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As part of its responsibilities, the Ministry adjudicates disputes (labor complaints) when the claim subject to dispute does not exceed Dhs. 50,000 (fifty thousand dirhams), or if the dispute arises from the failure of either party to comply with the amicable settlement decision that was previously issued by the Ministry on this subject, regardless of the value of the claim.
Either party to the dispute may file an appeal with the Court of Appeal within 15 working days following notification of the decision.
The dispute shall be referred to the competent court if attempts to reach an amicable settlement do not succeed. This should be accompanied by a memorandum which summarizes the dispute, the parties' arguments, in addition to the Ministry's recommendations.
Labor disputes may be adjudicated by the Ministry regardless of the type of financial claim, provided that the value of the claim does not exceed 50 thousand dirhams.
As of January 1, 2024, Federal Decree-Law No. (20) of 2023 amending some provisions of Federal Decree-Law No. (33) of 2021 regarding labor relations will take effect.
In this case, it is the value of the claim contained in the complaint that matters. A labor complaint will be referred to the judiciary if the value of the claim submitted by the complainant exceeds 50,000 Thousand Dirhams, without consideration of the actual claims made by the Ministry.
Those involved in a labor dispute may file a complaint by calling 80084 - Labor Consultation and Claims Center.
The dispute shall be referred to the competent court if attempts to reach an amicable settlement do not succeed within two weeks from the date of submitting the complaint as outlined in the implementing regulation of Federal Decree-Law No. 9 of 2022 concerning Domestic Labor. This should be accompanied by a memorandum which summarizes the dispute, the parties' arguments, in addition to the Ministry's recommendations.
It is the responsibility of the Ministry to investigate and review complaints submitted by and between the following parties:
In this case, the Ministry's decision is a legally binding document with the execution formula added according to normal procedures.
Yes, in response to the decision, either party may file a lawsuit before the competent court of appeal to have the dispute reconsidered within fifteen (15) working days of being notified.
The court will schedule a session to consider the merits of the complaint within three working days of receiving the application.
Within 15 working days of the date on which the lawsuit was filed.
The Court of Appeal's judgment is conclusive.
If a lawsuit is filed, the Ministry's decision will not be implemented.
Under Decree Law No. 21 of 2023, a lawsuit filed by either party to a contract cannot be accepted before the competent court without following the appropriate procedure.
The Ministry will take appropriate measures to control the violation and impose the penalty stipulated in the Decree-Law, its executive regulations and applicable legislation, in accordance with the decision of the Minister.
Yes, the Ministry has the right to compel the recruitment agency to fulfill any obligations stipulated by the decree law, executive regulations, or the contract, whether towards the domestic worker, the employer, or the beneficiary.
The law will take effect on January 1, 2024.
Employers must regularize the status of their workers, and convert indefinite employment contracts to fixed term employment contracts, in accordance with the conditions, controls and procedures set forth in the Decree-Law.
The Ministry applies transparent procedures that guarantee both parties right to file a labour complaint. These procedures are as follows:
The end of service benefits for workers working in part-time or job-sharing patterns and not on a full-time basis shall be calculated pursuant to the following:
- The national worker shall be entitled to end of service benefits at the end of his service, in accordance with the legislation regulating the pensions and social securities in the State.
- The full-time foreign worker, who completed a year or more in continuous service, shall be entitled to end of service benefits at the end of his service, calculated according to the basic wage as per the following:
Yes. Worker who can obtain another work permit are:
The employer shall notify the Ministry of the worker’s absence from work if the absence period exceeds 7 consecutive days, without the employer’s knowledge of the worker’s location or the possibility of communicating with him/her.
If the termination of the worker’s service is due to his filing a serious complaint with the Ministry or filing a lawsuit against the employer that has been proven true, the employer shall be required to pay a fair compensation to the worker estimated by the competent court if it is proven that the dismissal is unlawful. The amount of compensation is determined by taking into account the type of work, the extent of damage caused to the worker and the length of his/her service. In all cases, the amount of compensation shall not exceed the wage of the worker for a period of (3) three months, calculated according to the last wage he/she was receiving.
The new labour law and its executive regulations specify a number of cases in which an employment contract may be terminated, including:
- In the event that the worker suffers a work injury, the employer shall pay the costs of treatment of the worker until the latter recovers and is able to return to work or his/her disability is established, subject to the following conditions and rules:
- If the work injury or occupational disease prevents the worker from performing his/her job duties, the employer shall pay to the worker an amount equivalent of his/her full wage throughout the treatment period or for (6) six months, whichever is less. If the treatment period exceeds (6) six months, the worker shall obtain half wage for another (6) six months, or until the worker is cured or his/her disability or death is proven, whichever is earlier.
- If the work injury or occupational disease led to the death of the worker, his family shall be entitled to compensation equal to the basic wage of the worker for (24) twenty four months, provided that the compensation amount is not less than AED 18,000 (eighteen thousand UAE Dirham) and not more than AED 200,000 (two hundred thousand UAE Dirham). Compensation amount is calculated according to the basic wage that the worker was receiving before his/her death and the compensation is distributed among the eligible beneficiaries of the deceased worker according to the Implementing Regulation hereof, while preserving the rights of the deceased’s family in the end of service benefits and any other financial entitlements payable to the worker.
It is a leave of (5) five working days, for the worker (whether the father or the mother) who bestowed with a newborn and needs to take care of his/her child. The worker is entitled to this leave for consecutive or intermittent days within a period of (6) six months from the date of the child’s birth.
After the expiry of the probationary period, the worker shall be entitled to a sick leave of no more than (90) ninety consecutive or intermittent days for each year, provided that it is calculated as follows:
The worker may carry forward not more than half of the annual leave to the following year, or he/she may agree with the employer to receive a cash allowance in lieu of the annual leave balance according to the wage he/she receives at the time of his/her entitlement to the leave. If the worker’s service ends, he/she shall be paid a cash allowance for the balance of his/her due annual leaves according to the basic wage.
The part-time worker is entitled to an annual leave according to the actual working hours spent in the service of the employer. The duration of the leave is determined based on the total working hours after converting them into working days, divided by the number of working days in the year, multiplied by the legally prescribed holidays, with a minimum of five working days per year for annual leave. In calculating these accrued leaves, the part of the day shall be considered a full day, according to the following:
The new labour law and its executive regulations affirm the worker's right to receive his/her wages on the scheduled date and in the agreed-upon amount, as long as the worker performs his/her job duties and fulfills his/her legal obligations. However, there are limited cases where employer may deduct any amount from the worker's wage. These cases are:
Yes, the employer may ask the worker to work for additional working hours beyond the regular working hours, provided that such additional working hours shall not exceed two (2) hours per day, unless the work is necessary to prevent the occurrence of a gross loss or a serious accident or to eliminate or mitigate its effects. In all cases, the total working hours shall not exceed one hundred and forty-four (144) hours every (3) three weeks.
The periods spent by the worker in moving between his/her place of residence and the work place are not counted within the working hours, except in the following cases:
The new labour law and its executive regulations stipulate a set of regulatory controls for internal regulations, as follows:
The maximum period for assigning such kind of job to the worker is ninety days (90) per year.
The new labour law and its executive regulations enable employers to keep their business secrets without affecting the interests of the establishment and the rights of the worker. In this regard, a number of controls are defined to implement the non-competition clause, including:
In case of a dispute over the non-competition clause and the same cannot be settled amicably, the matter shall be referred to the competent court. The burden of proof of damage rests with the employer. In additions, the non-competition clause shall not apply if the reason for terminating the contract is due to the employer or its breach of its legal or contractual obligations. The parties may also agree in writing not to implement the non-competition clause after the termination of the work contract.
Yes, but the worker must notify the original employer of this by a written notice of no less than one month from the date of his/her desire to terminate the contract, and the new employer shall be required to compensate the original employer with the costs of recruitment or contracting with the worker, unless otherwise agreed. In the event of non-compliance with the above, the worker shall pay the employer a compensation equal to the worker's wage for the full or remaining period of the notice period.
The law and its executive regulations allow the parties to the employment relationship to change the contract type, subject to the following:
The new labour law and its executive regulations allowed the establishments to employ the worker according to 12 types of work permits, and facilitated the procedures for transferring workers from one establishment to another in a way that meets the establishment's needs of workforce, whether by recruiting them from outside the country or contracting with those inside the country, and thus investing local and global energies and talents. Types of work permits include:
The new labour law and its executive regulations seek to ensure a safe and decent work environment for working juveniles. A set of requirements have been defined in this regard, as follows:
The Labor Relations Regulation Law did not set a specific term for the labor relation between the two parties; instead, it allowed the parties to agree on a period that they deem to be suitable, without specifying a maximum period for the contract
The duration of the contract is not related to the work permit, and the employer must renew the work permit upon its expiry, according to the type of work permit
Yes, they can agree on any duration
No, is not, as long as there is no amendment in the employment contract
The objective of this new insurance scheme is to provide a social protection umbrella to ensure continued decent living for the insured employees and their families for a period of time during unemployment. They will be compensated with cash amounts for a limited period and until they find an alternative job as stipulated in the Decree-Law No. (13) of 2022 regarding Unemployment Insurance Scheme.
The new scheme is applicable to all employees in the federal government and the private sector in the UAE, including non-national residents
The following categories are excluded from the scope of this law:
To be eligible for compensation an employee must meet the following:
An employee shall be entitled to compensation at 60 per cent of the employee’s ‘subscription salary’ and subject to a maximum of Dh20,000 per month, for a period of no more than three months from the date of unemployment.
