Latest news with #MinistryOfHumanResources
Gulf Business
2 days ago
- General
- Gulf Business
Eid Al Adha 2025: UAE, GCC countries declare holidays
Image credit: WAM/Website The Ministry of Human Resources and Emiratisation (MoHRE) has announced that Thursday, June 5 to Sunday, June 8 will be an official paid holiday for all private sector employees in the UAE on the occasion of Arafat Day and Eid Al Adha. The announcement follows the cabinet's decision regarding the approved public holidays for both the public and private sectors. The announcement was made by the ministry on its official X account. Read- On the occasion of Arafat Day and Eid Al-Adha, the period from Thursday 5 June to Sunday 8 June 2025 will be an official paid holiday for all private sector employees across the UAE. Adha Mubarak. — وزارة الموارد البشرية والتوطين (@MOHRE_UAE) In Saudi Arabia, the Ministry of Human Resources and Social Development also confirmed a four-day Eid Al Adha holiday for workers in the private and non-profit sectors. According to The ministry highlighted the need to consider any potential overlaps outlined in Article 24 of the Executive Regulations of the Labor Law to ensure the holidays are applied in accordance with approved regulations. Saudi Arabia's Supreme Court earlier announced that Standing at Arafat, which marks the climax of the annual Hajj pilgrimage, will be observed on Thursday, June 5, and that Friday, June 6, will be the first day of Eid Al Adha celebrations. The court also stated that Wednesday, May 28, was the first day of Dhul Hijjah, following the sighting of the crescent moon. In Oman, authorities have declared that the official Eid Al Adha holidays for employees in state administrative units, public legal entities, and private sector establishments will begin on Thursday, 9 Dhul Hijjah 1446 AH (June 5, 2025), and continue until Monday, 13 Dhul Hijjah 1446 AH (June 9, 2025), According to the Oman Observer, official working hours will resume on Tuesday, June 10, 2025.
Gulf Business
4 days ago
- Business
- Gulf Business
Hiring a domestic worker in Saudi? Here's what you must know
Image credit: Getty Images The Ministry of Human Resources and Social Development in Saudi Arabia has launched a new 'CV Upload' service for domestic workers through the Musaned platform. Read- According to Advantages of the service The ministry explained that the service is an innovative model aimed at facilitating the selection of domestic workers based on their résumés and enabling a smoother, more efficient transfer of services. The process is fully automated, improving employers' access to workers already residing in the country. Through Musaned, domestic workers can upload their CVs once their contracts with their current employers end. These CVs include information such as job titles and prior experience, allowing prospective employers to search for and select candidates based on relevant skills and job requirements. This initiative also aims to protect the rights of both workers and employers. The service is part of the ministry's broader effort to develop the recruitment sector in Saudi Arabia. It follows a series of initiatives designed to safeguard the rights of all parties in the contractual relationship, including the Wages Protection Program for domestic workers, mandatory insurance, and the Unified Contract Program, which clearly defines the rights and obligations of both parties. Rights and protections for domestic workers Under Employing a domestic worker under the age of 21. Assigning a worker to tasks not specified in their contract or making them work for another employer. Discriminating against workers based on race, color, sex, religion, nationality, social or national origin, or disability. Engaging in any form of sexual harassment, verbal or physical. Subjecting workers to forced labor or any form of human trafficking. Causing physical harm to the worker. Violating the dignity of migrant workers. Obligations of Recruitment Offices in Saudi Arabia Recruitment companies and domestic worker recruitment offices must adhere to the following responsibilities, as outlined by the Ministry of Human Resources and Social Development: Inform workers of the nature of the job and their expected pay. Provide proof of the worker's health, psychological, and professional fitness. Conduct medical examinations within 30 days prior to the worker's entry into Saudi Arabia. Educate workers on Saudi customs, traditions, and public morals. Provide temporary housing and basic sustenance upon arrival until workers are handed over to employers. Offer proper housing and support in cases where workers refuse or are unable to work. Treat workers with dignity and avoid any form of violence. Inform workers about the appropriate authorities to contact in case of rights violations. Neither the office nor any third party may solicit or accept commissions or fees from domestic workers in exchange for securing employment. Conclude contracts with employers through mechanisms approved by the ministry. Contracts must include the employer's specifications and conditions for the recruited worker.
Arabian Business
5 days ago
- Business
- Arabian Business
Saudi Arabia launches CV upload feature for domestic workers
Saudi Arabia announced the launch of a new CV upload service for domestic workers to ease workers' transfer among employers. The Saudi Ministry of Human Resources and Social Development said the 'CV Upload' service for domestic workers through the Musaned platform will allow employers to use it when transferring the service of a worker to another employer. #وزارة_الموارد_البشرية_والتنمية_الاجتماعية تطلق خدمة "رفع السيرة الذاتية" للعمالة المساندة (المنزلية) عبر منصة @Musaned_DL. — وزارة الموارد البشرية والتنمية الاجتماعية (@HRSD_SA) May 25, 2025 The service is an innovative model designed to facilitate the selection of workers based on their resume and to enable the smooth and streamlined transfer of services, the ministry said. The process is fully automated, enhancing employers' access to domestic workers already residing in the Kingdom, it added. Through Musaned, domestic workers can now upload their CVs once their contract with their current employer ends. The uploaded CVs include details such as job titles and acquired experience, allowing prospective employers to search and select candidates based on skills and job requirements. This measure also helps protect the rights of both workers and employers. The new service aligns with the ministry's broader efforts to develop the recruitment sector in the Kingdom. Previously, the ministry launched several initiatives to safeguard the rights of both parties in the contractual relationship, including the Wages Protection Programme for domestic workers, mandatory insurance, and the Unified Contract Programme, which is binding on both parties and clearly outlines their rights and obligations.
