From Conflict to Clarity: What the Israel–Iran War Teaches Us About Trust

As a common man watching the world unravel through headlines and heartbreak, I can’t help but ask: how did we get here again?

The Israel–Iran war, now etched into the global psyche, didn’t erupt overnight. It was summoned by a dangerous cocktail of mistrust, unchecked ambition, and the stubbornness of a few powerful men who believed their convictions outweighed the cost of human life. When diplomacy is dismissed as weakness and dialogue is drowned out by missiles, the world pays the price.

This war has not only devastated lives and economies—it has shattered the fragile scaffolding of trust that holds international relations together. Oil prices have soared, inflation is biting harder, and families across the Middle East are displaced, grieving, or living in fear. And yet, the architects of this chaos remain convinced of their righteousness.

But here’s the truth: trust is not built in war rooms—it’s built in boardrooms, classrooms, and community halls. It’s built when leaders listen more than they lecture, when transparency replaces secrecy, and when power is used to protect, not provoke.

As someone who has spent years advocating for transparency in law and ethical leadership, I see a parallel here. Just as financial systems collapse without trust, so too do nations. The war reminds us that stubbornness in leadership is not strength—it is a liability. And when that stubbornness is weaponized, the consequences are global.

So what now?

We must demand better. From our leaders. From our institutions. From ourselves. Let this war be a turning point—not just in geopolitics, but in how we define leadership, accountability, and peace.

Because clarity doesn’t come from conflict. It comes from courage—the courage to trust, to talk, and to choose peace even when war seems easier.

 #ConflictToClarity #LeadershipMatters #TrustIsCurrency #FundingEthics #MiddleEast

⚠️ Disclaimer: This post is for general informational purposes only and not legal advice. For specific guidance, please consult a UAE legal professional.

𝐒𝐡𝐚𝐫𝐣𝐚𝐡'𝐬 𝐋𝐚𝐧𝐝𝐦𝐚𝐫𝐤 𝐑𝐞𝐧𝐭𝐚𝐥 𝐋𝐚𝐰: 𝟑-𝐘𝐞𝐚𝐫 𝐄𝐯𝐢𝐜𝐭𝐢𝐨𝐧 𝐁𝐚𝐧 𝐍𝐨𝐰 𝐀𝐜𝐭𝐢𝐯𝐞 𝐟𝐨𝐫 𝐓𝐞𝐧𝐚𝐧𝐭 𝐒𝐞𝐜𝐮𝐫𝐢𝐭𝐲

A significant new rental law, announced by Sheikh Dr. Sultan bin Muhammad Al Qasimi, Ruler of Sharjah and Member of the Supreme Council, is currently in effect, bringing a new era of stability for tenants across the emirate. This pivotal legislation mandates that landlords must ratify rental contracts within 15 days of their issuance and precisely outlines the conditions under which a landlord may evict a tenant or both parties can mutually agree to terminate their rental contract.

Key Eviction Restrictions and Provisions:

Under the new law, landlords are now largely restricted from requesting tenants to vacate their leased property before the expiry of three years for residential use and five years for commercial, industrial, or professional use. This marks a substantial shift from previous regulations, which allowed landlords to issue a three-month eviction notice after obtaining permission from Sharjah Municipality.

However, the new lease law permits eviction under specific circumstances:

Non-Payment of Rent: If the tenant fails to pay rent or any installment within 15 days of the due date.

Contractual Violations: If the tenant violates any legal or contractual obligations and fails to rectify the violation within 30 days of notification by the landlord.

Unauthorized Subleasing: If the tenant assigns or re-rents all or part of the property in violation of the law, excluding legally stipulated transfers of commercial premises.

Improper Use of Property: If the tenant uses or allows others to use the property for a purpose other than that specified in the contract, in violation of its terms, or for purposes conflicting with public order or morals.

Property Demolition/Reconstruction: If the landlord intends to demolish, rebuild, or carry out comprehensive maintenance that renders the property uninhabitable, as per the executive regulations.

