Research On Authentication Processes And Fraud Prevention In Uae Labor Market

14 Oct 2025 --
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1. Fake Job Offer Scam Case

Facts:
A UAE-based recruitment agency posted fake job advertisements online. Several job seekers paid upfront fees for “processing” visas and training. After payment, the promised jobs never materialized.

Legal Basis:

Fraud under UAE Penal Code (Articles 401–407) for deceiving individuals for financial gain.

Labor Law violations for issuing fictitious employment offers.

Outcome:

The perpetrators were arrested.

They were fined and sentenced to prison terms ranging from 6 months to 2 years.

Victims were refunded after police intervention.

Key Point:
Job seekers must authenticate job offers through the Ministry of Human Resources and Emiratisation (MoHRE) to avoid scams.

2. Forged Degree for Employment Case

Facts:
A candidate applied for a managerial position and submitted a forged university degree and fake work experience certificates. The employer discovered the forgery during internal verification.

Legal Basis:

UAE Penal Code Articles 252–255 (forgery of documents and use for personal gain).

Labor Law Article 44(2) allows termination without notice for providing false credentials.

Outcome:

Candidate was terminated immediately.

Criminal charges were filed; potential imprisonment up to 10 years.

Visa was cancelled, and deportation proceedings were initiated.

Key Point:
Employers are responsible for verifying academic credentials and experience before hiring.

3. Fake Emiratisation Employment Case

Facts:
A company issued contracts and work permits to UAE nationals on paper only to meet Emiratisation quotas. These individuals were never assigned actual work.

Legal Basis:

Labor Law amendments prohibit fraudulent employment to gain government incentives.

Penal Code provisions for fraud and misuse of public funds.

Outcome:

Company fined AED 1 million for fake Emiratisation.

Business license suspended.

Responsible executives faced criminal prosecution.

Key Point:
Authentication of genuine employment of UAE nationals is strictly monitored.

4. Employment Without Work Permit Case

Facts:
A foreign worker entered the UAE on a tourist visa but started working immediately without a valid work permit. The company failed to register the employee with MoHRE.

Legal Basis:

Labor Law requires a valid work permit for all employment.

Penal Code Articles for unlawful employment practices.

Outcome:

Employer fined AED 100,000–500,000.

Worker was fined and deported.

MoHRE issued compliance warnings to the employer.

Key Point:
Employers must authenticate visa status before allowing work to begin.

5. Unlicensed Recruitment Agency Case

Facts:
Several recruitment agencies were operating without licenses and recruiting domestic workers using forged documents and fake company registration numbers.

Legal Basis:

UAE Labor Law requires licensing for recruitment agencies.

Penal Code Articles on fraud and forgery.

Outcome:

Agencies shut down.

Fines imposed on owners.

Victims received assistance for proper legal employment.

Key Point:
Authentication of recruitment agency licenses is critical to prevent labor market fraud.

6. Residency Visa Trading Case

Facts:
A group of companies issued fake residency visas to workers who were not actually employed. They charged fees to workers for obtaining visas.

Legal Basis:

Immigration and labor law provisions prohibit issuance of fraudulent residency visas.

Penal Code provisions on fraud and forgery.

Outcome:

Companies fined multi-million dirhams.

Responsible individuals deported.

Criminal investigations initiated.

Key Point:
Authentication of visa sponsorship and residency permits is essential to avoid legal liability.