UAE Labour Law

LAW
UAE
Labour Law
Reproduced by GulfTalent
UAE Labour Law
UAE Labour Law
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UAE Labour Law
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UAE Labour Law
UAE Labour Law
Table of Contents
Federal Law No 8, For 1980, On Regulation of Labour Relations ............. 2
Chapter I: Definitions and General Provisions......................................... 3
Definitions ................................................................................................................... 3
General Provisions ...................................................................................................... 4
Chapter II: Employment Of Workers Children And Women .................... 6
Section I: Employment of Workers ............................................................................ 6
Section II: Employment of Children .......................................................................... 8
Section III: Employment of Women .......................................................................... 8
Section IV: Rules Common to Employment of Children and Women...................... 9
Chapter III: Employment Contracts, Records and Wages ....................... 11
Section I: Individual Employment Contracts........................................................... 11
Section II: Apprenticeship &Vocational Training Contracts ..................................12
Section III: Records and Files ...................................................................................13
Section IV: Wages ......................................................................................................14
Chapter IV: Working Hours and Leaves ................................................. 16
SECTION I: Working Hours......................................................................................16
Section II: Leaves ....................................................................................................... 17
Chapter V: Workers’ Safety, Protection, Health And Social Care ........... 20
Chapter VI: Disciplinary Rules............................................................... 22
Chapter VII: Termination and Severance Pay ........................................ 24
Section I: Termination of Employment ................................................................... 24
Section II: Severance Pay ......................................................................................... 28
Chapter VIII: Compensation For Occupational Injuries......................... 31
Chapter IX : Collective Labour Disputes ................................................ 34
Chapter X: Labour Inspection ................................................................ 36
Chapter XI: Penalties ............................................................................. 39
Chapter XII: Concluding Provisions....................................................... 41
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UAE Labour Law
Federal Law No 8, For 1980, On Regulation of Labour

Relations
We, Zayed Bin Sultan Al Nahyan, President of the United Arab Emirates;
• After having reference to the Constitution;
• And to Law No. 1 for 1972, on the functions of the Ministries and the powers
• of the Ministers, and amending laws thereof;
• And based on the submission of the Minister of Labour and Social Affairs,
• the approval of the Council of Ministers and the Federal National Council, and
ratification by the Supreme Council;
Issue the following law:
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Chapter I: Definitions and General Provisions
Definitions1
Article 1
For the purpose of this law, the following terms and expressions shall have the
meanings herein assigned to them, unless the context requires otherwise:
1. Employer: Any natural or legal person employing one or more workers in
return for any kind of wage.
2. Worker: Any male or female working, for wage of any kind, in the service or
under the management or control of an employer, albeit out of his sight. This
term applies also to labourers and employees who are in an employer’s service
and are governed by the provisions of this Law.
3. Firm: Any economic, technical, industrial or commercial unit where
personnel are employed and whose objective is to produce or market
commodities or to provide services of any kind.
4. Employment Contract: Any agreement, for a definite or indefinite term,
concluded between an employer and an employee, whereby the latter
undertakes to work in the employer's service and under his management and
control, in return for a certain wage that the employer undertakes to pay.
5. Work: Any human effort- intellectual, technical or physical- exerted in return
for wage, irrespective of whether such work is permanent or temporary;
6. Temporary Work: An assignment that has to be carried out within a
specified period of time.
7. Agricultural Work: Work involving ploughing, cultivation, harvesting, or
breeding of cattle, poultry, silkworms, bees and the like.
8. Continuous Service: An uninterrupted service with the same employer or
his legal successor, from the service commencement date.
9. Wage: Any consideration, in cash or in kind, given to a worker, in return for
his service under an employment contract, whether on yearly, monthly,
weekly, daily, hourly, piece meal, output or commission basis.
The wage shall include the cost of living allowance. It shall also include any
grant given to a worker as a reward for his honesty or efficiency, provided such
amounts are stipulated in the employment contract or in the firm’s internal
regulations or are being so customarily granted that the firm workers regard
them as part of their wage and not as donations.
10. Basic Wage: The wage specified in a valid employment contract, exclusive of
any allowances whatsoever.
11. Occupational Injury: Any of the work-related diseases listed in the
schedule attached hereto or any other injury sustained by a worker during and
by reason of carrying out his duties. Any accident sustained by a worker on his
way to or back from work shall be considered an occupational injury, provided
that the journey to and from work is made without any break, lingering or
diversion from the normal route.
1Translator’s Note: All references to the masculine gender in this translated text shall be
regarded as references to the feminine and neuter genders as well. Similarly, references to
nouns and pronouns in singular form shall equally denote the plural form.
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12. Labour Department: The branches of the Ministry of Labour and Social
Affairs that are in charge of labour affairs in the emirates of the Federation.
General Provisions
Article 2
Arabic shall be the language to be used in all records, contracts, files, data, etc.
provided for in this Law or in any orders or regulations issued in implementation
thereof. Arabic shall also be used in instructions and circulars issued to employees by
their employer. Where the employer besides Arabic uses a foreign language, the
Arabic version shall prevail.
Article 3
The provisions of this Law shall not apply to the following categories:
1. Employees of the Federal Government and of governmental departments of
the emirates of the Federation, employees of municipalities, other employees
of federal and local public authorities and corporations, as well as employees
who are recruited against federal and local governmental projects.
2. Members of the armed forces, police and security.
3. Domestic servants employed in private households, and the like.
4. Farming and grazing workers, other than those working in agricultural
establishments that process their own products, and those who are
permanently employed to operate or repair mechanical equipment required
for agricultural work.
Article 4
Any payments due to an employee or his beneficiaries hereunder shall constitute a
first priority charge on all the employer's moveable and immovable property, and
shall be paid immediately upon settlement of any legal expenses, sums due to the
public treasury and Sharia's alimony awarded under Islamic Law to the wife and
children.
Article 5
Actions initiated by employees or their beneficiaries under this Law shall be exempt
from court fees at all stages of litigation and execution, and shall be dealt with in an
expeditious manner. Upon non-admission or dismissal of a case, the court may order
the plaintiff to pay all or part of the expenses.
Article 6
Without prejudice to the rules provided for under this Law concerning collective
labour disputes, if the employer, the worker or any beneficiary thereof disputes any of
the rights provided for any of them under this Law, he shall file an application to the
competent Labour Department, which shall summon both parties and take whatever
action it deems necessary to settle the dispute amicably.
If no such amicable settlement is reached, the said Department shall, within two
weeks from the date of application, refer the dispute to the competent court under a
memorandum containing a summary of the dispute, the arguments of both parties,
and the Department’s comments. The court shall, within three days from date of
receiving the application, fix a hearing date and notify the parties accordingly. The
court may summon a representative of the Labour Department to explain the content
of the memorandum submitted by it.
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In all cases, no claim for any of the rights provided for in this Law shall be heard if
brought to court after the lapse of one year from the date of accrual, nor shall any
claim be admitted if the procedures stated in this Article are not complied with.
Article 7
Any conditions contrary to the provisions of this Law, albeit precedent to the date of
effectiveness, shall be null and void unless they are more advantageous to the worker.
Article 8
The periods and dates referred to herein shall be calculated according to the
Gregorian calendar. For the purpose of this Law, a calendar year is regarded as 365
days, and a calendar month as 30 days, unless otherwise specified in the employment
contract.
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Chapter II: Employment Of Workers Children And Women
Section I: Employment of Workers
Article 9
Work is an inherent right of the Nationals of the United Arab Emirates. Non-
nationals may not engage in any work within the State except in accordance with the
conditions stipulated in this Law and its executive orders.
Article 10
Where National workers are not available, preference in employment shall be given
to:
1. Workers of other Arab nationalities.
2. Workers of other nationalities.
Article 11
There shall be established within the Labour Department a section for the
employment of Nationals, which shall assume the following functions:
1. Procuring employment opportunities suitable for nationals.
2. Assisting employers by supplying their demand of National workers when
needed.
3. Registering Nationals who are unemployed or seeking better employment in a
special register. Such registration shall be made at the applicant's own
request. Each registered jobseeker shall be issued, free of charge, a certificate
of registration on the day of application. A registration certificate shall be
assigned a serial number and shall contain the applicant's name, age, and
place of residence, occupation, qualification and past experience.
Article 12
Employers may recruit any unemployed National and shall, in such a case, notify the
Labour Department in writing within 15 days from recruitment date. Such
notification shall specify the employee's name and age, the date of employment, the
specified wage, the type of work assigned to him, and the number of his registration
certificate.
Article 13
Non-Nationals may not be employed in the United Arab Emirates without the prior
approval of the Labour Department and before first obtaining an employment permit
in accordance with the procedures and regulations laid down by the Ministry of
Labour and Social Affairs. Such permit shall not be granted unless the following
conditions are fulfilled:
1. That the worker possesses professional competence or educational
qualification the country is in need of.
2. That the worker has lawfully entered the country and satisfied the conditions
prescribed in the residence regulations in force.
Article 14
The Labour Department may not give its approval to the employment of non-
Nationals until it is satisfied that there are no unemployed Nationals registered with
the employment section who are capable of performing the work required.
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Article 15
The Ministry of Labour and Social Affairs may cancel a work permit granted to a non-
National in the following cases:
1. If the worker remains unemployed for more than three consecutive months.
2. If the worker no longer meets one or more of the conditions on the basis of
which the permit was granted.
3. If it is satisfied that a particular National is qualified to replace the non-
National worker, in which case the latter shall remain in his job until the
expiry date of his employment contract or of his employment permit,
whichever is earlier.
Article 16
There shall be established within the Ministry of Labour and Social Affairs a special
section for the employment of non-Nationals, whose functions shall be specified in a
ministerial resolution.
Article 17
It shall not be permissible for any natural or legal person to serve as agent for
recruitment or supply of non-National workers unless he is duly licensed to do so.
Such a license may only be issued to Nationals and in cases where its issue is
considered necessary, and it shall be issued by order of the Minister of Labour and
Social Affairs.
A license shall be valid for a renewable period of one year, and the licensee shall be
subject to the Ministry's supervision and control. No such a license shall be granted if
a placement office affiliated to the Ministry or to an authority approved by the
Ministry is already operating in the area and is able to act as an intermediary in the
supply of labour.
Article 18
No licensed employment agent or labour supplier shall demand or accept from any
worker, whether before or after the latter’s admission to employment, any
commission or material reward in return for employment, or charge him for any
expenses thereby incurred, except as may be prescribed or approved by the Ministry
of Labour and Social Affairs.
Persons supplied by an employment agent or labour supplier shall, immediately upon

