UAE Work Permits: Your Guide to All 13 Types and Opportunities

 Let's provide comprehensive details for each of the 13 UAE work permit types, aligning with UAE labor law and Ministry of Human Resources and Emiratisation (MOHRE) regulations.

Understanding the UAE Labor Law and Work Permits

The UAE Labor Law, regulated by MOHRE, is designed to protect the rights of both employers and employees while fostering a productive and balanced work environment. Work permits are essential for legal employment in the private sector, ensuring that all workers are documented and their rights are safeguarded.

Here's a detailed look at the 13 work permit types:

1. Standard Work Permit (Employment Visa)

• Purpose: This is the most common work permit, allowing UAE-based companies to recruit employees from outside the UAE.
• Process:

v  The employer applies for an entry permit from MOHRE.

v  The employee enters the UAE on the entry permit.

v  The employer proceeds with medical tests and Emirates ID application.

v  MOHRE issues the work permit.

v  The employer then applies for the employee's residence visa.

• Responsibilities: The employer is responsible for all visa, work permit, and residence documentation.
• Target: For companies seeking to bring in foreign talent for long-term employment.
• Key Consideration: This permit is the foundation for most expat employment in the UAE.

2. Transfer Work Permit (Change of Employer Permit)

• Purpose: Enable expat workers already residing in the UAE to switch jobs without leaving the country.
• Process:
• The new employer applies for a transfer work permit from MOHRE.
• The employee's current employer must approve the transfer (subject to contract terms and labor law).
• MOHRE reviews and approves the transfer.
• The new employer processes the necessary documentation.
• Target: Expat workers within the UAE looking for new employment opportunities.
• Key Consideration: This permit is subject to regulations regarding contract termination and potential bans.

3. Work Permit for Resident Visa by Family (Family Sponsored Visa)

• Purpose: To allow individuals sponsored by family members (spouse, parents) residing in the UAE to work.
• Process:
• The employer applies for a work permit from MOHRE.
• The applicant must have a valid family-sponsored residence visa.
• MOHRE issues the work permit.
• Target: Individuals on family sponsorship seeking employment without employer-provided visa sponsorship.
• Key Consideration: This permit simplifies the process for those already legally residing in the UAE through family ties.

4. Temporary Work Permits

• Purpose: Granted for short-term projects or specific tasks with a limited duration.
• Process:
• The employer applies for a temporary work permit from MOHRE, specifying the project's duration.
• MOHRE approves the permit based on the project's requirements.
• Target: Companies needing workers for short-term projects or seasonal work.
• Key Consideration: These permits offer flexibility for projects with defined timelines.

5. One-Mission Permit

• Purpose: Issued to recruit a worker from abroad for a specific, short-term project or task.
• Process:
• The employer applies to MOHRE, detailing the specific mission.
• MOHRE then approves the permit based on the provided details.
• Target: Companies requiring specialized foreign workers for a single, time limited task.
• Key Consideration: Differs from temporary work permits by its focus on a single, specific mission.

6. Part-Time Work Permit

• Purpose: Allows employers to hire workers under part-time contracts with reduced working hours or days.
• Process:
• The employer applies for a part-time work permit from MOHRE, specifying the part-time contract details.
• Employees can work for multiple employers with MOHRE approval.
• Target: Individuals seeking flexible work arrangements and employers needing part-time staff.
• Key Consideration: This permit provides flexibility for both employers and employees.

7. Juvenile Work Permit

• Purpose: Enable teenagers aged 15-18 to work under specific regulations.
• Process:
• The employer applies for a juvenile work permit from MOHRE.
• Parental or guardian consent is required.
• Working hours and job types are restricted to ensure safety and well-being.
• Target: Teenagers seeking part-time or summer employment.
• Key Consideration: Strict regulations are in place to protect young workers.

8. Student Training, Employment Permit

• Purpose: Designed for students aged 15 and above already residing in the UAE for training and work experiences.
• Process:
• Educational institutions and employers coordinate the application to MOHRE.
• Specific regulations and conditions are enforced to ensure a suitable training and work environment.
• Target: Students seeking practical experience alongside their education.
• Key Consideration: This permit focuses on combining education with work experience.

