{"id":26744,"date":"2026-10-13T06:00:08","date_gmt":"2026-10-13T06:00:08","guid":{"rendered":"https:\/\/stratrich.com\/ae\/?p=26744"},"modified":"2026-10-13T06:01:51","modified_gmt":"2026-10-13T06:01:51","slug":"uae-labour-law","status":"publish","type":"post","link":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/","title":{"rendered":"UAE Labour Law for New Employers: What Every New Employer Must Know?\u00a0"},"content":{"rendered":"\n<div class=\"blog-summary-box\">\n   <button class=\"summary-toggle\" type=\"button\">\n      <div class=\"summary-left\">\n         <div class=\"summary-title\">\n            Quick Summary\n         <\/div>\n      <\/div>\n      <span class=\"summary-arrow\">\n      <i class=\"fas fa-chevron-down\"><\/i>\n      <\/span>\n   <\/button>\n   <div class=\"summary-content\">\n      <p>\nHiring your first employee in the UAE involves more than issuing a visa and signing a contract. Employers need to understand employment contracts, work permits, payroll, leave, health insurance, end-of-service benefits and Emiratisation requirements. Federal Decree-Law No. 33 of 2021 is the main employment law for UAE private-sector employers. It applies to mainland companies and most free-zone companies. DIFC and ADGM follow their own rules. A clear compliance process from day one prevents most disputes. \n  <\/p>\n   <\/div>\n<\/div>\n<style>\n   .blog-summary-box{\n   background:#f8f9ff;\n   border-left:5px solid #EA5F13;\n   border-radius:16px;\n   margin:30px 0;\n   box-shadow:0 8px 25px rgba(0,0,0,0.06);\n   overflow:hidden;\n   }\n   .summary-toggle{\n   width:100%;\n   border:0;\n   background:transparent;\n   padding:10px 25px;\n   display:flex;\n   align-items:center;\n   justify-content:space-between;\n   cursor:pointer;\n   text-align:left;\n   }\n   .summary-left{\n   display:flex;\n   align-items:center;\n   gap:18px;\n   }\n   .summary-icon{\n   width:56px;\n   height:56px;\n   min-width:56px;\n   border-radius:50%;\n   background:#EA5F13;\n   display:flex;\n   align-items:center;\n   justify-content:center;\n   }\n   .summary-icon i{\n   color:#fff;\n   font-size:22px;\n   }\n   .summary-title{\n   font-family:Roboto, sans-serif;\n   font-size:24px;\n   font-weight:700;\n   color:#262B68;\n   }\n   .summary-arrow{\n   width:34px;\n   height:34px;\n   min-width:34px;\n   border-radius:50%;\n   background:#fff;\n   display:flex;\n   align-items:center;\n   justify-content:center;\n   color:#262B68;\n   box-shadow:0 4px 14px rgba(0,0,0,0.08);\n   transition:0.3s ease;\n   }\n   .summary-content{\n   display:none;\n   padding:0 25px 25px 40px;\n   }\n   .summary-content p{\n   margin:0;\n   color:#333;\n   line-height:1.8;\n   font-size:16px;\n   }\n   .blog-summary-box.active .summary-content{\n   display:block;\n   }\n   .blog-summary-box.active .summary-arrow{\n   transform:rotate(180deg);\n   }\n   @media(max-width:768px){\n   .summary-toggle{\n   padding:20px;\n   }\n   .summary-left{\n   gap:15px;\n   }\n   .summary-title{\n   font-size:20px;\n   }\n   .summary-content{\n   padding:0 20px 22px;\n   }\n   .summary-content p{\n   font-size:15px;\n   }\n   }\n<\/style>\n<script>\n   document.addEventListener(\"DOMContentLoaded\", function(){\n   \n       document.querySelectorAll(\".blog-summary-box\").forEach(function(box){\n   \n           const toggle = box.querySelector(\".summary-toggle\");\n    \n           toggle.addEventListener(\"click\", function(){\n   \n               box.classList.toggle(\"active\");\n   \n           });\n   \n       });\n   \n   });\n<\/script>\n\n\n\n<p>Bringing on your first employee is a milestone for any employer starting their business in the UAE. But it is also the moment your obligations multiply. A salary offer and a visa are only the beginning: work permits, contracts, payroll, working hours, leave, health insurance and end-of-service benefits all of these bundle up to become your responsibility as an employer.  <\/p>\n\n\n\n<p>As someone doing it for the first time, this list can feel daunting. But here is the good news- the rules are far easier to manage when you understand labour law for employees at the outset. Doing so helps you avoid the compliance mistakes that catch many new businesses with a surprise.  <\/p>\n\n\n\n<p>This guide walks you through the key provisions of the <strong>UAE Labour Law<\/strong> and the practical steps to take when making your first hire. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What changed under the UAE Labour Law? <\/strong><\/h2>\n\n\n\n<p>Here is what changed under the UAE Labour Law: <\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><strong>The end of open-ended contracts<\/strong>  <br>The most significant shift was the move away from unlimited-term contracts. Private-sector employment is now built on fixed-term agreements. <\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li><strong>More freedom on contract length<\/strong> <br>The law originally had fixed-term contracts at three years, but a 2022 amendment removed that. You and your employee can now agree and renew or extend the contract by mutual consent. <\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li><strong>A wider choice of work models<\/strong> <br>It also recognises arrangements beyond the traditional full-time role, giving employers more room to shape jobs around their needs. It includes full-time, part-time, temporary, flexible, remote and job-sharing arrangements. <\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Who does the Labour Law apply to?  <\/strong><\/h2>\n\n\n\n<p>The federal labour law applies to most private sector employers and employees in the UAE, including all UAE nationals and expatriates.  <\/p>\n\n\n\n<p>However, not every relationship follows the same framework.  <\/p>\n\n\n\n<p>The employees of federal and local government agencies, members of armed forces, police and security are excluded from the law. There is also a separate law for domestic workers.  <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Does it apply to the free zone companies?  <\/strong><\/h3>\n\n\n\n<p>Yes, ordinary free-zone companies are generally covered by the federal Labour Law. Being registered in a free zone does not automatically remove an employer from federal employment requirements. <\/p>\n\n\n\n<p>Even though, most ordinary free zones are covered under the federal law, some free zone authorities handle their own licensing and administrative processes. Specific free zones also have their own procedures for matters such as employee registration and wage processing. DIFC and ADGM are important exemptions. They have similar regimes and they operate under their own employment legislation. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What are the key provisions that a new employer must know?  <\/strong><\/h2>\n\n\n\n<p>Article 6(4) of the UAE labour Law states that \u201cAn employer shall not charge the worker or collect from him recruitment and employment costs, either directly or indirectly.\u201d New employers in the UAE need to understand the basic employment rules before hiring their first employee.  <\/p>\n\n\n\n<p>These provisions cover work permits, employment contracts, working hours, non-compete, termination and more.  <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What employment contracts should the employer be aware of?  <\/strong><\/h3>\n\n\n\n<p>The earlier system of unlimited-term contracts has been replaced, and employment contracts are now required to be for a fixed term. The three-year limit was also removed, allowing employers and employees to agree on the contract term and renew it mutual agreement. The renewal is treated as a continuous service for gratuity purposes.  <\/p>\n\n\n\n<p>Employers who earlier had the existing unlimited term contracts were required to convert them by 31 December 2023. Contracts that were not converted are now subject to the current Labour Law requirements. <\/p>\n\n\n\n<p>The formal employment document that reflects the terms agreed between the employer and employee should be, the MOHRE- registered employment contract. The employers should ensure that salary, benefits, job title, working conditions and other key terms should match across all employment documents, including the offer letter.  <\/p>\n\n\n\n<p>Employers must ensure that Arabic is the prevailing language in all the bilingual contracts. Arabic is the governing language for all the MOHRE filings.  <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What work models are available for the employer to use in the UAE?  <\/strong><\/h3>\n\n\n\n<p>The Executive Regulations section of the UAE Labour Law certification recognises several work models, giving employers flexibility to structure employment based on business needs. These include, full-time, part-time, temporary, remote work, and job-sharing.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What should an employer know about the probation period?  <\/strong><\/h3>\n\n\n\n<p>The maximum probation period for an employee is 6 months, employer cannot extend it beyond the permitted period. If an employer terminates an employee during probation, they should be given at least 14 days of notice.  <\/p>\n\n\n\n<p>An employee resigning to join another UAE employer should give 1 month\u2019s written notice and the recruitment or contracting costs for the original employer should be compensated by the new employer, unless otherwise agreed. This cost is not charged to the employee.  <\/p>\n\n\n\n<p>An employee resigning to leave the UAE should give a written notice of 14 days. Failure to do so by a foreign employee may result in employee being denied of<strong> <\/strong>a new work permit for one year.  <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What are the UAE rules on overtime and working hours?  <\/strong><\/h3>\n\n\n\n<p>For most private-sector employees, normal working hours are eight hours per day or 48 hours per week. The Labour Law also regulates overtime and provides additional protections for employees working beyond normal hours. <\/p>\n\n\n\n<p>Overtime is calculated using the employee&#8217;s basic wage. Additional rates apply depending on when the overtime is done. <\/p>\n\n\n\n<p>During Ramadan, normal working hours are reduced by two hours per day for private-sector employees. Employers should record working hours and establish a clear approval process for overtime. