UAE Guidance to Employers

Health and safety  

With the ongoing situation across the region, we wanted to provide you with our employment guidance and key considerations during this time of uncertainty.

We appreciate that this is a difficult time for all employers. Naturally, the health and safety of staff members is the main priority, but secondary to this, we appreciate that you will want to ensure the continuity of business operations so far as possible.

We are sure that you will be in regular contact with your staff, acknowledging and appreciating the impact that this will be having on them and their family members. The offer and availability of HR support/employee assistance for those suffering from anxiety, stress and the difficult challenges for some with working from home, is obvious but so important particularly when there is a large degree of uncertainty at this early stage.

Official guidance

In line with official guidance issued by the Ministry of Human Resources and Emiratisation (MoHRE) on Sunday 1 March 2026, all private-sector companies should already have switched to remote operations and taken the necessary measures to avoid the presence of staff in open spaces (with the exception of vital and essential roles that require physical attendance). This order was time-limited to Tuesday 3 March 2026, but it is clear that this continues to apply so we would advise that companies continue to comply with this guidance, in addition to any emergency business continuity plans and/or internal protocols as applicable.

For those based in the DIFC, their guidance similarly requests that DIFC community members continue to monitor and adhere to any further guidance issued by Dubai and UAE Governments, with any foreign nationals in the region encouraged to consult and follow guidance issued by their respective home authorities, including any relevant travel advice.

Employee requests

Though Ramadan working hours (where applicable) should continue, there may be cases where staff feel unable to work or wish to be repatriated. In such cases, we would advise that open conversations are had about individual needs, and referrals are made to the appropriate support systems and teams. You may wish to remind employees of their paid annual leave and sick leave entitlements, and we would advise that a compassionate approach is taken to any specific requests even though there is clearly no right for staff to reduce working hours unless there is a genuine medical requirement. Further, though employees have no legal right to be repatriated, if there are extenuating circumstances, you may wish to consider facilitating this on a case-by-case basis, particularly where the role may allow them to continue to work remotely from another jurisdiction albeit this is subject to ensuring compliance with local employment and tax laws.

Business as usual

As far as possible, we all want to ensure an environment of support so that business continuity is maintained. Payroll continues as normal of course. Reminders regarding privacy and confidentiality protection policies whilst working remotely are sensible as there is always a greater risk of cyber related breaches in these circumstances.

For employees wishing to travel from or to the region, you should ensure you have up-to-date risk assessments and contact details, as well as clear and consistent protocols for evacuation or relocation, and ensure the latest travel guidance is complied with.

Should you need support on any of the above, or require more specific advice, please contact Michael Powner.