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labour_law_2021:a1:struct:0 | In the application of the provisions hereof, the following terms and expressions shall have
the meanings assigned to each of them, unless the context requires otherwise:
United Arab Emirates. State :
Ministry of Human Resources and Emiratisation. Ministry :
Minister : Minister of Human Resources and Emiratisation. Priv... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 1 | Definitions | 4 | structural | 0 | 3 | |
labour_law_2021:a1:struct:1 | Probationary The period that may be required by the employer, which enables the latter
Period : to evaluate the performance of the worker and allows the worker to
become familiar with his job duties and the work environment, according
to which the employment contract is either continued or terminated as
per the provisi... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 1 | Definitions | 4 | structural | 1 | 3 | |
labour_law_2021:a1:struct:2 | Work Injury : Being exposed to one of the occupational diseases specified in the table
issued by a resolution of the Cabinet, or any other injuries arising
therefrom, due to or occurring in the course of work. Any injury should be
considered a work injury if it is proven that the accident happened to the
worker during ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 1 | Definitions | 4 | structural | 2 | 3 | |
labour_law_2021:a2:struct:0 | This Decree-Law is intended to achieve the following:
1.Ensuring the efficiency of the UAE labour market by supporting the attraction and retention
of future skills and talents and providing an attractive business environment for employers,
with the aim of enabling both parties to contribute to the achievement of the U... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 2 | Objectives | 6 | structural | 0 | 1 | |
labour_law_2021:a3:struct:0 | 1.The provisions hereof shall apply to all establishments, employers and workers in the UAE
private sector.
2.The following categories shall not be subject to the provisions hereof
a.Employees of federal and local government entities;
b.Employees of the armed forces, police and security; and
c.Domestic workers.
3.The C... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 3 | Scope of Application | 6 | structural | 0 | 1 | |
labour_law_2021:a4:struct:0 | 1.Any discrimination on the basis of race, colour, sex, religion, national or social origin or
disability which would have the effect of nullifying or impairing equality of opportunity, or
prejudicing equal treatment in the employment, the maintenance of a job and the enjoyment
of its benefits, is prohibited. Employers... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 4 | Equality and Non-discrimination | 6 | structural | 0 | 1 | |
labour_law_2021:a5:struct:0 | 1.It is not permissible to employ any person under the age of fifteen years old.
2.The following conditions are required to employ a juvenile:
a.Written consent of the juvenile’s guardian or custodian.
b.A certificate issued by the medical entity proving the health fitness of the juvenile
to undertake the required work... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 5 | Employment of Juveniles | 6 | structural | 0 | 1 | |
labour_law_2021:a6:struct:0 | 1.It is not permissible to undertake work in the UAE and the employer may not recruit or
employ any worker, except after obtaining a work permit from the Ministry as per the
provisions of this Decree-Law and its Implementing Regulation.
2.The Implementing Regulation hereof shall specify the terms, conditions, types of ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 6 | Recruitment and Employment of Workers | 7 | structural | 0 | 1 | |
labour_law_2021:a7:struct:0 | 1.The patterns of work to be contracted upon shall be in line with the following:
a.Full time; which means working for one employer for full daily working hours
throughout the working days.
b.Part time; which means working for one or more employers for a specified number of
working hours or days designated for work.
c.... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 7 | Work Patterns | 7 | structural | 0 | 1 | |
labour_law_2021:a8:struct:0 | 1.The employer shall conclude an employment contract with the worker, according to the
agreed work pattern. The contract shall be made in two copies; one copy shall be kept by the
employer and the other shall be handed over to the worker, as per the forms specified by the
Implementing Regulation hereof.
