UAE Weighs Remote and Flexible Work Mandates for Mothers of Young Children

The UAE has proposed prioritizing remote and flexible work for mothers of young children and other caregiving groups. While not yet law, the initiative signals a broader shift in labor policy that could reshape employer obligations. Businesses should monitor regulatory developments closely and begin reviewing workforce flexibility frameworks in anticipation of future guidance.

On January 21, 2026, the Federal National Council (FNC) debated a policy shift that could reshape workplace norms in the United Arab Emirates (UAE). Members called for remote and flexible work arrangements to be prioritized, not merely accommodated, for specific caregiving groups. The policy discussion extends beyond traditional labor policy tweaks to consider more systemic support for work-life balance.

The priority groups identified during the FNC session include:

• Mothers of children under ten;
• Caregivers of elderly parents;
• Persons of determination; and
• Individuals in special humanitarian cases.

Lawmakers framed the proposal as a necessary balance between family duties and economic activity, emphasizing that caregiving should not derail a professional career. However, these recommendations still constitute policy intent and debate, not binding federal legislation.

In this article, we outline what policymakers have proposed, how the idea fits within the UAE’s current labor framework, and what employers should prepare for if the proposal evolves into binding guidance.

Scope and legal status of the proposed measures

Policymakers have not yet clarified how these measures would be implemented. The most significant ambiguity concerns sectoral application: the FNC has not confirmed whether the mandates would apply immediately to private businesses or follow a phased rollout starting with government entities.

Current indications suggest faster adoption in government entities, while private sector obligations would follow a separate legislative pathway, distinct from maternity leave reforms and subject to different timelines.

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The debate also distinguished the remote/flexible work priorities from other employment policy topics, such as extended maternity leave. During the same session, the FNC recommended extending fully paid maternity leave in the government sector to a minimum of 98 days, which would extend the current public-sector entitlement and place the UAE among jurisdictions with longer paid maternity leave policies.

The existing UAE framework for working mothers

The UAE’s current labor law framework provides a baseline of statutory rights for working mothers. Under Federal Decree-Law No. 33 of 2021, which regulates employment relationships, female employees in the private sector are entitled to 60 calendar days of maternity leave:

• 45 days fully paid; and
• 15 days paid at half salary.

The law also prohibits termination of employment due to pregnancy or maternity leave. Employers must provide the leave once the conditions are met, regardless of contractual language. After maternity leave, the law provides nursing breaks for up to six months, separate from regular rest periods.

Beyond maternity leave, the law allows additional unpaid leave in limited circumstances, such as medical complications following childbirth or situations where a child requires special care. Importantly, these arrangements apply on a case-by-case basis and do not create a general obligation for employers to offer flexible work options.

Crucially, remote work and flexible scheduling are not statutory entitlements under the existing labor law, which focuses on leave and job security rather than mandating flexible or remote work arrangements. That gap is precisely why the FNC’s latest proposal has generated attention outside traditional labor reform debates.

A broader trajectory of female employee protections

The remote work discussion is part of a longer evolution of female employee protections in the UAE. In 2024 and 2025, the FNC debated both flexible work arrangements and extended maternity leave in the public sector, signaling growing legislative focus on balancing economic participation with family responsibilities.

Federal policymakers increasingly frame work-life balance as a structural labor policy issue linked to workforce continuity and demographic sustainability. FNC members argued that enabling mothers to remain professionally active, whether on site or remotely, supports family stability and national economic contribution.

By extending priority status beyond mothers of young children to other caregiving groups, the proposal signals a wider push to accommodate caregiving responsibilities in employment policy. This aligns with national initiatives, including the Gender Balance Council’s strategy to reduce gender gaps in leadership and decision-making positions and to improve women’s presence across sectors.  Given the government’s history of piloting policies in federal entities first, these FNC debates likely signal the direction of future private sector regulation, even if immediate implementation remains limited to government bodies.

Implications for employers and compliance risk

If the proposals take the form of regulation or formal ministry guidance, employers would face substantial compliance and operational implications.

Companies may need to redesign job-role eligibility criteria for remote work. Employers must assess which roles can legitimately be performed remotely without undermining operational requirements. Without clear criteria, businesses risk inconsistent application across teams.

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This creates direct legal exposure. If flexible work is granted inconsistently among employees with similar caregiving needs, employers could face allegations of discrimination or unfair treatment. Multinational firms face heightened scrutiny where global HR policies diverge from emerging UAE norms. Companies must ensure headquarters directives do not inadvertently violate local mandates or fall below the new federal ‘floor’ for caregiving support.

Employers should also track developments at the Ministry of Human Resources and Emiratisation (MOHRE) and related authorities, as any new guidance could introduce reporting requirements or enforcement mechanisms.

Gender participation and economic policy context

Policy discussions on remote work and flexible work must be seen in the context of the UAE’s broader economic strategy and gender participation goals.

Female labor force participation in the UAE has grown steadily, with recent World Bank data indicating a female participation rate near 54 percent of the working-age population. This is roughly in line with global averages and reflects the UAE’s efforts to fully leverage its human capital.

The government’s economic diversification agenda depends on retaining skilled talent, particularly as the private sector expands in non-oil sectors. Flexible work arrangements, combined with robust leave protections, help reduce attrition among professional women, especially around the prime caregiving years.

Evidence from global labor research shows that strong legal protections and flexible work options correlate with higher workforce retention, improved productivity, and greater mobility for women in leadership pipelines. While UAE data on long-term outcomes is limited, international comparators suggest that policies balancing family responsibilities with employment strengthen overall economic participation.

Treating remote work as an element of economic infrastructure, rather than a social concession, encourages employers to see these changes as strategic tools for attracting and retaining talent instead of compliance obligations.

What UAE businesses should watch in 2026 concerning remote work measures

Looking ahead, several signals merit close monitoring:

• Ministry guidance: MOHRE may issue formal guidelines or rules clarifying how remote and flexible work should be implemented and enforced.
• Pilot programs: Federal entities might roll out pilot schemes that set precedents for private sector expectations.
• Legislative movement: Cabinet decisions or Federal Decrees could translate FNC recommendations into binding obligations.

Employers should undertake proactive steps now:

1. Monitor legislative developments: Assign internal resources or external counsel to track labor policy changes and FNC outputs.
2. Audit role flexibility: Conduct internal role assessments to identify positions that could legitimately support remote or flexible work.
3. Prepare policy language: Draft flexible work and remote work policies with legal review, ready for deployment if mandates arrive.

Even if adoption remains gradual, the direction of travel suggests that flexibility and caregiving considerations will increasingly shape employer compliance expectations in the UAE.

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