Observation (CEACR) - adopted 2025, published 114th ILC session (2026)

United Arab Emirates

Equal Remuneration Convention, 1951 (No. 100) (Ratification: 1997)
Discrimination (Employment and Occupation) Convention, 1958 (No. 111) (Ratification: 2001)

In order to provide a comprehensive view of the issues relating to the application of ratified Conventions on equality, the Committee considers it appropriate to examine Conventions Nos 100 (Equal Remuneration) and 111 (Discrimination in Employment and Occupation) together.

Convention No. 111 National policy to promote equality of opportunity and treatment in respect of employment and occupation

Articles 1(1)(a), 2 and 3(b). Anti-discrimination legislation. Further to its previous comments, the Committee notes the Government’s information, in its report, regarding the reform of its labour legislation, including the adoption of Federal Decree-Law No. 33 of 2021 regulating labour relations in the private sector, Federal Decree-Law No. 47 of 2021 regarding general labour rules that apply in the private and public sectors, and Federal Decree-Law No. 9 of 2022 on domestic workers. The Committee notes with interest that these legal texts prohibit discrimination on most of the grounds covered by the Convention (section 4 of Federal Decree-Laws No. 33 and 47 of 2021 and No. 9 of 2022). It notes however that these texts do not cover the ground of political opinion. The Committee requests the Government to indicate how effect is given to the Convention regarding discrimination in employment based on political opinion.

Sexual harassment. The Committee notes with interest that section 14(2) of Federal Decree-Law No. 33 of 2021 (private sector) and section 4(4)(b) of Federal Decree-Law No. 9 of 2022 (domestic workers) expressly prohibit sexual harassment. It notes however that there is no definition of sexual harassment in these texts and that a prohibition of sexual harassment is not contained in Federal Decree-Law No. 49 of 2022 on Human Resources in the Federal Government (public sector). Regarding the definition of sexual harassment and sanctions foreseen, the Committee notes that the Government refers to: (1) section 413 of Federal Decree-Law No. 31 of 2021 (Penal Code); and (2) Cabinet resolution No. 106 of 2022 regarding domestic workers, which provides for a fine against employers or members of their family for assaulting or harassing a domestic worker, and for a possible administrative sanction impeding the employer from bringing in another domestic worker. The Committee requests the Government to provide information on: (i) how section 14(2) of Federal Decree-Law No. 33 of 2021 (private sector) is enforced and applied in practice; (ii) any cases brought against employers for sexual harassment of domestic workers; and (iii) how public sector workers are protected from sexual harassment, beyond the generic protection contained in the Penal Code.

Legal restrictions on women’s employment. Further to its previous comments, the Committee notes with satisfaction that restrictions on women’s employment that were contained in the previous labour legislation have been eliminated further to the adoption of Federal Decree-Law No. 33 of 2021.

Articles 1 to 3. National policy for equality of opportunity and treatment. Gender equality. Further to its previous comments, the Committee notes the information provided by the Government regarding: (1) the adoption in 2023 of a national policy for women empowerment, including through better integration in the labour market; (2) measures to promote women in Science, Technology, Engineering and Mathematics (STEM) education, and measures to expand women’s access to vocational training and certification programmes; (3) measures to support improved work–life balance; and (4) the establishment of a Department of Labour Guidance to raise awareness of employers and workers in the private sector and domestic work sector, with respect to labour laws and policies, including the right to protection from discrimination and sexual harassment, as well as the mechanisms for settling labour disputes. Regarding paternity leave, the Government indicates that stereotypes and traditional gender roles are one of the most prominent challenges in encouraging fathers to take paternity leave, as childcare is seen as the main responsibility of mothers. The Committee also notes that in a 2025 report, the Special Rapporteur on violence against women and girls, its causes and consequences, noted with concern that, despite positive labour reforms and efforts, women: (1) continue to face discrimination and harassment in public and work environments, particularly in the private sector; (2) lower-tier female employees in male-dominated industries report sexist attitudes, barriers to career advancement and limited protections against workplace harassment, including sexual harassment; and (3) victims rarely report, with few women pursuing legal action due to fear of retaliation or societal stigmatization (A/HRC/59/47/Add.2, para. 21). The Committee therefore requests the Government to continue its efforts to: (i)address sex-based discrimination in employment and occupation, including sexual harassment; and (ii) achieve better equality for women in all aspects of employment, including by adopting specific measures to tackle stereotypes and traditional gender roles which result in limiting equal employment opportunities between the sexes. The Committee requests the Government to provide information on measures taken in this regard.

Convention No. 100 – Principle of equal remuneration between men and women for work of equal value

Articles 1 and 2. Principle of equal remuneration for men and women for work of equal value. Further to its previous comments, the Committee notes that the principle of Convention No. 100 is affirmed in section 4(4) of Federal Decree-Law No. 33 of 2021 regulating labour relations in the private sector, which also provides that a Cabinet resolution shall be issued, upon a proposal by the Minister, to determine the procedures, controls, and criteria necessary for evaluating work of equal value. The Committee requests the Government to provide information on any Cabinet resolution adopted under section 4(4) of Federal Decree-Law No. 33 of 2021.

Article 3. Objective job evaluation methods. Further to its previous comments, the Committee notes the information provided by the Government regarding the job-evaluation process in the public sector. The Committee requests the Government to provide information on: (i) the objective job-evaluation methods used in the private sector to assess the value of jobs on the basis of the work to be performed; and (ii) the results of any job assessments done in the private and public sectors to ensure the principle of the Convention is applied in practice.

The Committee is raising other matters in a request addressed directly to the Government.