Governing notices.

By submitting an application, signing an offer letter, entering the Company’s premises, or using any digital service operated by Alqadar Manpower, the User confirms that they have read, understood and accepted these Terms & Conditions in their entirety, together with the Privacy Policy, Anti-Fraud Policy and Labour Rights Commitment set out below.

The Company, holding DET Trade License No. 916118 issued by the Government of Dubai — Department of Economy and Tourism, provides recruitment, mobilisation, visa processing, Emirates ID coordination, residency and labour-card processing, health-insurance facilitation, onboarding and related employer services in accordance with UAE Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations and its Implementing Regulations, the Ministry of Human Resources & Emiratisation (“MOHRE”) circulars, and the General Directorate of Residency and Foreigners Affairs (“GDRFA”) rules.

The User warrants that all information, identification documents, qualifications, medical disclosures, criminal-record statements and employment history submitted to the Company are true, accurate, current and complete. Any omission, misstatement or forgery is a material breach of these Terms and may, without prejudice to other rights, result in the immediate rejection or cancellation of an application or employment relationship and in reporting to the competent UAE authorities.

The Company does not charge job-seekers any recruitment fee, commission or in-kind payment in return for securing employment, in line with Article 6 of Federal Decree-Law No. 33 of 2021 and MOHRE Ministerial Resolutions on recruitment activity. Lawful third-party costs (e.g. medical fitness tests, Emirates ID typing fees, attestation fees) remain payable by the party legally responsible under the applicable regulation and will be invoiced transparently.

Access to the Company’s offices is by confirmed appointment only. Walk-ins are not accepted. The Company reserves the right to refuse entry to any person who cannot present valid identification or whose conduct breaches the rules of the premises, applicable health-and-safety regulations, or public order.

All trademarks, service marks, content, software, layouts, forms, templates and materials published by Alqadar Manpower are the exclusive property of the Company or its licensors and are protected under UAE Federal Law No. 38 of 2021 on Copyrights and Neighbouring Rights and UAE Federal Law No. 36 of 2021 on Trademarks. No copying, redistribution or derivative use is permitted without prior written consent.

To the maximum extent permitted by law, the Company’s liability arising from or in connection with its services is limited to direct, foreseeable and proven damages and shall not extend to indirect, incidental, consequential or punitive loss. Nothing in these Terms limits any liability that cannot be excluded under UAE law.

The Company may suspend or terminate the provision of services with immediate effect where the User commits a material breach of these Terms, engages in fraudulent conduct, or where continuation would place the Company in breach of UAE law. Termination is without prejudice to any rights or remedies accrued prior to such termination.

The Company may amend these Terms from time to time. The version published on this page at the time of an interaction governs that interaction. Material changes will be highlighted by an updated effective date.

Alqadar Manpower (DET Trade License No. 916118, Dubai — Department of Economy and Tourism) acts as the data controller for personal data collected through its applications, contracts and digital platforms. Processing is carried out in accordance with UAE Federal Decree-Law No. 45 of 2021 on the Protection of Personal Data (the “PDPL”) and, where applicable, the data-protection regimes of the Dubai International Financial Centre and the Abu Dhabi Global Market.

Personal data is processed on one or more of the following lawful bases: (i) the User’s consent; (ii) the performance of a contract; (iii) compliance with a legal obligation imposed on the Company by UAE law (including MOHRE, GDRFA, ICP and health-authority requirements); and (iv) the legitimate interests of the Company in operating its business, provided such interests are not overridden by the User’s rights.

The Company processes identification data, contact details, immigration status, biometric identifiers required by competent authorities, qualifications, employment history, medical-fitness outcomes (as required by law), payroll details and information necessary to provide the Company’s services.

Personal data is stored using AES-256 encryption at rest and TLS 1.2 or higher in transit, subject to role-based access controls, multi-factor authentication for privileged accounts, audit logging and a documented incident-response procedure. Physical records are stored in restricted-access cabinets at the Company’s premises.

Personal data is retained only for as long as necessary to fulfil the purposes for which it was collected, to comply with statutory retention periods (including those imposed on employers under UAE Labour Law) and to defend or pursue legal claims. Data is then securely deleted or anonymised.

The Company shares personal data only with: (i) competent UAE authorities where required by law; (ii) approved typing centres, medical-fitness providers, insurers and PRO service providers acting under written instructions; and (iii) the User’s prospective or actual employer where relevant to the engagement. The Company does not sell personal data.

Where personal data is transferred outside the UAE, the Company applies the safeguards required by Articles 22 and 23 of the PDPL, including transfers to jurisdictions providing an adequate level of protection or under appropriate contractual safeguards.

Subject to the conditions of the PDPL, the User has the right to access, rectify, erase, restrict or object to the processing of their personal data, to withdraw consent, to obtain a copy of their data in a structured format and to lodge a complaint with the UAE Data Office. Requests should be submitted in writing to admin@alqadarmanpoweruae.com.

The Company’s website uses strictly necessary cookies and limited first-party analytics to operate and improve its digital services. Non-essential cookies are only set with the User’s prior consent.