2.The worker or... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 8 | Employment Contract | 7 | structural | 0 | 1 | |
labour_law_2021:a9:struct:0 | 1.The employer may appoint the worker under a probationary period not exceeding (6) six
months from the date of commencement of work. The employer may terminate the service
of the worker during this period after notifying the latter of the same in writing fourteen (14)
days at least before the date specified for the te... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 9 | Probationary Period | 8 | structural | 0 | 2 | |
labour_law_2021:a9:struct:1 | 6.If the foreign worker leaves the State without abiding by the provisions of this Article, he shall
not be granted a work permit to work in the State for one year from the date of leaving the
State. 7.The Ministry may exclude some job categories, skill levels or workers from the condition of
not granting a work permit... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 9 | Probationary Period | 8 | structural | 1 | 2 | |
labour_law_2021:a10:struct:0 | 1.If the work assigned to the worker allows him to gain knowledge of the employer’s clients or
have access to its work secrets, the employer may require that the worker under the
employment contract shall not, after the expiry of the contract, compete with the employer
or be engaged in any competing project in the same... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 10 | Non-competition Clause | 8 | structural | 0 | 1 | |
labour_law_2021:a11:struct:0 | The employer may outsource and assign the performance of any of its original works or part
thereof to another employer and the latter shall be solely liable in this case for the rights of his
workers who are undertaking this work, which accrue to them in accordance with the provisions
hereof, unless otherwise agreed by... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 11 | Outsourcing Specific Tasks of an Employer to Another Employer | 8 | structural | 0 | 1 | |
labour_law_2021:a12:struct:0 | 1. The worker may not be assigned to undertake work that is fundamentally different from the
work agreed upon in the employment contract, unless it is necessary in order to prevent the
occurrence of an accident or to rectify the resulting damages, provided that the assignment
is temporary and in accordance with what is... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 12 | Assigning the Worker to Another Job | 9 | structural | 0 | 1 | |
labour_law_2021:a13:struct:0 | The employer shall comply with the following:
1. Maintaining the workers’ files and records as per the conditions, rules and procedures issued 1. Maintaining the workers’ files and records as per the conditions, rules and procedures issued
by a resolution of the Ministry, provided that the period of keeping the worker’... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 13 | Employer’s Obligations | 9 | structural | 0 | 3 | |
labour_law_2021:a13:struct:1 | Providing the necessary means of prevention to protect workers from the risks of
occupational diseases and injuries that may occur during work, ensuring the provision of
regulations on guidance and awareness, providing appropriate training for workers to avoid
such risks, conducting periodic evaluation to ensure that a... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 13 | Employer’s Obligations | 9 | structural | 1 | 3 | |
labour_law_2021:a13:struct:2 | 12.Bearing the repatriation expenses of the worker to his place of recruitment or any other
place that both parties had agreed upon, unless he has already joined the service of another
employer or the reason for terminating the contract was attributed to the worker, then the
latter shall be liable for incurring those e... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 13 | Employer’s Obligations | 9 | structural | 2 | 3 | |
labour_law_2021:a14:struct:0 | 1.The employer shall not use any means that would oblige or force the worker, threaten him
with any penalty to work for it, or compel him to undertake work or provide a service against
his will.
2.Sexual harassment, bullying or any verbal, physical or psychological violence committed
against the worker by the employer,... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 14 | Prohibition of Forced Labour and Other Prohibitions | 10 | structural | 0 | 1 | |
labour_law_2021:a15:struct:0 | 1.In case of the worker’s death, the employer may hand over to the worker’s family, any wages
or financial entitlements due to the worker, in addition to the end-of-service benefits the
worker is entitled to, in accordance with the provisions of this Decree Law and its
Implementing Regulation, within a period not excee... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 15 | Worker’s Entitlements in the Event of his Death | 10 | structural | 0 | 1 | |
labour_law_2021:a16:struct:0 | The worker shall abide by the following:
1. Performing the work by himself according to the direction and supervision of the employer
or anyone acting on its behalf, and in accordance with the contract, and not outsourcing the
work to any worker or any other person. 2. Being committed to good behaviour and morals while... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 16 | Worker’s Obligations | 10 | structural | 0 | 2 | |
labour_law_2021:a16:struct:1 | 11.Any other obligations prescribed under the provisions of this Decree-Law and its
Implementing Regulation or any other legislation in force in the State. 19 | en | labour_law_2021 | Federal Decree-Law 33/2021 | 16 | Worker’s Obligations | 10 | structural | 1 | 2 | |
labour_law_2021:a17:struct:0 | 1.The maximum normal working hours for workers shall be (8) eight hours per day or (48)
forty-eight hours per week.
