Important points in the amendments to the UAE Labor Law

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Important points in the amendments to the UAE Labor Law

In this article, we will talk about the most important points that were mentioned in the amendments to the UAE Labor Law, as it came into force at the beginning of the year 2022 AD, and of course some articles of the old Law No. health that supports the continuity of significant economic and investment growth

The amendments to the UAE Labor Law, which came into effect in 2022, include several important points:

  • Ensuring a balanced relationship between employers and workers, promoting stability and well-being in the private sector, and upholding the UAE’s commitment to the International Labor Organization.
  • Enhancing workforce efficiency and providing equal opportunities and rights for workers in the labor market.
  • Supporting the competitiveness of Emirati workers and empowering women in the job market.
  • Adapting to current and future developments and responding quickly to changes in the labor market.
  • Encouraging establishments to invest in training and empowering workers, fostering creativity, and attracting top talents based on labor market demands.
  • Training students from accredited public and higher education institutions in the country.

Developing unified forms and regulations governing labor relations in establishments to regulate the employment relationship with employers.

  • Granting workers the freedom to refuse work or services against their will (Article 74).
  • Prohibiting bullying, violence, and discrimination in the workplace based on race, color, gender, religion, national or social origin, or disability.
  • Treating women and men equally in terms of work provisions while safeguarding women’s rights.
  • Introducing new work patterns such as part-time work, temporary work, flexible work, and full-time work to meet employer’s needs.
  • Allowing employers to pay wages in UAE dirhams or another currency as agreed upon in the employment contract.
  • Granting employers the right to restrict workers from working for competitors.
  • Prohibiting employers from withholding worker’s documents or forcing them to leave the country after the contract ends, allowing workers to seek new employment.
  • Limiting the probation period to a maximum of six months.
  • Calculating end-of-service benefits based on the agreed-upon hours between the employer and the worker.
  • Allowing workers to work for multiple employers.
  • Allowing multiple workers to share one job.
  • Requiring companies to provide deceased employees’ dues to their families within ten to fifteen days and covering the costs of repatriating the body to their home country.

Granting five days of paid paternity leave and three to five days of mourning leave.

  • Requiring employers to provide worker accommodation with safety measures and precautions.
  • Requiring workers to maintain good behavior, protect work secrets, and act honestly.
  • Requiring the evacuation of labor housing within one month of the employment contract’s expiration.

The amendments to the law have clarified regulations regarding the employment of juveniles and have addressed the entitlements of deceased workers, occupational health and safety requirements, and other controls that safeguard the rights of both employers and workers.

Here are some key points from the amendments:

  • Employers are now obligated to bear the recruitment and employment fees and cannot directly or indirectly collect them from workers.
  • Contracts are now set for a period of three years, with the possibility of extension for a similar or shorter duration, once or multiple times.
  • The law allows for the conversion of indefinite-term employment contracts into fixed-term contracts.
  • The end-of-service gratuity has been revised to 21 days of wages for each year of service within the first five years, representing a significant change from the previous law.
  • Labor cases are exempted from judicial fees throughout all stages of litigation and implementation.
  • Workers can prove their employment in a company through any means of evidence, even in the absence of a written contract.
  • The probationary period is set at six months, during which the employer must notify the worker of dismissal within fourteen days. Similarly, if the worker wishes to leave before completing the probationary period, they must provide a fourteen-day notice to the employer.
  • When a worker transitions to a second company, the accommodation expenses are borne by the second company, which must pay them to the first company.
  • If a company assigns additional tasks to an employee with a specific task contract, the employment contract must be modified to include the new tasks, and the company is responsible for the expenses and procedures associated with the contract change.
  • Employers are fully responsible for insurance and healthcare expenses.
  • Sick leave during the probationary period is accepted upon submission of a medical report but is considered unpaid leave.

These amendments aim to create a favorable work environment that supports the UAE’s economic progress and prosperity as it celebrates its fiftieth year of the union. They strengthen the authority of the law in regulating labor relations and safeguarding the rights of both workers and employers.

For further inquiries and legal consultations regarding labor laws, we recommend contacting FHS Law Firm and Legal Consultations. As a leading company in the field, they provide comprehensive legal services, assisting both companies and individuals with various legal matters and disputes.

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