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Employing People of Determination in the UAE 2026
- Mayank Sharma
- 4 days ago
- 8 min read
Inclusion is a UAE national priority — and a smart business decision
Few countries have made inclusion as central to their national identity as the United Arab Emirates. In April 2017, His Highness Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai, introduced the term "People of Determination" to replace older language around disability. The change was deliberate: the focus moved from limitation to capability — from what a person cannot do to what determination and the right environment can achieve. That single decision reframed a national conversation and set a tone that UAE employers are now invited to match.
For employers, this is not only a matter of doing the right thing. Inclusive hiring widens your talent pool, brings perspectives that strengthen problem-solving, and improves retention and reputation, while aligning your organisation with the UAE's vision for a cohesive, productive society. This guide explains, in practical and UAE-specific terms, how to employ People of Determination respectfully and compliantly in— and how to make inclusion a genuine strength rather than a checkbox.
Who are People of Determination?
"People of Determination" is the UAE's official, respectful term for people with disabilities. It covers a wide spectrum, including physical, sensory, intellectual, developmental, and psychosocial conditions, as well as long-term health conditions that affect daily life. Some needs are visible; many are not.
The most important shift for any employer is mindset. A person's condition is one characteristic among many — not a definition of their ability or their worth as a colleague. People of Determination are professionals, graduates, specialists, and leaders, and with reasonable adjustments, the vast majority of roles can be performed to a high standard. Throughout your policies, job adverts, and conversations, use person-first, dignified language and the term "People of Determination." Avoid outdated or pitying words entirely; they undermine the respect the UAE has worked hard to establish.
The legal and policy backdrop
The UAE's framework for inclusion is well established and continues to strengthen. Employers should understand the main pillars rather than memorise every clause, and confirm specifics with the relevant authority.
Federal Law No.ofConcerning the Rights of People with Special Needs, as amended by Federal Law No.of 2009, is the foundational legislation protecting the rights of People of Determination. Articleaffirms the right to work and to hold public office, and provides that a person's condition shall not be a barrier to nomination and selection — while their needs are taken into account when assessing competency for the role.
Cabinet Resolution No.of 2018 supports access to employment, requires government entities to ensure the right to work on an equal basis without discrimination, and protects against termination or forced retirement on the grounds of disability (subject to retirement age or a competent medical committee's decision). It also encourages the private sector to integrate People of Determination and to extend suitable arrangements and privileges.
Federal Decree-Law No.ofon the Regulation of Labour Relations, which governs the private sector, prohibits discrimination — including on the basis of disability — where it would weaken equal opportunity or harm access to, or continuation of, employment. It also prohibits harassment and workplace violence.
The National Policy for Empowering People of Determination sets the national direction across pillars including health and rehabilitation; education, vocational rehabilitation, and employment; social protection and family empowerment; and participation in public life, culture, and sport.
The UAE has also ratified the United Nations Convention on the Rights of Persons with Disabilities. Because protections, definitions, and any sector-specific arrangements can evolve, treat the above as a framework — not a substitute for advice. For anything binding to your situation, confirm with the Ministry of Human Resources and Emiratisation (MOHRE) and the Ministry of Community Development, and consider a structured HR compliance review of your policies and contracts.
Employer obligations and non-discrimination
The unifying principle across UAE law and policy is equal opportunity. In practice, an employer should not let a candidate's status as a Person of Determination reduce their chances of fair consideration, fair treatment, or continued employment, and should assess suitability on the genuine requirements of the job.
For private-sector employers in particular, this translates into clear, practical duties:
Non-discrimination in hiring and at work. Decisions on recruitment, pay, tasks, training, and promotion should be based on ability and performance, not on disability.
A safe and respectful environment. Harassment, bullying, and workplace violence are prohibited. Inclusion only works where dignity is protected.
Fair, documented processes. Transparent job criteria, structured interviews, and consistent records protect both parties and demonstrate good faith if questions ever arise.
A note on geography: rules and incentives can differ between mainland (MOHRE-regulated) entities and free zones, with larger free zones such as DIFC and ADGM operating distinct employment regimes. Identify which framework applies to you before finalising policy. Our overview of the essential HR policies every UAE company must have is a useful starting point for embedding these principles in writing.
Workplace accessibility and reasonable accommodation
Accessibility is the practical foundation of inclusion. The aim of reasonable accommodation is simple: remove the barriers between a capable person and doing their job well, without changing the core requirements of the role. Most adjustments are modest in cost, and many cost nothing at all.
Consider accessibility across several dimensions:
Physical environment. Step-free entry, accessible parking, lifts, accessible restrooms, and clear routes so employees can enter, move around, and exit safely and independently.
Workstation and equipment. Adjustable desks, ergonomic seating, or assistive technology such as screen readers, magnification software, captioning, or speech-to-text tools.
Digital accessibility. Ensure internal systems, documents, and your careers page are usable by people who rely on assistive technology — accessible formats matter as much as physical ramps.
Flexible arrangements. Adjusted hours, hybrid or remote options, additional breaks, or modified duties where these enable strong performance.
