logo
Dubai Showcases Innovation at VivaTech 2025

Dubai Showcases Innovation at VivaTech 2025

Hi Dubaia day ago

Dubai Media City and Dubai Science Park will highlight Dubai's innovation ecosystem at VivaTech 2025, Europe's premier start-up and tech event in Paris from June 11-14, showcasing advancements in sustainability, health, and creative industries to a global audience.
Representing TECOM Group PJSC, these districts will join the Dubai stand, led by the Dubai Department of Economy and Tourism, to promote the emirate's role as a hub for innovation. The event aligns with the Dubai Economic Agenda 'D33' and UAE Digital Economy Strategy, emphasizing the UAE's top ranking in the Global Innovation Index for North Africa and Western Asia.
Dubai Media City, a cornerstone of the Middle East's media landscape, supports over 4,000 businesses and 40,000 professionals, fostering creativity and collaboration. Dubai Science Park, the region's leading science hub, drives advancements in health and sustainability through specialized ecosystems and world-class infrastructure.
TECOM Group's start-up incubator, in5, will spotlight innovators like Coralytics, an AI-driven real estate marketing platform, and Suppy, offering customizable e-commerce solutions. Aire, leveraging AI and big data for real estate feasibility studies, will also be featured. Since 2013, in5 has nurtured over 1,000 start-ups, raising AED 7.8 billion in funding.
VivaTech 2025 provides a platform for Dubai to showcase its thriving innovation landscape, attract global talent, and reinforce its position as a leader in technology and creative industries, driving economic growth and global collaboration.
News Source: Emirates News Agency

Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

Dubai to reinforce collaborative approach to its tourism growth
Dubai to reinforce collaborative approach to its tourism growth

Gulf Today

time35 minutes ago

  • Gulf Today

Dubai to reinforce collaborative approach to its tourism growth

The Dubai Department of Economy and Tourism (DET) hosted its first City Briefing of 2025, a key bi-annual stakeholder engagement platform that further reinforces Dubai's collaborative approach to tourism growth. Held at the Coca-Cola Arena, the briefing brought together more than 1,300 industry leaders and professionals from across the hospitality, aviation, retail and F&B sectors, along with representatives from government entities. Reflecting the UAE Year of Community's focus on building a connected society grounded in belonging and shared purpose, the briefing highlighted the critical role that partners across the public and private sectors are playing in Dubai's continued tourism performance. The event was more interactive than ever, with stakeholders providing insights and expertise that is poised to feed into DET's strategy and initiatives going forward, and further elevate the city's appeal to global leisure and business audiences. In the presence of Helal Saeed Almarri, Director-General of DET, the latest edition provided a comprehensive update on the city's tourism performance, campaigns, festivals and events, and strategic priorities for the year ahead. Issam Kazim, CEO of Dubai Corporation for Tourism and Commerce Marketing (DCTCM), said, 'Building on yet another record-breaking performance in 2024, the exceptional results achieved by the industry so far in 2025 is a testament to the resilience and steadfast support of our stakeholders and partners.' He added, 'In advancing the goals of the Dubai Economic Agenda, D33, our focus remains on strengthening the spirit of partnerships, embracing innovation, and creating future-ready experiences that enhance Dubai's position as the world's best city to visit, live and work in. 'As we look ahead to the second half of this year and beyond, we will harness the key elements that have driven the industry's steady growth - a robust and diversified market strategy, a solid collaboration model between the government and private sectors, and global campaigns showcasing the ever-evolving diverse destination offering.' Ahmed Al Khaja, CEO of Dubai Festivals and Retail Establishment (DFRE), said, 'Dubai's vibrant calendar of festivals and events reflects our city's bold vision and boundless ambition - a testament to our commitment to innovation, excellence, and global leadership. These world-class experiences are not only a key driver of visitation but also vital to nurturing the pillars of our economy, from retail and hospitality to aviation and business events.' Key industry updates included Dubai welcoming 7.15 million international overnight visitors between January and April 2025, a 7 per cent YoY increase. This builds on the 18.72 million people who visited in 2024, the second consecutive year of record-setting growth for the city. The event highlighted key initiatives that reinforce Dubai's contribution to community, accessibility and sustainability. Central to these efforts is the city's achievement in becoming the first Certified Autism Destination in the Eastern Hemisphere. Under DET's leadership, in collaboration with the International Board of Credentialing and Continuing Education Standards (IBCCES), the initiative has already trained more than 70,000 individuals through the Dubai College of Tourism's autism and sensory awareness course. Meanwhile, over 300 hotels have actively engaged in the certification process to deliver accessible experiences to all visitors. Another significant project that was highlighted at the event was the launch of the 'MyDubai Communities' digital platform in April. It is designed to strengthen community bonds and promote the values of tolerance and coexistence, offering access to more than 100 interest-based communities. During the City Briefing, the new 'Dubai. That's How You Summer' campaign was presented, promoted across various media channels and told through the stories of a wide range of advocates. The campaign positions Dubai as a must-visit summer destination. Another major global campaign launched by DET in 2025 was 'Find Your Story', starring Millie Bobby Brown and Jake Bongiovi. In the captivating brand film, the story reveals the exciting adventures that travellers can enjoy in the city, even during a brief stopover, and highlights Dubai's desert landscapes and futuristic architecture. The return of Dubai Summer Surprises (DSS) - the city's much-anticipated summer festival - was announced at the briefing. Taking place from 27th June to 31st August 2025, DSS will deliver a vibrant calendar of sales, prize draws, entertainment and cultural experiences for residents and visitors of all ages. This year's DSS will also be structured into three retail periods - Summer Holiday Offers, The Great Summer Sale, and Back to School - to drive consumer engagement and maintain momentum. WAM