9. UAE, GCC National Work Permit

• Purpose: Facilitate employment for Emirati and Gulf Cooperation Council (GCC) citizens.
• Process:
• Simplified procedures are in place for UAE and GCC Nationals.
• Target: Emirati and other GCC citizens working in the UAE private sector.
• Key Consideration: This permit reflects the priority given to local and regional talent within the UAE workforce.

10. Golden Visa Work Permit

• Purpose: Required for Golden Visa holders seeking employment with UAE-based companies.
• Process:
• The Golden Visa holder applies for a work permit through the normal channels.
• Having the Golden visa simplifies some procedures.
• Target: Golden Visa holders aiming to work in the UAE.
• Key Consideration: The Golden Visa provides long-term residency, and this permit facilitates employment for those holders.

11. National Trainee Permit

• Purpose: Granted to companies registered with MOHRE that wish to train Emirati citizens with approved scientific qualifications.
• Process:
• Companies apply to MOHRE, providing details of the training program.
• MOHRE approves the training program and issues the permit.
• Target: Companies engaged in training Emirati citizens.
• Key Consideration: This permit supports the UAE's Emiratization goals.

12. Freelance Permit

• Purpose: Issued to self-sponsored foreigners providing services or tasks to individuals or companies without a specific employer or employment contract.
• Process:
• The applicant obtains a freelance permit from relevant free zone authorities or other approved entities.
• This permit allows them to work independently.
• Target: Freelancers, consultants, and independent contractors.
• Key Consideration: This permit provides legal recognition for self-employed professionals.

13. Private Teacher Work Permit

• Purpose: To allow qualified professionals to offer private tuition legally in the UAE.
• Process:
• The applicant applies for a permit through relevant authorities.
• This two-year permit is issued free of charge.
• Target: Qualified professionals wishing to provide private tuition.
• Key Consideration: This permit legitimizes and regulates private tutoring services.

These detailed descriptions provide a comprehensive understanding of the 13 work permit options in the UAE, highlighting their purposes, processes, and key considerations. 

UAE End-of-Service Benefits: Gratuity & Investment Options

 Understanding UAE gratuity calculations involves navigating key aspects of the UAE Labour Law, particularly Federal Decree-Law No. 33 of 2021, and subsequent ministerial resolutions. Here's a breakdown of the essential points:

Key Points:

• Basis of Calculation:
• Gratuity is calculated based on the employee's basic salary, excluding allowances like housing, transportation, or other benefits.
• Eligibility:
• Generally, an employee must complete at least one year of continuous service to be eligible for gratuity.
• Service Duration and Calculation:
• The calculation varies based on the length of service. Key considerations include:
• For service between 1 and 5 years: 21 days' basic salary for each year of service.
• For service exceeding 5 years: 30 days' basic salary for each additional year of service beyond the initial five.
• There is a maximum gratuity amount, that cannot exceed two years worth of the employees basic salary.

• Calculation Formula:

  • For service of 1 to 5 years: Gratuity = (Basic Salary × 21 days × Years of Service) ÷ 30
  • For service exceeding 5 years: Gratuity = (Basic Salary × 30 days × Years of Service) ÷ 30
• Contract Types:
• While distinctions between limited and unlimited contracts existed, the new labour law has streamlined contracts, but the manner in which resignations affect the calculation can still vary.
• Resignation vs. Termination:
• How the employment relationship ends (resignation or termination) can affect the gratuity amount, particularly in cases of resignation with shorter service periods.
• The Savings Scheme:
• It is important to note that there is now an alternative end-of-service benefits system, called the savings scheme. This is an optional alternative. Where employers can subscribe to investment funds for their employee's end-of-service benefits. This is a new development within the UAE labor law.
• Relevant Legislation:
• Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Labour Relations.
• Cabinet Resolution No. 96 of 2023 Regarding an Alternative End of Service Benefits System.
• Cabinet Resolution No. 1 of 2022 on the Implementation of the Regulation of Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Labour Relations.  

Important Considerations:

• It's crucial to refer to the latest official sources for the most accurate and up-to-date information, as labor laws can be subject to change.
• Consulting with legal professionals or HR experts in the UAE is recommended for specific cases or complex calculations.

