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General

Federal Decree-Law No. (33) of 2021

  • How can workers’ status be corrected and regularized in conjunction with the issuance of the decree-law?

    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.

  • What is the action to be taken in the event of a dispute between the worker and the employer?

    The Ministry applies transparent procedures that guarantee both parties right to file a labour complaint. These procedures are as follows:

    • If the employer, worker or any eligible beneficiary thereof disputes over any of the rights accrued to either of them under this Decree-Law, then either of them may submit a petition to that effect to the Ministry which shall examine the petition and take the necessary actions to settle the dispute between them amicably.
    • If an amicable settlement is not possible, the Ministry shall refer the dispute to the competent court within (14) fourteen days from the date of submission of the petition, along with a memorandum including an abstract of the dispute, the arguments of both parties and the Ministry’s recommendation.
    • Every worker whose complaint is referred to the court shall promptly register his case and regularize his/her status in the State. The Minister may issue the necessary resolutions regulating the status of the worker and the establishment after referring the complaint to the court.
    • The worker shall have the right to claim two months’ wages if he/she continues to work throughout the hearing of the labour dispute before the court. In such case, the Ministry may require the employer to pay that wage or refer the complaint in this regard to the court.
  • How is the end-of-service benefits calculated for other patterns of employment?

    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 number of working hours set out in the employment contract per year divided by the number of working hours in the full-time contract per year multiplied by 100 equal to the percentage multiplied by the value of the end of service benefit for the full-time employment contract.
    • The end of service benefits shall not apply in the case of temporary employment if its duration is less than one year.
  • How is the end-of-service benefits calculated for a full-time worker?

    - 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:

    • A wage of (21) twenty one days for each year of the first five years of service;
    • A wage of (30) thirty days for each year exceeding such period.
  • The law provides that no other work permit shall be granted for a period of one year from the date of the absence from work if the foreign worker leaves work for an illegitimate reason before the end of the contract period. Are there any workers excluded from this provision?

    Yes. Worker who can obtain another work permit are:

    • The worker whose visa is sponsored by his relatives.
    • The worker who requests a new work permit at the same establishment.
    • The worker who has professional, skill or knowledge levels that are needed in the State.
    • Golden visa holders.
    • Any professional categories according to the needs of the labour market in the State, as determined by a resolution from the Minister in accordance with the workers’ classification approved by the Cabinet.
  • When should the employer notify the Ministry of the worker's absence from work?

    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.

  • When is the worker entitled to join another employer after the expiry of his/her contract?

    • If the contract term agreed upon between the parties ends and is not renewed.
    • If the contract is terminated during its validity in accordance with Article (42) and Article (45) of the Decree-Law.
    • If the employer terminates the contract without a reason attributed to the worker.
  • What are the cases in which the termination of the worker's service is unlawful or unfair?

    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.

  • What are the cases of termination of the employment contract?

    The new labour law and its executive regulations specify a number of cases in which an employment contract may be terminated, including:

    • The written agreement of both parties upon its termination.
    • Expiry of the term specified in the contract, unless it is extended or renewed as per the provisions hereof.
    • Based on the wish of either party, provided that the provisions hereof regarding termination of the employment contract and the notice period agreed upon in the contract are observed.
    • The employer’s death if the subject of the contract is related to its entity.
    • The worker’s death or full permanent inability to work, as proven by a certificate issued by the medical entity.
    • A final judgment issued against the worker by a freedom- restricting penalty for a period of not less than (3) three months.
    • Closing the establishment permanently, in accordance with the legislation in force in the State.
    • The bankruptcy or insolvency of the employer, or any economic or exceptional reasons that prevent the continuation of the project, in accordance with the conditions, rules and procedures specified by the Implementing Regulation and the legislation in force in the State.
    • The worker’s failure to fulfill the conditions for renewing the work permit for any reason beyond the control of the employer.
  • What are the criteria for imposing disciplinary sanctions?

    • The extent of breach of confidentiality of data and information related to work.
    • The impact of the breach on the health and safety of the worker or workers in the establishment.
    • The financial impact of the breach.
    • The impact of the breach on the reputation of the establishment and its employees as a result of the breach.
    • If the worker exploiters the authority entrusted to him/her in committing the breach.
    • The frequency of the breaches of all kinds by the worker.
    • The existence of a penal or moral aspect in the committed breach.
  • What are the obligations of the employer in case the worker suffers a work injury?

    - 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:

    • The worker shall be treated in one of the governmental or private healthcare facilities.
    • The cost of treatment shall continue to be paid until the worker recovers or his/her disability is established.
    • The treatment shall include the hospital stay, surgical procedures, costs of X-rays and medical tests as well as the purchase of medications and rehabilitation equipment and the provision of artificial and prosthetic limbs and devices for those whose disability is established.
    • The cost of treatment shall include the transportation costs incurred by the worker's treatment.

    - 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.