The maximum period for compensation is (3) three months for each claim, provided that the coverage period does not exceed (12) twelve months during the service of the insured in the UAE labor market
The Unemployment Insurance Scheme allows the employee to agree on additional benefits with the service provider (Insurance companies licensed by Central Bank of the UAE to offer this service)
The disbursement of compensation to the ensured under this law shall not prejudice any other entitlements or compensations he is entitled to.
You can check the file through The Link
Suggestions, inquiries and complaints can be submitted through the customer's voice link or through the call center.
There must be two vehicles registered under the name of the employer to obtain a private driver and three vehicles registered under the name of the employer to obtain two private drivers. Except for the Emirate of Dubai, the traffic file is linked in all emirates.
Employers who own vehicles registered in the Emirate of Dubai will need to attach their vehicle registration certificates or statements issued by competent authorities, employers from other emirates are excluded from that requirement.
Otherwise, the customer may submit an exemption application to one of the domestic worker service centers.
For labour complaints, a labourer can submit a request through the official MOHRE website. In the Free-Zone icon, attach a letter issued by the free-zone disputes office stating that a settlement couldn’t be reached. The request will be responded to within 48 hours to take action to refer it to court. The labourer can also track the request status through MOHRE call centre.
You can apply through Tasheel Service centres, Tasheel for establishments – Tawseel cars
You can apply through Tasheel Service centres, E-Services (smart Tasheel), or MOHRE mobile application.
You cannot do so due to a decision to stop receiving new requests from all MOHRE outsourcing centers.
A temporary work permit will be cancelled automatically upon the Expiry date.
Through Tawjeeh Service Centres, Tasheel Service centres, and Tawseel cars.
A copy of the trade license
A copy of the E- signature card
Exit / Entry certification
Through the call centre only
Ban period starts from the date of exiting the country. It should be automatically removed after completing one year outside the country starting that date.
It is a service that is provided by the Ministry of Human Sources and Emiratisation for establishments that desire to gain labour recruitment permits
Yes, it is possible to modify the following data: gender and profession.
No according to the new packages system.
Yes, it is possible to submit more than one Job offer for the employee by different establishments. However, other establishments cannot apply for a work permit for that employee after issuing a work permit by another establishment. The system will state that this worker has a work permit under process if the work permit is one of the following types (work permit under the sponsorship of their families/replacement work permit / new electronic work permit for Zone Corp).
Yes, the detailed information is included in the job offer such as Contract type, salary (monthly, daily, or commissions....etc.), weekly leave balance, notice period, and other conditions.
A valid copy of the passport (for more than 6 months)
Original E-Signature Card (for the owner/authorized signatory)
A copy of signature specimen card (to clarify establishment code in MOHRE)
Salary details including basic salary, allowances, conditions and contract type.
A copy of work permit cancellation (dated less than 90 days) in case of transfer permit.
Yes: but only if they are owned by the group of companies and with the same name specified in the contract. In addition to being owned by the same employer and offering the same profession and the allowances with no prior agreement in the employment contract to determine the workplace.
Yes, after obtaining a temporary or part-time work permit to work for another entity.
In the case of dismissal or leaving the country, the employee is entitled to get the return ticket to his/her origin country, as well as in the event of completion of the agreed contract term. In case of the employee’s resignation or desire to work with a new employer within the country, then he/she is not entitled to receive a return ticket.
The Emirati employee who is not registered in the Pensions Authority takes his/her end-of-service gratuity from the company that he/she is retiring from. If he/she is registered in the Pensions Authority, then he/she is entitled to take the end-of-service gratuity from the Pensions Authority.
That is not permissible. The employer and the employee are considered violators. The employee is supposed, within no later than 3 months, to notify the Ministry of Labour relations department that he/she has been suspended from duty. This is even though the ministry permitted this during the pandemic as an exceptional case and within regulating decisions.
Yes, since the days that exceed the balance of annual leave are considered as absence. As stated in the labour law, article (120); in case of the absence of over 7 consecutive days, or 20 non-consecutive days, the employer may dismiss the employee without notice, unless there are force majeure circumstances that prevent the employee from resuming his/her work in time after completion of the annual leave days.
Yes, the employer has the right and he/she can decide when the annual leave starts. In addition, the employer can, when necessary, divide the annual leave period into two and transfer the remaining days to the following year. The employer may not transfer the annual leave for two consecutive years.
The end-of-service gratuity is calculated according to the last paid basic salary only, with no allowances.
Three languages: Arabic, English, and the employee/worker language.
Yes, it should share with the employee before printing the Pre-approval for work permit
Job offer is rejected in case contract conditions that are added contradicts Labor Law or the ministerial decrees.
No
Yes, Job offer must match the contract
no you have to apply for the job offer first
In cancellation or renewal of work permit
You can apply through MOHRE mobile application, MOHRE website (Tasheel Services)or tasheel services centers
Through MOHRE mobile application, MOHRE website or contact center
It is a service provided by the The Ministry of Human Resources and Emiratisation to any establishment to be able to cancel work permit card of a worker that is diagnosed with infectious disease
Medical Certificate, cancellation of residency
It is a service provided by the The Ministry of Human Resources and Emiratisation to any establishment to be ableto cancel labour card of employees that are outside the country for more than 6 months
Cancellation proof of residency
yes
(30) days
MOHRE mobile application or E-netwasal
Temporary work permit service is used to create a temporary work permit for an applicant to work in another company other than his present company.
60 days
A customer can update his personal data by logging in the ministry's systems concerned with each sector:
Employer: He can update the data of his establishment by logging in the Tas’heel system and typing a worker data updating form. If interested, he can also update the data of his establishment by typing an establishment data modification form.
Worker: He can modify the data of worker card by logging in Tas’heel system
Domestic worker: Through Tad-beer system
Please see the Privacy Policy
The employee should get the employer’s written approval for any request to work beyond the notice period. It is to be noted that any employee who continues to work beyond 4 months of the notice period, should automatically withdraw his/her resignation.
An employer cannot rejects an employee’s resignation, provided the employee gives due notice and obtains the employer’s signature on his/her resignation letter, or sends the resignation letter by fax, email or postal mail.
In general limited contracts mention start/end dates, the unlimited ones only specify joining dates, each follow respective provisions depending on the situation
Our smart apps: MOHRE UAE - Google Play MOHRE UAU - App Store
The employee or the employer has the right to file a complaint within 30 days from the date of the breach in obligations by the other party.
The Ministry takes necessary actions to settle the complaint or refer it to the Judicial Department in the event that an amicable settlement is not reached between the two parties within a period not exceeding 14 days from the date of filing the complaint.
The employee must cancel the work permit within 14 days from the issuance of the final judgment in the labor case if the employment relationship between the two parties has come to an end.
To cancel the permit of an employee whose complaint was referred to the labour courts and his employment was ceased before the issuance of the Ministerial Resolution No. 47 of 2022, a period of six-months is to be calculated from February 4, 2022, the date of its issuance.
The employee whose complaint has been referred to the labour court has the right to request a temporary work permit with a new employer during the consideration of the case, with the exception of an employee against whom a work interruption complaint has been filed.
The work permit will be cancelled administratively if the Ministry is unable to reach the employer within five working days from the date of filing of the employee's complaint.
The employer is able to stop the cancellation of an employee administratively if a response has been received from the employer within five working days of filing the complaint, or if the employer requests an extension in time to address the issue of the complaint, and in case they are able to provide evidence proving the employee is under investigation for a criminal offense related to work from the relevant authorities.
An employee has the right to submit a request to cancel a work interruption complaint in accordance with those cases as specified in the Ministerial Resolution No. 47 of 2022.
The contractual relationship can be reinstated after registering the work interruption complaint, if the employer agrees to reinstate the employment relationship, provided that the establishment exists, and the employer complies with the payment of the fines due, if any, for not issuing or renewing the work permit.
The individual labour dispute is applicable on a single worker all the way up to 99 workers, and the labour complaint is filed through one of the service channels, to be reviewed by the specialized legal officers to arrive at an amicable settlement or is referred to the labour courts.
As for collective labour disputes, it is applicable on a 100 workers or more, and the labour complaint is filed through one of the service channels, and three to five workers are selected to represent them in the dispute. It shall be attempted to settle the dispute amicably within 30 days from the date of its submission, or referred to the Collective Labour Disputes Committee.
There are a set of regulations a labour inspector is required to follow when performing their duty:
The labour inspector has the following rights:
The worker’s wage becomes due for payment starting from the first day of the month following the entitlement month
And the establishment owner is considered late in paying the wages if he / she does not pay it within the first 15 days of the due date, unless it is stipulated in the work contract for a shorter period.
Non-compliant establishments will receive notices and alerts from the Ministry on the third and tenth days following the due date.
On the seventeenth day following the due date, the Ministry will suspend services provided to non-compliant establishments.
In addition to listing the establishment in the electronic monitoring and inspection system, the Ministry’s competent team shall conduct field visits and may issue warnings if necessary.
For establishments employing more than 50 employees, the Public Prosecution shall be notified 45 days after the due date, and the establishment's details will be forwarded to the government and local authorities for legal action.
All sole establishments or companies owned exclusively by the owner of the violating establishment shall be suspended after four months after notifying the owner thereon, taking into account the unity of the partners.
In the event that the establishment repeats this violation within six months, a fine of Dhs.1,000 per worker will be imposed ,capped at Dhs.20,000.
If the establishment repeats the WPS violation within six months, it will be reclassified and downgraded to category (3).
The establishment will receive an electronic notice after three consecutive months, the establishment will be suspended, and the employee's work permit will not be renewed unless the employee's status is modified.