I hope this information is helpful.

new gratuvity payment system in dubai

It's important to understand that while the core principles of UAE gratuity remain, there's a significant development with the introduction of an alternative end-of-service benefits system, often referred to as the "savings scheme." Here's a breakdown:

Traditional Gratuity:

• This system, based on the UAE Labour Law, calculates gratuity based on an employee's basic salary and years of service.
• It involves lump-sum payments upon the end of an employee's service.
• This system is still in place.

The New Savings Scheme:

• This is an alternative end-of-service benefits system. It's not a complete replacement of the traditional gratuity, but an optional alternative.
• It involves employers contributing to investment funds on behalf of their employees.
• The employee's end-of-service benefits then depend on the performance of these investments.
• Key aspects of this scheme include:
• Employers make monthly contributions to investment funds.
• Employees can also make voluntary contributions.
• The final payout to the employee includes the employer's contributions and any investment returns.
• This is regulated by Cabinet Resolution No. 96 of 2023.
• This system is designed to provide greater financial security for employees.

Key Considerations:

• The savings scheme is an optional alternative for employers.
• The traditional gratuity system remains in place.
• It is important to understand the details of each system to make informed decisions.
• It is always best to refer to the official sources from the UAE government, such as the Ministry of Human Resources and Emiratisation (MoHRE), for the most accurate and up-to-date information.

In essence, Dubai, and the wider UAE, have introduced a new, investment-based option for end-of-service benefits, giving employers and employees more flexibility.

#UAELabourLaw #UAEGratuity #EndofServiceBenefits #UAEEOSB #UAESavingsScheme #GratuityCalculation #MoHRE #EmploymentRightsUAE #FederalDecreeLaw33 #UAESavingsPlan #EmployeeInvestmentUAE #CabinetResolution96 #AlternativeEOSB #UAEJobs #WorkingInUAE #DubaiJobs #UAEBusiness #UAELegal #UAERules #Dubai #UAE #UAEGuide #ExpatUAE #LearnUAE #UAEFinance" 

Stay Ahead with 2025's Crucial Updates on UAE Employment Laws

 

You are fired

This document outlines the provisions related to termination without notice and suspension under the prevailing United Arab Emirates (UAE) Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations (“New Labour Law”), effective February 2, 2022, as amended by subsequent legislation, including the 2025 amendments. This law governs employment relations in all private sector establishments within the UAE, excluding those operating within the Dubai International Financial Centre and Abu Dhabi Global Market. This revision incorporates significant changes designed to align UAE employment legislation with recognised global standards and evolving market practices. #UAELabourLaw #EmploymentLaw #UAEJobs #HRUAE #LegalUAE

Termination Without Prior Notice (Article 44)

Article 44 of the New Labour Law, as amended, delineates the circumstances under which an employer may terminate an employee's employment summarily, without providing prior notice. The following constitute grounds for such termination:

1.    False Identity/Forgery: If the employee assumes a false identity or submits forged certificates or documents. #Fraud #Forgery

2.    Material Loss/Damage: If the employee commits an error resulting in material losses to the employer or deliberately causes damage to the employer's property, provided the employee admits to the error and the employer notifies the Ministry of Human Resources and Emiratisation (“MOHRE”) within seven (7) working days of becoming aware of the incident. #MOHRE #Damage

3.    Violation of Rules/Safety: If the employee violates the establishment's rules and regulations concerning work or safety measures, despite having knowledge of such rules. #WorkplaceSafety #Compliance

4.    Failure to Perform Duties: If the employee fails to fulfill their contractual duties and does not rectify such failure after receiving two (2) written warning letters and being subject to a written investigation. #EmploymentContract #WarningLetter

5.    Disclosure of Confidential Information: If the employee discloses confidential information related to industrial or intellectual property, resulting in material loss or loss of opportunity to the employer, or personal gain to the employee. #Confidentiality #IntellectualProperty

6.    Public Morals/Substance Abuse: If the employee commits an act against public morals at the workplace or is found to be under the influence of narcotics or in a state of intoxication. #WorkplaceEthics #SubstanceAbuse

7.    Assault: If the employee commits a verbal, physical, or other form of assault punishable by law against the employer, manager, supervisor, or co-worker. #WorkplaceViolence #Assault