  • What is parental leave?

    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.

  • What is the length of sick leave?

    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 first fifteen days (15) with full pay.
    • The following thirty (30) days with half pay.
    • Without pay for any period thereafter.
  • Is it permissible to carry forward the worker's annual leave? And on what basis is the cash allowance thereof is calculated?

    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.

  • How does a part-time worker obtain his/her annual leave?

    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 percentage shall be equal to the ratio of the employee's work under a part-time contract to the employee’s work under a full-time contract.
    • The actual working hours shall be equal to a maximum of (8) eight working hours per day.
    • The number of working hours of the employee under a part-time contract shall be equal to the number of the hours contracted.
    • The calculation equation shall consist of the number of working hours under the employee’s part-time contract per year divided by the number of working hours under the full-time contract per year multiplied by 100 equal to the percentage.
  • What are the procedures to be taken if the employer refuses to enable the worker to perform his/her job duties?

    • The employer shall be required to pay the worker's agreed wage.
    • If the refusal to enable the worker to perform his/her job is due to circumstances beyond the control of the employer, the employer shall inform the worker of the same while ensuring the payment of his/her wages.
    • If the worker wishes to leave the job, he/she must notify the employer of the same. In all cases, the worker may file a labour complaint in accordance with the applicable legal regulations.
    • In case of a complaint by the worker, the Ministry may communicate with the employer and give him a grace period to enable the worker to perform his/her work. In the event of non-response, the Ministry may cancel the worker's work permit and allow him/her to move to another establishment without prejudice to his/her rights with the employer.
  • Can the employer deduct any amount from the worker's wage?

    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:

    • Redemption of loans granted to the worker, within the maximum limit of the monthly deduction percentage from the worker’s wage stipulated in this Article, after obtaining the worker’s written consent and without any interest;
    • Redemption of the amounts paid to the worker in excess of his entitlements, provided that the amount deducted does not exceed (20%) twenty percent of the wage;
    • Amounts deducted for the purposes of calculating the contributions in bonuses, retirement pensions and insurances plans according to the legislation in force in the State;
    • Worker’s contributions to the Employees' Provident Fund at the establishment or the loans payable to the Fund approved by the Ministry;
    • Installments for any social security plans or any other benefits or services provided by the employer and approved by the Ministry, provided that the worker has agreed in writing to participate in the plan;
    • Amounts deducted from the worker due to violations he/she commits, according to the regulation of penalties in force at the establishment and approved by the Ministry, provided that the deduction shall not exceed five percent (5%) of the wage;
    • Debts due pursuant to a court judgment, without exceeding one quarter of the wage payable to the worker, except for the alimony awarded by the court, where more than one quarter of the wage may be deducted. In case of multiple debts, the amounts to be paid shall be distributed as per the entitlement categories;
    • Amounts necessary to rectify the damage caused by the worker, as a result of his/her mistake or violation of the employer’s instructions, which led to the destruction, demolition or loss of tools, machines, products or materials owned by the employer, provided that the deducted amounts shall not exceed five days (5) of the wage per month. It is not permissible to deduct an amount greater than that except with the approval of the competent court.
    • If there are many reasons for deduction or withholding from the wage, in all cases the percentage of deduction and/or withholding may not exceed fifty percent (50%) of the wage.
  • Does the employer have the right to ask the worker to work for additional working hours?

    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.

  • Is the time spent by the worker in moving from his/her place of residence to the work place counted within the working hours?

    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 period the worker spends in the means of transportation in case of bad climate conditions and complying with the warnings of the National Center of Meteorology regarding climate changes and fluctuations.
    • In case of a traffic accident or emergency breakdown where the means of transportation is provided by the employer.
    • The existence of an express agreement between the parties to the contract.
  • What are the controls for setting internal regulations in establishments?

    The new labour law and its executive regulations stipulate a set of regulatory controls for internal regulations, as follows:

    • The internal regulations shall not contradict the provisions and rules stipulated in the Decree-Law, the provisions of this Resolution and the legal regulations.
    • Internal regulations shall include the list of penalties that may be imposed on violating workers, and the terms and conditions for their application.
    • Internal regulations shall include the daily working hours, weekly holidays, public holidays, and the necessary measures and precautions to be taken into account to avoid work injuries and fire hazards.
    • Internal regulations shall include the system, criteria and controls for promotions and rewards.
    • The employer must inform the worker of the regulations of this article by any available means, and make him/her aware of them in the language he/she understands.
  • What is the period during which an employer may assign a worker to perform another job that is fundamentally different from his/her original job?

    The maximum period for assigning such kind of job to the worker is ninety days (90) per year.

  • What are the requirements for applying the non-competition clause?

    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:

    • The geographical scope of application of the non-competition condition.
    • The term of the condition, provided that it shall not exceed two years from the date of expiry of the contract.
    • The nature of the work, so that it shall not cause serious harm the legitimate interests of the employer.

