GCC Laws
Disciplinary Rules

Disciplinary Rules

Q. What types of disciplinary actions can be implemented for employees in the UAE?

‍ Employers can impose disciplinary measures on workers, including: 

  • a written notice.
  • a written warning.
  • deduction of wages of not less than five days per month.
  • suspension without pay for a period not exceeding 14 days.
  • deprivation from the periodic bonus, for a period not exceeding one year, in establishments containing a system for such bonuses.
  • deprivation from promotion, for a period not exceeding two years, in establishments applying a system for such promotion.
  • deprivation of promotion at the establishments having a promotion system for a period not exceeding two years.
  • termination of service while preserving the workers’ right to the end-of-service benefits.

Also Read: Termination and Severance Pay

Q. How are fines to be registered and implemented in the UAE?

Fines imposed on workers must be recorded in a special register, including reasons and circumstances, the worker's name, and wage amount. 

According to a resolution from the Minister of Labor and Social Affairs, these fines should be deposited into an account to cover workers' social welfare costs.

Q. What restrictions apply to the denial of promotion as per the UAE labor laws?

The withholding of a promotion cannot extend beyond a single promotional cycle. If the penalized worker is determined to meet the relevant criteria, they will be promoted in the next available promotion cycle.

Q. Can disciplinary measures be taken against employees for actions committed outside the workplace?

Disciplinary measures may not be enforced on a worker for actions conducted outside the UAE unless such actions are connected to their work, the employer, or the relevant manager.

Also Read: Employment Contracts, Records and Wages

Q. What are the requirements for disciplinary procedures as per the UAE law?

Disciplinary measures should not be enforced upon an employee without providing written notification of the charges, holding a hearing, and allowing an opportunity for the employee to present a defense. The details, including the penalty, must be documented in a dedicated file for the employee. Additionally, the employee must receive written notification specifying the imposed penalties, outlining their nature, amount, reasons, and potential consequences for repeated offenses.

Q. Can a temporary work suspension be imposed on an employee in the UAE?

An employee facing accusations of intentional offenses or strike-related actions may undergo temporary suspension pending an official decision by the competent authorities. During this suspension, the worker is not entitled to wages. If it is determined that the allegations are unfounded or the worker is acquitted, reinstatement and full payment for the suspension period occur unless the employer acted maliciously.

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