The UAE Labour Law 2025 introduces essential reforms that HR leaders must understand — especially when managing remote employees. With hybrid and work-from-home models becoming mainstream, the new legislation ensures remote roles are no longer in a legal grey zone.
What’s Changed?
Under the 2025 updates, all remote employment contracts must be written, MOHRE-compliant, and equal in benefits to in-office roles. HR teams must specify working hours, job location, KPIs, and equipment responsibilities. Contracts should also declare whether the role is full-time, part-time, or freelance.
One of the most significant updates? Remote employees — whether inside or outside the UAE — must be registered with the Ministry of Human Resources and Emiratisation. Companies must also consider visa and tax implications if hiring non-resident talent.
Equal Pay and Benefits Mandated
The law now enforces equal treatment for remote staff. That means the same salary scale, health insurance, end-of-service benefits, and paid leave — unless otherwise contractually agreed. This pushes employers to rethink hybrid compensation frameworks and close any disparity gaps.
Next Steps for HR Teams
To remain compliant:
- Use MOHRE-aligned templates for all remote roles.
- Regularly audit remote contracts and hybrid policies.
- Train managers on 2025 legal updates and digital compliance tracking.
With penalties for non-compliance ranging from fines to possible bans, staying ahead of the UAE Labour Law curve is not optional — it’s business-critical.
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