Federal Decree-Law No. (27) of 2018 Concerning Equality in Wages between Men and Women
Federal Decree-Law No. (27) of 2018
Applies to UAE federal governmental bodies and prohibits sex-based discrimination in basic salaries paid at the same job grade unless an objectively relevant reason, such as qualifications, specialisation, skills, expertise or competence, justifies a difference.
Overview
What this legislation covers
Applies to UAE federal governmental bodies and prohibits sex-based discrimination in basic salaries paid at the same job grade unless an objectively relevant reason, such as qualifications, specialisation, skills, expertise or competence, justifies a difference.
Who or what it applies to
- Federal governmental ministries, authorities, institutions, centres, councils and offices.
- Employees in federal governmental bodies for the basic-salary rule in this decree-law.
- Private-sector equal-pay matters are addressed separately by the Labour Relations Law.
Key points
Important points at a glance
The 2018 decree-law is specifically scoped to federal governmental bodies.
It focuses on basic salaries.
Gender alone cannot justify a salary difference at the same job grade.
Objective differences such as qualifications, specialisation, skills, expertise or competence can justify different treatment.
The decree-law does not create a detailed standalone penalty system.
Federal-government HR and grievance mechanisms matter in practice.
Private-sector employees should primarily use the current Labour Relations Law for equal pay and non-discrimination.
Practical explanation
Understanding the law
Plain-language explanation
Applies to UAE federal governmental bodies and prohibits sex-based discrimination in basic salaries paid at the same job grade unless an objectively relevant reason, such as qualifications, specialisation, skills, expertise or competence, justifies a difference.
Why this law matters
This legislation forms part of the UAE federal legal framework and should be read with its amendments and implementing instruments. The current legal status recorded here is Active / in force.
Coverage
- Federal governmental ministries, authorities, institutions, centres, councils and offices.
- Employees in federal governmental bodies for the basic-salary rule in this decree-law.
- Private-sector equal-pay matters are addressed separately by the Labour Relations Law.
Definitions
- Governmental Bodies: federal government ministries, authorities, institutions, centres, councils and offices.
- Salaries: basic salaries for this decree-law.
- Same Job Grade: the grade comparison used by the federal governmental salary system.
Main compliance points
- The 2018 decree-law is specifically scoped to federal governmental bodies.
- It focuses on basic salaries.
- Gender alone cannot justify a salary difference at the same job grade.
- Objective differences such as qualifications, specialisation, skills, expertise or competence can justify different treatment.
- The decree-law does not create a detailed standalone penalty system.
- Federal-government HR and grievance mechanisms matter in practice.
- Private-sector employees should primarily use the current Labour Relations Law for equal pay and non-discrimination.
Step-by-step checklist
- Identify whether the employer is a federal governmental body within Article 2.
- Compare employees at the same job grade.
- Identify whether any salary difference is based on an objective permitted factor rather than gender.
- Use the applicable federal-government HR/grievance framework to challenge an unlawful difference.
- For private-sector cases, apply Federal Decree-Law No. (33) of 2021.
Important dates
- Issued 23 September 2018.
- Published 30 September 2018.
- Effective 14 October 2018.
- Complaint/appeal deadlines depend on the HR or judicial procedure used.
Current amendments / interaction
No amendment to this five-article decree-law was identified in the official portal review. For private-sector equal-pay and non-discrimination obligations, Federal Decree-Law No. (33) of 2021 is the more directly applicable statute.
Enforcement
The decree-law states the substantive equal-salary rule but does not set a detailed bespoke penalty regime; enforcement depends on applicable federal HR, administrative and judicial mechanisms.
Examples
- Two federal employees at the same job grade cannot lawfully receive different basic salaries solely because one is a man and the other a woman.
- A salary difference supported by different qualifications or professional experience may be lawful if genuinely relevant and consistently applied.
- A private-sector equal-pay complaint should be assessed under the current Labour Relations Law.
Official and current sources
- UAE Legislation — Federal Decree-Law No. (27) of 2018
- UAE Legislation — Labour Relations Law No. (33) of 2021
Use note
The files in this ZIP are intended as structured legal content for publication and research, not as a substitute for the official Arabic legislation. Numerical thresholds, limitation periods, tax rates, customs classifications, salary bases, pension formulas, employee categories, exemptions, offences and penalties must be checked in the current official text before acting.
Practical notes
- Use the current official Arabic text for interpretation and application; this package is a structured English legal-information rendering.
- Verify the latest consolidated law, amendments, Executive Regulations, Cabinet/ministerial decisions and regulator guidance before case-specific reliance.
- The supplied cover is editorial artwork and does not itself establish legal status, scope or effective dates.