    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.

  • Can the worker terminate the contract and join another employer during the probationary period?

    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.

  • What are the requirements for changing the employment contract from one mode to another?

    The law and its executive regulations allow the parties to the employment relationship to change the contract type, subject to the following:

    • Consent of both the worker and the employer.
    • Discharge all dues arising from the first contract.
    • Follow the procedures set by the Ministry.
  • What are the types of work permit?

    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:

    • Work Permit (recruiting a worker from outside the country): This permit allows establishments registered with the Ministry to bring in a worker from outside the country.
    • Transfer Work Permit: Under this permit, the non-national worker may be transferred to and from an establishment registered in the Ministry.
    • Family-Sponsored Permit: This permit allows those who are under the sponsorship of their families to work in an establishment registered with the Ministry.
    • Temporary Work Permit: Under this permit, a worker is employed for a job whose nature of execution or completion requires a specified period in one of the establishments registered in the Ministry.
    • Mission Work Permit: This permit is issued to an establishment registered in the Ministry wishing to recruit in a worker from abroad to complete a temporary work or a specific project for a fixed period.
    • Part-Time Work Permit: This permit allows establishments registered with the Ministry to employ a worker under a part-time contract so that his/her working hours or working days are less than his/her full-time counterparts. A worker may work for more than one employer after obtaining a permit to that effect from the Ministry.
    • Juvenile Work Permit: Under this permit, a person who has reached the age of 15 and has not exceeded 18 years may be employed in an establishment registered with the Ministry.
    • Student Training and Employment Permit: This permit allows an establishment registered with the Ministry to train or employ a student in the State who has reached the age of 15, according to certain controls and conditions that ensure an appropriate training and work environment.
    • UAE/GCC Nationals Work permit: This type of permit allows an establishment registered with the Ministry to employ UAE or GCC nationals.
    • Golden Visa Work Permit: This permit is granted when an establishment registered with the Ministry applies to employ a holder of golden residency visa.
    • Trainee Citizen Work Permit: This permit is granted to an establishment registered with the Ministry that wishes to train a citizen according to a recognized scientific qualification.
    • Freelancing Work Permit: This permit is granted to individuals wishing to engage in freelance work independently (based on their own residency in the case of foreign individuals) without being sponsored by a specific entity or employer in the State and without the need for a valid employment contract through which the individual will earn a direct income by offering his or her services for a specified period of time or by performing a task or providing a specific service, whether to individuals or entities. In such case, the natural person may not be considered in no way an employee of such individuals or entities.
  • What are the requirements for employment of juveniles?

    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:

    • Written consent of the parent or guardian.
    • Certificate of medical fitness for the required work issued by the competent medical authority.
    • The actual working hours shall not exceed six hours per day, with one or more periods of rest, the total of which shall not be less than one hour, provided that the juvenile worker shall not work for more than four consecutive hours.
    • The juvenile worker shall not be employed during the period from seven pm until seven am.
    • The juvenile worker may not be engaged in dangerous or hard works or in work that is by nature capable of causing harm to his health, safety or morals. Such works shall be determined by a resolution of the Minister in coordination with the concerned authorities.
    • The juvenile worker may not assigned overtime work, or kept in the workplace beyond the working times set for him, or asked to work on off days or official holidays

Regulating labor disputes and complaints procedures

Wages Protection System (WPS) for Establishments

  • When does the Ban on Noon Work apply?

    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.

  • Can the two parties in an employment relationship file an appeal against the decisions issued by the Ministry, and how is this application submitted?

    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.

  • What are the activities practiced by establishments excluded from the wage protection system (WPS)?

    The following activities are excluded from the Wages protection System (WPS):

    • Fishing boats owned by nationals
    • Public taxis owned by nationals
    • Banks
    • Places/Houses of worship
  • Who is excluded from the wage protection compliance procedures?

    In accordance with the wage protection system (WPS) regulations, the following categories are exempt from the compliance requirements:

    • A worker who has filed a labor complaint/lawsuit related to wage in the Labour Court.
    • A worker against whom a report of work interruption/unexpected work abandonment, has been filed by their employer.
    • A new worker, during a period of (30) days from the wage due date.
    • A worker who is on unpaid leave during the leave period, with provision of required documents duly submitted to the Ministry.
  • What are the measures taken in the event that the establishment makes a partial obligation to pay the wages of its employees?

    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.

  • When is an establishment considered compliant with the payment of wages? And when is an employee considered to have received their wage?

    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.

  • What are the procedures taken in the event of non-payment of workers’ wages in the facility from the due date?

