The Hidden Dangers of Buying Residence Visas in the UAE

Fake Visas in the UAE

In recent years, a troubling trend has emerged — the sale of residence visas. On the surface, these visas may appear legitimate, issued by the UAE government and offering what seems like a simple route to residency. However, in many cases, they are obtained through false, improper, or illegal means. This creates serious legal, financial, and even criminal risks for the individuals involved.

Understanding how these schemes operate, the legal framework governing residence visas, and the potential consequences is essential for anyone considering such an arrangement.

The Legal Basis for Obtaining a UAE Residence Visa

Under Federal Decree-Law No. 29 of 2021 on Entry and Residence of Foreigners, and its implementing regulation — Cabinet Resolution No. 65 of 2022 — a residence visa can only be issued if the applicant qualifies under one of the legally recognised sponsorship categories. These include:

  • Employment Visa: This must be sponsored by a licensed company and reflect an actual job role registered with the Ministry of Human Resources and Emiratisation (MOHRE). The position, salary, and duties must correspond with the details on the labor contract.
  • Family Visa: A UAE resident may sponsor immediate family members, provided that income and accommodation requirements are met.
  • Property Owner Visa: Available in certain emirates to property owners whose property value typically exceeds AED 750,000.
  • Golden Visa: A long-term residence permit granted to investors, highly skilled professionals, and individuals with exceptional talents, under Cabinet Resolution No. 56 of 2018, as amended by Cabinet Decision No. 65 of 2022.
  • Investor/Partner Visa: For shareholders or owners of licensed UAE businesses, supported by valid incorporation documents and proof of ownership.

Any visa issued outside these frameworks — or without meeting the relevant requirements — is improper and potentially unlawful.

Common and Risky Improper Visa Arrangements

1. Purchasing an Employment Visa Without Real Employment

One of the most widespread illegal practices involves individuals paying for an employment visa from a UAE-based company without ever actually working for that company. In some cases, this is arranged informally through friends, acquaintances, or so-called “agents.”

While the visa may be genuine in the sense that it is issued by UAE authorities, it is based on false information — namely, fictitious employment.

Under UAE law, this is a serious offence. Article 6 of Cabinet Resolution No. 1 of 2022 requires that employment-based residence permits reflect actual employment. Federal Decree-Law No. 33 of 2021 (the UAE Labor Law) further mandates the existence of a valid labor contract, the regular payment of salary through the Wages Protection System (WPS), and proof of actual work being performed.

The penalties under Cabinet Resolution No. 21 of 2023 can be severe:

  • Fines of AED 50,000 per employee for employing a worker without a valid permit.
  • Fines of AED 50,000 for issuing or using a work permit for a non-existent job.
  • Increased fines for repeat offences, potential suspension of the company license, and immigration penalties such as visa cancellation and blacklisting.

In addition to financial consequences, individuals can face deportation orders and criminal prosecution.

2. Receiving a Visa Through a Company You Do Not Control

Another common — and often more complex — scheme involves issuing visas through a company that the visa holder does not actually manage or control.

There have been cases where individuals, seeking an easy route to residency, pay for what is marketed as a comprehensive “visa assistance” package. Without their knowledge, mainland companies are incorporated in their names — often as sole establishments, which offer no limited liability protection. A third-party “manager” is appointed without their consent, and these companies are then used to issue employment visas to unrelated individuals.

When such arrangements inevitably unravel, those named as the company owners can find themselves trapped in a web of obligations. These may include:

  • Dozens of employees registered under their companies, sometimes with high declared salaries.
  • Expired company licenses and unpaid renewal fees.
  • Immigration and labor compliance violations.
  • Liability for employee claims and visa overstay penalties.

This type of situation demonstrates how a seemingly simple visa application can escalate into significant legal and financial exposure when proper due diligence is not carried out.

Why Liability Does Not Disappear with an Expired License

A common misconception is that once a company license expires, the obligations end. In reality, this is not the case. Even with an expired license, the company owner may still be responsible for:

  • License renewal fees.
  • VAT and corporate tax filings under Federal Decree-Law No. 47 of 2022.
  • Ongoing compliance with MOHRE’s Wages Protection System.
  • End-of-service benefit settlements for employees.
  • Visa overstay fines.

For sole establishments, these liabilities extend to the owner’s personal assets, as there is no corporate shield.

Legal Action Against Agents — The Practical Reality

It is theoretically possible to take legal action against agents, middlemen, or service providers who orchestrate these arrangements. However, the practical challenges are significant:

  1. Identifying the perpetrators: Often, the person the victim dealt with directly is not the legal party responsible.
  2. Proving the connection: Establishing a clear link between the agent, the company, and the victim can be difficult without proper documentation.
  3. Proving lack of consent: Demonstrating that company formation or employment activities were carried out without the victim’s consent often requires substantial evidence, such as expert reports and witness testimony.
  4. Pursuing criminal and civil cases: While a criminal case may result in fines or jail time for the perpetrator, it does not secure compensation. Civil claims for damages are a separate, often lengthy, process.

Many of these schemes are designed to collapse before victims can respond, with perpetrators closing operations, emptying bank accounts, and leaving the country.

How to Protect Yourself

The best defence against these situations is prevention. Before committing to any visa arrangement:

  • Understand the visa type and legal basis: Ensure it falls under one of the recognised categories.
  • Verify your sponsor: Whether a company, family member, or property ownership, confirm their legitimacy.
  • Demand full documentation: Always obtain and retain copies of trade licenses, contracts, and official correspondence.
  • Seek professional advice: Engage licensed lawyers or compliance specialists to review arrangements before signing.

Residency in the UAE should be pursued through legitimate, transparent, and verifiable means. Shortcuts that promise quick results without proper legal grounding often carry long-term consequences that far outweigh any perceived convenience.

Final Word

If a visa arrangement seems too easy, too fast, or is explained vaguely, it is a warning sign. In the UAE, what looks like a straightforward residency solution could instead be a legal liability — one tied directly to your name and passport number.

Always rely on qualified professionals and approach residency matters with caution. Doing so will protect not only your legal status but also your financial security and peace of mind.

Drone Laws in the UAE

Drone laws in the UAE

Drones, or unmanned aircraft systems (UAS), have become an integral part of modern life, transforming how we deliver goods, monitor infrastructure, and even capture breathtaking aerial views. From delivering medical supplies to remote areas to enhancing public safety through real-time surveillance, drones offer innovative solutions across industries. However, their rapid proliferation and increasing complexity demand a robust and adaptive legal framework to ensure safety, privacy, and operational efficiency.

