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A Bullying and Harassment Policy sets clear rules to protect employees from harmful workplace behavior in UAE organizations. It defines unacceptable conduct like verbal abuse, physical intimidation, or digital harassment, while explaining how staff can report incidents safely and confidentially.

Under UAE Labor Law and Ministerial Resolution No. 47 of 2022, these policies must outline specific procedures for handling complaints, protecting whistleblowers, and enforcing disciplinary measures. Good policies also include prevention strategies, training requirements, and support resources to create respectful work environments aligned with local cultural values and legal standards.

Use a Bullying and Harassment Policy when establishing new UAE business operations or updating existing workplace standards. This policy becomes essential during employee onboarding, after workplace incidents, or when expanding your team across different cultural backgrounds and work styles.

The policy proves particularly valuable when handling sensitive complaints, conducting internal investigations, or defending against legal claims under UAE Labor Law. Organizations need it during workplace training sessions, performance reviews, and team-building activities to reinforce acceptable behavior standards and create clear documentation of anti-harassment measures. It also helps demonstrate compliance during regulatory audits or Ministry of Human Resources inspections.

• Basic Policy: Outlines fundamental anti-harassment rules, complaint procedures, and disciplinary measures aligned with UAE Labor Law requirements
• Comprehensive Policy: Includes detailed sections on cultural sensitivity, digital harassment, and workplace relationships specific to UAE business environments
• Industry-Specific Policy: Adapts core requirements for sectors like construction, hospitality, or professional services with unique workplace dynamics
• Multi-Language Policy: Provides bilingual Arabic-English text to ensure clear understanding across diverse workforces
• SME-Focused Policy: Streamlined version for smaller organizations while maintaining essential legal compliance elements

• HR Managers: Lead the development and implementation of Bullying and Harassment Policies, conduct investigations, and maintain confidential records
• Legal Counsel: Review policy content to ensure compliance with UAE Labor Law and ministerial resolutions
• Department Heads: Help enforce policy guidelines, report violations, and promote respectful workplace culture
• Employees: Must understand, follow, and sign acknowledgment of policy terms as part of their employment contract
• Ministry of Human Resources: Oversees policy compliance during workplace inspections and handles escalated complaints

• Company Details: Gather information about workforce size, industry type, and organizational structure
• Legal Framework: Review UAE Labor Law provisions and ministerial resolutions on workplace harassment
• Reporting Chain: Map out clear complaint procedures and identify responsible personnel
• Cultural Context: Consider local customs and workplace norms when defining inappropriate behavior
• Enforcement Process: Establish investigation procedures and disciplinary measures
• Communication Plan: Prepare training materials and policy distribution strategy in both Arabic and English
• Documentation System: Set up secure record-keeping for complaints and investigations

• Policy Statement: Clear definition of prohibited behaviors under UAE Labor Law and company standards
• Scope and Application: Coverage across all employment levels, work locations, and digital communications
• Reporting Mechanism: Confidential complaint procedures and protection for whistleblowers
• Investigation Process: Step-by-step protocol for handling complaints fairly and thoroughly
• Disciplinary Actions: Progressive discipline measures aligned with UAE labor regulations
• Non-Retaliation Clause: Protection guarantees for employees who report incidents
• Documentation Requirements: Record-keeping procedures and confidentiality protocols
• Employee Acknowledgment: Signature section confirming policy receipt and understanding

While a Bullying and Harassment Policy and a Corporate Ethics Policy may seem similar, they serve distinct purposes in UAE organizations. The main differences lie in their scope, focus, and implementation requirements.

• Scope and Coverage: Bullying and Harassment Policies specifically address harmful workplace behaviors, while Corporate Ethics Policies cover broader business conduct including conflicts of interest, gift policies, and corporate values
• Legal Requirements: Bullying and Harassment Policies must align with specific UAE Labor Law provisions on workplace safety, while Corporate Ethics Policies focus on general business conduct standards
• Implementation Approach: Harassment policies require detailed complaint procedures and investigation protocols, whereas ethics policies typically outline broader guidelines for professional conduct
• Enforcement Mechanisms: Harassment policies include specific disciplinary measures for violations, while ethics policies often use a more flexible, principles-based approach to enforcement