    The following actions will be taken:

    Timing

    Size of Establishment

    Procedure

    On the due date All establishments The establishment will be monitored electronically to ensure its compliance with the payment of wages of its workers
    On the third and tenth day after the due date Sending reminders and notifications to the non-compliant establishment to pay the wages
    On the seventeenth day after the due date All establishments Suspension of the issuance of new work permits for the establishment. A notification will be sent to the establishment owner stating the reason for the suspension
    Establishment employing 50 workers and above The non-compliant establishment will be listed in the electronic monitoring and inspection system & inspection visits scheduled. An inspector will conduct inspection visits, and duly issue warnings
    30 days from the due date

    Establishment employing 500 workers and above & High-risk establishments according to the Ministry's classification

    Relevant Public Prosecution will be notified, and information about the establishment will be communicated to the competent authorities at federal and local level for further legal action. The establishment will be followed up by the concerned teams in the Ministry
    45 days from the due date Establishment employing 50 to 499 workers Relevant Public Prosecution is notified and information about the establishment will be communicated to the competent authorities at the federal and local level for further legal action and will be followed up by the concerned teams in the Ministry
    60 days from the due date All establishments The ban on the issuance of new work permits remains in force for the violating establishment including suspension of Issuance of work permits for all other individual or exclusively owned companies by the owner of the offending company, on the condition that partners in all the companies are the same
    In the event that the establishment repeats the violation or accumulates more than one violation All establishments

    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

    Failure to pay a worker’s wage for more than 3 consecutive months All establishments
    • Electronic notification will be sent to the facility
    • The ban on new work permits remains in force.
    • Renewal of the work permit of a worker who has not received his wages shall be suspended unless his/her status is duly modified
    • If the failure to pay wages continues, an inspection visit to the facility will be conducted after 6 months from the date of non-payment, in order to ensure the existence of the employment relationship. In case there is no active employment relationship, the violating establishment will be referred to the Public Prosecution and an administrative fine will be imposed in accordance with Cabinet Resolution No. 21 of 2020, further coordination with other concerned authorities will also take place regarding the imposition of relevant fines as per the rules
  • When is a workers wage due? And when is an employer considered late in paying wages?

    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.

Establishment Classification

  • What is considered a High Risk Establishment?

    1. Default in payment of employees’ wages in establishments employing more than 50 workers, in accordance with the stipulated deadlines and procedures contained in Ministerial Resolution No. (43) of 2022 concerning Wages Protection System.
    2. If multiple cases of labor stoppage or collective labor dispute occur during the last (12) months, due to the establishment’s breach of its legal or contractual obligations.
    3. If the percentage of labor complaints referred by the Ministry to the judicial authorities reaches (30%) or more of the total number of workers registered in the establishment, due to the establishment’s breach of its legal or contractual obligations.
    4. If the number of expired work permits exceeds (30%) of the total number of workers registered in the establishment, and the establishment fails to renew it within the stipulated deadline specified by Cabinet Resolution No. 21 of 2020 concerning Service Fees and Administrative Fines at the Ministry of Human Resources & Emiratisation.
    5. If reports of work stoppage exceeds (30%) of the total number of workers registered in the establishment.
  • How to lift the status of High Risk of the establishment?

    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.

  • What is the Workforce Planning Policy through promoting cultural and demographic diversity?

    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.

  • What do you mean by the policy of cultural and demographic diversity in the UAE?

    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.

  • Will the new fees be applied during the transition period?

    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.

  • Will the classification impact companies’ financial and operational performance?

    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. 

  • What are the violations that classify companies in the high-risk category?

    A facility with 50 employees or more is classified as high risk in the following cases:

    • Late payment of workers’ wages
    • More than one worker suspension case in the past 12 months
    • Labour complaints referred by the ministry to the judicial authorities at a rate of 30% or more of the total registered workers
    • Expired work permits of more than 30% of the total registered workers which were not renewed according to the total number of registered workers
    • Reports of work absence of 30% of the total registered workers in the facility
  • What are the reasons behind restructuring the corporate classification system at this specific time?

    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.

  • What is the mechanism for new establishment’s 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.

  • How does the establishment move from one category to another?

    The classification category of the establishment shall be upgraded and downgraded based on its achievement of the requirements for its respective category.

  • Can the establishment be classified under category (1) automatically?

    The establishment will be classified under Category (1) only by submitting an application, subject to approval by the Ministry.

  • What are the criteria for classifying establishments under Category (1)?

    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:

    • Increasing its Emiratization percentage annually in accordance with the decisions of the Council of Ministers, at a rate not less than 3 times the target.
    • Cooperating with the UAE Nationals Competitiveness Council (Nafis) in recruiting and training not less than 500 citizens each year.
    • Classified as SMEs that are members in youth support organizations at the local or federal level or of an innovative nature.
    • Training Institutes and Recruitment Agencies supporting the implementation of cultural diversity and skilled workers policy in the labor market in the country.
    • One of the targeted economic sectors and activities determined by the Council of Ministers based on the proposal of the Minister of Human Resources and Emiratisation.
    • (Zone Corp) establishments.
  • What are the criteria for classifying establishments under Category (2)?

    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.