A visit to the establishment will be conducted as part of the inspection process. Upon confirmation that there is no actual work relationship, the establishment will be referred to the Public Prosecution for prosecution and a fine will be imposed.
As part of the WPS, establishments that pay 80% or more of the wages payable to their eligible employees are considered to be compliant.
Upon receiving 80% or more of the salary stated in the employment contract.
Yes, any deductions from the employee's wages must be properly documented by the establishment.
The following employee classifications are exempted from the Wages Protection System:
Establishments practicing the following activities are exempted from the Wages Protection System:
The high-risk status shall be lifted once violations contained in the preceding Article referred to in Ministerial Resolution No.(208) of 2022 concerning Criteria for Identifying High-Risk Establishments are remedied and any liabilities resulting therefrom are settled.
In order to lift the high risk status by reason of work stoppage reports exceeding (30%) of the total number of workers registered in the establishment, the establishment’s record shall not contain any work stoppage incidents for 12 months.
The Workforce Planning Policy is a strong impetus for proactive efforts aimed at enhancing the UAE’s global competitiveness as a resilient, open, and diversified labour market that embraces global talents, offering fair and equal opportunities in the private sector. This underlines the values that distinguish the UAE, namely tolerance, cultural, and demographic diversity.
The Workforce Planning Policy seeks to develop the market’s business environment without violating the employers’ freedom to choose the talents and competencies they wish to employ, while setting new fees for services that are essentially linked to the choices made by the employers.
As you know, the UAE has attracted workers from different cultures of the world, which is something we are proud of – in light of the human values that prevail in our society, especially tolerance and acceptance of the other cultures. Through the policy of cultural and demographic diversity, we aim to translate the social and cultural diversity of the UAE and make it an integral part of the core values of the companies in the private sector. This will be done by diversifying cultural backgrounds of their employees and offering equal employment opportunities while empowering UAE citizens as per the applicable percentages of Emiratisation.
The application of the new classification will keep pace with the updates made on service fees for work permits and transfer fees
The Ministry will be keen to support the companies eligible for the transitional period, which include 50 or more workers, in their transformation journey in line with the new decision on cultural and demographic diversity.
The decision will have a positive impact on the performance of companies as it pushes them to adhere to best practices that support workers’ rights, stimulates the launch of innovation projects and supporting the SME sector, and encourages business in new sectors with promising opportunities, especially since it excludes companies from the Tier 3 classification if they operate in priority sectors.
The classification also increases fairness and equal opportunities in the labour market, enhances the attractiveness of the private sector for high-level national competencies, and advances training, research and development programs, integrating with the laws and regulations aimed at upgrading the labour market that were recently announced, such as the insurance system and adjustments to Emiratisation rates that intersect with the objectives of the Nafis program.
A facility with 50 employees or more is classified as high risk in the following cases:
Cabinet Resolution No. 18 of 2022 responds to clients’ requests on simplifying processes and developing the classification ecosystem. This, in turn, is aimed at bolstering the entrepreneurship and investment, while augmenting the UAE labour market’s competitiveness and attractiveness for global talent and protecting the workers.
The resolution is in line with the UAE’s plans for the next 50 years, positioning the nation as "a capital for talent, companies, investments, and the future."
The classification law is also aligned with the resolutions taken to boost the Emiratisation levels, while linking requirements with benefits through an unprecedented incentive package.
The package includes reducing the Ministry of Human Resources and Emiratisation’s fees by up to 80% for private sector companies that achieve major accomplishments in hiring and training citizens, therefore attaining first category classification.
New establishments, regardless of its size will be classified under category (2), subject to their compliance with the policy of cultural diversity and skilled workers when issuing work permits. Establishments will be classified under category (3) if found to be in violation of the provisions contained in the decree-law regarding the regulation of labor relations and its executive regulations and ministerial decisions issued pursuant to the decision of the Minister of Human Resources and Emiratisation, or due to non-compliance with the policy of cultural diversity and skilled workers.
The classification category of the establishment shall be upgraded and downgraded based on its achievement of the requirements for its respective category.
The establishment will be classified under Category (1) only by submitting an application, subject to approval by the Ministry.
Establishments will be classified under Category (1), subject to their compliance with the provisions contained in the decree-law regarding the regulation of labor relations and its executive regulations and ministerial decisions issued pursuant to the decision of the Minister of Human Resources and Emiratisation regarding work permits, employment contracts for UAE citizens and non-citizens, Wages Protection System, in addition to achieving one of the following criteria:
Establishments will be classified under Category (2), subject to their compliance with the provisions contained in the decree-law regarding the regulation of labor relations and its executive regulations and ministerial decisions issued pursuant to the decision of the Minister of Human Resources and Emiratisation regarding work permits, employment contracts for UAE citizens and non- citizens, Wages Protection System in addition to implementing cultural diversity and skilled workers policy.
Establishments shall be classified under category (3) according to the following criteria:
There are no levels within the categories, thus, Category (2) was modified and the previous levels (A-B-C-D) were removed.
Cabinet Resolution (18) of 2022 stipulated in Article (2) that establishments shall be classified under Category (1), subject to its total compliance with all provisions related to the decree-law regarding the regulation of labor relations and its executive regulations and all decisions issued by the Ministry of Human Resources and Emiratisation, work permits, employment contracts for citizens and non-citizens, and the wage protection system, at a rate of 100%, in addition to one of the criteria mentioned in the article, including cooperation with the UAE Nationals Competitiveness Council (Nafis Program) in recruiting and training at least 500 citizen annually.
The Category has three winners for each of the three subcategories, with a total of 12 winners.
The customer will be notified of the outcome of the request upon completion. The customer may also follow up on his request by logging in to the services / Inquiries on the Ministry's website or smart application of the Ministry MOHRE or the call center 600590000.
Both parties to the employment relationship may petition against the decisions issued by the Ministry.
Service name: Complaint/grievance from a customer
Which an electronic service to receive grievance requests submitted by employers / workers on the decisions issued by the Ministry
Within (30) thirty days from the date of becoming aware of the decision.
Any supporting documents for the application
15 days from the date of submitting the application.
Creating a middle ground between the parties to the employment relationship and their representatives; negotiate on their behalf the terms of the labor contract, in order to establish an employment relationship, without the agency becoming a party thereto.
Recruiting a worker with the intention of making him/ her available to work with a third party, and the worker’s relationship becomes direct with the Agency that outsourced his/her services to a third party (the Beneficiary).
Any natural or legal person to whom the worker is assigned and under his/her supervision according to the temporary employment and outsourcing system, whether for a specific period of time or to perform a certain task or to provide a specific service.
Any individual establishment or a legal personality that engages in an activity related to mediation or temporary employment and outsourcing to provide the services of one or more workers for a specified period of time or to perform a task or to provide a specific service to the beneficiary.
According to Cabinet Resolution No. 21 of 2020 regarding service fees, the Mediation Agency license is issued for a period of one year for a fee of AED 25,000/- and it is renewed against a fee of AED12,500/-. As for the Temporary Employment Agency license, the license is issued for a fee of AED50,000/- and it is renewed against a fee of AED 25,000/-. The amount of fee for combining the two activities as indicated in the paragraph or for renewing them together is not mentioned in the table.
The Ministry may cancel the agency's license in the following cases:
If the agency license expires and has not been renewed within 30 days, it will be considered as unlawful practice of the activity, and will be subjected to legally prescribed fines of AED 50,000/- per case.
- Part-time working: an employee can divide his work time between the main workplace and remote workplace in equal or different percentages. This may be days in the week, weeks in the month or months in the year.
- Full-time working: this is for the jobs that can be performed on full-time basis from outside the office.
The remote working system provided by MOHRE to employers gives them the chance to hire national workforce with no need to their appearance in the office, whether from home or a remote working center on part-time and full-time basis.
If you have determined your organization's needs of employees and created remote working jobs that are compliant with the program terms and conditions, you can insert vacancies and look for qualified cadres via your page in the Tawteen Gate www.tawteen.gov.ae, or call a recruitment consultant at 80066473.
Remote working employment requires:
Employer:
Workplace: the employer needs to determine appropriate and permissible workplaces and environments for remote working.
Working Hours: working hours may differ from approved hours at the employer's offices. Working hours are determined as per the operating needs and nature of tasks.
Work Supplies: the employer shall provide all items necessary for an employee to do his job, including electronic tools, hardware, etc. and procure or pay for hardware maintenance.
Security: the employee needs to take all security requirements into consideration, determine responsibilities in case of any security breach while the employee is outside the workplace, and establish necessary penalties for violation of any security restrictions.
Privacy: the employee needs to clarify the limits of remote-worker privacy policy, whether there are any follow-up programs to be installed on the employees' devices, and whether there are any other restrictions or limitations related to employee's privacy.
Health and Safety: the organization should adhere to health and safety requirements when determining or approving the remote workplace.
Easy Communication: the employer should ensure access to remote-working employers for:
Performance Management: the employer should establish guidelines concerning remote-working employee performance assessment against their colleagues working at work offices.
Development and Training Opportunities: the employer should provide the same training and development opportunities for remote-working employees.
A remote-working employee should adhere to the following:
Remote Employee/Job seeker:
v To review the operating systems policy, guide, rights and responsibilities on its employees.
v To work in accordance with the remote-working laws adopted by the employer.
v An employee must adhere to security requirements.
v An employee must handle any challenges or hardships ensuing from remote working arrangements.
v The employee shall be accessible to his colleagues or employer during working hours.
v The employee shall keep the devices and tools furnished to him.
