UAE Clarifies Five Cases Where Employers Can Deny Workplace Injury Compensation
The UAE has clarified the limited cases in which employers may deny workplace injury compensation, while reaffirming employer obligations around medical care, wage protection and official reporting.
| Written by Riya Malhotra
The UAE Ministry of Human Resources and Emiratisation has clarified that employers may deny workplace injury compensation only in specific cases where the employee’s own conduct is proven to have directly caused or contributed to the injury.
The clarification is important for both employers and employees, as workplace injury compensation remains a key part of worker protection under the UAE’s labour framework. The UAE Government’s official portal states that employers are legally required to provide medical care, paid leave and financial compensation for work-related injuries and occupational illnesses in line with Federal Decree-Law No. 33 of 2021 and Cabinet Resolution No. 33 of 2022. It also states that employers must report work-related injuries or occupational illnesses to MoHRE within 48 hours.
According to the updated clarification, compensation may be denied in five main cases: if the injury was self-inflicted, if the employee was working under the influence of alcohol, drugs or psychotropic substances, if the injury resulted from an intentional violation of workplace safety instructions, if the injury was caused by wilful misconduct, or if the employee refused medical examination or treatment without a valid reason.
The UAE’s official legislation on work injuries and occupational diseases also refers to cases where compensation may not apply, including deliberate self-injury, injuries occurring under the influence of alcohol, drugs or other psychotropic substances, and injuries that directly result from deliberate violation of clearly displayed workplace precautionary instructions.
However, the clarification does not remove the employer’s duty of care. Employers are still expected to follow formal procedures, provide the required medical support, protect wages during the treatment period where applicable, and ensure that the case is assessed through the competent authorities.
For HR leaders, the update reinforces the importance of strong workplace safety systems. Employers must ensure that safety instructions are clearly communicated, visibly displayed and properly documented. Training records, incident reports, risk assessments and safety acknowledgements may become critical in determining whether an injury claim is valid.
The update also places renewed emphasis on employee awareness. Workers must be trained not only on safety procedures, but also on the consequences of ignoring workplace precautions or refusing necessary medical intervention after an incident.
For organisations operating in high-risk environments such as construction, logistics, manufacturing, facilities management and industrial services, this clarification is especially relevant. These sectors often involve frontline teams, physical work environments and contractor-based workforces, making clear safety governance essential.
The UAE’s position reflects a balanced approach: protecting employees who suffer genuine workplace injuries, while allowing employers to contest compensation in cases involving deliberate misconduct, intoxication, refusal of treatment or intentional safety breaches.
For employers, the message is clear. Workplace injury claims cannot be dismissed casually. Any denial of compensation must be supported by evidence and handled through official channels. For employees, the clarification reinforces that workplace safety is a shared responsibility, but that legal protection remains in place when injuries occur in the course of work.
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