8.    Unauthorized Absence: If the employee is absent from work without justification for more than twenty (20) non-consecutive days in a year, or more than seven (7) consecutive days. #Absence #Attendance

9.    Abuse of Position: If the employee abuses their position to obtain personal gains or profits. (2025 Amendment) #Ethics #AbuseOfPower

10.                  Unauthorized Employment: If the employee joins another establishment without adhering to the applicable legal procedures. (2025 Amendment) #LabourPermit #WorkPermit

Comparative Analysis and Key Changes

Procedural Requirements: The New Labour Law provides enhanced procedural clarity regarding summary dismissal. In cases of failure to perform duties, employers must conduct a written investigation and issue two (2) warning letters, a requirement absent in Federal Law No. 8 of 1980. #LegalUpdate #LabourReform Probationary Period: The New Labour Law addresses termination during the probationary period separately under Article 9, thus removing it from the grounds for immediate dismissal under Article 44. #ProbationPeriod End-of-Service Gratuity: A significant departure from Federal Law No. 8 of 1980 is that employees summarily dismissed under Article 44 remain entitled to their end-of-service gratuity. This overturns previous judicial interpretations that allowed forfeiture of gratuity in cases of summary dismissal for breach of contractual duties. #Gratuity #EndOfService Confidential Information: The New Labour Law specifies that the disclosure of confidential information must result in material loss, loss of opportunity, or personal gain to warrant summary dismissal. This provides greater clarity compared to the broader provisions of Federal Law No. 8 of 1980. #LegalClarity Notification Timeline: The notification period for material loss incidents to MOHRE has been extended from 48 hours to seven (7) working days. #Notification 2025 Additions: Articles 44 (9) and (10) add specific legal grounds for dismissal without notice. #Amendment

Suspension (Article 40)

While this document primarily addresses termination, it is pertinent to note that Article 40 of the New Labour Law governs the temporary suspension of employees. This article should be consulted for the specific conditions and procedures related to employee suspension. #EmployeeSuspension

Disclaimer:

This document provides a general overview and should not be construed as legal advice. Employers and employees are advised to seek professional legal counsel to ensure compliance with the New Labour Law and any subsequent amendments. #LegalAdvice #ComplianceUAE

DIFC Courts Jurisdiction: New Dubai Law Streamlines Operations & Dispute Resolution

Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai

 Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai has enacted Law No. (2) of 2025, a significant legislative development aimed at strengthening the Dubai International Financial Centre (DIFC) Courts. This new law comprehensively regulates the judicial and administrative structure of the DIFC Courts, redefining their jurisdictions and operational procedures.  

Enhanced Independence and Structure:

The law reaffirms the independent status of the DIFC Courts, encompassing the Court of Appeal, the Courts of First Instance, and the Small Claims Court.

These courts are mandated to exercise their duties and jurisdictions autonomously, adhering to the provisions of Law No. (2) of 2025, the broader DIFC legal framework, and the courts' established rules.  

Appointment and Authority:

A key aspect of the new law is the detailed specification of mechanisms for appointing the President and Director of the DIFC Courts. This includes outlining their respective jurisdictions and responsibilities and ensuring a clear and efficient leadership structure.

Introducing a Mediation Services Centre for Amicable Dispute Resolution:

Recognizing the importance of alternative dispute resolution, Law No. (2) of 2025 mandates the establishment of a dedicated Mediation Services Centre within the DIFC Courts. This center will provide a platform for parties to engage in mediated negotiations, facilitated by registered mediators, to achieve amicable settlements. The Centre’s President will determine its operating system, jurisdiction, and procedural guidelines. This addition underscores the DIFC Courts’ commitment to offering diverse and effective dispute resolution options.  

Exclusive Jurisdiction Clarified:

The new law explicitly defines the DIFC Courts’ exclusive jurisdiction, granting them the authority to hear and adjudicate civil, commercial, and labor claims and lawsuits involving the Centre’s bodies or institutions. This ensures a specialized and efficient handling of disputes within the DIFC ecosystem.  