2.The Cabinet may, based on the Minister’s proposal and in coordination with the concerned
authorities, increase or reduce the daily working hours for some economic sectors or some
categories of workers, ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 17 | Working Hours | 11 | structural | 0 | 1 | |
labour_law_2021:a18:struct:0 | The worker may not work for more than (5) five consecutive hours without a break or breaks of
not less than an hour in total, provided that these periods are not included in the working hours.
Working hours and breaks shall be arranged at an establishment working according to shifts or
for some job categories, as per t... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 18 | Consecutive Working Hours | 11 | structural | 0 | 1 | |
labour_law_2021:a19:struct:0 | 1. The employer may instruct the worker to work overtime over the normal working hours,
provided that they do not exceed two hours per day. The worker may not be instructed to
work for more than that period, except in accordance with the conditions and rules specified
by the Implementing Regulation hereof. In all cases... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 19 | Overtime | 11 | structural | 0 | 1 | |
labour_law_2021:a20:struct:0 | The Implementing Regulation hereof defines the categories of workers who may be excluded
from the provisions stipulated regarding the working hours contained herein.
21 | en | labour_law_2021 | Federal Decree-Law 33/2021 | 20 | Excluded Workers Categories | 11 | structural | 0 | 1 | |
labour_law_2021:a21:struct:0 | The worker shall be granted a paid weekend of not less than one day, according to the
employment contract or the work regulation. It is permissible under a resolution of the Cabinet
to increase the weekend day stipulated in this Article. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 21 | Weekend | 12 | structural | 0 | 1 | |
labour_law_2021:a22:struct:0 | 1.The amount or type of wage shall be specified in the employment contract, and if it is not
specified, the competent court shall specify it as a labour dispute.
2.The employer shall pay the salaries or wages to its workers on their due dates in accordance
with the regulations approved in the Ministry, as well as the c... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 22 | Defining the Amount or Type of Wage and its Payment | 12 | structural | 0 | 1 | |
labour_law_2021:a23:struct:0 | The daily wage of workers who receive their wages on piecework basis shall be calculated
according to the average amount the worker received for the actual working days during the (6)
six months preceding the request or claim regarding any issue related to the wage. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 23 | Method of Calculating the Wages of Workers on Piecework Basis | 12 | structural | 0 | 1 | |
labour_law_2021:a24:struct:0 | A worker with a monthly wage may be transferred to the category of day workers or workers
hired for a weekly wage, per piecework or hour, if the worker agrees on the same in writing,
without prejudice to the rights acquired by the worker during the period he worked on a
monthly wage.
22 | en | labour_law_2021 | Federal Decree-Law 33/2021 | 24 | Transferring the Worker with a Monthly Wage to other Categories | 12 | structural | 0 | 1 | |
labour_law_2021:a25:struct:0 | 1. No amount may be deducted or withheld from the worker’s wage except in the following
cases:
a. The 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 in... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 25 | Cases of Deduction or Withhold from the Worker’s Wage | 12 | structural | 0 | 2 | |
labour_law_2021:a25:struct:1 | 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 (50%) fifty percent of the
wage. 23 | en | labour_law_2021 | Federal Decree-Law 33/2021 | 25 | Cases of Deduction or Withhold from the Worker’s Wage | 12 | structural | 1 | 2 | |
labour_law_2021:a26:struct:0 | 1.The wage is paid in exchange for work and the employer shall allow the worker to carry out
his work. Otherwise, it shall be obliged to pay the wage agreed upon.
2.The Implementing Regulation defines the procedures for the worker to quit work if he is not
allowed to perform the work agreed upon in the employment contr... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 26 | Enabling the Worker to Carry Out their Work | 13 | structural | 0 | 1 | |
labour_law_2021:a27:struct:0 | The Cabinet may, upon the proposal of the Minister and in coordination with the concerned
authorities, issue a resolution to determine the minimum wage for workers or any category
thereof. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 27 | Minimum Wage | 13 | structural | 0 | 1 | |
labour_law_2021:a28:struct:0 | 1.The worker shall be entitled to official days off with full pay on public holidays, which are
defined by a resolution of the Cabinet.
