Middle East: Employment and HR

Redundancy in the UAE is not formally defined or regulated as a separate termination category. Federal Decree-Law No. 33 of 2021 does not use the word redundancy.

There are many issues to be mindful of during a time of conflict, but staff welfare is at the top of the list for any employer in Qatar.

Sadany & Partners holds a unique status, enabling it to represent both companies and their employees.

Egypt's new Ministerial Decree No. 162 of 2026 establishes comprehensive internal work regulations for private-sector establishments with ten or more employees, introducing mandatory requirements for workplace policies...

Workplace investigations in the UAE have evolved into a critical component of employment risk management, requiring careful navigation of complex legal frameworks across UAE, DIFC, and ADGM jurisdictions. This article examines how employers can conduct fair, compliant investigations into sensitive matters including harassment, discrimination, and whistleblowing while balancing confidentiality, procedural fairness, and regulatory obligations.

قرار وزير العمل رقم 75 لسنة 2026 يضع إطاراً قانونياً متكاملاً لتنظيم تشغيل النساء في مصر، مح

Foreign-owned companies hiring in Egypt cannot simply adapt a global employment template and assume that its standard clauses will work locally. Egyptian employment relationships now fall primarily under Labour Law No. 14 of 2025, which entered into force on 1 September 2025 and replaced the previous Labour Law No. 12 of 2003.

تخضع اتفاقيات عدم المنافسة في مصر لإطار قانوني صارم يميز بين القيود أثناء علاقة العمل

Qatar has introduced significant amendments to its Labour Law through Law No. 9 of 2026, fundamentally reshaping employment regulations across multiple dimensions including worker classification, noncompete enforcement, strike conditions, and employer compliance obligations. The reforms extend noncompete durations to two years while requiring Ministry approval, impose stricter conditions on the right to strike, mandate joint committees for larger establishments, and introduce vocational certification requir

The regulation of women’s employment has long required legislators to strike a balance between two competing objectives which are ensuring equal access to employment opportunities while protecting women from the risks associated with pregnancy, breastfeeding, and hazardous working conditions. Increasingly, labour legislation has sought to achieve this balance by adopting targeted measures aimed at safeguarding maternity and addressing occupational health and safety concerns without unnecessarily limiting women’s participation in the labour market.

Egypt's Ministerial Decree No. 75 of 2026 establishes a new regulatory framework governing women's employment, maternity protection, and occupational health and safety requirements. The decree balances equal employment opportunities with targeted protections during pregnancy and nursing, addressing chemical, physical, biological, and mechanical workplace hazards while regulating night work arrangements.

تُمثل الأنشطة النووية والإشعاعية أحد أكثر القطاعات حساسية من الناحية القانونية وال