UAE Construction Guide: Rules Regarding Free Transport and Accommodation Provisions

UAE construction worker accommodation and transport are two essential parts of worker welfare. This guide explains housing standards, transport arrangements and employer responsibilities for construction workers in the UAE.

The UAE’s construction sector runs on the labour of hundreds of thousands of workers, most of them from South Asia, Africa and Southeast Asia. For these workers, two employer obligations shape daily life more than almost anything else: where they sleep and how they get to the site. For contractors, getting these two things wrong is one of the fastest ways to attract inspections, fines and blocked work permits.

2026 has been a significant year for these rules. The Ministry of Human Resources and Emiratisation (MoHRE) issued Ministerial Resolution No. 122 of 2026, which replaced the accommodation provisions of the long-standing Ministerial Resolution No. 44 of 2022 and added a new set of minimum standards. Dubai has also raised its own wage threshold for mandatory housing. This guide explains, in plain language, what construction employers must provide, what workers are entitled to, and what has changed.

Note: This article is general information, not legal advice. Labour rules are updated often and some details differ between emirates. Always confirm current requirements with MoHRE (mohre.gov.ae, or call 600 590000) or a UAE-qualified employment lawyer.

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The Legal Framework at a Glance

Several layers of law govern transport and accommodation for construction workers in the UAE:

• Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations – the main UAE labour law, in force since February 2022, covering private-sector employment on the mainland and in most free zones.
• Cabinet Resolution No. 1 of 2022 – the Executive Regulations of the labour law, which set out contract contents, working hours and other details.
• Ministerial Resolution No. 122 of 2026 – the current federal rules on labour accommodation, replacing the accommodation sections of Resolution No. 44 of 2022 and Resolution No. 516 of 2024.
• Cabinet Resolution No. 13 of 2009 – the General Standards Manual for group labour accommodation housing 500 or more workers.
• Ministerial Resolution No. 212 of 2014 – standards for accommodation housing fewer than 500 workers.
• Administrative Decision No. 19 of 2023 – detailed occupational safety, health and accommodation requirements.
• Local rules – such as Dubai Executive Council Resolution No. 12 of 2025, which applies a higher wage threshold in Dubai.

Financial free zones (DIFC and ADGM) have their own employment laws, but construction sites in mainland emirates and most free zones fall under the federal framework above.

Part 1: UAE Construction Worker Accommodation Rules

Who must provide accommodation?

Under Ministerial Resolution No. 122 of 2026, an employer must provide housing when both of these conditions are met:

1. The employer has 50 or more workers, and
2. The worker’s monthly wage is AED 1,500 or less.

Workers paid on commission who fall within occupational skill level 5 or above are excluded from the wage threshold.

Where these conditions apply, the employer must house the workers in MoHRE-approved, registered labour accommodation and keep the accommodation and worker data accurate and up to date in the Ministry’s systems.

Dubai’s higher threshold: AED 2,000

The 2026 resolution allows local authorities, in coordination with MoHRE, to widen the rule by lowering the headcount or raising the wage cap in their emirate. Dubai had already moved in this direction. Dubai Executive Council Resolution No. 12 of 2025 requires establishments licensed in Dubai that employ 50 or more workers earning AED 2,000 or less to provide accommodation for those workers. Establishments were given up to one year after the resolution took effect to comply, with the possibility of a single one-year extension.

For a contractor operating in Dubai, this means a larger share of the workforce – including many semi-skilled tradesmen earning between AED 1,500 and AED 2,000 – must be housed by the employer.

Registration in the Labour Accommodation System

Every qualifying employer must register its housing in MoHRE’s Labour Accommodation System, available through the Services section of mohre.gov.ae. Accommodation owners must register the property details and the information of the workers living there, and keep it updated. MoHRE can suspend an accommodation file if it finds incorrect data or breaches, and repeated violations – or violations that lead to workers stopping work – can trigger further administrative action.

The system has driven a sharp rise in compliance. MoHRE reported that the number of private companies registered and meeting accommodation standards grew by around 1,000% between February 2022 and the end of 2023, and the Ministry has said roughly 1.5 million workers now live in registered labour accommodation across the country.

Location and building standards

Approved labour accommodation must meet site rules published by MoHRE on the official UAE government portal, including:

• It must be licensed by the relevant government authorities.
• It must be located at least 5 km away from family housing areas.
• It must be away from tourist sites, investment zones, sources of pollution and rainwater drainage channels.
• It should be close to industrial areas or job sites, and close to an active road network.
• It must have potable water, sewage systems, air conditioning, elevators, emergency exits and fire-fighting systems.
• On-site support facilities should include a management office, security office, kitchen, mess hall, prayer hall and first aid room.

