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You can check the file through The Link
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.
Suggestions, inquiries, and complaints can be submitted through the Customer Voice link or the Tawasul platform available at the customer happiness centres and service centres supervised by the ministry or through the call centre
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
Two registered vehicles must be the sponsor name for (1) driver, and 3 vehicles ownership for (2) private drivers. Employers are not required to submit copies of the ownership documents or a list of them issued by the competent authority, except employers who have vehicle ownerships issued by the Emirate of Dubai, regardless of the file of the employer issued by the Ministry.
Otherwise, the client can apply for an exception by explaining the reasons to be presented to the Committee for approval, at any of the Tadbeer service centres.
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.
The smart apps of the HR sector: Mohre Uae - Google Play Mohre Uae - App Store Tadbeer Uae - Google Play Tadbeer Uae- App Store Taw-seel Uae - Google Play Taw-seel Uae - App Store The smart apps of the Tawteen sector:Absher Offers - Google Play Absher Offers - App Store Wajehni - Google Play Wajehni - App Store
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.
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
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.
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
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
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 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.
Working hours are determined for work performed under the sun and in open places from June 15 to September 15 of every year, provided that the worker does not stay at the work site beyond twelve thirty in the afternoon (12:30pm), and it is prohibited to resume work before three o’clock in the afternoon (03:00pm), with adherence to what is stated in the operating manual in this regard. The operating manual also identifies the type of work that must continue for technical reasons without interruption, while specifying the obligations that the employer must abide by and provide for in this case.
The two parties in an employment relationship may file an appeal against the decisions issued by the Ministry in accordance with the following:
The request shall submitted in accordance with the channels specified by the Ministry, within (30) days from the date of notification of the decision, provided that the request is justified and supported by supporting document.
The following activities are excluded from the Wages protection System (WPS):
In accordance with the wage protection system (WPS) regulations, the following categories are exempt from the compliance requirements:
The establishment shall be considered partially compliant in the event that the wages of (80%) to (90%) of the total number of workers who are entitled to payment of their wages, are transferred, inclusive of all types of employment contracts. The partially compliant establishment shall be granted an additional grace period of one month while issuing notifications and reminders to pay the wages on time and at the required amount.
The establishment will be considered compliant with wage payment requirements on the condition that the wages of more than 90% of its workers have been transferred, inclusive of all types of employment contracts.
An employee is considered to have received their wage if they receive (80%) or more of the value of the wage registered for them in the employment contract with legal deductions, provided that the deductions are proven upon request.
The following actions will be taken:
Size of Establishment
Establishment employing 500 workers and above & High-risk establishments according to the Ministry's classification
The Non- compliant establishment will be listed in the electronic monitoring and inspection system & the inspection visits schedule, and will be liable to the following penalties:
1. An administrative fine will be imposed in accordance with Cabinet Resolution No. 21 of 2020
2. Downgrading the establishment to the third category
A workers wage shall be due starting the first day of the month following the expiry of the period on which the wage is specified in the work contract. If this period is not specified in the work contract, the worker’s wage shall be paid at least once every month.
The employer is considered late in the payment of wages if it is not made within the first 15 days from the due date, unless otherwise a shorter period is specified in the employment contract.
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 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.
Failure to provide workers to the beneficiary if the beneficiary company is administratively suspended by the Ministry for committing violations related to the application of the decree-law on regulating labor relations and its bylaw and Ministerial Resolution No. 51 of 2022 concerning licensing and regulating the work of employment agencies.
Conducting business with any person or other Agency, whether in the country or abroad, for the purposes of recruiting work force and employing them temporarily, unless that person or Agency is licensed to exercise that activity in accordance with applicable laws in the country providing the labor force or in the United Arab Emirates.
The Agency may not dispose of the license in any way before obtaining the necessary approval of the Ministry.
Adhere to the procedures specified in the manual issued by the Undersecretary for Human Resources Affairs in this regard
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.
By visiting the Ministry's website.
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.
- 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:
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.
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
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.
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.
There are a set of regulations a labour inspector is required to follow when performing their duty:
The labour inspector has the following rights:
Using emirates ID and direct registration in Absher Offers app by entering the labour card number and reading and accepting the terms and conditions.
Through the Absher app and the program’s promotional emails.
It is a program provided to UAE nationals working in the private sector and offers them distinguished discounts and offers.
All UAE nationals working in the private sector.
To be accepted as a member, he shall:
It is one year (renewable).
A member updates information through mobile phone application annually.
It is limited to the registered member in Absher Program.
They are the sponsors that make special and exclusive offers and benefits to UAE nationals working in the private sector.
Fill the form on MOHRE's gate and have it approved online through the following steps:
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
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.
Between 2023 and 2026, the targeted number of employed citizens shall gradually increase by 2 percent, raising the said rate to 10 percent.
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
In fact, establishments with no skilled worker will be targeted with one job opening, just like establishments with one skilled worker.
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.
Citizens registered with one of the approved pension funds in the country will be counted regardless of the employment type.
The establishment shall be suspended until the prescribed percentages are adhered to, with payment of the contributions value, if any.
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.
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
The establishment shall be given a period of two months to appoint an alternative, 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.
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.
The targeted percentage is calculated for each establishment separately, based on new permits.
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 percentages are calculated on the establishments registered with the Ministry.
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.
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.
Mechanisms and laws related to work permits in the Ministry shall apply.
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.
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 that enables employers to pay wages of their domestic worker through banks, approved financial institutions, and bureau de change authorized by the Central Bank of the UAE.
The WPS covers all domestic workers categories provided in the domestic labour law, which are: (Domestic workers, sailors, housekeepers, cooks, security guards, private drivers, shepherds, household horse groomers, falcon caretaker, laborers, housekeepers, household farmers, gardeners, private coaches, private tutors, private nurses, private PRO and private agricultural engineers.)
Domestic worker: the natural person who, under the direction, supervision and guidance of the employer, performs an auxiliary service for a comprehensive remuneration.
Employer: any natural person who hires an employee to provide an auxiliary service.
The monthly wage must be paid in UAE Dirhams within a period not exceeding 10 working days after it is due (according to Article 10 of the Domestic Workers Law 2017)
All banks and bureaux de change that offer this service and are registered and authorised by the Central Bank.
Registration in the system is currently optional.
It does not currently apply to MOHRE app. Employers should contract with an agent approved by the Central Bank.
This depends exclusively on exchange companies and banks based on their procedures followed with the Central Bank.
There is no approved MOHRE card. The Ministry monitors and tracks the WPS. The bank, bureau de change or financial institution with which the employer carries out the wage transfer is responsible for issuing cards.