UAE implemented a new UAE labour law on 2 February 2022 (replacing the Federal law of 1980) governing the employees working in the private sector.
As a result, significant changes occurred in the new laws and every organization had to amend these new laws. The significant changes that occurred were a result of challenges and needs that labour felt in the UAE over recent years. Additionally, the new UAE labour law reflects UAE’s government mindset to implement a regulatory framework aligned with global standards.
Scope of the new UAE Labour Law
The new law will apply to all employees and employers working in the private sector of the UAE. It will exclude those employees who are working in federal and government organizations, members of the armed forces, police and civil services and domestic employees of UAE or decrees carve out expectations to the Provision of Law.

Significant changes occurred in UAE Labour Law
1. Change in Work Model
- Part-time work: Under this model, employees can work with one or more employers for a specific number of hours. This model provides flexibility to employees to work with more than one employer and manage their other tasks along with it.
- Temporary work: Under this model, employees are hired for a specific task or specific duration of time. Employees are hired for a temporary period under this model.
- Flexible work: Under this model, employees are assigned a particular work or task and they can perform it remotely at their convenience.
All these work models were introduced under the new law and all the benefits and terms and conditions are explained under the law.
Most importantly, the new law has provided employers with additional benefits to meet all the recruitment needs of labour. It provides flexibility to employees who seek non-traditional models of working.
2. Introduction of new visa categories
3. Employment Contracts
4. Scope of employee’s work
- Employee’s written consent stating their revised scope of work
- Additional responsibility or work that is assigned should be updated in the employment contract within 90 days.
- According to this, the employer can neglect to do the task or work assigned which is different from the employment contract.
5. Covenant not to disclose
6. Non-discrimination clause
- Employers are required to provide equal payout to all employees whether they are male or female.
- Employers must protect employees from harassment and violence
7. Leave
- Maternity leave will be provided to female employees for 60 days of which 45 days will be full paid leaves and 15 days would be half-day leaves.
- Employees are entitled to 5 days of leave in case of the death of their close ones (bereavement leave).
- Employees who have completed 2 years of service shall be entitled to ten working days’ leave if they are enrolled in any certified educational institute in UAE.
- Five working days of leave should be provided as paternity leave.
8. Workplace regulation
9. Financial exposure & disciplinary penalties
- Written notice to that employee
- Warning letter
- Payout deduction from monthly salary
- Temporary suspension from work
- Denial of promotion or appraisal
- Dismissal from service
10. Introduction of unemployment insurance scheme
Wrapping up
In order to be compliant with changes in UAE Labour Law one can make use of Zimyo Payroll Software. Payroll compliance or statutory compliance plays an important role in any organization and every organization has to abide by these laws.
Zimyo payroll is an end-to-end HR service provide which also has Payroll Software among its 40+ modules. Zimyo runs a swift and error-free payroll in minutes. Zimyo takes care of your compliance requirements like PF, ESIC, Professional tax, TDS, EDLI, etc. Moreover, you can create reimbursement approval workflow to let employees claim expenses reimbursement accurately.
The recent changes in UAE Labour Law was the result of issues faced by employees in UAE. So they made various amendments in the existing Labour Law of 1980. The major changes include change in work models and various workplace regulations.
In order to be compliant with changes in UAE Labour Law one can make use of Zimyo Payroll Software. Payroll compliance or statutory compliance plays an important role in any organization and every organization has to abide by these laws.
Zimyo payroll is an end-to-end HR service provide which also has Payroll Software among its 40+ modules. Zimyo runs a swift and error-free payroll in minutes. Zimyo takes care of your compliance requirements like PF, ESIC, Professional tax, TDS, EDLI, etc. Moreover, you can create reimbursement approval workflow to let employees claim expenses reimbursement accurately.
The recent changes in UAE Labour Law was the result of issues faced by employees in UAE. So they made various amendments in the existing Labour Law of 1980. The major changes include change in work models and various workplace regulations.