The UAE Media Law Update Everyone's Talking About
The UAE Media Law Update Everyone's Talking About

TECHx

time4 hours ago

  • TECHx

The UAE Media Law Update Everyone's Talking About

Home » Editor's pick » The UAE Media Law Update Everyone's Talking About New UAE Media laws introduce fines up to AED 1M for unlicensed content. Learn how to stay compliant with publishing, podcasting, and media rules. If you're in media, publishing, or content creation in the UAE, this is big. The UAE has rolled out a new framework that brings sharper clarity to what's allowed in media, and what isn't. From hefty fines to stricter licensing, these updates are reshaping the way media works across the Emirates. Let's break it down. Why This Matters With digital content growing fast, the UAE is pushing for more responsible media practices. The goal? Clear rules. Smarter regulation. And a media space that reflects national values while supporting creativity. Two new Cabinet Decisions, No. 41 and No. 42 of 2025, introduce detailed penalties and updated licensing structures for everyone in the media game. This includes individuals, institutions, and digital platforms, even those in free zones. The Big One: Content Penalties (Table No. 2) This is where things get serious. For the first time, violations are sorted into 20 categories across four severity levels, First Degree (least serious) to Fourth Degree (most severe). Fines range from AED 5,000 to AED 1,000,000. Here's what could land you in trouble: Disrespecting religious values (including Islam and other faiths): AED 100,000 to AED 1,000,000 Offending UAE leadership or national symbols: AED 50,000 to AED 500,000 Publishing content harmful to foreign relations: AED 30,000 to AED 250,000 Promoting sectarianism, terrorism, or violence: AED 100,000 to AED 500,000 Sharing fake, misleading, or immoral content: AED 10,000 to AED 100,000 Violating privacy or children's rights: AED 5,000 to AED 100,000 Ignoring age ratings or national identity standards: AED 5,000 to AED 100,000 Each case will be assessed based on its impact, media, economic, political, and social. Who Decides the Fine? A new body called the Committee for Violations of Media Content Standards will handle that. Made up of 3 to 7 media experts, the committee will decide the penalties based on severity and societal impact. They'll evaluate violations and match them to the right category and fine. Media Licenses Just Got Stricter Alongside content rules, Cabinet Decision No. 41 of 2025 and Table No. 1 of Decision No. 42 outline new rules for media activity licensing. From podcasts and electronic publishing to video production, every media activity now has: Clear license types Specified fees Administrative fines for non-compliance Operating without a license? You're looking at a minimum fine of AED 5,000. Repeat violations will cost more. Can You Appeal a Fine? Yes. If you've been penalized, you can file a grievance within 15 days. A response must be given within another 15 days from your submission date. This adds a layer of fairness and gives professionals a chance to explain or challenge decisions. What This Means for UAE Media These decisions mark a major moment for UAE Media. The new rules bring structure, transparency, and accountability to a fast-evolving industry. Whether you're a journalist, vlogger, podcaster, or running a digital platform, compliance is no longer optional. These updates ensure that freedom of expression and cultural responsibility can grow side by side. Media professionals now have clearer expectations and stronger guidance on what's acceptable, and what's not. Final Thought The UAE is moving toward a more ethical, secure, and future-ready media ecosystem. With clearer laws and better oversight, media professionals are now better equipped to create responsibly, without crossing red lines. Stay updated. Stay licensed. Stay compliant.

