10 Questions That Can Get Your Company in Trouble
UAE labour law prohibits discrimination in hiring. That includes the questions you ask. Here are 10 that cross the line, with a compliant alternative for each.
1. ‘What is your religion?’
Violates: UAE anti-discrimination law (Federal Decree-Law No. 2 of 2015). The constitution protects freedom of worship.
Ask instead: ‘Are you available to work the hours scheduled for this position?’
2. ‘Are you married?’
Violates: Gender discrimination provisions under UAE Labour Law Article 4. Asking this, particularly of women, creates evidence of gender-based selection.
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Ask instead: ‘This role requires relocation to Abu Dhabi. Are you able to meet that requirement?’
3. ‘Do you plan to have children?’
Violates: Equal treatment provisions. This question targets women almost exclusively and relates directly to pregnancy discrimination.
Ask instead: Nothing. There is no compliant version of this question.
4. ‘Where are you originally from?’
Violates: National origin protections. In the UAE’s multicultural workforce, this question often masks nationality-based selection.
Ask instead: ‘Do you have valid UAE work authorisation?’
5. ‘How old are you?’
Risk: Age-based screening. While UAE law does not have explicit age discrimination provisions, MOHRE discourages the practice and it limits your talent pool.
Ask instead: ‘Do you have the certifications and experience listed in the job requirements?’
6. ‘Do you have any health conditions?’
Violates: UAE law requires reasonable accommodation for disabilities. Pre-offer health inquiries are not permitted. Medical assessments happen after a conditional offer.
Ask instead: ‘Can you perform the essential functions of this role, with or without reasonable accommodation?’
7. ‘What was your salary at your last job?’
Risk: Perpetuates pay inequity. MOHRE guidance discourages salary history questions.
Ask instead: ‘What are your salary expectations for this position?’
8. ‘Do you drink alcohol?’
Violates: Religious practice and personal lifestyle protections under anti-discrimination law.
Ask instead: Nothing, unless the role involves alcohol service in hospitality.
9. ‘Are you in debt?’
Risk: Financial status questions can indirectly discriminate based on nationality or social class.
Ask instead: For financial-responsibility roles, use background checks after a conditional offer.
10. ‘What political views do you hold?’
Violates: Anti-discrimination law. This question has zero relevance to employment.
Ask instead: Nothing. There is no job-related version of this question.
The One-Line Test
Before asking any question, apply this filter: ‘Does this question directly relate to the candidate’s ability to perform the job?’ If the answer is no, do not ask it.
What You Should Be Asking
- Competency: ‘Describe a time you handled a difficult customer complaint.’
- Situational: ‘If you discovered a compliance error, what would you do?’
- Technical: ‘Walk me through how you would set up a WPS payroll for 200 employees.’
- Availability: ‘This role requires Saturday shifts. Can you commit to that schedule?’
Build a Pre-Approved Question Bank
Train every interviewer. Document every question in advance. A single off-script question creates legal exposure. A standardised question bank eliminates the risk.
For the full legal framework behind these protections, see our companion article: UAE Interview Compliance: The Legal Framework Every HR Director Must Know.
Use the free Interview Question Bank → https://inspireambitions.com/common-job-interview-questions-answers/
