A compliance guide based on the MOHRE Remote Work Guidelines for the Private Sector
The UAE Ministry of Human Resources and Emiratisation (MOHRE) has issued clear guidelines governing remote work arrangements in the private sector and for HR and payroll teams, understanding these rules isn't optional. Here's a breakdown of what matters most.
What Counts as Remote Work?
Remote work is a flexible arrangement allowing employees to perform their duties, in whole or in part, outside the employer's premises using telecommunication technology - governed entirely by the employment contract. Crucially, remote employees are entitled to the same rights as on-site staff equal pay, working hours, leave, a safe working environment and protection against discrimination.
Employer Obligations
Employers must:
- Provide the technical tools and devices employees need to do their job
- Define clear tasks and performance metrics with communication ideally time-stamped
- Maintain monitoring records available to labour inspectors on request
- Honour statutory working hours, rest periods and overtime rules
- Ensure full leave entitlements and end-of-service payments within statutory deadlines
- Never charge employees recruitment or employment fees
For UAE National employees, employers also must register them with the Pensions and Social Insurance system within one month of the work permit issuance and report any contract changes affecting their “Nafis” program benefits.
Employee Obligations
Employees must perform their duties personally (no subcontracting), use company tools appropriately, work the agreed hours, stay responsive on approved channels and maintain confidentiality of company data and trade secrets.
Working Hours & Leave
- Standard hours: 8/day, 48/week (unless the contract states otherwise)
- Minimum one paid weekly rest day
- Overtime is payable for hours beyond the contracted limit
- Annual leave: 30 days per year of service (2 days/month for 6–12 months of service)
- Sick leave: 90 days/year (15 full pay, 30 half pay, 45 unpaid)
- Maternity leave: 60 days (45 full pay, 15 half pay)
- Additional leave: study leave (10 days/year, after 2 years of service), national service, bereavement (3–5 days) and parental leave (5 business days within 6 months of birth)
Insurance Requirements
Employers must provide health insurance in line with UAE law — MOHRE's Basic Health Insurance Package offers a compliant, cost-effective option. Employers must also issue Workers' Protection Insurance, covering unpaid wages up to AED 20,000 for 30 months if the employer defaults. Separately, employees must subscribe to Involuntary Loss of Employment (ILOE) Insurance - AED 5–10/month depending on salary - which pays 60% of salary for up to 3 months if employment ends involuntarily.
How BAM Advisors can support:
Remote work in the UAE is a fully regulated arrangement not an informal perk. Getting the contract, hours, leave and insurance obligations right protects both employer and employee - and avoids costly compliance gaps.
At BAM Advisors, we help business’s structure remote work arrangements that are fully aligned with UAE Labour Law from contracts to payroll to insurance compliance. Reach out if you'd like a compliance check on your current setup.
