TECH EVENTS OF 2025
The Digital Transformation Conference on May 20, 2025, in NYC will focus on digital innovation, featuring industry leaders, networking, and emerging trends. Credit : PINTEREST
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Originally a royal hunting reserve, it's now a protected UNESCO World Heritage Site, rich in wetlands, forests, and grasslands. This is famous for over 370 species, especially migratory birds like the Siberian Crane. Credit : PINTEREST
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More people are choosing plant-based meals for health, the environment, or just to feel better. They are quick, simple, and tasty. Credit : PINTEREST
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Labradoodle, a cross between a Labrador and a Poodle, sheds minimally. Their energetic and friendly nature makes them well-suited with active Indian families. Credit : PEXELS
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Time of India
a day ago
- Time of India
Posting without license? Influencers in UAE risk Dh1 million fine: Here's what you need to know
Influencers earning from content in the UAE must get business licenses or risk fines up to Dh1 million/ Image :Pexels A major update to media regulation in the UAE has officially come into force, requiring all social media influencers and content creators engaged in commercial activities to obtain a business license before applying for a media license from the UAE Media Council. This shift is part of the broader Media Regulation Law, implemented on May 29, 2025, by the UAE Media Council, marking a significant development in the country's evolving digital media landscape. The regulation is aimed at fostering ethical, high-quality online content, while safeguarding societal norms and ensuring public trust. Previously, influencers and creators were only required to obtain a media license. The new regulation now mandates a business license first, reflecting the UAE's commitment to more structured oversight of online commercial activity. Purpose and Vision Behind the Law The policy is part of the UAE's Digital Participation Policy, designed to promote constructive engagement on social media while ensuring compliance with local laws and values. It gives the Media Council broad authority to monitor, modify, or remove digital content that violates regulations. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Giao dịch vàng CFDs với mức chênh lệch giá thấp nhất IC Markets Đăng ký Undo Speaking at a recent press conference in Dubai, Maitha Al Suwaidi, CEO of Strategy and Media Policies Sector at the UAE Media Council, emphasized the broader vision behind the law. 'This road map reflects our deep understanding of the challenges and opportunities presented by new media. It is designed to foster a flexible, contemporary environment that aligns with global media trends while safeguarding the UAE's core values,' she said. She also noted that the primary goals of the new licensing system are to build public trust, protect audiences, and elevate the quality of online content. Fee Exemptions to Support Content Creators In a supportive move aimed at easing the transition, the UAE Media Council has waived all permit fees for a period of three years for influencers and content creators applying under the new system. According to Maitha Al Suwaidi: 'To support content creators, the Council is offering a three-year exemption from permit fees, providing a financial cushion for influencers to adapt to the new regulations.' This approach reflects an understanding of the financial and logistical challenges that many independent creators face, particularly those who are just beginning to commercialize their platforms. Strict Penalties for Non-Compliance The updated Media Regulation Law also introduces stringent penalties for violations. Offenders may face fines of up to Dh1 million, with the severity of the penalty based on the frequency and gravity of the offense. The UAE Media Council retains full authority to delete or modify any content that contravenes the guidelines set forth in the new law, including posts that may be deemed defamatory, offensive, or otherwise disruptive to social harmony. What Influencers and Creators Need to Know Here's a breakdown of what's now required under the new law: Licensing Steps: Obtain a business license — mandatory for any influencer or creator earning through content. Apply for a media license — from the UAE Media Council after the business license is secured. Key Features: Three-year exemption from media license fees to ease the financial burden. Regulatory oversight of content for quality and social compliance. Authority to remove or amend content violating the law. Penalties: Fines up to Dh1 million for violations. Escalating penalties based on the severity and recurrence of offenses. Broader Impact The UAE's updated media framework marks a defining moment in its approach to digital communication. It puts in place a modern and robust regulatory system that balances the freedom to create with responsibility and accountability, ultimately aiming to promote a safer, more credible, and culturally respectful digital environment. With the UAE emerging as a growing hub for digital talent, these regulatory developments are likely to shape influencer practices, guide content standards, and ensure that public engagement remains respectful and in line with national values.