Landlord's Own Use of Property:

A landlord wishing to occupy the rented property for themselves or a first-degree adult relative must adhere to strict conditions:

The landlord must not own another suitable residential property within the municipality’s jurisdiction.

The tenant must be notified of the eviction request at least three months prior to the eviction date.

The landlord or their first-degree adult relative must genuinely occupy the property within two months of it being vacated and for a continuous period of one year.

Failure by the landlord to comply with these conditions entitles the tenant to claim compensation for damages incurred due to the eviction.

Rent Payment and Disputes:

The law also clarifies rent payment procedures. If a landlord refuses rent payments or doesn't specify a payment location, tenants can deposit the rent or installment with the designated center, following the law's executive regulations. In the absence of an agreed payment method or date, rent will be paid in four equal installments throughout the lease term.

Contract Termination Provisions:

The new law outlines clear guidelines for the termination of rental relationships:

Transfer of Ownership: The rental relationship remains valid even if the property changes ownership. The new landlord assumes all rights and obligations of the previous lessor and cannot request the tenant to vacate or increase rent except as per this law.

Death of a Party: The rental agreement does not automatically terminate upon the death of a party, except if the tenant dies and their heirs request termination. In such cases, the contract ends 30 days after landlord notification or at natural expiry, whichever comes first.

Early Termination by Tenant: For fixed-term contracts, tenants can request early termination due to unexpected or exceptional circumstances making fulfillment difficult. If the landlord refuses, the tenant can approach the relevant authority for evaluation. If approved, the tenant must pay at least 30% of the remaining rent, unless otherwise agreed.

Rent Increase Regulations:

Initial Period: Landlords cannot increase rent until three years have passed from the start of the rental agreement, unless both parties mutually agree. If a tenant accepts an increase within these three years, the landlord cannot raise the rent again for another two years.

Fair Rent Value: After this initial period, any rent increase must align with the fair rent value, as determined by the law’s executive regulations. The governing council also retains the power to amend these time frames through formal decisions.

#SharjahRentalLaw #SharjahTenants #EvictionBan #UAEProperty #RentalStability #TenantRights

 

⚠️ Disclaimer: This post is for general informational purposes only and not legal advice. For specific guidance, please consult a UAE legal professional.

2025 UAE Labour Law: Major Changes to Maternity, Parental, Study & Compassionate Leave

 The UAE Labour Law, specifically Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector

(the "UAE Labour Law"), and its subsequent amendments and executive regulations, govern leave entitlements in the private sector. These provisions are in effect for 2025.

Here's a detailed breakdown of the enhanced leave entitlements:

1. Maternity Leave

• Entitlement: Female employees are entitled to 60 days of maternity leave.
• The first 45 days are at full pay.
• The subsequent 15 days are at half pay.
• Additional Unpaid Leave:
• A female worker may apply for her maternity leave up to 30 days prior to the expected date of delivery.
• In addition to the basic maternity leave, she may take an additional 45 days of unpaid leave if she has an illness as a result of pregnancy or childbirth and is unable to resume work. This illness must be proven by a medical certificate issued by the respective medical authority. These leave days can be consecutive or intermittent.
• Special Provisions for Sick/Disabled Child: If the baby is sick or suffers from a disability, the female worker may take an additional 30 days of fully paid leave. This leave can be extended for an additional 30 days without pay. The illness or disability of the child must be proven via a medical certificate from the respective medical authority.
• Nursing Breaks: After resuming work, a female worker is entitled to one or two additional breaks each day for nursing her child, not exceeding one hour in total. These breaks are fully paid and can be availed for 6 months following the date of delivery.
• Miscarriage/Stillbirth: Women who suffer a miscarriage or stillbirth after six months of pregnancy are entitled to 10 days of paid leave.
• Relevant Section: These provisions are primarily outlined in Article 30 of Federal Decree-Law No. 33 of 2021.

