Latest news with #UAEMinistryofHumanResourcesandEmiratisation
Al Etihad
3 days ago
- Business
- Al Etihad
UAE to implement Midday Break from June 15 - September 15, marking its 21st year of implementation in 2025
3 June 2025 15:42 ABU DHABI (WAM)The UAE Ministry of Human Resources and Emiratisation (MoHRE) has announced the implementation of the Midday Break, prohibiting work under direct sunlight and in open-air spaces between 12:30 pm and 3:00 pm every day, from June 15 until September 15, in its 21st consecutive year, the Midday Break is rooted in a sustainability-centred approach that the UAE implements in line with its commitment to providing a safe working environment, as per international best practices, and occupational health and safety protects workers from injuries and illnesses caused by working in high temperatures during the summer Ali Al Nassi, Assistant Undersecretary for Inspection & Compliance at MoHRE said, 'The Midday Break has achieved a record compliance rate of more than 99% for several years in a row, in a clear indication of the firmly entrenched social and humanitarian values among the business community and private sector companies in the UAE. "This also highlights the high level of awareness regarding the need to protect human capital - the most valuable resource in any company - reflecting the commendable and people-centred nature of labour regulations and practices embraced in the UAE, especially with regards to occupational health and safety.'Al Nassi highlighted the Ministry's commitment to raising awareness among establishments and their workers about the importance of adhering to the provisions of the Midday Break through field visits by inspectors to workplaces and labour accommodations. This contributes to enhancing awareness of occupational health and safety requirements and protecting workers from heat-related her part, Dalal Alshehhi, Acting Assistant Undersecretary for Labour Protection at MoHRE, said, 'The Midday Break has become a prime example of constructive partnerships between the Ministry of Human Resources and Emiratisation, the private sector, and the wider community, with many partners developing their own initiatives to support workers while the Midday Break is in effect,' Alshehhi added.'This reinforces the principle of social responsibility and ensures the success of our awareness strategies, further embedding humanitarian values in the UAE's work environment, which welcomes more than 200 nationalities to live, work, and invest, in line with the objectives of the 'We the UAE 2031' vision," Al Shehhi commended private sector establishments taking the initiative over recent years to provide fully equipped rest areas designed to ensure workers' utmost comfort during the daily Midday Break, and thus demonstrating the establishments' strong commitment to ensuring workers' wellbeing before they resume their daily duties after the urged all private sector establishments to adopt similar initiatives, which have a positive impact on workers' health and contribute to enhanced productivity. Break Requirements Under the terms of the Midday Break, companies are required to provide necessary supplies and arrangements, including shaded areas to protect workers from the sun during the break or while performing permitted must also ensure appropriate cooling equipment is available, such as fans, adequate quantities of drinking water, and hydration supplements like electrolytes as approved for use by local authorities, along with other amenities and first-aid supplies at the worksite. Exemptions The Midday Break regulations take into account the need for continuity in certain types of work that serve public interests. Exemptions apply to tasks that must continue uninterrupted for technical reasons, such as laying asphalt or pouring concrete when it is unfeasible to complete these activities after the exclusions include work required to address hazards or repair issues that impact the community, such as disruptions to water or electricity supply, traffic congestion, and malfunctions in basic exemption also covers activities that require a permit from a competent government authority due to their impact on public life and works to assess the level of compliance with the Midday Break requirements among companies, using its monitoring system throughout the duration of the the Ministry welcomes reports of harmful practices or violations flagged by members of the community through its call centre at 600590000, website, or smart warned that violating companies will be fined Dh5,000 for every worker per breach, up to a maximum of Dh50,000 if several workers were found to be in violation. The Ministry will also escalate its awareness campaigns and field visits, in coordination with its public and private sector partners, to educate workers and employers about the provisions of the Midday Break and the necessity to comply with regulations in that regard.