In case of any complaint, resort will be made to MOHRE for dispute resolution
Generally, a National Student Employment Contract is concluded between an employer and a student enrolled in one of the programs approved and supported by the Emirati Cadre Competitiveness Council "NAFIS", under a set of professions and specialties determined by the Ministry. It is a full-time position with a salary of at least 4,000 dirhams per month. After graduation, the national student must be employed at the same institution for a period not less than the study period, in a profession within the same specialty, in accordance with the employment contract applicable to nationals within the private sector.
The Contract duration is one year, renewable with the agreement of the employer and the national student until graduation.
In accordance with Cabinet Resolution No. (1/7) of 2021 and its amendments, the national student employment contract is included in the Emiratisation percentage required by the establishment.
Currently, employment contracts are available to national students seeking employment in the health care industry.
Establishments will be required to pay contributions in accordance with Cabinet Resolution No. (1/7) of 2021, its amendments, and the decisions issued in implementation thereof.
Students will be required to reimburse the establishment for all amounts they received from the establishment during the term of their employment contract.
Ministerial Resolution No. (240) of 2023 on the introduction of employment contracts for national students.
National students enrolled in programs approved and supported by the UAE Cadres Competitiveness Council ("NAFIS"). The contracts are currently available to citizens participating in the NAFIS cadre development program for the medical and health sectors.
Generally, an Employment Contract is an agreement between an employer and employee, under which the employee agrees to serve the employer and work under his supervision and guidance in exchange for a wage, as determined by the Executive Regulations of Federal Decree-Law No. (33) of 2021 relating to the Regulation of Labor Relations and its amendments.
Unlimited Employment Contracts must be converted to Limited Employment Contracts by December 31, 2023
As long as there are no changes to the details of the employment contract, such as amending the salary amount, an electronic work permit renewal application is sufficient.
If your electronic work permit is valid, you may submit an application for amendment. In the case of an expired electronic work permit, you should submit an application for renewal.
Limited Employment Contracts (there is no maximum duration for the contract)
Limited Employment Contracts have several advantages, including:
Prior to December 31, 2023, all unlimited employment contracts must be amended to limited employment contracts.
Ministerial Resolution No.27 of 2023 regarding the extension of the deadline for converting employment contracts.
As part of the employment agreement, the parties may agree on a notice period during which the employment relationship may be terminated, provided that such a period does not exceed ninety days and must not be less than thirty days.
By visiting the Ministry's website.
Two Years
The employer is not considered late in renewing or issuing a work permit in any of the following cases:
The establishment shall be registered in accordance with the systems of the Ministry of Human Resources & Emiratisation, and shall strictly adhere to the rules and regulations of Federal Decree-Law no. (33) of 2021 concerning regulation of the labor relations and any regulations issued in implementation thereto.
The establishment shall be registered in accordance with the systems adopted by the Ministry of Human Resources & Emiratisation, and shall strictly adhere to the rules and regulations of Federal Decree-Law no. (33) of 2021 concerning regulation of the labor relations and any regulations issued in implementation thereto
Yes, the ministerial decree no. (203/2022) will apply to it, as of 15 April 2022 the date of publishing the decision in Official Gazette.
Yes, the existing establishments will be granted electronic quotas (automatically) 5 – 10% of the total number of the labor registered in the establishment, the number shall not exceed 100 employees as one quota every year. New establishments will be granted 3 quotas, however, with respect to new establishments that are included in Annexure no. (2) of Cabinet Resolution No. (203/2022), it will be granted quotas for 6 workers.
New establishments that are considered of highest priority will be granted work permits for 20 workers, and with regard to the existing establishments classified as “High Priority”, it will be granted electronic quotas of 50% of the total number of registered labor annually.
Yes, establishments can apply to acquire share for additional employees if the previous quotas are used. The establishment shall send an application stating the need for additional share, and the application will be submitted to a special committee to examine it.
Electronic quotas will be granted starting from the issuance date of Cabinet Resolution No. (203/2022) regarding regulation of electronic quotas. The establishment can submit the application by hand if necessary through one of the application channels provided by the Ministry of Human Resources & Emiratisation.
Yes, the share of electronic permits can be revoked if the establishment found to be in violation to the rules and regulations of Federal Decree-Law no. (33) of 2021 concerning regulation of the labor relations and any regulations issued in implementation thereto.
All the establishments governed by the Ministry are subject to periodic monitoring by the organizational units in the Ministry.
You can apply for Nafis initiatives by visiting Nafis.gov.ae or by contacting the Nafis call center at 80062347. The registration and application process is governed by the terms and conditions stated on the platform.
Any private sector company can contribute to the Nafis program and achieve Emiratisation rates by offering vacancies, training programs and benefiting from Nafis initiatives related to the Emirati Salary Support Scheme through the Nafis platform. You can now view and avail all the services of the program by registering at the following link: Nafis.gov.ae or contacting the Nafis Call Center 80062347.
In line with the UAE government's new guidelines regarding the fifty initiatives and the launch of the Emirati Competitiveness Program (Nafis), the Emiratisation percentage is targeted according to the new mechanism that defines the sectors and target percentages for Emiratisation on an annual basis. You can now view and avail all the services of the program by registering at the following link: Nafis.gov.ae or contacting the Nafis Call Center 80062347.
The Emirati Human Resources Competitiveness Program 'Nafis' was launched as part of the ‘Projects of the 50’. You can now view and avail all the services of the program by registering at the following link: Nafis.gov.ae or contacting the Nafis Call Center 80062347.
No, the fines covered by the decision are the fines pertaining to fee difference transactions.
Upon full payment of the fine amount or in installments, provided that the establishment is regular to pay monthly installments, the ban will be lifted.
According to Cabinet Resolution No. (6/02m) of 2022, the reduction will be set at 20 percent, and the payment method will be in monthly installments for 24 months, provided that the last installment is not later than the 30th of June 2024.
Yes, establishments and business centers enjoy a grace period of three months to pay the fine. In addition, the imposed fine is reminded whenever a transaction is submitted. It is possible to submit a request for installments through the customer service in the Ministry’s system.
For all establishments, installments could be made monthly, quarterly, or semiannually for 24 months. Fines or fine installments can be paid through the establishment fine payment service available through all service channels.
As a result, the establishment will not be permitted to provide services in accordance with the applicable laws.
When choosing the fine in the establishment fine service, the establishment is able to view the schedule of payments as well as the payments made.
Establishments may request installments through customer service in Ministry's systems, where they select installments duration and submit a letter stating the reasons for the request. Accordingly, as soon as the request is approved, the system will schedule the payments, and once the request has been approved, the scheduling cannot be modified.
The installments cannot be rescheduled, and the establishment must adhere to the payment dates indicated in the fine payment service.
As of 1st June 2022, there will be no limit for the bank guarantee
The establishment must complete the amount of the guarantee AED 3000/- for each worker, or provide insurance cover for uncovered workers, when a new work permit is issued or an existing work permit is renewed.
An establishment may combine the bank guarantee system and the insurance system
When renewing the work permit, the employer may choose between continuing with the bank guarantee system or move to the new worker’s insurance system and refund the excess amount, if any
The insurance system is mandatory when issuing or renewing a work permit for establishments classified as high risk (within the inspection system).
The insurance system is mandatory for domestic workers, whether they are issued a new work permit or those whose work permits are renewed
Yes, the establishment may combine more than one Insurance pool or a company to cover its workers.
If the dispute is not resolved between the two parties within two weeks of the date of the complaint, the matter will be referred to the court of competent jurisdiction.
If a dispute between the employer and the domestic worker arises, the Ministry takes prompt and transparent action in accordance with the following procedures:
Under the executive regulations, there are a number of requirements for providing occupational care and safety for domestic workers, including:
It is generally acceptable for domestic workers to work for relatives of the employer up to the second degree, provided that they have given their consent to do so.
In accordance with the executive regulations, domestic workers were permitted to leave work without notice in two circumstances:
If the employer chooses to assign any tasks to the worker on the weekly day of rest, the worker must be granted an alternative day off for rest or be paid cash in lieu of that day. The domestic worker may not be required to work for more than two consecutive days of rest in any two weeks, unless otherwise agreed upon.
It is required that domestic workers have a minimum of 12 hours of rest per day, eight of which must be consecutive. Moreover, the time spent by the domestic worker eating or resting shall not be counted as part of their actual working hours.
A domestic worker may not be granted a work permit until one year after the date of his departure from the country has passed, in the following cases: A domestic worker may not be granted a work permit until one year after the date of his departure from the country has passed, in the following cases:
An absconding report may be canceled in the following circumstances: An absconding report may be canceled in the following circumstances:
The employer must register a report in the event a domestic worker abandons work, within five days from such abandonment without a valid reason.
Yes, it will be canceled
The domestic worker can apply for the cancellation of the original work permit within 14 days of the final judgment in the labor case.
Yes, a domestic worker may request a temporary work permit within 30 days from the date the complaint was referred to the judiciary only if the suspension or cessation of work occurs as a result of a labor complaint.
The domestic worker must file the labour complaint with the competent court within 14 days of the date when the Ministry approves the referral to the judiciary.
The employer/domestic worker can file a complaint regarding the employment contract concluded between them during the term of the contract and up to three months after its termination for any reason whatsoever.
• The domestic worker can transfer his services after the approval of the Ministry and by submitting an application through the approved channels in the following instances:
• If the employer agrees in writing, during the validity period of the contract, such transfer.
Recruiting offices may hire a specific domestic worker at the employer's request and with his consent and knowledge, and from outside of the list of domestic workers registered with the office. However, this request will prevent the employer from obtaining a two-year guarantee on the domestic worker.