In the UAE, where innovation and progress are at the forefront, the need for clear, up-to-date regulations is particularly critical. The introduction of Civil Aviation Regulation (CAR) Airspace Part Uspace by the General Civil Aviation Authority (GCAA) represents a significant step in addressing these challenges, providing a structured approach to managing UAS navigation services while fostering technological advancement.

Enacted pursuant to the authority of Federal Decree-Law No. 28 of 2023 on Civil Aviation, CAR Airspace Part Uspace builds upon the foundational principles established by Federal Law No. 20 of 1991 on the Regulation of Civil Aviation, as amended. The 1991 law, which initially established the GCAA and its mandate to regulate aviation safety and airspace management, continues to provide complementary legal authority for general aviation governance that intersects with UAS operations.

Legal Framework: CAR Airspace Part Uspace

CAR Airspace Part Uspace prescribes a detailed licensing and compliance regime for air navigation service providers (ANSPs) providing navigation services for UAS. The regulation delineates the following core obligations:

  • Certification and Audit Processes: ANSPs must undergo a rigorous certification process, including initial assessments and periodic audits to verify compliance with GCAA safety and operational standards. Certification requirements include submission of operational manuals and safety protocols.
  • Training and Competency Standards: Personnel engaged in UAS navigation services must complete GCAA-approved training programs and demonstrate ongoing competency in airspace management, emergency response, and UAS-specific technologies.
  • Safety Management Systems (SMS): ANSPs are required to implement robust SMS frameworks, incorporating risk assessments, incident reporting, and mitigation strategies to ensure operational safety. The SMS must align with International Civil Aviation Organization (ICAO) standards.
  • Quality Assurance: Continuous quality assurance mechanisms, including performance monitoring and compliance audits, must be established to maintain service reliability.
  • Infrastructure and Scalability: ANSPs must develop plans for scalable infrastructure to support urban air mobility (UAM), including integration with manned aviation air traffic management systems and future vertiport networks.
  • Post-Certification Oversight: The GCAA retains authority to conduct inspections, impose sanctions (including fines up to AED 200,000 for non-compliance), and revoke certifications for violations of regulatory standards.

Comprehensive Legal Framework Governing UAS in the UAE

UAS operations in the UAE are subject to a multifaceted regulatory framework comprising federal legislation, cabinet resolutions, and emirate-specific guidelines. The principal legal instruments include:

  • Federal Decree-Law No. 28 of 2023 on Civil Aviation: Establishes the overarching framework for aviation governance, vesting the GCAA with regulatory authority over UAS and other aviation activities.
  • Federal Law No. 20 of 1991 on the Regulation of Civil Aviation, as amended: Provides foundational authority for the GCAA’s mandate and continues to govern general aviation matters, such as airspace management, that complement UAS-specific regulations.
  • Federal Decree-Law No. 26 of 2022 on the Regulation of Unmanned Aircraft: Prescribes specific requirements for UAS ownership, operation, registration, and airspace access, including restrictions in controlled zones.
  • Cabinet Resolution No. (110) of 2023 on the UAE Scheme for Unmanned Aircraft Systems: Regulates the import, distribution, manufacturing, and certification of UAS, mandating a Certificate of Conformity and requiring compliance within a 180-day grace period from November 6, 2023. The resolution also mandates tracking systems for all UAS to enhance traceability and safety.
  • GCAA CAR Part VIII, Subpart 10: Governs UAS operations, including licensing categories (e.g., open, specific, certified), operational limitations (e.g., altitude restrictions), and safety protocols.
  • Emirate-Level Regulations:
    • Dubai Civil Aviation Authority (DCAA): Prescribes rules for UAS operations within Dubai, including no-fly zones and permitting processes for commercial operations.
    • Abu Dhabi Department of Municipalities and Transport (DMT): Issues guidelines for UAS activities in Abu Dhabi, emphasizing safety and integration with urban planning.
  • Ministry of Interior (MOI) Requirements: Mandates registration of all UAS with the MOI and imposes security-related obligations, such as restrictions on operations near sensitive sites.

These instruments collectively regulate UAS ownership, technical specifications, airspace access, permissible uses, and importation, with requirements tailored to specific use cases (e.g., recreational, commercial) and jurisdictional mandates.

Recent Developments: Partial Lifting of Drone Operations Ban

On November 23, 2024, the UAE Ministry of Interior (MOI) announced a significant update to the regulatory landscape for UAS operations, partially lifting a ban on drone operations that had been in place since 2022. The ban, initially imposed due to incidents of misuse, had suspended drone activities for owners, practitioners, and enthusiasts, including light sports aircraft and paragliding, as a measure to safeguard lives, property, and airspace. During this period, the MOI, in coordination with the GCAA, reviewed and updated regulations to address safety and compliance concerns, allowing exemptions only for companies and organizations with contractual or commercial projects, provided they obtained GCAA permissions.

The partial lifting of the ban, effective November 25, 2024, marks the beginning of a phased approach to reintegrate drone operations into UAE airspace. In the initial phase, the policy applies exclusively to companies and government entities, allowing them to resume operations under strict regulatory oversight. This decision was informed by a comprehensive evaluation that highlighted strong compliance with safety protocols among drone operators, as noted by the MOI. To facilitate this transition, the MOI, in collaboration with the National Emergency Crisis and Disasters Management Authority (NCEMA) and the GCAA, launched a unified national platform for drone operations. This platform streamlines registration and operational procedures, accessible via the “UAE Drones” app, ensuring that operators adhere to the highest safety standards.

Future phases of this initiative are planned to expand access, including services for amateur enthusiasts, with further details to be announced. Unauthorized drone operations during this phased rollout remain subject to legal accountability under Federal Decree-Law No. 31 of 2021 (UAE Penal Code), specifically Article 176, which prescribes imprisonment from six months to five years, fines of at least AED 100,000, or both, for violations such as airspace breaches. Attempted violations are also punishable, underscoring the UAE’s commitment to balancing innovation with public safety.

Ancillary Legal Provisions

UAS operations are further governed by ancillary UAE legislation addressing criminal and cybersecurity concerns:

  • Federal Decree-Law No. 31 of 2021 (UAE Penal Code): Imposes penalties, including imprisonment and fines, for unauthorized UAS use, such as trespassing, endangering public safety, or violating restricted airspace.
  • Federal Decree-Law No. 34 of 2021 (UAE Cybercrime Law): Addresses UAS-related offenses involving unauthorized surveillance, photography, data breaches, or disruption of public order, with penalties including imprisonment for up to seven years.

