𝐔𝐀𝐄 𝐁𝐚𝐧𝐤𝐬 𝐭𝐨 𝐏𝐡𝐚𝐬𝐞 𝐎𝐮𝐭 𝐒𝐌𝐒 & 𝐄𝐦𝐚𝐢𝐥 𝐎𝐓𝐏𝐬, 𝐌𝐚𝐧𝐝𝐚𝐭𝐞 𝐀𝐩𝐩-𝐁𝐚𝐬𝐞𝐝 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐒𝐭𝐚𝐫𝐭𝐢𝐧𝐠 𝐉𝐮𝐥𝐲 𝟐𝟓

Abu Dhabi, July 24, 2025 – In a landmark move to strengthen cybersecurity across the financial sector, UAE banks will begin transitioning away from One-Time Passwords (OTPs) sent via SMS and email, replacing them with app-based authentication methods starting 𝐅𝐫𝐢𝐝𝐚𝐲, 𝐉𝐮𝐥𝐲 𝟐𝟓. This directive, issued by the 𝐔𝐀𝐄 𝐂𝐞𝐧𝐭𝐫𝐚𝐥 𝐁𝐚𝐧𝐤, is part of a national strategy to modernize digital banking and safeguard customers against rising cyber threats.

• 𝐊𝐞𝐲 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬  𝐨𝐟 𝐭𝐡𝐞 𝐓𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧:
• 🗓️ Phased Rollout: While implementation begins immediately, full discontinuation of SMS/email OTPs is mandated by March 2026. During this period, some institutions may maintain transitional access.
• 📱 Secure App-Based Verification: Customers will authenticate transactions through their bank’s mobile app using technologies such as push notifications, biometrics (facial recognition or fingerprint), or secure PIN codes.
• 🔒 Improved Cyber Defense: The shift addresses vulnerabilities like SIM swapping and phishing associated with traditional OTP channels, strengthening trust between banks and authenticated devices.
• 🏗️ Infrastructure Modernization: This transition underscores the UAE’s commitment to building a resilient financial ecosystem, in alignment with global best practices.
• 👥 Customer Readiness: Banks are advising users to update their banking apps and enable in-app verification features to ensure uninterrupted access and security.

The initiative mirrors similar reforms in Singapore, Malaysia, and other digital-forward economies, highlighting the UAE’s proactive stance in financial security innovation.

  #UAEBankingReform, #DigitalSecurityUAE, #NoMoreSMSOTPs,  #AppAuthentication

 #CyberSecureBanking,  #UAEFinancialInnovation, #CentralBankUAE

 

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

Navigating Your Next Career Move in the UAE: Contracts, Clauses, and Compliance Unpacked

UAE Job Market

Switching jobs in the UAE involves understanding the country's comprehensive labor laws, particularly Federal Decree-Law No. 33 of 2021 regarding the Regulation of Employment Relationship (the "UAE Labour Law"), and its executive regulations. This law, effective as of February 2, 2022, brought significant changes, including the mandatory transition to limited-term contracts for private-sector employees.

Here's a breakdown of contracts, clauses, and compliance when switching jobs in the UAE:

1. Types of Employment Contracts:

• Limited-Term Contracts (Fixed-Term): This is now the default for all private-sector jobs in the UAE.
• They have a clear start and end date.
• The maximum duration was previously 3 years, but this restriction has been eliminated, allowing parties to agree on any duration.
• They must clearly define salary, benefits, and responsibilities.
• Early termination typically requires a written notice (minimum 30 days) and may involve compensation, depending on the terms.
• Unlimited-Term Contracts (Open-Ended): While these existed before, the law mandated a transition of all existing unlimited-term contracts to limited-term contracts by mid-2025. New hires generally operate under limited-term contracts.