The term "temporary employment" refers to the process whereby the domestic labor recruitment office employs a domestic worker in order to make him/her available to a third party (the beneficiary) in order to perform a particular occupation under the provisions of this Decree-Law, and the beneficiary shall supervise and manage the performance of such responsibilities. It should be noted that the domestic labor recruitment office is the employer in temporary employment, without affecting the obligations of domestic workers toward the natural person or his family who benefit from their services.
Both parties to the employment relationship benefit from the probationary period, as it serves as the employer's method of evaluating the domestic worker's performance, and at the same time, allows the domestic worker to familiarize himself with his responsibilities, duties, and workplace environment. The employment contract may be continued or terminated based on the outcome of the probationary period, in accordance with the provisions of this Decree-Law, its implementing regulations, and the implementing decisions.
The objectives of the Decree Law are as follows:
Obtaining a license from the Ministry of Human Resources and Emiratization is required before engaging in the recruitment or temporary employment of domestic labor, according to the requirements specified in the executive regulations of this Decree-Law and the Ministry's decisions.
Generally, the Decree Law prohibits the employment or recruitment of domestic workers under the age of 18 Gregorian years; however, it does not specify an upper age limit for domestic workers.
Specifically, the Decree-Law stipulates that the following acts must not be committed by employers and recruiters of domestic workers, whether they are hired on a temporary basis or retained on a permanent basis:
In accordance with the decree-law, the recruitment office was required to conduct the necessary medical examinations for the domestic worker within 30 days of his arrival in the country. As part of this process, it is imperative to ensure that the domestic worker is medically fit for the tasks he/she will be performing, in terms of physical, mental and psychological fitness, and does not suffer from a chronic or contagious disease based on the conditions determined by the approved medical authorities of the country, or has any health conditions which may limit the performance of the position.
Recruitment offices are responsible for educating domestic workers about the customs and traditions of the country.
The Decree-Law required that the recruitment office provide domestic workers with information on how to make complaints regarding alleged violations of their rights and freedoms to the appropriate authorities.
The employer has the right to refuse to employ the recruited domestic worker if the recruitment office violates the terms of the contract.
The employer must conclude an employment contract with the domestic worker and provide a copy of the contract to the employee, in accordance with the Ministry of Human Resources and Emiratisation guidelines.
The duration of a limited employment contract is two years and may be renewed for a similar period. A contract may be extended under the same conditions if both parties continue to apply the contract after the expiration of its initial term it should be understood that the original contract has been extended, under the same conditions including the duration of the contract. Upon mutual agreement of the parties to the employment contract, the contract may be terminated prior to its expiration date.
The domestic worker is entitled to an annual leave of not less than 30 days for each year of service which shall be paid in full before his/her departure on annual leave. For periods exceeding six months but less than one year of service, the domestic worker shall be entitled to two days per month. Depending on the circumstances, the employer may determine the date on which annual leaves are to commence, and he may choose to divide the leave into two parts if necessary.
In the event that a domestic worker wishes to spend his/her annual leave in his/her home country, the employer must incur the cost of the return ticket once every two years. In the event that both parties agree to terminate the contract following the domestic worker annual leave, the employer will bear the cost of the return ticket only.
Domestic workers are entitled to a sick leave of 30 days for each year of service either continuous or intermittent, which may be availed whenever a medical report issued by an approved health authority demonstrates that the worker is in need of such leave, calculated in the following manner:
If the domestic worker's behavior contributed to the illness, no payment will be made during sick leave.
The domestic worker may not work for anyone other than the employer or beneficiary named in the employment contract, however, he/ she he may work for any of the employer's relatives up to the second degree with his/her consent.
According to the Decree-Law, domestic workers are allowed to retain their identification documents.
Domestic workers must comply with the instructions provided by their employers regarding the implementation of the work, unless such instructions are in conflict with the contract, the law, public order, public morals, or that expose them to danger or legal liability.
Domestic workers must be informed of the dangers associated with their profession and the precautions that need to be taken by the employer or his representative at the time of appointment. In addition, the employer must provide adequate means of protection for the worker against the hazards of occupational injuries and diseases. This includes protective equipment and clothing specifically designed for this purpose. The employer must take all reasonable measures in order to protect the domestic worker from occupational diseases and injuries.
From the date the domestic worker enters the country, or from the date that his/her status is adjusted, the domestic worker is entitled to his/her wages.
If the domestic worker caused any loss, damage or destruction to any tools, machines, equipment or products owned by the employer, kept in the custody of the worker or under his/her disposal, then the employer has the option to deduct from the worker's pay the amount required for rectifying error or restoring the item to its original condition, this arrangement is subject to the consent of the domestic worker or approval of the Ministry if the worker declines. In such a case, the deduction cannot exceed one quarter of the domestic worker's salary.
Deductions of not more than a quarter of the domestic worker's pay shall be made for debts payable in execution of a court judgment.
The deduction may not exceed one quarter of the domestic worker's salary.
In the event that a domestic worker is imprisoned in provisional detention, his/her wages will be suspended for the duration of his confinement.
Domestic workers may leave their jobs in any of the following situations while maintaining their rights, provided that they inform the Ministry within two weeks of the occurrence, particularly if the employer fails to address the reasons for leaving the work:
In the event that the employer or his representative commits any act of assault, humiliation or any form of sexual assault against the domestic worker, he / she has the right to leave work without notice. At all times, the domestic worker must immediately report the assault to the competent authorities and notify the Ministry within three days of leaving the workplace.
It is necessary for the domestic worker to return to the recruitment office that recruited him/her for housing, specify the means of communication to be used to contact him/her, and inform the Ministry accordingly.
In the event that any of the cases listed in this Article arise, and without prejudice to the right of the domestic worker to retain his/her entitlements throughout the duration of their employment, a domestic worker may leave the country or transfer to another employer in accordance with the certain procedures and controls.
The employment contract expires upon the death of the employer; however, it may be continued by mutual agreement between the family and the domestic worker until the end of the contract's term.
The employment contract may be unilaterally terminated by either party if the other party fails to fulfill its obligations. If the termination of the employment contract was made for reasons not attributed to the domestic worker, the employer will be liable to pay the worker's due compensation in addition to the expenses for repatriating the worker to his/her home country. If the domestic worker opts to terminate the employment contract after the probation period for reasons attributed to him/her, there will be specific obligations under the following circumstances:
Domestic workers are permitted to transfer to new employers provided that all contractual requirements are met, while observing the rights of the original employer, and in accordance with applicable conditions and procedures.
In the event that a dispute arises between the employer and the domestic worker, and both parties fail to reach an amicable agreement, the dispute must be referred to the Ministry. Accordingly, the Ministry shall take all measures necessary to resolve the dispute amicably. The dispute shall be referred to the competent court if attempts to reach an amicable settlement fail.
Domestic workers who encounter a dispute with a recruitment agency and are unable to resolve it amicably must refer the matter to the Ministry, which will take legal measures to resolve it, and in the absence of an amicable resolution, the dispute will be referred to the court.
In neither of the following two scenarios, inspectors may enter the residence of the employer's family without the permission of the owner, or with the permission of the Public Prosecution:
A lawsuit concerning any of the entitlements referred to under the provisions of this Decree-Law shall not be heard after the lapse of three months from the date of termination of the employment relationship.
All actions and applications filed by domestic workers are exempt from judicial fees. Actions of this nature will be expedited.
Employing a domestic worker sponsored by a third party is not permitted. The following offences will be subject to a fine of not less than 50 thousand dirhams and not more than 200 thousand dirhams:
Employing an illegal worker for the purposes of trail and changing their status afterwards is not permitted. A fine of not less than 50 thousand dirhams and not more than 200 thousand dirhams will be imposed on anyone who uses work permits for domestic workers for purposes other than for which they were issued.
Provisions contrary or in conflict with the provisions of this Decree-Law, even if it predates its effective date, it shall be declared null and void, unless it is more beneficial to the domestic worker.
The Arabic Language is the language used in all records, registers, data, contracts, forms, agreements and other documents as may be provided for in this Decree-Law or in any orders or regulations issued in implementation of the provisions hereof. The Arabic text shall be accompanied by a foreign language understood by the non-Arabic-speaking domestic worker, provided that a consistency between the two languages is maintained. If a foreign language besides the Arabic language is used. The Arabic text shall prevail in the event of a discrepancy.
The provisions of the executive regulations shall apply to contracts entered into prior to the implementation of the regulations or on the renewal of such contracts or residence permits.
The employer's file will be suspended if the wages of the domestic worker are not paid for a period exceeding two months.
Workers have a set of obligations they must adhere to as follows:
Ministerial Resolution No. 44 of 2022 on Occupational Health and Safety and Labor Accommodation obligates establishments that employ 50 or more workers and receive a wage equivalent to 1,500 AED or lower, to provide labor accommodation for their workers and register in the Ministry’s approved systems, and to ensure the accuracy of the relevant data entered, provided that the accommodation complies with the requirements for Labour Accommodations stated under Cabinet Resolution No. (13) of 2009 relating to the Guide on General Standards for Joint Labour Accommodation and Related Services and Ministerial Decree No. 212 of 2014 relating to the Approved Guide on General Standards for Joint Labour Accommodation Intended for Less than 500 workers.
Every industrial establishment, as well as establishments operating in the construction sector and employing no less than one hundred workers, must appoint an occupational health and safety officer, who shall be qualified for this purpose, and is entrusted with the tasks of preventing various dangers and supervising the implementation of the provisions related to this matter.
The Ministry of Human Resources and Emiratisation (MoHRE) organises the Emirates Labour Market Award annually to enhance competitiveness, increase productivity, and promote the wellbeing and quality of life of the workforce across private sector establishments in UAE.
