UAE: Practical Considerations for Employers Managing Employees in the Region

Many international businesses have employees working in the UAE and are understandably considering what steps, if any, they should be taking in light of the current regional situation.

Below we set out the current legal position and practical considerations on how to approach the situation and employee requests and communications.

Legal Position

At present, the position under UAE law remains unchanged.

The UAE authorities have issued advisory guidance only. There are no mandatory restrictions, no evacuation orders, and no changes to employment or health and safety legislation arising from recent developments.

Employers are not legally required to evacuate staff, nor are they obliged to permit employees on UAE contracts to leave the country.

Employer Flexibility is Advised

For many residents, day‑to‑day life is continuing broadly as normal, and there has been no employment specific guidance from the authorities on working arrangements.

In practice, employer responses are varying. Many organisations are offering increased flexibility, including remote working or discretion over office attendance, and some are agreeing to temporary departures on a case‑by‑case basis as an employee relations or reputational measure rather than a legal requirement.

Taking a cautious approach to mandated office attendance, particularly in areas such as the DIFC and Abu Dhabi Global Market is advisable.

Dealing with Employee Requests

We recommend taking a pragmatic and sensitive approach towards employee requests and communications.

Employee concerns should be considered individually, on a case-by-case basis, taking account of personal circumstances, while making clear that any arrangements are temporary and do not represent a permanent change to the contractual place of work.

Communications with staff should be measured, supportive and consistent, and employers should be cautious about setting fixed parameters or return dates in the absence of clear government guidance.

In Summary

While the legal framework has not changed, decisions around flexibility, travel and working arrangements are ultimately commercial and reputational judgments for each business to make.

Employers who balance legal compliance with clear communication and empathy are generally best placed to manage both operational risk and employee relations during periods of uncertainty.

We continue to monitor developments closely and will share updates if the position changes.

This is a high-level general update only. Legal advice should be obtained on specific circumstances.