2. Key Clauses and Compliance when Switching Jobs:

• Notice Period:
• If you wish to terminate your contract and switch jobs, you must adhere to the notice period stipulated in your employment contract. This is typically 30 to 90 days, though a shorter period can be agreed upon.
• During probation, if an employee wishes to resign to leave the UAE, they must give 14 days' notice. If they intend to join another UAE company during probation, they must provide a minimum of one month's written notice.
• Non-Compete Clauses (Article 10 of UAE Labour Law and Article 12 of Cabinet Decision No. 1 of 2022):
• Employers can include a non-compete clause in the employment contract if the employee has access to business secrets or is aware of the employer's clients.
• Validity Conditions: For a non-compete clause to be legally enforceable, it must clearly define:
• Geographical scope: It cannot be overly broad (e.g., global).
• Time limit: It cannot exceed two years from the date of contract expiry.
• Nature of work: The restricted work must genuinely harm the legitimate interests of the employer.
• When a non-compete clause may be void:
• If the employer terminates the contract in violation of the law (e.g., arbitrary dismissal).
• If the contract is terminated during the probationary period.
• For certain professional categories in demand in the national labor market (as determined by the Minister).
• If the worker or new employer pays compensation not exceeding three months of the worker's wage to the previous employer, with their written consent.
• If the employer agrees to the switch to a competing company despite a valid non-competition clause, it may be considered a waiver of their right to enforce it.
• Probationary Period:
• The probation period cannot exceed six months.
• If an employee resigns during probation to join another company in the UAE, they must give at least one month's written notice.
• If an employee resigns during probation to leave the UAE, they must give 14 days' written notice.
• If the employer terminates during probation, they must give 14 days' prior notice.
• The probation period counts as part of the employee's service if they continue working after it.
• End-of-Service Gratuity:
• Employees who complete one year or more of continuous service are entitled to gratuity upon termination.
• The calculation differs based on service length:
• Less than 5 years: 21 days' basic salary for each year of service.
• 5 years or more: 30 days' basic salary for each year exceeding the first five years.
• The total gratuity should not exceed two years' salary.
• MOHRE Approval and Registration:
• All employment contracts must be registered with the Ministry of Human Resources and Emiratisation (MOHRE) within 14 days of signing.
• Any changes to the contract (e.g., promotion, salary adjustment) must be agreed upon in writing by both parties and updated with MOHRE.
• Labor Bans:
• The UAE Labour Law aims to ensure worker mobility. However, certain circumstances might lead to a labor ban, such as violating contract terms (e.g., not serving the notice period) or specific legal issues.
• It's crucial to follow proper termination procedures to avoid potential bans.

3. General UAE Labour Law Information (Federal Decree-Law No. 33 of 2021 and its Executive Regulations):

The UAE Labour Law provides a comprehensive framework for private sector employment, covering aspects such as:

• Wages and Compensation: While there's no universal minimum wage, salaries must be sufficient to cover basic needs. Regulations cover overtime, bonuses, and timely payment via the Wage Protection System (WPS).
• Working Hours and Leave: Specifies maximum working hours, weekly rest, official holidays, and various types of leave (annual, sick, maternity, parental, etc.).
• Employee Rights and Welfare:
• Protection against discrimination.
• Provisions for occupational health and safety.
• Mandatory health insurance for employees (employer's responsibility).
• Protection from forced labor.
• Right to retain personal documents (passports).
• Termination of Employment: Outlines valid reasons for termination, notice periods, and calculation of end-of-service benefits.
• Dispute Resolution: Provides a mechanism for resolving labor disputes, starting with MOHRE and potentially escalating to the competent courts if an amicable settlement is not reached. MOHRE also offers a free legal consultation service (80084) in multiple languages.
• Work Models: The law introduces various work models, including full-time, part-time, temporary, and flexible work, to enhance market flexibility.

Official Sources for UAE Labour Law:

For the most accurate and up-to-date information, always refer to the official sources:

• Ministry of Human Resources & Emiratisation (MOHRE): This is the primary government authority for labor affairs in the UAE private sector. Their website (www.mohre.gov.ae) provides access to Federal Decree-Law No. 33 of 2021 and its executive regulations, FAQs, and services for employees and employers.
• UAE Legislation Portal: (uaelegislation.gov.ae) This platform, managed by the General Secretariat of the UAE Cabinet, serves as a unified and updated destination for all in-force legislations in the UAE.

Important Note: While this provides a general overview, specific situations can be complex. It is highly advisable to seek legal counsel from a qualified labor lawyer in the UAE for personalized advice regarding your specific contract, clauses, and circumstances when considering a job switch.