  • What are the criteria for classifying establishments under Category (3)?

    Establishments shall be classified under category (3) according to the following criteria:

    • All establishments found to be in violation of the provisions contained in Federal Decree-Law No. (33) of 2021 regarding the regulation of labor relations and its executive regulations.
    • Establishments who does not achieve cultural diversity and skilled workers percentage.
  • Are there levels within the system of establishment’s classification?

    There are no levels within the categories, thus, Category (2) was modified and the previous levels (A-B-C-D) were removed.

  • What are the advantages of cooperating with the Emirati Competitiveness Council (Nafis) in terms of establishment classification?

    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.

Grievance Committee

Licensing and regulating the work of Recruitment Agencies

  • What is the definition of mediation activity?

    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.

  • What is the definition of temporary employment and outsourcing activity?

    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).

  • Who is 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.

  • What is an Agency?

    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.

  • What are the requirements for obtaining a license to practice any of the agency's activities?

    1. The person in the sole establishment or any of the partners in the legal person may not be previously convicted in an offence against honor or a breach of trust, or in a crime of human trafficking, or any of the crimes stipulated in the decree-law on regulating labor relations, unless he has been rehabilitated if he has been sentenced to a custodial penalty, or after the lapse of one year from the date of the judgment, if the judgment was a fine.
    2. The sole establishment or the legal person must submit a bank guarantee whose value shall not be less than (300) three hundred thousand dirhams at all times for the license of a mediation agency, and shall not be less than one million dirhams in case of temporary employment agency and outsourcing license, or in case of combining the two activities, and must be renewed automatically or provide an insurance system as an alternative to the guarantee. The Ministry may allocate all or some of the guarantee or insurance, to pay any amounts owed by the agency, for its failure to implement its obligations, or for non-compliance with the instructions and decisions issued pursuant thereto.
    3. Submit a credit report of the license applicant, or the person in the sole proprietorship and partners in the legal person, issued by the competent authority.
    4. The natural person applying for the license or any of the partners in the legal entity applying therefor may not be an employee of the Ministry in relevant operational sectors or a first-class relative of such employee, including husband and wife. Provided that the legal representative of the legal person submits a written pledge thereof.
    5. The validity of the documents, data and documents submitted for the purpose of obtaining the license.
  • Are there fees for obtaining a new license or renewing the license?

    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.

  • What are the controls for practicing the activity of temporary employment / outsourcing?

    1. 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.

    2. Failure to provide workers to another agency that engages in temporary employment activity in order to employ them for the beneficiary.
    3. The person in the sole establishment or any of the partners in the legal person is responsible for applying the provisions of the decree-law and its executive regulations to its registered workers and notifies the competent authorities in the Ministry if he/she becomes aware of any violation of the rights, health and safety of workers by the beneficiary.
    4. To implement, at all times, all legally stipulated obligations on any employer towards the employee, except for what has been excluded by special text in this Resolution or in the other Decisions issued by the Ministry. The Agency may not, in any way, fail to implement these obligations due to the employer’s failure to fulfill its obligations with the Agency, and it shall be the main party responsible, in all cases, for the implementation of these obligations.
    5. Provide the worker with a copy of the employment conditions as agreed upon with the employer, and explain the duties required of that worker.
    6. Provide the employing establishment with employees throughout the agreed upon period without any violation of this Resolution and the decisions issued based thereupon, and at the necessary level of qualifications and skills.
    7. Refrain from employing or recruiting any worker who falls under the category of juvenile prohibited from work according to applicable laws in the state.
    8. Acquiring, directly or indirectly, from the worker himself or through mediation, any sums, monies, rights or gains under the name of commission, fees, or anything else for any reason and through any means whatsoever. The Ministry may oblige the Agency to submit a pledge to such effect, while obliging it to refund to the worker any amounts paid to any entity or person inside or outside the country with whom the Agency had dealt on the matter.
    9. Exercising its activity to serve any employer for the purpose of providing him/her with work force or substituting employees for others at a time when the employer is facing collective labor disputes, or if a decision has been issued to suspend its establishment.
    10. 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.

    11. The Agency may not dispose of the license in any way before obtaining the necessary approval of the Ministry.

    12. Adhere to the procedures specified in the manual issued by the Undersecretary for Human Resources Affairs in this regard

  • What are the procedures for issuing a temporary employment agency, outsourcing or mediation license?

    1. Submit an application through the channels specified by the Ministry.
    2. Fulfilling the requirements necessary for the issuance of the license.
    3. Payment of the required guarantees and insurances.
    4. Payment of the prescribed fees.
    5. Any other procedures issued pursuant to a decision of the Minister or his authorized representative.
  • What are the cases in which the Ministry may suspend or revoke the agency's license?

