The new Decree-Law has been described as the biggest update in the labor regulations since the issuance of the Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations forty years ago. Below is the summarized version taken from various media sources.
1. New employment contracts should be re-drafted prior to Deadline – 2023 February 1
With the law coming into effect from February 2, 2022 new contracts will need to be drafted by companies in the private sector.
“All private sector employers must replace the current employment contracts with the Ministry of Human Resources and Emiratisation (MOHRE) with new employment contracts that are in line with the changes as stated in Law No. 33 of 2021, within a maximum period of one Gregorian year from the date of the law’s implementation so that the date February 01, 2023 becomes the deadline for making these changes
2. No more unlimited contract
Under Article (8) of the new law, titled ‘Employment contract’, Clause 3 states: “The Employment Contract shall be concluded for a definite period of time, which does not exceed three years. The employment contract may be extended or renewed once or more than once, for an equal or a shorter term.”
This will effectively impact the duration for which employment contracts are signed.
The new law has abolished unlimited contracts in general, replacing them with work contracts of fixed term
3. New types of leaves – For comprehensive details and advise kindly reach us
4. Prohibiting discrimination, forced labor, harassment, bullying
5. Equal pay for equal work for both men and women
6. New models of work announced
These include full-time, part-time, temporary or flexible work.
7. The chance to have a shorter work week
Instead of 48 hours 40 hours
8. Employer needs to give a 14-day notice of termination during probation period
9. Non-competition clause
The agreement would be required to consist of the following factors:
a) An ascertained duration which shall not be more than two years during which the employee shall not work for a prospective employer which competes with the former employer;
b) The geography within which the employee shall be restrained from taking up an employment; and
c) The types of works which the employee shall not be allowed to take up for the ascertained period of time in order to shield the business interests of the former employee.
Talk to our PRO specialist for full guidance on how we can assist you with amending and redrafting your UAE Dubai based employment contract in lines with the new UAE labour Law number 33 of 2021.
Call or WhatsApp us on +971 52 375 2391 or send us an email on contact@bizvise.ae