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Employment and Labor Law in Dubai, United Arab Emirates, is mainly regulated by Federal Law No. 8 of 1980 ("UAE Labor Law"). This law provides protections and rights to employees while also setting obligations for the employers. It covers various aspects such as wages, working hours, leave entitlements, termination of contracts, and safety measures.
You may need a lawyer to understand your rights and obligations in different scenarios like contract termination, redundancy, unpaid wages, benefits disputes, or issues related to work injury. A lawyer can provide guidance and advice to handle these situations and ensure you are treated fairly as per the UAE Labor Law. If you're an employer, a lawyer can assist you in adhering to the legal obligations and minimize potential conflicts or lawsuits.
In Dubai, employment is governed by the UAE Labor Law and certain free zone regulations, depending on where the business is situated. Major aspects include a maximum of 48 hours per week working limit, provision of annual leave, sick leave, and other leave entitlements. The law also entails the rights of workers to a safe work environment and addresses issues like discrimination and harassment. Termination provisions are well-delineated, ensuring the rights of both parties are respected. An end-of-service gratuity is another key feature that employers are obligated to provide upon the termination of employment.
The standard working hours for most employees are 8 hours per day or 48 hours per week. During Ramadan, the working hours are reduced by two hours per day.
The UAE Labor Law provides for a minimum annual leave of 30 days after the completion of one year of service.
Both the employer and employee can terminate the employment contract, provided the terms set out in the contract or the UAE Labor Law are followed, including the notice period and the payment of any due end-of-service benefits.
If the employer does not pay wages within 10 days of the due date, the employee can file a complaint against the employer with the Ministry of Labour. Severe penalties can be handed to the employer in case of delay in wage payments. An employment ban may also be imposed on the employer.
End-of-service gratuity is a compensation provided by the employer to the employee who has completed one year or more in continuous service. It's calculated based on the last drawn salary and the period of service.
The Ministry of Human Resources and Emiratisation (MOHRE) is a valuable resource for queries related to employment and labor law. They offer guidance and also handle complaints. The Dubai International Financial Centre (DIFC) and other free zones also have their own written labor laws.
If you find yourself needing legal assistance in employment and labor-related matters, consider hiring an experienced lawyer who understands the local laws and regulations. Check for their reputation and ensure they are authorized to practice in Dubai. Be prepared to share all relevant information and documents to assist your consultant in understanding the situation better and providing beneficial advice.