Practical Applications of UAS in the UAE

UAS are integral to various sectors in the UAE, with applications governed by the regulatory framework:

  1. Logistics and Delivery:
    • Pilot programs facilitate the delivery of e-commerce goods, food, and medical supplies, subject to GCAA and DCAA approvals.
    • In 2024, the Dubai government initiated a regulated UAS delivery program, requiring operators to comply with CAR Part VIII and CAR Airspace Part Uspace.
  2. Public Safety and Emergency Response:
    • UAS are deployed for police surveillance, civil defense operations, and crowd monitoring, with operations coordinated through GCAA-approved ANSPs.
  3. Construction and Infrastructure:
    • UAS conduct aerial inspections, site monitoring, and geospatial mapping, subject to airspace access permits.
  4. Agriculture and Environmental Management:
    • UAS support precision agriculture through crop spraying, irrigation analysis, and environmental monitoring, including desertification and wildlife tracking, with operators required to register with the MOI.
  5. Entertainment and Events:
    • UAS are utilized for choreographed light displays during public festivals, requiring DCAA permits for operations in urban airspace.
  6. Tourism, Real Estate, and Marketing:
    • High-resolution aerial imagery supports promotional campaigns and property visualization, subject to privacy restrictions under the Cybercrime Law.
  7. Media and Journalism:
    • UAS enable advanced cinematography for live broadcasts and documentary production, with operators required to obtain GCAA filming permits.

UAS Ecosystem and Infrastructure Development

The UAE’s UAS ecosystem is expanding, with over 24,000 registered drones, as reported by the GCAA. To accommodate this growth, the UAE has implemented several initiatives:

  • Urban Drone Network: In 2024, Dubai announced plans for a dedicated UAS network, including aerial corridors and a specialized UAS vertiport, targeted for completion by 2026. The network will operate under CAR Airspace Part Uspace oversight.
  • Operational Trials: Pilot programs are testing UAS connectivity between Dubai International Airport, Downtown Dubai, and other strategic locations, with airspace managed by GCAA-certified ANSPs.
  • Stakeholder Collaboration: The Roads and Transport Authority (RTA), DCAA, and GCAA collaborate to develop UAS infrastructure, ensuring compliance with Federal Decree-Law No. 28 of 2023 and Federal Law No. 20 of 1991 for shared airspace governance.
  • UAE Drone Strategy 2023–2030: This strategic plan aims to establish the UAE as a hub for UAS technology, emphasizing regulatory harmonization, infrastructure investment, and technological innovation.

The GCAA projects a significant increase in UAS operations, driven by commercial demand and government-backed initiatives.

Regulatory Obligations for Stakeholders

Stakeholders in the UAS sector, including operators, manufacturers, and ANSPs, face the following obligations:

  • ANSP Licensing: Entities providing UAS navigation services must obtain a GCAA license under CAR Airspace Part Uspace, subject to ongoing compliance audits and submission of annual safety reports.
  • Operational Coordination: UAS operators in controlled or congested airspace must coordinate with certified ANSPs to ensure safe integration, as mandated by CAR Part VIII.
  • Advanced Operations: Beyond Visual Line of Sight (BVLOS) and autonomous operations require specific GCAA approvals, including risk assessments and compliance with CAR Airspace Part Uspace standards.
  • Import and Manufacturing Compliance: Importers and manufacturers must secure a Certificate of Conformity under Cabinet Resolution No. (110) of 2023, with mandatory tracking systems for all UAS. Non-compliance may result in fines up to AED 100,000.
  • Incident Reporting: Operators and ANSPs are obligated to report safety incidents to the GCAA within 72 hours, with non-compliance potentially resulting in fines or license revocation.

Conclusion

The promulgation of CAR Airspace Part Uspace, pursuant to Federal Decree-Law No. 28 of 2023 and supported by the foundational authority of Federal Law No. 20 of 1991, reflects the UAE’s strategic approach to regulating its UAS sector. Complemented by Cabinet Resolution No. (110) of 2023 and Federal Decree-Law No. 26 of 2022, this regulatory framework balances the imperatives of public safety, operational efficiency, and technological advancement.

For expert legal counsel on UAS registration, licensing, compliance, or commercial deployment in the UAE, contact HPL Yamalova & Plewka FZCO at www.lylawyers.com.

Employment Termination During Pregnancy in the UAE

Termination because of pregnancy is prohibited across all UAE legal systems. However, termination during pregnancy is not expressly prohibited – which creates an important legal and practical distinction for both employers and employees.

In other words, a pregnant employee can be lawfully dismissed – but only if the dismissal is not connected to her pregnancy or maternity leave. This distinction matters enormously, especially when it comes to how the law treats such terminations, who bears the burden of proof, and what remedies are available if a claim is made. And in the UAE, those rules differ depending on where the employment is legally based.

There are three separate employment law frameworks operating in the UAE:

  1. UAE Federal Employment Law – applicable to mainland UAE and most free zones, including DMCC, JAFZA, and DAFZA;
  2. DIFC Employment Law – governing employment within the Dubai International Financial Centre;
  3. ADGM Employment Regulations – governing employment within the Abu Dhabi Global Market.

While all three jurisdictions prohibit termination because of pregnancy, the burden of proof and remedies for breach vary significantly.

UAE Federal Employment Law: Protection with Limitations

Under Federal Decree Law No. 33 of 2021, Article 30(8) provides:

“It is not permitted to terminate the services of a female worker or to issue her a warning for absence from work due to pregnancy or maternity leave.”

This protects against terminations motivated by pregnancy or maternity leave, but does not prohibit termination during pregnancy for unrelated reasons – such as redundancy, restructuring, or performance.

Key Legal Limitations

  • The law is silent on who bears the burden of proof. In practice, the employee must prove the dismissal was caused by her pregnancy.
  • This is often extremely difficult, as employers rarely document such motives.
  • Even when the employee succeeds – as determined by the court – Article 47 caps compensation at three months’ total salary.
  • The law does not entitle the employee to maternity pay, lost benefits, or reinstatement in the event of termination during pregnancy.

Implication

Federal law recognizes pregnancy as a protected status, but it offers limited procedural support and modest remedies, making successful claims rare and compensation minimal.