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>How should employers manage employee salaries and WPS? <\/strong><\/h3>\n\n\n\n<p>Salary payments are a core employer responsibility. Employers registered with MOHRE must use the Wage Protection System, or WPS, in accordance with the applicable rules. <\/p>\n\n\n\n<p>As per the UAE labour law employee salary rights, the wages should be paid in AED or other agreed upon currency in the employment contract, through the WPS. Under the WPS framework introduced in 2026, salaries for the previous month are due on the first day of each Gregorian month.  <\/p>\n\n\n\n<p>For UAE nationals employed in the private sector, a minimum monthly wage of AED 6,000 applies from 1 January 2026, under the applicable Emiratisation framework.  <\/p>\n\n\n\n<p>Where lawful deductions apply, an establishment must transfer at least 85% of the total wages by the due date to meet the applicable payment requirement. Employers can make deductions only where permitted under the Labour Law. The permitted amount depends on the reason for the deduction, with statutory limits applying to both individual and multiple deductions. <\/p>\n\n\n\n<p>The updated system also provides for progressive enforcement measures when wages are not paid on time. Employers should therefore ensure that payroll is processed and funded before the monthly due date.  <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What are the leave entitlements a new employer should provide? <\/strong><\/h3>\n\n\n\n<p>Employers should include statutory leave entitlements in their HR and payroll processes.  <\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Leave type<\/strong> <\/td><td><strong>Entitlement<\/strong> <\/td><\/tr><tr><td>Annual Leave <\/td><td>30 calendar days\/ year 1 year; 2 days\/ month for 6-12 months of service <\/td><\/tr><tr><td>Sick Leave <\/td><td>Up to 90 days\/year: first 15 days full pay, next 30 days half pay, remainder unpaid (after probation) <\/td><\/tr><tr><td>Maternity Leave <\/td><td>60 days: 45 full-pay + 15 half-pay; +45 unpaid if needed; +30 (extendable +30 unpaid) for sick\/disabled child <\/td><\/tr><tr><td>Parental Leave <\/td><td>5 working days (either parent), within 6 months of birth <\/td><\/tr><tr><td>Bereavement Leave <\/td><td>5 days (death of spouse); 3 days (parent, child, sibling, grandparent, grandchild) <\/td><\/tr><tr><td>Study Leave <\/td><td>10 working days\/year for students at accredited UAE institutions with 2+ years&#8217; service <\/td><\/tr><tr><td>National Service Leave <\/td><td>Paid, for Emiratis performing national service <\/td><\/tr><tr><td>Public Holidays <\/td><td>Per Cabinet resolution (announced annually) <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What protections do employees have under UAE labour laws for employees?  <\/strong><\/h3>\n\n\n\n<p>The UAE Labour Law has strict laws relating to discrimination, equal pay, forced labour, harassment, bullying and workplace violence. It also prohibits all forms of discrimination based on gender, race, color, sex, religion, national or social origin or disability, that reduces equal opportunity. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What are the non-compete clauses? <\/strong><\/h3>\n\n\n\n<p>A non-compete clause is permitted where it is necessary to protect the employer\u2019s legitimate business interests. The clause must specify geographic scope, duration and type of work.  <\/p>\n\n\n\n<p>The maximum restriction period is two years from the expiry of the employment contract. Preventing an employee from working across an entire market without a clear business justification creates enforcement issues.  <\/p>\n\n\n\n<p>You, as an employer should, therefore draft non-compete clauses carefully and keep them proportionate with the employee&#8217;s role. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What should you know about terminating an employee?  <\/strong><\/h3>\n\n\n\n<p>Either you or your employee can terminate an employment contract by following the applicable notice and termination requirements.  <\/p>\n\n\n\n<p>The normal notice period must be between 30 and 90 days, otherwise in accordance with the law; the party that does not comply with the notice requirement must generally compensate the other party for the relevant notice period. <\/p>\n\n\n\n<p>The Labour law, for the employer, however, provides specific circumstances where an employer can terminate an employee without notice. These include situations such as:  <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Use of false identity or forged documents <\/li>\n\n\n\n<li>Serious material loss caused by a worker&#8217;s gross error <\/li>\n\n\n\n<li>Failure to follow written safety instructions <\/li>\n\n\n\n<li>Assault <\/li>\n\n\n\n<li>Reporting to work while intoxicated <\/li>\n\n\n\n<li>Disclosure of confidential work information <\/li>\n\n\n\n<li>Certain cases of prolonged unexplained absence <\/li>\n\n\n\n<li>Final criminal conviction <\/li>\n\n\n\n<li>Abuse of position for personal gain <\/li>\n\n\n\n<li>Joining another establishment without following applicable transfer procedures <\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<p>The employer should document the exact reason for termination and follow the investigation and notification procedures. The labour law provides protection against certain forms of unlawful termination.  <\/p>\n\n\n\n<p>For example, terminating an employee because they submitted a legitimate complaint to MOHRE or filed a valid lawsuit is treated as unlawful termination. Where arbitrary dismissal is established, compensation is capped at three months&#8217; wage. The employee can also be entitled to gratuity, notice pay, and other outstanding dues.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>How is UAE gratuity calculated for employees?  <\/strong><\/h3>\n\n\n\n<p>End-of-service is an important cost for employers and should be accrued throughout the employee\u2019s service. For eligible full-time foreign workers, the basic calculation is:  <\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Period of continued service<\/strong> <\/td><td><strong>Gratuity<\/strong> <\/td><\/tr><tr><td>Less than 1 year <\/td><td>No gratuity <\/td><\/tr><tr><td>1 to 5 years <\/td><td>21 days\u2019 basic wage for each year <\/td><\/tr><tr><td>More than 5 years <\/td><td>21 days&#8217; basic wage for the first 5 years + 30 days&#8217; basic wage for each additional year <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>The gratuity is calculated using the employee&#8217;s basic wage rather than the full salary package. The total gratuity is capped at two years&#8217; wage. Employers must pay outstanding wages, other entitlements and gratuity within 14 days from the end of the employment contract. <\/p>\n\n\n\n<p>Employers can participate in a voluntary alternative, which is the end of service savings scheme. Under this scheme, participating employers make monthly contributions to an approved investment fund instead of continuing to accrue the traditional gratuity for the covered period. <\/p>\n\n\n\n<p>The contribution rates for the core benefits are  <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>5.83% of basic wage for the first five years and  <\/li>\n\n\n\n<li>8.33% after five years. <\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<p>Employers should assess the scheme separately before opting in because participation creates ongoing administrative and financial obligations. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What does the law say about employing Juvenile?  <\/strong><\/h3>\n\n\n\n<p>A person is considered a juvenile from age 15 to under 18. The minimum working age in the UAE is 15. However, it requires the guardian\u2019s written consent, a medical fitness certificate and a MOHRE juvenile work permit.  <\/p>\n\n\n\n<p>Juvenile employees can work for a maximum of 6 hours per day. They must receive breaks totalling at least 1 hour, and they must not work for more than 4 consecutive hours without a break. <\/p>\n\n\n\n<p>Juveniles must also not work between 7:00 pm and 7:00 am. They cannot be assigned hazardous, strenuous or morally harmful work. In addition, juvenile employees cannot be required to work overtime, on weekly rest days or on public holidays.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What are some other employer obligations that a new business should understand?  <\/strong><\/h3>\n\n\n\n<p>The labour places several responsibilities on employers besides just salary disbursements. These include: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Obtaining the required work permit <\/li>\n\n\n\n<li>Providing a safe working environment <\/li>\n\n\n\n<li>Paying agreed wages on time <\/li>\n\n\n\n<li>Providing statutory leave <\/li>\n\n\n\n<li>Providing mandatory health insurance <\/li>\n\n\n\n<li>Protecting employee documents <\/li>\n\n\n\n<li>Following anti-discrimination requirements <\/li>\n\n\n\n<li>Preventing forced labour, harassment, bullying and workplace violence.  <\/li>\n\n\n\n<li>Maintaining employment and payroll records <\/li>\n\n\n\n<li>Paying end-of-service benefits when due.  <\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<p>Apart from the above-mentioned responsibilities, the employer also pays for employee health insurance in the UAE. Employer funded health insurance became a nationwide requirement for private sector employees from 1 January 2025, subject to the applicable implementation rules. For the northern emirates, the Basic Health Insurance Scheme should be checked when arranging employee coverage, including its current premium and benefit requirements.  <\/p>\n\n\n\n<p>Employers are responsible for the financial obligations associated with the required policy. The insurance requirement should therefore be included in the employer\u2019s onboarding and renewal process. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What should the employers know about Emiratisation in 2026?  <\/strong><\/h3>\n\n\n\n<p>The UAE requires certain private companies to employ a minimum proportion or number of UAE nationals of (Emiratis), depending on their employee count and business activity. There are two different regimes for this:  <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What happens of you have 50 or more employees?  <\/strong><\/h3>\n\n\n\n<p>For establishments with 50 or more employees, the Emiratisation target increases by 2 percentage points per year, reaching 10% by the end of 2026. For 2026, the required increase is split between 1% by 30 June and another 1% by 31 December.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What happens if you have between 20 to 49 employees?  <\/strong><\/h3>\n\n\n\n<p>Certain companies with 20-49 employees operating in 14 specified sectors who have entered their second compliance year are also subject to Emiratisation requirements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What does \u201cfictitious\u201d or \u201cghost\u201d Emiratisation mean and what are its consequences?  <\/strong><\/h3>\n\n\n\n<p>Fictitious or ghost Emiratisation refers to situations where a company appears to employ an Emirati for the purpose of satisfying the Emiratisation requirement, but the employment relationship is not genuine.  <\/p>\n\n\n\n<p>For example, a company might register an Emirati employee on its records but not actually provide genuine employment in accordance with the applicable requirements.  <\/p>\n\n\n\n<p>MOHRE monitors fictitious Emiratisation arrangements, and employers should ensure that Emirati employment is genuine and compliant with applicable requirements. <\/p>\n\n\n\n<p>Nafis is the UAE\u2019s federal programme supporting Emirati participation in the private sector. MOHRE specifically encourages companies to use the Nafis platform to access qualified Emirati candidates and has highlighted Nafis as a source of support for companies working towards their targets. <\/p>\n\n\n\n<p>So, hiring an Emirati should be a genuine employment arrangement, not simply a way to change the company\u2019s Emiratisation figures.  <\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What includes in a compliance checklist for a business that is hiring its first employees in the UAE?  <\/strong><\/h2>\n\n\n\n<p>It is important that you know what you need to complete before and after hiring so that the business is properly registered, employees are legally employed, and ongoing payroll and HR obligations are covered.  <\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>First, you need to make sure that your business is properly established and has the registrations required to employ people. This includes a valid <a href=\"https:\/\/stratrich.com\/ae\/services\/trade-licenses-permit\/\">trade license<\/a>, an establishment card with MOHRE for a mainland company or the relevant free zone authority, and an immigration establishment card with GDRFA where applicable. <\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Before hiring, you need to identify which employment regime applies to your company. Most mainland businesses and ordinary UAE free-zone companies follow the UAE Federal Labour Law, while businesses established in DIFC or ADGM have their respective employment laws and regulatory systems.  <\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>You need to obtain a proper work permit before an employee begins to work for your company. A valid offer letter or employment contract does not by itself replace the requirement for a work permit. You should therefore complete the relevant work-permit process with MOHRE or the applicable free-zone authority before allowing the employee to start work. <\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>The employment contract should be registered with MOHRE or the relevant free zone authority. The contract should also, reflect the agreed employment conditions and include applicable provisions such as the probation period.  <\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Once the employee\u2019s work authorisation is in place, you need to complete the applicable residency, medical examination and Emirates ID processes. For eligible mainland employers, the Work Bundle brings several employment and residency procedures together, making the process more streamlined. <\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>You need to register your business with the Wage Protection System (WPS) where it applies and make sure employee salaries are paid through the prescribed system within the required timeframe. It is important that you also maintain accurate payroll records and ensure that salary payments are made on time rather than treating payroll compliance as an administrative formality. <\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>The mandatory health insurance requirement has been extended nationwide from 1 January 2025, while Abu Dhabi also has specific requirements concerning eligible dependants. You should therefore check the requirements applicable to your employees based on the emirate and employment regime. <\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>You need to ensure that employees who are required to subscribe to the Involuntary Loss of Employment (ILOE) scheme are aware of the requirement. The subscription is the employee\u2019s responsibility, although you can facilitate the process by informing employees and directing them to the appropriate registration channels. <\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>You need to keep track of your workforce size and the Emiratisation requirements that apply to your business. This includes checking whether your company falls within the requirements applicable to businesses with 50 or more employees and the requirements for businesses with 20\u201349 employees in specified sectors. You should review your headcount regularly because compliance depends on the size and nature of your workforce. <\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>As your workforce grows, you need to establish clear internal HR policies and workplace rules covering areas such