Communication. Offer information in accessible formats, and provide sign-language interpretation or written alternatives where helpful.
The most effective approach is also the simplest: ask the employee what would help, because People of Determination are the experts on their own needs. Handle these conversations privately, keep medical information confidential, and treat any adjustment as a normal part of good management. For complex or higher-cost cases, the Ministry of Community Development and specialist bodies can advise on suitable arrangements.
Inclusive recruitment and onboarding — practical steps
Inclusion is won or lost in everyday process design. These steps help you attract, fairly assess, and welcome People of Determination:
Write inclusive job adverts. Describe genuine essential requirements only, avoid unnecessary physical or "always-on" criteria, and state clearly that you welcome applications from People of Determination and will provide adjustments on request.
Make applying accessible. Ensure your careers page and application forms work with assistive technology, and offer an alternative way to apply for anyone who needs it.
Offer adjustments at every stage. Proactively ask all candidates whether they need any accommodation for interviews or assessments, and provide them without fuss.
Assess on ability, not assumptions. Use structured, role-relevant questions and practical exercises. Focus on what the person can do and how they would do the job, not on their condition.
Train your hiring managers. Equip interviewers to run respectful, lawful conversations, avoid intrusive medical questions, and set aside unconscious bias.
Plan a thoughtful onboarding. Have any agreed adjustments ready on day one, assign a buddy or mentor, and check in regularly during the first weeks. A strong start is one of the biggest drivers of retention. Our guide to employee onboarding in the UAE covers the fundamentals you can adapt.
Keep listening. Build in periodic check-ins so accommodations can be reviewed and refined as roles and needs change over time.
Support programmes and national initiatives
Employers do not have to navigate inclusive hiring alone. The UAE has built a strong support ecosystem, and engaging with it can connect you to qualified candidates and practical guidance.
The Ministry of Community Development leads national efforts and has issued a manual for employing People of Determination, designed to help organisations create welcoming environments and equal opportunity from recruitment through to career progression. At the emirate level, bodies such as the Zayed Higher Organization for People of Determination in Abu Dhabi, Ministry of Interior rehabilitation and employment centres, and dedicated platforms work to qualify candidates and link them with employers. Inclusive career fairs and partnership programmes — increasingly supported by major UAE and international employers — are a practical way to meet talent directly.
Because the names, eligibility, and scope of programmes and any incentives change over time, confirm current details with the Ministry of Community Development, MOHRE, or the relevant emirate-level authority before relying on them. The direction of travel is clear and consistently positive: the UAE wants employers to succeed at inclusion and offers real support to those who try.
Building a genuinely inclusive culture
Compliance and accessibility get you to the starting line; culture is what makes inclusion last. The goal is a workplace where a Person of Determination is simply a valued colleague — recruited for their ability, supported to do their best work, and given the same path to grow.
A few principles make the difference. Lead from the top, so inclusion is visibly owned by leadership rather than delegated and forgotten. Train teams in respectful language and everyday awareness, make accommodation a normal part of management, and protect privacy and dignity in every conversation. And measure what matters — not to chase numbers, but to understand whether your processes are genuinely fair and to keep improving. A periodic HR audit is a practical way to check that your policies, recruitment, and accommodation practices hold up in reality.
Done well, this is one of the most rewarding investments an employer can make. It strengthens your team, reflects the best of the UAE's national values, and signals to everyone the kind of organisation you are.
Frequently asked questions
What is the correct term to use for people with disabilities in the UAE?
"People of Determination" is the official, respectful term in the UAE, introduced in 2017. Use it consistently in your policies, job adverts, and conversations, alongside person-first language. Avoid outdated or negative terms entirely.
Are private companies in the UAE required to hire People of Determination?
UAE law and policy strongly encourage the private sector to integrate People of Determination, prohibit discrimination on the basis of disability, and extend supportive arrangements. Specific obligations and any sector-based arrangements can vary and evolve, so confirm what applies to your entity with MOHRE and the Ministry of Community Development rather than assuming a fixed rule.
What counts as reasonable accommodation?
Reasonable accommodation means practical adjustments that remove barriers to performing a job — such as accessible facilities, assistive technology, flexible hours, or modified duties — without changing the role's core requirements. Many adjustments are low-cost or free. The best first step is to ask the employee what would help.
Can I ask a candidate about their disability during an interview?
Focus on the candidate's ability to perform the genuine requirements of the role, not on their condition. Rather than asking intrusive medical questions, ask all candidates whether they need any adjustments for the interview or the job, and keep any information shared private and confidential.
Where can I get help with inclusive hiring in the UAE?
Government bodies including the Ministry of Community Development, MOHRE, and emirate-level organisations such as the Zayed Higher Organization for People of Determination offer guidance and can help connect you with qualified candidates. For tailored policy, recruitment, and compliance support, professional HR advice is recommended.
This guide is general information, not legal or medical advice. UAE laws and programmes change, and details can differ between mainland and free zone entities. Always confirm specifics with the relevant UAE authorities and seek professional advice for your situation. To build an inclusive, compliant hiring approach with confidence, book a consultation with the Element MEA team.
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