DIFC Employment Law: Clearer Process, Broader Remedies

Under DIFC Employment Law No. 2 of 2019, Article 40(1) states:

“An Employer shall not, because of an Employee’s pregnancy or Parental Leave: (a) terminate the Employee’s employment; or (b) change the Employee’s position or terms and conditions of employment without the Employee’s prior written consent. (2) An Employee has the right to return to work at the end of Parental Leave to the same or a substantially similar role on the same terms and conditions of employment and with the same level of seniority the Employee had immediately prior to taking Parental Leave.”

Moreover, Article 59(1) states:

(1) An Employer must not discriminate against an Employee regarding employment or any term or condition of employment on the grounds of the Employee’s (f) pregnancy and maternity.

As with federal law, the substantive protection is similar – but the procedural enforcement and remedy structure are notably stronger.

Key Features

  • The burden of proof is on the employer. If challenged, the employer must demonstrate that the dismissal was unrelated to pregnancy.
  • In the event discrimination due to pregnancy is demonstrated, Article 61(5) authorises the DIFC Courts to do any of the following:
  1. make a declaration as to the rights of the complainant;
  2. order the respondent to pay compensation not exceeding the employee’s annual wage; and/or
  3. make an appropriate recommendation.

ADGM Employment Regulations: Common Law Protection in Practice

ADGM’s Employment Regulations 2024 similarly provides protections for pregnant women and women on maternity leave.

Under Section 53(1):

“An Employer must not discriminate against an Employee regarding employment or
any term or condition of employment on the grounds of the Employee’s – (c) pregnancy and maternity.”

Under Section 32(4):

“A female Employee has the right to return to work at the end of Maternity Leave granted under this section 32 to either the same role or a suitable alternative on substantially the same terms and conditions and with the same seniority rights she would have had if she had not taken Maternity Leave.”

Key Features

  • The burden of proof lies with the employer to show that the dismissal was unconnected to pregnancy.
  • In the event discrimination due to pregnancy is demonstrated, Article 53(8) authorises the ADGM Courts to do any of the following:
  1. award compensation to the employee amounting to up to three (3) years of the employee’s wages; and,
  2. order the employer to take specified steps to obviate or reduce the adverse effect on the employee (or any other person).
  • If termination takes place while an employee is on maternity leave, Section 33(5) of the regulations hold: “If the Employee’s employment is terminated by the Employer under Section 56(2) during Maternity Leave, the Employer must pay the Employee the Maternity Pay which she would have received had her employment continued until the end of her Maternity Leave.”

 Comparison Snapshot: Legal Frameworks for Termination During Pregnancy

Feature UAE Federal Law DIFC Law ADGM Law
Prohibited Reason Termination due to pregnancy Termination due to pregnancy Termination due to pregnancy
Termination During Pregnancy Not expressly prohibited Not expressly prohibited Not expressly prohibited
Burden of Proof Employee must prove motive Employer must prove valid reason Employer must prove valid reason
Remedies Maximum 3 months’ salary if the provisions for unlawful termination apply 1) Declaration as to the employee’s rights, 2) Compensation amounting to up to employee’s annual wage, and/or 3) Other recommendation 1) Declaration as to the employee’s rights, 2) Compensation amounting to a maximum of three (3) years’ wages, 3) Other specified steps to obviate or reduce adverse effect on employee, 4) Full maternity pay, if termination takes place during maternity leave
Reinstatement Available No Possibly (court discretion) Possibly (court discretion)

Conclusion: Legal Protections Exist, But Enforcement Varies by Jurisdiction

All UAE employment laws prohibit firing an employee because she is pregnant. But they do not prohibit firing someone while she is pregnant – unless pregnancy is the reason.

  • Where your employment is governed makes all the difference.
  • The same dismissal could lead to limited compensation under Federal Law, or full recovery and reinstatement under DIFC or ADGM.
  • For companies and individuals alike, understanding jurisdiction is essential – not just what the law says, but how it is applied.

Tax Residency in the UAE: What You Need to Know

In recent years, the UAE has amended its tax residency rules, creating multiple legal pathways for individuals to qualify as tax residents and obtain a Tax Residency Certificate (TRC). These updates aim to provide clarity for those with complex residency profiles—especially individuals with global ties, flexible schedules, or partial presence in the UAE.

Whether you are a full-time resident, a frequent flyer, or someone with business and family ties in the country, the new framework offers several qualifying routes—each with its own legal and practical nuances.

Legal Framework: Cabinet Decision No. 85 of 2022

As per Cabinet Decision No. 85 of 2022, and guidance issued by the Federal Tax Authority (FTA), an individual may be considered a UAE Tax Resident if they meet any one of the following three conditions:

Category 1: 183-Day Presence

This is the simplest and most objective test.

  • If an individual has spent at least 183 days in the UAE during any rolling 12-month period, they are generally eligible for tax residency under domestic UAE law.
  • In most cases, only an entry-exit report from the UAE’s ICP (Identity and Citizenship Authority) is required.

This category is often used by full-time residents, remote workers based in the UAE, and digital nomads who stay continuously.

Category 2: 90-Day Presence + Residency + Ties

This route is designed for those who spend 90 to 182 days in the UAE within a 12-month period—but who maintain legal and economic ties to the country.

To qualify, individuals must have:

  • A valid UAE residence permit or be a UAE/GCC national; and
  • Either:
    • A permanent place of residence (such as a property or long-term lease), or
    • Ongoing employment or business activity in the UAE.

This category is widely used by part-time residents and business owners who split their time across borders.

Category 3: Primary Residence and Center of Interests

This is the most flexible but also the most document-heavy option.

Even if an individual does not meet the 90- or 183-day thresholds, they may still qualify if:

  • The UAE is their usual or primary place of residence, and
  • It is also their center of financial and personal interests.

Evidence may include proof of family residing in the UAE, local bank accounts, business ownership, personal spending, or education of dependents. This route is often used by frequent travelers with UAE-based lives.

Beyond Domestic Law: Treaties and Tax Optimization

Many applicants seek tax residency in the UAE not only for domestic purposes, but to benefit from the country’s Double Taxation Avoidance Agreements (DTAAs). These treaties can offer relief from foreign tax liabilities—but have their own eligibility tests, separate from UAE domestic rules.

That means qualifying under UAE law may not automatically make you eligible under a specific treaty—especially if another country also claims you as a tax resident.

Application Process and Practical Notes

Applications for the UAE Tax Residency Certificate must be submitted through the EmaraTax portal, operated by the FTA. Each category requires different supporting documents, and in certain cases, factual interpretations can affect the outcome.

Even minor inconsistencies—such as mismatched dates, unclear property records, or insufficient financial documentation—can delay or derail the process.

