Human Resource Management in UAE

Human Resource Management (HRM) plays a critical role in the United Arab Emirates (UAE) as the country continues to grow and diversify its economy. HRM practices in the UAE are influenced by a unique blend of cultural, legal, and economic factors. In this essay, we will provide a deeper understanding of HRM practices in the UAE by examining labor laws, cultural norms, talent acquisition, Emiratisation, diversity and inclusion, and training and development.

Labor Laws:

UAE labor laws are designed to protect the rights of employees and ensure that they are treated fairly in the workplace. One of the most significant labor laws in the UAE is the labor law issued by Federal Law No. 8 of 1980. This law governs the employment of workers in the UAE and sets out the minimum rights and obligations of employers and employees. The labor law covers everything from employment contracts to working hours, wages, and termination procedures.

One of the most important aspects of labor laws in the UAE is the protection of employee rights. Under the labor law, employees are entitled to at least 30 days of annual leave, sick leave, and maternity leave. Employers are also required to provide medical insurance for their employees. Additionally, employers must provide their employees with a safe and healthy working environment.

Cultural Norms:

HRM practices in the UAE are influenced by the country’s unique cultural norms. For example, Emiratis place a high value on family and community, and employers may need to take this into account when designing policies around work-life balance. In the UAE, work-life balance is highly valued, and employees are expected to have a good work-life balance. As a result, many companies offer flexible working hours, telecommuting, and other work arrangements that allow employees to balance their work and personal lives.

Another cultural norm that affects HRM practices in the UAE is the importance of social connections. In the UAE, social connections or “wasta” are highly valued and can play a significant role in business and employment. As a result, Human Resource Management practices may need to take this into account when recruiting, promoting, or terminating employees.

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Talent Acquisition:

In the UAE, the competition for talent is fierce, particularly in certain industries such as finance, technology, and healthcare. HRM practices need to be designed to attract and retain top talent. One of the most effective ways to attract talent is to offer competitive salaries and benefits packages. In the UAE, companies are expected to offer generous compensation packages, including healthcare, housing, and transportation allowances.

In addition to compensation, companies need to create a positive work environment that fosters employee engagement and satisfaction. This can include offering opportunities for career development, providing a supportive work culture, and offering work-life balance initiatives.

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Emiratisation refers to the UAE government’s policy of increasing the number of Emiratis in the workforce, particularly in leadership positions.

Emiratisation aims to create a more diverse and sustainable economy by reducing the country’s reliance on expatriate workers.

Emiratisation programs have been implemented in various sectors, including banking, finance, and government. These programs offer training and development opportunities for Emiratis, as well as incentives for companies that hire and promote Emiratis.

One of the key challenges of Emiratisation is the shortage of skilled Emirati workers in certain sectors. As a result, companies may need to invest in training and development programs to develop the skills of Emirati workers and prepare them for leadership positions.

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Diversity and Inclusion:

The UAE is a diverse country, with a large expatriate population. HRMS practices should be designed to ensure that all employees feel valued and included, regardless of their nationality or background. This includes promoting diversity and inclusion in the workplace, providing equal opportunities.

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