 

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

Saudi Arabia Unlocks Real Estate: A Game-Changer for Foreign Investors

Big news from the Kingdom! Yesterday, July 9, 2025, marked a historic turning point for Saudi Arabia's real estate market. The Saudi Cabinet officially approved a new law that will allow non-Saudis to own property in designated areas of the Kingdom, starting January 2026.
This isn't just another legal update; it's a massive stride towards realizing Saudi Arabia's ambitious Vision 2030, which aims to diversify the economy and attract global investment.

What Does This New Law Mean for You?

For years, property ownership for non-Saudis has been largely restricted. This new legislation is set to open up significant opportunities for international investors, developers, and even individuals looking to establish a foothold in one of the world's fastest-growing economies.

Here's a quick breakdown of what you need to know:

• When does it start? Mark your calendars! The law officially kicks in January 2026.
• Where can you buy? Initially, the focus will be on specific designated zones, with major urban centers like Riyadh and Jeddah expected to be prime locations.
• What about Mecca and Medina? As holy cities, ownership in Mecca and Medina will have unique conditions and additional regulations.
• Who's in charge of the details? The Real Estate General Authority (REGA) is currently drafting the detailed rules, including eligibility criteria and procedures. These are expected to be available for public feedback within the next six months.

Why Now? And What's Next?

This move aligns perfectly with Saudi Arabia's broader strategy to become a global economic powerhouse. By easing property ownership restrictions, the Kingdom aims to:

• Attract Foreign Direct Investment (FDI): More investment means more development, more jobs, and a stronger economy.
• Increase Real Estate Supply: Meeting the demands of a growing population and new businesses.
• Boost the Economy: Stimulating various sectors, from construction to tourism.

This isn't just about buildings; it's about building an open, dynamic, and globally connected Saudi Arabia. While the full executive regulations are still being finalized, the message is clear: Saudi Arabia is open for business, and its real estate market is poised for a significant boom.

Are you considering investing in Saudi Arabia? What are your thoughts on this groundbreaking change? Let us know in the comments below!

#SaudiRealEstate #Vision2030 #ForeignInvestment #RealEstateNews #SaudiArabia #PropertyInvestment #GlobalEconomy

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

Golden Visa Rumors Are Everywhere—Here’s What the UAE Really Says

In light of recent media reports claiming the launch of a 𝐧𝐨𝐦𝐢𝐧𝐚𝐭𝐢𝐨𝐧-𝐛𝐚𝐬𝐞𝐝 𝐔𝐀𝐄 𝐆𝐨𝐥𝐝𝐞𝐧 𝐕𝐢𝐬𝐚 𝐟𝐨𝐫 𝐈𝐧𝐝𝐢𝐚𝐧 𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥𝐬 𝐚𝐭 𝐀𝐄𝐃 𝟏𝟎𝟎,𝟎𝟎𝟎 𝐰𝐢𝐭𝐡 𝐧𝐨 𝐢𝐧𝐯𝐞𝐬𝐭𝐦𝐞𝐧𝐭 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐦𝐞𝐧𝐭, it is important to clarify that 𝐭𝐡𝐞 𝐃𝐮𝐛𝐚𝐢 𝐆𝐨𝐯𝐞𝐫𝐧𝐦𝐞𝐧𝐭 𝐡𝐚𝐬 𝐧𝐨𝐭 𝐨𝐟𝐟𝐢𝐜𝐢𝐚𝐥𝐥𝐲 𝐥𝐚𝐮𝐧𝐜𝐡𝐞𝐝 𝐨𝐫 𝐞𝐧𝐝𝐨𝐫𝐬𝐞𝐝 𝐬𝐮𝐜𝐡 𝐚 𝐩𝐫𝐨𝐠𝐫𝐚𝐦.