assuming employment, be regarded as employees of that employer and shall have all
the rights of the employees of the firm in which they are employed. They shall relate
directly with their employer, without any involvement on the part of the employment
agent, whose function and relationships with them shall cease as soon as they are
supplied to and employed by the employer.
Article 19
The Minister of Labour and Social Affairs shall prescribe, by virtue of ministerial
resolutions, the rules, procedures and forms to be adhered to by private and public
employment agencies, the manner of coordination of the activities of these agencies,
and the conditions for licensing private employment agencies and labour suppliers.
The Minister shall also issue resolutions prescribing the occupational classification
tables, which shall serve as a basis for recruitment.
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Section II: Employment of Children
Article 20
It shall not be allowed to employ children under the age of 15.
Article 21
Before employing a child, an employer shall obtain the following documents and keep
them in his personal file:
1. A birth certificate, or an official extract thereof, or age estimation certificate,
to be issued by a competent medical officer and authenticated by the
competent health authorities.
2. A certificate of medical fitness for the required work issued by a competent
medical officer and duly authenticated.
3. A written consent from the child’s guardian or trustee.
Article 22
The employer shall keep at the workplace a special register of children, showing each
child’s name and age, full name of his guardian or trustee, the child’s place of
residence and date of employment, and the job on which he is employed.
Article 23
No child shall be made to work at night in an industrial enterprise. The term “at
night” refers to a period of not less than twelve consecutive hours, including the
period from 8 p.m. to 6 a.m.
Article 24
No child shall be employed on any job that is hazardous or detrimental to health, as
defined in a resolution by the Minister of Labour and Social Affairs, after consulting
the concerned authorities.
Article 25
The maximum working hours for children shall be six a day, intercepted by one or
more breaks for rest, food or prayer, which shall amount in aggregate to not less than
a full hour. Such break(s) shall be so arranged that no child shall work for more than
four successive hours. No child shall remain at the workplace for more than seven
successive hours.
Article 26
Children shall under no circumstances be required to work overtime, or to remain at
the workplace after their prescribed working hours, or be employed on a rest day.
Section III: Employment of Women
Article 27
No women shall be required to work at night. The term “at night” refers to a period of
not less than eleven successive hours, including the period from 10 p.m. to 7 a.m.
Article 28
The prohibition of night work for women shall not apply in the following
circumstances:
1. Where work in the firm is disrupted by a force majeure.
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UAE Labour Law
2. Executive managerial and technical staff.

3. Work in such health services and other business as may be specified in a
resolution by the Minister of Labour and Social Affairs, if the female worker is
not normally engaged in manual work.
Article 29
No women shall be employed on any job that is hazardous, arduous or physically or
morally detrimental or on any other work as may be specified in a resolution by the
Minister of Labour and Social Affairs, after consulting the concerned authorities.
Article 30
A female worker shall be entitled to maternity leave with full pay for a period of forty
five days, including both pre and post natal periods, provided that she has completed
not less than one year of continuous service with her employer. A female worker who
has not completed the aforesaid period of service shall be entitled to maternity leave
with half pay.
A female worker who has exhausted her maternity leave may be absent from work
without pay for a maximum period of 100 consecutive or non-consecutive days if
such absence is due to an illness preventing her from resuming her work. A medical
certificate issued by a duly authorized medical institution or authenticated by the
competent health authority confirming that the illness is a result of pregnancy or
delivery shall document such illness. The leave provided for in the preceding two
paragraphs shall not be deducted from other leave periods.
Article 31
During the 18 months following her delivery, a female worker nursing her child shall,
in addition to any prescribed rest period, be entitled to two additional breaks each day
for this purpose, neither of which shall exceed half an hour. These two additional
breaks shall be considered as part of the working hours and shall not entail any
reduction of wage.
Article 32
A female wage shall be equal to that of a male if she performs the same work.
Section IV: Rules Common to Employment of Children and Women
Article 33
The Minister of Labour and Social Affairs may resolve that charitable and educational
institutions be exempted from all or some of the provisions of the preceding two
Sections of this Chapter, if the objective of such institutions is to provide vocational
training or education for children or women, and provided that the internal
regulations of such institutions shall specify the nature of activities undertaken by
children and women at these institutions, and their employment terms and working
hours, in a manner that is not incongruent with the actual endurance of children and
women.
Article 34
The following persons shall be held punitively responsible for observance of the
provisions of Sections II and III of this Chapter:
1. Employers or their representatives.
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2. A child’s guardian or trustee, a woman’s husband or guardian, or a minor