Comprehensive Procedural Framework:

Law No. (2) of 2025 provides a detailed framework covering various aspects of litigation, including:

• Powers of the DIFC Courts: Clearly outlining the scope of judicial authority.
• Litigation Procedures: Standardizing processes for filing and conducting lawsuits.
• Evidence: Defining rules for the admissibility and presentation of evidence.
• Urgent Matters: Establishing procedures for expedited handling of time-sensitive cases.
• Enforcement: Streamlining the process of enforcing court judgments.
• Exemption from Pledge for Compensation: Addressing financial aspects related to litigation.
• Technical Defects and Procedural Errors: Defining how such issues are handled.
• Statute of Limitations: Setting time limits for legal actions.

Repeal of Previous Legislation:

This new law supersedes Centre Law No. (10) of 2004 and Law No. (12) of 2004, which previously governed the DIFC Courts. Any conflicting provisions in other existing legislation are also repealed, ensuring a unified and updated legal framework.  

Impact and Significance:

Law No. (2) of 2025 represents a significant step in enhancing the efficiency, independence, and effectiveness of the DIFC Courts. By providing a comprehensive and modern legal framework, Dubai aims to solidify the DIFC’s position as a leading international financial center with a robust and reliable judicial system.

Breaking: Heavy Fines for UAE Employers Who Violate Labor Laws

 A new federal decree-law has been issued, amending existing regulations and imposing fines of up to Dh1 million for various offenses.

Key Violations and Penalties:

• Employing workers without permits or providing jobs: Fines ranging from Dh100,000 to Dh1 million.
• Closing a business without settling worker rights: Fines ranging from Dh100,000 to Dh1 million.
• Fraudulent labor practices: Criminal penalties for actions like fictitious Emiratization.

Key Changes:

• Steeper Penalties: Employers face fines ranging from Dh100,000 to Dh1 million for offenses including:
• Employing workers without valid work permits or providing jobs
• Closing businesses without settling worker entitlements
• Engaging in fraudulent labor practices like fake Emiratization
• Employing minors illegally
• Circumventing labor market regulations
• Settlement Options: The Ministry of Human Resources and Emiratization can now negotiate settlements where employers pay half the minimum fine and reimburse government incentives obtained through fraudulent practices.
• Criminal Charges: Criminal proceedings for fake Emiratization can only be initiated by the Ministry or its authorized representative.
• Dispute Resolution: Labor disputes will primarily be handled by the Court of First Instance, streamlining the process.
• Statute of Limitations: Claims related to employment termination must be filed within two years.

Aim of the New Law

These amendments aim to enhance labor market efficiency, protect worker rights, and deter illegal practices. By clarifying regulations and imposing stricter penalties, the UAE seeks to create a fairer and more competitive employment landscape.

Would you like to know more about a specific aspect of the new law or its potential impact on businesses? 

5 Important Common Questions the U.A.E Resident Needs to Know the Answers

 1)Question: I have a residency visa in the UAE, but I am still waiting for my Emirates ID card. I would like to know if I can travel out of the country without an identity card.

U.A.E Residents

Answer: You can travel out of the UAE without the Emirates ID card as long as your residency visa has been issued. UAE immigration will be able to see your visa status electronically.

It is advisable to bring a copy of your Emirates ID card application form with you in case immigration asks for proof that you have applied for the ID. You can also show them the online application status if available.

2)Paternity leave in U.AE is it possible to add this leave to my annual leave?

Answer: Yes, you may be able to add your paternity leave to your annual leave in the UAE. Cabinet Decision No. 1/2022 allows combining parental leave with annual leave

Paternity leave in the UAE is for 5 working days for both private and public sectors. This leave applies to fathers employed by both private and public sectors and can be taken any time within the first 6 months of the child's birth.

Here are some things to keep in mind:

• Approval needed: While regulations allow it, you will still need to get approval from your employer to combine your paternity leave with your annual leave.
• Notice period: Make sure to notify your employer well in advance about your intention to use both your paternity leave and annual leave together.
• Documentation: You will need to provide proof of your child's birth to avail of paternity leave.

3) I have an offshore bank account – will I have to close this account when I move to the U.A.E

Answer? No, you generally do not have to close your offshore bank account when moving to the UAE. The UAE does not restrict residents from having offshore bank accounts.

However, it's important to be aware of UAE regulations regarding reporting foreign income. You may be required to disclose your offshore accounts and any income earned on them to the UAE authorities.

4) Is it possible to sponsor my mother-in-law and father in law in U.A.E?

