Ajman’s New HR Law | What It Means for Employers Under UAE Labour Law

UAE Labour Law is undergoing a major shift in the emirate of Ajman. It’s a sweeping framework that now places greater emphasis on family-friendly leave, inclusive working models and remote-first employment for government entities. For private-sector employers and cross-border businesses, this signals that compliance with the UAE Labour Law and by extension, labour policy across the UAE is not optional. Read on to see how you should adapt, and how partnering with Arnifi EOR solutions ensures your hiring remains easy, compliant and agile.

1. Introduction

In the context of UAE Labour Law, Ajman’s new Human Resources Law marks a major step toward a more flexible and family-focused public sector. It’s approved by the Ajman Executive Council under the Sheikh Ammar bin Humaid Al Nuaimi. The reform brings wider family leave, remote work options, and inclusion for people with determination. For employers, it’s a reminder that labour policy in the UAE is evolving fast. Take a hard look at your HR policies now. Arnifi’s EOR and HR solutions help businesses stay compliant with the UAE Labour Law, manage hiring easily, and keep operations easy while you focus on growth.

2. The New Framework Under UAE Labour Law Context

While the term UAE Labour Law typically refers to the federal labour framework (for example Federal Decree‑Law No. 33 of 2021), it’s vital to recognise how individual emirates, such as Ajman, now align or introduce supplementary measures. The new HR law framework in Ajman emphasises:

• A wide set of family-related leave provisions like maternity, paternity, marriage, childcare, care for first-degree relatives, bereavement & support for people of determination.
  
• Flexible working hours and remote work, which includes remote work from outside the UAE for government employees.
  
• Inclusive employment practices for people of determination like accessible facilities, assistive technologies, reduced hours, and job-security protections.
  

Although the new law is currently framed for the government sector of Ajman, it indicates how the landscape of employment regulation is evolving so any employer operating in the UAE must keep tabs on both federal and emirate-level shifts in the UAE Labour Law.

3. Key Areas| Leave, Eligibility and Procedure

Types & Eligibility

Under the evolving UAE Labour Law context and the new Ajman government law these are the key types of leave and flexible work:

• Maternity leave: For pregnant employees.
  
• Paternity leave: For new fathers.
  
• Marriage leave: For employees getting married.
  
• Childcare leave: For parents caring for children as flexible hours apply.
  
• Leave for care of first-degree relatives: For employees providing care to close family.
  
• Bereavement/mourning leave: For the loss of a loved one.
  
• Support leave for people of determination: For employees with disabilities or those caring for people of determination.
  
• Flexible working hours / remote work: For pregnant employees, for parents with children, to approve remote work arrangements inside or outside the UAE.
  

Eligibility will depend on factors such as employee status, if it’s a full-time government worker in Ajman under the new law; for the private sector, you must check your contract and the federal law, and specific criteria like pregnancy, number of children, and disability status. The new Ajman law states flexible hours for pregnant employees & those applying for childcare.

4. Procedure and Steps

Here’s a simplified step-by-step guide you can follow for implementing or adapting to these leave provisions in your company under the UAE Labour Law framework:

• Review your existing employment contracts and leave policy to ensure alignment with the current UAE Labour Law and any local-emirate enhancements.
  
• Identify employees eligible for the specified leave types for e.g., pregnant staff, new parents, employees caring for relatives & employees with determination (disabilities).
  
• Prepare standardised leave application forms for maternity, paternity, childcare, caregiving, and bereavement.
  
• Define the approval path from the HR to the Line Manager, then Payroll & Documentation.
  
• Update payroll systems and attendance/working-hours systems to handle flexible hours or remote-working arrangements.
  
• Update policies for remote work, which includes remote work from outside the UAE, in line with UAE Labour Law and relevant immigration/visa rules.
  
• For inclusive work for people of determination, first of audit your facilities, assistive technologies, and make adjustments where it’s needed.
  
• Translate changes into employee handbooks & internal communications, so the staffs are aware of their rights and the company’s processes.
  
• Train HR/line managers on new leave types, flexible work approvals, and remote-work compliance.
  Monitor compliance, which means track the uptake of leave/flexible work, evaluate impact on wellbeing and retention as Ajman’s new law emphasises psychological health, satisfaction & productivity.
  

Cost / Estimated Numbers

These are rough items; actual numbers will depend on company size, number of affected employees, and current systems in place.

5. Why This Matters for Employers

When changes in the UAE Labour Law or em­irate-level frameworks expand leave types, flexible work and inclusive obligations, employers must recognise that:

• Failing to adapt policies risks non-compliance.
  
• Offering family-friendly leave and flexible working can boost retention, morale & productivity.
  
• Remote-working arrangements, especially cross-border, introduce immigration, visa and labour law implications under UAE Labour Law.
  
• Inclusivity for people of determination is increasingly becoming a part of the expectation and possibly the regulation.
  
• Even if the law currently applies to government employees as in Ajman, private-sector employers benefit from aligning early to avoid policy lag and to maintain their employer brand.

6. FAQs

Does this new law in Ajman apply to private companies?
No, it currently covers government roles, but private employers should still align with UAE Labour Law trends.

Can employees work remotely outside the UAE?
Ajman’s law allows it for government staff; private firms must comply with UAE Labour Law and visa rules.

Who covers costs for assistive tools for people of determination?
Government entities must provide them; private firms should review accessibility under UAE Labour Law.

When should I update company policies?
Immediately, Ajman’s approval signals change, so act now.

Are there penalties for non-compliance?
Yes, UAE Labour Law violations can lead to fines, visa issues, or suspended permits.

7. Conclusion

Ajman’s new Human Resources Law highlights a turning point in how the UAE is redefining its workplace culture. Flexibility, family support, and inclusion are no longer optional they’re becoming the new standard under the UAE Labour Law. For employers, this means staying proactive, like updating contracts, reviewing leave policies, and ensuring compliance with the evolving labour norms will benefit them. Businesses that adapt early will enjoy easier operations and a stronger reputation in the UAE’s modern workforce landscape.

How Arnifi EOR Services Help You Stay Compliant

Arnifi’s EOR and HR services make adapting to these labour changes effortless. Arnifi HR services manage employment compliance, payroll & visa processing under the UAE Labour Law, this you to hire confidently without setting up a local entity. Whether in Dubai, Abu Dhabi, or Ajman, Arnifi keeps your business compliant, your people supported & your growth uninterrupted so you can focus on scaling while they handle the regulations.