Most employment contracts in the UAE, particularly those signed before 2022 and not revised after the new labour law came into force, contain force majeure clauses lifted from commercial agreements
Many UAE employers face uncertainty regarding stranded employees due to flight disruptions. While the UAE Labour Law lacks a specific "force majeure" provision, existing regulations and contract terms dictate obligations. Salary suspension or termination requires lawful justification, considering remote work possibilities. Employees should document disruptions, notify employers formally, and continue working remotely if feasible. Delayed salaries should be reported to...
Thousands of employees are stuck outside the UAE. Flights are cancelled or rerouted. Offices are open, but part of the workforce is absent physically and functionally. Employers are now facing questions that, until recently, existed only in theory: Do we keep paying? Is this absence treated as unauthorised leave? Does force majeure apply to an employment contract?
And if it does — what does that actually allow?
The answers exist. They sit in the UAE Labour Law, in MOHRE’s subordinate regulations, and in the contracts themselves. Getting to them under pressure is the hard part. This piece is an attempt to do that systematically. In practice, I’ve seen employers try to classify situations like these as unauthorised absence or grounds for suspending salary payments and watched those decisions turn into legal...
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