2.If work conditions require that the worker works during any of the public holidays, the
employer shall compensate him with another day off for each day, on which he works during
the ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 28 | Public Holidays and Employment of Workers Therein | 13 | structural | 0 | 1 | |
labour_law_2021:a29:struct:0 | 1. Without prejudice to the worker’s acquired rights for the period preceding the date of
enforcement of the provisions of this Decree-Law, the worker shall be entitled to an annual
leave with full wage, of not less than:
a. Thirty days for each year of extended service. b.Two days for each month if his service term is... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 29 | Annual Leave | 13 | structural | 0 | 2 | |
labour_law_2021:a29:struct:1 | The worker shall be entitled to the wage for the period of his annual leave. 6. The worker shall be entitled to the wage for the period of his annual leave. 7. The holidays prescribed by law or by agreement are included in the calculation of the annual 7. The holidays prescribed by law or by agreement are included in t... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 29 | Annual Leave | 13 | structural | 1 | 2 | |
labour_law_2021:a30:struct:0 | 1.The female worker shall be entitled to a maternity leave of (60) sixty days, according to the
following:
a.The first (45) forty-five days with full wage. b.The following (15) fifteen days with half wage. 2.The female worker may, after using the maternity leave, be absent from work without a wage
for a period not exce... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 30 | Maternity Leave | 14 | structural | 0 | 2 | |
labour_law_2021:a30:struct:1 | 7.If the female worker works for another employer during the period of her leave authorised in
this Article, the original employer may deprive her of her wages for the leave period or redeem
what he has paid to her. 8.It is not permissible to terminate the service of the female worker or notify her of the same
because ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 30 | Maternity Leave | 14 | structural | 1 | 2 | |
labour_law_2021:a31:struct:0 | 1.If the worker is infected by a disease not arising from work injury, he shall inform the employer
or his representative about his sickness, within a period not exceeding (3) three working days,
and submit a medical report on his condition, issued by the medical entity.
2.The worker shall not be entitled to a paid sic... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 31 | Sick Leave | 14 | structural | 0 | 1 | |
labour_law_2021:a32:struct:0 | 1. The worker shall be entitled to a paid leave in the following cases:
a.A bereavement leave of (5) five days, in case of death of the husband or wife and (3) three
days in case of death of the mother, father, son, brother, sister, grandson, grandfather or
grandmother, starting from the date of death.
b.A parental lea... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 32 | Various Leaves | 14 | structural | 0 | 1 | |
labour_law_2021:a33:struct:0 | 1. The worker may, after obtaining the approval of the employer, have an unpaid leave, other
than that referred to herein.
2. The leave mentioned in this Article shall not be included in the worker’s service term at the
employer or in the period of the contribution in the retirement scheme in accordance with
the legisl... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 33 | Unpaid Leave | 15 | structural | 0 | 1 | |
labour_law_2021:a34:struct:0 | The worker, who does not return directly to his work without a legitimate reason after the end
of his leave, shall not be entitled to his wage for the absence period following the leave end. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 34 | Absence after Leave | 15 | structural | 0 | 1 | |
labour_law_2021:a35:struct:0 | If either party to the employment contract wishes to terminate the contract in accordance with
the provisions of this Decree-Law and its Implementing Regulation, while the worker is on the
leave, the validity of the notice period agreed upon in the employment contract shall not begin,
except from the day following the ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 35 | Validity of Notice Period in case of Termination of the Contract during the Leave | 15 | structural | 0 | 1 | |
labour_law_2021:a36:struct:0 | Establishments shall abide by the provisions contained in Federal Law No. (13) of 2020 regarding
public health and all resolutions issued for the implementation thereof and any other legislation
issued in this regard. The Implementing Regulation hereof defines the role of the Ministry and
the provisions related to the ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 36 | Care, Safety and Professionalism | 15 | structural | 0 | 1 | |
labour_law_2021:a37:struct:0 | 1. Under a resolution of the Cabinet, based on the Minister’s proposal and in coordination with
the concerned authorities, work injuries and occupational diseases, conditions and
procedures to be followed in case any of them occur, the obligations of the employer in this
regard, the amount of compensation due to the wo... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 37 | Compensation for Work Injuries and Occupational Diseases | 15 | structural | 0 | 1 | |
labour_law_2021:a38:struct:0 | The worker shall not be entitled to work injury compensation if it is proven through the
investigations of the competent authorities that any of the following cases takes place:
1. The worker deliberately caused injury to himself for any reason.
2. The injury took place under the influence of alcohol, narcotics or othe... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 38 | Cases of the Worker’s Non-entitlement to Work Injury Compensation | 16 | structural | 0 | 1 | |
labour_law_2021:a39:struct:0 | 1. The employer or his representative may impose to the worker who violates the provisions of
this Decree-Law, its Implementing Regulation and resolutions issued for its implementation,
any of the following penalties:
a.Written notice.
