Canadian University Dubai — Recognition of Unions and Labour Rights
Policy Statement
Canadian University Dubai recognises the labour rights of all its staff and faculty, including freedom of association and the right to collective bargaining, for all employees — including women and international staff. The University is committed to ensuring that all employees are treated fairly, with dignity, and in accordance with UAE labour law and international labour standards.
Legal Context
The United Arab Emirates' labour framework, governed by Federal Decree-Law No. 33 of 2021, does not provide for the registration or recognition of trade unions in the private sector. There is no statutory mechanism for collective bargaining in the conventional sense. However, the UAE labour law provides robust protections for workers' rights through alternative mechanisms, including:
- Statutory dispute resolution through the Ministry of Human Resources and Emiratisation (MOHRE), which mediates collective labour disputes before they are referred to labour courts.
- Legal protections against discrimination, forced labour, and unfair treatment.
- Mandated benefits including health insurance, end-of-service gratuity, and regulated working hours.
Canadian University Dubai fully complies with these legal requirements and upholds the spirit of labour rights through its institutional policies and practices.
How CUD Recognises and Protects Labour Rights
The University ensures the protection of labour rights for all employees through the following mechanisms:
| Mechanism | Description | Coverage |
|---|---|---|
| Internal Grievance Procedure | Employees may report concerns to HR or senior management. The University investigates complaints thoroughly and takes appropriate action. | All staff and faculty |
| MOHRE Dispute Resolution | Employees may escalate unresolved disputes to MOHRE for mediation and, if necessary, to labour courts. | All staff and faculty |
| Non-Discrimination Policy | CUD's formal Non-Discrimination Policy prohibits discrimination based on age, gender, race, ethnicity, national origin, religion, disability, and other protected characteristics. | All staff and faculty |
| Anti-Harassment Policy | The University maintains a zero-tolerance policy toward harassment, bullying, and any form of abuse. | All staff and faculty |
| Equal Pay Commitment | CUD prohibits pay discrimination based on sex and ensures equal compensation for equal work, in line with UAE law. | All staff and faculty |
| Protection from Retaliation | The University prohibits any punitive action against employees who report discrimination, harassment, or labour rights concerns. | All staff and faculty |
Recognition for Women and International Staff
CUD's commitment to labour rights applies equally to women and international staff. The University's non-discrimination policy explicitly protects against gender-based discrimination, and its equal pay commitment ensures that female employees receive the same compensation as male colleagues for equivalent work. International staff members enjoy the same legal protections under UAE labour law and the same institutional grievance mechanisms as UAE nationals.
University-Wide Faculty and Professional Staff Grievance Policy
Canadian University Dubai maintains a formally approved Faculty and Professional Staff Grievance Policy (FS-PO-5M), which establishes procedures for addressing employment-related concerns.
Although the policy is titled Faculty and Professional Staff Grievance Policy, its stated scope explicitly applies to all CUD employees.
The policy is approved by the University's Board of Trustees, with the Provost and Director of Human Resources identified as responsible authorities. It was last reviewed and updated on 13 March 2023.
The policy provides employees with formal mechanisms to raise concerns regarding:
- Employment terms and conditions.
- Individual workplace relationships.
- Working conditions and workplace situations.
The grievance resolution process includes informal discussion, supervisor review, departmental escalation, review by the Provost and Human Resources, and a final internal appeal to the President.
These procedures provide an institutional mechanism through which employees, including women and international staff, can raise employment-related concerns and seek review in accordance with the policy's conditions.
The policy complements CUD's other employment and non-discrimination provisions and demonstrates the University's documented approach to employee grievance resolution.
These mechanisms operate within the applicable UAE legal framework and are distinct from formal trade union recognition and collective bargaining.
Compliance and Monitoring
The Human Resources department is responsible for implementing and monitoring this policy. HR ensures that:
- All employees are informed of their rights under UAE labour law and CUD's internal policies.
- Grievances are addressed promptly and fairly.
- The University remains in full compliance with Federal Decree-Law No. 33 of 2021 and all applicable labour regulations.
Alignment with National and Global Goals
This policy aligns with SDG 8 (Decent Work and Economic Growth) , particularly UN Target 8.8, which calls for the protection of labour rights and the promotion of safe and secure working environments for all workers. While UAE law does not permit trade unions in the private sector, CUD's institutional framework ensures that the labour rights of all employees — including freedom of association and collective bargaining — are recognised and protected through equivalent legal and institutional mechanisms.
For more information, contact the Human Resources Department at hr@cud.ac.ae.