Following a change in the law, employees of businesses which operate in the United Arab Emirates are now entitled to five working days' paid parental leave in the six months following the birth of their children. The new law will support families in achieving a better balance at home, which will in turn assist companies in achieving a better level of equality in the workplace. Therefore, it is a win for families, working parents and companies.
When a complaint from an employee cannot be resolved and a formal claim is filed, the procedure that will be implemented will be affected by a number of variables – not least whether the employer is located in the Dubai International Financial Centre, onshore mainland Dubai or another UAE free trade zone. Companies based in Dubai should be aware of the likely cost and time implications of defending employment disputes in the courts, along with the applicable laws and processes.
As the current COVID-19 lockdown restrictions start to ease, businesses in the United Arab Emirates have begun allowing employees to return to the workplace. However, the business landscape that businesses now face is very different to just a few months ago. This article outlines employers' obligations during the next phase of business from an employment law perspective, including with regard to the reopening of businesses and protecting employee health and safety as they look to adapt to this new normal.
Employers have been given scope to restructure contracts with their employees to adapt to the challenges posed by the COVID-19 pandemic under a temporary new emergency law introduced in the Dubai International Financial Centre. Under the new legislation, employers can unilaterally decide to reduce employee working hours and remuneration on a temporary basis and make further changes to work practices and employee benefits.
Authorities in the United Arab Emirates have published new guidance and legislation to support private sector employers against the unprecedented backdrop of the COVID-19 pandemic. This article examines two resolutions which cover redundancy restructuring and remote working and come at a time when guidance and clarity is more important than ever.