woman’s trustee - who consents to the employment of children or women
contrary to the provisions of this Law.
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Chapter III: Employment Contracts, Records and Wages
Section I: Individual Employment Contracts
Article 35
Subject to the provisions of Article 2, an employment contract shall be written in
duplicate, with one copy to be delivered to the worker and the other to the employer.
In the absence of written contract, adequate proof of its terms may be established by
all admissible means of evidence.
Article 36
An employment contract shall particularly specify the date of its conclusion, the date
on which work is to begin, the type and place of the work, the duration of the
contract, (if definite) and the amount of the wage.
Article 37
A worker may be employed on probation for a period not exceeding six months,
during which the employer without notice or severance pay may terminate his
services. A worker shall not be placed on probation more than once with the same
employer. Where a worker successfully completes the period of probation and
continues in employment, the said period shall be calculated as part of his period of
service.
Article 38
An employment contract may be for a definite or indefinite term. A definite term
contract shall not exceed four years; however, it may be renewed by mutual
agreement for an equal or a shorter term(s). Where a contract is renewed, the
renewal shall be deemed as an extension of the original term and shall be added
thereto when calculating the worker's total period of service.
Article 39
An employment contract shall, from its inception, be considered as an indefinite term
contract if and only if it:
1. Is not written.
2. Is concluded for an unspecified period.
3. Was originally written and concluded for a definite term but both parties,
without a written agreement between them, continued to perform it after its
expiry; or
4. Was originally concluded for the execution of a specific work that had no
specific duration or that is recurrent by nature, but the contract continued
after completion of that specific work.
Article 40
Where the parties to the contract continue - after expiry of its initial term or
completion of the work agreed upon - to perform the contract without explicit
agreement, the original contract shall be deemed to have been extended on the same
conditions except for the term.
Article 41
Where an employer subcontracts any of the principal operations or any part thereof
to a third party, the latter shall be solely liable for all entitlements of employees
engaged in such subcontracted work in accordance with the provisions of this Law.
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Section II: Apprenticeship &Vocational Training Contracts
Article 42
An apprenticeship contract is one whereby a firm owner undertakes to provide full
vocational training consistent with the professional standards to another person who
has completed at least 12 years of age, who, in turn, undertakes to work for the
employer during the training period subject to such terms and for such period as
mutually agreed.
The apprenticeship contract shall be in writing; otherwise it shall be null and void.
The employer or the training provider shall be sufficiently qualified and experienced
in the relevant vocation or trade. In addition, the firm shall satisfy the technical
requirements and facilities necessary for providing such training.
Article 43
An apprentice who has reached the age of maturity may conclude the training
contract himself. Those under the age of 18 years may not conclude a training
contract directly with an employer, but shall be represented by their natural
guardians, legal trustees, or personal ad litem.
Article 44
1. An apprenticeship contract shall be made in at least three copies, one of which
shall be deposited with the competent labour department for registration and
endorsement. Each party shall keep an endorsed copy.
2. If an apprenticeship contract submitted for registration contains any clause
contrary to this Law or the executive regulations thereof, the competent
labour department may require the contracting parties to delete such clause.
3. Where the competent labour department does not make any comment or
objection within one month from the date on which an apprenticeship
contract is deposited with it, the contract shall constructively be deemed to
have been endorsed with effect from the date of its deposit.
Article 45
An apprenticeship contract shall contain details of the identity of the contracting
parties or their representatives, as the case may be, and of the procedures, duration,
phases, and subject of the training.
Article 46
An employer shall allow a trainee sufficient time to acquire theoretical knowledge and
shall, throughout the period fixed in the contract, train him on the principles of the
occupation and the skills for which he was recruited. The Employer shall issue the
trainee a certificate on completion of each phase of training in accordance with the
provisions of this Section, and also a final certificate on completion of the training
period. Such certificate shall be attestable by the competent labour department in
accordance with the rules and procedures to be specified in a resolution by the
Minister of Labour and Social Affairs.
Article 47
A worker may undertake in the apprenticeship contract that, upon completion of his
training, he will work for the employer, or in the establishment where he has been
trained, for a period not to exceed twice the period of training. The employer may
undertake in the contract to employ the trainee upon completion of the latter's period
of training.
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Article 48
An apprenticeship contract shall specify the wage payable during each phase. The
wage payable in the final phase shall not be less than the minimum prescribed for an
identical work and shall in no circumstances be fixed on a piecemeal or output basis.
Article 49
An apprentice who is under 18 years of age shall, before his training starts, undergo a
medical test to determine his ability to carry out the work involved in the profession
for which training is sought. If such profession calls for specific physical and health
requirements, the medical report shall state whether the training candidate meets
such requirements, both physical and psychological.
Article 50
The Minister of Labour and Social Affairs may issue resolutions to regulate training
for those professions and trades requiring training, and prescribe the period of such
training, the theoretical and practical programmes, the testing conditions and the
certificates to be issued on completion of the training period.
The Minister's resolutions in this respect shall be made after consulting the public
institutions concerned. The Minister may in all cases appoint one or more experts in
the profession or trade for which the training is to be regulated, to advise him on this
matter.
Article 51
The Minister of Labour and Social Affairs may issue resolutions for the establishment
of vocational training centers, whether independent or in association with
professional or non-profit national, foreign or international organisations. The
resolution establishing a center shall specify the profession for which training is to be
provided, the conditions for admission to the center, the programmes of theoretical
and practical study, the rules governing vocational examination and certification, and
any other provisions for the optimum operation of the centre.
Article 52
The Minister of Labour and Social Affairs may require such firms, companies, and
owners of industrial, professional and craft units as he may specify, to accept for
employment a specified number or percentage of National trainees, subject to such
terms and conditions, and for such periods, as he may specify.
The Minister may also require such firms, companies, and owners of industrial,
professional and craft units as he may specify, to accept for the purpose of training
and completion of practical experience a specified number or percentage of the
students of industrial and polytechnic institutes and centers, subject to such terms
and conditions, and for such periods, as may be agreed with the management of the
firms concerned.
Section III: Records and Files
Article 53
Every employer of five or more workers shall-
1. Keep a special file for each worker, showing his name, job or occupation, age,
nationality, place of residence, marital status, date of employment, wage and
any adjustments thereto, penalties imposed on him, occupational injuries and
diseases he sustains and the date of and reasons for termination of his service.
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2. Create a leave card for each worker, to be kept in the employee's file. It shall be
divided into three parts: the first for annual leaves, the second for sick leaves
and the third for other leaves. The employer, or his representative, shall record
on this card all leaves taken by the worker, for future reference when any leave
is requested.
Article 54
Each employer of 15 or more workers shall maintain the following records and
documents in each one of his work places or branches:
1. A wage register, listing the workers’ names by the date of employment,
together with the amount of each worker’s daily, weekly or monthly pay,
fringe benefits, piecemeal or commission pay, days of work and the date of
termination.
2. An occupational injuries register, where all work-related injuries and
occupational diseases sustained by the workers shall be entered as soon as the
employee knows them.
3. Basic work rules, which shall particularly specify the timings of daily work and
weekly rest, official holidays and the necessary measures and precautions to
be taken to prevent work-related injuries and fire hazards. Such rules shall be
conspicuously displayed at the work place, and neither they nor any
amendments thereof shall become effective unless endorsed by the Labour
Department within 30 days of submission to it; and
4. Disciplinary rules, which shall be conspicuously displayed at the work place,
and shall show the disciplinary actions imposable upon defaulting workers,
and the conditions and circumstances of such imposition. Neither these rules
nor any amendments thereof shall become effective unless endorsed by the
Labour Department within 30 days of submission to it.
Section IV: Wages
Article 55
Wages shall be paid in legal tender on a working day, at the place of work, in the
official national currency.
Article 56
Workers employed on yearly or monthly wage basis shall be paid at least once a
month; all other workers shall be paid at least once every two weeks.
Article 57
The daily wage of workers employed on piecemeal basis shall be calculated as an
equivalent to the average wage received for actual days of work during the six months
preceding the termination of his service.
Article 58
Evidence of payment to workers of their due wages, irrespective of their amount or
nature, shall not be admissible unless it is in the form of documentary proof,
admission or oath.. Any agreement to the contrary shall be null and void, albeit made
prior to the date this Law comes into force.
Article 59
Workers shall not be required to purchase food or other commodities at any
particular shop, or of employer’s produce.
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Article 60
No amount of money may be deducted from a worker's wage in respect of private
claims, except in the following cases:
1. Repayment of loans or money advances paid to the worker in excess of his
entitlements, provided that the amount deducted in this case shall not exceed
10 per cent of his wage.
2. Contributions that the workers are required by law to make from their wages,
towards social security and insurance schemes.
3. The worker’s contributions to a provident fund or repayment of loans due
thereto.
4. Contributions towards any welfare scheme or in respect of any other
privileges or services provided by the employer and approved by the labour
department.
5. Fines imposed upon the worker for any offence he commits.
6. Any debt exacted in execution of a court ruling, provided, however, that the
deduction made in execution thereof should not exceed one-quarter of the
wage due to the worker. Where there are several debts or creditors, the
maximum deduction shall be half the worker’s wage, which shall be divided
pro rata among the creditors, after payment of any legal alimony to the extent
of one quarter of the worker’s wage.
Article 61
Where a worker, either through his own fault or as a result of violating the employer's
instructions, causes a loss, damage or destruction to any tools, machines, products or
materials that are owned by or in the custody of the employer, the employer may
deduct from the worker's wage such amount as may be necessary for repair or
restoration, provided that the amount so deducted shall not exceed five days’ wage for
each month. However, the employer, through the concerned labour department, may
request the competent court for permission to deduct a higher amount if the worker
has money or any other source of income.
Article 62
An employer may not transfer a monthly-paid worker, without his written consent, to
the daily, weekly, hourly or piecemeal paid category.
Article 63
The minimum wage and the cost-of-living index payable to workers in general or in a
particular area or occupation shall be fixed by a federal decree based on a proposal to
be made by the Minister of Labour and Social Affairs and approved by the Council of
Ministers.
The Minister shall put forward his proposal for determining, or reviewing, the
minimum wage, after consulting the competent authorities and the labour
organisations of workers and employers, if any, and after having reference to studies
and tables of fluctuations in the cost of living indices drawn up by the competent
authorities in the State, to ensure that the said minima are sufficient to meet the
worker’s basic needs and guarantee his livelihood.
Article 64
The minimum wage rates and any amendments thereto shall take effect from the date
the decree announcing them is published in the official Gazette.
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Chapter IV: Working Hours and Leaves
SECTION I: Working Hours
Article 65
The maximum normal working hours for adult workers shall be eight hours in the day,
48 hours in the week. They may be increased to nine hours a day in commercial
establishments, hotels, cafeterias, security services and such other businesses as may
be added by resolution of the Minister of Labour and Social Affairs. The daily working
hours may be reduced by resolution of the Minister of Labour and Social Affairs, in
the case of arduous or health-hazardous work. Two during the month of Ramadan
shall reduce the normal working hours. The periods spent by a worker in traveling
between his home and place of work shall not be included in his working hours.
Article 66
The daily working hours shall be so regulated that no worker shall work for more
than five successive hours without breaks - for rest, meals and prayer- amounting in
aggregate to not less than one hour. Such breaks shall not be included as part of the
working hours.
However, in factories and workshops where work is organised in the form of

