Occupational Health and Safety Obligations in GCC Workplaces

We explore occupational health and safety obligations in GCC workplaces, labor laws, inspections, worker accommodations, insurance, and compliance with international standards.

The Gulf Cooperation Council labor market is an example of extraordinary reliance on expat workers.

The total GCC labor force has reached 31.8 million people, which is 54.2 percent of the total population, with males accounting for 78.7 percent and females 21.3 percent. Among this workforce, only 5.6 million are GCC nationals (23.4 percent), and the remaining 26.2 million are expat workers. The result is an economy fueled by expat labor, which creates unique occupational and health safety challenges for multinational firms in the GCC.

Legal framework in GCC countries

Each GCC member state has developed its own OHS framework:

• United Arab Emirates (UAE): Federal Decree-Law No. 33 of 2021 regulates labor relations in the private sector and sets baseline obligations for employers to maintain safe workplaces. It requires provision of protective equipment, safety training, and periodic compliance assessments. Administrative Decision No. 19 of 2023 has further details on health, safety, and labor accommodation requirements.
• Saudi Arabia: Amendments to the Labor Law in 2025 introduced penalties based on company size. Companies are grouped into three categories: Category A (more than 50 employees), Category B (21-49 employees), and Category C (20 or fewer employees).
• Oman: Royal Decree 53/2023 established obligations for companies with more than 10 employees to obtain approval for their OHS programs from the Ministry of Labor. In July 2025, the Ministry carried out 81 awareness visits across 90 establishments which had more than 300 employers and employees as a compliance audit.
• Qatar: Labour Law No. 14 of 2004 requires risk assessments, training, and equipment maintenance. The law ensures workplaces remain safe and employers take direct responsibility for hazard prevention.
• Bahrain: OHS rules date back to 1976 and were modelled on the UK Health and Safety at Work Act of 1974. Bahrain has now achieved compliance rates near 100 percent for its summer midday work bans in 2025.

Federal versus free zone jurisdictions

Jurisdictional distinctions are important in the GCC for OHS. In the UAE, free zone companies are not governed by the federal labor law but instead by their respective free zone authority regulations. For example, Dubai South, which focuses on aviation and logistics, has strict safety standards for its sectors which deal with warehouses and transport operations.

Penalties for non-compliance

Enforcement and penalties are different in different states. Saudi law has seasonal occupational safety measures to protect workers from extreme conditions. Between June 15 and September 15, outdoor work is prohibited from 12:00 p.m. to 3:00 a.m. Its violations can lead to fines ranging from SAR 1,500 (US$400) to SAR 5,000 (US$1,332.9), depending on the severity and frequency of violation.

Qatar imposes fines between QAR 5,000 (US$1,373.2) and QAR 10,000 (US$2,746.7), often coupled with court-mandated remediation. Bahrain has penalties between BHD 500 (US$1,326.2) and BHD 1,000 (US$2,652.4) for midday work ban violations and potential imprisonment up to three months.

Employer duties and workplace policies

Employers across the GCC must ensure safe working conditions by providing protective gear and running training programs. In Saudi Arabia, wellness is increasingly integrated into workplace policies, with stress management training and digital mindfulness tools mandated for many employers.

Protective equipment must be supplied at no cost to workers. In the UAE, establishments employing 50 or more workers must keep records of work-related injuries, maintain preventive tools, and conduct training for high-risk tasks. Saudi Arabia requires industrial establishments and construction firms with more than 100 employees to appoint technically qualified OHS officers who are responsible for hazard prevention and safety oversight.

Heat stress management

Extreme heat remains one of the most pressing workplace hazards in the region.

In the UAE, the 2025 Occupational Heat Stress Prevention Policy introduced a daily ban on outdoor work between 12:30 p.m. and 3:00 p.m. during the summer. Its compliance was recorded at 99 percent in 2025. Employers were also required to provide shaded rest areas, cooling solutions, drinking water, and hydration supplements to the workers in the field.

In Bahrain, the summer midday work ban was extended in 2025 to run from June 15 to September 15. Its compliance reached 99.96 percent, though Human Rights Watch has argued that calendar-based bans remain insufficient, as peak heat often occurs outside restricted hours. Its research indicates that Saudi Arabia experiences its highest heat intensity between 9 a.m. and noon which becomes a challenge for time-based restrictions.

Employee rights and responsibilities

Worker rights

Across the GCC, employees are entitled to safe working conditions and protective measures. UAE law affirms workers’ rights to training, equipment, and hazard-free environments. Qatar’s framework similarly guarantees medical care, safety training, and the right to protective measures at work.

