneficiaries for a year. Amended by Cabinet Resolution No. 44 of 2023 and repealed by Cabinet Resolution No. 43 of 2025.

Cabinet Resolution No. 97 of 2022 Concerning the Mechanisms and Controls of Implementing the Unemployment Insurance Scheme

Sets the mechanics of the ILOE scheme: premiums up to AED 5 a month for salaries of AED 16,000 or less and AED 10 above that; exclusions for investors, domestic helpers, temporary staff, minors and retirees; a 30-day claim window; loss of cover after three unpaid months; fines of AED 400 for non-subscription and AED 200 for late payment.

Federal Decree-Law No. 13 of 2022 Concerning Insurance Against Unemployment

Creates the mandatory Involuntary Loss of Employment (ILOE) scheme for private-sector and federal government workers. Those who lose their job for non-disciplinary reasons after 12 consecutive months of subscription receive 60% of subscription salary, capped at AED 20,000 a month, for up to three months. Business owners, domestic workers, temporary staff, minors and working pensioners are excluded.

Federal Decree-Law No. 14 of 2022 Amending Certain Provisions of Federal Decree-Law No. 33 of 2021 Regulating Labour Relations

Replaces Article 8(3) of the Labour Law so that employment contracts are concluded for a fixed, renewable term agreed between the parties, removing the original three-year cap on fixed-term contracts. It takes effect the day after publication in the Official Gazette.

Federal Decree-Law No. 9 of 2022 Concerning Domestic Workers

Governs the employment of domestic workers in the UAE: Ministry-approved fixed-term contracts (normally two years), wage payment timelines, weekly rest, annual and sick leave, employer duties for housing, meals and medical costs, and licensing of recruitment agencies, which may not charge workers fees. Replaced Federal Law No. 10 of 2017; the portal records two amendments.

Ministerial Resolution No. 279 of 2022 Monitoring Mechanisms of Emiratisation Rates in the Private Sector and Contributions Imposed on Non-Compliant Establishments

Requires MoHRE-registered establishments with 50 or more workers to raise the Emirati share of skilled jobs by 2 percentage points a year, reaching 10% by 2026. Non-compliant establishments pay AED 6,000 per month for each Emirati not hired from January 2023, rising by AED 1,000 each year, and face work-permit suspension and downgrade to Category 3 after two years.

Ministerial Resolution No. 598 of 2022 Concerning the Wages Protection System

The 2022 WPS framework, now replaced: wages were late after 15 days, new work permits were suspended from day 17, employers with over 50 workers faced inspection and prosecution at day 45, and repeat offenders were fined and reclassified to Category 3. Exempted new joiners, unpaid leave, seafarers, banks, places of worship, fishing boats and taxis.

Federal Decree-Law No. 33 of 2021 Concerning Regulating Labour Relations

The principal private-sector employment law: fixed-term contracts, work permits, probation, working hours, leave, wages, termination, end-of-service gratuity, non-compete limits, labour dispute procedure and fines of AED 50,000 to 200,000 for employing workers without permits. It replaced Federal Law No. 8 of 1980 and took effect on 2 February 2022; the portal records three amendments.

Federal Decree-Law No. 47 of 2021 Concerning the Unified General Rules of Employment in the United Arab Emirates

Sets common minimum employment rules for federal government employees and private-sector workers governed by the Labour Law, covering contracts, working hours, wages, leave and end-of-service benefits, and prohibits discrimination in employment, while allowing more favourable contractual terms to continue. Effective 2 February 2022.

ADGM Employment Regulations 2024

Replaces the Employment Regulations 2019 from 1 April 2025 for ADGM-registered employers and their employees, who are exempt from the federal Labour Law; supported by the Employment Regulations (Temporary Work Permit) Rules 2024 and the Employment Regulations (Fees) Rules 2024. The full text is published in the ADGM rulebook hosted by Thomson Reuters.

DIFC Employment Regulations 2022 (Qualifying Scheme requirements under Article 66 of the Employment Law) – Consolidated Version No. 3

Made under Articles 9(1) and 66 of the Employment Law 2019, the Regulations set the conditions a workplace savings scheme must meet to be a Qualifying Scheme, deem the DIFC Employee Workplace Savings Plan (DEWS) qualifying, regulate supervisory bodies, contributions, transfers and certificates of compliance or exemption, and fix fines on employers who breach Article 66.

Employment Law, DIFC Law No. 2 of 2019

Repeals and replaces the Employment Law 2005 for employers and employees based in or ordinarily working in the DIFC: contracts, working time, leave, discrimination, termination, penalties for late payment and the Article 66 workplace savings regime that replaced end-of-service gratuity. Enacted 30 May 2019, in force 90 days later; Consolidated Version No. 5, July 2025.

Ajman Free Zone General Guidelines

Summary rulebook published by Ajman Free Zone for licensees: licensing and leasing requirements, permitted activities, compliance with UAE and free zone regulations, and employment conditions (working hours, leave, salary deadlines, gratuity, disputes). Undated; the authority publishes no establishing decree or companies regulations on afz.gov.ae.

The Jebel Ali Free Zone Rules 2023 (Ninth Edition)

Ninth edition of the free zone rulebook, issued 22 March 2023 under Decree No. 1 of 1985 as amended: licences, premises leases and sub-leases, building and insurance obligations, sponsorship and employment, inspections, fines and penalties, health, safety and environment, traffic, staff accommodation, security and the fee tariff; repeals the eighth edition of 2020.

Masdar City Employment Regulations 2025

Issued 19 August 2025 (version 2.0 dated March 2026) under Abu Dhabi Law No. 6 of 2023, these rules govern employment between Masdar City Free Zone licensees and their staff: sponsorship, transfers, ID cards, medical cover, insurance, labour disputes and fines for illegal employment, late visa renewals and failure to cancel visas.

RAK Economic Zone Authority Operating Rules of 2023

Operating framework for all entities and persons in the RAK Economic Zone, issued under Law No. 2 of 2017: licensing, leasing, construction permits, dealing in products, employment, insurance, customs, health and safety, security, vehicles, inspections and penalties, applying alongside federal and local law.