    The Ministry may cancel the agency's license in the following cases:

    1. Lack/ absence of one of the requirements on which the license was issued.
    2. If the agency commits any act that involves a form of forced labor or human trafficking.
    3. Failure to pay workers’ wages
    4. Violation to any other conditions approved by the Ministry.
    5. Violation of any of the rules contained in the decree-law and its bylaw concerning employment agencies, or the provisions of Ministerial Resolution No. 51 of 2022 regarding licensing and regulating the work of employment agencies.
  • Is there a fine in case of non-renewal of the license?

    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.

Work permits, contracts and offers forms

  • What are the employment types?

    • Full time: means working for one employer for the full daily working hours throughout the working days.
    • Part-time:  means working for an employer or employers for a specific number of working hours or specific working days
    • Temporary Work: means a work whose nature requires a specific period, or focuses on a specific work and ends with its completion.
    • Flexible work: means a work whose hours or working days change according to the volume of work and the economic and operational variables of the employer. The worker may work for the employer at different times according to work conditions and requirements.
    • Remote work: means all or part of the work is performed outside the workplace and the communication between the worker and the employer is made online instead of being physically present, whether the work is part-time or full-time.
    • Job sharing: means tasks and duties are divided between more than one worker to perform the tasks agreed upon in advance, and it is reflected in the amount of the wage due to each of them so that it is ratio and proportion. Workers will be dealt with according to the part-time rules.
  • How can I review the Employment Contract form?

    By visiting the Ministry's website.

  • How long is the golden visa work permit?

    Two Years

  • What are the obligations of the employer regarding employment contracts?

    • Use the approved contract form that conforms with the job offer when requesting the issuance of the work permit, more benefits may be added to the worker in the contract, it is also permissible to add appendixes to the contract in a manner that does not conflict with the provisions of the decree-law and its bylaw.
    • Maintain a copy of the employment contract and job offer of the worker in a digital or paper form, and keep for a period of not less than two years from the date of termination or expiration of the labor relationship.
    • Educate the worker of his rights and obligations contained in the contract.
  • What are the exceptional cases for issuing or renewing work permits?

    The employer is not considered late in renewing or issuing a work permit in any of the following cases:

    • The worker who left the country and has been outside the country for more than 6 months, or his/her residency expired while he/she was outside the country and his/her work permit expired after the date of departure.
    • The worker whose work permit has expired after being expelled by order, court ruling, or administrative decision from the competent authorities, for the period from the date of arrest or the date of deportation, whichever comes first
    • If the worker dies or suffers from a contiguous disease that prevents him/ her from work
    • The case of the worker whose work permit has expired or the Ministry referred his complaint to the court for the period from the date of referral, excluding any other periods prior to this referral.
    • The worker who left the country during the periods of changing status decided by the competent authorities
    • The imprisoned or detained worker whose work permit expired during his / her imprisonment or detention, for the period of imprisonment or detention.
    • In case of the death of the owner of the establishment that is solely managing it, for a maximum period of 3 months from the date of death until the appointment of a legal representative to manage the facility

Electronic work permits quotas for establishments

Nafis Program

Special Programs Department

  • What are the types of remote working?

    -       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.

  • How to apply remote working system at the organization?

    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.

  • Application Mechanism of Remote Working System:

    • Applying remote working systems based on the working policy in the UAE and MOHRE's policy and guide.
    • Determining the jobs that are suitable for the remote working system.
    • Encouraging national citizens to use the remote working system.
    • Considering the employees' applications for the remote working system.
    • Assessing the abilities of every remote working system applicant.
    • Providing MOHRE with the results of implementation of remote working systems on a periodical basis.
    • Training remote-working employees for their quality assurance.
    • Providing tools and systems for employees for success of remote working.
  • Want to join?

    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.

  • What are applicable conditions when applying the remote working system?

    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:

    • All their colleagues in work, management/leadership.
    • Information and systems required to do their duties.
    • Video conversation systems and documentation system to streamline their consolidation into operating procedures.

     

    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:

    • To adhere to remote workplaces and hours agreed on with the employer.
    • To keep and maintain the tools and devices, in his possession, request necessary maintenance or change the same, whenever necessary.
    • Not to use tools and devices, in his possession, other than for operating needs.
    • To comply with the agreed security requirements, report any security breach, once it occurs, and follow the employer's instructions in this concern.
    • To review and comply with the remote-working employee privacy policy.
    • To make use of available communication means to ensure continuous liaison with supervisors and colleagues as per operating requirements.

     

    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

Worker Protection (Insurance System)

Occupational Health and Safety

  • What are an employers’ obligations in ensuring workers' safety, protection and healthcare?