as discipline, conduct, leave, working arrangements and other employment matters. Larger establishments are subject to additional requirements concerning work regulations and disciplinary rules. Your internal policies should remain consistent with the applicable UAE employment law and should be communicated clearly to employees. <\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What are the most common UAE labour law mistakes made by new employers? <\/strong><\/h2>\n\n\n\n<p>New businesses often focus heavily on incorporation and visas but give less attention to ongoing employment compliance. Common mistakes include: <\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Using outdated unlimited-contract templates. <\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Allowing the offer letter and registered employment contract to differ. <\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Starting employment before obtaining the appropriate work permit. <\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Missing WPS salary deadlines. <\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Calculating gratuity using gross salary instead of basic wage. <\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Failing to provide mandatory health insurance. <\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Extending probation beyond the permitted six-month period. <\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Using overly broad non-compete clauses. <\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Missing the 14-day deadline for final dues. <\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Treating a free-zone license as an exemption from federal employment requirements. <\/li>\n<\/ol>\n\n\n\n<ol start=\"11\" class=\"wp-block-list\">\n<li>Failing to monitor Emiratisation obligations as headcount increases. <\/li>\n<\/ol>\n\n\n\n<ol start=\"12\" class=\"wp-block-list\">\n<li>Holding employee passports or other official documents improperly. <\/li>\n<\/ol>\n\n\n\n<p>A structured HR compliance process prevents many of these issues before they become disputes. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What should Indian promoters know about UAE employment law?  <\/strong><\/h2>\n\n\n\n<p>Indian entrepreneurs moving into the UAE often compare the employment system with India&#8217;s familiar framework. <\/p>\n\n\n\n<p>The two systems differ in several important areas. <\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Area<\/strong> <\/td><td><strong>UAE<\/strong> <\/td><td><strong>India comparison<\/strong> <\/td><\/tr><tr><td>Employment contract <\/td><td>Fixed-term contracts under federal private-sector law <\/td><td>Employment structures vary by applicable Indian law and contract  <\/td><\/tr><tr><td>End-of-service benefit <\/td><td>21 days&#8217; basic wage for each year for the first five years, then 30 days <\/td><td>Different statutory gratuity framework <\/td><\/tr><tr><td>PF\/ESI <\/td><td>No PF\/ESI equivalent for expatriate employees; separate pension arrangements apply to UAE\/GCC nationals. <\/td><td>EPF and ESI apply under applicable conditions <\/td><\/tr><tr><td>Personal salary taxation <\/td><td>No UAE personal income tax on employment income <\/td><td>Indian tax residency and income rules apply separately <\/td><\/tr><tr><td>Health insurance <\/td><td>Employer-funded mandatory private-sector coverage under applicable UAE requirements <\/td><td>Healthcare obligations follow applicable Indian rules <\/td><\/tr><tr><td>Unemployment insurance <\/td><td>ILOE applies to eligible employees, with subscription responsibility on the employee <\/td><td>No direct equivalent under the same UAE structure <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Indian promoters should avoid copying Indian employment processes directly into a UAE entity. UAE employment contracts, payroll, visas, insurance and end-of-service benefits follow their own framework. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>How can Stratrich Consulting help new employers? <\/strong><\/h2>\n\n\n\n<p>Setting up an employment structure in the UAE requires more than obtaining a trade license and hiring staff. <\/p>\n\n\n\n<p>Stratrich Consulting helps foreign and Indian businesses structure compliant employment processes from the beginning. Our advisory support covers establishment requirements, work permits, employment documentation, WPS, health insurance and Emiratisation planning. <\/p>\n\n\n\n<p>For businesses preparing to hire in the UAE, the right compliance structure provides a clear foundation for growth. <\/p>\n\n\n\n<p>Setting up or hiring in the UAE? Talk to Stratrich Consulting about structuring your employment compliance from day one. <\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Quick Summary Hiring your first employee in the UAE involves more than issuing a visa and signing a contract. Employers need to understand employment contracts, work permits, payroll, leave, health insurance, end-of-service benefits and Emiratisation requirements. Federal Decree-Law No. 33 of 2021 is the main employment law for UAE private-sector employers. It applies to mainland [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":26745,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-26744","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>UAE Labour Law: Rules, Rights &amp; Employer Obligations<\/title>\n<meta name=\"description\" content=\"Understand UAE labour law, including employee rights, employer obligations, working hours, leave entitlements and key employment regulations.