As a prominent business-friendly economy, UAE\u2019s labour laws,\nministerial decrees and business guidelines are largely directed at helping\nbusinesses function more effectively and for employees to have a more\nproductive and fulfilling work experience.<\/p>\n\n\n\n
While laws regarding the commercial legal structure constitute a\nmajor chunk of these laws, there are also a series of guidelines focusing on\nthe employer-employee association that need to be taken into account when it\ncomes to setting up a business in the UAE.<\/p>\n\n\n\n
Even though the Labour Law and other organizational measures can\nbe a complex in their form, with numerous sections, amendments and regular\nupdates, considering and implementing these important factors before appointing\nan employee can contribute manifold to the smooth functioning of a business in\nDubai. It is important to note that these laws might differ when it comes to\ndifferent economic zones, as most of them have their own set of employment\nrules. In addition to these laws, the UAE immigration orders, decrees and visa\nregulations also need to be taken into consideration.<\/p>\n\n\n\n
Below we take a look at a few core principles that every\nbusiness owner and entrepreneur needs to be aware of before setting up offices\nin the UAE:<\/p>\n\n\n\n
The UAE Labour Law<\/strong><\/p>\n\n\n\n The UAE Labour Law defines the major characteristics involved in\nan employer-employee association in the country. As a business owner in the\nUAE, it is imperative that you follow the Labour Law while appointing a new\nemployee.<\/p>\n\n\n\n The UAE Labour Law mainly offers guidelines for employment\ncontracts, labour examinations, document maintenance, direction on wages, the\nprotection, safety, medical and social welfare provided by the company to the\nemployee, the restrictions on employment terms, regulations on working hours,\nprocedures involved in application for leave, end of employment contracts,\ncodes of conduct and discipline, and reimbursement on occupational issues,\nemployment-related accidents and deaths etc.<\/p>\n\n\n\n End Of Sponsorship<\/strong><\/p>\n\n\n\n In the UAE, it is common for employers to sponsor employees with\nvisa, tickets and in some cases even food and accommodation. While providing\nthese benefits, the company must remain aware that it is responsible for the\nemployee\u2019s actions, including liabilities and misconducts. At the end of his\nservice, it is mandatory that the ticket for the employee to exit the country\nis provided by the employer or the sponsorship shifted to someone else.<\/p>\n\n\n\n Employment Visa<\/strong><\/p>\n\n\n\n An employer appointing a person without a valid employment visa\nis liable to be punished with huge monetary penalties, a jail sentence, or even\ndeportation. This is why it is critical that proper documentation should never\nbe skipped over when recruiting a person to a position. Some individuals, like\nthose on a spouse visa, students or part-time employees can be exempted from\nthis rule.<\/p>\n\n\n\n Employment Contracts<\/strong><\/p>\n\n\n\n The employment contract works as a document that clarifies the\nrelationship between the employer and the employee and defines the rights and\nduties for both of them. While the primary contract is issued by the\ngovernment, regardless of the economic zone, companies sometimes append\nemployment contracts with added guidelines, limitations and reimbursements. In\nthe case of any dispute, this agreement will serve as a governing instrument.<\/p>\n\n\n\n Termination& Compensation<\/strong><\/p>\n\n\n\n Some of the most common issues faced in the UAE when it comes to\nthe employment relationships are related to termination and compensation. Based\non their nature, terminations are classified majorly under two categories \u2013\npremature and\/or due to a cause. No matter what the reason, companies must take\ncare to remember that due termination notice and process is followed, and that\nappropriate remuneration is provided depending on the period and nature of\nemployment and the nature of the termination.<\/p>\n","protected":false},"excerpt":{"rendered":" As a prominent business-friendly economy, UAE\u2019s labour laws, ministerial decrees and business guidelines are largely directed at helping businesses function more effectively and for employees to have a more productive and fulfilling work experience. While laws regarding the commercial legal structure constitute a major chunk of these laws, there are also a series of guidelines focusing on the employer-employee association that need to be taken into account when it comes to setting up a business in the UAE. Even though the Labour Law and other organizational measures can be a complex in their form, with numerous sections, amendments and regular […]<\/p>\n