The first edition of the Emirates Labour Market Award was introduced in 2023 and is held under the patronage of His Highness Sheikh Mansour bin Zayed Al Nahyan, UAE’s Vice President, Deputy Prime Minister and Chairman of Presidential Court.
The Emirates Labour Market Award aims to acknowledge the outstanding contributions of all stakeholders in the local labour market, including workforce, establishments, and business service partners. Each target entity has a main category, with subcategories based on special criteria to ensure that all outstanding contributions are acknowledged.
Main categories include:
Nominations for the Award start on 1 June 2023 and ends on 31 August 2023. Nominations will be closed by that date as well.
Applications must be submitted via the Award’s website: http://riyada.mohre.gov.ae.
All inquiries must be submitted online via the Award’s website: https://riyda.mohre.gov.ae. You can also call MoHRE’s service centre 60059000.
Participation is free for all categories.
Participation is optional for all categories.
The ceremony for the first edition of the award will be held in November 2023
The Establishments Category aims to honour leading establishments that have managed employment relationships in an exceptional manner.
The Establishments Category includes a main category and six subcategories, divided according to the size of establishments (small, medium, large, and very large).
The six subcategories under the Establishment Category include: employment, empowerment, and attracting skilled labour practices; occupational health and safety practices; practices related to employment relationships and wages; workforce wellbeing and quality of life; most futureproof establishment; and outstanding workers’ housing.
The Establishments Category is based on six specific criteria, including employment, empowerment, and attracting skilled labour; occupational health and safety; employment relationships and wages; facilities and work environment; futureproofing; and encouragement and motivation.
One application is submitted for the whole establishment and there is no need to submit individual applications for each subcategory. The winning establishments in each subcategory will be determined based on the evaluation criteria.
The Establishments Category targets all establishments operating in the UAE labour market, provided they are registered in the Ministry of Human Resources and Emiratisation database.
The establishments must be committed to adopting best practices in human resources and ensuring the strictest compliance with work environment regulations and standards.
The nomination criteria include:
Establishments that have previously won the award cannot participate again until two sessions have passed since they were awarded.
The Establishments Category has seven winners for each subcategory and a total of 28 awards divided according to the size of the establishments (small, medium, large, and very large).
The Workforce Category targets outstanding workers who have contributed to the UAE’s businesses and community.
It has three subcategories, including:
The Workforce Category involves four main criteria: Achievement; Creativity and Innovation; Continuous Learning; and Social Responsibility.
General nomination is the recognition of those who have been nominated by their employers, UAE government entities, or members of the community for outstanding community service.
The Business Services Partners Category has three subcategories:
Each subcategory will have one winner – with a total of three prizes to be awarded annually.
Emiratisation percentages are calculated based on the number of employees in each establishment, since each establishment has an independent legal personality.
In order to provide services to its customers, the Ministry of Human Resources and Emiratisation offers several channels, including:
There is neither minimum wage, nor a specific job title for citizens working in private sector establishments; rather, it is determined by the employment contract.
Emiratisation Partners Club (Tawteen) and Category (1) membership requirements are as follows:
Furthermore, the establishment must meet one of the following criteria:
As far as the Emiratisation percentage is concerned, only the employment contracts are considered.
As soon as the required Emiratisation percentage in the establishment decreases, the two-month period begins.
Establishments may recruit citizens from any nation-wide platform.
The Tawteen Partners Club has been reorganized and the club membership requirements and criteria have been modified. Furthermore, the platinum, gold, and silver categories in the ministry's classification of establishments have been canceled and replaced with Category (1).
Establishments classified under Category (1) will be eligible for Tawteen Partners Club membership subject to achieving either of the following criteria:
At least one citizen must be appointed against every 50 skilled workers or part thereof for each year of application.
Establishments employing more than 50 workers shall increase their current Emiratisation rate from high-skilled jobs by 2 percent annually, raising the said rate to 10 percent by 2026.
In addition to the electronic system of the Ministry, notifications, e-mails, telephone and video calls, will be used to notify establishments of the changes.
Establishments' membership in the Tawteen Partners Club is continuous as long as they meet the specified requirements and conditions. However, membership will be forfeited if certain requirements are disregarded.
As part of the Ministry's efforts to raise awareness, the Ministry shall organise periodic workshops and invite targeted establishments to take part.
To ensure compliance with membership terms and standards, establishments that are club members shall be subjected to periodic inspections by the competent regulatory and supervisory units in the Ministry.
Establishments will be granted up to 80 percent discounts on the services provided by the Ministry as follows:
Work permit fees from outside the country:
Work permit fees from inside the country:
Employment Contracts renewal and modification fees:
Labor transfer fees from one establishment to another:
The 'Savings Scheme' is implemented in compliance with Cabinet Resolution No. (96) of 2023, which provides an alternative to the End-of-Service gratuity system as prescribed by Federal Decree-Law No. (33) of 2021 on Labor Relations Regulation and its Executive Regulations. The new scheme requires employers to choose a number of their employees they wish to enroll in this scheme and to pay a monthly subscription to the approved investment fund on behalf of those employees. As a result, the employee receives the basic subscription amount allocated to him/her at the end of his/her service and any investment returns results therefrom, and this is legally regarded as end-of-service compensation.
The scheme is designed to accomplish several objectives, among which are:
The scheme is open to private sector employers, including free zones, and their employees. There is an additional voluntary subscription option available to the following categories who wish to benefit from the scheme:
The alternative plan is an optional benefit for employers; however, it is mandatory for employees selected to participate in the alternative plan by their employers.
Subscription to the scheme is optional and voluntary for the following categories:
Employees may not be eligible to enroll in a savings plan unless they are registered by their employer.
Employers must choose an investment fund licensed by the Securities and Commodities Authority and sign a contract with the selected fund in order to enroll their employees in the savings plan.
A company opting to subscribe to the savings plan must select a number or a category of employees and register their details with an investment fund through an administrative services broker. Thereafter, employers are responsible for paying subscription amounts without deducting them from the wages of enrolled employees.
A basic subscription amount is a monthly contribution made by an employer to a savings plan. These amounts are determined based on the employee's years of experience and basic salary. Employers are required to pay these amounts without deducting them from the wages of their employees.
The basic monthly subscription amount is calculated as follows:
The monthly subscription amount is determined by the employer based on the employee's continuous service duration, beginning from the date of joining employment and the commencement of his/her contractual relationship with the employer, not from the date of his/her registration with the plan.
Registered employees are given an additional voluntary subscription option as part of the savings scheme with the intent of increasing savings and encouraging them to develop sound financial planning habits.
Employees can elect to pay a percentage of their wages on a monthly or annual basis based on their preferences. Neither of these amounts are part of the employees' end-of-service benefits, and they may be withdrawn at any time.
Unless otherwise specified in the investment fund's contract, employers are responsible for paying their registered employees' basic subscription amounts on a monthly basis.
Employers must pay and transfer the monthly subscription amounts to the investment fund account within 15 days of the first day of each calendar month.
The basic subscription amount and profits or returns generated by the savings plan cannot be withdrawn before the termination of the employment relationship between the employer and employee. Nevertheless, employers may only recover basic subscription amounts if the employment relationship terminates before one year has elapsed.
In the case of a monthly payment, the voluntary subscription percentage cannot exceed 25 percent of the total wage, while in the case of a lump sum payment, it cannot exceed the same percentage annually.
Yes, the employee may change the percentage or amount of the voluntary contribution at any time, or stop making contributions altogether.
Employees are permitted to withdraw part or all of their paid additional voluntary subscription amounts or their investment returns in accordance with the investment fund's controls.
A voluntary contribution amount is not considered part of an employee's end-of-service compensation.
Employees cannot make additional voluntary contributions in excess of 25% of their gross salary, either monthly or annually.
Registrants have two options for paying their voluntary contribution amount:
Despite the termination of an employee's employment relationship with their employer, employees are entitled to continue making voluntary contributions. Employees may retain the funds in their savings account without incurring any additional fees.
A minimum of three main investment options are available under the plan:
Skilled workers may choose between various investment options based on the various risks associated with the plan, while non-skilled workers are only eligible for the capital guarantee portfolio investment option.
A company cannot change the investment option for their registered employees, as unskilled employees are only eligible for the capital guarantee portfolio option, while skilled employees have the right to change their investment option in accordance with their preferences.
It is a risk-free investment option that guarantees capital preservation.
Upon termination of employment, an employee is entitled to receive all basic subscription amounts paid by the employer under the savings plan and any returns resulting from such contributions within a period of fourteen days of such termination. Furthermore, the beneficiaries of a deceased employee are entitled to receive the same rights and benefits within ten working days of his death
Employees may continue to invest their end-of-service benefits after terminating their contractual relationships with their employers without incurring any additional contributions.
In the event of an employee's death, the investment fund will pay the subscription amount to the employee's beneficiaries and heirs within ten (10) working days.
Employees may withdraw end-of-service compensation only following the termination of their employment relationship with the employer.
In accordance with the applicable legislation in this regard, employers are required to determine the amounts due employees prior to registering them in the savings scheme. In addition, they must pay them upon the termination of the contractual relationship, calculated at the time of registering the employee in the savings scheme based on the employee's basic wage.
Employers have the right to withdraw from the savings scheme after the Ministry's approval, subject to the following conditions:
Employers are required to make payments to the savings fund for all employees registered in the fund on a monthly basis. The following procedures will be applied gradually if the employer fails to comply with this requirement:
Any dispute that arises between the employer(s) and a group of 50 workers or more.
The Committee shall have the jurisdiction to examine collective labor disputes related to workers’ rights referred by the Ministry if parties to the employment relationship fail to reach an amicable settlement, in which the number of workers involved in the dispute exceeds 50.