Key Takeaway

With the recent amendments, the UAE now offers three clear legal routes to qualify as a tax resident. These provide greater flexibility for individuals with diverse profiles—but also introduce new layers of documentation and legal thresholds.

If you are unsure which category you fall into—or which documents are required to support your case—it is essential to take the time to map out your facts and match them to the law.

Website Hacking in the UAE: Legal Risks and Real Consequences

In the UAE, hacking into a website—whether it belongs to an individual, a business, or any commercial entity—is a criminal offense. This is explicitly addressed under Federal Decree Law No. 34 of 2021 on Combatting Rumors and Cybercrimes.

Specifically, Article 2 of the law criminalizes any unauthorized access to:

  1. Websites
  2. Information systems
  3. Information networks
  4. Information technology equipment

What Does This Mean in Practice?

Consider a scenario where someone attempts to take control of a company’s website by altering its login credentials. On the surface, this may appear to be a mere technical disruption. In reality, the consequences can be deeply damaging for the business.

Unauthorized access may allow the intruder to:

  • Redirect the website to a competitor or fraudulent page
  • Deface the homepage with false or defamatory messages
  • Steal sensitive customer data
  • Delete product listings
  • Disable payment systems

These actions are not only harmful to the business—they are also criminal under UAE law.

Criminal Penalties for Hacking

The law imposes strict penalties even when no visible harm occurs. For basic hacking, the punishment includes:

  • Imprisonment, and/or
  • A fine ranging from AED 100,000 to AED 300,000

Where damage occurs—such as data leaks, disruption of service, or deletion of information—the penalties increase significantly:

  • Minimum of 6 months’ imprisonment, and/or
  • A fine between AED 150,000 and AED 500,000

If the intent behind the hack involves data theft or illegal commercial gain, the consequences are even more severe:

  • Minimum of 1 year in prison, and/or
  • A fine ranging from AED 200,000 to AED 500,000

Why It Matters for Businesses

A company’s website serves as its digital storefront. Any compromise—whether through defacement, unauthorized access, or data theft—can have long-term consequences, including:

  • Loss of customer trust
  • Operational disruption
  • Civil liability from affected clients
  • Reputational harm that may take years to repair

It is also important to note that even attempted unauthorized access can result in criminal prosecution.

Accomplice in Website Hacking

In the UAE, the penalties for website hacking extend beyond the individual carrying out the hack. If you assist, facilitate, or encourage the act in any way, you may be held criminally liable as an accomplice.

Although the UAE Cybercrime Law (Federal Decree Law No. 34 of 2021) does not contain a standalone article on accomplices, the UAE Penal Code applies. And its provisions are clear.

Who Is Considered an Accomplice?

Article 46 of the Penal Code defines an “accomplice by causation.” This includes any person who:

  1. Instigates someone to commit the crime
  2. Agrees with another person to commit the crime
  3. Provides tools, access, or other forms of assistance
  4. Aids in the preparation, facilitation, or execution of the act

These provisions apply even if the accomplice does not directly interact with the hacker, or acts through intermediaries.

  • Article 47 goes further, stating that any individual found at the scene of the crime with the intent to commit it may be treated as a direct perpetrator.
  • Article 48 confirms that accomplices are punished with the same penalty as the principal offender.

Application to Website Hacking

Examples of accomplice conduct in the context of website hacking include:

  • Sharing administrative login credentials with someone intending to breach the site
  • Purchasing or supplying hacking tools or software
  • Coordinating with a hacker to disable a competitor’s website
  • Encouraging or knowingly facilitating unauthorized access to a business site

Thus, even if you never personally engage in the hacking activity, providing support or enabling the act can result in criminal charges.

Conclusion

Under UAE law, hacking a business website—whether for sabotage, manipulation, or financial gain—is a serious criminal offense. The law treats digital infrastructure with the same gravity as physical property, and violations carry significant legal consequences. Furthermore, cybercrime liability is not limited to the hacker. Anyone who contributes—through preparation, assistance, or agreement—may be prosecuted under the same legal framework.

The message is clear: whether directly or indirectly involved, participating in website hacking—by action or agreement—exposes individuals to the full force of the UAE’s criminal justice system.

Consumer Protection in the UAE

Consumer protection in the UAE is not theoretical — it is a well-defined legal framework designed to protect people across all types of purchases. Whether you are buying from a physical store or a mobile app, the law is designed to ensure that consumers are treated fairly and have recourse when they are not.

This framework is primarily governed by Federal Law No. 15 of 2020, amended by Federal Decree-Law No. 5 of 2023, and its Executive Regulation issued under Cabinet Resolution No. 66 of 2023. For digital transactions, protections are also provided under Federal Decree-Law No. 14 of 2023 on E-Commerce.

Product Defects Are Legal Violations

In the UAE, if a product is defective — due to poor design, faulty manufacturing, or supply issues — the law holds the provider (retailer, manufacturer, or dealer) responsible. Common examples include appliances that fail on first use, electronics with damaged components, or new vehicles that stall within days of purchase.

If a defect is identified, the provider must immediately halt sales, notify authorities, and offer the consumer a refund, replacement, or repair. If the same issue appears three times within the first year, a full refund or replacement becomes mandatory. Repairs taking longer than seven days also require the business to provide a temporary substitute at no cost.

Warranties Must Be Honored — Without Exceptions

Warranties in the UAE are legally required for both goods and services. Whether written or implied, a warranty guarantees that the product or service is free from defects and compliant with applicable standards.

If it fails, the provider must repair, replace, or re-provide it at no cost. The warranty must specify the coverage duration, what is included or excluded, and the consumer’s rights. Delays in repair entitle the consumer to refunds or replacements, and if the consumer is unable to return the product, the provider must arrange collection or send a technician.

Maintenance Services Are a Legal Right

For any product under warranty, maintenance is not a favor — it is required by law. This includes appliances, vehicles, electronics, and more. Businesses must act promptly, repair defects free of charge, and provide temporary replacements if repairs exceed seven days.

Consumers are also entitled to pickup or technician visits at no extra cost. If service is denied or delayed unreasonably, the consumer may request a refund, replacement, or compensation.

Unfair Contract Clauses Are Invalid

Even if a consumer signs an agreement, certain terms are unenforceable if they attempt to override the law. This includes “no return or exchange” policies (except for custom or perishable goods), subjective quality disclaimers, and clauses waiving liability for defective services.

For example, if a seller defines what is “acceptable quality” after delivering a damaged item — that defense has no legal standing unless you expressly agreed to the defect. Likewise, requiring repairs at specific locations far from the consumer is unlawful if no accessible alternative exists.

