Employment Law of UAE and Some Latest Amendments - By: mnknaukri

The basics of labor law of UAE are required to be clearly understood and followed while working in Dubai. The job seekers take everything for granted in their home country, but this might not be the case while working in Dubai, as there are some stringent rules and regulations which are to be followed by the workforce there. One of such examples is that there is no anti-discrimination law for the employees, and the employers can ask for any document, be it proof of nationality, date of birth or previous work. After signing of the contract, the employee is legally bound to it, and he has to religiously follow the terms and conditions which are mentioned in the contract.

The Dubai employment law is governed by the UAE labour law, which clearly describes that an employer should give one month notice to the employee before termination of the employment contract. There is no flexibility in this law, and there is no scope to change the law or look for any type of negotiation. The employer cannot enforce any kind of shorter contractual notice period. After the employment is terminated, the labour law of UAE states that the dues of the employee should be cleared and all those entitlements which have not benefitted the employee should be reimbursed, for example, unutilised leaves and medical reimbursements.
In case the employee has worked for a company for more than one year on a continual basis, and is not enrolled in the company's pension scheme, the company owes gratuity to them on the termination of the employment. The rate at which this amount is payable is 21 days a year for 1-5 years of employment, and 30 days for more than 5 years.

As per the UAE labour laws, the employer need to return the employee to his/her home country upon termination of the contract. This condition is known as 'end of service benefit, where the employee has the chance to search for job in UAE, and in case he/she does not succeed, he/she can be send to the place of origin.

The UAE government do not offers any provision for redundancy, and thus it does not recognise 'redundancy compensation' per se. However, as per the law, the UAE employers need to provide the employee with 3 months of salary, if the termination is not based on a reason other than the performance of the employee. This shows that there is a provision for redundancy. The labour rules of Dubai are very complicated, and thus the jobseeker who is applying for jobs in Dubai
As per the recent changes in the UAE labour law in January 2011, the professionals do not require a No Objection Certificate (NOC) from their employer. This benefit is specifically helpful for the candidates who are skilled and technical. The skilled workers will also be exempted from the six month labour prohibition, while the non-skilled workers need to complete 2 years of employment before changing their employers.

About the Author

Rashmi Karan writes on behalf of NaukriGulf.com, a leading job portal for employment , http://www.naukrigulf.com/track-515 "> uae jobs and, jobs in Duabi in Middle East. Info Edge foray into the Middle East is an Endeavour to provide established client base with services that best meet their international requirements as well as expand our operations on to a global arena.

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