UAE employment rights & labour disputes
Legal advice for employees and employers in the UAE on employment contracts, workplace rights, labour complaints and the appropriate dispute-resolution process.
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Establish the applicable employment framework
An employment dispute begins with identifying the employer, the employment relationship and the law that governs it. For much of the UAE private sector, the starting point is Federal Decree-Law 33 of 2021, as amended, and its implementing provisions. Contractual terms must be considered alongside the protections provided by the applicable law.
The Dubai International Financial Centre and Abu Dhabi Global Market have distinct employment regimes. Domestic workers and government employees also fall under separate frameworks. A free-zone address alone does not determine which rules or complaint procedure apply.
How the firm can assist
Hyam El Hachem Law Firm can review the employment documents, clarify the issues in dispute and prepare a proportionate course of action. The mandate may cover negotiations, complaint preparation and coordination with appropriately authorised local counsel where proceedings require it.
- Employment contracts, remuneration, working arrangements, leave and overtime entitlements.
- Workplace complaints concerning discrimination, harassment or other alleged breaches of employment obligations.
- A documented claim or response, settlement proposals and the applicable Ministry of Human Resources and Emiratisation procedure.
- Employment contract, amendments and the employer’s registered name.
- A chronology of the issue, relevant correspondence and any complaint reference.
- Payslips, leave records and any notice or proposed settlement.
An initial outline is enough. Detailed records can follow through a process agreed with the firm.
Questions clients often ask
Does the same employment law apply throughout the UAE?
No. The applicable regime depends on the employment relationship and jurisdiction. DIFC, ADGM, domestic employment and public-sector employment require separate analysis. Identify the employer and work location in your initial enquiry.
Can the firm assist an employee or an employer?
The firm can assess a proposed mandate for either an employee or an employer, subject to a conflict check. The first step is to identify the obligations, evidence and appropriate forum before deciding how to proceed.
Define the mandate
Clarify your objectives, the jurisdictions involved and any immediate deadline.
Review the legal position
Examine the relevant documents and identify the decisions requiring advice.
Agree the next steps
Set out the work, professional responsibilities and practical sequence.
Experience with a personal point of contact
Hyam El Hachem is an Attorney at Law with the Beirut Bar Association. Following her training at Awada Tyan Law Firm, she established her own firm in 1996 and expanded her practice to the UAE in 2005.
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