UAE MHRE updates labour accommodation requirements

The UAE Ministry of Human Resources and Emiratisation (MHRE) has issued Ministerial Resolution No. 122 of 2026, introducing updated labour accommodation requirements applicable to certain employers and accommodation operators.

The Resolution consolidates and supplements existing accommodation standards (including Cabinet Resolution No. 13 of 2009 and Ministerial Resolution No. 212 of 2014), while imposing additional compliance obligations focused on worker welfare, health and safety, and accessibility.

Importantly, the Resolution repeals prior accommodation provisions under Ministerial Resolution No. 44 of 2022 (as amended), as well as Ministerial Resolution No. 516 of 2024.

Which employers are covered?

The Resolution applies where both of the following conditions are met:

• the employer has 50 or more workers; and
• the worker’s monthly wage does not exceed AED 1,500. 

Workers engaged on a commission basis are excluded from the wage threshold where they fall within occupational level 5 or above. 

Where these thresholds are met, employers must:

• provide accommodation in MHRE-approved and registered labour accommodation; and
• ensure the accuracy and ongoing updating of accommodation and worker data in MHRE systems. 

Local authorities may, in coordination with MoHRE, expand the scope of application by lowering the headcount threshold or increasing the wage cap within a particular Emirate.

In addition to existing accommodation standards, the Resolution introduces a number of new or enhanced minimum requirements, including:

• Worker welfare and accessibility

  • dedicated facilities for People of Determination and injured/sick workers
  • multilingual information on rights, duties and health and safety
  • periodic awareness workshops for workers
  • participation in official and recreational activities

• Health, safety and living standards

  • adequate ventilation and air filtration systems, with ongoing maintenance
  • cold drinking water (minimum one cooler per 30 workers, with capacity requirements)
  • ongoing facility maintenance through specialised contractors
  • availability of food supplies or meals where shops are not nearby

• Accommodation infrastructure

  • sufficient elevator capacity relative to floors and occupancy
  • secure personal lockers for workers
  • free internet access across the accommodation
  • electronic awareness screens in common areas

• Communication and complaints

  • visible complaints channels and contact numbers for authorities
  • an electronic contact point for access to the Labour Consultations and Claims Centre

• Security and supervision

  • 24/7 security guarding by a licensed company
  • CCTV coverage in entrances and common areas
  • minimum supervisor ratio of 1 per 200 workers

• Operational requirements

  • periodic cleaning through specialised contractors

Registration and enforcement

Accommodation owners must register accommodation details and resident worker information with MHRE and keep records updated. MHRE may suspend accommodation files where incorrect data or breaches are identified, and repeated violations or breaches resulting in labour stoppages may lead to administrative action.

Practical considerations for employers

Employers operating large workforces, particularly in sectors such as construction, manufacturing, industrial services and facilities management, should review their existing labour accommodation arrangements against the updated requirements. Employers should also ensure that accommodation registration records, supervisory arrangements, worker communications and health and safety measures are aligned with the new standards.

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