Where the Company’s processing activities relate to data subjects who are nationals of, or resident in, the European Economic Area, the Company acknowledges the extra-territorial application of Regulation (EU) 2016/679 (the “GDPR”). In such cases, the Company ensures that processing is lawful, fair and transparent; that data is collected for specified, explicit and legitimate purposes; and that appropriate technical and organisational measures are maintained to ensure the security of personal data. Data subjects may exercise their rights under the GDPR — including the right of access, rectification, erasure, restriction of processing, data portability and objection — by contacting the Company at admin@alqadarmanpoweruae.com.

Alqadar Manpower — licensed by the Government of Dubai — Department of Economy and Tourism under Trade License No. 916118 — maintains a zero-tolerance position on fraud, bribery, document forgery, identity misrepresentation, money laundering, financing of terrorism and any other unlawful conduct. This policy applies to directors, employees, applicants, candidates, clients, contractors and any third party acting on the Company’s behalf.

This policy is issued in accordance with, and is to be read together with: UAE Federal Decree-Law No. 31 of 2021 (the Penal Code); Federal Decree-Law No. 20 of 2018 on Anti-Money-Laundering and Combating the Financing of Terrorism and Illegal Organisations and its Implementing Regulations; Federal Decree-Law No. 34 of 2021 on Combating Rumours and Cybercrimes; and the integrity requirements of MOHRE Ministerial Resolutions governing recruitment activity.

Without limitation, the following conduct is strictly prohibited:

• Submission of forged, altered or fraudulently obtained passports, qualifications, references or certificates.
• Misrepresentation of identity, nationality, age, marital status, criminal record or medical history.
• Offering, requesting or accepting any bribe, kickback or improper benefit in connection with recruitment or employment.
• Use of the Company’s name, letterhead or trademarks by unauthorised agents or intermediaries.
• Any attempt to circumvent immigration, labour, tax or sanctions controls.

The Company applies risk-based due-diligence procedures including verification of identification documents, employer KYC checks, sanctions and PEP screening where applicable, cross-checks against MOHRE and GDRFA databases, and independent verification of qualifications when required.

Any person may report a suspected breach of this policy in confidence to admin@alqadarmanpoweruae.com. Reports made in good faith are treated confidentially, and the Company prohibits retaliation against any whistle-blower.

Verified breaches result in immediate termination of the relationship, recovery of losses, and, where the conduct may constitute a criminal offence, referral to MOHRE, the General Directorate of Residency, the UAE Police and any other competent authority.

Alqadar Manpower — a Sole Establishment licensed and regulated by the Government of Dubai — Department of Economy and Tourism (DET) under Trade License No. 916118 for the activity of On-Demand Labour Supply (Temporary Employment) — is committed to ethical recruitment, transparent employment terms and the full protection of worker rights as enshrined in UAE Federal Decree-Law No. 33 of 2021 and its Implementing Regulations (Cabinet Resolution No. 1 of 2022), the UAE Constitution, and the international labour standards endorsed by the United Arab Emirates.

The Company prohibits discrimination on the grounds of race, colour, sex, religion, national or social origin, or disability, in line with Article 4 of Federal Decree-Law No. 33 of 2021 and Federal Decree-Law No. 2 of 2015 on Combating Discrimination and Hatred. Wages for equal work are paid without distinction.

The Company strictly prohibits forced labour, bonded labour, human trafficking and the employment of minors in breach of Article 5 of Federal Decree-Law No. 33 of 2021 and Federal Law No. 51 of 2006 on Combating Human Trafficking Crimes. Passports and personal documents are not retained by the Company against the worker’s will.

Every worker receives a written employment contract registered with MOHRE setting out the role, wage, working hours, leave entitlements and end-of-service benefits. Wages are paid in full and on time through the Wage Protection System (“WPS”) in accordance with Ministerial Resolution No. 598 of 2022. Working hours, overtime, weekly rest, annual leave and public-holiday entitlements comply with Articles 17–33 of Federal Decree-Law No. 33 of 2021.

The Company ensures a safe working environment in line with Federal Decree-Law No. 33 of 2021 and applicable occupational-health regulations. Health insurance is provided as required by Dubai Law No. 11 of 2013 on Health Insurance in the Emirate of Dubai and the corresponding regulations of other Emirates. Unemployment insurance is registered through the ILOE scheme established under Federal Decree-Law No. 13 of 2022.

End-of-service gratuity, accrued leave, notice and any other dues are calculated and paid in accordance with Articles 51 and 53 of Federal Decree-Law No. 33 of 2021 and its Implementing Regulations.

Workers may raise grievances internally through the Company’s HR channel or externally through MOHRE’s labour-complaint mechanism and, where unresolved, before the competent UAE labour courts. The Company cooperates fully with all such proceedings.

Workers acknowledge their corresponding obligations under UAE law, including ILOE registration, health-insurance compliance, observance of the 180-day residence rule for visa holders outside the UAE, and the absconding framework set out in Ministerial Resolution No. 721 of 2006.