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"UAE Labour Law: Rules, Rights &amp; Employer Obligations\" \/>\n<meta property=\"og:description\" content=\"Understand UAE labour law, including employee rights, employer obligations, working hours, leave entitlements and key employment regulations.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/\" \/>\n<meta property=\"og:site_name\" content=\"Business Setup Services in UAE | Stratrich Consulting\" \/>\n<meta property=\"article:published_time\" content=\"2026-10-13T06:00:08+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-10-13T06:01:51+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1413\" \/>\n\t<meta property=\"og:image:height\" content=\"700\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"mansi.semwal\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"mansi.semwal\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"15 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":[\"Article\",\"BlogPosting\"],\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/\"},\"author\":{\"name\":\"mansi.semwal\",\"@id\":\"https:\/\/stratrich.com\/ae\/#\/schema\/person\/e99719fdd20b2f552697f18fc9c9371d\"},\"headline\":\"UAE Labour Law for New Employers: What Every New Employer Must Know?\u00a0\",\"datePublished\":\"2026-10-13T06:00:08+00:00\",\"dateModified\":\"2026-10-13T06:01:51+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/\"},\"wordCount\":3448,\"publisher\":{\"@id\":\"https:\/\/stratrich.com\/ae\/#organization\"},\"image\":{\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png\",\"articleSection\":[\"Insights\"],\"inLanguage\":\"en-GB\"},{\"@type\":[\"WebPage\",\"SearchResultsPage\"],\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/\",\"url\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/\",\"name\":\"UAE Labour Law: Rules, Rights & Employer Obligations\",\"isPartOf\":{\"@id\":\"https:\/\/stratrich.com\/ae\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png\",\"datePublished\":\"2026-10-13T06:00:08+00:00\",\"dateModified\":\"2026-10-13T06:01:51+00:00\",\"description\":\"Understand UAE labour law, including employee rights, employer obligations, working hours, leave entitlements and key employment regulations.\",\"breadcrumb\":{\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#breadcrumb\"},\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#primaryimage\",\"url\":\"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png\",\"contentUrl\":\"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png\",\"width\":1413,\"height\":700,\"caption\":\"UAE Labour Law\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/stratrich.com\/ae\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"UAE Labour Law for New Employers: What Every New Employer Must Know?\u00a0\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/stratrich.com\/ae\/#website\",\"url\":\"https:\/\/stratrich.com\/ae\/\",\"name\":\"Business Setup Services in UAE | Stratrich Consulting\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/stratrich.com\/ae\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/stratrich.com\/ae\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-GB\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/stratrich.com\/ae\/#organization\",\"name\":\"Stratrich Consulting\",\"alternateName\":\"Stratrich\",\"url\":\"https:\/\/stratrich.com\/ae\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/stratrich.com\/ae\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2025\/01\/logo-New-1-1.png\",\"contentUrl\":\"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2025\/01\/logo-New-1-1.png\",\"width\":688,\"height\":139,\"caption\":\"Stratrich Consulting\"},\"image\":{\"@id\":\"https:\/\/stratrich.com\/ae\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.linkedin.com\/company\/stratrich\/?viewAsMember=true\",\"https:\/\/www.youtube.com\/@stratrichconsulting\",\"https:\/\/www.instagram.com\/stratrich_\/\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/stratrich.com\/ae\/#\/schema\/person\/e99719fdd20b2f552697f18fc9c9371d\",\"name\":\"mansi.semwal\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\/\/stratrich.com\/ae\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/89fd9ba779b9c5a36764a9be00238c3e366ebe7ca8031c2a18a60a184d22d409?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/89fd9ba779b9c5a36764a9be00238c3e366ebe7ca8031c2a18a60a184d22d409?s=96&d=mm&r=g\",\"caption\":\"mansi.semwal\"}}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"UAE Labour Law: Rules, Rights & Employer Obligations","description":"Understand UAE labour law, including employee rights, employer obligations, working hours, leave entitlements and key employment regulations.