UAE Workers Stranded Abroad Amid Regional Conflict: Legal Rights and Salary Concerns
Thousands of residents across the United Arab Emirates have recently found themselves unexpectedly stranded outside the country due to flight disruptions, airspace closures, and regional instability stemming from conflicts involving Iran, the US, and Israel. For many employees working in the UAE, this sudden inability to return to work has raised urgent questions about salary continuation, contract termination, and the possibility of remote work arrangements.
Why Many UAE Workers Are Stranded Abroad
The issue has gained significant attention after travel disruptions across the Middle East forced numerous residents to remain overseas longer than anticipated. Flight cancellations, airspace closures, and heightened safety concerns have prevented employees from returning to their workplaces in Dubai, Abu Dhabi, and other emirates. Expatriate workers, who constitute the majority of the UAE workforce, face particular uncertainty, worrying about how their absence might impact their salary, leave balance, or even their employment status.
Legal Protections Under UAE Labour Law
Legal experts clarify that under UAE labour law, employees who are unable to return due to circumstances beyond their control—such as travel restrictions or conflict-related disruptions—may still have certain protections. However, the specific outcome depends on several factors, including employment contracts, company policies, and the quality of communication between employers and workers. Similar scenarios arose during the Covid-19 pandemic, providing a framework for handling such disruptions, though each case remains unique.
Is Your Absence Considered Legal in the UAE?
The key issue under UAE labour law is whether an employee's absence from work is justified. Experts indicate that if a worker cannot return due to external circumstances like government travel restrictions, flight suspensions, or security concerns, the absence may be treated as legitimate. In such cases, employers are expected to assess the situation reasonably rather than automatically deeming it misconduct. Legal specialists emphasise that employers should verify circumstances before taking disciplinary action, while employees must maintain communication and provide proof, such as cancelled flight bookings or official travel advisories.
What Happens to Your Salary During Leave?
Salary continuity is a major concern for stranded employees. Under the law, whether workers continue receiving their salary largely depends on their ability to work remotely or whether the absence is counted as leave. If an employee works remotely with employer approval, they are generally entitled to their full salary as per the contract. Otherwise, several possibilities may apply:
- Paid Annual Leave – The employer may deduct the absence from the employee's annual leave balance, typically 30 days per year for those with at least one year of service.
- Unpaid Leave – If leave is exhausted, mutual agreement on unpaid leave until travel resumes is an option.
- Remote Work Arrangements – Some companies allow temporary remote work, especially for roles that can be performed online.
The final decision often hinges on company policies and operational needs.
Can UAE Employers Terminate a Stranded Employee?
Another critical concern is whether employers can terminate employees unable to return. Legal experts note that termination is not automatic under UAE labour law, which typically allows it without notice only in specific cases like serious misconduct or prolonged absence without valid reason. If an employee is stranded due to force-majeure circumstances—such as war, airspace closures, or government restrictions—the absence may be justified, and termination could be challenged as arbitrary dismissal, especially with clear communication. However, if an employee fails to return for over seven consecutive days without a valid excuse, the employer may have the right to terminate after a formal investigation, highlighting the importance of documentation.
The Role of Remote Work Amid Conflict
Remote work has emerged as a common solution for stranded employees. Many UAE companies have temporarily allowed staff to work from overseas until return is possible. Legal experts state that remote arrangements are permitted with mutual agreement, but companies must consider factors like data security, work permits, tax rules, job nature, and time zone differences. While feasible for office-based roles in technology, marketing, finance, and consulting, sectors like hospitality, construction, retail, or healthcare may find remote work more challenging.
Employer Responsibilities Under UAE Labour Law
During crises, employers face operational challenges but must still adhere to UAE labour law obligations. These include respecting employment contracts, paying salaries for work performed, considering flexible arrangements, and avoiding arbitrary termination. Experts emphasise that labour laws aim to balance employer and employee interests, encouraging collaborative solutions over immediate disciplinary measures.
Steps for Stranded UAE Employees
Legal specialists recommend several actions for employees unable to return:
- Inform Your Employer Immediately – Contact your employer as soon as you realise you cannot return.
- Provide Documentation – Share evidence like cancelled flights, travel advisories, or visa restrictions.
- Discuss Work Options – Inquire about remote work or temporary leave arrangements.
- Keep Written Records – Maintain emails and messages confirming communication with the employer.
These steps can help protect employees in potential disputes.
Broader Implications and Future Outlook
This situation reflects a broader shift in the modern workplace, where global mobility, remote work technology, and geopolitical events increasingly influence employment relationships. The UAE has been updating its labour regulations, such as Federal Decree-Law No. 33 of 2021, to enhance flexibility and resilience. These reforms aim to create a balanced labour market supporting both businesses and employees. As travel disruptions persist, labour experts anticipate more companies adopting temporary remote work policies or flexible leave arrangements, with authorities possibly issuing additional guidance if large numbers remain stranded. The key takeaway is that communication and cooperation between employers and employees are essential for navigating such uncertainties while ensuring fair treatment and operational stability.
