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The primary statute is Federal Law No. 29 of 2006 on the Rights of People of Determination, as amended by Federal Law No. 14 of 2009, which guarantees people of determination — the UAE’s term for persons with disabilities — equal opportunity in employment and prohibits discrimination on the basis of disability.
It defines a person of determination as someone with a total or partial, permanent or temporary impairment in physical, sensory, mental, communicational, educational or psychological abilities that limits the ability to perform ordinary requirements. The law applies to public and private employers with no headcount threshold.
Article 4 of the UAE Labour Law (Federal Decree-Law No. 33 of 2021) separately prohibits discrimination on the basis of disability in a manner that weakens equal opportunity or prejudices equality in employment. The frequently cited Federal Decree-Law No. 2 of 2015 addresses hatred and discrimination generally and is not the disability employment statute.
Employers must not exclude qualified people of determination from employment on the basis of disability and must provide the adjustments needed for them to perform the essential functions of the role. Adjustments may include assistive technology, accessible workstations and facilities, modified duties or schedules, and adapted communication. The federal law also directs government bodies to promote employment of people of determination and provides for vocational rehabilitation and training.
Dubai and Abu Dhabi each have supplementary frameworks: Dubai Law No. 3 of 2022 on the rights of people of determination in the Emirate, and Abu Dhabi’s Zayed Higher Organization for People of Determination programmes, which employers operating in those emirates should also consult.
There is no statutory response deadline, but employers are expected to engage with the employee promptly and in good faith to identify a workable adjustment. Employers may ask for the People of Determination card issued by the Ministry of Community Development, or a medical report, to confirm the disability and the adjustment needed, and should limit requests to what is necessary.
Medical information is protected under Federal Decree-Law No. 45 of 2021 on Personal Data Protection and the health data law, and must be handled accordingly. Adverse action against an employee for requesting an adjustment is inconsistent with Article 4 of the Labour Law.
The Ministry of Human Resources and Emiratisation enforces the Labour Law in the private sector and can impose administrative penalties; the Ministry of Community Development oversees people of determination policy and the card scheme. Employees may bring claims through the Ministry’s mediation process and then the labour courts, where discriminatory termination can result in compensation.
Free zones with their own employment regulations, including the DIFC and ADGM, apply their own non-discrimination provisions that also cover disability.
Managing reasonable accommodation requests under the Federal Law No. 29 of 2006 on the Rights of People of Determination (as amended by Federal Law No. 14 of 2009); UAE Labour Law Art. 4 can be complex—multiple forms, response deadlines, and cross-department coordination all add complexity.
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This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.
