Here are some key updates to the U.A.E labor law in 2024, along with existing laws:
New:
Unemployment Insurance Scheme: This scheme, launched in
January 2024, provides financial support to eligible employees who lose their
jobs.
MOHRE dispute resolution: For disputes under AED 50,000,
MOHRE can now act as a judge and issue final, enforceable decisions.
Expanded Emiratisation: Companies with 20-49 employees in
specific sectors must hire at least one Emirati national by December 2024.
Increased maternity leave: Maternity leave is now 60
days, with 45 days at full pay and 15 days at half pay.
Existing:
Working hours: The maximum working hours are 8 hours per
day/48 hours per week. Overtime is limited to 2 hours per day and 12 hours per
week.
Rest days: Friday is no longer mandatory, but employees
must receive at least one rest day per week.
Notice periods: Employees must give 30 days' notice of
termination, and employers can seek repayment of recruitment costs from the new
employer.
Leave entitlements: These include annual leave, sick
leave, compassionate leave, and parental leave.
Contract types: Fixed-term and unlimited contracts are
allowed.
Non-competition agreements: These are allowed for senior
positions and must be reasonable in duration and scope.
U.A.E Unemployment Insurance Scheme with federal law
sections:
The U.A.E. Unemployment Insurance Scheme is governed by
Federal Decree-Law No. 13 of 2022 Concerning Unemployment Insurance Scheme.
Here are some key sections of the law:
·
Article 2: Applies to all employees (except
certain categories like investors, and domestic workers) in both private and
federal sectors.
·
Article 3: Exemptions can be made by the UAE
Cabinet.
Contributions & Benefits:
·
Article 5: Contribution rates are 0.5% and 1% of the basic salary for employees earning less and more than AED 16,000 respectively.
·
Article 6: Employers contribute the same amount
as employees.
·
Article 8: Maximum unemployment benefit is 60%
of basic salary, capped at AED 10,000 or AED 20,000 depending on the contribution
category.
·
Article 9: Benefit duration is 3 months per
claim, with a maximum of 12 months during employment in the U.A.E.
Eligibility:
·
Article 10: Must be enrolled for at least 12
months prior to unemployment.
·
Article 11: Must not be terminated for
disciplinary reasons.
·
Article 12: Must be actively seeking employment
and register with relevant authorities.
Claims & Disputes:
Article 15: Claims are submitted to the insurance service
provider.
Article 16: Disputes are resolved by the Ministry of
Human Resources and Emiratisation (MOHRE).
Article 17: Appeals can be made to the competent judicial
authorities.
Additional Resources:
MOHRE Dispute Resolution in the U.A.E.: Details
The Ministry of Human Resources and Emiratisation (MOHRE) offers multiple avenues for resolving labor disputes in the U.A.E., depending on the nature and value of the claim. Here's a breakdown:
1. Amicable Settlement:
1. This is the preferred approach, where MOHRE acts as a mediator to facilitate an agreement between the employer and employee. It's free and often the quickest method.
2. Individual Labour Complaints:
3. For claims under AED 50,000, MOHRE can act as a judge and issue final, enforceable decisions. This process is faster and cheaper than going to court.
4. Labour Courts: For claims exceeding AED 50,000 or if an amicable settlement isn't reached, the dispute proceeds to the labor courts. This is a formal judicial process with legal fees and longer timelines.
4. Collective Labour Disputes: When 100 or more employees have a common grievance against their employer, they can file a collective complaint with MOHRE. The ministry attempts mediation, and if unsuccessful, refers the case to a specialized conciliation committee.
Key Points:
Filing: Complaints can be submitted online, via the MOHRE
app, or in person at service centers.
Representation: Legal representation is not mandatory but
recommended for complex cases.
Time Limits: There are deadlines for filing complaints,
typically within one year of the violation.
Fees: Some procedures involve minor administrative fees.
Expanded Emiratisation in the U.A.E.: Details
The U.A.E. government has expanded its
"Emiratisation" program to increase the number of Emirati citizens
employed in the private sector.
Here are the key details:
Who is affected?
Private companies with 20-49 employees: These
companies were previously exempt, but now they must hire at least one Emirati
citizen by December 2024 and two by December 2025.
Companies already subject to Emiratisation: Companies
with 50 or more employees still need to meet their existing targets, which
typically involve a 2% annual increase in Emirati employees.
Which sectors are targeted?
The expanded Emiratisation applies to specific economic activities across 14 sectors, including:
- Healthcare
- Education
- Information technology
- Retail
- Tourism and hospitality
- Banking and Finance
- Transportation and logistics
- Engineering
- Construction
- Media and entertainment
What are the consequences of non-compliance?
Companies that do not meet their Emiratisation targets will face financial contributions:
AED 96,000 for failing to hire one Emirati citizen in
2024.
AED 108,000 for failing to hire two Emirati citizens
in 2025.
What are the incentives for compliance?
The government offers incentives to companies that exceed their Emiratisation targets, such as:
- Reduced business fees
- Priority government contracting opportunities
- Public recognition
The U.A.E. has implemented several changes over the past few years to increase maternity leave for female employees, offering one of the more generous packages in the region. Here's a breakdown:
Current Maternity Leave:
Total duration: 60 days
Paid leave:
45 days at full pay (100% salary)
15 days at half pay (50% salary)
Additional Options:
Early Leave Up to 30 days before the expected delivery
date, with a doctor's certificate.
Leave for Complications: Up to 45 days of unpaid leave
for pregnancy-related illnesses, with a doctor's certificate.
Leave for Sick Baby: Up to 60 days of fully paid leave,
and an additional 60 days of unpaid leave, if the baby is born sick or with a
disability.
Nursing Breaks: Two hours of reduced working hours daily
for one year after returning to work to breastfeed.
Emirate-Specific Variations:
Dubai: 90 days of leave, with 60 days at full pay and 30
days unpaid.
Sharjah: 120 days of leave, with 90 days paid and 30 days
unpaid.
Key Points:
Employees must have been employed for at least one year
to be eligible for full paid leave.
Leave days can be consecutive or intermittent.
Employers are not allowed to terminate pregnant women or
those on maternity leave.
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