UAE Fake Degree Cases Highlight the Importance of Qualification Verification

UAE authorities have reinforced the importance of verifying academic qualifications after identifying a limited number of cases involving forged or manipulated certificates.

In an announcement published on 14 September 2026, the Ministry of Higher Education and Scientific Research (MoHESR) confirmed that suspected cases involving criminal offences had been referred to the appropriate judicial authorities. It also reported a significant increase in requests to verify academic qualifications.

For employers recruiting in the UAE, the announcement is a reminder that a degree listed on a CV should not automatically be accepted as independently verified. The credibility of qualifications can matter when selecting candidates for technical, regulated, managerial or other positions where particular expertise is essential.

What Did the UAE Ministry Announce?

MoHESR said it was continuing to verify academic qualifications issued by higher education institutions and respond to attempts to forge, alter or manipulate certificates and academic records.

The Ministry reported processing 178,600 qualification-verification requests during 2025. By the beginning of September 2026, it had processed 253,000 requests during 2026.

The higher volume demonstrates increasing use of verification systems, but it should not be interpreted as evidence that qualification fraud has risen by the same proportion.

In fact, the Ministry explicitly described identified forgery cases as isolated and very limited compared with the large number of qualifications being verified. It also confirmed that judicial rulings had been issued in some cases.

The announcement encouraged both public and private sector employers to use approved verification channels when concerns arise about the authenticity of certificates or academic information.

Why Academic Qualification Verification Matters

Academic credentials can influence hiring decisions, salary levels, eligibility for particular responsibilities and confidence in an individual's claimed experience.

For positions requiring specialist knowledge, an inaccurate qualification may create significant operational or regulatory concerns. Employers therefore need an accurate understanding of the credentials on which an appointment is based.

However, inconsistencies do not automatically demonstrate intentional deception. An overseas institution may use a different grading system, a university may have changed its name, or records may be difficult to retrieve.

The purpose of verification is to establish what can be confirmed from reliable sources, investigate material discrepancies fairly and provide decision-makers with an evidence-based account.

That distinction is particularly important when recruiting across borders, where applicants may hold qualifications issued in countries with different academic systems and record-keeping practices.

What Types of Qualification Irregularities Can Arise?

The Ministry's announcement described potential misconduct involving fabricated certificates, altered academic transcripts and knowingly using forged documents.

In an employment-screening context, issues that might require further examination include:

• A degree certificate that cannot be authenticated with its issuing institution.
• Incorrect dates, grades or qualifications recorded on an application.
• A purported qualification from an institution whose status requires clarification.
• A certificate that differs materially from the awarding body's records.
• A professional designation or membership that cannot be substantiated.

These are examples of possible verification concerns, not proof that any particular applicant has engaged in wrongdoing.

Where information cannot be confirmed, employers should distinguish an actual discrepancy from an unavailable record. Candidates should have an appropriate opportunity to clarify material inconsistencies before conclusions are reached.

Verifying Overseas Degrees for UAE Recruitment

The UAE draws talent from international labour markets, so employers may encounter degrees and professional qualifications issued in numerous jurisdictions.

A document that looks genuine is not necessarily independently authenticated. Conversely, unfamiliar formatting or an overseas awarding body should not automatically be treated as suspicious.

Depending on the circumstances, verification may involve checking the issuing institution, the award obtained, dates of attendance or completion, and any relevant institutional or regulatory status.

Where a professional licence is important to the role, its validity may need to be examined separately from the candidate's academic degree.

Employers should also understand that document attestation, academic recognition and direct confirmation of an award can serve different purposes. Completion of one process does not necessarily answer every question arising during recruitment.

Conflict Advisory Group's Pre-Employment Screening Services can support employers with relevant education, employment-history and professional-credential checks, taking account of the candidate's background and the requirements of the role.

The Legal and Reputational Consequences of Forged Credentials

The Ministry confirmed that suspected criminal offences involving academic qualifications can be referred to the competent judicial authorities.

Its announcement referenced Article 252 of Federal Decree-Law No. 31 of 2021, which distinguishes forgery involving official and unofficial documents. The applicable penalties depend on the facts and legal classification of the conduct.

For employers, the risks extend beyond a potentially unsuitable appointment. Where an individual holds a role that genuinely requires verified expertise, inaccurate credentials may create client, contractual, compliance or reputational concerns.

Businesses should avoid assuming that an unsuccessful verification establishes a criminal offence. Employment decisions and any reporting to authorities should be considered in light of the available evidence and applicable legal requirements.

When Should Employers Carry Out Checks?

Qualification verification is often most useful before an offer becomes unconditional or before a candidate takes up responsibilities that depend on a specific credential.

A risk-based screening programme can identify roles where qualifications have a direct bearing on competence, professional eligibility or commercial exposure.

Examples may include senior financial appointments, technical specialists, professionals performing regulated activities and personnel entrusted with significant corporate responsibilities.

The scope of checks should remain proportionate. An employer does not necessarily need the same level of academic verification for every role, and screening should not extend beyond what is relevant and lawful.

Clear candidate communications also matter. Applicants should understand what information will be checked, why it is required and how personal information will be handled under the applicable rules.

What Should Happen When a Qualification Cannot Be Confirmed?

A failed or inconclusive verification should prompt careful review rather than an automatic allegation of fraud.

Employers can first examine whether the information provided is complete, whether the institution has an appropriate verification route and whether differences in names, translations or records could explain the result.

If a material inconsistency remains, further enquiries may be justified. The candidate should normally be given an appropriate opportunity to respond, with the employer documenting what was checked and what remains unresolved.

For a broader discussion of recruitment checks for internationally mobile candidates, see our article on how pre-employment checks can help when hiring expatriates in the UAE.

Strengthening Confidence in UAE Recruitment

The Ministry's September announcement does not suggest that forged degrees are widespread. Its figures instead demonstrate substantial demand for formal qualification verification and an established process for identifying suspected irregularities.

For UAE employers, the practical lesson is to verify credentials where they are important to the appointment, document the findings and distinguish confirmed discrepancies from matters that cannot yet be resolved.

Conflict Advisory Group supports organisations with proportionate pre-employment screening, academic qualification verification and related corporate intelligence enquiries in the UAE and internationally.

Where an employer needs to confirm a candidate's qualifications or assess an unexplained discrepancy, contact Conflict Advisory Group to discuss the appropriate scope of checks.