Promotions Must Be Honest and Pre-Approved

Sales promotions in the UAE — including discounts, prizes, and competitions — are legally regulated. Providers must obtain prior approval, state all terms clearly, and honor the promotion throughout its advertised period.

Offers must reflect genuine pricing, and any consumer who made a qualifying purchase up to one week before the start of a campaign is entitled to the same benefits. Non-compliance allows the consumer to request a refund within 30 days and may result in penalties or cancellation of the promotion.

Extra Fees for Credit Card Payments Are Illegal

Retailers and service providers are prohibited from charging consumers extra for paying by credit card. This applies to both physical and online purchases. As per Article 5 of the Executive Regulation, the price displayed must be the final price — regardless of how the consumer pays.

Monopolistic Practices Are Strictly Prohibited

To protect fair market access and pricing, the UAE prohibits any conduct that restricts competition. This includes price-fixing, dividing markets among competitors, refusing to sell, or requiring bulk purchases. It also covers selling below cost to eliminate competitors or limiting supply to control availability.

Such conduct is illegal even if it is informal or verbal, and it applies to companies in free zones and e-commerce platforms if UAE consumers are impacted. Violators may face imprisonment, fines of up to AED 200,000, cancellation of agreements, and consumer compensation.

Where to File a Complaint

Consumers in the UAE have several official channels for filing complaints:

  • Ministry of Economy – Consumer Protection Department: Handles general complaints nationwide such as unfair pricing, defective goods, or misleading advertisements. Submissions can be made online or via the Smart App.
  • Telecommunications and Digital Government Regulatory Authority (TDRA): For issues related to e-signatures, digital fraud, and platform violations.
  • Dubai Economy & Tourism (DET): For complaints involving Dubai-licensed businesses. Complaints may be filed via their Consumer App, website, or hotline.
  • Economic departments of other emirates: Each emirate has its own complaint platform for locally licensed businesses.
  • UAE police e-crime unit: For cybercrime-related cases including identity theft, phishing, and online fraud.
  • Emirates Society for Consumer Protection (ESCP): A civil organization that offers mediation and education, and assists consumers in resolving disputes in coordination with official bodies.

Conclusion

The UAE’s consumer protection system is both comprehensive and enforceable. From defective goods to misleading promotions, the law clearly defines the rights of consumers and the responsibilities of businesses. These are not suggestions — they are obligations, backed by legislation, regulatory oversight, and real consequences.

Consumers are encouraged to stay informed, assert their rights, and report violations through the appropriate channels. The law is not only written for you — it is there to be used by you.

Media Law in the UAE

In recent weeks, headlines and social media posts have circulated claims regarding a “new UAE media law” allegedly introduced in 2025. This has caused considerable confusion, especially among influencers, digital creators, and media professionals. To clarify: there is no new media law in 2025. The legislation in question was enacted in 2023 and remains the cornerstone of media regulation in the UAE.

What has changed is the introduction of Cabinet Decision No. 42 of 2025, which creates a penalty framework for violations of the 2023 media law. This decision does not create new obligations; instead, it outlines the consequences for failing to comply with the existing framework.

The Legal Framework: UAE Media Regulations at a Glance

  1. Federal Decree-Law No. 38 of 2022 – Establishes the UAE Media Council, the central authority for media licensing, compliance, and classification.
  2. Federal Decree-Law No. 55 of 2023 – The core law regulating all media activity and content creation in the UAE.
  3. Cabinet Decision No. 27 of 2024 – Executive Regulations that implement the 2023 law, detailing license types, exemptions, and procedures.
  4. Cabinet Decision No. 42 of 2025 – Introduces penalties for violations under the existing laws.

These laws aim to protect the public from harmful or misleading content, ensure ethical media practices, and preserve cultural and moral values, particularly in the digital sphere.

Who is Subject to the Media Law?

This framework does not apply to everyone with a social media account. It targets those whose primary activity is the professional creation and monetization of content. The law defines “media activity” broadly, including content that is informational, educational, entertainment-based, artistic, or news-related.

If your work falls under any of the following, you are likely covered:

  • Influencers with brand deals or monetized platforms
  • YouTubers, TikTokers, and podcasters earning revenue
  • Digital publishers and news aggregators
  • Advertising agencies producing paid content
  • Streaming services, game developers, and filmmakers
  • AI-powered platforms generating public content

Conversely, professionals like doctors, lawyers, or consultants sharing insights online are not subject to licensing, unless they cross into commercial content production or promotions.

Licensing: The Legal Gatekeeper

Under Article 6 of the 2023 Media Law, it is illegal to engage in media activity without a valid license from the UAE Media Council. Cabinet Decision No. 27 of 2024 outlines over 30 categories of licenses, including:

  • Influencer licenses
  • Podcast and audio production
  • Digital publishing
  • Film and video production
  • Game publishing

This structure ensures accountability, transparency, and professionalism in the UAE’s growing media economy.

Age-Based Content Classification: Protecting Minors

A major feature of the 2023 law is the mandatory age classification system:

  • G: General audience
  • PG / PG13: Parental guidance
  • 15+ / 18+ / 21+: Restricted content

Media entities must classify content before publishing, label it visibly, and restrict access appropriately. Misclassification may result in fines or even license revocation.

What Are The Penalties?

The 2025 Cabinet Decision introduced a four-tier penalty system:

  • Tier 1 (AED 5,000–40,000): Technical violations, e.g., missing age labels
  • Tier 2 (AED 50,000–150,000): Regulatory non-compliance, e.g., unlicensed publishing
  • Tier 3 (AED 200,000–500,000): Major violations, e.g., cultural or ethical breaches
  • Tier 4 (AED 1–2 million): Grave offenses or repeat violations

Influencers operating without a license can face fines up to AED 1 million.

Final Thoughts

These regulations are not intended to restrict freedom of expression. Rather, they are designed to ensure that individuals and entities influencing public discourse for commercial purposes do so in a manner that is lawful, ethical, and aligned with the UAE’s regulatory standards.

Professionals and platforms involved in media activities must understand and adhere to these requirements to operate responsibly and maintain compliance within the UAE’s structured media environment.

When uncertain, a prudent first step is to assess whether media constitutes your principal business activity. If so, a thorough review of your licensing and compliance obligations is warranted.

For professional support, consult an experienced and qualified media lawyer for tailored legal guidance.

Golden Visa for Doctors in the UAE

The UAE’s Golden Visa for doctors is one of the most impactful legal initiatives to date, designed to retain and attract top-tier medical talent. It offers long-term residency and professional mobility, recognizing doctors as vital contributors to the country’s social and economic well-being.