successive day and night shifts, and in processes where work has to continue
uninterrupted for technical and economic reasons, the manner in which breaks for
rest, meals and prayer are to be granted shall be specified in a resolution by the
Minister.
Article 67
Where the work circumstances require a worker to work more than the normal
number of hours, any period worked in excess shall be treated as overtime, for which
the worker shall receive the wage stipulated for his normal working hours, plus a
supplement of at least 25 per cent of that wage.
Article 68
Where the work circumstances require a worker to work overtime between 9 p.m.
and 4 a.m. he shall be entitled in respect of such overtime to the wage stipulated for
his normal working hours, plus a supplement of at least 50 per cent of that wage.
Article 69
The number of hours of actual overtime shall not exceed two a day, unless such work
is essential for preventing a substantial loss or a serious accident, or eliminating or
alleviating the impact of the latter.
Article 70
Friday shall be the normal weekly rest day for all workers except the daily-paid.
Where a worker has to be put on duty on that day, he shall be compensated with a
substitute rest day or be paid his basic wage for his normal hours of work plus a
supplement of at least 50 per cent of that wage.
Article 71
No worker other than a daily-paid shall be required to work more than two successive
Fridays.
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Article 72
The provisions of this Section shall not apply to the following categories:
1. Persons holding senior executive managerial or supervisory positions, if such
positions confer upon the incumbents the powers of an employer over
workers. The categories in question shall be specified by resolution of the
Minister of Labour and Social Affairs.
2. Crew of marine vessels and seamen who serve under special conditions of
service on account of the nature of their work, with the exception of port
workers engaged in stevedoring and related operations.
Article 73
The employer shall post up at the main entrances used by the workers, and in a
conspicuous position at the workplace, a timetable showing the weekly day off, hours
of work and rest periods applicable to all classes of workers. A copy of this timetable
shall be filed with the competent labour department.
Where the work place is not observing the statutory weekly day off, the employer
shall post up at the places referred to in the preceding paragraph a timetable showing
the weekly rest day for each class of workers.
Section II: Leaves
Article 74
Each worker shall be entitled to leave with full pay on the following occasions:
1. New Year's Day (Higra): one day.
2. New Year's Day (Gregorian): one day.
3. Lesser Bairam: two days.
4. Greater Bairam and Eve: three days.
5. Birthday of Prophet Mohammed: one day.
6. Al Isra and Al Mi’raj: one day;
7. National Day: one day.
Article 75
A worker shall, for each year of service, be entitled to an annual leave of not less than:
1. Two days a month, where the worker’s period of service is more than six
months but less than one year.
2. 30 days a year, where the worker’s period of service is more than one year.
Where a worker's service is terminated, he shall be entitled to annual leave in
respect of fractions of the last year.
Article 76
The employer may fix the date of commencement of annual leave and, if necessary,
divide such leave into not more than two periods. However, the leave division
provision shall not apply to leaves of child workers.
Article 77
Holidays stipulated by Law or by agreement, and any other days of leave on account
of sickness, falling within an annual leave shall be considered as an integral part
thereof.
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Article 78
Each worker shall be entitled to his basic wage and the housing allowance, if
applicable, in respect of his days of annual leave. Where it was imperative for the
work interest to put a worker on duty during all or part of his annual leave, and if the
leave days on which he worked were not carried forward to the following year, the
employer shall pay him his normal wage plus an allowance in lieu of leave, for the
actually worked days, calculated on the basis of his basic wage.
In no case shall a worker be made to work during his annual leave more than once in
two successive years.
Article 79
A worker who is dismissed or who leaves his job after the period of notice prescribed
by law shall be paid for any accrued annual leave days. Such payment shall be
calculated on the basis of the worker’s wage as on the date when the leave became
due.
Article 80
Before a worker goes on annual leave, his employer shall pay him the full wage due to
him plus the leave pay prescribed for him under this Law.
Article 81
Where it is necessary for the work interest to put a worker on duty during public
holidays or days off in respect of which he is entitled to full or partial pay, he shall be
granted substitute leave in respect of such days, plus 50 per cent of his wage. If he is
not granted substitute leave, his employer shall pay him 150 per cent of his basic
wage in respect of the days worked.
Article 82
A worker who contracts an illness that is not a work-related injury shall report his
illness within a maximum of two days; the employer shall thereupon take the
necessary measures to have him medically examined immediately for the purpose of
verifying his illness.
Article 83
1. A worker shall not be entitled to any paid sick leave during the probationary
period.
2. A worker who contracts illness after completing three months, following the
probationary period, in the continuous service of an employer shall be entitled
to a sick leave not exceeding 90 days, successive or otherwise, in respect of
each year of service, to be calculated as follows.
• The first 15 days: with full pay.
• The next 30 days: with half pay.
• Any subsequent periods: without pay.
Article 84
No wage shall be payable for sick leave if the illness is the direct result of the worker's
misconduct (such as consumption of alcohol or narcotic drugs).
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Article 85
An employer may terminate the services of a worker who fails to report back to work
after exhausting all sick leaves provided for in Articles 82, 83 and 84 hereof. In this
case the worker shall be entitled to severance pay as stipulated in this Law.
Article 86
Where a worker resigns his job, by reason of illness, before the lapse of the first 45
days of his sick leave and the government medical officer or the medical practitioner
designated by the employer accepts the cause of resignation, the employer shall pay
the worker the wage due in respect of the remainder of the first 45 days referred to.
Article 87
Each worker shall be entitled, once in the course of his entire service, to special leave
without pay for performing pilgrimage; such leave shall not be deducted from other
periods of leave due to him and shall not exceed 30 days.
Article 88
No worker shall work for another employer while on annual or sick leave provided for
in this Section. Where his employer establishes that he has done so, he may terminate
the worker's services without notice and deny him the pay in respect of the leave
period.
Article 89
Subject to the provisions of this Law, any worker who fails to resume work
immediately after the expiry of his leave shall automatically forfeit his wage for the
period of his absence, with effect from the day immediately following that on which
the leave expires.
Article 90
Without prejudice to the instances in which an employer is entitled to dismiss a
worker without notice or without the gratuity provided for in this Law, an employer
shall not dismiss a worker or serve a notice of dismissal on him while the worker is on
a leave provided for under this Section.
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Chapter V: Workers’ Safety, Protection, Health And Social

Care
Article 91
Each employer shall provide appropriate safety measures to protect workers against
the hazards of occupational injuries and diseases that may occur during the work,
and also against fire and other hazards that may result from the use of machines and
other work tools. He shall also adopt all other safety measures prescribed by the
Ministry of Labour and Social Affairs. Every worker shall use the protective gear and
the clothing supplied to him for this purpose, shall comply with all instructions given
by the employer to protect him against hazards, and shall refrain from taking any
action that might obstruct the enforcement of such instructions.
Article 92
Each employer shall display in a conspicuous position at the workplace detailed
instructions indicating the measures to be taken to prevent fire and protect the
workers against hazards to which they may be exposed while performing their work.
Such instructions shall be in Arabic and in another language understood by the
worker.
Article 93
Every employer shall provide one or more first-aid boxes containing medicines; the
Ministry of Labour and Social Affairs may prescribe bandages, antiseptics and such
other first-aid material as. There shall be one first-aid box for every 100 workers; the
box shall be located in a conspicuous place, within the easy reach of the workers, and
shall be controlled by a person specialised in administering first aid.
Article 94
Without prejudice to the regulations and orders issued by the competent government
authorities, an employer shall ensure that each workplace is perfectly clean, ventilated
and provided with adequate lighting, drinking water and toilets.
Article 95
An employer shall arrange for one or more medical practitioners to carry out general
medical examination, at regular intervals of not more than six months, on those of his
workers who are exposed to any of the occupational diseases specified in the Schedule
attached hereto, and shall record the findings of such examinations in his records as
well as in the workers’ personal files.
The medical practitioners shall immediately inform the employer and the labour
department of cases of occupational disease occurring among the workers, and of
resulting deaths, after the facts have been confirmed through appropriate medical
and laboratory tests. The employer shall in turn report these findings to the labour
department.
The medical practitioner carrying out the periodic examination may order that any
worker who has been exposed to an occupational disease be reexamined after a
period shorter than the interval prescribed in the first paragraph of this article, if he
believes that the worker's condition so warrants.
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Article 96
An employer shall provide his workers with medical care facilities up to the standards
laid down by the Minister of Labour and Social Affairs in conjunction with the
Minister of Health.
Article 97
The Minister of Labour and Social Affairs may, after consulting the Ministry of
Health, issue resolutions prescribing the general precautions and health-related
safety measures applicable to all firms employing workers, particularly measures
relating to safety, lighting, ventilation, dining rooms, supply of water for drinking and
washing purposes, elimination of dust and smoke pollutants, and the precautions to
be taken against fire and electricity hazards.
Article 98
The employer or his representative shall inform each worker, upon recruitment, of
the occupational hazards involved and the protective measures he must take, and
shall post detailed written instructions in this respect at the workplaces.
Article 99
It shall be unlawful for an employer, his representative or any person having
authority over workers to bring or allow any one else to bring any kind of alcoholic
beverages into a workplace for consumption therein or to allow any person in a state
of drunkenness to enter or remain on the premises.
Article 100
Each worker shall comply with the orders and instructions related to industrial
security and safety precautions, shall use the appropriate protective devices and treat
any such devices in his possession with due care. No worker shall commit any act
leading to non-compliance with such instructions, or to the misuse, damage or
destruction of the equipment provided for protecting the health and safety of the
workers.
An employer may prescribe in the disciplinary regulation penalties to be imposed on

workers contravening the provisions of the preceding paragraph.
Article 101
Each employer employing workers in areas remote from towns and not covered by
regular means of transport shall provide his workers with the following services:
1. Suitable means of transport.
2. Suitable living accommodation.
3. Drinking water.
4. Adequate food supplies.
5. First-aid facilities.
6. Recreation and sports facilities.
The Minister of Labour and Social Affairs shall specify the areas to which the
provisions of this Article wholly or partially apply in a resolution. Save for food
supplies, the cost of the services referred to in this Article shall be borne by the
employer and none of it may be charged to the workers.
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Chapter VI: Disciplinary Rules

