The UAE has taken another important step towards strengthening its legal framework for managing future public health emergencies, with the approval of amendments to the draft law governing communicable diseases.
Among the most notable proposed changes are enhanced employment protections designed to safeguard both employees and workplaces during officially declared epidemics and pandemics.
While much of the public attention has focused on salary protection, the amendments carry broader implications for employers, HR professionals and businesses responsible for maintaining safe working environments.
The reforms reflect the UAE’s continued efforts to build upon the lessons learned during the COVID-19 pandemic by establishing a clearer legal framework for future public health crises.
What Has Been Approved?
The Federal National Council (FNC) has approved amendments to the draft law on combating communicable diseases.
One of the key employment-related amendments provides that employees who are infected with a communicable disease, suspected of being infected, or identified as close contacts during an officially declared epidemic or pandemic must not attend the workplace where doing so could endanger others.
During the required period of absence, eligible employees would continue to receive their full salary, and the absence would not be deducted from their annual leave entitlement, provided the applicable legal requirements are satisfied.
The amendments remain part of the legislative process and will take effect once the law is formally enacted in accordance with the UAE’s constitutional procedures.
More Than Salary Protection
Although the proposed salary protection has attracted considerable attention, the broader objective of the amendments is workplace health and safety.
The reforms seek to ensure that employees who pose a potential public health risk are able to remain away from the workplace without facing financial pressure to return prematurely.
From an employer’s perspective, the amendments also provide greater legal certainty when responding to future public health emergencies.
Rather than relying solely on temporary emergency measures, organisations would have a clearer statutory framework governing employee absences during officially declared epidemics and pandemics.
What Does This Mean for Employers?
If enacted, employers will need to ensure that their internal policies align with the revised legal framework.
This may include reviewing:
- communicable disease response procedures;
- workplace health and safety policies;
- HR manuals;
- employee absence procedures;
- remote working contingency plans; and
- business continuity strategies.
The amendments also reinforce the importance of maintaining appropriate procedures for verifying employee absences through the relevant medical documentation where required.
What Does This Mean for Employees?
For employees, the proposed amendments provide reassurance that compliance with public health measures should not come at the expense of their income or annual leave entitlement.
Importantly, the protections are intended to apply in the specific context of officially declared epidemics or pandemics.
They should not be confused with the general sick leave provisions that continue to apply under UAE employment legislation during ordinary circumstances.
Understanding this distinction is essential, as different legal rules govern routine illness and public health emergencies.
A More Prepared Legal Framework
One of the lasting lessons from the COVID-19 pandemic was the importance of having clear legal rules that balance public health with employment rights.
The proposed amendments demonstrate the UAE’s commitment to ensuring that businesses and employees have greater legal certainty should future epidemics or pandemics arise.
Rather than introducing emergency measures on an ad hoc basis, the reforms seek to embed key employment protections within the country’s legislative framework.
This approach promotes consistency, protects workplace safety and supports responsible employment practices.
Practical Considerations for Businesses
Although the amendments have been approved by the Federal National Council, businesses should continue monitoring the legislative process until the law is formally enacted.
In the meantime, employers may wish to:
- review workplace health policies;
- assess existing business continuity plans;
- ensure HR teams understand the proposed changes;
- monitor future implementing regulations or official guidance.
Preparing in advance can assist organisations in responding quickly should the new provisions come into force.
Conclusion
The Federal National Council’s approval of amendments to the draft communicable diseases law represents another important step in strengthening the UAE’s legal preparedness for future public health emergencies.
If enacted, the proposed employment protections would provide greater certainty for both employers and employees by balancing workplace safety with financial security during officially declared epidemics and pandemics.
While the amendments remain subject to completion of the legislative process, they signal the UAE’s continued commitment to developing a modern employment framework capable of responding effectively to future public health challenges.
Al Kabban & Associates
For businesses seeking guidance, Al Kabban & Associates, with over 30 years of experience in UAE law and recognition by Legal 500, stands ready to help corporations build resilience against legal risks while ensuring compliance with local and international standards. For more information or to schedule a consultation, contact us at +971 4 453 9090 or visit www.alkabban.com. You can also follow us on social media for more updates on everything law related in the UAE: @Alkabban_Law
ALSO READ –
Is Dubai Moving Away From the Traditional Rental Cheque System?
UAE Sets Social Media Age Limit at 15: What the New Rules Mean for Parents, Children and Platforms
