Latest news with #MinistryofHumanResources&Emiratisation
Khaleej Times
20-05-2025
- General
- Khaleej Times
Dubai: Can expats hire more than one housemaid? Legal requirements clarified
Question: I am an expat resident and recently brought my parents here in Dubai on a residence visa because there is no one to look after them in our home country. I already have a housemaid under my sponsorship. Am I allowed to hire 2 more maids and what are the requirements? Answer: The provisions of Federal Decree Law No. 9 of 2022 Concerning Domestic Workers and its subsequent ministerial resolutions are silent related to the number of domestic workers that an individual may sponsor in the UAE. A recognised maid recruitment agency in the UAE may not recruit a domestic worker in the UAE without obtaining a work permit from the Ministry of Human Resources & Emiratisation (MoHRE). This is in accordance with Article 4(1) of the Federal Decree Law No. 9 of 2022 Concerning Domestic Workers which states, "Domestic workers may not be hired or temporarily employed without a licence from the Ministry, in accordance with the provisions of the Implementing Regulation of this Decree Law and the decisions of the Ministry relating thereto.' It is mandatory for an employer or a recruitment agency of a domestic worker to have an employment contract signed with a domestic worker and registered with the MoHRE. This is in accordance with Article 6 and Article 7 of the UAE Domestic Workers Law. An employer/sponsor of a domestic worker needs to follow the guidelines and provisions of UAE Domestic Workers Law while employing a domestic worker at his or her residence. It may include but is not limited to providing the domestic worker with the facilities to perform her duties, allot appropriate accommodation, provision of food and means, clothing if required to perform the duties, timely payment of remuneration, incur costs related to health insurance, be respectful to the domestic worker and the domestic worker should be allowed to retain her official documents. This is in accordance with Article 11 of the UAE Domestic Workers Law which states about the obligations of the employer/sponsor towards a domestic worker. Moreover, Article 7 of the Cabinet Resolution No. 106 of 2022 Pertaining to the Executive Regulations of Federal Decree Law No. 9 of 2022 Concerning Domestic Workers states that an employer/sponsor may not employ a domestic worker for more than 12 hours a day and without a break after continuous work for eight hours a day. Article 8 of the Cabinet Resolution 106 of 2022 on Domestic Workers Law states that an employer/sponsor needs to grant a weekly holiday to a domestic worker. Based on the aforementioned provisions, you may consider sponsoring a domestic worker if you fulfil the relevant requirements as required by MoHRE and other authorities. Therefore, you may contact the MoHRE for further clarification on this matter. However, you may also consider hiring a domestic help/maid in the UAE through the recognised domestic recruitment agencies in the UAE as mentioned in Article 4 and Article 5 of the UAE Domestic Workers Law. UAE's Domestic Workers Law is silent regarding the number of domestic workers that an individual may engage/sponsor. However, in practice, approvals for hiring additional domestic workers may depend on your personal circumstances, including financial capacity and the specific needs of your household. Furthermore, you may have an option of hiring through a recognised domestic recruitment agency. For further clarification on this matter, you may contact the General Directorate of Residency and Foreigners Affairs - Dubai or the Federal Authority for Identity, Citizenship, Customs and Port Security.
Filipino Times
14-05-2025
- Business
- Filipino Times
Al Yalayis Center in Dubai brings government services under one roof
Government services are now made easy through this one-stop hub in Dubai! Al Yalayis Center, located in Za'abeel Park, Al Kifaf Center, brings together essential government services in one convenient place. Whether you need assistance with visas, labor laws, or business registration, this hub has got you covered—all in one go! At Al Yalayis Center, UAE residents—including Filipinos—can easily complete various official transactions without the hassle of visiting multiple offices. From employment documents to medical fitness exams, everything is within reach, making life easier for those juggling busy schedules. Among the services provided are Tawjeeh, which offers expert guidance on UAE labor laws to help both employers and workers understand their rights and responsibilities. Tasheel services are also available for processing transactions related to the Ministry of Human Resources & Emiratisation (MOHRE). For visa and residency needs, the center hosts Amer services, which facilitate transactions with the General Directorate of Residency and Foreigners Affairs (GDRFA-Dubai). Dubai Health (DH) services are also offered, providing medical fitness exams and other health-related requirements, essential for residency and employment. Business owners can benefit from DED services for business registration and licensing under the Department of Economic Development. Additionally, the center offers fingerprinting and biometric services necessary for Emirates ID and other official uses. To further support the community, Al Yalayis Center provides pick-up and drop-off services for laborers, ensuring accessibility for everyone. Open seven days a week from Monday to Sunday, the center's friendly team is ready to assist with speed and professionalism, making government services more convenient than ever. For inquiries, contact 0553587338.
