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Employers in the UAE can update an employee's salary, job title, nature of work or other employment details through the Ministry of Human Resources and Emiratisation (MoHRE) without issuing a new contract. Applications can be submitted via MoHRE's website, smart app or authorised service centres, provided the changes comply with Federal Decree-Law No. 33 of 2021. Any amendment requires the employee's explicit written consent, must be processed through MoHRE's electronic system, and only becomes legally valid after the ministry's approval. If the job title changes, it must match the company's licensed business activity, while the employer must also hold a valid trade licence with no violations that could suspend operations. Applicants typically need supporting documents such as the amended employment details, and the applicable government service fees must be paid during the application process. Do you think the UAE's digital process for updating employment contracts makes it easier for both employers and employees to protect their rights?

Yes. Under UAE employment law, employers can determine the timing of an employee’s annual leave based on operational requirements and may rotate leave schedules to ensure business continuity, provided they coordinate with the employee and give at least one month's notice of the approved leave dates. While employees are entitled to annual leave, they cannot insist on taking it whenever they choose if doing so conflicts with workplace needs. However, employers cannot prevent employees from using their accrued annual leave for more than two years, unless the employee agrees to carry it forward or receive payment in lieu of leave in accordance with company policies. Do you think employers should have the final say on annual leave dates, or should employees have greater flexibility to choose when they take their leave?

The UAE’s July 9 deadline mainly applies to visit visa holders who previously received temporary relief from overstay fines due to regional flight disruptions and airspace closures. Authorities introduced a 30-day grace period from June 10 to July 9, allowing eligible visitors time to either regularise their visa status through approved immigration channels or leave the UAE without penalties. Immigration experts clarified that this measure is separate from the standard grace periods available to residence visa holders after visa cancellation or expiry. Visitors who secure employment or qualify for another visa category may complete their status change before the deadline, while those unable to do so are advised to depart before July 9, as normal overstay rules are expected to resume afterward. What do you think of this temporary relief measure; should similar grace periods be considered during future travel disruptions?

Several updates are rolling out this month, led by new traffic, retail, and digital banking changes. In Abu Dhabi, two new Darb toll gates—Ghantoot and Al Qurm—will begin operating 24/7, increasing the total number of toll points and aiming to ease congestion on key roads like Sheikh Zayed Street. Meanwhile, in Dubai, retail expansion continues with a third Primark store opening at Mall of the Emirates. On the employment front, authorities have introduced an AI-powered system to screen work permit applicants, aligning talent with market needs. At the same time, banks are moving away from WhatsApp-based services to enhance security, signaling a shift toward safer digital channels. With rising temperatures and the approach of Eid al-Adha, the month also brings seasonal lifestyle changes as residents prepare for summer and upcoming holidays. Which of these changes will impact you the most—new toll gates, job market updates, or banking changes?

Yes, under Federal Decree-Law No. 33 of 2021, remote work is a recognised work model and can be performed from outside the UAE—but only if both the employee and employer mutually agree and formally amend the employment contract to reflect the new arrangement, including work location, hours, and terms; the Golden Visa offers residency flexibility, but it does not override contractual obligations, meaning employers can approve orرفض such requests depending on job requirements. Do you think companies should be more flexible in allowing employees to work from abroad during personal emergencies, or should business needs come first?

The stimulus, announced by Sheikh Hamdan bin Mohammed bin Rashid Al Maktoum, is designed as a proactive measure to support businesses by easing financial pressure rather than reacting to a crisis. By deferring government fees and reducing certain tourism-related charges, the package helps companies maintain cash flow during a period of rising costs and tighter liquidity. This support—backed by strong economic growth in Dubai—aims to sustain business operations, protect jobs, and boost investor confidence. Sectors like hospitality, retail, and tourism are expected to benefit the most, helping them continue hiring and avoid cutbacks. Overall, the move signals stability and reinforces Dubai’s position as a resilient business hub. Do you think such stimulus packages are enough to protect jobs, or should governments do more to support businesses during uncertain times?

Under UAE Federal Decree Law No. 33 of 2021, a termination without a valid reason may be considered arbitrary dismissal, and employees have the right to challenge it. The first step is to file a complaint with the Ministry of Human Resources and Emiratisation (MOHRE), which will attempt to resolve the dispute amicably between you and your employer. If no settlement is reached, the case may be referred to the competent court within 14 days. For disputes involving claims of Dh50,000 or less, MOHRE can directly issue a decision, which can still be appealed in court within 15 working days. In some cases, authorities may also direct the employer to pay up to two months’ wages while the dispute is ongoing. If arbitrary dismissal is proven, you may be entitled to compensation. The key is to provide evidence supporting your claim, such as employment contracts, termination letters, and communication records. Have you or someone you know ever faced a workplace dispute — and do you think employees are aware enough of their legal rights in such situations?

Employees in the UAE are entitled to two hours of reduced working time each day during Ramadan, regardless of whether they are working from the office or remotely. If an employer requires an employee to work beyond the legally permitted working hours, the employee may be entitled to overtime compensation in accordance with the employment contract and labour law provisions. The mode of work — whether remote or in-office — does not remove the employer’s obligation to comply with working hour limits. Employees facing such situations may discuss the matter with their employer or seek guidance from the relevant labour authorities if needed. Have you experienced longer working hours while working from home during Ramadan, and do you think remote work makes overtime harder to track?

Under UAE Employment Law, annual leave is a statutory right and must generally be taken in the year of entitlement, with dates fixed by the employer based on work requirements and in agreement with the employee. Once leave is approved in line with the law, an employer cannot lawfully compel an employee to work during that period. If both parties mutually agree to work during leave, compensation must be provided either through alternative leave days or additional pay. Importantly, termination solely because a project deadline coincides with approved leave may be challenged as arbitrary dismissal under Article 47, and a court may award compensation of up to three months’ salary based on the last drawn wage, in addition to notice and end-of-service benefits. Employees facing such pressure may approach the Ministry of Human Resources and Emiratisation for guidance or to file a complaint. What are your views — should companies have greater flexibility during critical projects, or must employee leave rights remain strictly protected regardless of business pressures?

No, employers in the UAE cannot legally require employees to work during their approved annual leave. Under Article 29(4) of the UAE Employment Law, annual leave must be scheduled by mutual agreement between employer and employee, based on work requirements, and employees must be notified at least one month in advance. Forcing an employee to work while on approved leave violates this provision. Furthermore, Article 47 clarifies that terminating an employee because a project deadline coincides with approved leave may constitute arbitrary or unlawful dismissal, which can be legally challenged. In such cases, employees have the right to file a complaint with the UAE Ministry of Human Resources and Emiratisation to seek redress.