The UAE Labour Law is a comprehensive set of regulations that govern the employment relationship between employers and employees in the UAE. The law was last amended in February 2022, and the new changes are designed to improve the working conditions for employees and strengthen their rights.
Some of the key changes to the UAE Labour Law in 2022-23 include:
The introduction of fixed-term employment contracts: All employees in the private sector must now be employed on fixed-term contracts of up to three years. This is a significant change, as previously employees could be employed on indefinite contracts.
The abolition of the no-objection certificate (NOC) requirement: Employees who wish to change jobs no longer need to obtain a NOC from their current employer. This makes it easier for employees to move jobs and improve their career prospects.
The introduction of a minimum wage: The UAE government has set a minimum wage of AED 3,000 per month for all employees in the private sector. This is a major step towards improving the living standards of low-income workers.
The strengthening of anti-discrimination provisions: The law now prohibits discrimination in employment on the basis of race, religion, gender, nationality, or disability. This is a positive step towards creating a more inclusive workplace.
The introduction of new maternity and paternity leave benefits: Employees are now entitled to 45 days of paid maternity leave, and 10 days of paid paternity leave. This is a significant improvement on the previous arrangements.
These are just some of the key changes to the UAE Labour Law in 2022-23. The new law is a significant step forward in protecting the rights of employees and improving their working conditions.
If you are an employee in the UAE, it is important to be aware of the new changes to the Labour Law. You can find more information on the Ministry of Human Resources and Emiratisation website.https://eservices.mohre.gov.ae/tasheelweb
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