Express Tribune
05-05-2025
- Business
- Express Tribune
Here's how foreign workers can apply for work permits in UAE
The UAE Ministry of Human Resources and Emiratisation (Mohre) has issued a fresh reminder to employers across the country: companies must obtain the appropriate work permits before hiring foreign workers. The move is part of the government's broader effort to streamline recruitment while safeguarding the integrity of the UAE labour market. The work permit system is designed to facilitate the legal employment of overseas professionals and is essential for companies seeking to bring international talent into the private sector. The ministry has simplified the permit application process, allowing employers to apply electronically through the Mohre website using either login credentials or UAE Pass digital identity. Once the application is submitted, it undergoes compliance checks by Mohre. If approved, an entry permit is issued by the Federal Authority for Identity, Citizenship, Customs and Port Security (ICP), enabling the worker to enter the country. Upon arrival, the worker must complete medical tests, register for an Emirates ID, and proceed with the issuance of a formal employment contract through Mohre. Crucially, a signed job offer must accompany the initial application. The ministry reiterated that employing individuals on a visit visa is illegal and carries severe penalties ranging from Dh100,000 to Dh1 million. Authorities stress that violators will face strict legal action. Mohre also reaffirmed its commitment to enhancing smart services, with the goal of making the UAE labour market more flexible and competitive. Currently, there are 13 types of work permits tailored for various private sector employment schemes. To ensure a smooth application process, employers must provide: A recent, colour photograph with white background A passport valid for at least six months A job offer signed by both parties Relevant academic certificates, based on the role's skill level A professional license for regulated professions (e.g., doctors, teachers) National ID copies for workers from Pakistan, Afghanistan, Iraq, and Iran Skill levels are classified from 1 to 9, with documentation requirements ranging from a Bachelor's degree to no formal education for lower levels. To be eligible for a work permit, companies must hold a valid electronic quota and an active trade licence free of violations. Applicants must be at least 18 years of age, and the request must be submitted by an authorised company representative. Applicants must also not have any existing active work permit. Fee Structure The application fee is set at Dh50. The cost for a two-year work permit depends on the employment category: Category 1: Dh250 Category 2: Dh1,200 Category 3: Dh3,450 Additional charges may apply for service centres, capped at Dh72 per service. Tracking and Support Employers can track applications via the Mohre website, the Mohre Smart App, or by contacting the call centre at 600590000. A chatbot is also available for assistance. The initiative is part of the UAE's continued effort to modernise its labour regulations and attract skilled global talent in a transparent and lawful manner.
Filipino Times
28-04-2025
- Health
- Filipino Times
MOHRE: Employers must pay for treatment of work injuries, occupational diseases
The UAE Ministry of Human Resources and Emiratisation (MOHRE) reminded employers that they are responsible for paying for the treatment of their workers in case of work injuries or illnesses. MOHRE posted the reminder through its official Facebook page as part of its efforts to raise awareness among workers and companies. According to MOHRE, if a worker suffers from a work injury or an occupational disease, the employer must cover the full cost of treatment and compensate the worker accordingly. MOHRE's website defines occupational diseases as health problems caused by work conditions, meaning the illness 'must have developed due to exposures in the workplace.' Examples of these are lung issues from construction dust or hearing problems from loud factory machines. The compensation amount for the injured worker is based on their last basic salary. MOHRE clarified that workers should receive their compensation within 10 days after a medical report is issued stating the degree of their disability, if any. In case of an incident, the employer must notify the medical authorities, the local police station in their area, and the Ministry itself. The Ministry must be informed within 48 hours after the employer, or their legal representative, becomes aware of a suspected occupational disease or injury. Failure to report work-related injuries, deaths, or occupational diseases will result in a fine of AED 10,000 per case and the suspension of the facility's operations.
