UAE New Labour Law 2022 PDF

UAE New Labour Law 2022 PDF Download

UAE New Labour Law 2022 PDF Download for free using the direct download link given at the bottom of this article.

UAE New Labour Law 2022 PDF Details
UAE New Labour Law 2022
PDF Name UAE New Labour Law 2022 PDF
No. of Pages 9
PDF Size 0.14 MB
Language English
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UAE New Labour Law 2022

Here in this article, we have brought for you UAE New Labour Law 2022 PDF. From Wednesday, February 2, 2022, Federal Decree-Law No. 33 of 2021 regarding the Regulation of Labor Relations shall apply to all establishments, employers, and workers in the private sector in the country, under Federal Law No. 8 1980 for the Regulation of Labor Relations. relationship ends.

His Excellency Dr. Abdul Rahman Al Awar, Minister of Human Resources and Emirates, said that the new law strengthens the UAE labor market’s position as one of the most prominent and important global labor markets that offer flexibility, efficiency, ease of work, and balanced approach. Attracting competencies, expertise, and skills while protecting and guaranteeing the rights of both parties to the employment relationship.

UAE New Labour Law 2022 PDF – Highlights

He said that the new law provides a number of options for employers and employees to determine the form and model of the contractual employment relationship as desired by both parties, specifically considering the existence of 12 types of work permits and 6 types of work models. Seeing it. that establish a contractual employment relationship.

His Excellency pointed out that the implementation rules of the Decree-Law recently approved by the Council of Ministers set out the conditions and controls of the work model and the obligations arising for each employer and employee in the interest of each type and both parties.

The New UAE Labor Law: Implications for Employers

The new law and the rules for its implementation, which come into force from tomorrow (Wednesday), allow the awarding of employment contracts under six different models, including the full-time model, i.e. employment with one employer for full daily working hours. Is. Another model is part-time employment, where you work for one or more employers for fixed working hours or working days. The third model is temporary work, i.e. work that requires a certain period of time due to the nature of performance or which focuses on a job in itself and ends on its completion. The model also includes flexible work, i.e. work in which working hours or days are changed according to the employer’s workload and operational and business needs. An employee can work for an employer under a flexible work arrangement depending on the working conditions and requirements.

New working models also include remote work, where all or part of the work is done outside the workplace rather than being physically present, whether part-time or full-time and job-sharing models where tasks and duties are shared between multiple workers. are divided to complete the tasks already approved. This is reflected in the amount of salary due to each of them so that it is proportional. Such workers are treated according to the rules for part-time work.

A self-employment permit is issued to persons who wish to freely engage in self-employment in the country without being sponsored by a specific institution or employer and without the need of a valid (by virtue of) employment contract through which the person shall earn direct income by offering his services for a specified period or by performing a work or by rendering a specified service, whether to persons or entities, in which case such natural The person is in no way an employee of such persons or entities.

New UAE Labour Law coming into force on 2 February 2022

The Ministry of Human Resources and Emirates (“MoHRE”) has announced changes to the UAE’s labor laws. The new UAE labor law (Federal Decree-Law No. 33 of 2021) (“New Law”), which will come into force from February 2, 2022 (“effective date”), seeks to address changes in the working environment. UAE ES Labor relations with international best practices, and recognizing the need for unusual and/or flexible work structures. The new law will replace Federal Law No. 8 of 1980, as amended (“the current law”) in its entirety, and is the most significant amendment to UAE labor law since the current law came into force.

Flexible working arrangements

The new law explicitly recognizes a flexible work arrangement as a type of employment relationship that the parties can agree to.

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Under prior labor law, supervisors and managers were exempt from overtime. The new law is silent on this exemption. It is expected that upcoming executive regulations from the Ministry of Human Resources and Emirates (MHRE) will detail how and if the exemptions under the new labor law will be enforced.

Rest days

Under the new law, employers are not required to apply a rest day on Friday. This can be any day of the week by agreement of the parties.

Salary payment currency

Employers may pay employees’ wages in any currency agreed upon by the parties to the employment contract. It is expected that upcoming executive rules will provide further details on how this provision works in practice for employers who are required to pay employees through the current Wage Protection System (WPS) under the new law.

Annual leave rollover

Under the new law, employees must use their annual leave in the same calendar year, unless otherwise agreed by the parties. The new law does not provide details on how to handle unused leave (that is, whether it can be considered forfeited). It is expected that the upcoming Executive Rules of MHRE will provide further information on this issue. Employees are only entitled to pay in lieu of unused leave on termination of employment calculated on the basis of an employee’s basic pay.

Maternity leave, parental leave, and additional leave

The new law increases the eligibility for maternity leave to sixty calendar days; The first forty-five days are paid in full and in the remaining fifteen days half the salary is paid. The new law prohibits employers from reducing an employee’s maternity pay in case an employee has not completed a full year of employment at the time of availing maternity leave. Employees are now entitled to maternity leave and pay in situations where the employee miscarried after six months of carrying, has a stillbirth or experiences the death of an infant after the birth. Employees who give birth to disabled or sick children whose health conditions require a “continuous companion [ship]” are entitled to an additional thirty calendar days of maternity leave (with full pay), which may be extended by an additional thirty days (unpaid) may be extended further.

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