8.2.4 Canadian University Dubai — Commitment Against Modern Slavery, Forced Labour, Human Trafficking and Child Labour
Institutional Commitment
Canadian University Dubai (CUD) is committed to promoting ethical employment practices, protecting the dignity of workers and maintaining an institutional environment free from exploitation, coercion, discrimination and abuse.
The University recognises that forced labour, modern slavery, human trafficking and child labour are serious violations of human dignity and fundamental labour rights.
CUD supports the prevention of these practices through compliance with applicable United Arab Emirates legislation, formal recruitment and employment procedures, employee protection policies and established mechanisms for addressing workplace concerns.
The University's documented employment framework provides for written employment contracts, recruitment verification, age-related employment requirements, employee remuneration, workplace conduct standards and formal grievance procedures.
These arrangements contribute to CUD's commitment to responsible employment and the protection of employees from exploitation.
1. Commitment to Preventing Labour Exploitation
Canadian University Dubai recognises the importance of preventing the following forms of labour exploitation.
| Area | Institutional Commitment |
|---|---|
| Forced Labour | CUD recognises the prohibition of work obtained through coercion, threats, penalties or other unlawful means and operates under UAE employment legislation prohibiting forced labour. |
| Modern Slavery | CUD rejects practices involving enslavement, servitude, debt bondage and exploitation that deprive individuals of their freedom and dignity. |
| Human Trafficking | CUD recognises the prohibition of trafficking in persons for the purpose of exploitation, including forced labour and other abusive practices. |
| Child Labour | CUD maintains minimum-age recruitment requirements and recognises UAE legal protections against unlawful employment and exploitation of children. |
These commitments reflect the University's responsibility to uphold ethical employment standards and support the protection of fundamental human rights.
2. UAE Legal Framework for Worker Protection
CUD's employment practices operate within the legal framework of the United Arab Emirates.
The relevant legislation establishes requirements concerning employment relationships, forced labour, human trafficking, child protection and workplace conduct.
Federal Decree-Law No. 33 of 2021 — Regulation of Employment Relationships
The UAE Labour Law establishes standards governing employment contracts, working hours, remuneration, workplace safety and employee rights.
Article 14 — Prohibition of Forced Labour
Article 14 prohibits employers from using threats, penalties or other coercive means to compel workers to undertake employment or services against their will.
The same article also prohibits workplace sexual harassment, bullying and verbal, physical or psychological violence.
These provisions form part of the legal framework governing CUD's employment practices.
Article 5 — Employment of Juveniles
Article 5 prohibits employment of children below 15 years of age.
The employment of individuals aged 15–17 is subject to additional legal conditions intended to safeguard their health, safety and welfare.
Federal Decree-Law No. 24 of 2023 — Combating Human Trafficking
Federal Decree-Law No. 24 of 2023 establishes the UAE's legal framework for combating trafficking in persons.
The legislation addresses trafficking activities involving coercion, threats, deception, abuse of vulnerability or other prohibited means for the purpose of exploitation.
It encompasses forms of exploitation including forced labour, servitude and slavery-related practices.
This legislation replaced the earlier Federal Law No. 51 of 2006 and was in force during the 2025 reporting year.
Federal Law No. 3 of 2016 — Child Rights Law (Wadeema)
The UAE's Child Rights Law establishes protections against the exploitation of children.
It addresses the prohibition of employment below the legally permitted age and protects children from hazardous or exploitative work.
CUD recognises these legal protections as part of its wider commitment to responsible employment practices.
3. Institutional Recruitment and Employment Safeguards
CUD maintains documented recruitment and employment procedures through its institutional policies and employee handbooks.
These procedures support formal, transparent employment arrangements and help establish the identity, qualifications and contractual conditions of employees.
Minimum Age for Employment
CUD's Administrative and Support Staff Handbooks establish a normal minimum recruitment age of 18 years.
The handbooks provide that appointments involving individuals below 18 require case-by-case review by Human Resources, the relevant manager and the President/Vice Chancellor.
Any such appointment remains subject to applicable UAE legal requirements for the employment of minors.
These provisions demonstrate that age requirements form part of the University's documented recruitment procedures.
Recruitment and Employment Verification
CUD's recruitment procedures include:
- Assessment of applicants against job qualifications and requirements.
- Formal recruitment and selection processes.
- Review of educational and professional credentials.
- Verification of relevant employment documentation.
- Required government clearance procedures.
- Preparation of employment offers and contracts.