Filipino Times
20-04-2025
- Business
- Filipino Times
Wages Protection System: Why it matters for OFWs and how it protects your salary
For many overseas Filipino workers (OFWs) in the UAE, payday isn't just about collecting a salary—it's about making sure families back home are provided for, bills are paid, and dreams for a better future are kept alive. That's why getting paid on time and in full matters so much. Good thing the UAE has the Wages Protection System (WPS)—a system designed to make sure workers, especially OFWs like you, are treated fairly when it comes to salary. What is the WPS? The WPS is an electronic salary transfer system launched by the UAE Ministry of Human Resources and Emiratisation (MoHRE), designed to ensure that workers receive their full wages on time. It ensures that private sector workers receive their full wages on time via banks, exchange offices, or other financial institutions authorized by the Central Bank of the UAE. No more waiting around for envelopes or unclear payments. With WPS, your salary goes straight into your bank account—safe, secure, and documented. And here's a big deal: 99% of workers in the UAE are already receiving their salaries through WPS, according to MoHRE. That's proof that the system works and is widely trusted. Who is required to use WPS? All companies registered with MoHRE are legally required to use the WPS to process their employees' salaries. Just recently, the ministry extended WPS coverage to include five domestic worker professions, particularly personal health care provider, personal trainer, private agriculture engineer, personal tutor, and personal public relations officer (PRO). When should salaries be paid? According to the law, your salary should be paid no later than 15 days after the due date stated in your contract. So, if you're supposed to be paid at the end of the month, your employer has until the 15th of the next month to transfer your wages. But if your contract says you should be paid earlier—or more frequently—then your employer has to follow that agreement. If there's no specific payday mentioned, employers must pay at least once a month. No skipping. No delays. What happens if employers don't pay on time? If an employer fails to pay wages by the due date, the system sends an electronic reminder on the 3rd and 10th day after the due date. If there's still no action by the 17th day, the company will be blocked from issuing new work permits and face salary-related restrictions until the delayed wages are paid. Why it's important for OFWs? For OFWs, the WPS brings something priceless: peace of mind. You know your salary will arrive on time. You get exactly what's agreed in your contract. And if something goes wrong, the system is on your side. But it's not just about protecting workers. The WPS also helps employers follow labor laws, makes the workplace clearer, and builds trust with employees, protecting both parties.
Gulf News
18-04-2025
- Business
- Gulf News
Is it legal for employers in the UAE to deduct visa costs from your salary?
Dubai: If your employer is deducting money from your salary to cover visa or recruitment costs, you may be wondering whether this is legal. The answer is no. Under the UAE Labour Law, it is illegal for employers to make employees pay for their hiring expenses. Employers must cover recruitment and visa costs The UAE Labour Law - Federal Decree Law No. 33 of 2021, clearly states that the employer is responsible for all recruitment-related expenses. This includes the cost of hiring, travel, visa issuance, medical tests, and the employee's residency permit. These costs must be fully covered by the employer with whom the employee has agreed to sign a contract. According to the UAE Ministry of Human Resources and Emiratisation (MOHRE) in its Know Your Rights guide for new workers, employers are bound to settle all recruitment expenses. This includes any fees paid to recruitment agencies accredited by the worker's home country, as well as all post-arrival formalities in the UAE. Before you arrive in the UAE Before travelling to the UAE for employment, your recruitment agent or employer should clearly explain the terms of your job offer. This includes your job title, duties, salary, benefits, and working conditions. You must be fully aware of all terms and conditions prior to signing the offer. In addition, you should be provided with an annex to the job offer, which outlines your rights and responsibilities under the UAE's Labour Law. You have the right to request a copy of your job offer and are advised to keep it in a safe place. What does the law say? Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, also known as the UAE Labour Law, outlines the rules regarding recruitment costs in Article 6. Article 6 – Recruitment and Employment of Workers: No work may be performed, and no worker may be employed in the UAE without a valid Work Permit issued by MOHRE. The Executive Regulations define the procedures for obtaining, renewing, and cancelling work permits. Only licensed entities may engage in recruitment or employment mediation. Employers are prohibited from charging workers for recruitment or employment costs, either directly or indirectly. The Minister, in coordination with other authorities, may issue further decisions regarding employment restrictions and requirements. In summary, an employer is not allowed to recover recruitment or visa costs from the employee under any circumstances. Can your employer deduct money if you resign? In general, your employer cannot ask for money simply because you choose to resign. However, there are a few specific situations under the law where payment may be required: 1. Resignation without serving notice As per Article 43 of the UAE Labour Law, if you resign without completing the notice period agreed in your contract, you are required to compensate your employer. This is known as payment in lieu of notice and must be paid even if your departure causes no direct harm to the employer. 2. Resignation during the probation period If you resign during your probation period, and your contract contains a clause requiring you to reimburse recruitment or contracting costs, your employer may ask you to pay. Under Article 9 of the Labour Law: 'The new employer shall compensate the original employer with the costs of recruiting or contracting with the employee, unless agreed otherwise.' If no such agreement exists in your contract, then you are not required to pay these costs. However, if the contract specifically mentions that you are liable for these costs upon resignation during probation, your employer may legally recover the expenses from you.