Time of India
3 days ago
- Time of India
Know your rights: 9 paid leave every private sector worker in the UAE should be aware of
UAE labour law grants private sector workers 9 distinct types of paid leave to support work-life balance/ Image: Pexels Balancing work with personal life can be challenging, but the UAE Labour Law offers several types of paid leave to support employees during significant life events and everyday needs. Whether you're welcoming a child, recovering from illness, pursuing education, or simply needing a break, the law guarantees that you don't have to sacrifice your income. Understanding these leave entitlements is essential for all private sector workers in the UAE mainland. The law not only protects your right to time off but also sets clear rules on how and when these leaves can be taken, ensuring fairness for both employees and employers. Federal Decree Law No. 33 of 2021 clearly outlines these paid leave types, ranging from annual leave to sick leave, maternity and parental leave, public holidays, and more. This article breaks down the nine types of paid leave you're legally entitled to, along with the conditions, duration, and payment details for each. Knowing this will empower you to claim your rights confidently and plan your time off accordingly. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like 내 뱃살만 안 빠지는 이유.. "이것" 녹이니 인생 최저몸무게 달성! 남재현 체지방 다이어트 더 알아보기 Undo 1. Annual Leave Employees who have completed one year of continuous full-time service are entitled to 30 calendar days of paid annual leave. If you have worked for at least six months but less than a year, you can take annual leave at the rate of two days per month worked. The UAE Labour Law (Article 29, clause 8) explicitly states that an employer cannot keep a worker continuously employed for more than two years without granting annual leave. Part-time employees also have the right to annual leave, but the number of days is calculated proportionally based on the hours specified in their contracts. Note: Companies face legal repercussions if they fail to pay employees for annual leave. 2. Weekly Rest Days Per Article 21 of the UAE Labour Law, private sector employees are entitled to at least one full paid rest day per week. Employers may grant more rest days if they wish, but one is the minimum guaranteed by law. This rest day ensures employees have regular time off to rest and recharge during the workweek. 3. Public Holidays Article 28 guarantees employees official leave on public holidays with full pay. The UAE observes a list of public holidays, and employees must be compensated for these days without loss of pay. If an employee works during an official public holiday, the law requires compensation for working on the leave day, either through additional pay or time off. 4. Sick Leave Employees who have completed their probation period are entitled to up to 90 days of sick leave per year, which can be taken continuously or intermittently. Salary during sick leave is paid as follows: Full pay for the first 15 days Half pay for the next 30 days No pay for the remaining 45 days During the probation period, sick leave is unpaid and subject to employer approval, which must be based on a medical report issued by an authorized medical entity. Employees should attest their sick leave certificates and medical reports online to comply with procedural requirements. 5. Parental Leave (For New Parents) Private sector employees are entitled to five working days of paid parental leave. This leave can be taken by either the mother or father. The leave must be used within six months from the child's date of birth. This provision supports new parents during the critical early stages of parenthood. 6. Maternity Leave Working mothers in the UAE private sector are entitled to 60 calendar days of maternity leave. This leave includes: 45 days fully paid 15 days half paid Mothers can apply for maternity leave up to 30 days before the expected delivery date. The law also addresses maternity leave rights related to miscarriage and stillbirth, ensuring protections for women in such circumstances. 7. Study Leave Employees enrolled in higher education within the UAE can take 10 days of paid study leave each year to sit for examinations. To be eligible, employees must have completed at least two years of service with their current employer. The educational institution must be located in the UAE. 8. Bereavement Leave Bereavement or compassionate leave is granted for the death of close family members. The UAE Labour Law specifies: Five days of paid leave for the death of a spouse. Three days of paid leave for the death of a parent, child, sibling, grandchild, or grandparent. This leave allows employees time to mourn and manage family matters without financial or work pressure. 9. Sabbatical Leave (Extended Break for National Service) Emirati private sector employees are entitled to paid sabbatical leave to perform mandatory national service. Federal Law No. 6 of 2014 on National Military Service and Reserve Force, as amended, mandates that all medically fit Emirati men complete national service. This leave is granted following approval from the National and Reserve Service Committee of the UAE Armed Forces' General Command. This ensures Emirati employees can fulfill national duties without losing pay or risking their job. The UAE Labour Law's detailed leave provisions reflect the country's commitment to safeguarding employee welfare and promoting a balanced work-life environment. Employees in the private sector should be aware of these nine paid leave types to make sure their rights are respected and they receive the support needed during significant life events or personal needs.
Time of India
5 days ago
- Time of India
No more visa fee waivers: Kuwait imposes standard KD150 charge across all sectors
Photo: Pexels In a significant overhaul of its labour market framework, Kuwait has officially ended fee exemptions for work visa transfers, introducing a standard KD150 charge for each work permit issued across a wide range of sectors. The policy change was enacted under Ministerial Resolution No. 4 of 2025, announced on Thursday, June 6, by First Deputy Prime Minister and Interior Minister Sheikh Fahd Al Youssef. The move marks a major shift in Kuwait's approach to labour regulation, aimed at tightening oversight and eliminating preferential treatment for specific industries. Key repeals and new requirements At the core of the change is the repeal of Article 2 of the 2024 resolution, which had previously allowed exemptions from work permit fees for certain sectors, depending on manpower requirements approved by the Public Authority for Manpower. With the exemption lifted, all work permits issued under previously exempted categories will now incur the KD150 fee, assessed on a case-by-case basis. Additionally, Article 5 of the 2024 resolution has been abolished, removing the requirement for the Public Authority for Manpower's Board of Directors to conduct a one-year impact assessment before implementing the fee structure. This eliminates the need for any further formal review or recommendation process. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Buy Brass Idols - Handmade Brass Statues for Home & Gifting Luxeartisanship Buy Now Undo These adjustments also modify earlier provisions under Ministerial Resolution No. 3 of 2024, further streamlining the issuance and transfer of work permits and standardising related fees. Sectors now affected by the KD150 fee The newly standardised fee applies to a broad spectrum of public and private sector organisations, including: Government-owned companies Hospitals, clinics, and medical centres licensed by the Ministry of Health Private universities, colleges, and schools Foreign investors accredited by the Investment Promotion Authority Sports clubs and federations Public benefit associations, charities, endowments, labour unions, and cooperative societies Licensed agricultural operations, including hunting, livestock pens, sheep and camel grazing Commercial and investment properties Industrial facilities and small-scale industries Previously, these sectors were exempted from paying additional fees, contingent on staffing needs evaluated by the Public Authority for Manpower. A broader push for labour market standardisation The new fee structure is part of Kuwait's wider effort to unify labour regulations and eliminate inconsistencies across sectors. The KD150 fee will now apply uniformly to each work permit issued or transferred, regardless of sector or employer classification. By scrapping exemptions once granted to entities like hospitals, schools, agricultural operations, and charitable organisations, the government aims to close regulatory loopholes and ensure equal treatment in how foreign labour is managed. The repeal of Article 5, previously mandating a one-year impact study, also signals a move toward faster implementation of reforms without further delay or discretionary reviews, reinforcing a shift to more centralised and uniform oversight.