2. Parental Leave

• Entitlement: Both male and female employees are entitled to 5 working days of paid parental leave.
• Timing: This leave must be taken within six months of their child's birth.
• Significance: The UAE was the first Arab country to grant parental leave to employees in the private sector.
• Relevant Section: This entitlement is provided for in Federal Decree-Law No. 6 of 2020 (which amended Federal Law No. 8 of 1980 on the Regulation of Labour Relations, and is now integrated into Federal Decree-Law No. 33 of 2021, specifically Article 32 regarding special leaves).

3. Study Leave

• Entitlement: Employees with two or more years of service are eligible for 10 days of paid study leave annually.
• Purpose: This leave is specifically for sitting for exams at approved UAE educational institutions.
• Relevant Section: This provision is outlined in Article 32 of Federal Decree-Law No. 33 of 2021.

4. Compassionate Leave (Bereavement Leave)

• Entitlement: Employees are entitled to paid bereavement leave in case of the death of close family members.
• 5 days of paid leave for the death of a spouse.
• 3 days of paid leave for the death of a parent, child, sibling, grandchild, or grandparent.
• Relevant Section: This is specified in Article 32 of Federal Decree-Law No. 33 of 2021.

Important Note: While the above details are based on the current UAE Labour Law (Federal Decree-Law No. 33 of 2021) and its executive regulations, it is always advisable for employers and employees to refer to the official and most up-to-date legislation published by the Ministry of Human Resources and Emiratisation (MOHRE) or consult with a legal professional for specific interpretations or complex situations. The official portal of the UAE Government (u.ae) and the MOHRE website (mohre.gov.ae) are reliable sources for this information.

#UAELabourLaw #EmployeeRights #MaternityLeave #ParentalLeave #StudyLeave #BereavementLeave

UAE Labour Law: Understanding Mandatory Fixed-Term Contracts (Current Requirements for 2025)

The landscape of employment in the UAE has undergone a significant transformation, culminating in 2025 with the full implementation of a pivotal change: fixed-term contracts are now the mandatory standard for the private sector. This shift, driven by Federal Decree-Law No. 33 of 2021 and its subsequent amendments (including Federal Decree-Law No. 20 of 2023), marks a new era in employer-employee relations, emphasising clarity, flexibility, and enhanced protection.

If you're an employer operating in the UAE or an employee seeking to understand your rights, here’s a detailed breakdown of what this monumental overhaul means for you.

The End of Unlimited Contracts: A New Era of Clarity

For decades, "unlimited" contracts were a common feature of the UAE's private sector employment. However, the new legislation has phased them out entirely. As of February 2, 2025, all private sector employment contracts must be fixed-term contracts. This means every employment relationship now has a clear, defined end date, fostering predictability for both parties.

Key aspects of this change:

• Maximum Duration: Fixed-term contracts in the private sector cannot exceed three years. This cap encourages regular review and renewal of employment terms.
• Renewability: While fixed in terms, these contracts are designed for flexibility. They can be renewed for similar or shorter periods, multiple times, by mutual agreement. This allows for continuous employment while maintaining the fixed-term structure.
• Automatic Renewal: If a fixed-term contract expires, but both the employer and employee continue to operate under its terms without a new explicit agreement, the contract is generally considered automatically renewed under the same terms and conditions as the last signed agreement. This prevents ambiguity in ongoing employment relationships.
• Conversion Mandate: Employers were required to convert any existing unlimited-term contracts to fixed-term ones by a specific deadline (which was December 31, 2023, after an extension). Non-compliance can lead to penalties from the Ministry of Human Resources and Emiratisation (MOHRE).

Why the Shift? The Rationale Behind the Change

This move aligns the UAE's labour framework with international best practices and aims to achieve several strategic objectives:

1.    Enhanced Clarity and Predictability: Fixed-term contracts offer a clear beginning and end, reducing ambiguity regarding the duration of employment and termination procedures. This benefits both employers in workforce planning and employees in understanding their job security.

