U.A.E Ministry holds employers responsible for attesting standard contract

Under new standards, the Ministry holds employers responsible for attesting in the standard contract to the fact that workers have not been charged any recruitment fees. In 2015, the Ministry took steps to ensure the contracts workers are asked to sign are standardised, to prevent contract substitution and to promote clarity and transparency.
The Ministry of Human Resources and Emiratisation has published the first annual report entitled 'Workers Welfare Report 2015,' highlighting the labour rights in the UAE.

The 2015 report focuses on measures to ensure that all workers that come to the UAE "are recruited and employed equitably, safe in their place of work, and free to advance professionally and personally."

The publication of this report is part of a drive to increase transparency about labour issues, improve data reporting and ensure that discussion about the transnational labour mobility and economic development is frank and fair.

In a forward to the 2015 Report, Saqr Ghobash, Minister of Human Resources and Emiratisation, remarked that "The UAE’s workforce is our greatest asset: the driver for growth that enables economic diversification and secures the future for tomorrow’s generation."

Ensure Workforce Protected

"The Ministry of Human Resources and Emiratisation is committed to ensuring our workforce is protected and its dynamism is harnessed for the good of all. Therefore the ministry has launched a series of initiatives and resolutions to promote workers' welfare in the country, most notably, Standardising labour contracts in order to promote clarity and transparency for workers and employers," he added.

He further elaborated that the ministry launched new laws that "Enable workers to move freely between employers, as well as evaluating and reviewing every aspect of working in the Emirates from recruitment to housing and making significant reforms designed to ensure all workers are treated respectfully at all times, and able to report instances of maltreatment easily."

Legal Professionals to help Labour Disputes

The minister said that MOHRE has appointed 63 legal professionals to help resolve labour disputes, and trained 100 members of staff to facilitate the process of dispute resolution. The ministry has also implemented a new, dynamic smart inspection system to enable the inspectors focus their efforts on higher risk business establishments.

The report begins by describing the UAE’s exponential growth in recent decades as a global centre of commerce and tourism which has been achieved thanks to the hard work of millions of people from all over the world.

People from all corners of the planet travel to UAE to contribute to its growth, putting their skills to use to build and operate the institutions and infrastructure that are now the lifeblood of the national economy.

"The United Arab Emirates is proud to host such a diverse, eclectic population. Proud, too, that at a time of economic slowdown in many parts of the world, the United Arab Emirates continued to create jobs and offer opportunities for people to better themselves, and better the prospects of their families and home nations, which directly benefits some of the world’s poorest communities, enabling access to health and education, created sustainable societies, and raised standards of living in recipient countries".

The report goes on to say that UAE remains a young country undergoing dramatic change and huge economic growth. That brings significant challenges in terms of the management of the labour market.

It is vital, however, that all workers in the UAE enjoy employment protections that conform to the highest standards of international best practice and law, which is why the UAE Ministry of Human Resources and Emiratisation is at the forefront of driving reform to protect workers. Only by upholding the reputation of the nation as an equitable provider of employment and continue attracting the brightest and most skilled workers from around the world.

The protection of workers is fundamental to the ongoing work of the Ministry of Human Resource and Emiratisation, the report reads. Over the course of 2015, the Ministry undertook significant steps to ensure worker protection, including reviewing legislation and regulatory oversight, improving dispute resolution systems and increasing transparency.

"We can’t deny that many non-national workers have faced in the past many malpractices by recruitment agents. Consequently, the Ministry of Human Resources and Emiratisation has been cooperating with countries of origin to improve practices within the recruitment industry as a priority issue."

Monitor Recruitment Companies

The ministry continues to closely monitor the practices of recruitment companies and take immediate actions when violations take place. In 2015 the Ministry suspended the licences of recruitment agencies that violated recruitment practices.

Moving on to describe measures to enhance contract transparency, the report remarks that no employer in the UAE can engage workers against their will or on terms that do not meet the UAE labour standards. All employment contracts in the UAE must be consensual by nature and both parties have the right to terminate an employment contract at any time, in accordance with the terms and provisions of the contract.

Standard Contract, Employers Responsibility

Under new standards, the Ministry holds employers responsible for attesting in the standard contract to the fact that workers have not been charged any recruitment fees. In 2015, the Ministry took steps to ensure the contracts workers are asked to sign are standardised, to prevent contract substitution and to promote clarity and transparency.

The Ministry launched a package of reforms designed to promote transparency regarding fixed-term and unlimited contracts. Henceforth, no non-national worker can be recruited from overseas for employment in the UAE until he or she has been presented with a standard job offer that conforms to the UAE Standard Employment Contract (SEC).

The standard job offer is available in eleven languages and must be signed in the employee’s country of origin before his or her work permit can be processed. The Ministry also works to ensure that all workers obtain a copy of UAE employment law without charge, so that they know their rights.

The Report goes on to assert that the UAE has struck partnerships with international organisations, and works closely with the governments of labour sending countries to ensure that their citizens are protected while in the UAE.

