Discover. Discuss. Connect.
Across The UAE

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?

Not necessarily. Under UAE Employment Law, employees earn 30 calendar days of paid annual leave after completing one full year of service. This leave is usually accrued monthly, meaning you build up your entitlement over time — not all at once at the start of the year. Employers also have the right to decide when annual leave can be taken, depending on work requirements and internal policies. So, if you’re planning a long break (like for a wedding) early in the year, your employer may not approve it if you haven’t accrued enough leave. However, you can request unpaid leave, subject to your employer’s consent. What’s your take — should employees be allowed to take advance leave for major life events like weddings or family emergencies?

No — under UAE labour law, a freelancer operates independently and is not considered an employee of the company; they work based on a service agreement outlining deliverables, timelines and payments, not employment benefits or entitlements like leave, fixed office hours, or workplace protections. Freelancers must hold a valid MoHRE freelance permit, and hiring one without it is considered illegal. Do you think companies should have more flexibility to treat freelancers like regular staff for long projects, or should freelancers remain fully independent?

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?

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.

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?

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?

If a woman is residing in the UAE under her husband’s sponsorship and the couple divorces, she is entitled to apply for a one-year extension of her residency visa starting from the official date of divorce, but the husband cannot be legally compelled to continue sponsoring her visa once the divorce is finalised. UAE law does not allow courts to force a former husband to sponsor an ex-wife’s residency; however, he may continue to sponsor the children’s visas. After the extension period, the woman must secure an alternative visa (such as employment or self-sponsorship) to remain in the country. Legal experts advise consulting a lawyer regarding issues like child custody, maintenance, and alimony, and contacting the General Directorate of Residency and Foreigners Affairs for visa-related guidance. Do you think the current rules offer enough protection for divorced women, or should longer visa options be considered?

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?