Employee Handbook and HR Policies in the UAE (2026): What to Include and What the Labour Law Expects
As a UAE company grows past its first few hires, written HR policies stop being optional. This guide explains what the UAE Labour Law expects employers to put in writing, what a typical employee handbook covers, and how to keep it consistent with your contracts.
What the UAE Labour Law expects in writing
Article 13 of Federal Decree-Law No. 33 of 2021 on the regulation of employment relationships lists employer obligations. Among them, the employer must:
- keep worker records and files, retaining a worker’s file for not less than two years after the end of service; and
- provide rules regarding the organisation of work, such as the regulation of work instructions, penalties, promotions, rewards and other by-laws and regulations, according to the rules in the Implementing Regulation.
The law also sets out the disciplinary sanctions an employer may apply and refers to the establishment’s regulations, so a written disciplinary policy matters. This law covers the UAE private sector onshore and in most free zones; the DIFC and ADGM have their own employment laws. This guide is general information, not legal advice; have your final policies reviewed by an employment lawyer.
What a UAE employee handbook usually covers
- Welcome and company overview: who you are, values and how the handbook is used.
- Employment basics: types of contract and work patterns, probation, working hours, attendance and breaks.
- Pay and benefits: salary payment, allowances, overtime, medical insurance and end-of-service benefits, consistent with the law and your contracts.
- Leave: annual, sick, maternity and parental, bereavement, study, public holidays and how to apply.
- Conduct: code of conduct, dress code, conflicts of interest, gifts, confidentiality and data protection.
- Workplace: health and safety, equal opportunity and anti-harassment, grievances.
- Performance and growth: appraisals, promotions, rewards and training.
- Discipline: the steps and sanctions your organisation uses, in line with the law.
- Leaving the company: resignation, notice, termination, handover and final settlement.
- Acknowledgement: a page each employee signs to confirm they received and read it.
Handbook, HR policy manual or SOPs?
- Employee handbook: written for employees, in plain language, covering what they need to know and do.
- HR policy manual: the full policies for HR and managers, with more detail and approval rules.
- HR procedures and SOPs: step-by-step processes such as onboarding, leave approval or end-of-service settlement. See our SOP format guide.
Many organisations keep all three, with the handbook summarising the manual.
Common mistakes
- Copying a handbook from another country, with leave, notice or benefits rules that do not match UAE law.
- Policies that contradict the employment contracts.
- No disciplinary steps written down, then applying sanctions inconsistently.
- English only, when part of the workforce needs Arabic or another language.
- No version control or acknowledgement record.
Employee handbook: common questions
Is an employee handbook mandatory in the UAE?
The Labour Law does not use the word “handbook”, but Article 13 requires employers to provide rules on the organisation of work, such as work instructions, penalties, promotions and rewards. A handbook or policy manual is the usual way to do this.
What HR policies does a small UAE company need first?
Usually working hours and attendance, leave, code of conduct, disciplinary and grievance procedures, confidentiality, and end of service. Add more as the team grows.
Should the handbook be in Arabic?
Consider the languages your employees read. Bilingual handbooks are common in the UAE.
Do DIFC and ADGM companies follow the same rules?
No. The DIFC and ADGM have their own employment laws, so their handbooks must follow those instead.
Can Labeeb write our employee handbook and HR policies?
Yes. Labeeb writes policies, procedures and handbooks in English, Arabic or both, based on how your company works. We recommend a final legal review by your employment lawyer. We agree the scope and price with you before any work starts.
Putting your HR policies in writing?
Tell us your team size, where you are licensed and what you already have. We will tell you what is missing and how we can help, before any commitment.