Bedroom standards

The bedroom rules are some of the most frequently inspected:

• At least 3 square metres of space per worker.
• A maximum of 8 to 10 workers per room, provided the 3 m² minimum is still met.
• A ceiling height of at least 7 feet.
• Every worker must have their own bed space – even during working hours, so night-shift workers are not “hot-bedding”.
• Each worker gets a bed, a side table and a lockable cupboard 2 metres high.
• Beds must be at least 36 inches apart. Bunk beds must be at least 48 inches apart, with at least 27 inches between upper and lower beds. Triple-bunk beds are banned.
• Shoe racks at the room entrance; no stoves or washing machines inside bedrooms.

Bathrooms, kitchens and dining areas

• One toilet per 8 workers in shared bathrooms (minimum of two per shared bathroom), and one urinal per 25 workers.
• One shower and one wash basin per 8 workers, with hot and cold water.
• Bathrooms must be reachable without passing through bedrooms and cleaned at least daily.
• Each housing unit needs a kitchen that meets local health standards, run by a licensed company or the accommodation’s food staff, with gas cylinders kept outside and away from direct sun.
• Dining rooms must allow 1.4 m² per person and be large enough for one third of residents at a time.

Health, ventilation and other facilities

All rooms, corridors, kitchens and dining areas need ventilation and air conditioning (central or individual units), with relative humidity kept between 30% and 60%. Accommodation must also have a first-aid room with a nurse, an isolation room, a prayer room, a laundry service, a recreation room with seating and TV, licensed pest control and daily waste collection.

What’s new under Ministerial Resolution No. 122 of 2026

On top of the existing standards, the 2026 resolution adds a set of new or tougher minimum requirements:

Worker welfare and accessibility

• Dedicated facilities for People of Determination and for injured or sick workers.
• Information on rights, duties and health and safety in multiple languages.
• Regular awareness workshops and access to official and recreational activities.

Health and living standards

• Proper ventilation and air filtration systems, with ongoing maintenance.
• Cold drinking water – at least one water cooler for every 30 workers.
• Maintenance and periodic cleaning carried out by specialised contractors.
• Food supplies or meals available where shops are not nearby.

Infrastructure

• Enough elevator capacity for the number of floors and residents.
• Secure personal lockers for every worker.
• Free internet access throughout the accommodation.
• Electronic awareness screens in common areas.

Complaints and communication

• Visible complaint channels and contact numbers for the authorities.
• An electronic contact point linked to MoHRE’s Labour Consultations and Claims Centre.

Security and supervision

• 24/7 security provided by a licensed security company.
• CCTV in entrances and common areas.
• At least one supervisor for every 200 workers.

For large contractors, items such as free Wi-Fi, lockers, licensed guarding and supervisor ratios may require new budget lines. Any accommodation plan put together before mid-2026 should be checked against the new list.

Part 2: Transport Rules for Construction Workers

Is transport legally required to be free?

Unlike accommodation, there is no single headline rule saying every construction worker must receive free transport. In practice, however, the rules and the industry work together to make employer-provided transport the norm on UAE construction projects:

• Labour accommodation must be at least 5 km from family residential areas and is usually on the edge of cities, while sites move from project to project. Workers living in employer housing generally cannot reach sites on their own.
• Transport is normally written into the employment contract as a benefit. The Executive Regulations require the contract to state the agreed wage, including benefits and allowances, as well as the place of work. Once promised, the employer must honour it.
• If an employer moves a worker to different work that requires a change of residence, the labour law requires the employer to bear the resulting costs, including relocation and housing.
• Deductions from wages are restricted to specific purposes listed in the law, and total deductions cannot exceed 50% of the wage. Employers cannot simply invent new charges.
• The labour law also prohibits employers from charging workers recruitment fees or passing recruitment costs on to them.

The practical rule for contractors is simple: if your workers live in your accommodation and work at your sites, provide the transport between the two at your own cost, and put the arrangement in writing.

Vehicle safety and comfort standards

When employers do transport workers, MoHRE’s occupational health and safety guidance requires them to:

• Use vehicles that are licensed, roadworthy and designated for passenger transport under traffic regulations – not open pickups or cargo trucks.
• Ensure every vehicle is air-conditioned.
• Provide enough seats for every worker carried – no standing or overcrowding.

These rules exist for good reason. Serious accidents involving labour buses in past years, and reports of workers travelling in non-air-conditioned buses in 40°C+ heat, pushed safety campaigners and regulators to focus on worker transport. Local authorities such as Dubai’s RTA also apply licensing, inspection and driver rules to passenger buses.

When does travel time count as working time?

MoHRE has clarified that commuting between home and work is not normally counted as working hours. There are three exceptions:

1. Travel in employer-provided transport during severe weather, when the National Centre of Meteorology has issued official warnings.
2. Time spent in employer-provided transport that is delayed by a traffic accident or emergency breakdown.
3. When the employment contract expressly states that commuting time counts as working hours.