Hiring in Dubai: Labour Laws and Best Practices in 2025
Hiring in Dubai: Labour Laws and Best Practices in 2025

Hi Dubai

time9 hours ago

  • Hi Dubai

Hiring in Dubai: Labour Laws and Best Practices in 2025

Dubai's skyline sparkles with ambition, and its workforce mirrors that energy. As a global hub for business, innovation and talent, the city attracts companies and professionals from every corner of the world. In 2025, hiring in Dubai is about navigating a dynamic legal landscape, embracing cultural diversity and aligning with the UAE's vision for a sustainable, inclusive economy. For business owners, HR managers and startups, understanding the updated UAE Labour Law and adopting smart HR practices is critical to thriving in this competitive market. The stakes are high: compliance ensures smooth operations, while strategic hiring builds teams that drive growth. Recent reforms, particularly Federal Decree Law No. 33 of 2021 and its 2024 amendments, have reshaped the employment scene. From mandatory fixed-term contracts to stricter Emiratisation quotas, the rules are evolving fast. Add to that Dubai's unique position as a magnet for expatriates (who make up over 88% of the population) and its push for local talent through programs like Nafis, and you've got a hiring environment that demands both precision and creativity. Dive into the essentials of hiring in Dubai in 2025, offering clear guidance for businesses and residents alike. Whether you're a startup in a free zone or an established firm on the mainland, here's how to hire smart, stay compliant and build a team that reflects Dubai's global spirit. Key UAE Labour Laws to Know The UAE Labour Law, anchored by Federal Decree Law No. 33 of 2021 and amended by Federal Decree Law No. 9 of 2024, governs private-sector employment across the UAE, including Dubai. These laws apply to both UAE nationals and expatriates, with exceptions for federal employees, armed forces and domestic workers. Staying compliant is non-negotiable, as violations can lead to fines ranging from AED 50,000 to AED 200,000. Here's what businesses need to know. Recent Updates The 2024 amendments, effective from August 31, 2024, refine the 2021 law to align with international standards. Key changes include stricter anti-discrimination measures, enhanced maternity leave (60 days paid, plus 45 days unpaid for pregnancy-related illness), and mandatory enrollment in government-approved savings plans like the DEWS scheme, replacing traditional end-of-service gratuity for some employees. The law also caps working hours at 48 per week (40 in Dubai's private sector) and mandates overtime pay at 1.25 times the regular rate. Employment Contract Rules Unlimited contracts are history. All employment contracts must now be fixed-term, typically lasting two to three years and renewable. Probation periods are capped at six months, with a 14-day notice required for termination during this period. Notice periods post-probation range from 30 to 90 days, depending on the contract. All contracts must use Ministry of Human Resources and Emiratisation (MoHRE) templates, available in Arabic and English, and be registered digitally by Q3 2025. Work Models The law now supports diverse work arrangements: full-time, part-time, freelance, temporary and flexible. Part-time and flexible models are gaining traction, especially for remote work, but employers must clearly define terms in contracts to avoid misclassification. Freelance permits allow self-sponsored foreigners to work without a traditional employment contract, ideal for project-based roles. Emiratisation Quotas The UAE's Emiratisation push requires private-sector companies with 50 or more employees to achieve a 2% annual increase in UAE national hires, reaching 10% by 2026. Smaller firms (20-49 employees) in sectors like IT and real estate must hire at least two Emiratis by 2025. Non-compliance triggers monthly fines of AED 6,000 per unfilled position. Compliance Issues Common pitfalls include failing to register employees with MoHRE, neglecting the Wages Protection