2.    Increased Flexibility: The new law, alongside mandatory fixed-term contracts, also formally recognizes and regulates various flexible work models (part-time, temporary, remote, job-sharing). This promotes a more agile workforce that can adapt to changing economic and business needs.

3.    Streamlined Termination Processes: While fixed-term contracts have a natural expiry, the law also outlines clear notice periods for early termination by either party, including during probation. This brings greater uniformity and reduces potential disputes.

4.    Balanced Rights and Obligations: The overhaul is designed to create a more equitable balance between employer and employee rights. It provides clearer guidelines for end-of-service benefits, leave entitlements, and protection against discrimination and harassment.

Impact on Employers: Navigating the New Landscape

For businesses operating in the UAE, the mandatory shift to fixed-term contracts requires diligent adherence to the new regulations:

• Contract Review and Standardization: All employment contract templates must be updated to reflect the fixed-term nature. Employers must ensure new hires are onboarded with fixed-term contracts, and any remaining legacy unlimited contracts are fully compliant.
• Renewal Management: Proactive management of contract renewals is crucial. Businesses need robust systems to track expiry dates and initiate renewal discussions well in advance to ensure continuity of employment.
• Understanding Termination: While the "expiry" of a fixed-term contract is a valid reason for its conclusion, employers must still adhere to proper procedures if terminating a contract early or for other reasons (e.g., redundancy, performance).
• Embracing Flexibility: The formal recognition of diverse work models presents opportunities for employers to optimize their workforce, potentially reducing overheads and attracting a wider talent pool.

Impact on Employees: What Does This Mean for You?

Employees in the UAE also need to be fully aware of these changes and their implications:

• Clarity on Employment Duration: You will now have a clear understanding of your contract's length. While fixed-term, the possibility of renewal is inherent, so open communication with your employer is key.
• End-of-Service Gratuity (EOSB): The calculation of EOSB remains consistent with the new law's provisions, typically based on your last basic salary and years of service. It's important to understand how your gratuity accumulates over successive fixed-term contracts.
• Notice Periods: Be aware of the mandatory notice periods for termination by either party, both during and after the probation period. These are legally defined and must be adhered to.
• Rights and Protections: The new law offers robust protections against discrimination, harassment, and unfair dismissal. Employees are empowered to raise grievances with MOHRE, which now has enhanced powers to resolve disputes.
• Greater Flexibility Options: If you are seeking flexible work arrangements (part-time, remote, etc.), the legal framework is now more supportive, potentially opening up more opportunities.

Beyond Fixed-Term: A Holistic Legislative Framework

It's important to remember that the mandatory fixed-term contract is just one piece of a broader, more comprehensive UAE Labour Law (Federal Decree-Law No. 33 of 2021). Other significant areas of the law that complement this change include:

• Comprehensive Leave Policies: Expanded maternity, paternity, compassionate, and study leave entitlements.
• Clear Working Hours and Overtime Rules: Standardized working hours and clear guidelines for overtime pay.
• Probation Period Regulations: Defined maximum probation periods and notice requirements for termination during this time.
• Enhanced Dispute Resolution: Greater powers for MOHRE to resolve disputes, including binding decisions for claims under AED 50,000.
• Strict Anti-Discrimination and Anti-Harassment Provisions: Stronger protections for employees against various forms of workplace misconduct.
• Regulated Non-Compete Clauses: Stricter rules on the enforceability and duration of non-compete clauses.
• Wage Protection System (WPS) Enforcement: Continued mandatory use of WPS for timely and transparent salary payments.

Conclusion

The UAE's Labour Law overhaul in 2025, with the mandatory shift to fixed-term contracts, reflects the nation's commitment to creating a dynamic, fair, and globally competitive labour market. For both employers and employees, understanding these changes is not merely about compliance but about leveraging the opportunities and protections they offer. Staying informed and seeking expert advice when needed will ensure a smooth and successful navigation of this evolving employment landscape in the UAE.

#UAELabourLaw2025 #FixedTermContracts #EmploymentRegulations #WorkforceUAE #LabourLawUpdates #EmployeeRights