While several prominent outlets quoted this development, including details of a simplified application process through authorized agencies, 𝐨𝐟𝐟𝐢𝐜𝐢𝐚𝐥 𝐬𝐨𝐮𝐫𝐜𝐞𝐬 𝐡𝐚𝐯𝐞 𝐬𝐢𝐧𝐜𝐞 𝐜𝐥𝐚𝐫𝐢𝐟𝐢𝐞𝐝 𝐭𝐡𝐚𝐭 𝐭𝐡𝐢𝐬 𝐢𝐬 𝐧𝐨𝐭 𝐚 𝐃𝐮𝐛𝐚𝐢-𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐢𝐧𝐢𝐭𝐢𝐚𝐭𝐢𝐯𝐞. 𝐑𝐚𝐭𝐡𝐞𝐫, 𝐢𝐭 𝐚𝐩𝐩𝐞𝐚𝐫𝐬 𝐭𝐨 𝐛𝐞 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐚 𝐟𝐞𝐝𝐞𝐫𝐚𝐥-𝐥𝐞𝐯𝐞𝐥 𝐩𝐢𝐥𝐨𝐭 𝐬𝐜𝐡𝐞𝐦𝐞 under review, with 𝐈𝐧𝐝𝐢𝐚 𝐚𝐧𝐝 𝐁𝐚𝐧𝐠𝐥𝐚𝐝𝐞𝐬𝐡 𝐢𝐧𝐜𝐥𝐮𝐝𝐞𝐝 𝐢𝐧 𝐭𝐡𝐞 𝐢𝐧𝐢𝐭𝐢𝐚𝐥 𝐭𝐞𝐬𝐭 𝐩𝐡𝐚𝐬𝐞.

𝐆𝐨𝐥𝐝𝐞𝐧 𝐕𝐢𝐬𝐚 𝐑𝐮𝐦𝐨𝐫𝐬: 𝐎𝐟𝐟𝐢𝐜𝐢𝐚𝐥𝐥𝐲 𝐃𝐞𝐛𝐮𝐧𝐤𝐞𝐝 𝐓𝐡𝐞 𝐔𝐀𝐄 𝐠𝐨𝐯𝐞𝐫𝐧𝐦𝐞𝐧𝐭 𝐡𝐚𝐬 𝐬𝐩𝐨𝐤𝐞𝐧—𝐚𝐧𝐝 𝐢𝐭’𝐬 𝐭𝐢𝐦𝐞 𝐰𝐞 𝐚𝐥𝐥 𝐥𝐢𝐬𝐭𝐞𝐧. 𝐇𝐞𝐫𝐞’𝐬 𝐭𝐡𝐞 𝐨𝐟𝐟𝐢𝐜𝐢𝐚𝐥 𝐧𝐨𝐭𝐞 𝐭𝐡𝐚𝐭 𝐜𝐥𝐚𝐫𝐢𝐟𝐢𝐞𝐬 𝐰𝐡𝐚𝐭’𝐬 𝐫𝐞𝐚𝐥, 𝐰𝐡𝐚𝐭’𝐬 𝐧𝐨𝐭. 𝐋𝐞𝐭’𝐬 𝐤𝐞𝐞𝐩 𝐨𝐮𝐫 𝐧𝐞𝐭𝐰𝐨𝐫𝐤𝐬 𝐢𝐧𝐟𝐨𝐫𝐦𝐞𝐝 𝐚𝐧𝐝 𝐩𝐫𝐨𝐭𝐞𝐜𝐭𝐞𝐝.

𝐖𝐡𝐚𝐭’𝐬 𝐀𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐇𝐚𝐩𝐩𝐞𝐧𝐢𝐧𝐠: A federal UAE initiative is exploring nomination-based Golden Visas for select nationalities. https://lnkd.in/d5Vc3f7q

• The AED 100,000 fee is accurate, but approval is not guaranteed—it is subject to nomination and background checks.
• No investment is required, but self-nomination is not permitted. Applications must go through authorized partners.
• The Dubai Government has not issued any official statement confirming its involvement in this scheme.

🚫 What Needs Correction:

• The claim that Dubai has launched a Golden Visa for Indians at AED 100,000 is inaccurate.
• The program is not open to the public at large and is not yet a formal immigration pathway.

As professionals and advisors, we must ensure that information shared within our networks is accurate, verified, and responsibly interpreted. While the initiative signals a progressive shift in UAE residency policy, clarity and caution are essential, especially when it involves immigration and legal commitments.

Let’s continue to foster transparency and informed dialogue in our community.

  #DubaiGoldenVisa, #UAEVisaUpdate,  #GoldenVisaFacts  #UAEBusiness, #DubaiNews

⚠️ Disclaimer: This post is f

or general informational purposes only and not legal advice. For specific guidance, please consult a UAE legal professional.