    1. Preparing and maintaining records related to occupational health and safety and presenting them when requested by the relevant authorities.
    2. Considering the workplace and its risks, lighting, ventilation, noise, heat, stairs, fire and machinery, in addition to steam boilers, dangerous materials, lifting and pulling equipment and tools, excavation, demolition, construction and facilities.
    3. Providing suitable personal protective equipment free of charge for workers who may be exposed to any kind of danger.
    4. Providing health care for workers.
    5. Ensuring the safety of vehicles, and the health and safety of workers during transportation, and raising workers’ awareness about driving vehicles.
    6. Ensuring that the practice of industrial operations is not harmful to the health and safety of workers, and to perform harmful health operations in separate devices, and shield the workers form harmful radiation and to dispose of any harmful material.
    7. Providing appropriate measures of protection to protect workers from the dangers of work injuries, diseases, and the dangers of fire, that may result from the use of machines and other work tools, and to follow all other protection measures issued by the Ministry in this regard.
    8. Post detailed and clear instructions regarding the measures to prevent fires and protect workers from the dangers they may be exposed to while performing their work, methods of prevention and how to treat accidents that occur because of them, in an obvious and visible place in the workplace, provided that the instructions are in Arabic and another language that workers understand where necessary, and ensure the availability of warning signs in front of dangerous sites.
    9. Informing workers of occupational hazards related to the work they perform, such as the dangers of fire, machinery, falls, occupational diseases and others, before they start work.
    10. Outsourcing the supervision of first aid to a specialist in providing medical aid, and to provide in each first aid box all the necessary equipment.
    11. Provide the necessary means to prevent fire, as well as appropriate fire extinguishing equipment for the materials present in the facility and those used in industries.
    12. Taking the necessary measures to continuously ensure that the prevailing conditions in the workplace provide adequate protection for the health and safety of workers working in the establishment.
    13. Taking appropriate practical measures to prevent, reduce or eliminate health hazards in the workplace.
    14. Taking all necessary measures to protect workers from the dangers of falling, falling objects, flying parts, sharp objects, caustic or hot liquids, flammable or explosive substances or other substances having a harmful effect, and taking the necessary measures to protect workers from the dangers of compressed gases and electricity.
    15. Placing guiding signs in the machinery area or areas of various other operations indicating the nature of the necessary technical instructions, in the Arabic language and another language that the workers understand when necessary.
  • What are the workers’ obligations in relation to occupational health and safety?

    Workers have a set of obligations they must adhere to as follows:

    • The use of protective equipment and the clothes provided,
    • To follow and implement all the instructions of the employer aimed at protecting them from dangers,
    • Abstaining from taking any action that would obstruct these instructions,
    • Adhering to the orders and instructions related to work safety and security precautions, using the means of prevention and undertaking to take care of what is in their possession
    • Refrain from acting in any way that leads to the non-compliance of the aforementioned instructions or to the misuse the means designed to protect the health and safety of workers or to damage these means.
    • The employer retains the right within those stated in the Penalties Resolution, to take action against a worker that violates the provisions of this article.
  • When is an employer obligated to provide accommodation for their employees?

    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.

  • When must industrial establishments operating in the construction sector be required to appoint an occupational health and safety officer?

    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.

Regulating labor inspection procedures

  • What are the regulations required from a labour inspector when performing their duty?

    There are a set of regulations a labour inspector is required to follow when performing their duty:

    • Notifying the employer or the representative of the employer, of their presence, unless the inspection task being performed requires otherwise, and in all cases, he/she is obligated to introduce themselves when entering the establishment.
    • Respecting the law, performing their work ethically and with honesty. Committing to not share any confidential information or industrial inventions or other secrets which he/she comes to know by virtue of their job, even if they no longer perform this job.
    • Retaining any complaints that they receive with the utmost confidentiality, and not to disclose them to the employer, or the representative or any other person who is not legally competent.
    • Ensuring complete impartiality and not having any direct interests in the establishments they inspect.
    • Cooperating with workers and employers alike and complying with the principles and work ethics determined in the Professional Work Conduct document for government employees.
    • Working in accordance with the rules set in the operating manual issued by the Undersecretary for Human Resources Affairs in this regard, and completing their duties within the specified time.
  • What are the rights and authorities of a labour inspector?

    The labour inspector has the following rights:

    • Entering any establishment subject to the provisions of Decree-Law No. (33) Of the year 2021 regulating labor relations at any time for the purpose of inspection.
    • Summoning the employer of the establishment or their representative at the headquarters, labor accommodation, or the Ministry. The Inspector may also request the presence of any worker in the establishment, either in person or through virtual means.
    • Conduct any investigation necessary to ensure the employers compliance in fulfilling their legal obligations, and has the right to question the employer or the employees individually or in the presence of witnesses.
    • Examine the documents and data that must retained by an employer or any other documents related to the work and has the right to obtain an extract from them if necessary.
    • Obligating an employer to provide any data or information related to their obligations in implementing the provisions of the Decree Law, the Executive Regulations and the relevant Ministerial Decrees.
    • Taking samples of materials used or circulated in industrial processes and other works subject to inspection, which are believed to have a harmful effect on the health or safety of workers, to determine the extent of this effect and to take appropriate measures. The inspector has the right to request medical examinations to be conducted for the workers in the establishment.. Medical laboratory examinations to ensure the appropriateness of working conditions and their impact on the health and prevention level of the work are also within the right of an inspector.
    • Ensure the availability of informative posters, as regulated by the law, in the workplace and in labor accommodations, in a language the worker understands.
    • Inform the relevant authorities at the Ministry of any shortcomings in the rules or provisions regulating the work relationship and suggest what is necessary to amend them.
    • Inform the governmental authorities, whether at the federal and/or local levels, each according to their mandates, regarding detected violations.