These mechanisms establish institutional controls over recruitment and appointment decisions.
Written Employment Contracts
CUD's employment procedures require new employees to receive written employment contracts.
Contracts identify the employee's position, remuneration and applicable terms and conditions.
The University's handbooks provide that employment contracts are subject to applicable UAE legislation and institutional policies.
Written employment arrangements contribute to clarity concerning employee rights, responsibilities and remuneration.
4. Protection of Employees Through Institutional Policies
CUD maintains formally approved policies concerning non-discrimination, equal employment opportunity and workplace grievances.
These policies establish additional institutional mechanisms relevant to the prevention of abuse and unfair employment practices.
Non-Discrimination Policy (GM-PO-1N)
Approved: 10 May 2024
Approving authority: Board of Trustees
CUD's Non-Discrimination Policy establishes principles of equality, diversity, fairness, inclusion and respect.
The policy prohibits discrimination and harassment, including verbal, physical and visual harassment based on protected characteristics.
It commits the University to maintaining an environment in which individuals are treated with dignity and can participate in university life without discrimination or harassment.
The policy also provides a reporting mechanism for individuals who believe they have experienced discrimination or harassment.
Employment Policy (FS-PO-5B)
Latest documented revision: 13 March 2023
Approving authority: Board of Trustees
CUD's Employment Policy establishes equal employment opportunity principles and formal recruitment arrangements.
The policy supports fair treatment and consistent recruitment practices across the University's employment functions.
Faculty and Professional Staff Grievance Policy (FS-PO-5M)
Latest documented revision: 13 March 2023
Approving authority: Board of Trustees
Responsible authorities: Provost and Director of Human Resources
The Faculty and Professional Staff Grievance Policy establishes a formal procedure for addressing workplace concerns.
Although the policy refers to faculty and professional staff in its title, its stated scope applies to all CUD employees.
The policy provides mechanisms for employees to raise concerns regarding their employment terms, workplace relationships and working conditions.
These procedures support institutional accountability and the review of workplace concerns.
5. Employee Rights and Workplace Conditions
CUD's employment framework establishes responsibilities concerning employee remuneration, employment conditions and workplace conduct.
Contractual Remuneration
Employees receive remuneration under written employment agreements and the University's applicable salary arrangements.
Compensation and benefits are administered according to employment categories, salary grades, contractual terms and institutional policies.
Working Hours and Overtime
The University's employment handbooks establish working-hour arrangements and procedures governing overtime.
Employees in eligible grades may receive overtime payments according to applicable employment requirements.
Overtime arrangements are subject to the University's authorisation and payment procedures.
Workplace Conduct
CUD's employee relations policies establish standards concerning professional behaviour, harassment, workplace violence and disciplinary matters.
These provisions support an institutional environment in which abusive and inappropriate workplace conduct can be addressed.
6. Reporting Workplace Concerns and Grievances
CUD maintains documented procedures for employees to raise workplace concerns and seek institutional review.
The Faculty and Professional Staff Grievance Policy applies to all CUD employees and provides a structured process for resolving eligible disputes.
Grievance Resolution Process
| Stage | Review Mechanism |
|---|---|
| Informal resolution | Discussion with the relevant supervisor or academic authority |
| Supervisor review | Formal presentation of a concern and preparation of a written response |
| Departmental review | Escalation to the Dean or Department Head |
| Senior institutional review | Referral to the Provost and Director of Human Resources |
| Final internal appeal | Written appeal to the President/Vice Chancellor |
The procedure applies to eligible concerns regarding employment terms and conditions, workplace relationships and working conditions.
It operates subject to the policy's stated scope, procedural requirements and exclusions.
Reporting Discrimination and Harassment
The University's Non-Discrimination Policy provides for reporting concerns to the Director of Human Resources.
The policy commits CUD to investigating reported concerns and taking appropriate action in response to identified violations.
External Legal Mechanisms
Employees may also seek assistance through applicable UAE government and legal mechanisms where relevant.
Labour disputes fall within the procedures established by UAE employment legislation, while suspected criminal activities, including human trafficking, fall within the jurisdiction of the competent authorities.
These external mechanisms supplement the University's institutional employment procedures.
7. Third-Party Contractors and Supply Chain Responsibility
CUD recognises that responsible employment practices are relevant not only to directly employed staff but also to organisations providing goods and services to the University.
Suppliers and service providers operating in the UAE are subject to applicable legal requirements, including relevant employment and human trafficking legislation.
