Remote Work Revolution in the UAE

Remote Work in the UAE: What It Means for Employers and Employees

The labor market in the United Arab Emirates has undergone significant transformations in recent years. The remote work solutions introduced during the pandemic not only provided temporary answers to the challenges of lockdowns but also initiated long-term structural changes. Dubai and the entire business sector of the country are increasingly open to flexible working models, be it partial or full remote work implementation. However, this is not merely a matter of internal company decisions – current labor regulations strictly define the framework.

Legal Basis for Remote Work in the UAE

The amendments to the UAE's federal labor law issued in 2022, particularly the Cabinet Resolution No. 1 concerning the implementation of Federal Law No. 33, clearly regulate the application of remote work. According to Article 5 (1), the employer and employee can mutually agree that the work is carried out remotely, either partially or entirely, through electronic communication. This applies to both part-time and full-time employment.

Role of the Employment Contract: Everything Must Be in Writing

One of the prerequisites of remote work is that the method, duration, and location of the work should be recorded in writing – either in the original employment contract or in an official amendment to it. As per the regulations, the contract must include the following data:

- employer's name and address,

- employee's name, date of birth, and qualifications,

- job position and start date,

- work location,

- working hours and break times,

- probation period, if applicable,

- salary and ancillary benefits,

- annual leave entitlement,

- notice period,

- and any other data prescribed by the Ministry of Human Resources that organizes the legal relationship between the two parties.

The contract can be freely supplemented with new elements, provided they align with legal provisions. Should the parties decide to convert the current contract into a remote work legal relationship, all previous obligations must be settled, and the conversion must be carried out according to the procedure specified by the ministry.

Regulation of Working Hours and Work Performance in Remote Work

The legislation does not exclude the possibility for the employer to prescribe specific working hours for the employee working remotely. According to Article 17 (6) of Federal Law No. 33 of 2021, the employer can determine the working hours if the employee wishes to work remotely – whether within or outside the UAE.

This means not all remote work equals total flexibility. The employer may require that the employee be available and perform tasks within a predetermined time interval, which can be especially important for customer relations or teamwork.

Remote Work Options: Part-Time, Hybrid, and Full Remote Work

Remote work applicable in the UAE does not only mean entirely remote positions. The regulation allows for partial remote work, or the hybrid model, where the employee spends a few days a week in the office and a few at home. The chosen model depends on the nature of the job, availability expectations, and, of course, the agreement between the parties.

Why Is It Worth Officially Recording the Terms of Remote Work?

The benefits of remote work are undeniable – cost savings, time savings, more flexible work schedules – but it also carries risks if not properly documented. One of the most important arguments for a written agreement is that it is the only way to ensure the protection of employee rights, and the employer can legally demand certain obligations.

The official contractual form, which must be recorded in the Ministry of Human Resources' system, also ensures that during an inspection, the company complies with the regulations. This is particularly important for mainland companies in Dubai, where regulatory compliance is crucial for renewing the operating license and ensuring long-term business sustainability.

Consideration: Introducing a Separate Remote Work Policy

If a company intends to extend the possibility of remote work to several employees, it is advisable to develop a separate company policy or internal guideline. In this, criteria for performance evaluation, conditions for work location (e.g., internet connection, data protection), and occupational safety regulations related to remote work can be laid out.

Closing Thoughts: Remote Work – Opportunity or Challenge?

Remote work in the UAE is a legally supported and officially recognized form of employment that is being introduced by an increasing number of businesses. However, it is essential not to overlook the fact that the basis for successful implementation is a clear, written agreement, legal compliance, and mutual trust.

Whether considering the introduction of full remote work or just experimenting with a hybrid model in your company operating in Dubai, the key is thoughtful planning and official contract conclusion. If necessary, it is advisable to seek expert advice to ensure all legal requirements are met in accordance with the chosen business model.

(Source: Ministry of Human Resources and Emiratisation's statement.)