Zawya
5 days ago
- Business
- Zawya
Saudi: HR Ministry launches ‘CV Upload' service for domestic workers on Musaned
RIYADH — The Ministry of Human Resources and Social Development has launched the 'CV Upload' service for domestic workers through the Musaned platform, allowing employers to use it when transferring service of a worker to another employer. The ministry noted that this service is an innovative model designed to facilitate the selection of workers based on their résumé and to enable the smooth and streamlined transfer of services. The process is fully automated, enhancing employers' access to domestic workers already residing in the Kingdom. Through Musaned, domestic workers can upload their CVs once their contract with their current employer ends. The uploaded CVs include details such as job titles and acquired experience, allowing prospective employers to search and select candidates based on skills and job requirements. This measure also helps protect the rights of both workers and employers. This service aligns with the ministry's broader efforts to develop the recruitment sector in the Kingdom. Previously, the ministry launched several initiatives to safeguard the rights of both parties in the contractual relationship, including the Wages Protection Program for domestic workers, mandatory insurance, and the Unified Contract Program, which is binding on both parties and clearly outlines their rights and obligations. © Copyright 2022 The Saudi Gazette. All Rights Reserved. Provided by SyndiGate Media Inc. (
Zawya
22-05-2025
- Business
- Zawya
Saudi HR Ministry proposes revised penalties for Labor Law violations
RIYADH - The Ministry of Human Resources and Social Development has proposed revision of the penalties for violations of Labor Law and its executive regulations. Minister of Human Resources and Social Development Ahmed Al-Rajhi has decided to update the list of violations and penalties, based on the new amendments to the Labor Law and its executive regulations. The Ministry published the table of violations and penalties on the Istithlaa public survey platform, seeking the opinion of the stakeholders and the public before implementing the new proposals. The ministry noted that this update aims to clearly and precisely define violations for both establishments and inspectors, reducing the need for discretion and personal judgment in implementing regulations across different categories of companies and establishments. These updates help address ongoing changes in the work environment, such as flexible work and remote work. The clarification of penalties provides transparency, encouraging establishments to comply with regulations and ensuring the rights of both workers and employers. The table published by the ministry includes a wide range of violations, ranging from serious to minor. The fines imposed vary based on the establishment's classification into one of three categories: establishment with 20 or less than 20 workers; 21 to 49 workers; and 50 or more workers. The violations are also classified as serious and minor. The following are the fines for various serious Labor Law violations: 1- SR200,000 — SR250,000 for practicing the activity of recruiting, outsourcing, or providing labor services without a license. 2- SR200,000 for employing Saudis without a license 3- SR10,000 for an employer for hiring a non-Saudi worker without a work permit. The fines will be multiplied on the basis of the number of workers. 4- SR2,000 — SR8,000 for employer for hiring non-Saudi workers in professions or activities restricted to Saudis, or registering a Saudi worker without a valid employment relationship. 5- SR10,000 — SR20,000 for an employer allowing his employee to work for a third party or for their own account. 6- SR5000 for an employee working for another employer. 7- SR1,500 — SR5,000 for the employer if he fails to comply with occupational safety and health regulations. 8- SR1,000 for employing a worker under the sun or in adverse weather conditions without taking precautions. 9- SR1,000 — 3,000 for the employer's failure to bear the fees and costs required or to pass them on to the workers 10- SR300 for the failure to pay workers' wages and entitlements on time or withholding wages, which may be multiplied by the number of workers. 11- SR1000—SR3000 for any discriminatory action by an employer. 12- SR1000—SR3000 for failure to form a committee to investigate behavioral violations, as well as for failure to investigate and recommend disciplinary action within five days, or failure to impose disciplinary action within 30 days 13- SR1,000 to 2,000 for employing children under the age of 15 14- SR1,000 for keeping worker's passport or residency permit. 15- SR3000—SR5000 for failure to facilitate the tasks of supervisors and employees assigned to supervision 16- SR1,000—3,000 for failure to comply with the regulations for advertising job vacancies and conducting interviews 17- SR1000 for failure to provide maternity leave for working women 18- SR500 for failure to provide services and facilitate arrangements to enable people with disabilities to perform their work. Fines for the non-serious violations include the following: 1- SR1000—SR3000 for failure to grant the worker the approved weekly rest period, or increasing work hours without additional payment, or failing to adhere to daily rest periods 2- SR1000—SR3000 for employer's failure to provide a worker with a service certificate and return their documents after the termination of the employment relationship 3- SR300—SR1000 for failure to provide medical insurance for the workers and their family members. 4- SR300—SR1000 for failure to disclose information about operation and maintenance contracts with government agencies or establishments in which the state holds a minimum 51 percent stake or disclosure of incorrect or incomplete information 5- SR1000 for employing Saudi male workers in activities restricted to Saudi female workers. © Copyright 2022 The Saudi Gazette. All Rights Reserved. Provided by SyndiGate Media Inc. (
