The UAE Labour Law does not allow children below 15 years old to work, unless the provisions of the labour law are followed. The Federal Law No 8, For 1980, On Regulation of Labour Relations provides the guidelines regarding what employing children as follows:
Chapter II: Employment Of Workers Children And Women
Section II: Employment of Children
It shall not be allowed to employ children under the age of 15.
Before employing a child, an employer shall obtain the following documents and keep
them in his personal file:
- A birth certificate, or an official extract thereof, or age estimation certificate,
to be issued by a competent medical officer and authenticated by the
competent health authorities.
- A certificate of medical fitness for the required work issued by a competent
medical officer and duly authenticated.
- A written consent from the child’s guardian or trustee.
The employer shall keep at the workplace a special register of children, showing each
child’s name and age, full name of his guardian or trustee, the child’s place of
residence and date of employment, and the job on which he is employed.
No child shall be made to work at night in an industrial enterprise. The term “at
night” refers to a period of not less than twelve consecutive hours, including the
period from 8 p.m. to 6 a.m.
No child shall be employed on any job that is hazardous or detrimental to health, as
defined in a resolution by the Minister of Labour and Social Affairs, after consulting
the concerned authorities.
The maximum working hours for children shall be six a day, intercepted by one or
more breaks for rest, food or prayer, which shall amount in aggregate to not less than
a full hour. Such break(s) shall be so arranged that no child shall work for more than
four successive hours. No child shall remain at the workplace for more than seven
Children shall under no circumstances be required to work overtime, or to remain at
the workplace after their prescribed working hours, or be employed on a rest day.
Reference: Gulftalent with disclaimer : “This English language text is not an official translation and is provided for information purposes only. It confers no rights and imposes no obligations separate from those conferred or imposed by the original Arabic legislation formally adopted and published. In the event of any discrepancies between the English translation and the Arabic original, the Arabic original shall prevail. GulfTalent can not guarantee the accuracy and correctness of the translation and is not responsible for any consequence resulting from the use of this English translation in place of the original Arabic text. The recipient is solely responsible for the use of the information contained herein.”
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