ABU DHABI — The remote work system during the Covid-19 pandemic brought several challenges at the individual level. A recent study by the Federal Authority for Government Human Resources highlighted the increased risk of feeling isolated, extended working hours, and challenges with work technologies.
Starting January 2022, the UAE government allowed ministries and federal entities the flexibility to adopt remote work for federal employees on certain days, especially Fridays. This ensures uninterrupted service provision and a smooth workflow in the federal government.
The study emphasized that the Covid-19 pandemic marked a pivotal shift in the adoption of remote work. Major international companies, which had been reluctant to adopt it for decades, were compelled to do so due to pandemic-induced lockdowns and social distancing measures.
The research, conducted in collaboration with the Boston Consulting Group, revealed several benefits of remote work. These include reduced real estate costs and increased productivity, partly due to decreased commute times. Major companies like Google and Uber extended their work-from-home policies even after pandemic restrictions were lifted. Meanwhile, companies like Twitter, Facebook, Hitachi, and Careem announced a permanent shift to remote work.
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Major companies like Google and Uber extended their work-from-home policies even after pandemic restrictions were lifted. Meanwhile, companies like Twitter, Facebook, Hitachi, and Careem announced a permanent shift to remote work.
However, questions arise: What laws protect remote workers, and how can the UAE refine its labor laws?
Employees are increasingly seeking flexible work arrangements, including hybrid models that allow a mix of office and remote work. Omar Sultan Al Olama, UAE Minister of State for Artificial Intelligence, Digital Economy, and Remote Work Applications, shared that nearly 46 percent of UAE workers work remotely, based on a report by British research company “YouGov”.
A Bayt.com survey from 2023 indicated that 89 percent of professionals in the Middle East and North Africa are leaning towards self-employment, with 70 percent of local companies planning to hire freelancers.
Liam Doherty, Enterprise Director of Connect Resources, noted that while remote work is popular in Europe and parts of Asia, the UAE is still adapting. “The remote worker concept is very popular in Europe and some Asian countries, but it hasn’t been fully adapted in the UAE yet,” he said when asked about the remote workers’ labor law in the UAE.
The UAE introduced a remote worker visa, but Doherty believes its criteria might deter many potential remote workers. He also highlighted the high cost of living in the UAE compared to some European countries and the trend of remote workers moving to cheaper areas.
Doherty identified challenges for remote workers, including unplugging after work, feelings of loneliness, home distractions, time zone differences, and maintaining motivation.
The most common challenge remote workers face, Doherty pointed out, is unplugging after work hours. “Loneliness is the second most common problem, while distractions at home, time zones, and staying motivated are all issues that affect remote workers and the companies they work for,” he told TRENDS.
He suggested that co-working spaces can offer a positive environment, and emphasizes the importance of regular check-ins with management to foster strong relationships.
Doherty said that remote workers must always feel part of a team; for that reason, it would be advisable for them to work from co-working spaces to get a positive atmosphere.
“Most importantly for remote workers, is to have weekly catchups with management, and quarterly face-to-face catchups to build stronger relationships with their employees”, he pointed out.
UAE labor law
Discussing the UAE labor law, Doherty pointed out recent changes, including family leave entitlements, discrimination laws, and flexible work options.
“There have been significant changes introduced to family leave entitlements, discrimination laws, termination of employment, and ‘non-compete’ clauses in employment contracts as of February 2022. The new laws have allowed businesses to introduce part-time and flexible working, such as hybrid,” he said.
While these are positive, companies must be proactive in implementing them. Doherty also highlighted gaps in the UAE’s leave policies compared to European standards, especially regarding paternity and maternity leaves.
“The paternity leave and maternity leave in the UAE are five days for paternity and 45 for maternity; this should be looked at in both factors. In the UK, for example, an employee has the right to 26 weeks of maternity leave, which gives them enough time to adapt to being a mother and getting back to work,” he said.
However, Doherty acknowledged a significant advantage in UAE labor law: employers are obligated to provide end-of-service benefits or gratuity to long-serving employees. “Employers are bound to give gratuity/end of service benefits to their employees given they had served the company for a long period,” he said.
In contrast, European employees don’t receive such benefits for loyalty, leading to a more transient freelance market. “In Europe, employees do not receive financial benefits for remaining loyal to their employers. Because of this, there is a market for freelancers who switch employment regularly because there is little value in sticking with the same organization for a lengthy period,” said Doherty.