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/","og_locale":"en_GB","og_type":"article","og_title":"UAE Labour Law: Rules, Rights & Employer Obligations","og_description":"Understand UAE labour law, including employee rights, employer obligations, working hours, leave entitlements and key employment regulations.","og_url":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/","og_site_name":"Business Setup Services in UAE | Stratrich Consulting","article_published_time":"2026-10-13T06:00:08+00:00","article_modified_time":"2026-10-13T06:01:51+00:00","og_image":[{"width":1413,"height":700,"url":"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png","type":"image\/png"}],"author":"mansi.semwal","twitter_card":"summary_large_image","twitter_misc":{"Written by":"mansi.semwal","Estimated reading time":"15 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":["Article","BlogPosting"],"@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#article","isPartOf":{"@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/"},"author":{"name":"mansi.semwal","@id":"https:\/\/stratrich.com\/ae\/#\/schema\/person\/e99719fdd20b2f552697f18fc9c9371d"},"headline":"UAE Labour Law for New Employers: What Every New Employer Must Know?\u00a0","datePublished":"2026-10-13T06:00:08+00:00","dateModified":"2026-10-13T06:01:51+00:00","mainEntityOfPage":{"@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/"},"wordCount":3448,"publisher":{"@id":"https:\/\/stratrich.com\/ae\/#organization"},"image":{"@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#primaryimage"},"thumbnailUrl":"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png","articleSection":["Insights"],"inLanguage":"en-GB"},{"@type":["WebPage","SearchResultsPage"],"@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/","url":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/","name":"UAE Labour Law: Rules, Rights & Employer Obligations","isPartOf":{"@id":"https:\/\/stratrich.com\/ae\/#website"},"primaryImageOfPage":{"@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#primaryimage"},"image":{"@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#primaryimage"},"thumbnailUrl":"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png","datePublished":"2026-10-13T06:00:08+00:00","dateModified":"2026-10-13T06:01:51+00:00","description":"Understand UAE labour law, including employee rights, employer obligations, working hours, leave entitlements and key employment regulations.","breadcrumb":{"@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#breadcrumb"},"inLanguage":"en-GB","potentialAction":[{"@type":"ReadAction","target":["https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/"]}]},{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#primaryimage","url":"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png","contentUrl":"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2026\/10\/UAE-Labour-Law.png","width":1413,"height":700,"caption":"UAE Labour Law"},{"@type":"BreadcrumbList","@id":"https:\/\/stratrich.com\/ae\/insights\/uae-labour-law\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/stratrich.com\/ae\/"},{"@type":"ListItem","position":2,"name":"UAE Labour Law for New Employers: What Every New Employer Must Know?\u00a0"}]},{"@type":"WebSite","@id":"https:\/\/stratrich.com\/ae\/#website","url":"https:\/\/stratrich.com\/ae\/","name":"Business Setup Services in UAE | Stratrich Consulting","description":"","publisher":{"@id":"https:\/\/stratrich.com\/ae\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/stratrich.com\/ae\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-GB"},{"@type":"Organization","@id":"https:\/\/stratrich.com\/ae\/#organization","name":"Stratrich Consulting","alternateName":"Stratrich","url":"https:\/\/stratrich.com\/ae\/","logo":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/stratrich.com\/ae\/#\/schema\/logo\/image\/","url":"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2025\/01\/logo-New-1-1.png","contentUrl":"https:\/\/stratrich.com\/ae\/wp-content\/uploads\/2025\/01\/logo-New-1-1.png","width":688,"height":139,"caption":"Stratrich Consulting"},"image":{"@id":"https:\/\/stratrich.com\/ae\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.linkedin.com\/company\/stratrich\/?viewAsMember=true","https:\/\/www.youtube.com\/@stratrichconsulting","https:\/\/www.instagram.com\/stratrich_\/"]},{"@type":"Person","@id":"https:\/\/stratrich.com\/ae\/#\/schema\/person\/e99719fdd20b2f552697f18fc9c9371d","name":"mansi.semwal","image":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/stratrich.com\/ae\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/89fd9ba779b9c5a36764a9be00238c3e366ebe7ca8031c2a18a60a184d22d409?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/89fd9ba779b9c5a36764a9be00238c3e366ebe7ca8031c2a18a60a184d22d409?s=96&d=mm&r=g","caption":"mansi.semwal"}}]}},"_links":{"self":[{"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/posts\/26744","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/comments?post=26744"}],"version-history":[{"count":3,"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/posts\/26744\/revisions"}],"predecessor-version":[{"id":26748,"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/posts\/26744\/revisions\/26748"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/media\/26745"}],"wp:attachment":[{"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/media?parent=26744"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/categories?post=26744"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/stratrich.com\/ae\/wp-json\/wp\/v2\/tags?post=26744"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}