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UAE Labour Law Compliance in 2023 – Dubai

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labour law compliance

This article delves into the key aspects of labour law compliance in the UAE, highlighting the importance of following the newly established rules.

For expert guidance in navigating these regulations, Al Mulla Lawyer & Legal Consultant is the go-to source for labour law UAE compliance cases.

Contact the office of Al Mulla via Whatsapp. Click here. Or visit us at our law firms: Dubai. You can also call us on phone: 00971501961291.

UAE Labour Law Compliance.

Ensuring labour law UAE compliance is a paramount concern for businesses. With recent amendments to the country’s employment regulations, understanding and adhering to these laws has become even more critical.

Understanding Fixed-Term Contracts.

One of the most significant changes in UAE’s labour law is the requirement for private businesses (excluding those in DIFC and ADGM) to implement fixed-term contracts for their workforce.

Employers have the flexibility to determine the contract’s duration. This reform ensures greater transparency and stability in employment relationships while promoting law compliance.

Transitioning Unlimited-Period Contracts.

Employees currently on unlimited-period employment contracts must be converted to fixed-term contracts in accordance with the Ministry of Human Resources and Emiratisation’s (MoHRE) Ministerial Resolution (No. 27 of 2023).

The deadline for this transition has been extended to 31 December 2023, emphasizing the government’s commitment to a smooth transition to the new regulations.

Probationary Period Notice.

During the probationary period, employees seeking to switch jobs must provide a notice of 14 days to their current employers. If the new company is located in the UAE, the notice period extends to 30 days.

This applies equally in cases of termination. However, the minimum notice period after probation is 30 days, with the new employer expected to compensate the current employer, promoting fair law compliance.

Balanced Work Days and Hours.

The new UAE labour law mandates that employers provide at least one rest day in a six-day workweek, expanding on the previous practice of only having Fridays off. This change ensures that employees’ working hours do not exceed 48 per week.

During Ramadan, daily working hours are reduced by two, enhancing work-life balance and promoting compliance.

Managing Overtime.

In certain situations, employers may require employees to work up to two hours of overtime per day to handle emergencies or excessive workloads. However, exceptions apply in the case of serious accidents or situations likely to result in loss.

This balanced approach ensures that overtime is reasonable and in line with labour law compliance standards.

Combatting Discrimination.

The UAE’s new labour law aims to create a level playing field for all employees by prohibiting discrimination based on race, religion, gender, nationality, or handicap.

Equal pay for equal work is a cornerstone of this regulation, fostering a work environment where applicants can confidently seek employment without fear of discrimination.

Leave Rules and Benefits.

The UAE’s new leave rules offer improved employee benefits, including a maternity leave of 60 days in a calendar year, with a full salary for 45 days and half for the remaining 15 days.

Additionally, five days of parental leave can be availed within six months of childbirth. Employees over two years of service are eligible for 10 days of study leave, provided the institution is recognized, reinforcing the government’s commitment to employee well-being.

Termination with Legitimate Reasons.

While termination is generally unwelcome, the new law allows employers to terminate employment contracts for legitimate reasons, provided the required notice is given.

It’s important to note that fixed-term contract clauses cannot be ignored, and termination should only occur in exceptional circumstances such as insolvency.

FAQs about labour law UAE compliance.

The key changes include the introduction of fixed-term contracts for private businesses, extended deadlines for converting unlimited-period contracts, and new regulations on notice periods during probation.
Female employees are entitled to 60 days of maternity leave in a calendar year, with full salary for 45 days and half salary for the remaining 15 days.

Conclusion.

In conclusion, achieving labour law UAE compliance is essential for employers and employees.

The recent amendments to the labour law prioritize fairness, transparency, and employee well-being. To navigate these regulations successfully and ensure compliance, Al Mulla Lawyer & Legal Consultant is the trusted expert in labour law UAE compliance cases.

By understanding and adhering to the UAE’s evolving labour laws, businesses can create a harmonious and legally compliant work environment for their employees, fostering success in the dynamic UAE market.

Contact the office of Al Mulla via Whatsapp. Click here. Or visit us at our law firms: Dubai. You can also call us on phone: 00971501961291.

Learn about the Best labour law compliance services in UAE 2023.

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