DIFC Employment Law, DIFC Law No. 2 of 2019 (Consolidated Version No. 5, July 2025),
chapter by chapter

Article 4Application

DIFC Employment Law applies to all employers with a business presence in the DIFC and includes specific provisions for a range of employees.

Article 14Written contract

Employers must provide written employment contracts to employees within seven days, detailing employment terms, and any amendments must be documented and agreed upon.

Article 15Pay statements

Employers must provide employees with detailed written pay statements outlining remuneration and deductions for each pay period.

Article 16Payroll records

Employers must keep payroll records in English, detailing employee compensation and leave, retained for six years after employment termination.

Article 18Paydays

Employers must pay all earned wages within seven days after the pay period ends, with deferred payments allowed by written agreement.

Article 19Final payments

Employers must finalize all payments within 14 days of termination, including outstanding gratuities and accrued vacation.

Article 20Deductions

Employers cannot deduct from employee remuneration unless legally permitted or agreed upon, and claims for unlawful deductions must be filed within six months.

Article 21Recruitment costs

Employers cannot charge job seekers for employment or recoup recruitment costs unless specified and evidenced in the employee's contract.

Article 56Health insurance

Employers must maintain health insurance for each employee as per applicable laws, facing fines for non-compliance.

Article 57Visas and permits

Employers in the DIFC must obtain necessary work permits and visas for employees at their cost, cannot retain employee documents, and must cancel residency visas within 30 days post-termination.

Article 65Pension for UAE and GCC nationals

Employers must register UAE and GCC national employees with GPSSA for pension contributions, offering a top-up if contributions fall below core benefits.

Article 66(1)-(5)Gratuity (pre-Qualifying Scheme service)

Employees with at least one year’s service are entitled to a gratuity upon termination, based on years served, capped at twice the annual wage.

Article 66(7)-(8),(17)Qualifying Scheme contributions (DEWS)

Employers must contribute monthly to a Qualifying Scheme for each non-exempt employee, at prescribed rates tied to years of service and notify late payments by the 21st day monthly.

Article 66(9)-(13)Qualifying Scheme administration

Employers must obtain a Certificate of Compliance and register employees in Qualifying Schemes within two months, with strict penalties for non-compliance.

Article 69Inspections

Employers must permit DIFCA inspectors access to work premises and records during inspections; non-compliance may result in a fine of USD 2,000.

Articles 12-13Hiring

Employers must not misrepresent job details or employ minors under sixteen, incurring fines for violations.

Articles 22-26Working time

Employees' average working time may not exceed 48 hours weekly without consent, with specific regulations for rest and Ramadan work hours.

Articles 27-30Vacation leave

Employees are entitled to 20 days of paid vacation annually after 90 days of employment, with specific notice requirements for taking leave.

Articles 32-33Public holidays and special leave

Employees are entitled to paid public holidays and can take unpaid Hajj leave; additional compensation applies if they work on holidays.

Articles 34-36Sick leave

Employees are entitled to 60 sick leave days annually, paid fully for the first 10 days and at 50% for the next 20 days, with notification and medical certificates required.

Articles 37-40Maternity and parental leave

Female employees may take up to 65 days of maternity leave with proper notice, while male employees can take 5 days of paternity leave; job security is maintained.

Articles 41-42Time off

Employees and spouses of pregnant employees are entitled to reasonable paid time off for ante-natal appointments and up to eight hours for adoption proceedings.

Articles 43-44, 53General and health and safety duties

Employers must ensure workplace safety and health, provide necessary information and training, and cannot penalize employees for addressing safety risks.

Articles 45-52Workplace conditions

Employers must maintain proper workplace conditions including ventilation, temperature, lighting, cleanliness, and accessible sanitary facilities, subject to fines for violations.

Articles 54-55Liability and accidents

Employers are liable for employees’ actions during work unless they prove preventive measures; negligence may result in damages up to two years' wages.

Articles 59-61Non-discrimination

Employers must not discriminate based on various personal characteristics and must not retaliate against employees; compensation can reach twice the annual wage.

Articles 62-64Termination notice

Employers must provide notice for termination based on service length and offer a written statement of reasons upon request.

Articles 67-68, Schedule 2Fines

Employers may face fines for legal violations, with specific amounts for various contraventions, which can be waived if paid promptly.

Article 16(2)(c)-retRecord Retention — Employee payroll records (identity, remuneration, deductions, leave, sick pay)

Employee payroll records must be retained for six years after termination, including details on identity, remuneration, and leave.