text comes straight from the UAE Ministry of Labourís UAE Labour Law
and is applicable as of June 23 2015.
Disciplinary Article 102
The disciplinary rules that may be inflicted by the employer or the
representative thereof shall be :
1 - Warning
2 - Fine
3 - Suspension with reduced pay for a period not exceeding ten days
4 - Deprivation from or deferment of periodic bonus in establishments
containing a system for such bonuses
5 - Deprivation from promotion in establishments applying a system for
6 - Dismissal from work without prejudice to the end of service
7 - Dismissal from work and deprivation from the total end of service
gratuity or a part thereof. Such penalty shall not he inflicted for
reasons other than the ones mentioned exclusively in Article 120
The disciplinary rules shall determine the cases where each
disciplinary sanction set forth in the preceding Article shall be
The Minister of Labour and Social Affairs shall issue, by means of a
decision thereof, a model list of disciplinary rules and rewards to
guide the employers in setting their own rules in this regard.
The fine may be a specific amount or an amount equal to the wage of
the worker for a specific period . The fine prescribed with regards to
one breach may not exceed the wage of five days . Furthermore , for
the settlement of the fines imposed on the worker , a maximum amount
equal to the wage of five days may be deducted from the wage of the
worker per month .
Fines imposed on workers shall be recorded in a special register along
with the cause and circumstances of imposition thereof as well as the
name and wage of the worker. A special account shall be allocated
therefore and the monthly proceeds thereof shall be used for the
social welfare of the workers in accordance with the decisions issued
by the Minister of Labour and Social Affairs in this regard.
The penalty of deprivation of the periodic allowance may only be
imposed once per year. Such allowance may not be deferred for more
than six months.
The penalty of deprivation of the promotion may not be imposed for
more than one promotional cycle. The penalised worker shall be then
promoted during the following promotional cycle should he meet the
necessary conditions for such promotion.
The financial differences from the deprivation of the promotion or
allowance or the deferment thereof, of which the employer shall
benefit, shall be registered in a special register along with the
cause and circumstances of the imposition as well as the name and wage
of the worker. A special account shall be allocated therefore and the
monthly proceeds thereof shall be used for the social welfare of the
workers in accordance with the decisions issued by the Minister of
Labour and Social Affairs in this regard.
No disciplinary sanction may be imposed on the worker for an act
perpetrated thereby outside the work place, unless such act is
connected to the work, the employer or the responsible manager.
Furthermore, it shall not be permissible to impose more than one
sanction or combine any disciplinary sanction with the deduction of
any part of the wage of the worker in accordance with the provision of
Article 61 hereof.
It shall not be permissible to impose on the worker any of the
sanctions set forth in Article 102 unless after the notification
thereof in writing with regards to charges made against him , after
having heard the worker and the defence thereof investigated, and
after having recorded the matter in a minutes deposited in his
personal file. The sanction shall be noted at the end of such minutes.
The worker shall be notified in writing of the sanctions imposed
thereupon, the type and amount thereof, the causes of imposition and
the sanction to be imposed in case of recidivism.
The worker may not be accused of a disciplinary offence after thirty
days of the discovery thereof. Furthermore, no disciplinary sanction
may be imposed after sixty days from the date of the end of the
investigation in the offence of which the worker is found guilty.
As amended by Federal Law no. 12 dated 29/10/1986:
The worker may be temporarily suspended from work upon the charging
thereof of a deliberate crime against life, property, honour, honesty
or of carrying out a strike.
The suspension period shall commence on the date of the notification
of the incident to the competent authorities and until the issuance of
a decision thereby in such regard. The worker shall not be entitled to
his wage during the said suspension period. Should a decision be
issued for the non-prosecution or the acquittal of the worker, the
latter shall be reinstated and paid the full wage for the suspension
period, should such suspension be arbitrary from the employer.
Call centre For any Labour issues: 800
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