Under Federal Decree-Law No. 2 of 2015 on Rights of Persons with Disabilities, all private and public sector employers in the UAE must provide reasonable accommodation to qualified employees with disabilities. Article 1 defines persons with disabilities as those with long-term physical, mental, intellectual or sensory impairments which in interaction with barriers may hinder full participation in society. The law does not set an employer-size threshold—every employer, regardless of headcount, falls within scope.
Employers must offer modifications or adjustments to the work environment to allow employees with disabilities to perform essential job functions without undue hardship. Common types of reasonable accommodation include installing assistive technology, providing specialized furniture, adjusting work schedules and modifying training materials. These duties derive from Article 4 of the Decree-Law and align with the UAE’s commitment to the UN Convention on the Rights of Persons with Disabilities.
Employees should submit a written request for reasonable accommodation to HR, accompanied by relevant medical documentation. The law does not prescribe a formal application form but recommends clear internal procedures. Employers should engage in a dialogue with the employee promptly. While the Decree-Law does not specify a fixed deadline, best practice is to reply within 30 days to avoid delays and disputes.
Complaints may be filed with the Ministry of Community Development or the Ministry of Human Resources and Emiratisation. The relevant ministry investigates alleged breaches and can impose administrative fines, require corrective measures or refer cases to the courts. Penalties vary by severity but can include fines up to AED 50,000 for non-compliance.
Managing reasonable accommodation requests under Federal Decree-Law No. 2 of 2015 on Rights of Persons with Disabilities can be complex—multiple forms, strict timelines and cross-team coordination all add burden.
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Train HR staff on recognizing different types of disabilities and the corresponding modifications that might apply.
Keep a record of each request and actions taken. A clear audit trail protects your organization and builds trust with employees.
Collaborate with occupational therapists or external experts when complex changes are needed. Their input can prevent costly errors.
Regularly review policies and update them to reflect best practices and employee feedback. A living policy prevents outdated procedures.
