New UAE Labour laws have recently been announced by the President of the United Arab Emirates, Sheik Khalifa bin Zayed Al Nahyan, marking a significant milestone in safeguarding the rights of employees within the private sector. These comprehensive changes, unveiled on Monday, encompass various aspects such as maternity and paternity leave, employment of minors, workplace discrimination, and equal pay, among others, reflecting a commitment to fostering a fair and competitive working environment.
Dr. Abdulrahman Al Awar, UAE Minister of Human Resources and Emiratization, highlighted during a media briefing that these reforms are integral to the government's vision of establishing a dynamic and competitive workplace as the UAE embarks on its journey towards its next 50 years. The objective is to create an environment conducive to attracting global talent while enhancing the skills and capabilities of the workforce, thereby providing a stimulating and appealing workplace for employers.
One of the pivotal changes introduced is the incorporation of new employment models under the Labour law, including part-time work, temporary employment, and flexible work arrangements. These models encompass various arrangements such as outsourcing, compressed working weeks, job sharing, and freelance work, providing both employees and employers with greater flexibility and agility in their work arrangements.
Moreover, the new legislation prohibits employers from retaining employees' original documents and mandates that workers should not be coerced into leaving the country upon the completion of their employment term. Additionally, the burden of recruitment and employment costs rests solely on the employer, with no direct or indirect cost recovery from the employee.
In terms of leave entitlements, employees are granted a day off with the possibility of extending weekly rest days at the discretion of the company. Furthermore, provisions for compassionate leave, maternity leave, and parental leave have been enhanced, ensuring adequate support for employees during significant life events.
The updated Labour law also addresses the employment of minors, imposing restrictions on working hours, mandatory breaks, and prohibiting involvement in hazardous tasks that may endanger their well-being.
Regarding overtime regulations, the law stipulates limits on consecutive working hours without adequate breaks and mandates appropriate compensation for overtime work, with additional provisions for work conducted between specified hours.
Furthermore, termination procedures have been refined, requiring employers to provide written notice during probation periods and prohibiting any form of coercion or intimidation tactics against employees.
The amended legislation also underscores the importance of fostering a respectful and inclusive workplace culture, prohibiting harassment, bullying, and discrimination based on various factors such as gender, race, religion, or disability. Moreover, it emphasizes gender equality, ensuring that women receive equal pay for work of equal value.
In alignment with HR and payroll services, these legislative changes necessitate adjustments in policies and procedures to ensure compliance and to effectively manage employee relations, recruitment, leave management, and payroll processing. HR professionals play a critical role in implementing these changes seamlessly while upholding employee rights and promoting a conducive work environment.
In conclusion, the recent amendments to the UAE Labour laws represent a significant step towards enhancing employee rights and establishing a fair and progressive working environment. These changes underscore the government's commitment to promoting economic growth and fostering a competitive business landscape while prioritizing the well-being and rights of the workforce.
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