Latest news with #LabourLaw
Observer
a day ago
- Observer
Midday break effective today
The Ministry of Labour has urged all employers to strictly adhere to the midday break, which is effective from today, June 1, in line with Article 16, Clause 2 of the Occupational Safety and Health Regulations. The Ministry has reiterated that it is prohibited to employ workers at construction sites or in areas exposed to high temperatures from 12:30 pm to 3:30 pm during the months of June, July and August. Earlier, the Ministry launched the 'Safe Summer' campaign to educate both employers and employees on the importance of taking a break from the summer heat for their health and safety through its Occupational Safety and Health Department. "Every year, it is prohibited to employ workers outside shaded areas or in places directly exposed to the sun from June 1 to August 31 when temperatures rise to high levels. Stringent measures will be taken against violators of the midday break rule to ensure its implementation at all outdoor work premises", a Ministry spokesperson said. According to Section 118 of the Labour Law, anyone who violates the midday break law shall be punished with a fine ranging from RO 100 to 500 or imprisonment of up to one month, depending on the severity and frequency of the offense. Last year, several companies were punished for Labour Law violations; and fines and legal proceedings were initiated against companies that did not fully adhere to the three-month noon break. The Ministry has urged all construction, facilities management, maintenance and other sites where people work in open areas to allow labourers a break from work between 12:30 pm and 3:30 pm during the three months as per ministerial orders. Heat stress is a common issue in Oman, especially during the summer months when temperatures rise significantly. The Ministry further calls on all private sector establishments to cooperate and adhere to the regulation, emphasising that the campaign is part of its broader efforts to enhance a safe work environment and reduce heat-related injuries.
Gulf Insider
3 days ago
- Business
- Gulf Insider
Lift Access And Braille Buttons Approved For Taller Buildings
A proposal to require wheelchair-accessible lifts and Braille-labelled buttons in buildings taller than three storeys was approved by the Capital Trustees Board during its yesterday's session. The changes would apply to both public and private buildings. They are intended to make access easier for people with physical or visual impairments, particularly in towers where stairs are not a practical option. Each affected building would need at least one lift wide enough for a wheelchair, with its controls marked in Braille. Daily movement Capital Trustees Board member Dr Bashar Ahmadi, who submitted the proposal, said it aimed to make daily movement safer and more practical for people with disabilities, including visitors to government buildings. During the meeting, board member Mubarak Al Nuaimi said the technical committee recommended limiting the requirement to buildings above five storeys. He added that new buildings should only receive a power connection once they meet the minimum accessibility criteria. Rules Mohammed Al Sahli, Director-General of the Capital Trustees Board, said public buildings such as ministries and state agencies have followed such rules for a decade. Retrofitting older structures remains a challenge, he noted. For private developments, much depends on the commercial priorities of the developer. The proposal will now be shared with the relevant planning bodies. Also read: Runaway Domestic Workers And Illegal Employer Arrested In Labour Law Violation Crackdown
Observer
4 days ago
- Observer
Planning Hajj? What does Labour Law offer Muslim employees?
Muscat: The Sultanate of Oman's Labour Law, issued under the Royal Decree 53/2023, has introduced important provisions aimed at supporting Muslim employees who wish to perform Hajj. Under the updated regulations, Muslim employees are entitled to a one-time paid leave of up to 15 days to undertake the pilgrimage to Mecca, provided they have completed at least one year of continuous service with their employer. The law states: 'Muslim employees shall be granted special leave to perform Hajj once during their period of service, after completing one continuous year of employment. The Hajj leave shall be with full pay and shall not exceed 15 days.