A group of more than 50 workers can register their complaint through the following channels:-
Workers may elect at least 3 and not more than 5 representatives to represent them in the collective dispute. The concerned department in the Ministry shall mediate for an amicable settlement within a maximum period of 30 days from the date of lodging the complaint. If an amicable settlement is not reached within the stipulated period of time, or if one of the parties to the dispute fails to attend, the dispute shall be referred to the Collective Labor Disputes Committee.
The Collective Labor Disputes Committee shall set a date for the first session within two days from the date on which the dispute was referred to it.
Workers’ representatives, provided that they are not less than (3) and not more than (5), the employer or his representative.
The Committee shall issue its decision within a maximum period of (30) thirty days from the date of its first session.
Parties to the dispute may submit a memorandum of defense to the Committee, accompanied by supporting documents, within (3) days from the date of notification of the session.
The Committee may hear witnesses and summon whomever it deems appropriate to adjudicate on the dispute.
The Ministry may, if the workers’ claims were substantiated at any stage of the collective dispute, address the concerned authorities to impose provisional attachment on the establishment to ensure that workers’ rights are preserved.
Institutions, programs, funds, or other legal entities licensed by the competent authorities in the country supporting startup and growth of small and medium-size enterprises managed by citizens.
An establishment owned and managed by a UAE national, a member of UAE-approved Youth Entrepreneurship Support Institutions, employing fifteen workers or less.
An establishment owned and managed by a UAE national, a member of UAE-approved Youth Entrepreneurship Support Institutions, the number of employees shall be more than sixteen workers and may not exceed 50 workers
Small and medium enterprises are classified under category (1).
5 years from the date of first issuance of the license
Emiratisation percentages are calculated according to the work permits issued to nationals registered in the Ministry’s approved systems in accordance with the following requirements:
Having a Nafis account is not mandatory for companies, however it is encouraged.
Private sector establishments registered in the Ministry employing more than 50 workers in all aspects of the economy are targeted by the ministerial decision.
The ministerial decision targets private sector establishments registered in the Ministry, employing more than 50 workers in all types of business and economic activities.
The increased percentage will be effective from 2022 onwards.
Establishments with 50 workers and more shall increase their current Emiratisation rate from high-skilled jobs by 2 percent annually, increasing the said rate to 10 percent by 2026. Non-compliant establishments with the prescribed Emirtasation rates for two consecutive years will be reclassified and downgraded to category (3).
The Emiratisation rate shall be increased by 2 percent annually, starting from 2022, in accordance with the decision of the Council of Ministers issued in this regard.
The establishment must achieve a 4 percent Emiratisation rate, increasing the said rate to 10 percent by 2026.
There is no minimum wage for a citizen employee.
If the establishment does not maintain the required percentage and the number of citizens within the following year, the prescribed contribution will be imposed unless the required percentages are re-established within two months.
Emiratisation percentages for each year are calculated on the first of January of the following year, if the establishment does not maintain the required percentage and the number of citizens, the prescribed contribution will be imposed unless the required percentages are re-established within two months as of January 1 in the year of maturity.
Establishments with 50 workers and more shall increase their current Emiratisation rate from high-skilled jobs by 2 percent annually, raising the said rate to 10 percent by 2026.
Emiratisation percentages are calculated based on work permits issued for citizens registered in the Ministry’s approved systems, in accordance with the following requirements:
The Emiratisation rate shall be calculated as of 2022
The decision to increase Emiratisation rates shall apply to all establishments employing 50 workers or more regardless of the activity.
In the event of non-compliance with the Emiratisation rates for two consecutive years or in accordance with the conditions stipulated in Cabinet Resolution No. 18 of 2022 regarding the classification of private sector establishments subject to the Labor Relations Law, non-compliant establishments will be reclassified and downgraded to category (3).
In fact, establishments with no skilled worker will be targeted with one job opening, just like establishments with one skilled worker.
Establishments will be classified under Category (1) subject to compliance with the provisions stipulated in Federal Decree-Law No. 33 of 2021 regarding the regulation of labor relations, its executive regulations, and all decisions issued by the Ministry of Human Resources and Emiratisation regarding work permits and employment contracts for citizens and non-citizens, as well as wage protection, in addition to achieving either of the following criteria:
The Resolution stipulates that establishments shall increase their current Emiratisation rate from high-skilled jobs by 2 percent annually, raising the said rate to 10 percent by 2026. Non-compliant establishments shall pay Dh6,000 monthly starting January 2023, against every citizen who has not been employed, and the amount of the monthly contribution shall increase progressively by Dh1,000 each year.
Establishments registered with the Ministry employing more than 50 workers from the date of issuance of the Resolution, and any establishment in which the number of employees reaches 50 workers or more during the period of application of the Resolution.
As of the date of the Cabinet Resolution.
Through the Ministry's electronic system, the number of citizens and targets for each establishment are shown, and the monitoring mechanisms approved by the Ministry are enforced in the inspection sector.
Non-compliant establishments with the stipulated Emiratisation rates shall pay Dh6,000 monthly starting January 2023 for every non-employed citizen which will be automatically updated across systems. The monthly contributions shall increase by Dh1,000 each year.
Non-compliant establishments shall pay Dh6,000 monthly starting January 2023.
Emiratisation percentages are calculated by the number of citizens working in the establishment compared to the number of skilled workers. For every 50 skilled workers or a part whereof, at least one citizen must be employed.
Skilled workers who work at a skill level of 1–5
Only 2 percent of nationals with skill level will be considered. There’s no specific title or designation for hiring national cadres in private sector establishments.
There is no limit to the salaries of the national cadres covered by the percentage specified in the resolution
Mechanisms and laws related to work permits in the Ministry shall apply.
Those interested in downloading the Cabinet Resolution can visit the Ministry's website (www.mohre.gov.ae) find marketing brochures on the Ministry's social media account, or contact the Ministry's call center (600590000).
Representatives of establishments can also attend the periodic workshops organized by the Ministry to learn about the developments of the Resolution and the mechanism of its implementation.
In addition to holding meetings, workshops, and text messages, the Ministry is educating targeted establishments on the decision and its mechanisms through its official website and social media accounts.
The percentages are calculated on the establishments registered with the Ministry.
If the number of employees in the establishment falls below 50, no contribution will be imposed, and if the number of employees reaches 50 or more, the establishment shall be given a period of two months to achieve the target, after which the contribution shall be calculated.
The targeted percentage is calculated for each establishment separately, based on new permits.
At the start of the application of the contribution, the establishment shall be given a period of two months to appoint an alternative citizen in order to meet the prescribed percentage, after which the contribution shall be calculated.
By 2026, the Emiratization rate is expected to increase by 10 percent. Specific specializations and jobs were not specified in the decision.
The establishment shall be given a period of two months to appoint an alternative, after which the contribution shall be calculated.
Establishments with fewer than 50 employees are not subject to the terms of the decision, however, fines stipulated in Cabinet Resolution No. (21) of 2020 will apply if manipulation by the establishment is proven
For establishments with 50 workers or more, contributions are calculated from the date on which the Cabinet Resolution was issued, however, contributions shall be imposed starting January 2023.
The establishment shall be suspended until the prescribed percentages are adhered to, with payment of the contributions value, if any.
Citizens registered with one of the approved pension funds in the country will be counted regardless of the employment type.
Emiratisation percentages are calculated based on the work permits of citizens registered in the Ministry’s approved systems, in accordance with the following requirements:
The relationship between the citizen and the establishment shall be contractual meeting all the requirements stipulated in the Labor Relations Regulation Law, its executive regulations and decisions issued in implementation thereto.
Between 2023 and 2026, the targeted number of employed citizens shall gradually increase by 2 percent, raising the said rate to 10 percent.
As part of the ministerial decision, establishments engaged in specific economic activities with 20 to 49 employees must appoint one citizen in 2024 and another in 2025.
As indicated in the annex of the ministerial decision, 14 economic activities were identified for the years 2024 and 2025, including a set of sub-activities applicable to national cadres. In addition, these plans are periodically updated by the Ministry according to the priorities of Emiratization in the private sector. Various aspects of economic activities and establishments were studied, including job quality, work environment, geographical location, growth of economic activity, and the process of Emiratization.
A number of activities were included in the first edition, including those related to information and communications, financial, insurance, professional, scientific and technical activities, administrative services and support services, education, activities related to human health and social work, arts and entertainment, mining and quarrying, manufacturing industries, construction, wholesale and retail trade, transportation and storage, accommodation and hospitality services
In accordance with the ministerial decision annex, main and subsidiary economic activities are examined. The targeted establishments can be identified by reviewing the Ministry's smart application, receiving electronic notifications from the Ministry, and contacting the Ministry’s call center.
It is anticipated that the decision will be implemented in January 2024
In order to achieve the target number of national employees, the targeted establishments are required to hire one citizen in 2024 and another citizen in 2025 while maintaining their employment.
For the year 2024, financial contributions will be imposed on non-compliant establishments on the first of January 2025, and on the first of January 2026 for the year 2025.
If the targets for 2024 are not achieved, establishments will be required to pay a contribution of 96,000 dirhams annually beginning in January 2025.
If the targets for 2025 are not achieved, establishments will be required to pay a contribution of 108,000 dirhams annually beginning in January 2026.
The establishment is required to appoint and retain a citizen throughout the year 2024 and to appoint a replacement should the company terminate the contract.
It will be necessary for the establishment to appoint a replacement citizen within two months if the number of its citizen employees is reduced after the end of the targeted year.