5) Is it possible to take a Resident visa from GCC countries for a U.A.E  resident without canceling a U.A.E visa?

Yes, it is possible to sponsor your mother-in-law and father-in-law for residency in the UAE, under the Parent Residence Visa program. There have been some recent changes to the eligibility criteria, so here's what you need to know:

• Minimum Salary: You will need to meet a minimum monthly salary threshold to be eligible. This amount is higher than what's required for sponsoring a spouse or child.
• Financial Support: You no longer need to be the sole financial support for your parents-in-law, as was previously required. However, you will still need to demonstrate sufficient income to cover their living expenses.
• Sponsored Together: You cannot sponsor just one parent-in-law. The application needs to be for both of them.

 No, it is generally not possible to hold a resident visa from another GCC country while being a resident of the UAE. UAE residency visas are typically tied to employment or sponsorship within the UAE.

If you are considering working in another GCC country, you would likely need to apply for a work visa in that country. This would likely cancel your UAE residency visa.

Here's why:

·       Tied to Sponsorship: UAE residency visas are linked to your employer or sponsor in the UAE. Having a residency visa in another GCC country would indicate sponsorship or employment outside the UAE, which would conflict with your UAE visa.

·       Specific Country Requirements: Each GCC country has its own immigration regulations. To obtain residency in another GCC country, you would need to meet their specific requirements, which would likely involve canceling your UAE visa.

How can an employer impose a labour ban on employees in the United Arab Emirates?

How can an employer impose a labour ban on employees

 Yes, an employer can impose a Labour Ban on an employee in the UAE under certain circumstances. The Labour Law (Federal Decree-Law No. 33 of 2021) doesn't explicitly mention "Labour Bans" but creates situations where an employee might be restricted from seeking new employment for a specific period. 

Here's how an employer can potentially trigger a Labour Ban: 

Violation of Employment Contract: If an employee breaches the terms of their employment contract in a significant way (e.g., abandoning the job, absconding), the employer might report them to the Ministry of Human Resources and Emiratisation (MoHRE). MoHRE can then restrict the employee from obtaining a new work permit for a period. 

End of Contract: In some cases, even if the contract ends normally, the employer might have the discretion to request a Labour Ban from MoHRE. However, the reasons for such a request must be legitimate and verifiable.

Important Considerations:

MoHRE Approval: MoHRE has the final say on imposing a Labour Ban. They will investigate the employer's complaint before deciding.

Employee Rights: Employees have the right to challenge unfair Labour Bans imposed by employers through MoHRE or the court system.

Ban Duration: The Labour Ban typically lasts for 6 months to 1 year, depending on the severity of the situation.

Here are some resources for further information:

MoHRE Website: The MoHRE website provides a good starting point for understanding Labour Bans [UAE labour ban ON u.ae].

Legal Counsel: Consulting with a lawyer specializing in UAE Labour Law is highly recommended for navigating specific situations and understanding your rights if facing a Labour Ban.

Exceptions to Employment Bans in the UAE

There are some situations where an employee may not receive a labour ban, even if they violate their contract. These exceptions are outlined in Cabinet Resolution No. 1 of 2022. Cabinet Resolution No. 1 of 2022 deals with the implementation of Federal Decree-Law No. 33 of 2021, also known as the new UAE Labor Law.

• Residence Visa: by Article 11 and Article 28 (2) of Cabinet Resolution No. 1 of 2022, an employment ban may not apply to employees who hold a family-sponsored UAE residence visa, you likely won't get a labour ban.
• Same Employer: If you're applying for a new work permit with the same company, a ban is usually not applied.
• In-Demand Skills: If you possess professional qualifications, skills, or knowledge that the UAE needs, you may be exempt.
• Golden Visa Holders: Those with a Golden Residency visa typically avoid labour bans.
• Other Exemptions: The Ministry of Human Resources and Emiratisation (MOHRE) may designate other professional categories as exempt.

Recommendations

Generally, it's recommended to resign by following the stipulated notice period to avoid any complications. However, if you fall under one of the exempt categories mentioned above, you likely won't face a labor ban.

Remember, this information is for general knowledge only. If you're unsure about your specific situation, it's always best to consult with a lawyer specializing in UAE labour law.