- Where cover wording conflicts with current official sources, the legal metadata and research notes in this package take priority.
Legislation text
Text and provisions
Official-text notice. This is a comprehensive structured English legal-information rendering prepared from the current sources listed in this package. It is not represented as the controlling verbatim English text. The official Arabic text prevails for interpretation and application. Exact article wording, thresholds, exceptions, penalties and deadlines should be checked directly before live reliance.
Federal Decree-Law No. (27) of 2018 Concerning Equality in Wages between Men and Women
Verified legislative metadata
| Instrument | Federal Decree-Law No. (27) of 2018 |
|---|---|
| Issued | 2018-09-23 |
| Effective | 2018-10-14 |
| Status | Active / in force |
| Gazette | Official Gazette No. 637 |
| Official source | Open current source |
Purpose and legal effect
Applies to UAE federal governmental bodies and prohibits sex-based discrimination in basic salaries paid at the same job grade unless an objectively relevant reason, such as qualifications, specialisation, skills, expertise or competence, justifies a difference.
Who and what the legislation applies to
- Federal governmental ministries, authorities, institutions, centres, councils and offices.
- Employees in federal governmental bodies for the basic-salary rule in this decree-law.
- Private-sector equal-pay matters are addressed separately by the Labour Relations Law.
Important statutory definitions
- Governmental Bodies: federal government ministries, authorities, institutions, centres, councils and offices.
- Salaries: basic salaries for this decree-law.
- Same Job Grade: the grade comparison used by the federal governmental salary system.
Structured legislative map
Article 1 — Definitions
Defines the State, governmental bodies and salaries.
Article 2 — Scope
Applies to federal governmental bodies.
Article 3 — Equal salary rule
Prohibits gender-based discrimination in salary value at the same job grade, while allowing differences based on legitimate factors such as qualification, specialisation, professional skill, expertise or competence.
Article 4 — Conflicting provisions
Repeals provisions that conflict with the decree-law.
Article 5 — Commencement
Provides Official Gazette publication and commencement 14 days after publication.
Private-sector interaction
Private-sector equality and equal-pay duties are principally found in the 2021 Labour Relations Law.
Key statutory points
- The 2018 decree-law is specifically scoped to federal governmental bodies.
- It focuses on basic salaries.
- Gender alone cannot justify a salary difference at the same job grade.
- Objective differences such as qualifications, specialisation, skills, expertise or competence can justify different treatment.
- The decree-law does not create a detailed standalone penalty system.
- Federal-government HR and grievance mechanisms matter in practice.
- Private-sector employees should primarily use the current Labour Relations Law for equal pay and non-discrimination.
Amendments, executive rules and current-law interaction
No amendment to this five-article decree-law was identified in the official portal review. For private-sector equal-pay and non-discrimination obligations, Federal Decree-Law No. (33) of 2021 is the more directly applicable statute.
Practical compliance / procedure sequence
- Identify whether the employer is a federal governmental body within Article 2.
- Compare employees at the same job grade.
- Identify whether any salary difference is based on an objective permitted factor rather than gender.
- Use the applicable federal-government HR/grievance framework to challenge an unlawful difference.
- For private-sector cases, apply Federal Decree-Law No. (33) of 2021.
Dates and time limits
- Issued 23 September 2018.
- Published 30 September 2018.
- Effective 14 October 2018.
- Complaint/appeal deadlines depend on the HR or judicial procedure used.
Enforcement and legal exposure
The decree-law states the substantive equal-salary rule but does not set a detailed bespoke penalty regime; enforcement depends on applicable federal HR, administrative and judicial mechanisms.
Practical scenarios
- Two federal employees at the same job grade cannot lawfully receive different basic salaries solely because one is a man and the other a woman.
- A salary difference supported by different qualifications or professional experience may be lawful if genuinely relevant and consistently applied.
- A private-sector equal-pay complaint should be assessed under the current Labour Relations Law.
Research method and source priority
This package is designed for website publication, research and client orientation. For a live filing, tax return, customs entry, labour dispute, pension calculation, licence, registration or court submission, use the current official Arabic text together with all applicable amendment instruments and implementation decisions.
Official-source verification for this package was carried out on 2026-09-10. Where the law is administered by a specialist regulator, regulator guidance and current electronic procedures should also be checked.
Verification
Official source & references
Official legislation sourcehttps://uaelegislation.gov.ae/en/legislations/1104Open ↗Official Gazette: Official Gazette No. 637
This page is a research and educational resource. Legislation can be amended, repealed, supplemented by regulations or interpreted by courts and authorities. Obtain advice before relying on it for a live matter.