System (WPS) for timely salary payments and ignoring health and safety standards. Employers must also avoid fictitious Emiratisation practices, such as falsifying data to meet quotas, which can lead to fines and repayment of government incentives. Hiring Emiratis: What Businesses Need to Do Emiratisation is a cornerstone of the UAE's Vision 2021 and 2030, aiming to integrate 75,000 UAE nationals into the private sector by 2026. For Dubai businesses, this is an opportunity to tap into local talent and align with national goals. Companies with 50 or more employees must hire one Emirati for every 50 skilled workers, increasing annually. By 2025, firms with 20-49 employees in 14 key sectors must employ two Emiratis. MoHRE's Tawteen Gate system reserves 160 senior job titles for UAE nationals, blocking new expatriate permits for these roles. Free zones like DIFC are exempt, but mainland businesses face strict oversight. The Nafis programme, launched in 2021, supports Emiratisation through training, job placement and financial incentives. Employers who meet quotas gain priority in government tenders, while non-compliant firms face penalties. Nafis also offers a recruitment portal to connect businesses with Emirati job seekers, though its use is voluntary. To integrate Emiratis effectively, offer competitive salaries (matching expatriate counterparts), provide mentorship and invest in training aligned with Nafis initiatives. Highlight career growth opportunities to attract young Emiratis, as 70% of UAE employers now prioritize local talent. Regular diversity training ensures Emiratis feel valued in multicultural teams. With expats comprising 88% of Dubai's workforce, hiring international talent is a core business strategy. However, the process involves navigating visas, permits and mandatory benefits. Work Visa Process To hire expatriates, employers need an establishment card from MoHRE and must sponsor work permits. The process involves: Obtaining MoHRE approval for a job offer. Securing an entry permit from the General Directorate of Residency and Foreigners Affairs (GDRFA). Arranging a medical fitness test and Emirates ID for the employee. Standard work visas last two to three years. The Golden Visa (for high-skill professionals) and Green Visa (for self-sponsored workers) offer longer-term options but require specific qualifications. Free zones like Dubai Multi Commodities Centre offer benefits like 100% foreign ownership and tax exemptions, but employment laws align with federal standards. Mainland companies face stricter Emiratisation rules but have broader market access. Both require MoHRE-approved contracts. Remote work is permitted, but contracts must specify terms like hours and deliverables. Cross-border hiring requires compliance with UAE immigration laws, and employers must clarify tax obligations for remote workers abroad. Employers must provide health insurance for expatriates (mandatory in Dubai) and often include housing allowances, negotiated during hiring. End-of-service gratuity (21 days' basic salary per year for the first five years, 30 days thereafter) is standard for employees with over one year of service, unless enrolled in DEWS. Best Practices for Hiring the Right Talent in Dubai Attracting top talent in Dubai's competitive market requires strategy and compliance. Here are five best practices: Build a Strong Employer Brand: Showcase your company's values, growth opportunities and commitment to diversity. Highlight Dubai's tax-free lifestyle and vibrant culture on platforms like LinkedIn. Leverage Multiple Channels: Post jobs on MoHRE's portal, LinkedIn and local agencies like Bayt or GulfTalent. Attend career fairs to connect with Emirati and expat candidates. Craft Compliant Job Offers: Ensure offers align with MoHRE templates, detailing salary, benefits and job scope. Avoid vague terms to prevent disputes. Conduct Legal Background Checks: Verify qualifications and references, but respect UAE data protection laws. Skill assessments must be role-relevant and non-discriminatory. Prioritize Onboarding: