By The UAE Ministry of Human Resources and Emiratization (MoHRE) has issued Ministerial Resolution No. 122 of 2026 Regarding the Update of Labour Accommodation Requirements, introducing updated standards for worker housing across the country. The resolution was reported on 21 October 2026 by Morgan Lewis lawyers Rebecca Ford and Lisa Merod.
The new rules apply to establishments with 50 or more workers where the relevant workers’ contractual monthly wage does not exceed AED 1,500. Local authorities in individual Emirates may reduce the 50-worker threshold, increase the AED 1,500 wage threshold, or both, meaning some employers outside the headline thresholds may still be caught by Emirate-specific rules.
What the resolution actually changes
The resolution adds several new requirements that did not feature prominently in the pre-2026 framework. Accommodation must now provide appropriate facilities for People of Determination and for injured or sick workers who require them. Buildings need sufficient elevators and appropriate natural and mechanical ventilation. Free internet access must be available throughout the accommodation.
Employers and accommodation owners must also ensure workers receive information about their rights and obligations, plus occupational health and safety information, in languages they understand. Secure lockers for personal belongings are now required, as is 24-hour security with surveillance cameras at entrances, exits and common areas. Staffing requirements include at least one accommodation supervisor for every 200 workers.
The resolution repeals certain provisions in Ministerial Resolution No. 44 of 2022 and Ministerial Resolution No. 516 of 2024, but the source does not specify which provisions are removed. Employers should not assume the older rules have vanished entirely.
Registration and enforcement mechanics
The resolution introduces clearer data obligations. Employers must ensure information about labour accommodation and accommodated workers is entered accurately into MoHRE’s systems and updated whenever changes occur. Accommodation owners face corresponding registration and ongoing data-update requirements.
Where MoHRE identifies incorrect information or a breach of applicable accommodation standards, it may suspend the accommodation file in its systems and notify the relevant authorities. Repeated violations may result in further administrative action against both the establishment and the accommodation owner. The source does not state specific penalty amounts or a compliance deadline, so employers should monitor MoHRE announcements for enforcement timelines.
What this means for HR and payroll teams
The AED 1,500 wage threshold matters for payroll because it determines which workers fall within scope. HR teams should run a payroll report identifying all employees whose contractual monthly wage is at or below AED 1,500, then check whether the establishment has 50 or more workers overall. If both conditions are met, the resolution applies.
For companies using third-party accommodation providers, the contractual position needs review. The resolution places obligations on both employers and accommodation owners, but the employer remains responsible for ensuring the accommodation used by its workers meets the standards. HR teams should confirm that any third-party camp is appropriately approved and registered with MoHRE, and that contracts with providers address the new requirements, including internet access, security, lockers and supervisor ratios.
The data-update requirement has operational implications. HR or public relations officer (PRO) teams should establish a process for updating MoHRE systems whenever workers move into or out of accommodation, or when accommodation details change. A suspended accommodation file could disrupt operations even if the physical accommodation is compliant.
Practical steps to take now
Employers meeting the thresholds should start with an audit of existing accommodation against the updated requirements. Check whether the building has appropriate facilities for People of Determination and injured or sick workers, sufficient elevators, and adequate natural and mechanical ventilation. Confirm that free internet access is available throughout, not just in common areas. Verify that lockers are secure and that 24-hour security with surveillance cameras is in place.
Review supervisor coverage. The requirement is at least one accommodation supervisor for every 200 workers, so a camp housing 600 workers needs at least three supervisors. Check that supervisors are actually present and that their responsibilities are documented.
Confirm that worker communications about rights, obligations and occupational health and safety are available in languages workers understand. This may require translations beyond Arabic and English depending on the workforce.
Finally, check whether Emirate-specific requirements apply. The resolution allows local authorities to lower the 50-worker threshold or raise the AED 1,500 wage threshold, so an employer that falls outside the federal thresholds may still be covered locally. HR teams should confirm the position with the relevant Emirate authority.
The resolution does not state a transition period or compliance deadline in the source material. Employers should treat the requirements as current and begin compliance work without waiting for a formal grace period announcement.
Sources: JD Supra
Photo: Memorial place - Nazi labour camp Walldorf - Airport Frankfurt - Züblin - KZ-Auß by Norbert Nagel, CC BY-SA 3.0