Article 102
The disciplinary measures that an employer or his representative may impose on the
workers shall be as follows:
1. Warning.
2. Fine.
3. Suspension from work with reduced pay for a period not to exceed 10 days.
4. Denial or deferment of periodical allowance, in firms applying such a scheme.
5. Denial of promotion, in establishments applying a promotion scheme.
6. Dismissal without prejudice to severance pay.
7. Dismissal with denial of all or part of the severance pay. This penalty may not
be imposed for reasons other than those exclusively specified in Article 120
hereof.
Article 103
The disciplinary regulation shall specify the circumstances in which each of the
disciplinary penalties referred to in the preceding Article may be imposed. The
Minister of Labour and Social Affairs may issue, by ministerial resolution, a model
table of disciplinary actions and rewards, to be used by employers as a guide in
preparing their own lists.
Article 104
A fine may be expressed in terms of a specific amount or an amount equal to a
worker’s wage for a specific period. The fine prescribed in respect of any single
offence shall not exceed five days' wage, and it shall not be lawful to deduct more than
five days' wage in any one month in payment of fines imposed on a worker.
Article 105
The fines imposed on workers shall be recorded in a special register, which shall show
also why and under what circumstances they were imposed, the worker's name and the
amount of his wage. Such fines shall be placed in a special account whose
monthly proceeds shall be used to meet the cost of social welfare of the workers, in
accordance with a resolution to be made by the Minister of Labour and Social Affairs
in this respect.
Article 106
Periodical allowance may not be denied more than once in any year, nor may it be
deferred for more than six months.
Article 107
Denial of promotion may not be imposed for more than one promotional cycle. The
worker penalised shall then be promoted at the immediately following promotion
cycle if he is found to meet the pertinent requirements.
Article 108
The financial benefit accruing to an employer from the denial or deferment of
promotion or periodic allowance shall be entered in a special register, which shall
show also why and under what circumstances they were imposed, the worker's name
and the amount of his wage. Such amounts shall be placed in a special account whose
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monthly proceeds shall be used to meet the cost of social welfare of the workers, in
accordance with a resolution to be made by the Minister of Labour and Social Affairs
in this respect.
Article 109
No disciplinary measure may be taken against a worker for any act committed outside
the workplace, unless such an act is related to the work, the employer or the
responsible manager. It shall also be unlawful to impose more than one penalty or to
combine a disciplinary penalty with a deduction, under Article 61 hereof, of part of
the worker's wage.
Article 110
None of the penalties stipulated in Article 102 may be imposed on a worker until he
has been notified in writing of the charges against him, heard and allowed to have his
defense investigated, and until all this has been entered in a special minutes to be
placed in his personal file, with the penalty mentioned at the end of such minutes. A
worker shall be notified in writing of any penalties imposed on him, and of the nature
and amount thereof, the reasons for their imposition, and the penalty to which he will
be liable if he is to repeat the offence.
Article 111
No worker may be charged with a disciplinary offence after the lapse of more than 30
days from the date it was detected, nor may a disciplinary penalty be imposed after
the lapse of more than 60 days from the date on which the inquiry into the offence
ended and the worker was found guilty.
Article 112
A worker may be temporarily suspended from work if he is accused of committing a
deliberate offence against life, property, honour or honesty or an offence associated
with strike.
The period of suspension shall run from the date the incident is reported to the
competent authorities until the latter renders a decision on the matter.
The worker shall not be entitled to wage in respect of the period of suspension. Where
it is decided that a worker is not to be prosecuted or is acquitted, he shall be
reinstated and paid his full wage for the period of such suspension if the employer
maliciously contrived it.
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Chapter VII: Termination and Severance Pay
Section I: Termination of Employment
Article 113
An employment contract shall terminate in any of the following cases:
1. By mutual agreement of the Parties, provided that the worker's consent is
given in writing;
2. Upon expiry of its term, unless it has been expressly or implicitly extended
according to the provisions of this Law;
3. For the convenience of either party to an indefinite term contract, provided
that the provisions of this Law concerning the notice and the valid grounds of
termination without arbitrariness are adhered to.
Article 114
An employment contract shall not terminate by reason of the employer's death unless
the subject of the contract is connected with his person. A contract shall, however, be
terminated by reason of the worker's death or total disability to work, as established
by a medical certificate approved by the competent health authority in the State.
If a worker is capable, notwithstanding partial disability, of performing other work

consistent with his state of health, the employer shall assign him, at his request, to
that other work, if available, and pay him the wage normally paid to holders of such
jobs, without prejudice to any entitlements and compensation due to the worker
under this Law.
Article 115
Where an employment contract is for a definite term and the employer revokes it for
reasons other than those specified in Article (120) he shall be required to compensate
the worker for any damage the latter sustains, provided that the amount of
compensation shall in no case exceed the aggregate wage due for a period of three
months or the remaining period of the contract, whichever is shorter, unless otherwise
stipulated in the contract.
Article 116
Where a contract is revoked by the worker for reasons other than those specified in
Article (121), he shall be required to compensate the employer for any damage the
latter sustains as a result, provided that the amount of compensation shall not exceed
half a month wage for three months or for the remaining period of the contract,
whichever is shorter, unless otherwise stipulated in the contract.
Article 117
1. Either the employer or the worker may terminate an indefinite term contract
for a valid reason at any time following its conclusion, by giving the other
party a notice in writing at least 30 days prior to termination.
2. For the daily-paid workers, the notice period shall be as follows:
• One week: if the worker has been employed for more than six months
but less than one year.
• Two weeks: if the worker has been employed for not less than one
year.
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• One month: if the worker has been employed for not less than five
years.
Article 118
A contract shall subsist throughout the notice period referred to in the preceding
Article and shall terminate only on expiry of that period. The worker shall be entitled
in respect of the notice period to full pay, calculated on the basis of his last wage, and
shall continue to perform his duties during that period if the employer so requests.
The Parties may not agree to waive the notice requirement or to reduce the notice
period; however, they may agree to extend the period.
Article 119
If either the employer or the worker reduces the period of, or fails to serve a notice of
termination on the other, the forbearing party shall pay the other a “compensation in
lieu of notice”, irrespective of whether or not the other party has sustained damage as
a result of such failure or shorter notice. The said compensation shall be equal to the
worker's wage in respect of the entire or reduced period of notice. Compensation in
lieu of notice shall be calculated on the basis of the last wage received, in the case of
monthly, weekly, daily and hourly paid workers, and on the basis of the average daily
wage referred to in Article 57 of this Law in the case of those paid on piecemeal.
Article 120
An employer may dismiss a worker without notice if and only if the worker:
1. Assumes a false identity or nationality or submits forged certificates or
documents.
2. Is engaged on probation and is dismissed during or at the end of the
probationary period;
3. commits a fault resulting in substantial material loss to the employer,
provided that the latter notifies the labour department of the incident within
48 hours of his becoming aware of its occurrence;
4. disobeys instructions on the safety of work or workplace, provided that such
instructions are in writing and posted at a conspicuous place and are
communicated verbally to the worker, in case he is illiterate;
5. defaults on his basic duties under the contract and fails to redress such default
despite a written interrogation and a warning that he will be dismissed if such
default is repeated;
6. is finally convicted by a competent court of a crime against honour, honesty or
public morals
7. reveals any confidential information of his employer;
8. is found in a state of drunkenness or under the influence of a narcotic drug
during working hours;
9. assaults the employer, the manager in charge or any of his workmates during
working hours; or
10. absents himself from work without a valid reason for more than 20 non-
successive days in one single year, or for more than seven successive days.
Article 121
A worker may abandon his work without notice in either of the following cases:
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1. If the employer fails to honour his obligations towards the worker, as