Provide cultural orientation and clear role expectations to help new hires integrate, especially in diverse teams. HR Contracts & Documentation: What Must Be in Place Proper documentation is the backbone of compliant hiring in Dubai. Mandatory Contract Elements MoHRE requires contracts to include job title, salary, benefits, work hours and notice periods. Contracts must be bilingual (Arabic and English), with the Arabic version legally binding in disputes. Offer Letters and Agreements Offer letters should mirror contract terms and be registered with MoHRE. Non-disclosure agreements (NDAs) and intellectual property (IP) clauses are common but must comply with UAE law, limiting non-compete clauses to two years. Digital HR MoHRE's digital platform supports e-signatures for contracts, streamlining registration. Use approved systems to ensure legal validity and avoid fines for non-compliance. Probation, Termination & Grievances: Avoiding Common Pitfalls Navigating probation, termination and disputes requires precision to avoid legal trouble. Probation Period The six-month probation period allows employers to assess fit, with a 14-day notice for termination. Employees switching jobs during probation must give 30 days' notice, and new employers may need to compensate for recruitment costs. Termination Rules Termination requires 30-90 days' notice, except for gross misconduct (e.g., fraud), where no notice is needed. Gratuity is paid regardless of termination reason, calculated on basic salary. Employees can file complaints with MoHRE within 30 days of termination. Handling Disputes MoHRE mediates disputes for claims up to AED 50,000, with appeals to the Court of First Instance. Timelines are strict; claims filed over two years post-termination are dismissed. Engage a Public Relations Officer (PRO) or labour lawyer for complex cases. Common Hiring Mistakes Businesses Still Make Avoid these pitfalls to stay compliant and competitive: Skipping MoHRE Approvals: Failing to register contracts or job offers risks fines and operational bans. Misclassifying Freelancers: Treating freelancers as employees without contracts can lead to retroactive penalties. Ignoring Emiratisation Quotas: Non-compliance incurs hefty fines and reputational damage. Inadequate Onboarding: Skipping cultural training or role clarity leads to high turnover. The UAE Labour Law and Emiratisation mandates set clear rules, but success lies in building a diverse, engaged team that reflects Dubai's global ethos. By leveraging programs like Nafis, using compliant contracts, and fostering an inclusive culture, businesses can attract top talent and avoid costly mistakes. Embrace it, plan smart, and watch your workforce thrive in this dynamic city. Also Read: Hiring Top Talent in Dubai: A Quick Guide Unlock Dubai's talent pool! Get practical tips on attracting, interviewing, and onboarding skilled employees, plus essential visa basics for hiring in Dubai. UAE's 15 fastest-growing jobs Over the past few years, the UAE's job market has been evolving very fast, with more focus on the services sector as well as new-age technologies. UAE Jobseekers Demand 30% Higher Salaries as Living Costs Rise and Talent Shortages Grow The UAE job market is currently experiencing a significant mismatch between salary expectations and offers, as jobseekers demand up to 30% more than employers are willing to offer, according to the latest Naukrigulf Hiring Outlook Report. UAE Job Market Shifts to Employers' Advantage as Influx of Talent Boosts Options As more people come to country looking for jobs, companies are getting more opportunities to choose from the available talent UAE Jobs: Hiring Picks Up in 2024 with Growing Emphasis on Diversity Hiring is expected to increase by at least 15 per cent this year driven by an optimistic market outlook, according to headhunters and HR professionals in the UAE.

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into the world of global news and events? Download our app today from your preferred app store and start exploring.
app-storeplay-store