ADGM Employment Regulations 2024

No waiver

Part 1 · Hiring Employees

The Regulations set minimum rights that cannot be waived, except by a written settlement signed by both parties covering existing facts or circumstances, after an opportunity for independent legal advice and for valid consideration; more favourable contractual rights remain permitted.

No false representations

Part 1 · Hiring Employees

An Employer must not recruit or induce a person to work by misrepresenting the availability or type of a role, Wages, or any other employment term; contravention may result in a fine under the Fines Scale.

Hiring children and youth

Part 1 · Hiring Employees

Children under 15 may not be employed. Youth aged 15 to 18 may be employed only subject to Board rules and safe, reasonable conditions appropriate to their age and wellbeing; breach may attract a level 8 fine.

Visa and permits

Part 1 · Hiring Employees

Where required, the Employer must obtain, maintain and pay for the work permit, sponsored residence visa and UAE identity card, apply before work starts, cancel permits promptly after termination, and may not recover those costs or condition cancellation on waiver or payment.

Right to a written contract

Part 1 · Hiring Employees

Employment requires an English written contract signed by both parties, with a copy supplied within one month and its meaning explained where needed. It must state the parties, start date, role, Wages and Pay Period, hours, leave and sick terms, notice, duration, work location or remote status, procedures and ADGM governing law.

Amendments to the Employment Contract

Part 1 · Hiring Employees

A contractual amendment must be written and signed by both parties. A purely administrative amendment need only be recorded in writing and notified to the Employee before it takes effect.

Right to a pay statement

Part 1 · Hiring Employees

On or around each pay date, the Employer must make available a written statement showing Wages and every deduction with its reason. Electronic access is sufficient if the Employee can obtain a hard copy; breach may attract a fine.

Probationary period

Part 1 · Hiring Employees

Probation must be stated in the contract and may not exceed six months, or half of a contract lasting six months or less. During probation specified leave and benefit provisions do not apply, ordinary termination requires at least one week's written notice, and immediate termination for cause remains available.

Employment records

Part 1 · Hiring Employees

The Employer must retain English records for each Employee covering the contract, identity and contacts, start date, gross and net Wages, benefits, deductions, vacation, sickness and sick pay, repatriation flight and end-of-service gratuity. Records must be accessible at the ADGM principal place of business and retained under the Data Protection Regulations 2021.

Pro-rata entitlements for Part-Time Employees

Part 2 · Part-Time and Remote Employees

A Part-Time Employee working every day of the Employer's working week receives specified leave entitlements without pro-rating. Where the contract provides fewer than five working days a week, those entitlements are multiplied by the ratio of the Employee's days to the full-time working week.

Remote Employees

Part 2 · Part-Time and Remote Employees

Unless agreed otherwise, the Employer supplies and maintains equipment needed for agreed remote or hybrid work. Different workplace, visa, insurance and related provisions are excluded for remote staff inside the UAE and for those living and working outside the UAE; all non-excluded provisions continue to apply.

Pay period

Part 3 · Protection of Wages

The Employer must pay the agreed Wages. A Pay Period may not exceed one month and payment is due within 14 calendar days after that period ends.

No unauthorised deductions

Part 3 · Protection of Wages

A deduction from Wages or payment by an Employee is permitted only when authorised by applicable legislation or the contract, agreed by the Employee in writing, made to repay an overpayment, loan or advance, or ordered by the Court.

Late payment after termination

Part 3 · Protection of Wages

All Wages and non-variable sums must be paid within 21 calendar days of termination; Variable Payments may be deferred on reasonable written conditions. Qualifying arrears may trigger a Daily-Wage penalty for each late day, subject to Court adjustment, a one-week-Wage threshold and a six-month cap.

Maximum weekly working time

Part 4 · Working Time and Leave

Working time may not exceed 48 hours in any seven-calendar-day period unless the Employee first consents in writing. Registrar rules or guidance may provide overtime pay for hours above that maximum; breach may attract a fine.

Excessive hours

Part 4 · Working Time and Leave

Regardless of other working-time rules, an Employer must not directly or indirectly require or allow hours detrimental to the Employee's health or safety; breach may attract a fine.

Reduced hours during Ramadan

Part 4 · Working Time and Leave

During Ramadan, a Muslim Employee's normal hours are reduced by 25% on each Working Day without reducing Wages; non-compliance may attract a fine.

Daily rest

Part 4 · Working Time and Leave

An Employee is entitled to at least 11 consecutive hours of rest in each 24-hour period.

Weekly rest period

Part 4 · Working Time and Leave

Except as Board rules may otherwise provide, an Employee is entitled to an uninterrupted rest period of at least 24 hours in every seven calendar days.

Breaks

Part 4 · Working Time and Leave

A Working Day over six hours carries aggregate rest and prayer breaks of at least one hour away from the workstation. After Maternity Leave, an Employee working over six hours also receives at least one aggregate hour of nursing break for nine months after childbirth.

Vacation Leave

Part 4 · Working Time and Leave

An Employee receives at least 20 paid Working Days of Vacation Leave per Vacation Leave Year. Accrued leave may be carried for up to 12 months, with at least five days protected from a lower agreed carry-over; National Holidays are additional.

Payment in lieu of Vacation Leave

Part 4 · Working Time and Leave

Payment instead of accrued leave is available only on termination or by written agreement. On termination unused accrued leave is paid at the Daily Wage then applicable, while excess leave taken may be deducted using the same rate.

Dates on which leave is taken

Part 4 · Working Time and Leave

Vacation Leave requires Employer consent, which must not be unreasonably withheld. The Employer may direct leave on specified days in the current leave year with at least seven calendar days' prior written notice.

Leave during the first year of employment

Part 4 · Working Time and Leave

During the first employment year an Employee may take only leave accrued by that time. Vacation Leave accrues monthly at one-twelfth of the annual entitlement.