𝐔𝐀𝐄 𝐋𝐚𝐮𝐧𝐜𝐡𝐞𝐬 𝐍𝐨𝐦𝐢𝐧𝐚𝐭𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐆𝐨𝐥𝐝𝐞𝐧 𝐕𝐢𝐬𝐚 𝐟𝐨𝐫 𝐈𝐧𝐝𝐢𝐚𝐧𝐬 𝐚𝐭 𝐀𝐄𝐃 𝟏𝟎𝟎,𝟎𝟎𝟎 — 𝐍𝐨 𝐈𝐧𝐯𝐞𝐬𝐭𝐦𝐞𝐧𝐭 𝐍𝐞𝐞𝐝𝐞𝐝

In a landmark shift from investment-heavy residency models, the UAE has unveiled a nomination-based Golden Visa exclusively for Indian citizens, offering 𝐥𝐢𝐟𝐞𝐭𝐢𝐦𝐞 𝐫𝐞𝐬𝐢𝐝𝐞𝐧𝐜𝐲 𝐟𝐨𝐫 𝐚 𝐨𝐧𝐞-𝐭𝐢𝐦𝐞 𝐟𝐞𝐞 𝐨𝐟 𝐀𝐄𝐃 𝟏𝟎𝟎,𝟎𝟎𝟎 (approximately ₹23.3 lakh). This initiative marks a strategic pivot toward talent attraction and deeper bilateral ties under the 𝐈𝐧𝐝𝐢𝐚-𝐔𝐀𝐄 𝐂𝐄𝐏𝐀 𝐟𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤.

https://lnkd.in/dAfBwhFE

• 𝐖𝐡𝐚𝐭’𝐬 𝐍𝐞𝐰?
•           𝐍𝐨 𝐈𝐧𝐯𝐞𝐬𝐭𝐦𝐞𝐧𝐭 𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐝: Unlike the previous AED 2 million (₹4.66 crore) property investment requirement, this visa is not tied to real estate or business ownership.
• Nomination-Based: Applicants are selected based on professional merit, societal contributions, or potential value to UAE sectors such as:
• Culture & Creative Industries
• Science & Innovation
• Trade & Finance
• Startups & Entrepreneurship
• Lifetime Residency: The visa offers permanent residency, unaffected by asset sales or employment changes.

🌍 Pilot Phase: India & Bangladesh First

• Over 5,000 Indian applicants are expected in the first three months.
• The program will expand to other CEPA partner countries, including China, in later phases.

👥 Who Can Apply?

Eligible categories include:

• Healthcare professionals (nurses, doctors)
• Educators (teachers, principals, university faculty)
• Content creators (YouTubers, podcasters, digital influencers)
• E-sports professionals
• Maritime executives & yacht owners
• Other professionals with demonstrable value to UAE’s growth

🛂 Application Process

• Managed by: Rayad Group in partnership with VFS Global and One Vasco centers in India and Bangladesh.
• Submission Channels:
• Rayad Group’s online portal
• Call centers and physical centers
• Dubai applicants may also apply via the GDRFA, ICP website, or mobile app
• Vetting Includes:
• AML and criminal background checks
• Social media screening
• Evaluation of potential contributions to UAE

🎁 Key Benefits

Benefit	Details
Residency	Lifetime, with 5–10 year renewable validity
Family Sponsorship	Spouse, children (including adults), parents, unlimited domestic staff
No Local Sponsor Needed	Full independence from Emirati sponsorship
Global Flexibility	Stay outside UAE >6 months without losing residency
Work & Business Freedom	Engage in any professional or entrepreneurial activity
Esaad Privilege Card	Discounts at 7,000+ UAE businesses and in 92 countries
Healthcare Access	Access to the UAE’s healthcare system with potential discounts

 Strategic Significance

This initiative reflects the UAE’s intent to:

• Attract global talent beyond traditional investors
• Strengthen economic and cultural ties with India
• Diversify its residency base with professionals, creatives, and innovators

As the UAE redefines residency through merit and contribution, this Golden Visa opens doors for Indian professionals to live, work, and thrive in one of the world’s most dynamic economies, without the burden of capital investment.

 

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