UAE Strengthens Occupational Health and Safety Requirements for Pregnant and Breastfeeding Employees
The UAE Ministry of Human Resources and Emiratisation (MOHRE) has issued Administrative Decision No. 10 of 2026, introducing amendments to the Occupational Health and Safety Procedures Manual.
The Decision adds a new Article 6 bis – "Safety of Working Women", establishing additional employer obligations aimed at protecting pregnant and breastfeeding employees.
What has changed?
🔹Personal Protective Equipment (PPE)
Employers are now required to provide personal protective equipment that takes into account the anatomical characteristics of female employees. Where an employee is pregnant, employers must provide appropriately sized or specially adapted protective equipment whenever necessary.
🔹Mandatory Risk Assessment
If an employee informs the employer that she is pregnant or breastfeeding and requires special working conditions, the employer must conduct an individual occupational risk assessment within five working days.
The assessment must take into account:
➡️The nature of the employee's work and duties.
➡️Any workplace factors that may affect pregnancy, breastfeeding, or reproductive health.
➡️Medical recommendations and any changes in the employee's health condition.
The risk assessment must be reviewed and updated regularly as the pregnancy progresses or whenever new medical recommendations are issued.
🔹Obligation to Adjust Working Conditions
Where the risk assessment or a report issued by an accredited medical institution indicates that additional protective measures are necessary, the employer must:
➡️Modify the employee's working conditions; or
➡️Temporarily transfer the employee to suitable and safe work.
Importantly, these measures must not result in any reduction in salary, loss of employment benefits, or limitation of the employee's labour rights.
These amendments do not introduce new maternity leave or pregnancy-related leave entitlements. Instead, they strengthen occupational health and safety obligations by establishing clear deadlines for conducting risk assessments and requiring employers to implement individual protective measures rather than relying solely on general workplace safety rules.
For employers, this means reviewing and updating internal occupational health and safety procedures. HR departments should also ensure that notifications of pregnancy or breastfeeding are handled promptly to comply with the new legal requirements.
The UAE Ministry of Human Resources and Emiratisation (MOHRE) has issued Administrative Decision No. 10 of 2026, introducing amendments to the Occupational Health and Safety Procedures Manual.
The Decision adds a new Article 6 bis – "Safety of Working Women", establishing additional employer obligations aimed at protecting pregnant and breastfeeding employees.
What has changed?
🔹Personal Protective Equipment (PPE)
Employers are now required to provide personal protective equipment that takes into account the anatomical characteristics of female employees. Where an employee is pregnant, employers must provide appropriately sized or specially adapted protective equipment whenever necessary.
🔹Mandatory Risk Assessment
If an employee informs the employer that she is pregnant or breastfeeding and requires special working conditions, the employer must conduct an individual occupational risk assessment within five working days.
The assessment must take into account:
➡️The nature of the employee's work and duties.
➡️Any workplace factors that may affect pregnancy, breastfeeding, or reproductive health.
➡️Medical recommendations and any changes in the employee's health condition.
The risk assessment must be reviewed and updated regularly as the pregnancy progresses or whenever new medical recommendations are issued.
🔹Obligation to Adjust Working Conditions
Where the risk assessment or a report issued by an accredited medical institution indicates that additional protective measures are necessary, the employer must:
➡️Modify the employee's working conditions; or
➡️Temporarily transfer the employee to suitable and safe work.
Importantly, these measures must not result in any reduction in salary, loss of employment benefits, or limitation of the employee's labour rights.
These amendments do not introduce new maternity leave or pregnancy-related leave entitlements. Instead, they strengthen occupational health and safety obligations by establishing clear deadlines for conducting risk assessments and requiring employers to implement individual protective measures rather than relying solely on general workplace safety rules.
For employers, this means reviewing and updating internal occupational health and safety procedures. HR departments should also ensure that notifications of pregnancy or breastfeeding are handled promptly to comply with the new legal requirements.