Mahmoud Ahmed April 10, 2026 Periods of regional uncertainty naturally raise practical questions for businesses and employees operating in the UAE. Can employees refuse to attend work? Can salaries be reduced? What happens if a company needs to restructure? While these questions are highly relevant, it is important to start from a key principle: UAE labour law continues to apply in full, even in times of regional instability. At the same time, many real-life situations fall into areas that require careful, case-by-case assessment rather than a one-size-fits-all answer. For Employers DO Continue to meet all statutory obligations Employers remain responsible for salary payments, employee safety, and compliance with all legal requirements, regardless of external circumstances. Ensure a safe working environment The obligation to safeguard employee health and safety remains unchanged. In practice, this may require employers to assess evolving conditions and take reasonable precautionary measures. Consider flexible and pragmatic solutions Although there is no automatic right to remote work, many employers may consider flexible arrangements such as remote work, adjusted hours, or temporary measures to ensure operational continuity and address employee concerns. Document any agreed changes clearly Any adjustments to salary, working arrangements, or contractual terms should be clearly documented and mutually agreed. Follow proper termination procedures Any termination must comply with UAE labour law, including notice requirements and due process. DON’T Don’t assume external events justify unilateral decisions Regional instability does not, by itself, justify salary reductions, delayed payments, or contractual changes without employee consent. Don’t rely on broad concepts such as force majeure without proper assessment Whether such concepts apply will depend on specific facts and should be carefully evaluated. Don’t overlook the importance of consistency and fairness Approaches should be applied carefully and with clear justification, particularly where different roles or employees are treated differently. For Employees DO Continue to comply with contractual obligations In the absence of agreed changes, employees are expected to perform their duties in accordance with their employment contracts. Raise concerns constructively Employees who have genuine concerns should communicate them clearly and explore possible solutions with their employer. Review any proposed changes carefully Any amendments to salary or working conditions should be understood and formally agreed before acceptance. DON’T Don’t assume a unilateral right to refuse work or impose alternative arrangements Unless otherwise agreed, employees are generally expected to comply with their contractual obligations. Don’t make decisions without understanding the implications Refusing proposed changes or failing to comply with workplace requirements may have legal consequences, depending on the circumstances. A Note on “Grey Areas” Many of the most pressing questions in the current environment, such as refusal to attend work due to safety concerns, the feasibility of remote working, or the consequences of non-attendance, do not have universally applicable answers. These situations often depend on a combination of factors, including the nature of the role, the employer’s operational requirements, the specific circumstances affecting safety or accessibility, and the terms of the employment contract and internal policies. As a result, both employers and employees should approach such situations with caution and seek to address them through dialogue and documented agreement wherever possible. Key Takeaway UAE labour law provides a stable and comprehensive framework that continues to apply even in periods of uncertainty. However, navigating real-world challenges requires not only legal compliance, but also careful judgement, clear communication, and, where necessary, tailored advice based on the specific circumstances. If you would like to discuss how these principles apply to your specific situation, please feel free to contact us at info@fichtelegal.com.