This visa is governed by Federal Decree-Law No. 29 of 2021 on the Entry and Residence of Foreigners, which outlines the legal framework for long-term visas, including the eligibility and categories of foreign professionals entitled to residency without the need for a local sponsor.

While the law sets the baseline eligibility at the federal level, its application and enforcement are delegated to individual emirates, each with its own immigration authority. As a result, the specific documentation, approval channels, and procedural nuances vary depending on the emirate in which the doctor is licensed and employed.

Importantly, while this program is intended to attract international talent, it is currently limited to doctors with UAE-based experience. As a general rule, doctors with only foreign credentials and no local employment history are not yet eligible for this visa category.

Legal Framework and Jurisdiction

As mentioned, the Golden Visa program is rooted in Federal Decree-Law No. 29 of 2021 and administered by various local authorities, including:

  • Dubai: General Directorate of Residency and Foreigners Affairs (GDRFA)
  • Abu Dhabi: Federal Authority for Identity, Citizenship, Customs & Port Security (ICP)
  • Sharjah and other emirates: ICP and local Typing Centers

While the core eligibility requirements stem from the federal law, each emirate retains discretion on how these are applied and verified, particularly regarding licensing and employment documentation.

Eligibility Requirements

Doctors across the UAE typically need to meet the following criteria:

  • Minimum Basic Salary: AED 30,000 per month.
  • Minimum UAE Experience: At least 2 years in a licensed hospital or clinic within the UAE.
  • Health Authority Permit: A valid license from the relevant authority (DHA, DOH, or MOHAP).
  • NOC: No Objection Certificate from the current employer.
  • MOHRE Labor Contract.
  • Bank Statement: Personal 6-month statement from a UAE bank.
  • Legalized Medical Degree: Degrees must be legalized but no equivalency certificate is required.

As confirmed by DHA and Amer Centers, foreign-qualified doctors without local experience are not eligible at this time.

Licensing Authorities Based on Emirate

The permit or professional license must be issued by the authority specific to the doctor’s place of work:

  • Dubai: Dubai Health Authority (DHA)
  • Abu Dhabi: Department of Health (DOH)
  • Other Emirates: Ministry of Health and Prevention (MOHAP)

Document Checklist for Dubai

  1. Valid DHA license
  2. 2-year experience letter from a UAE hospital or clinic
  3. Salary certificate (minimum AED 30K)
  4. NOC from current employer
  5. MOHRE labor contract
  6. 6-month UAE bank statement
  7. Legalized educational certificates

Application Channels

Applications must be submitted through the designated authority for the emirate:

  • Dubai:
    • Amer Centers
    • GDRFA Portal
    • UAEICP Smart App
  • Other Emirates:
    • ICP Portal
    • Authorized Typing Centers

Application Fees

  • Typically range from AED 3,000 to AED 10,000, depending on the channel, emirate, and whether dependents are included.

Processing Timeline

  • Approximately 7 to 15 working days, assuming documents are complete and valid.

Common Questions & Clarifications

How do I get a health authority permit in Dubai?

In Dubai, obtaining a DHA permit involves the following steps:

  1. Self-Assessment Tool: Determine eligibility based on qualifications and experience.
  2. Primary Source Verification (PSV): Verify credentials through DataFlow.
  3. Computer-Based Testing (CBT): If required, pass the Prometric assessment.
  4. Oral Assessment: If mandated, schedule and pass an oral assessment.
  5. Registration: Upon successful completion, receive DHA registration.
  6. License Activation: A healthcare facility activates the license for clinical practice.

For full details, visit the DHA Sheryan Portal.

Is equivalency required for degrees?

No. Legalization is sufficient. This includes:

  1. Attestation from the issuing country’s education authority
  2. UAE Embassy attestation abroad
  3. Final stamp from the UAE Ministry of Foreign Affairs

What is the purpose of the NOC if the Golden Visa grants job mobility?

Despite the Golden Visa offering freedom to work across multiple institutions, a No Objection Certificate (NOC) is required at the time of application. This reflects the shift from employer-sponsored residency to self-sponsored status. Once the visa is issued, the doctor may move freely between healthcare employers, subject to compliance with MOHRE labor registration rules.

Final Thoughts

The Golden Visa for doctors, grounded in Federal Decree-Law No. 29 of 2021, is a major step forward in recognizing and empowering the UAE’s medical workforce. But as it stands, this privilege is limited to those already working in the country. Doctors interested in applying should ensure they meet their emirate’s specific criteria, hold the appropriate health license, and prepare all documentation in advance.

At LYLAW, we support medical professionals through every phase of the Golden Visa journey — from regulatory compliance and credential legalization to direct liaison with DHA, DOH, MOHAP, GDRFA, MOHRE, and ICP.

Retirement Visa in the UAE

The UAE offers a Retirement Residence Permit (commonly known as the Retirement Visa) as a long-term visa option for eligible foreign nationals who have reached the age of retirement. The program is part of the country’s broader residency and investment ecosystem, designed to support economic diversification and long-term population growth.

As of 2024, the Retirement Visa is governed by Cabinet Resolution No. 65 of 2022, which sets out the Executive Regulations of Federal Decree-Law No. 29 of 2021 on the Entry and Residence of Foreigners.

Legal Authority

The Retirement Visa is legally grounded in:

  • Federal Decree-Law No. 29 of 2021 on Entry and Residence of Foreigners;
  • Cabinet Resolution No. 65 of 2022, specifically Article (52): Conditions and Controls for Granting the Retired Foreigner Residence Permit;
  • Implemented by the Federal Authority for Identity, Citizenship, Customs & Port Security (ICP);
  • In coordination with emirate-specific authorities such as the General Directorate of Residency and Foreigners Affairs (GDRFA) and Amer Centers in Dubai.

Eligibility Requirements Under Article 52

In accordance with Article 52 of Cabinet Resolution No. 65 of 2022, a foreign national may be granted a Retirement Residence Permit upon meeting the following conditions:

1. Minimum Age or Work History

The applicant must fulfill one of the following:

  • Be 55 years of age or older; or
  • Have completed at least 15 years of work experience, either within the UAE or abroad, prior to retirement.

2. Financial Criteria

Applicants must meet one of the following three financial thresholds:

a) Real Estate Ownership or Financial Deposit

  • Own one or more real estate properties in the UAE with a total value of at least AED 1,000,000, based on the purchase price or current market value, as certified by the Competent Authority in the concerned emirate; or
  • Hold a financial deposit of at least AED 1,000,000 in the UAE or abroad, transferred to a UAE financial institution within 60 days of visa issuance (unless invested within the UAE).

