The UAE government, primarily through the Ministry of Human Resources and Emiratisation (MoHRE) and the Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Employment Relationships (the “UAE Labour Law”), implements a comprehensive system to safeguard employees from work injuries and occupational diseases.
To streamline the process of recruitment and protect the rights of the workers, the UAE has issued Federal Decree Law No. 9 of 2022 Concerning Domestic Workers (“Law”).
The Ministry of Human Resources and Emiratisation (MOHRE) has been permitted to take the decisions over the individual’s employment disputes. This significant change was established through Federal Decree-Law No. 20 of 2023. This article will discuss the new amendments and their implications for both employers and employees in the UAE.
Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, along with Cabinet Decision No. 1 of 2022 govern part-time employment in the UAE.
Maternity leave is an important aspect of employment, playing a crucial role in ensuring the well-being of female workers during and after pregnancy. The UAE Labor Law is dedicated to safeguarding the rights of workers, with a specific emphasis on the welfare of female employees during maternity.
The UAE has embarked on a significant initiative to ensure equitable treatment for Domestic Workers through the implementation of Federal Decree-Law No. 9/2022 Concerning Domestic Workers and Cabinet Resolution No. 106 of 2022, outlining the Executive Regulations of Federal Decree-Law No. 9/2022, further refines the legal framework. Together, these legislative measures represent an essential step in regulating employment relationships, providing a comprehensive and structured framework that governs the recruitment and employment of Domestic Workers in the UAE.
Employment relationships in the UAE are governed by Federal Decree-Law No. 33/2021 on Regulation of Labour Relations, with implementing regulations provided by Cabinet Decision No. 1/2022. This article explores the legal grounds for an employee to sue a company for failing to compensate additional expenses.
In the UAE, employment-related matters are governed by Federal Decree-Law No. 33/2021 On Regulation of Labour Relations, commonly referred to as the Labour Code. This law acts as a safeguard for employees, ensuring defence against unfair disciplinary measures and illegal termination.
The UAE has witnessed significant developments in its labour laws to promote fair and just employment practices. One important aspect of this law is the prohibition of discrimination, ensuring equal opportunities for all workers.
Navigating the particulars of a labour dispute and the subsequent court decision is an important aspect of employment relationships. When conflicts arise between the worker and the employer, and after the final decision of the court judgment, an employee's visa may be cancelled.
In a significant move towards enhancing employee benefits and financial security, the UAE government has introduced a voluntary initiative, the Alternative End of Service Benefits Scheme, for private sector employees and free zone workers.
The domestic worker's law exists to ensure that the rights of the domestic workers are protected and that they are guaranteed safe as well as beneficial employment opportunities in the UAE.
The new labour law has been implemented with the twin objectives of ensuring the efficiency of the UAE’s employment sector by retaining its allure in attracting and maintaining the best, competent and future skills-driven workforce and thus providing an attractive business environment for employers in the country.
The United Arab Emirates recently introduced the Federal Decree-Law no. 33 of 2021 on the ‘regulations of labour relations’, which came into effect on 2nd February 2022 (“new labour code”).
This being a world event, one that has been meticulously planned to exceed expectations and to set new records. Nothing has been left to chance here, and this includes ensuring the highest standards of worker welfare.
Pursuant to the Federal Law No. 8 of 1980 on the regulations of labour relations and its amendments ("UAE labour law") the employment contracts can be of two kinds 'limited term contract' and 'unlimited term contracts'.
UAE offers lucrative job offers, and ex-pats are highly enthusiastic about building a career and life in the UAE. The UAE’s ex-pat population constitutes almost ninety per cent of its total population, and ex-pats find that UAE offers them a peaceful and tax-free environment.
The UAE labour law thus has detailed provisions that guarantee the safety and well-being of the workforce.
A COVID-19 middle east survey provides that 64 percent of the employers had allowed the employees to carry forward the unused leaves (owing to the pandemic) to the following year but the other 36 percent of the employers had this uncertainty as to whether they will allow such carry forward or not
This phase is anticipated to bring out a positive effect in the circumstances prevailing from the pandemic not only in the country but worldwide.
If you are reading this article written by Employment Lawyers of Dubai, we presume you are most probably an employer who is willing to re-open his facility to get things started again, during the pandemic.
The current situation poses a great question to the businesses as to how they are signing contracts or documents in the current situation.
The Federal Law number 8 of 1980 on UAE Labor Law governs all major issues with regards to employment in private sector of UAE, including, but not limited to the working hours of the employees.
MOHRE has issued this Resolution in line with the UAE Labor Law and to safeguard the interest of employers and employees during this pandemic.
On the off chance that you have recently been terminated from your employment with or without reasons and you might ponder whether your employer was within his rights to terminate you.
Employees are eligible for Gratuity at the end of completing a full years of service. This gratuity is calculated as 21 days of salary.
Some Employees do not know their rights upon the termination of their employment contracts, so the issue has to be carefully considered.
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