Internship Rules Under UAE Labour Law

As the summer is rapidly approaching many companies and students will be engaging in internships. Here are some guidelines to make sure companies and interns comply with Labour Law when it comes to internships. Internships are a crucial step in the career development of students and young professionals. Internship programs in the UAE are subject to specific regulations set forth by the Ministry of Human Resources and Emiratization (MoHRE). These regulations aim to ensure that interns are provided with fair treatment and meaningful learning experiences. According to MoHRE guidelines, there are several key requirements that must be met by both the internship provider and the intern such as:

The internship period:

Internships should not continue for more than six (6) months or until the end of the intern’s studies at a UAE University, whichever is shorter. Both the employer and the intern have the right to terminate the internship with a notice period as per the agreement.

The process for appointing an intern:

In UAE, internships must be part of a formal education program and students must be at least 15 years old to participate. Internship agreements must be approved by the MOHRE. The Company must write to the intern’s sponsor (i.e., their UAE University or guardian) to confirm that they wish to engage the intern (Request Letter). Set out the details of the proposed internship including the duration, working hours, any terms relating to remuneration, the nature of the work that the intern will be required to undertake and how such work is relevant to his/her studies and request the sponsor’s approval to the internship on this basis (No Objection Certificate).

Foreign interns in UAE must obtain the necessary work permits and visas in order to participate in an internship, in compliance with the UAE immigration laws.

Restrictions on the working for interns:

Interns in UAE are not allowed to work more than 6 hours per day or 30 hours per week.

What companies should preserve in relation to interns?

Interns engaged in accordance with the above process will not be entitled to the minimum statutory entitlements set out within the Labour Law (such as annual leave, sick leave or end of service gratuity). Companies must treat interns fairly at all times and must consider requests for leave (particularly during university holidays) reasonably.  There is no requirement for internships to be paid, however, companies are encouraged to reimburse interns for any expenses incurred in relation to the internship at the very least. Companies should ensure that the intern is provided with work experience relevant to his/her studies and/or intended profession and that the intern is allocated a dedicated supervisor throughout the internship.