The Ministry of Human Resources and Emiratisation (MoHRE) issued an extraordinary circular at midday Sunday instructing all private-sector employers to switch to remote operations until the end of business on Tuesday, 3 March 2026. The directive, reported by The National, is framed as a safety precaution following the interception of 137 Iranian ballistic missiles and drones over the Emirates during the weekend.
Companies are told to "keep workers away from open spaces" because falling shrapnel has already injured at least four residents in Dubai and Sharjah. Schools and universities—public and private—have also been ordered to continue online learning until Wednesday, effectively placing the entire white-collar workforce and 1.2 million students into work-from-home mode.
Amid these disruptions, organisations may still need to move key personnel in or out of the country on short notice. VisaHQ can shoulder that burden—its UAE portal (https://www.visahq.com/united-arab-emirates/) offers real-time guidance and expedited filing services, helping HR teams keep visas and entry permits on track while they focus on staff safety and business continuity.
![UAE labour ministry orders private-sector remote work through Tuesday]()
For global employers this is the first nationwide work-from-home mandate since the Covid-19 pandemic ended in 2023. HR leaders must confirm that emergency contact lists, VPN licences and cybersecurity protocols are up to date. Payroll teams should prepare for overtime claims from essential staff (e.g., plant operators) who must remain on-site and will require company-provided transport given curfews on some arterial roads.
Legal advisers note that the circular cites Article 17 of the Federal Labour Law, which allows the ministry to impose special work arrangements in circumstances that threaten public safety. Non-compliance attracts fines of up to AED 50,000 per incident and potential suspension of e-quota allocations, effectively barring future work-permit issuances.
From a mobility perspective, assignment letters that specify an "onsite" presence may need short-term addenda. Tax pundits also caution that remote presence outside designated free zones could theoretically trigger permanent-establishment risks in other jurisdictions if expatriate managers are stranded overseas and perform revenue-generating activities from there.
Companies are told to "keep workers away from open spaces" because falling shrapnel has already injured at least four residents in Dubai and Sharjah. Schools and universities—public and private—have also been ordered to continue online learning until Wednesday, effectively placing the entire white-collar workforce and 1.2 million students into work-from-home mode.
Amid these disruptions, organisations may still need to move key personnel in or out of the country on short notice. VisaHQ can shoulder that burden—its UAE portal (https://www.visahq.com/united-arab-emirates/) offers real-time guidance and expedited filing services, helping HR teams keep visas and entry permits on track while they focus on staff safety and business continuity.
For global employers this is the first nationwide work-from-home mandate since the Covid-19 pandemic ended in 2023. HR leaders must confirm that emergency contact lists, VPN licences and cybersecurity protocols are up to date. Payroll teams should prepare for overtime claims from essential staff (e.g., plant operators) who must remain on-site and will require company-provided transport given curfews on some arterial roads.
Legal advisers note that the circular cites Article 17 of the Federal Labour Law, which allows the ministry to impose special work arrangements in circumstances that threaten public safety. Non-compliance attracts fines of up to AED 50,000 per incident and potential suspension of e-quota allocations, effectively barring future work-permit issuances.
From a mobility perspective, assignment letters that specify an "onsite" presence may need short-term addenda. Tax pundits also caution that remote presence outside designated free zones could theoretically trigger permanent-establishment risks in other jurisdictions if expatriate managers are stranded overseas and perform revenue-generating activities from there.