In all cases, total working hours (including overtime) must not exceed 144 hours in any three-week period. Overtime beyond normal hours is paid at a minimum of 125% of the basic hourly wage, rising to 150% between 10 pm and 4 am.

Part 3: On-Site Welfare Rules

Transport and housing rules are matched by requirements at the site itself. MoHRE’s guidance for rest at the site of work requires:

• Shaded canopies where workers can eat and rest in the afternoon.
• Food and drinking water kept in hygienic conditions.
• Bathrooms located near the work site, with proper sanitary supplies in rest areas.

The midday break

Every summer, the UAE bans outdoor work in direct sunlight between 12:30 pm and 3:00 pm, usually from 15 June to 15 September. During the ban, employers must provide shaded rest areas, cooling equipment and enough cold drinking water for all workers. Certain work that cannot be stopped for technical or public-interest reasons is exempt, but safety measures still apply.

Violations carry a fine of AED 5,000 per worker, up to AED 50,000 where several workers are involved. Many contractors adjust shift times or run buses back to the accommodation during the break.

Safety officers

Industrial and construction establishments employing 100 or more workers are required to appoint a qualified occupational safety specialist, and all workplace injuries and suspected occupational diseases must be reported through MoHRE’s channels.

Penalties for Non-Compliance

Recent amendments to Article 60 of the labour law have raised fines for many serious violations to between AED 100,000 and AED 1,000,000, multiplied by the number of workers affected, up to a maximum of AED 10 million. In addition to fines, MoHRE can:

• Suspend accommodation files in the Labour Accommodation System.
• Place non-compliant companies under closer inspection until they correct problems.
• Block new work permits or downgrade a company’s classification.

MoHRE carries out regular inspection campaigns. In one campaign in May–June 2024, inspectors recorded 352 accommodation violations, including poor ventilation and air conditioning, unsafe storage of flammable materials, poor sanitation and lack of cleanliness.

Compliance Checklist for Construction Employers

1. Count your workforce and check wages against the threshold that applies in your emirate (AED 1,500 federally; AED 2,000 in Dubai).
2. Use only licensed, MoHRE-registered accommodation and keep worker data in the Labour Accommodation System current.
3. Audit your housing against the 2026 additions: water coolers (1 per 30), lockers, free internet, licensed 24/7 security, CCTV, supervisors (1 per 200), multilingual notices.
4. Check bedrooms: 3 m² per person, maximum 8–10 per room, no triple bunks.
5. Run proper buses: licensed passenger vehicles, working air conditioning, one seat per worker.
6. Write benefits into contracts: state clearly that accommodation and transport are provided free of charge.
7. Prepare site welfare: shaded rest areas, water, toilets near the site, and a midday-break plan each summer.
8. Keep records of inspections, maintenance, cleaning and pest-control contracts.

What Workers Should Know

If you are a construction worker in the UAE:

• If your company has 50 or more workers and you earn AED 1,500 or less (AED 2,000 or less in Dubai), your employer must house you in approved accommodation.
• Your employer cannot charge you recruitment fees.
• Read your contract to see what it says about housing and transport – these are part of your agreed benefits.
• You have the right to a bed of your own, a lockable cupboard, clean bathrooms, air conditioning and drinking water.
• You can complain to MoHRE through the MoHRE app, the website, or the call centre on 600 590000. Complaints and inquiries can also be raised through the contact points that accommodation operators must now display.

Frequently Asked Questions

Do all construction companies have to provide free accommodation? No. Federally, the obligation applies to employers with 50 or more workers for those earning AED 1,500 or less per month. Dubai applies an AED 2,000 threshold. Smaller employers may still offer housing or a housing allowance by contract.

Can my employer put 12 workers in one room? No. The maximum is 8 to 10 per room, and each worker must still have at least 3 m² of space.

Is my bus ride counted as work time? Usually not – except during official severe weather warnings, delays caused by accidents or breakdowns of the company bus, or if your contract says so.

Must worker buses have air conditioning? Yes. MoHRE’s safety guidance requires vehicles used to transport workers to be air-conditioned, licensed for passengers and to have a seat for every worker.

What replaced Ministerial Resolution No. 44 of 2022? Its accommodation provisions were repealed and replaced by Ministerial Resolution No. 122 of 2026, which keeps the 50-worker / AED 1,500 test and adds new welfare, security and infrastructure standards.

Final Thoughts

The direction of UAE policy is clear: labour accommodation and worker transport are moving from basic shelter and a seat on a bus towards a defined welfare standard, backed by digital registration and much higher fines. For construction employers, the cost of compliance – Wi-Fi, lockers, licensed guards, air-conditioned buses – is small compared with penalties that can reach millions of dirhams. For workers, knowing these rules is the first step to making sure they are applied.