New UAE Labor Laws
New UAE Labour Laws
Labour and Employment Laws are prone to regular changes. A lot of changes are suggested and many of them are applied following it. Laws and legislation keep on witnessing the alterations and UAE labour laws are no exception to it. Post-COVID times, several new Labor laws have been introduced in the UAE. Today we have summarized some of the most important changes introduced in the years 2021 and 2022 to the legal framework. The changes are introduced and the private sector in the country needs to overview the consistency with their policies. They need to review the procedures and the labour policies to comply with the new labour laws announced.
Recently, Federal Decree-Law no. 33 of 2021 in finally enforced in the private sector in the year 2022. The new laws are designed with the intent to increase the employment rights of the employees. This is also a competition booster in the country. The motive behind the introduction of the law is to make the UAE an attractive place to live, thrive, and work. The law will attract the attention of talented people from across the globe. A lot of changes are introduced to the family leave entitlements and discrimination laws along with termination of employment laws. The new laws made provisions that allowed the companies and corporates to hire part-time and flexible working arrangements.
Under The employment contracts, it is now permitted for the employees to get employed either as fixed-term or permanent employment contracts. The employees who are on fixed-term contracts are hired for 3 years. The renewal can easily be done after 3 years. Besides, any renewal of the service is included in a total period of service. Moreover, it is made mandatory to sign the MOHRE. It is the relevant free zone or the standard contract to work in the UAE. In addition to it, company contracts may contain optional clauses in them. The workers either full-time, part-time, temporary, flexible, or remote workers all are entitled to a similar entitlement. However, some of them may have been pro-rated. For the probation period, the period is only 6 months maximum. There will be no notice needed from either of the parties to terminate the employment. The employers need to give at least 14 days prior notice to the employees before terminating them.
Read: Labour and Employment Lawyers in UAE For UAE Labour Law
On the other hand, it is needed that the employees should give at least 14 days’ notice before resigning from work or leaving the country. Moreover, at least 1 month's notice is needed if an employee will be joining another employer inside the UAE. If the employee leaves the job during the probationary period and goes to some other employer in the same country, the old employer is allowed to claim for the cost he made over the recruitment of the new employer. Employees who are 50 plus in age, are entitled to a grievances policy, disciplinary sanction policy, and other policies as per the discretion of the business or company. This is done to facilitate the senior workers and employees.
Read: Emirati National Lawyers or Advocates
- The Labour and Employment Lawyers in Dubai, with licenses, are only allowed for offering and providing legal advice. Legal Counselling services are not cheaper here in UAE, therefore do not waste your money or energy.
- Better spend on good lawyers with a good reputation. Do not just trust good online or social media reviews.
- Check a few advocates before signing the professional engagement letter.
- New UAE Labour Law is a modified set of Laws. UAE Labour Law has not been modified like this ever, in the past. We just need to learn the Law yet.
