If an employee working in a company on the mainland of the UAE encounters a toxic manager who uses inappropriate language, despite high ratings in annual appraisals, there are legal grounds to file a complaint.
According to UAE legislation, the employer is obligated to provide the employee with a safe and proper working environment. This is stipulated in Article 13(13) of Federal Decree-Law No. 33 of 2021 on the Regulation of Labor Relations (Labor Law), which states: 'The employer must ensure a safe and proper working environment.'
Prohibition of Various Forms of Harassment
Article 14(2) of the Labor Law explicitly prohibits various forms of harassment, including sexual, verbal, physical, and psychological. These forms can originate from employers, superiors, colleagues, or any other person working with the affected employee. This provision establishes: 'Sexual harassment, bullying, or any verbal, physical, or mental violence against an employee by their employer, manager, or colleagues is prohibited.'
Furthermore, if a company employs more than fifty staff members, the employer must have its own internal employee handbook or HR policy regarding employment rules and regulations. This corresponds to Article 13(3) of the Labor Law, which mandates: 'The employer must implement internal work rules, including work instructions, sanctions, promotions, benefits, and other statutes and internal regulations in accordance with the control established by the executive provisions of this decree-law.'
In light of the above provisions, if a manager uses inappropriate language in the workplace, it is first recommended to submit a formal complaint to the employer's HR department in accordance with the company's internal rules, employee handbook, or HR policy. If the way your complaint is handled within the company does not satisfy you, or if the behavior continues after your complaint, you can consider escalating the issue to the Ministry of Human Resources and Emiratisation in accordance with applicable procedures. It is also advised to preserve any relevant evidence, such as emails, messages, performance appraisals, or other records that may support your complaint.