provided for in the contract or in this Law.
2. If he is assaulted by the employer or the employer's legal representative.
Article 122
A worker's service shall be deemed to be arbitrarily terminated by his employer if the
reason for termination is irrelevant to the work. More particularly, a termination shall
be regarded as arbitrary if it is prompted by a formal complaint filed by the worker
with the competent authorities or a legal action instituted against the employer that
proved to be valid.
Article 123
1. Where a worker is arbitrarily dismissed, the competent court may order the
employer to pay him a compensation, to be assessed by the court with due
regard to the nature of the work, the extent of damage sustained by the
worker and his period of service, and after investigating the work
circumstances, provided that such compensation shall in no case exceed the
worker's wage for three months, calculated on the basis of his last wage.
2. The provisions of the preceding paragraph shall not prejudice the worker's
right to the gratuity he is entitled to and the compensation in lieu of notice
provided for in this law.
Article 124
An employer may not terminate the service of a worker for lack of medical fitness
before the worker exhausts all the periods of leave legally due to him. Any agreement
to the contrary shall be null and void, even if concluded before this Law comes into
effect.
Article 125
The Employer shall provide the worker, at the latter's request upon expiry of his
contract, with an end of service certificate, which shall be free of charge and shall
specify the service commencement and end dates, total period of service, the nature
of the work he was performing, and his last wage and supplements, if any. The
Employer shall return any certificates, documents and tools belonging to the worker.
Article 126
Where a change occurs in the form or legal status of the firm, employment contracts
that are valid at the time of such change shall remain in force between the new
employer and the firm workers, and their service shall be deemed to be continuous.
The original and the new employers shall remain jointly liable for a period of six
months for the discharge of any obligations resulting from employment contracts
during the period preceding the change; after the lapse of that period the new
employer shall solely bear such liability.
Article 127
Where the work assigned to a worker allows him to become acquainted with the
employer's clients or to have access to his business secrets, the employer may require
him to undertake not to compete with him or participate in any enterprise competing
with his own, after the termination of his contract. For such an undertaking to be
valid, the worker must be at least 21 Gregorian years of age at the time the agreement
is concluded, and the agreement must be confined, in terms of time, place and the
nature of the business, to the extent necessary to safeguard the employer's legitimate
interests.
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Article 128
A non-National worker, who abandons his work without a valid reason before the
expiry of his definite term contract, may not, even with the employer's consent, take
up other employment until the lapse of one year from the date on which he abandons
his work. No other employer may knowingly recruit such worker or keep him in his
service before the lapse of such period.
Article 129
A non-National, who notifies the employer of his desire to terminate his indefinite
term contract but abandons his work before the expiry of the statutory period of
notice, may not, even with the employer's consent, take up other employment until
the lapse of one year from the date on which he abandons his work. No other
employer may knowingly recruit such worker or keep him in his service before the
lapse of such period.
Article 130
The provisions of Articles 128 and 129 shall not apply to a non-National worker who,
before taking up other employment, obtains the approval of the Minister of Labour
and Social Affairs based on the consent of the original employer.
Article 131
Upon expiry of contract, the employer shall bear the cost of the worker’s repatriation
to his point of hire or to any other point that was mutually agreed upon. Where a
worker joins another employer upon expiry of his contract, the latter shall bear the
cost of the worker's repatriation at the end of his service.
Without prejudice to the foregoing, if the employer fails to return the worker or to
pay his repatriation expenses, the competent authorities shall do so at the employer's
expense and may then recover any expenditure incurred in this connection by
attachment.
Where the reason for the termination of the contract is attributable to the worker, his
repatriation shall be at his own expense if he has the means to pay.
Article 131 (repeated 1)

1. For the purpose of the preceding Article, the worker’s “repatriation expenses”
refers to the value of his travel ticket as well as the travel expenses of his
family and the cost of shipping of his personal effects, as stipulated in the
Labour contract or the firm’s policies.
2. A worker who is provided with accommodation by his employer shall vacate it
within thirty days from the date of termination of his service.
3. The worker shall not overstay in the accommodation beyond the specified
period for any reason, provided, however, that the employer pays the worker
the following:
• the expenses specified in paragraph 1 of this Article.
• severance pay and any other entitlements the employee is bound to
pay in accordance with the employment contract, the firm’s policies, or
the law.
4. if the worker contests the amount of the expenses and entitlements referred to
above, the Labour Department concerned shall urgently determine these
expenses and entitlements within a week from notification, and shall
promptly inform the worker accordingly.
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5. In this case, the thirty-day grace period referred to in paragraph 2 of this

Article shall be calculated to run from the date on which the employer deposits
the value of the expenses and entitlements, as determined by the Labour
Departments concerned, with the Ministry of Labour’s treasury. If the worker
does not vacate the accommodation within the said thirty-day period, the
Labour Department, with the assistance of the authorities concerned in the
Emirate, shall take the necessary administrative measures for eviction.
6. The provisions of this Article shall not prejudice the worker’s right to contest
its application before the competent court.
Article 131 (repeated 2)

1. Employer shall submit to the competent labour department a bank guarantee
whose type, value, submission procedures, firms and companies to whom it is
applicable, and other relevant terms shall be specified in a Council of
Ministers’ resolution. This guarantee shall be used to ensure optimum
fulfillment of employer’s obligations provided for under Articles 131 and 131
(repeated), of this Law.
2. Deduction of any amount from the bank guarantee referred to in paragraph 1
hereof shall be based on a court judgment, with the exception of the following:
• Cost of a worker’s repatriation to his country of origin or the point
agreed upon with the employer.
• The amounts that the employer admits before the competent labour
court that they are due to the worker.
In these two cases, the Ministry reserves the right to deduct such entitlements
from the guarantee referred to in paragraph 1 hereof and pay to the worker in
fulfillment of his established dues.
Section II: Severance Pay
Article 132
A worker who has completed one or more years of continuous service shall be entitled
to severance pay at the end of his employment. The days of absence from work
without pay shall not be included in calculating the period of service. The severance
pay shall be calculated as follows:
1. 21 days' wage for each of the first five years of service.
2. 30 days’ wage for each additional year of service provided always that the
aggregate amount of severance pay should not exceed two year's wage.
Article 133
A worker shall be entitled to severance pay for any fraction of a year he actually
served, provided that he has completed one year of continuous service.
Article 134
Without prejudice to the provisions of laws that grant pensions or retirement benefits
to employees in certain firms, severance pay shall be calculated on the basis of the
wage last due for monthly, weekly and daily paid workers, and on the basis of the
average daily wage referred to in Article 57 hereof for those paid on piecemeal.
The wage used as a basis for calculating severance pay shall not include whatever is
given to the worker in kind, housing allowance, transport allowance, travel allowance,
overtime pay, representation allowance, cashier’s allowances, children education
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allowance, allowances for recreational and social facilities, and any other bonuses or
allowances.
Article 135
An employer may deduct any amounts owed to him by a worker from the latter's
severance pay.
Article 136
For the purposes of Article 132, no severance pay shall accrue for the employment
cases that preceded the enforcement of this Law except where the worker is a
National. This, however, shall be without prejudice to any rights acquired by the
worker under the repealed labour laws, the employment contract, or under any
agreement, regulations or work rules of the firm. In the event of the worker's death,
his severance pay shall be paid to his legal heirs.
Article 137
Where a worker under an indefinite term contract abandons his work at his own
initiative after a continuous service of not less than one year and not more than three
years, he shall be entitled to one-third of the severance pay provided for in the
preceding article. Such a worker shall be entitled to two thirds of the said severance
pay if his continuous service exceeds three years up to five years, and to the full
severance pay if it exceeds five years.
Article 138
Where a worker under a definite term contract abandons his employment at his own
initiative before the expiry of his contract period, he shall not be entitled to severance
pay unless his continuous period of service exceeds five years.
Article 139
A worker shall forfeit entitlement to his entire severance pay in any of the following
two cases:
1. If he is dismissed from service for any of the reasons specified in Article 120
hereof or if he abandons his employment in order to avoid being dismissed in
accordance with that Article.
2. If he abandons his employment of his own accord, otherwise than in either of
the two cases specified in Article 121 hereof, without notice (in the case of
indefinite term contracts) or before completing five years of continuous
service (in case of definite term contracts).
Article 140
Where a firm has a provident fund for the workers and the rules of the fund stipulate
that whatever the employer pays into the fund for the worker's account is in discharge
of his legal obligation in respect of severance pay, the worker shall be paid the savings
balance in his account or the severance pay due under the Law, whichever is the
greater. Where the rules of the fund do not stipulate that the amounts paid by the
employer are in discharge of his legal obligation toward the severance pay, the worker
shall receive whatever is due to him in the provident fund in addition to the statutory
severance pay.
Article 141
Where a firm has a retirement, insurance or a similar scheme, a worker who is
entitled to a retirement pension may opt for treatment under the said pension or
29
UAE Labour Law
severance pay or under the pension or insurance scheme, whichever is more

advantageous to him.
30
UAE Labour Law
Chapter VIII: Compensation For Occupational Injuries