If the establishment falls within the targeted categories and operates in the targeted activities, it will be required to appoint a citizen in 2024 and another in 2025.
A number of restrictions will be imposed, for example, the new permit services will be discontinued on January 2, 2025, following the imposition of the contribution. The restrictions will be lifted once the contribution has been fully paid or if an installment plan has been approved by the Ministry.
Interested establishments can register on the NAFIS platform, which was launched by the UAE Competitiveness Council, and post job openings to attract Emirati job seekers.
Establishments can hire citizens for available jobs depending on their skills and academic qualifications Qualified candidates may be chosen for the job based on their experience and knowledge of the position.
Citizens shall be paid according to their skills and academic qualifications.
Cabinet Resolution No. 33 of 2022 concerning Work Injuries And Occupational Diseases
Any federal or local government authority responsible for healthcare affairs or any other private healthcare establishment that is licensed to provide healthcare services inside the State.
Any federal or local government authority responsible for regulating healthcare affairs, each within the limits of its competence.
Occupational diseases are identified in Schedule No. 1 annexed to Cabinet Resolution No. 33 of 2022 concerning work injuries and occupational diseases
Work injuries are identified in Schedules No. 2 & 3 annexed to Cabinet Resolution No. 33 of 2022 concerning work injuries and occupational diseases
The competent investigation authority at the police station.
Upon completion of treatment
The medical authority shall prepare a certified report includes the type of injury or occupational disease, the cause of either, date of occurrence, its relation to work and the period of treatment, degree of disability, if any, and whether such disability is total or partial as well as the employee’s ability to carry on duties with the existing disability.
Employers are under obligation to pay the indemnity due to eligible employees according to the schedules annexed to Cabinet Resolution No. 33 of 2022 concerning work injuries and occupational diseases. If the injury or the disease is not covered by the aforementioned schedules, the grade of disability shall be estimated by the competent medical board.
It means the Ministry stops granting any new work permits to the establishment that commits any of the violations contained in the Ministerial Resolution issued to ensure private sector establishments’ compliance with labor market legislation.
According to the Ministerial Resolution, the violations include:
The Ministry removes the administrative suspension of the establishment file in the following instances:
The employer may employ the foreign worker in the same occupation in any of the branches of his establishment licensed to practice the same activity.
An employer is not required to obtain a work permit from the Ministry to employ the worker in the same profession in any of the branches of the establishment owned by him and licensed to practice the same activity.
Yes, provided that the Ministry's work permit is obtained as per the applicable rules and regulations.
Yes. The appeal shall be submitted according to the approved mechanisms through the Ministry’s official channels
A number of requirements must be met, including:
No later than two weeks after the worker returns to the domestic labor recruitment office, or two weeks from the date he or she is reported absent from work.
Under the executive regulations, Domestic Labor Recruitment Agencies are required to fulfill the following obligations towards employers:
As specified in the executive regulations, Domestic Labor Recruitment Agencies have the following obligations towards the Ministry:
Under the executive regulations, Domestic Labor Recruitment Agencies are required to fulfill the following obligations towards foreign recruitment agencies:
It is necessary for domestic workers to obtain an academic certification or an official certificate from a governmental agency in professions that require specialization, such as nursing and driving.
As outlined in the executive regulations, Domestic Labor Recruitment Agencies are required to comply with the following obligations:
Yes, a separate license for each activity is required if the activities of mediation and temporary operation are to be combined.
The combination of the activities of mediating the recruitment and temporary employment of domestic workers was permitted by the executive regulations.
The requirements for obtaining a license to operate a Domestic Labor Recruitment business are as follows:
A licensed office to practice the activity of mediation to recruit workers, in response to employers requests, or by means of temporary employment of workers according to the provisions of Federal Law No. 10 of 2017 concerning domestic workers.
Mediation for the Recruitment of Domestic Workers
The activities of employment agencies include mediation to bring the two parties or their representatives together to negotiate the terms of the employment contract with the aim of establishing an employment relationship without the agency becoming a party.
Temporary Employment of Domestic Workers
This activity means employing a worker with the intention of placing him at the disposal of a third party (the Beneficiary) to perform tasks and duties subject to the provisions of the law, whereby the performance of work shall be under the supervision and management of the beneficiary.
Typing Services
A license issued by the Departments of Economic Development shall include typing services for domestic workers transactions when the activity (typing services) is included in the license, and you will receive a letter confirming the said service.
Site terms and requirements (premises)
The recruitment agency is required to provide accommodation for domestic workers before operating the office.
The office may open branches in the same emirate where it is licensed to operate, or in any other emirate in accordance with the following requirements:
Within three months of the license approval, the licensee must fulfill the following requirements:
One year.
The license includes two activities for the recruitment of domestic workers (mediation and temporary employment), and the approval includes both activities.
The fee for a domestic recruitment office licensing is DHs. 75,000, which includes the fees for the following activities:
The fee for renewing the license of recruitment offices is DHs. 37,500, which includes the fees for the following activities:
Submit the application and the required documents through the following e-mail (domestic.workers@mohre.gov.ae).
An office whose license has expired and has not been renewed within 30 days or more is considered to be practicing the activity without a license, and fines prescribed by law will apply.
The Minister may revoke the license of an office or temporarily suspend it, in any of the following cases:
A citizen who benefits from the support of the UAE Cadres Competitiveness Council.
For establishments that falsify the Emiratisation percentage, the Ministry of Human Resources and Emiratisation imposes an administrative fine of not less than 20,000 dirhams and not more than 100,000 dirhams.
The Ministry of Human Resources and Emiratisation imposes an administrative fine of not less than 20,000 dirhams and not more than 100,000 dirhams per case.
An administrative fine of 2,000 dirhams is applied by the Ministry of Human Resources and Emiratisation each month, up to a maximum of 5,000 dirhams.
The Ministry of Human Resources and Emiratisation imposes a fine of 20,000 dirhams per employee against the establishment in the following circumstances:
The Ministry of Human Resources and Emiratisation imposes an administrative fine of 20,000 dirhams per case.
It is possible to file a grievance within 15 days of receiving notification of the contested decision.
Grievances shall be resolved within ten days of submission
An establishment reducing its workforce or altering the classification of its employees, or any other fraudulent act that has been proven by the Ministry.
The fine varies based on the following:
All establishments that are not committed to the UAE National Competitiveness Council's initiatives and programs will be subject to this regulation.
Measures taken by the Ministry include the following:
Vocational guidance services are provided to national human resources to enable them to work for the private sector by providing individual and group guidance services for job seekers and school and university students to qualify them for the private sector requirements, including efficiencies, skills and use of a variety of guidance tools to enlighten job seekers on their self-abilities and professional preferences to make the best choice of appropriate professions in the labor market.
National job seekers/school and university/educational institutions students.
Individual guidance and orientation services are provided to job seekers at Customer Happiness Centers (Tawteen) once they are registered in the Tawteen Gate. This service is automatically rendered to all job seekers.
Job seekers can contact professional guides at Customer Happiness Centers (Tawteen) if they need professional consultancies related to the labor market and how to overcome challenges to get the appropriate job.
Vocational guidance service is mandatorily provided to certain segments of job seekers if the job seeker is in the fourth category of the database.
It is a category in the Tawteen database, including the job seekers who shall receive vocational guidance services mandatorily and are moved to it for many reasons: refusing 3 appropriate job opportunities / refusing appropriate employment offer / non-attendance of training programs / non-attendance in employment days.
These are individual guidance sessions that are provided at Customer Happiness Centers in several emirates and appointed with the professional guide to raise his awareness and guide him on the challenges countering the picking of a job opportunity in the private sector. When the guidance program is done, the job seeker is ready for work and nomination for jobs.
Nomination for jobs is only made after completing the guidance program designed by the professional guide in charge.
Educational institutions (schools and universities) can contact MOHRE Vocational Guidance Department for cooperation in group guidance workshops for the students of these institutions to enlighten them on the private sector's requirements, including skills and crafts and help them explore their preferences, abilities and skills that qualify them to choose the specialties fit to them.
It is an electronic salary transfer system which enables employers to pay their employees' wages via banks, bureaux de change and other institutions authorized to provide the service by the Central Bank.
As outlined in the Domestic Workers Law, all domestic workers are covered by the Wages Protection System, and all employers are therefore permitted to register in the system and pay their employees through the system, while the system applies to five professions as of April 1, 2023, and these professions are:
(Private Agricultural Engineer - Private Messenger - Home Care Provider - Private Tutor - Private Trainer)
In regards to the optional professions, they are as follows:
(Servant – Sailor – Guard – Shepherd – Jockey – Tamer – Falconer – Worker – Housekeeper – Cook – Nanny – Farmer – Gardner )
Following cases are excluded from the transfer of wages for domestic workers through the system:
Payment of the wages of domestic workers begins on the first day of the following month as specified in the employment contract.
The employer who fails to pay its employees' wages within one month of the due date is considered to be late in the payment of wages.
It is the Ministry's policy to suspend an employer's file if a domestic worker's wage is not paid within two months after its due date.
Employers who fail to comply with the provisions of Ministerial Resolution No. (675) of 2022 and the executive regulations of Federal Decree-Law No.(106) of 2022 of Decree-Law No. 9 of 2022 will be subject to administrative penalties.
In order to ensure the protection of domestic workers, the Ministry wishes to make sure that all employers are aware of the need to register in the Wages Protection System and to pay their wages through the system. Thus, notices are sent to employers to inform them of this issue.
A domestic worker's monthly salary shall be paid in UAE dirhams no later than (10) ten working days after the due date according to Article 15 of Federal Decree-Law No. 9 of 2022 regarding Domestic Workers.