UAE Labour Law (Federal Decree-Law No. 33 of 2021) introduced a formal legal framework for remote work arrangements, giving employers and employees clarity on rights and obligations when working from home or abroad.
Remote Work Under UAE Labour Law
UAE Labour Law recognises “flexible work” arrangements including part-time, temporary, and remote working. Remote work agreements must be documented in the employment contract or a supplementary written agreement specifying: the nature of the remote arrangement (full remote, hybrid), the working hours and availability requirements, the communication tools and response time expectations, data security obligations, and equipment provision (who provides the laptop, internet access, etc.).
Key Employer Obligations for Remote Workers
- Remote workers retain all UAE Labour Law rights (annual leave, sick leave, gratuity, WPS salary compliance)
- Employers must ensure remote workers have safe working conditions (equipment, ergonomic guidance)
- WPS salary payment remains mandatory regardless of work location
- Medical insurance must cover the employee during remote working periods
Can UAE Employees Work Remotely from Outside the UAE?
This is the most complex scenario. UAE-based employees who work remotely from abroad for extended periods may: trigger social security or tax obligations in their home country, violate UAE immigration law if their UAE residence visa status requires physical presence, or create a permanent establishment risk for their UAE employer in the host country. Always consult an immigration and tax advisor before allowing employees to work from abroad for more than 30 days.
MOHRE Flexible Work System
MOHRE has launched an official Flexible Work framework allowing companies to register flexible (part-time, remote) employment contracts through the Tawjeeh system. Registering flexible work contracts ensures compliance and gives both employer and employee legal certainty.