Article 142
Where a worker sustains any of the work-related injuries and occupational diseases
listed in Schedules 1 and 2 attached to this Law, the employer or his representative
shall report the matter immediately to the police and to the labour department or its
local office within whose jurisdiction the place of business is located.
The report shall include the worker's name, age, occupation, address, and nationality,
and a brief account of the accident, its circumstances and the medical aid or
treatment provided.
On receipt of the report, the police shall carry out the necessary investigation and
compile a report containing statements of the witnesses, of the employer or his
representative, and of the injured (if his condition so permits), and shall particularly
indicate whether the accident was work-related, deliberate, or the result of gross
misconduct of the worker.
Article 143
On completion of the investigation, the police shall send one copy of the report to the
labour department and one to the employer. The labour department may request a
supplementary inquiry or may itself conduct one, if it finds it necessary to do so.
Article 144
Where a worker sustains a work-related injury or contracts an occupational disease,
the employer shall pay for the cost of his treatment in a government or private local
medical center until he recovers or is proven disabled. Treatment shall include costs
of residence in a hospital or sanatorium, surgical operations, x-ray and medical
diagnosis, the purchase of medicines and rehabilitation equipment, and the supply of
artificial limbs and other prosthetic appliances for any person who is declared
disabled. In addition to the foregoing, the employer shall pay the cost of any
transport required in connection with the worker’s treatment.
Article 145
Where an injury prevents a worker from carrying out his work, the employer shall pay
him a cash allowance equal to his full pay throughout the period of treatment or for a
period of six months, whichever is shorter. Where the treatment lasts for more than
six months, the allowance shall be reduced by one-half for a further period of six
months or until the worker fully recovers, is declared disabled, or dies, whichever
occurs first.
Article 146
The cash allowance referred to in the preceding Article shall be calculated on the
basis of the last wage received (for monthly, weekly, daily or hourly paid workers),
and on the basis of the average daily wage referred to in Article 57(for those paid on
piecemeal basis).
Article 147
On finalization of treatment, the attending physician shall compile a report in two
copies- one to be delivered to the worker and the other to the employer- in which he
shall specify the nature and cause of the injury, the date of its occurrence, the extent
to which it is work-related, the period of treatment, whether it resulted in permanent
or other disability, the degree of disability (if any), whether it is total or partial, and
31
UAE Labour Law
the extent to which the disabled worker is fit to resume his work despite the
disability.
Article 148
Where a dispute arises as to the extent of a worker's physical fitness for work, degree
of disability or any other matter related to his injury or treatment, the matter shall be
referred to the Ministry of Health through the competent labour department. The
Ministry of Health shall, whenever such a dispute is referred to it, set up a medical
board consisting of three government medical officers to determine the extent of the
worker's medical fitness for employment, the degree of his disability or any other
matter related to the injury or treatment. The board may call in any experts it believes
capable of helping it. Its decision shall be final and shall be submitted to the labour
department in order that the measures necessary for its implementation may be
taken.
Article 149
Where a worker dies as a result of a work-related injury or an occupational disease,
the members of his family shall be entitled to compensation equal to his basic wage
for twenty four month, provided that the amount of compensation shall neither be
less than eighteen thousand nor more than thirty five thousand Dirhams. The amount
of compensation shall be calculated on the basis of the last wage received by the
worker before his death. The compensation shall be distributed among the deceased
worker's dependents in accordance with the provisions of Schedule 3 attached to this
Law.
For the purposes of this Article the expression “deceased worker's family” refers to
the following persons who were wholly or substantially dependent for their
subsistence on the deceased worker's income at the time of his death:
1. Widow(s);
2. Children, namely-
• Sons who are under 17 years of age, and also sons who are regularly
enrolled in educational institutions and are under 24 years of age or
who are too mentally or physically incapacitated to earn their own
living. The term “sons” includes the sons in law of the husband and of
the wife who were dependent on the deceased worker at the time of his
death;
• Unmarried daughters, which term includes also unmarried daughters
in law of the husband and of the wife who were dependent on the
deceased worker at the time of his death;
3. Parents;
4. Brothers and sisters, subject to the conditions prescribed for sons and
daughters.
Article 150
Where a work-related injury or an occupational disease permanently renders a worker
partial disabled, he shall be entitled to compensation at the applicable rate specified in
the two schedules attached to this Law, multiplied by the applicable death
compensation amount provided for in the first paragraph of the preceding Article.
Article 151
The amount of compensation payable to a worker in the event of his permanent total
disability shall be the same amount as that payable in the event of his death.
32
UAE Labour Law
Article 152
The Minister of Labour, when necessary, and with the consent of the Minister of
Health, may amend schedules I and 2 attached hereto, concerning occupational
diseases, and disability compensation assessment.
Article 153
An injured worker shall not be entitled to any compensation for an injury or disability
that did not result in his death if the inquiries carried out by the competent
authorities established that he willfully brought about his own injury with the
intention of committing suicide or of obtaining compensation or sick leave, or for any
other reason; or if, at the time of the occurrence, he was under the influence of a
narcotic drug or alcohol; or if he intentionally violated the safety instructions posted
at conspicuous positions in the workplace; or if his injury or disability was the result
of gross and deliberate misconduct on his part; or if he refused for no good reason to
submit to medical examination or to undergo the treatment ordered by a medical
board set up pursuant to Article 148.
In such circumstances, the employer shall not be required to provide treatment for
the worker or to pay him any cash allowance.
33
UAE Labour Law
Chapter IX : Collective Labour Disputes

Article 154
A “collective labour dispute” refers to any dispute between an employer and his
workers, which involves the common interest of all or a group of the workers in a
certain firm, occupation, trade or professional sector.
Article 155
Where a dispute occurs between one or more employers and all or a certain group of
their workers, which the parties fail to settle amicably, the following procedures shall
be adhered to:
1. The workers shall submit their complaint or claim in writing to the employer,
with a copy thereof to the labour department.
2. The employer shall reply in writing to the workers' complaint or claim within
seven working days from date of receipt. He shall at the same time send a
copy of his reply to the labour department.
3. If the employer fails to reply within the prescribed time limit or if his reply
does not lead to a settlement of the dispute, the competent labour department
shall, either at its own initiative or at the request of one of the parties to the
dispute, mediate an amicable settlement.
4. Where the claimant is the employer, he shall submit his complaint directly to
the labour department, which shall mediate between the parties to settle the
dispute amicably.
Article 156
If the mediation of the competent labour department does not lead to a settlement of
the dispute within ten days from the date of its taking cognizance of the issue in
dispute, it shall refer the dispute to the competent conciliation committee for
determination and shall accordingly inform both parties in writing.
Article 157
A committee, to be called the conciliation committee, shall be set up within each
labour department by resolution of the Minister of Labour and Social Affairs.
Article 158
Each party to a dispute shall pursue the dispute before the conciliation committee
until a settlement is reached; the committee shall issue its decision by majority vote
within two weeks from the date the dispute was referred to it.
Such decisions shall be binding on both parties if they have agreed in writing before
the committee to be bound by its decisions. In the absence of such agreement, either
party or both of them may appeal against the committee's decision to the Supreme
Arbitration Board within 30 days of the date on which the decision was given;
otherwise, the decision shall become final and enforceable.
Article 159
Neither the repudiation of employment contracts nor the dismissal of workers'
representatives to the conciliation committee shall preclude such representatives
from continuing to discharge their functions on the committee, unless the workers
elect other representatives in their place.
34
UAE Labour Law
Article 160
A board, to be called the “Supreme Arbitration Board” shall be set up within the
Ministry of Labour and Social Affairs to settle collective labour disputes. The Board
shall be composed as follows:
1. The Minister of Labour and Social Affairs, as chairman. In the event of his
absence, the Under Secretary or the Director-General of the Ministry shall
replace him.
2. A judge of the Federal Supreme Court, to be appointed by order of the
Minister of Justice on the nomination of the plenum of the Court - as
member.
3. A person of high integrity, knowledgeable and experienced in the relevant
area, to be appointed as member by order of the Minister of Labour and Social
Affairs.
Two alternate members may be appointed from the same categories as the two
principal members, to take their place in the event of their absence or inability to
serve. Principal and alternate members shall be appointed by one and the same
decree of appointment, for a renewable term of three years.
Article 161
The Supreme Arbitration Board shall be competent to finally and conclusively settle
all collective labour disputes referred to it by the parties concerned. Its decisions shall
be taken by majority vote and the grounds on which such decisions are based shall be
stated.
Article 162
The Council of Ministers shall, based on a proposal to be submitted by the Minister of
Labour and Social Affairs after consultation with the Minister of Justice, issue an
order regulating litigation proceedings and any other rules necessary for ensuring
efficient progress of work of the Conciliation Committee and the Supreme Arbitration
Board for settlement of collective labour disputes.
For the purposes of carrying out their functions, these boards shall have the right to
examine papers, documents, records and other evidence and to order the custodians
thereof to submit the same to them, to enter premises for conducting the necessary
investigation, and to take any measures they deem appropriate for the settlement of
the dispute.
Article 163
None of the parties to a dispute on which a final decision has been rendered by any of
the boards provided for in this Section shall raise it again except with the mutual
agreement of the two parties concerned.
Article 164
The boards provided for in this Chapter shall apply the provisions of this Law, the
laws currently in force, the provisions of Islamic Sharia law, and any rules of
customary law and principles of equity, natural law and comparative law consistent
therewith.
Article 165
The decisions of the Supreme Arbitration Board in settlement of collective labour
disputes shall be applied in collaboration with the competent authority in each
Emirate.
35
UAE Labour Law
Chapter X: Labour Inspection

Article 166
Labour inspection shall be carried out by special inspectors affiliated to the Ministry
of Labour and Social Affairs, who shall have the powers and authority specified in this
Law.
Labour inspectors shall carry identity cards to be issued to them by the Ministry of
Labour and Social Affairs.
Article 167
Each labour inspector shall:
1. Ensure proper compliance with the provisions of this Law, particularly those
related to employment terms, wage, and protection of workers during the
performance of their work, and matters related to the health and safety of
workers and the employment of juveniles and women.
2. Extend to employers and workers such technical information and advice that
would enable them to apply the provisions of the law in the best possible
manner.
3. Alert the competent authorities to any shortcomings not adequately addressed
by the existing provisions and make appropriate recommendations in this
respect.
4. Record violations of this Law or its executive regulations and orders.
Article 168
Before assuming their duties, labour inspectors shall take oath before the Minister of
Labour and Social Affairs that they will respect the law, perform their duties honestly
and faithfully and, even after leaving the service, not reveal any industrial secret,
patent right or other secrets that come to their knowledge in the course of their
duties. They shall treat any complaints that they receive as absolutely confidential and
shall give no intimation to the employer or his representatives of the source of such
complaints.
Article 169
Employers and their representatives shall provide inspectors authorized to carry out
labour inspection with the facilities and information necessary for the performance of
their duties and shall respond to any summons by appearing personally or sending
representatives, if requested to do so.
Article 170
A labour inspector shall have the following powers:
1. To enter any firm subject to the provisions of this Law without previous notice
at any hour of the day or night, but within the working hours.
2. To carry out any examination or inquiry necessary to verify due compliance
with the Law. More particularly, he may-
• Interrogate the employer or the workers, either privately or in the
presence of witnesses, about any matters related to compliance with
the provisions of the law.
• Examine, and obtain copies and extracts of, all documents required to
be kept in accordance with this Law and its executive orders.
36
UAE Labour Law
• Take sample(s) of materials used in connection with industrial or

