The UAE’s Ministry of Human Resources and Emiratisation (MoHRE) has clarified five specific situations in which employees may lose their entitlement to workplace injury compensation. At the same time, the ministry reaffirmed that employers must continue to meet their legal obligations on medical treatment, wage protection and workplace safety.
- Five situations that can lead to loss of workplace injury compensation
- Employers must continue medical care and wage payments
- Compensation depends on salary and disability level
- Workplace safety responsibilities extend beyond compensation
- Employees remain protected during compensation process
- MoHRE strengthens clarity on workplace injury rights
The updated guidance, issued on 23 July, aims to provide greater clarity on employee rights and employer responsibilities under the UAE Labour Law. It also reinforces the country’s efforts to improve workplace safety and strengthen compliance across organisations.
Five situations that can lead to loss of workplace injury compensation
According to MoHRE, employees may lose their right to workplace injury compensation in the following circumstances:
- Deliberately causing self-inflicted injuries.
- Working under the influence of alcohol or narcotic substances.
- Intentionally violating workplace safety instructions.
- Engaging in wilful misconduct that directly results in an injury.
- Refusing a medical examination or prescribed treatment without a valid reason.
However, the ministry emphasised that employers cannot deny compensation based on their own assessment alone. Instead, the competent authorities must conduct an official investigation before any decision to exclude an employee from compensation is made.
Employers must continue medical care and wage payments
MoHRE also reminded employers that workplace injuries trigger several legal obligations.
Employers must cover all medical treatment costs related to workplace injuries or occupational diseases until the employee recovers, returns to work, is certified as permanently disabled or dies.
In addition, employers must continue paying an injured employee’s full wages for up to six months during treatment. If recovery takes longer, employees remain entitled to half their wages for another six months or until they recover, receive a disability certification or die, whichever occurs first.
These protections remain in place unless an official investigation confirms that one of the legal exclusions applies.
Compensation depends on salary and disability level
The ministry clarified that workplace injury compensation is calculated using the employee’s most recent basic salary.
If an employee dies because of a workplace injury or occupational disease, compensation equals 24 months’ basic salary, subject to a minimum of AED 18,000 and a maximum of AED 200,000.
Meanwhile, employees with permanent total disabilities receive the same compensation as fatal workplace injury cases. Those with partial permanent disabilities receive compensation based on the percentage of disability determined by a specialised medical committee.
Furthermore, employers must settle compensation within 10 days of receiving the committee’s official medical report.
Workplace safety responsibilities extend beyond compensation
MoHRE also highlighted employers’ wider health and safety obligations.
Companies must:
- Inform employees about occupational hazards.
- Provide appropriate personal protective equipment (PPE).
- Deliver practical workplace safety training.
- Display safety instructions prominently at the workplace.
Moreover, employers must immediately notify medical authorities and the police whenever a workplace injury or suspected occupational disease occurs. This requirement supports official investigations and ensures the compensation process moves forward correctly.
Businesses with 50 or more employees must also maintain occupational injury and disease monitoring systems. These systems should include accident registers, hazard assessments, health screening programmes, reporting mechanisms and investigation records.
Additionally, employers must retain records for employees exposed to workplace hazards for at least five years after the employment relationship ends.
Employees remain protected during compensation process
The ministry also clarified that employers cannot terminate an employee’s contract before settling all statutory entitlements arising from a workplace injury or occupational disease.
Similarly, employees who resign before a medical committee completes its assessment do not automatically lose their rights. If the committee later determines that they qualify for compensation, they remain entitled to receive it under the law.
MoHRE strengthens clarity on workplace injury rights
Through the updated guidance, MoHRE has clarified both the circumstances that may disqualify employees from workplace injury compensation and the obligations employers must continue to fulfil.
The guidance reinforces the UAE’s focus on workplace safety, employer compliance and fair treatment of employees while ensuring that compensation decisions rely on official investigations rather than employer discretion.