Report Ensuring Worker Welfare

The report elaborates that the Ministry of Human Resources and Emiratisation recognises that "A vital step in ensuring worker welfare is making sure workers are aware of their labour rights."

The Ministry ensures that workers throughout the country have easy access to government representatives at conveniently located Labour offices. Workers are encouraged to visit a Labour office at any time to report concerns or to ask for guidance on any issue. There are five Labour offices in the UAE: two in Abu Dhabi, two in Dubai and one in Sharjah.

Additionally, Ministry representatives carry out frequent site visits to promote awareness of worker rights. In the summer of 2015, the Ministry’s Guidance department made thousands of site outreach visits to stress to workers and employers the importance of the midday break for worker welfare. The meetings were also a useful occasion at which to listen to worker concerns regarding heat exhaustion and employment conditions.

During such visits, the Ministry printed out and distributed thousands of awareness-raising posters highlighting the dangers of midday work, translated the ministerial resolution ‘Prohibiting midday work’ into ten languages and published the resolution on the Ministry’s website. The Ministry has also translated the administrative resolution Number 60 detailing midday working hours law into three languages.

Dubai Workers Can Claim Their Rights Legally: Trust in Legal Channels

This article from 2016 highlights the steps taken by Dubai Police and Dubai Municipality to increase awareness of workers' rights and improve workplace conditions, particularly in reducing stress caused by delayed wages.¹

While the core principle—that workers should know and use legal channels to resolve disputes—remains the focus, the methods, authorities, and legal frameworks in the UAE have been significantly updated since 2016.

Here is an analysis of the key points from the article, with modern context and current procedures:

⚖️ Workers' Rights and Dispute Resolution in the UAE: An Update

The 2016 article detailed the efforts of Dubai Police (Human Rights Department) and Dubai Municipality in addressing worker grievances, particularly regarding delayed wages.² Since then, the Federal Decree-Law No. 33 of 2021 (the UAE Labour Law) and subsequent ministerial resolutions have solidified and streamlined the process, giving the Ministry of Human Resources and Emiratisation (MoHRE) the central role.³

1. Authority for Labour Disputes

2016 Context	Current (2025) Procedure and Authority
Dubai Police Human Rights Department's Temporary Employment Conditions Control Section handled complaints and had a "free line" and "smart app" for workers.	The primary authority is the Ministry of Human Resources and Emiratisation (MoHRE). MoHRE handles labour complaints for the private sector (excluding some Free Zones) through: * Toll-Free Call Center: 800 84 (Labour Claims and Advisory) or 600 590000 (General Inquiries). * MoHRE Website/App: Dedicated e-services for filing complaints, including a confidential "My Salary Complaint" option.
Goal: Build trust and prevent workers from resorting to unlawful methods (like strikes).	Goal: Resolve disputes amicably, enforce the law, and ensure swift resolution (conciliation within 14 days is the target, sometimes faster in Dubai).

2. Protection Against Delayed Wages (WPS)

The article noted that delays in giving wages were the top cause of stress, and compensation for delayed wages amounted to Dh319 million (2009-2015).⁴ This issue is now strictly managed by the Wages Protection System (WPS).⁵

• Legal Mandate: Employers must pay wages through the WPS.⁶ The salary is considered delayed if not paid within 15 days of the due date (unless the contract specifies a shorter period).⁷
• Penalties: Failure to comply with WPS within the allowed grace period subjects the company to strict penalties, including fines, warnings, suspension of new work permits, and potential referral to the Public Prosecution.⁸
• Complaint: Workers can file a confidential "My Salary Complaint" through MoHRE to report non-payment without their identity being immediately disclosed to the employer.⁹

3. Resolution Time and Trust

The article highlighted that complaints were addressed within 45 minutes of receipt and that trust had increased to 93% by 2015.¹⁰

• Current Resolution: MoHRE now has the authority to issue final and binding decisions in labour disputes where the claim value is less than AED 50,000.¹¹ This dramatically speeds up the resolution process for most workers' complaints by bypassing the lengthy court procedures.¹²
• Court Exemption: Workers are exempt from paying judicial fees for labour claims that are less than AED 100,000.¹³

4. Ongoing Awareness

The importance of awareness campaigns mentioned by Lt Colonel Al Helli and Dubai Municipality remains crucial.

• Modern Channels: Awareness and support for workers are now widely provided through MoHRE's multilingual digital platforms, smart apps, and continuous outreach initiatives by local police and government entities (like the "Worker's Welfare" initiatives often cited by Dubai Police). These campaigns continue to focus on legal rights, duties, safety, and available communication channels.¹⁴

The core message remains the same: the UAE legal system provides robust, accessible, and increasingly efficient channels for workers to claim their rights, particularly concerning timely salary payments, which has significantly reduced the need for unlawful actions.

Would you like me to look up the current MoHRE penalties for repeated salary delays under the Wages Protection System?

