Purpose: This article explores the adoption of Artificial Intelligence (AI) in Human Resource Management (HRM) in the UAE, focusing on the critical challenges of fairness, bias, and privacy in recruitment processes. The study aims to understand how AI is transforming HR practices in the UAE, highlighting the issues of bias and privacy while examining real-world applications of AI in recruitment, employee engagement, talent management, and learning and development. Methodology: Through case study methodology, detailed insights are gathered from these companies to understand real-world applications of AI in HRM. A comparative analysis is conducted, comparing AI-driven HRM practices in UAE-based organizations with international examples to highlight global trends and best practices. Findings: The research reveals that while AI holds significant potential to streamline HR functions such as recruitment, onboarding, performance monitoring, and talent management, it also discusses challenges and strategies companies face and develop in integrating AI into their HRM processes, reflecting the broader context of AI adoption in the UAE’s HR landscape. Originality: This paper contributes to the growing body of literature on AI in HRM by focusing on the unique context of the UAE, a rapidly developing market with a highly diverse workforce. It highlights the specific challenges and opportunities faced by organizations in the UAE when implementing AI in HRM, particularly regarding fairness, bias, and data privacy.

The principle of legality constitutes one of the basic principles of the government’s rule of law, and as a result, it has been recognized as one of the most essential guarantees of human rights. The goals of sustainable development have a strong link with the principle of legality, and achievements in accomplishing a goal can frequently contribute to the accomplishment of other goals in addition. The United Arab Emirates’ constitutional framework, regulations, and rules, along with the goals for sustainable development (SDGs), were profoundly affected by the principle of legality. The method in which international standards and laws have been integrated into the UAE’s national legal framework provides definitive proof of this effect. The research concluded that all published and unofficial legal regulations have to be respected in order for public authorities to use within the limits of the principle of legality. These involve adhering to the standards of positive legitimacy and the fundamental regulations the community agrees on.

This research endeavors to assess the legal requirements for the operation of mediation and conciliation centers in the UAE based on Federal Law No. 17 of 2016 and its amendment in 2021 No. 5. It is structured into three main sections: the first establishes and defines these centers, the second defines conciliation procedures and the third considers the preceding. The aim is to identify the legal procedures associated with mediation and conciliation centers within the UAE judicial systems and their function in providing solutions for civil and business litigations with the most efficiency and minor financial investments. It also calls for using other forms of conflict adjudication before adopting the legal approach. The conclusions and recommendations indicate the necessity of further improving the Mediation and Conciliation Centers Law due to the necessity of legislative shifts, which would contribute to the UAE’s leading position in legislation related to centers for mediation and conciliation.

The United Arab Emirates is the most involved country in the world in terms of developing community awareness of the value and importance of tolerance, and high-level human solidarity, enhancing it as a community culture, and informing it of a strong institutional framework, legal and legislative frameworks. The research aims to highlight the United Arabian Emirates government’s contribution to promote tolerance in society. The research fellow is descriptive analytic. The research concluded that the UAE government has succeeded to a large extent in establishing the concept of tolerance through its global role in developing the concept of tolerance. The research recommends the need to expand the application of the culture of tolerance in Arab and international societies and benefit from the experience of the United Arab Emirates in promoting the culture of tolerance.

This study addressed the procedural aspects of the claim for civil liability for nuclear damage in accordance with the newly promulgated Law on Civil Liability for Nuclear Damage No. 4 of 2012 of the United Arab Emirates and the Vienna Convention. The study was divided into two main investigators; the first main investigator examined the parties to the claim for nuclear damage, which, in turn, was split into two main sections: the first section examined the claimant, and the second section examined the defendant. The second main investigator of this paper examined civil liability for nuclear damage, which, in turn, was split into two main sections: the first of which addressed the jurisdiction in the claim for liability for nuclear damage, and the second of which dealt with the time to initiate proceeding. The study based its conclusions on several findings and recommendations, the most important of which was to propose amendments to the Civil Liability for Nuclear Damage Act in line with the general rules of civil liability and the Vienna Convention.

This study aimed to gain insights into the attitudes and strategies of top management regarding workplace happiness within a semi-government organization in the United Arab Emirates (UAE). Six senior managers at the organization were interviewed to explore their perspectives on employee happiness and the initiatives implemented to enhance it. Thematic analysis of the interview transcripts revealed several key findings. Top managers demonstrated strong commitment and willingness to prioritize employee well-being through long-term research-driven improvements. A variety of strategies incorporating personal, organizational, and Human Resources Management (HRM) factors known to impact happiness were utilized. Religious considerations and empowerment initiatives respect personal values while fostering intrinsic motivation. Top leaders modeled strategic priorities through their conduct, emphasizing visible support. The organization balanced individual needs with organizational goals respectfully. The findings provide practical implications for optimizing retention and performance outcomes through dedicated strategic happiness efforts guided by empirical research. However, more extensive research across diverse populations could further advance understanding in this field.