Worker responsibilities

Employees are also required to comply with safety protocols. In the UAE, workers must use protective gear correctly, attend training, follow employer instructions, and report hazards without delay. Oman requires companies to maintain records of employees exposed to hazards for at least five years after the worker leaves service to keep a traceability of risks.

Worker committees

Formal trade union activity is restricted in most GCC countries. However, worker safety committees have been introduced in some sectors like oil and gas and construction. These committees act as internal channels for addressing workplace safety issues even in the absence of independent union structures.

Sector-specific standards

Maritime and aviation operations

Maritime and aviation operations in the GCC adhere to international safety standards through frameworks set by the International Maritime Organization (IMO) and International Civil Aviation Organization (ICAO). Regional authorities have introduced GCC Safety Regulations for Non-Conventional Ships, based on conventions such as SOLAS 1974, Load Lines 1966, STCW 1978, MARPOL 1973/78, and COLREG 1972. These rules have undergone periodic revisions to keep up with the global benchmarks. The ICAO-IMO joint framework also ensures coordinated search and rescue operations across air and sea domains, which is a crucial requirement given the region’s dependence on international trade and transport.

Technology integration

GCC authorities are increasingly using digital technologies to manage workplace safety. Artificial intelligence (AI) and Internet of Things (IoT) systems are being deployed to monitor work environments through cameras and sensors for detecting hazards and enabling predictive analytics to prevent accidents. The GCC market for AI in construction safety and automation is forecast to grow from US$2.9 billion in 2025 to US$9.4 billion by 2031.

Health and wellness integration

Employers across the region are introducing programs addressing occupational stress and mental health. A 2022 PwC survey found that 33 percent of GCC employers are taking actions on supporting workers with physical and mental well-being.

Leading organizations in the GCC are providing confidential health support to their employees. For example, Saudi Aramco has brought stress management and mindfulness tools and Emirates NBD has flexible work policies and mental health allowances. The UAE’s National Wellbeing Strategy 2031, also emphasize the integration of wellness into corporate practices. Many organizations now provide bilingual Employee Assistance Programs, prayer and meditation facilities, family-focused wellness initiatives, and Ramadan-specific programs.

Worker accommodation and insurance

It is mandatory to follow accommodation standards for lower-income workers in the GCC. In the UAE, employers with more than 50 workers earning less than AED 1,500 (US$408.4) per month must provide housing that meets minimum space and facility requirements. Each worker is entitled to at least three square meters of space, and accommodations should have ventilation, air conditioning, medical rooms, prayer facilities, and laundry services.

Health insurance rules vary by jurisdiction. Abu Dhabi and Dubai require employers to provide coverage for all workers, whereas Sharjah and Ajman offer government-provided schemes.

Training and awareness

Training is a central component of GCC workplace safety. In the UAE, companies with more than 50 employees must provide training and monitoring systems for high-risk activities, while industrial and construction businesses with more than 100 workers must appoint qualified health and safety officers. Saudi Arabia requires training programs for risk-prone industries such as oil and gas, electricity, manufacturing, and transportation under its National Strategic Program for Occupational Safety and Health.

The multilingual nature of the GCC workforce could create some communication challenges. In most states, federal rules require safety materials and contracts to be provided in Arabic, and translations into workers’ native languages where necessary. Employers on their part often use visual aids of icons, pictograms, and color-coded signage to give safety instructions.

Alignment with international standards

Most GCC countries are gradually adopting international safety benchmarks. They are using ISO 45001:2018 as a framework. ISO’s 2024 amendment now requires organizations to factor in climate-related risks to occupational health. Oman requires ISO 45001 compliance in sectors like oil and gas, construction, and manufacturing.

But many GCC countries have not ratified ILO Convention No. 189 on decent work for domestic workers which has left gaps in protection for migrant labor. Broader labor frameworks present in some GCC states also fall short of ILO standards regarding freedom of association and collective bargaining, like the kafala sponsorship system.

In short

Multinational corporations operating in the GCC be mindful of both local enforcement standards and their own global corporate responsibility frameworks. Many firms choose to apply stricter international benchmarks in all their operations to maintain credibility with stakeholders. It also helps in adjusting to revisions in domestic occupational health and safety requirements.

Read more: Saudi Arabia’s Mudad Payroll Platform and Salary System Updates

(US$1 = AED 3.67 = SAR 3.75 = BHD 0.38)

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