other operations that are subject to inspection, where such materials
are suspected to have a harmful effect on the health or safety of the
workers, for the purpose of having them analysed in authorised
laboratories and ascertaining the degree of danger. He shall then
notify the employer or his representatives of the result, and take
appropriate measures in this connection.
• Ensure that notices and announcements are posted at the workplace
as required by this Law.
Article 171
The Minister of Labour and Social Affairs shall issue the regulations necessary for
organising the inspection operations stipulated in the preceding article.
Article 172
Without prejudice to the provisions of article 169, any person carrying out an
inspection shall notify the employer or the employer’s representative of his arrival,
unless he considers that the inspection mission requires otherwise.
Article 173
To ensure compliance with the provisions regarding health and safety of workers, a
labour inspector may require employers or their representatives to make alterations
to the installations or plant used in their facilities, within such time limits as he may
define. In addition, he may, in the event of an imminent threat to the health or safety
of the workers, require the adoption of such measures, as he deems necessary to avert
such threat forthwith.
Article 174
Where, in the course of inspection, an inspector discovers any violation of this Law or
its executive regulations or orders, he shall draw up a report documenting the
violation and submit it to the competent labour department to enable it to take the
necessary action against the offender.
Article 175
A labour inspector may, when necessary, request the competent administrative
authorities and the police to provide any necessary assistance. Where an inspection is
made in connection with health aspects of work, the inspector shall, subject to the
consent of the head of the competent labour department, be accompanied by a
specialised medical practitioner from the Ministry of Health or a medical practitioner
appointed for the purpose.
Article 176
The chief labour inspector in the area shall prepare a monthly report on labour
inspection activities, inspection aspects, facilities inspected, and number and types of
violations committed. He shall also prepare an annual report on inspection in the
locality, containing the results and effects of inspection and his comments and
proposals. Copies of the monthly and annual reports shall be sent to the labour
department.
Article 177
The Ministry of Labour and Social Affairs shall draw up an annual report on
inspection activities in the State, containing all matters related to the Ministry's
37
UAE Labour Law
supervision of the implementation of the labour law and, in particular, the following
matters:
1. The provisions governing inspection;
2. The officials in charge of inspection;
3. Statistics of the firms that were subject to inspection, the number of workers
employed therein, the number of inspection visits and tours made by the
inspectors, the violations committed and penalties imposed, and the work-
related injuries and occupational diseases.
Article 178
The Ministry of Labour and Social Affairs shall design special forms for violation
reports, inspection records, reminders and warnings. It shall define the necessary
rules for the maintenance and use of such forms, and shall circulate them to the
labour departments in various localities.
Article 179
Subject to Nationals’ priority right to employment and in addition to the general
requirements in connection with the appointment of employees, labour inspectors
shall-
1. Be fairly impartial.
2. Have no direct interest in the establishments they inspect.
3. Pass a special test of professional ethics after completing a period of training
of at least three months.
Article 180
The Ministry of Labour and Social Affairs shall organise special courses for training
labour inspectors particularly in the following basics and principles:
1. Organizing inspection visits and making contacts with employers and
workers.
2. Auditing of records and books.
3. Showing employers how to interpret legal texts and the advantages of
applying such texts and assisting them in doing so.
4. industrial technology and means of protection against work-related injuries
and occupational diseases.
5. production efficiency and its connection with the provision of favourable
conditions for performance of work.
38
UAE Labour Law
Chapter XI: Penalties

Article 181
Without prejudice to any severer penalty provided for in any other law, a penalty of
imprisonment for a period not exceeding six months and/or a fine not less than three
thousand Dirhams but not exceeding ten thousand Dirhams shall be imposed on:
1. anyone who violates any of the imperative provisions of this Law or of its
executive regulations or orders.
2. anyone who obstructs, prevents or attempts to prevent, any official entrusted
with the implementation of the provisions of this Law or its executive
regulations or orders, from performing his duties, whether through actual or
threatened use of force or violence.
3. any official entrusted with implementation of the provisions of this Law, who
divulges, even after termination of his services, any work secret, patent right,
or other work method that came to his knowledge in his capacity as such
official.
Article 182
Enforcement of fine rulings shall not be stayed. A fine applicable to an employer for
an offence shall be multiplied by the number of workers against whom the offence
was committed, provided that the total amount of fine shall not exceed three times
the maximum limit of the prescribed fine. This Article shall be applicable to
violations committed against the following provisions and their respective executive
regulations and orders:
1. Violation of the provisions of Article 13.
2. Violation of the provisions of Sections Two and Three of Chapter Two.
3. Violation of the provisions of Chapter Three.
4. Violations of Articles 114, 124, 125,128, 129, 142, 144.
Article 183
Where an offence is committed before the lapse of one year from the date on which
judgment of the Court was pronounced in respect of a similar offence committed by
the same offender, the penalty may be doubled.
Article 184
Without prejudice to Articles 34, 41 and 126, penal proceedings shall be initiated
against the manager in charge of the firm; it may also be initiated against the firm
owner if there is reason to believe that he was aware of the facts constituting the
offence.
Article 185
If the employer fails to fulfill his obligations under this Law, the labour department
concerned may issue an order specifying the violation committed and instructing the
employer to remedy it within a specific period starting from the date of employer’s
notification. If the violation is not remedied within the specified period, the said
department shall carry out the required remedial work at the employer's expense and
recover such expenses by way of attachment.
Article 186
In applying the provisions of the Law and its executive regulations and orders, the
Labour Department shall, to the extent possible, refrain from initiating penal action
39
UAE Labour Law
until it extends advice and guidance to employers and workers who commit violations
against the Law and, when necessary, issues them written warning to remedy such
violations.
40
UAE Labour Law
Chapter XII: Concluding Provisions

Article 187
The Minister of Labour and Social Affairs shall issue resolutions naming labour
departments and offices entrusted with the application of this Law and specifying
their territorial jurisdiction.
Article 188
The heads of labour departments and inspectors of the Ministry of Labour and Social
Affairs shall have the status of judicial officers for the purposes of the application of
this Law and its executive regulations and orders.
Article 189
Any provision inconsistent with the provisions of this Law is hereby repealed.
Article 190
Without prejudice to the cases exempted from fees as specified in this Law, the
Minister of Labour shall issue a resolution fixing the fees payable for the issue of
licenses for employment agencies, employment visas and work permits and for
renewal and the issue of copies of these and other documents prescribed by this Law;
provided that the fee shall not exceed five hundred Dirhams
Article 191
The Council of Ministers, based on a proposal by the Minister of Labour and Social
Affairs, may adopt rules that are more favourable to National workers.
Article 192
The Minister of Labour and Social Affairs shall issue resolutions for the
implementation of the provisions of this Law. Ministers, each within his jurisdiction,
shall implement the provisions of this Law.
Article 193
This law shall be published in the Official Gazette and shall come into force 60 days
after its date of publication.
Zayed Bin Sultan Al Nahyan,

President of the United Arab Emirates
Issued at the Presidential Palace in Abu Dhabi
On the 6th of Jumada Al Aakhir, 1400 H,
Corresponding to the 20th of April 1980 G.
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UAE Labour Law

Federal Law No 8, For 1980, On Regulation of Labour

Chapter I: Definitions and General Provisions

Chapter II: Employment Of Workers Children And Women

Section I: Employment of Workers

Persons supplied by an employment agent or labour supplier shall, immediately upon

Section II: Employment of Children

Section III: Employment of Women

2. Executive managerial and technical staff.

Section IV: Rules Common to Employment of Children and Women

2. A child’s guardian or trustee, a woman’s husband or guardian, or a minor

Chapter III: Employment Contracts, Records and Wages

Section I: Individual Employment Contracts

Section II: Apprenticeship &Vocational Training Contracts

Section III: Records and Files

Section IV: Wages

Chapter IV: Working Hours and Leaves

SECTION I: Working Hours

However, in factories and workshops where work is organised in the form of

Section II: Leaves

Chapter V: Workers’ Safety, Protection, Health And Social

An employer may prescribe in the disciplinary regulation penalties to be imposed on

Chapter VI: Disciplinary Rules

Chapter VII: Termination and Severance Pay

Section I: Termination of Employment

If a worker is capable, notwithstanding partial disability, of performing other work

1. If the employer fails to honour his obligations towards the worker, as

Article 131 (repeated 1)

5. In this case, the thirty-day grace period referred to in paragraph 2 of this

Article 131 (repeated 2)

Section II: Severance Pay

severance pay or under the pension or insurance scheme, whichever is more

Chapter VIII: Compensation For Occupational Injuries

Chapter IX : Collective Labour Disputes

Chapter X: Labour Inspection

• Take sample(s) of materials used in connection with industrial or

Chapter XI: Penalties

Chapter XII: Concluding Provisions

Zayed Bin Sultan Al Nahyan,

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