UN appoints Omani diplomat as head of its mission in Iraq

The UN on Monday announced the appointment of Mohamed Al Hassan of Oman as the new head of the UN Assistance Mission for Iraq (Unami), which was set up after the US-led invasion of the country in 2003.

Based in Baghdad's fortified Green Zone, the political mission was formed to lead post-conflict humanitarian work, co-ordinate reconstruction efforts and establish a representative government in the country.

As the new special representative for Iraq, Mr Al Hassan “brings to the position a broad range of diplomatic experience with a career spanning over 30 years working on preventive diplomacy, peacebuilding and development”, a UN statement said.

The Omani diplomat succeeds Jeanine Hennis-Plasschaert of the Netherlands, who became special co-ordinator for Lebanon in May.

Mr Al Hassan's appointment comes at a pivotal moment for the UN mission, following Iraq’s formal request to the Security Council to conclude its operations by the end of 2025.

Baghdad said the UN mission was no longer needed as the country had made significant progress towards stability.

The request was approved by the 15-member Security Council on May 31.

Mr Al Hassan will be preparing “a transition and liquidation plan” for Unami to start transferring its tasks and withdrawing staff and assets by the end of its mandate.

The former ambassador has held various positions at the Ministry of Foreign Affairs in Muscat, including acting undersecretary for diplomatic affairs in 2016, chief of staff in 2015 and head of the minister’s department in 2012. He also worked as Oman's ambassador to Russia.

He has served as Oman's representative at the UN since 2019.

Mr Al Hassan holds a bachelor's degree in political science from the University of Washington in the US, a master's in international relations from St John’s University in New York and a doctorate in economics from the Moscow State University of Economics, Statistics and Informatics in Russia.

He speaks Arabic, English, Norwegian and Russian.

Ten tax points to be aware of in 2026

1. Domestic VAT refund amendments: request your refund within five years

If a business does not apply for the refund on time, they lose their credit.

2. E-invoicing in the UAE

Businesses should continue preparing for the implementation of e-invoicing in the UAE, with 2026 a preparation and transition period ahead of phased mandatory adoption.

3. More tax audits

Tax authorities are increasingly using data already available across multiple filings to identify audit risks.

4. More beneficial VAT and excise tax penalty regime

Tax disputes are expected to become more frequent and more structured, with clearer administrative objection and appeal processes. The UAE has adopted a new penalty regime for VAT and excise disputes, which now mirrors the penalty regime for corporate tax.

5. Greater emphasis on statutory audit

There is a greater need for the accuracy of financial statements. The International Financial Reporting Standards standards need to be strictly adhered to and, as a result, the quality of the audits will need to increase.

6. Further transfer pricing enforcement

Transfer pricing enforcement, which refers to the practice of establishing prices for internal transactions between related entities, is expected to broaden in scope. The UAE will shortly open the possibility to negotiate advance pricing agreements, or essentially rulings for transfer pricing purposes.

7. Limited time periods for audits

Recent amendments also introduce a default five-year limitation period for tax audits and assessments, subject to specific statutory exceptions. While the standard audit and assessment period is five years, this may be extended to up to 15 years in cases involving fraud or tax evasion.

8. Pillar 2 implementation

Many multinational groups will begin to feel the practical effect of the Domestic Minimum Top-Up Tax (DMTT), the UAE's implementation of the OECD’s global minimum tax under Pillar 2. While the rules apply for financial years starting on or after January 1, 2025, it is 2026 that marks the transition to an operational phase.

9. Reduced compliance obligations for imported goods and services

Businesses that apply the reverse-charge mechanism for VAT purposes in the UAE may benefit from reduced compliance obligations.

10. Substance and CbC reporting focus

Tax authorities are expected to continue strengthening the enforcement of economic substance and Country-by-Country (CbC) reporting frameworks. In the UAE, these regimes are increasingly being used as risk-assessment tools, providing tax authorities with a comprehensive view of multinational groups’ global footprints and enabling them to assess whether profits are aligned with real economic activity.

Contributed by Thomas Vanhee and Hend Rashwan, Aurifer

The National Archives, Abu Dhabi

Founded over 50 years ago, the National Archives collects valuable historical material relating to the UAE, and is the oldest and richest archive relating to the Arabian Gulf.

Much of the material can be viewed on line at the Arabian Gulf Digital Archive - https://www.agda.ae/en

THE BIO

Bio Box

Role Model: Sheikh Zayed, God bless his soul

Favorite book: Zayed Biography of the leader

Favorite quote: To be or not to be, that is the question, from William Shakespeare's Hamlet

Favorite food: seafood

Favorite place to travel: Lebanon

Favorite movie: Braveheart

Gifts exchanged

King Charles - replica of President Eisenhower Sword
Queen Camilla - Tiffany & Co vintage 18-carat gold, diamond and ruby flower brooch
Donald Trump - hand-bound leather book with Declaration of Independence
Melania Trump - personalised Anya Hindmarch handbag

Gender pay parity on track in the UAE

The UAE has a good record on gender pay parity, according to Mercer's Total Remuneration Study.

"In some of the lower levels of jobs women tend to be paid more than men, primarily because men are employed in blue collar jobs and women tend to be employed in white collar jobs which pay better," said Ted Raffoul, career products leader, Mena at Mercer. "I am yet to see a company in the UAE – particularly when you are looking at a blue chip multinationals or some of the bigger local companies – that actively discriminates when it comes to gender on pay."

Mr Raffoul said most gender issues are actually due to the cultural class, as the population is dominated by Asian and Arab cultures where men are generally expected to work and earn whereas women are meant to start a family.

"For that reason, we see a different gender gap. There are less women in senior roles because women tend to focus less on this but that’s not due to any companies having a policy penalising women for any reasons – it’s a cultural thing," he said.

As a result, Mr Raffoul said many companies in the UAE are coming up with benefit package programmes to help working mothers and the career development of women in general.