The University recognises the importance of ethical employment standards and lawful labour practices in its relationships with external organisations.
Areas of concern may include:
- Recruitment practices involving coercion or deception.
- Unlawful employment of minors.
- Restrictions on workers' freedom of movement.
- Human trafficking and forced labour.
- Unsafe or exploitative working conditions.
CUD's commitment to responsible institutional operations includes recognition of the importance of preventing such practices.
Specific supplier screening, contractual enforcement and monitoring arrangements are governed by the applicable procurement agreements and institutional procedures.
8. Human Resources Responsibilities and Institutional Oversight
CUD's Human Resources Department is responsible for implementing and administering relevant employment policies.
The University's documented procedures assign HR responsibilities concerning:
- Recruitment and employment documentation.
- Employee records.
- Applicable employment conditions.
- Institutional policy compliance.
- Employee complaints and grievances.
- Workplace conduct and disciplinary procedures.
- Coordination with senior management on employment matters.
The University's governance structure includes defined responsibilities for employment policies and related approvals.
Institutional Responsibilities
| Responsible Body | Relevant Responsibility |
|---|---|
| Board of Trustees | Approval of applicable institutional policies |
| President / Vice Chancellor | Senior institutional approval and oversight |
| Director of Human Resources | Employment policy administration and employee-relations procedures |
| Provost | Responsibilities under the Faculty and Professional Staff Grievance Policy |
| Deans and Department Heads | Recruitment, employee management and relevant dispute resolution |
| Employees | Compliance with applicable employment and workplace conduct requirements |
These responsibilities support the University's management of employment practices and workplace concerns.
9. Policy Adoption and Supporting Documentation
CUD's existing employment protection framework is documented through formally approved policies and employee handbooks.
| Institutional Document | Relevant Provision | Documented Date |
|---|---|---|
| Non-Discrimination Policy (GM-PO-1N) | Prohibition of discrimination and harassment; reporting procedures | Approved 10 May 2024 |
| Employment Policy (FS-PO-5B) | Equal employment opportunity and recruitment procedures | Revised 13 March 2023 |
| Faculty and Professional Staff Grievance Policy (FS-PO-5M) | University-wide employee dispute resolution | Revised 13 March 2023 |
| Administrative Staff Handbook | Minimum recruitment age, employment contracts, workplace conduct and grievance procedures | 2026–27 edition approved May 2026 |
| Support Staff Handbook | Employment categories, recruitment requirements, workplace conduct and grievance procedures | 2026–27 edition approved May 2026 |
The University's Non-Discrimination, Employment and Grievance Policies demonstrate that relevant employee-protection arrangements were formally approved or reviewed before the 2025 reporting year.
The 2026–27 handbook editions provide additional documentation of the University's employment procedures but do not independently establish that every provision operated unchanged during 2025.
10. Contribution to the Sustainable Development Goals
SDG 8 — Decent Work and Economic Growth
CUD's employment policies, recruitment requirements and workplace protection mechanisms contribute to the objectives of SDG Target 8.7, which calls for measures to eradicate forced labour, modern slavery, human trafficking and child labour.
The University's grievance procedures and non-discrimination provisions also support the wider aims of SDG Target 8.8 concerning labour rights and safe working environments.
SDG 10 — Reduced Inequalities
CUD's employment and non-discrimination policies promote fair treatment and respect for workers from different backgrounds.
SDG 16 — Peace, Justice and Strong Institutions
Formal employment policies, grievance procedures and institutional responsibilities support accountable employment practices and mechanisms for addressing workplace concerns.
Institutional Commitment
Canadian University Dubai recognises the elimination of forced labour, modern slavery, human trafficking and child labour as fundamental to responsible employment and respect for human rights.
The University operates under the applicable UAE legal framework and maintains institutional employment procedures addressing recruitment, age eligibility, employment contracts, workplace conduct and employee grievances.
Through its formally approved employment and non-discrimination policies, CUD seeks to maintain an environment founded on dignity, fairness and responsible working conditions.
These arrangements provide an institutional foundation for preventing exploitation and promoting decent work across the University.
Responsible Office: Human Resources Department
Primary Supporting Policies: Non-Discrimination Policy (GM-PO-1N), Employment Policy (FS-PO-5B), Faculty and Professional Staff Grievance Policy (FS-PO-5M)
Additional Supporting Documentation: Administrative Staff Handbook and Support Staff Handbook
Relevant Reporting Period: 2025.