President Sheikh Mohamed bin Zayed has signed Federal Decree-Law No. 73 of 2025, tightening penalties for narcotics offences and, critically, making deportation mandatory for any non-citizen convicted of drug-related crimes. The law—published 11 December and in force from 12 December—raises minimum jail terms to five years and fines to Dh 50,000, while giving judges only narrow humanitarian leeway to suspend expulsion.
Legal specialists say the move raises the compliance bar for multinationals operating in free zones such as DIFC and JAFZA, where random drug tests are already routine. HR teams must update employee handbooks and relocation briefings to spell out the zero-tolerance policy; insurers are reassessing coverage for detention, defence and emergency repatriation.
From an immigration-status perspective, Emirates IDs and residence visas of suspects will be electronically flagged, blocking overseas travel until cases conclude. Deportees will face long-term entry bans, effectively ending future assignments in the Gulf. Companies that facilitate illegal prescription or distribution of controlled substances risk corporate fines and licence suspension.
![New anti-drug decree makes deportation automatic for foreign offenders]()
If employees or their employers need rapid guidance on visa status changes, exit permits, or future re-entry options in light of the new decree, VisaHQ’s UAE team can help. Through its online portal (https://www.visahq.com/united-arab-emirates/), the service offers real-time updates, expedited document processing, and liaison with UAE authorities—support that can be critical when assignments are cut short or travel plans suddenly change due to drug-related proceedings.
The decree aligns with the UAE’s strategy to position itself as a secure hub for investment and talent, but it also adds a new layer of risk for global mobility planners who must now factor potential deportation into compliance programs and medical-benefit designs.
Practical advice: incorporate drug-policy acknowledgements into assignment letters, verify that employee-assistance programmes include substance-abuse support, and remind staff that even possession of trace amounts (including in transit) constitutes an offence under UAE law.
Legal specialists say the move raises the compliance bar for multinationals operating in free zones such as DIFC and JAFZA, where random drug tests are already routine. HR teams must update employee handbooks and relocation briefings to spell out the zero-tolerance policy; insurers are reassessing coverage for detention, defence and emergency repatriation.
From an immigration-status perspective, Emirates IDs and residence visas of suspects will be electronically flagged, blocking overseas travel until cases conclude. Deportees will face long-term entry bans, effectively ending future assignments in the Gulf. Companies that facilitate illegal prescription or distribution of controlled substances risk corporate fines and licence suspension.
If employees or their employers need rapid guidance on visa status changes, exit permits, or future re-entry options in light of the new decree, VisaHQ’s UAE team can help. Through its online portal (https://www.visahq.com/united-arab-emirates/), the service offers real-time updates, expedited document processing, and liaison with UAE authorities—support that can be critical when assignments are cut short or travel plans suddenly change due to drug-related proceedings.
The decree aligns with the UAE’s strategy to position itself as a secure hub for investment and talent, but it also adds a new layer of risk for global mobility planners who must now factor potential deportation into compliance programs and medical-benefit designs.
Practical advice: incorporate drug-policy acknowledgements into assignment letters, verify that employee-assistance programmes include substance-abuse support, and remind staff that even possession of trace amounts (including in transit) constitutes an offence under UAE law.