Absher Program

Collective Labor Dispute

Incentives for Small and Medium Enterprises Members of Youth Entrepreneurship Support Intituations

  • What is the definition of youth enterprise support institutions?

    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.

  • What is the definition of a small enterprise?

    An establishment owned and managed by a UAE national, a member of UAE-approved Youth Entrepreneurship Support Institutions, employing fifteen workers or less.

  • What is the definition of a medium enterprise?

    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

  • Under the provisions of the Resolution, what will be the enterprise's category?

    Small and medium enterprises are classified under category (1).

  • For how long would the enterprise benefit from the classification?

    5 years from the date of first issuance of the license

  • What are the requirements for obtaining the benefits of Youth Entrepreneurship Support Program?

    1. The owner or the partner in the small or medium enterprise shall be a UAE national.
    2. The small or medium enterprise shall be a member of one of the UAE-approved Youth Entrepreneurship Support Institutions.
    3. The small or medium enterprise shall be managed by the owner himself or a national manager.
    4. The owner or the small or medium enterprise shall not be the owner or a partner in any registered establishment bearing any violations.
    5. The owner of the small or medium enterprise shall not be the owner, partner or the service agent of more than 5 small or medium enterprises.
  • What are the steps to become a member of the National Program for Small and Meduim Enterprises?

    1. Access the link to the program's website and obtain membership www.uaesme.ae
    2. Enter the media center - events section and download the subscription request through the following link https://www.uaesme.ae\Media
    3. Fill out the application with signature and send the attachments to the following e-mail: uaesme@economy.ae
  • What are the procedures/steps to obtain the service?

    1. Receipt of the application for membership in Hawafez Program SMEs - via e-mail.
    2. Review the application to ensure that all conditions are met
    3. In the event that the requirements outlined in the Resolution are met, the request will be forwarded via e-mail to the Assistant Undersecretary for Labor Affairs to change the category of the establishment.
    4. A Notification will be sent to the National Program for Small and Medium Enterprises and Enterprises via e-mail of the approval and change of category in order to notify the customer.
    5. If the inspection report is expired (6 months), a new report is requested from the inspection department.
    6. 6. In the event that the requirements outlined in the Resolution are not met, the National Program for Small and Medium Enterprises will be notified via e-mail of the reasons for rejection in order to notify the customer
  • What are the required documents to be submitted to the program?

    1. Application form for participation in Hawafez Program SMEs - members of National Program for Small and Medium Enterprises.
    2. A certificate of membership in one of the SMEs approved in the country
    3. Trade license issued by the Department of Economic Development.
    4. A copy of the EID issued by the Federal Authority for Identity and Citizenship
  • What are the cases in which the classification of small and medium enterprises is canceled and reclassified?

    1. Violation to any of the requirements mentioned in Ministerial Resolution No. (43) of 2022.
    2. If the small or medium enterprise defaults payment of workers due wages in accordance with Ministerial Resolution No. (43) of 2022 referred to.
    3. If the small or medium enterprise assigns its workers to third parties without obtaining a permit from the Ministry, if the enterprise employs workers from other establishments without obtaining a permit from the Ministry, or if it is proven to the Ministry that the relationship between the small or medium-size enterprise and its workers is fictitious.
    4. If the small or medium enterprise is sold or transferred to another person without notifying the Ministry or the Youth Entrepreneurship Support Institutions.
    5. If the Ministry discovers that the small or medium enterprise is not managed by its owner or a UAE national manager.
    6. If the number of workers in the enterprise exceeds 50.

Monitoring Mechanisms of Emiratisation Rates in the Private Sector & Contributions Imposed on Non-Compliant Establishments

Work Injuries And Occupational Diseases

Vocational Guidance Department

  • What are the provided vocational guidance services?

    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.

  • Who is the target of guidance services?

    National job seekers/school and university/educational institutions students.

  • How can I, a job seeker, apply for vocational guidance services?

    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.  

  • What is the fourth category of the database and who are in it?

    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.

  • What is the objective of individual guidance for the fourth category job seekers?

    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.

  • Is a job seeker nominated for jobs when they are classified in the fourth category of the database?

    Nomination for jobs is only made after completing the guidance program designed by the professional guide in charge.

  • How can educational institutions (universities – schools) use the vocational guidance services?

    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.

Wage Protection System (WPS) for domestic workers