Employment & Labour Law Services in Dubai

Federal Decree-Law No. 33 of 2021 is the labour law that governs every private sector employment relationship in the UAE. Enacted in November 2021 and enforced from February 2022, it replaced 40 years of prior legislation. Multiple amendments, resolutions, and decisions have followed this since 2022, and the most recent one took effect in August 2024. Under this Decree-Law, contracts must contain mandatory particulars as prescribed by MoHRE , wages must be paid correctly, and workplace rights must be respected. The labour laws for mainland company employment and free zone company employment vary in certain aspects. However, all disputes must go through MoHRE, and nationals and expatriates are both covered if you work for a mainland company. For freezone employees, dispute complaints must be registered through the JAFZA customer service department or freezone administration portals. If they are unable to achieve a settlement through these options, they can go through MoHRE.

If you are an employee dealing with a termination, a payment dispute, or a workplace rights issue, we at Samira Al Zarooni Advocates & Legal Consultants can help. What you do at the MoHRE stage is crucial and getting early help can be the key to turning the outcome in your favour. If you’re an employer managing contracts, internal policies, and compliance duties, early advice can help you get everything right so problems don’t arise. 

Our employment & labour lawyers in Dubai handle workplace matters right from the contract stage to full litigation. We advise you on MoHRE labour contracts and employment agreements, manage disputes, and represent you in Ministry proceedings and before Dubai courts.

UAE Labour Law: Scope, Principles, and MoHRE Regulation

Here are some key facts you must know about the UAE employment law and labour regulations.

Who Is Covered by UAE Labour Law?

Federal Decree-Law No. 33 of 2021 applies to all private sector employees in the UAE, including nationals and expatriates. Government staff, military personnel, police officers, and domestic workers operate under separate regulations. If you work for a mainland private company, this legislation covers your employment regardless of nationality or country of origin. Free zone workers may face different or additional rules depending on the applicable zone authority.

Key Legal Principles (Contracts & Rights)

Every employment contract in the UAE must now be fixed-term. They can be for any tenure like 1 year, 2 years or more, but they must be fixed at that tenure. Indefinite agreements are no longer valid as per Federal Decree-Law No. 33 of 2021. Your MoHRE labor contract must define your wage, role, working hours, notice period, and end-of-service entitlements. Any clause that removes or limits your statutory rights is void, even if you signed it willingly. The law sets a bare minimum requirement: you and your employer can agree to more, but never to less.

Role of the Ministry of Human Resources & Emiratisation (MoHRE)

MoHRE oversees and enforces UAE employment law across the private sector. It registers labour contracts through its system, issues work permits, and handles workplace complaints. Under changes effective from January 2024, MoHRE can issue final, binding decisions on disputes where the claim does not exceed AED 50,000, however the decisions are still subject to applicable appeal procedures prescribed by law. For higher-value matters, it mediates first and can refer the case to a relevant court if no agreement is reached. Getting employment law advice before filing any claims is important to save your case from getting dismissed due to improper documentation and due diligence.