 

Saudi Arabia Introduce Green Card within Five years

Saudi Arabia will introduce a "green card" system within five years to allow resident expatriates in the kingdom to have more rights in order to improve its investment climate, Deputy Crown Prince Mohammed bin Salman said on Monday.

Speaking in a television interview, he said planned sweeping reforms, of which the proposed green card is one, will be implemented even if oil prices rise back above $70 a barrel and pledged to end Riyadh's dependence on crude revenue by 2020.

The Saudi government on Monday approved a plan for vast economic reforms dubbed ‘Saudi Vision 2030’ to substantially reduce the Opec powerhouse’s reliance on oil, the official SPA news agency reported.

New law to protect Investors Trust in Dubai’s Financial Market

Dubai: His Highness Shaikh Mohammad Bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai, in his capacity as Ruler of Dubai issued Law No (4) of 2016 on the Dubai Economic Security Centre,new law to safeguard investors and to ensure Dubai’s financial stability.

The centre aims to maintain Dubai’s position as a global financial and economic hub, ensure its financial stability and protect its investments from crimes that may harm its economy.

The new law seeks to ensure the proper implementation of international best practices in Dubai’s financial markets, protect investors from risks, combat illegal and harmful activities, and predict and manage risks and negative economic trends that can jeopardise the stability of the market and the national economy.

The new law will enhance investors’ trust in Dubai’s financial markets and encourage them to use Dubai as a hub for their businesses, contribute to ensuring the integrity of procedures related to financial operations, and encourage market players to actively combat activities that can affect economic security and increase awareness about threats that such activities might pose.


Centre’s authority

Entities subject to the centre’s authority include local government bodies that are guaranteed minimum profit by the government as well as those that are subsidised by the government and any company or institution licensed to engage in economic activity in the emirate, including licensed companies operating in special development zones, free zones including the Dubai International Financial Centre.

The centre will also have oversight over charities operating in the emirate as well as any institution that is required to be monitored by the centre as per a decision of the Chairman of Dubai Executive Council.

The new law also defines the roles and responsibilities of the Dubai Economic Security Centre, which include: combating corruption, fraud, crimes, bribery, embezzlement, destruction of public property, forgery, counterfeiting, money laundering , terrorism financing, illegal organisations or other crimes that may be committed by entities that are under the jurisdiction of the Centre.

The law authorises the centre to monitor and analyse economic phenomena in the emirate and reduce any potential negative impact; monitor abuses, financial irregularities, financial markets, institutions, commercial sectors and free zones in Dubai; supervise trading of currencies, commodities, precious metals and listed and unlisted trading securities; supervise donations sent or received by charities; develop rules and procedures to prevent interactions with individuals or organisations involved in terrorism, or with any individual who maintains contacts with these organizations.

Reviewing legislation

As per the law, the Dubai Economic Security Centre is tasked with proposing and reviewing legislations related to the supervision of financial and economic activity in the emirate, preparing specialised studies on the financial and economic affairs of the emirate in order to enhance economic and investment awareness, in addition to providing recommendations in this regard; providing support and advice on the economic security of entities under its jurisdiction upon request; providing training programmes; and preparing reports on important issues affecting the economic security of Dubai for submission to the Chairman of the Dubai Executive Council.

Furthermore, the centre is tasked with the development and publication of reports and periodic statistics on the financial and economic status of the emirate, participation in councils and committees focused on Dubai’s financial and economic affairs, following up on criminal proceedings that may impact the emirate’s economy, and combating activities and practices that may have a detrimental impact on the emirate’s economy and its resources.

The new law stipulates that the executive arm of the centre will have an Executive Director and will be staffed by a number of administrative, financial and technical employees. The law also outlines the roles of the Executive Director, who will be appointed by the Chairman of the Dubai Executive Council.

The new law enables the Centre to coordinate with concerned authorities to carry out its responsibilities and tasks such as supervision, research, investigation, information gathering, taking preventive measures, data and information exchange, financial and administrative auditing, as well as recording crimes and offences in accordance with the provision of this law.

The centre will also provide protection and ensure the safety of individuals collaborating with it for the purpose of maintaining the economic security of the emirate by not disclosing information about the identity and whereabouts of the collaborator. 
For the purposes of this Law, providing information on matters affecting the economic security of the emirate shall not be considered a violation. Any person providing the information shall not be subject to any legal or disciplinary action unless proven to be providing false information.

The new law outlines the penalties for violations of its provisions. Disclosure of information or data that is considered confidential as per the Law could bring imprisonment of up to a maximum of one year and a minimum of three months, apart from a fine of up to Dh50,000 and a minimum of Dh10,000. Any person who violates the provisions of this law will incur a minimum fine of Dh10, 000 and a maximum fine of Dh500, 000.

The law requires concerned individuals and entities to fully cooperate with the Centre in order to enable it to fulfill its mandate without hindrances. 
The new law annuls any other legislation that contradicts or challenges its provisions. The new law shall be published in the Official Gazette and is valid from the date of its publication.