Hi Dubai
14-04-2025
- Business
- Hi Dubai
Severance Pay and Golden Handshakes in the UAE: What You Need to Know
Question: I am planning to move to the UAE this summer and have been exploring job opportunities. However, none of my potential employers have been willing to offer a severance package. I'd like to understand if there are any laws or regulations about this. Is it possible to include a "golden handshake" clause in my job contract? And if I do, will it be legally binding? Answer: If you're considering an employment offer from a company based in the UAE mainland, you'll be governed by the UAE's Employment Law, as well as the Civil Transactions Law. These legal frameworks protect employee rights, including those related to severance pay. According to Article 51(2) of the Federal Decree Law No. 33 of 2021, any employee who has completed at least one year of continuous service is entitled to severance pay upon the end of their employment. The severance pay is based on the employee's basic salary and is calculated as follows: 21 days of salary for each year of service during the first five years. for each year of service during the first five years. 30 days of salary for each year of service after the first five years. Additionally, Article 8 of the UAE Employment Law and Article 10(1) of Cabinet Resolution No. 1 of 2022 specify the regular terms and conditions that must be included in an employment contract. However, the standard contract template provided by the Ministry of Human Resources & Emiratisation (MoHRE) does not typically include a clause about severance pay. Despite this, you are still entitled to severance pay if you have completed at least one year of service with your employer, even if it is not explicitly mentioned in your contract. The UAE Employment Law guarantees employees this entitlement, regardless of whether the contract addresses it directly. Can a "Golden Handshake" Be Included in Your Contract? While the UAE's Employment Law lays out the minimum rights of employees, it does not restrict employers from offering more favorable terms. As per Article 65(1) of the UAE Employment Law, employers can provide benefits that go beyond the statutory minimum, including the possibility of a "golden handshake" clause. A "golden handshake" refers to a negotiated severance package that offers more generous compensation than the standard severance pay. If you wish to include this clause in your contract, you can discuss it with your prospective employer. If both parties agree, it can be incorporated into the contract and will be legally binding, as long as it complies with the UAE's legal framework on employment contracts, which mandates that contracts be executed in good faith and in line with the law. In summary, while the UAE Employment Law ensures that you are entitled to severance pay, it also allows for the inclusion of more favorable terms such as a "golden handshake." You should discuss this possibility with your employer, who may agree to include it in your employment contract. If you have any concerns, it's always advisable to consult with a legal professional familiar with UAE employment laws to ensure your rights are fully protected. Applicable Laws: Federal Decree Law No. 33 of 2021 Regarding the Regulation of Employment Relationships Cabinet Resolution No. 1 of 2022 on the Implementation of Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Employment Relations Federal Law No. (5) of 1985 On the Civil Transactions Law of the United Arab Emirates News Source: Khaleej Times
Hi Dubai
10-03-2025
- Business
- Hi Dubai
Is a Three-Month Notice Period Legally Required in Dubai?Here's What the UAE Labour Law Says
Question: I work in a mainland Dubai-based company and my question is about the mandatory notice period that employees have to serve after resigning. My company requires employees to give a three-month notice. Is this legal? What does the UAE Labour Law say about this? What happens if I tell my boss that I can serve only one month? Answer: In the UAE, both employers and employees must adhere to the notice period specified in their employment contract when terminating their agreement. According to the UAE Labour Law, specifically Article 43(1) of the Federal Decree Law No. 33 of 2021 on the Regulation of Employment Relations, employees are required to serve a notice period ranging from 30 to 90 days. This means that if your contract states a three-month notice period, you are legally obligated to fulfill that requirement unless both you and your employer mutually agree to shorten the period. Article 43(2) further clarifies that both parties have the option to reduce the notice period, provided that the employee receives full compensation for the period they were initially entitled to. However, if either party fails to adhere to the agreed-upon notice period, they must compensate the other party by paying "pay in lieu of notice." This compensation should cover the entire period of the notice that was not served, even if it didn't cause damage to the other party (Article 43(3)). So, if your contract mandates a three-month notice, you must comply with that unless both you and your employer reach an agreement to modify it. If you wish to shorten your notice period to one month, you may have to compensate your employer for the remaining two months as per the law. In cases where your employer insists on a longer notice period than what is stated in your contract, or if there are disputes regarding the notice period, you may file a complaint with the Ministry of Human Resources & Emiratisation (MoHRE). Always review your employment contract and consider negotiating with your employer for a mutually agreeable solution. News Source: Khaleej Times
Filipino Times
31-01-2025
- Business
- Filipino Times
OFW guide: Understanding working hours under UAE labor laws
Working in the UAE presents countless opportunities for our ' kababayans' and other nationalities from around the world. Apart from career growth and financial stability, one of the biggest advantages of working here is the strong labor laws that protect employees' rights. To make the most of your work experience, it's important to know your rights. Without further ado, here are 5 things you need to know about working hours in the UAE. 1. You're required to work 8 hours a day. According to Article 17 of the Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector, private sector employees in the UAE typically work 8 hours a day or 48 hours a week, with a 2-hour daily reduction during Ramadan. However, working hours may vary based on job requirements under labor regulations. Employers can request overtime, but it should not exceed 2 extra hours per day unless needed to prevent major losses or accidents. Total working hours must not exceed 144 hours over three weeks. 2. Commute time is not included in the working hours. Traveling from home to work is not counted as part of working hours, except in special cases: If there's a transportation breakdown or traffic accident while using company-provided transport. If severe weather conditions occur, as warned by the National Center of Meteorology. If the employer and employee agree to include commute time in the contract. 3. You can request for remote work. Employees can request to work remotely, whether from within the UAE or abroad if their employer allows it. In this case, the employer must clearly define their working hours. 4. You have the right to have one or more breaks. As an employee, you must have one or more breaks that must not be less than an hour. These breaks are not calculated within the working hours, so be sure to take them! 5. No forced overtime for multiple jobs. If you have multiple employers, they cannot require you to work beyond your agreed hours unless you consent in writing. Now that you know the UAE law regarding working hours, don't be tricked into working more. Call the Ministry of Human Resources & Emiratisation (MoHRE) at 600590000 if you need any help.