Note: If the property is mortgaged, the title deed will be accepted if the paid portion of the property equals or exceeds AED 1,000,000 at the time of application.

b) Annual Fixed Income

  • Have a fixed annual income of no less than AED 240,000 (or equivalent in foreign currency), originating from within or outside the UAE;
  • Submit a bank statement for the past 6 months confirming the income.

Required Documentation

Applicants must submit the following:

  1. Passport (valid for at least six months);
  2. Passport-size photograph meeting ICP guidelines;
  3. Proof of age or work history (retirement certificate, employment letter, etc.);
  4. Financial documents:
    • Real estate ownership certificate or valuation;
    • Bank letter confirming deposit or income;
    • Mortgage release or title deed (if applicable);
  5. Health insurance from a UAE-licensed provider;
  6. Proof of accommodation in the UAE (e.g., tenancy contract, hotel booking);
  7. UAE contact information (mobile number and email).

Health Insurance Requirement

Although not separately legislated in the visa eligibility criteria, proof of valid health insurance is a de facto requirement in practice. The insurance policy must:

  • Be issued by a UAE-licensed provider;
  • Offer UAE-wide coverage;
  • Preferably be comprehensive, particularly for older applicants.

This requirement is consistent with UAE’s general immigration health standards and is typically verified prior to visa issuance.

Application Timeline and Process

  • Processing time: 2 to 3 weeks after complete submission;
  • In-person submission is recommended at an Amer center (Dubai) or through ICP-approved channels in other emirates;
  • Applicant must be physically present in the UAE during application processing;
  • Emirates ID and biometric enrollment are part of the process.

Visa Duration and Renewal

  • The Retirement Residence Permit is issued for a 5-year term, renewable;
  • Renewal is subject to continued compliance with eligibility criteria under Article 52;
  • Financial thresholds and supporting documents may be reassessed at the time of renewal.

Conclusion

The UAE’s Retirement Visa is legally codified under Cabinet Resolution No. 65 of 2022 and offers multiple paths to eligibility based on age, work history, real estate investment, financial deposits, or income. The program provides a clear, rule-based mechanism for long-term residency and reflects the country’s commitment to attracting stable, financially secure residents.

As with all residency matters in the UAE, applicants are advised to seek professional guidance to ensure compliance with documentation, banking, and insurance standards—especially where valuation, transfers, or cross-border elements are involved.

Wrongful Termination in the UAE

In the UAE, the concept of “wrongful termination,” as it is known in some other jurisdictions, no longer exists as a standalone legal claim. While the term still echoes in common workplace conversations, UAE law today does not recognize the idea of “punishing” an employer for firing an employee without justification—or vice versa.

Instead, termination and resignation are legally treated as equal and permissible ways to end employment. And most importantly: neither is considered wrongful or penalized by the law. In that sense, UAE employment law now reflects the principle of “employment at will.”

Employment at Will: The UAE Model

Under the UAE’s current Employment Law—Federal Decree-Law No. 33 of 2021—either party to the employment relationship is free to end it, at any time, for any reason. This freedom applies to both employers and employees.

  • Employers can terminate an employee with or without cause.
  • Employees can resign at any time, with or without justification.

There is no legal requirement to explain, justify, or defend the reason for termination or resignation.

The only requirement? Pay what is due.

This legal structure aligns the UAE more closely with jurisdictions like the United States, where employment at will is the default. That said, the UAE still provides stronger protections than the US, particularly in the form of mandatory notice periods and end-of-service benefits.

Termination Without Cause: Not Illegal, But Compensable

The UAE law does not prohibit employers from terminating an employee without cause. Instead, the focus is entirely on compensation. When employment ends—no matter the reason—employees are entitled to specific financial payments.

This includes:

  • Minimum one-month notice period (unless the employment contract stipulates a longer period)
  • Unpaid salary, commissions, or bonuses
  • Accrued but unused annual leave
  • End-of-service gratuity (EOS)
    • 21 days of basic salary for each year of service (up to 5 years)
    • 30 days of basic salary for each year of service beyond 5 years
  • One-way repatriation ticket, if applicable

There is no automatic additional compensation just because the employee was dismissed abruptly or without stated cause.

Retaliatory Dismissals: The One Exception

There is a narrow exception under Article 47 of the UAE Employment Law: if an employee is terminated for filing a serious complaint or legal claim against the employer, and the dismissal is determined to be retaliatory, the employee may be entitled to additional remedies.

This is the only instance where the UAE law considers the motive behind the termination—and provides potential recourse beyond statutory dues.

How Things Used to Be: Penalties Under the Old Law

Prior to the 2021 amendment, UAE employment law did penalize both parties under certain conditions:

  • Employers could be liable for arbitrary dismissal, requiring up to three months’ salary as compensation for terminating without cause.
  • Employees could be penalized for early resignation, especially during a fixed-term contract:
    • Reduced or lost end-of-service benefits
    • Compensation to the employer, equal to 1.5 times their monthly salary

Additionally, employees terminated for cause could lose their end-of-service gratuity altogether.

All of these punitive elements have been removed under the new law.

Equal Footing: The Modern Approach

The 2021 reform created a more balanced system:

  • No penalty for employers who terminate—as long as compensation is paid.
  • No penalty for employees who resign—as long as notice is given.

It’s a clean break approach. Employment ends when one party says so. The only question is what compensation is owed. Nothing more. Nothing less.

A Word on International Comparisons

Unlike in many European jurisdictions, UAE employers do not need to justify terminations to government authorities. There are no tribunals requiring approval or reinstatement. There is also no legal grace period during which the employee continues to receive full salary until the termination is finalized.

By contrast, in many European countries, employers must:

  • Provide cause for termination;
  • Follow strict procedures;
  • In some cases, wait for labor court approval.

In the UAE, such red tape does not exist.

Know Your Rights and Responsibilities

  • The UAE operates on a form of employment at will.
  • Both parties can end employment at any time, for any reason.
  • There is no legal punishment for doing so.
  • The only consequence is compensation, and this is clearly defined by law.
  • The previous penalties for early resignation or arbitrary dismissal no longer apply.
  • The law now places both sides on equal footing.

Understanding this framework is essential for both employers and employees. Whether you are negotiating a contract, planning your career, or preparing for a separation, knowing the rules empowers you to make informed choices, legally and strategically.