HR policy and employee handbook translation for UAE employers: internal work regulations, codes of conduct, disciplinary procedures, offer letters and training material, translated between Arabic and English by an MOJ-licensed legal translation office, with certified copies when a document has to go to MOHRE or a court.
Trusted Credentials
Why HR Teams Translate
Most UAE workforces read more than one language, and labour rules expect workers to understand the rules that apply to them. A clear Arabic and English version protects the employer as much as the employee.
Under Article 14 of the Executive Regulations of the Labour Law (Cabinet Resolution 1 of 2022), as summarised on u.ae, employers with 50 or more workers adopt internal work regulations covering work instructions, penalties, promotions and rewards, and termination procedures, and must inform workers of them in a language they understand. For many employers that means Arabic and English, and sometimes Urdu, Hindi or Tagalog as well.
The same rules say no penalty may be imposed unless the worker was notified of the violation in writing, heard, and then told in writing of the penalty and its reasons. A warning letter the employee cannot read, or one whose Arabic says something different from the English, gives the other side an easy argument.
Arabic is the language of UAE courts. If your handbook, bonus policy or code of conduct exists only in English and you rely on it in a labour case, it will need a certified Arabic translation, usually under a short deadline. Translating policies when you issue them costs less and gives managers and staff the same text from day one.
End-of-service gratuity, notice period, probation, written warning, suspension without pay: if the handbook, the offer letter and the warning letter each translate these differently, readers assume they mean different things. We build a glossary from your contract and handbook and use it across every HR document we translate for you.
HR Documents We Translate
Arabic⇄English as standard, and into the other languages your workforce reads. Employment contracts themselves are covered in our employment contract guide.
Working hours, leave, benefits, conduct, IT use and grievance routes, kept in the same structure and numbering as your original.
The work rules, penalties, promotion criteria and termination procedures that employers with 50+ workers adopt and communicate to staff.
Investigation steps, penalty scales, warning templates and appeal routes, with the legal terms rendered the way the Labour Law uses them.
Anti-bribery, conflicts of interest, harassment, data protection and whistleblowing policies, often issued by a foreign parent company.
Offer letters, warning and termination letters, promotion and transfer letters, and salary or experience certificates.
Incentive schemes and benefits policies, where a mistranslated formula or eligibility condition quickly becomes a pay dispute.
Onboarding packs, e-learning scripts, quizzes and slide decks, translated with the layout kept so you can publish them straight away.
Site rules, emergency instructions and safety briefings for staff. Equipment manuals and SDS have their own technical translation page.
How It Works
WhatsApp or email the Word or PDF files, tell us the target languages and whether anything must be certified for MOHRE, a free zone or a court. We quote per page before work starts.
We pull key terms from your contract template and handbook (job titles, leave types, penalties, benefits) and confirm them with your HR lead.
A legal translator translates, the translation is checked against the source, and we check that numbering, cross-references and defined terms still line up.
You receive editable Word files for your intranet, plus stamped certified copies of any document that has to be filed.
Who Reads Your HR Documents
Transparent Pricing
Excl. 5% VAT
We translate; we do not draft HR policy or give employment-law advice. Ask your HR adviser or an employment lawyer whether a policy complies with the law. Large handbooks are quoted as a fixed price.
FAQ
There is no single rule that every handbook be in Arabic. But employers with 50 or more workers must adopt internal work regulations and inform workers of them in a language they understand (Executive Regulations, Article 14, as summarised on u.ae), and Arabic is the language of UAE courts. In practice most employers keep the handbook in Arabic and English, and add other languages where staff need them. Check free zone rules if you are in one.
According to the u.ae summary of Article 14, they cover work instructions, penalties and the conditions for imposing them, promotions and rewards, termination procedures, daily working hours, weekly rest, official holidays and safety measures, and they must not contradict the Labour Law. We translate the regulations you or your adviser draft; we do not write them.
For internal use, usually not: staff need an accurate, readable version. A certified translation matters when the document is submitted to MOHRE, a court or another authority, or used as evidence. We can deliver both: editable files for your intranet and certified copies of the documents you file.
Yes. We translate into 50+ languages. Many employers translate the full handbook into Arabic and English and then a shorter staff version, such as conduct rules, safety rules and the disciplinary procedure, into the languages their workers read. Rates for these languages are on our pricing page.
Arabic⇄English is AED 60 per 200-word page, excluding 5% VAT. A 40-page handbook is quoted on its word count, and large or recurring policy sets get a fixed price. Send the file on WhatsApp and we reply with the price and delivery date.
Send the new version with changes tracked, or tell us which sections changed, and we quote for updating the bilingual file with the same glossary.
The notice of the violation, the record of the employee’s statement, and the penalty notice. The rules require these steps in writing, and a bilingual letter helps show the employee understood it. Keep the same terms as your penalty list so the letter matches the regulations it relies on.
Yes. MOHRE contracts are usually issued in Arabic and English already, so the work is often an offer letter, a side agreement or a free zone contract. Our employment contract translation guide covers MOHRE registration and free zone contracts in detail.
Tell us when a document contains unpublished or sensitive information, and we will discuss your confidentiality requirements, including any NDA you need, before you send it. This includes files that contain employee personal data.
No. SWLT translates. We use the Labour Law’s own terms and flag wording that is unclear in either language, but compliance review belongs to your HR adviser or an employment lawyer.
You May Also Need
MOHRE contracts, registration and free zone contracts.
Evidence for MOHRE complaints and labour court cases.
Licences, articles, resolutions and corporate filings.
Certified translation for banks, visas and embassies.
Get an instant estimate — final quote via WhatsApp
Send your handbook, work regulations or policy pack on WhatsApp, and tell us which staff languages you need besides Arabic and English. We confirm the price per page and a delivery date, then return editable files and certified copies where a document must be filed.