Daily News Egypt
26-05-2025
- Business
- Daily News Egypt
Egypt completes first comprehensive review of non-tax fees to reduce investor burdens, increase transparency
Minister of Investment Hassan El-Khatib announced a major milestone in Egypt's ongoing economic reform agenda: the completion of the country's first comprehensive inventory of non-tax fees and financial obligations imposed on investors. Speaking at the US–Egypt Policy Leaders Forum 2025 on Sunday, he described the initiative as a key step toward easing business costs, promoting transparency, and fostering a more supportive investment environment. El-Khatib emphasized that the forum serves as an essential platform to strengthen economic ties between Egypt and the United States and to build new bridges of cooperation in a rapidly evolving global landscape. He highlighted the transformation Egypt has undergone over the past decade, particularly in infrastructure development. The establishment of new cities, expanded road networks, upgraded ports and airports, and ambitious energy projects have all contributed to a more competitive and attractive landscape for both local and foreign investment. He noted that the government's focus on clear and stable macroeconomic policies is central to its strategy to attract investment. A comprehensive package of fiscal, monetary, and trade reforms is currently being implemented with the dual goal of enhancing transparency and driving economic growth. Among the most significant of these efforts is the newly completed inventory of non-tax fees, which aims to clarify financial obligations, enhance governance, and reduce hidden costs that have traditionally burdened investors. El-Khatib explained that this reform will be implemented in two phases. The first phase targets financial burdens imposed across all sectors, including amendments to contributions such as those required by the Training and Qualification Fund. These fees, previously set at one percent of net profit, have been revised under the newly issued Labour Law to one-quarter of one percent of the minimum insurable wage. The social solidarity contribution, another key element, will now be calculated based on net profits rather than revenues. The specific percentage is currently under discussion with relevant authorities and will be announced soon. The second phase of the reform focuses on reorganizing and reducing the overall structure of non-tax financial obligations. It seeks to redefine the financial relationship between the state and investors by clearly outlining their respective rights and responsibilities throughout the entire investment period. To further support the investment climate, El-Khatib announced that a temporary investment licensing platform will be launched in the coming days, offering 389 digital services and licenses. This interim platform will be followed by the rollout of the 'Economic Entities' platform, which will streamline procedures across the entire lifecycle of a project—from establishment and licensing to operational activities. El-Khatib also addressed Egypt's foreign trade goals, affirming the government's commitment to doubling exports and increasing their contribution to GDP to 20 percent. As part of this effort, the Ministry of Investment is working closely with the Ministry of Finance to reduce customs clearance times from 14 days to just two days by the end of 2025. This ambitious target will be supported by the implementation of 29 joint measures designed to enhance supply chain efficiency and facilitate the movement of goods. The government is also actively working to eliminate non-tariff barriers that hinder trade. Trade procedures are being simplified and aligned with international standards to ensure smoother and faster flows of goods across borders. Notably, the recent approval of US safety standards for imported vehicles into Egypt marks a significant regulatory shift, expanding choices for Egyptian consumers and improving market access for international automakers. In line with Egypt's push to modernize trade regulations, El-Khatib highlighted the cancellation of the requirement for halal certification on imported dairy products, a move that aligns with global practices and has been positively received by Egypt's trading partners. To increase competition and reduce costs, the government has also opened registration for new entities authorized to issue halal certificates. Furthermore, a study is underway to reduce conformity assessment fees for food products and production facilities, easing the financial burden on exporters and encouraging fair and open access to the Egyptian market. Beyond regulatory reforms, El-Khatib spoke about Egypt's strategy to optimize public asset management through the country's Sovereign Fund. He revealed that a plan is in motion to transfer a package of state-owned assets to the fund. This transfer aims to unlock greater economic value, maximize returns, and ensure more efficient management of national resources. The Sovereign Fund of Egypt will take on a central role in overseeing the state's asset portfolio and increasing its economic returns. El-Khatib concluded by underscoring Egypt's key competitive advantages, which include its strategic geographic position connecting Africa, Asia, and Europe; free trade agreements with more than 70 countries; advanced infrastructure networks; and a young, skilled labour force of over 31 million people. Together, these factors place Egypt in a strong position to attract long-term investment and serve as a regional hub for trade and economic growth.
Hi Dubai
13-05-2025
- Hi Dubai
UAE Jobs: Fake Documents Could Mean 10 Years in Jail, Immediate Termination
Question: How should HR professionals in the UAE handle cases where employees submit forged educational certificates, and what legal penalties do such actions carry under UAE law? Answer: Employers in the UAE are legally empowered to take strict action when employees are found to have submitted fake educational degrees — including termination without notice and referral to the authorities. Under the UAE Penal Law and Labour Law, such acts are not just a breach of trust but a serious criminal offense carrying heavy penalties. Forgery of documents is clearly defined and penalized under Federal Law by Decree No. (31) of 2021. Article 251 states that any alteration made to a document with the intent to present it as authentic — whether by changing text, forging signatures, or misrepresenting facts — qualifies as forgery. When it comes to forged official documents, Article 252 of the Penal Law stipulates that offenders may face imprisonment for up to 10 years. If the document is not official, the penalty is incarceration. Further, Article 253 targets those who forge or knowingly use forged copies of official documents, prescribing up to five years in prison. Crucially for HR teams, Article 258 extends these penalties to anyone who knowingly uses a forged document, equating use with the act of forgery itself. That means even if the employee did not create the fake degree, using it to gain employment is enough to trigger criminal liability. On the employment front, Federal Decree Law No. 33 of 2021 empowers employers to take decisive action. Article 44(1) allows dismissal without notice if an employee is found to have impersonated someone or submitted forged documents. This includes degrees used to secure a role fraudulently. For companies, this means that once a forged certificate is confirmed, the employee can be terminated immediately — provided a written investigation is conducted and documented. Additionally, employers are advised to report such cases to the police and can also file a complaint with the Ministry of Human Resources and Emiratisation (MoHRE). In cases like this, seeking legal counsel is recommended to ensure all actions align with UAE laws and protect the company from potential liabilities. Employers also benefit from maintaining clear verification processes during hiring to prevent such incidents from occurring in the first place. News Source: Khaleej Times