b.Written warning.
c.Deduction of not less than (5) five days per month from the wag... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 39 | Disciplinary Sanctions | 16 | structural | 0 | 1 | |
labour_law_2021:a40:struct:0 | 1. The employer may suspend the worker temporarily from work for a period not exceeding
(30) thirty days, in order to conduct a disciplinary investigation with him if the investigation
interest so requires, along with suspending half the wage during the suspension period. If the
investigation concluded keeping the case... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 40 | Temporary Suspension from Work | 16 | structural | 0 | 1 | |
labour_law_2021:a41:struct:0 | 1. It is not permissible to impose any disciplinary sanction to the worker for an action
committed by him outside the workplace unless it is related to work.
2. It is not permissible to impose more than one disciplinary sanction for a single violation,
according to the provision of Article (39) hereof. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 41 | Some Rules for Imposing Disciplinary Sanctions | 16 | structural | 0 | 1 | |
labour_law_2021:a42:struct:0 | The employment contract is terminated in any of the following cases:
1. The written agreement of both parties upon its termination; 1. The written agreement of both parties upon its termination;
2. Expiry of the term specified in the contract, unless it is extended or renewed as per the 2. Expiry of the term specified ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 42 | Employment Contract Termination Cases | 16 | structural | 0 | 2 | |
labour_law_2021:a42:struct:1 | The worker’s failure to fulfil the conditions for renewing the work permit for any reason
beyond the control of the employer. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 42 | Employment Contract Termination Cases | 16 | structural | 1 | 2 | |
labour_law_2021:a43:struct:0 | 1. Either party to the employment contract may terminate the contract for any legitimate
reason, provided that the other party is notified in writing and work shall be performed
during the notice period agreed upon in the contract, provided that such period is not less
than (30) thirty days and not more than (90) ninet... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 43 | Employment Contract Termination Notice | 17 | structural | 0 | 1 | |
labour_law_2021:a44:struct:0 | The employer may dismiss the worker without notice after conducting a written investigation
with him and the dismissal decision shall be in writing and justified and the employer or its
representative shall hand it over to the worker in any of the following cases:
1. It is proven that the worker impersonated another pe... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 44 | Cases of the Worker’s Dismissal without Notice | 17 | structural | 0 | 2 | |
labour_law_2021:a44:struct:1 | The worker exploited his position in an illegal way to obtain personal results and gains. 10.The worker joins another establishment without abiding by the rules and procedures
prescribed in this regard. 33 | en | labour_law_2021 | Federal Decree-Law 33/2021 | 44 | Cases of the Worker’s Dismissal without Notice | 17 | structural | 1 | 2 | |
labour_law_2021:a45:struct:0 | The worker may quit work without notice, while retaining his rights upon end of service
in any of the following cases:
1. The employer’s breach of his obligations towards the worker stipulated in the contract, this
Decree-Law or the resolutions issued for its implementation, provided that the worker
notifies the Minist... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 45 | Cases where the Worker quits Work without Notice | 18 | structural | 0 | 1 | |
labour_law_2021:a46:struct:0 | The employer may not terminate the worker’s service due to his lack of health fitness before
using the legally accrued leaves. Each agreement to the contrary shall be null and void, even if it
is concluded prior to the enforcement of the provisions hereof. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 46 | Termination of Service Due to Medical Unfitness | 18 | structural | 0 | 1 | |
labour_law_2021:a47:struct:0 | 1. The termination of the worker’s service by the employer is unlawful if the termination of the
worker’s service is due to filing a serious complaint to the Ministry or filing a lawsuit against
the employer, whose validity is proven.
2. The employer shall pay fair compensation to the worker estimated by the competent ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 47 | Illegitimate Termination of the Worker’s Service | 18 | structural | 0 | 1 | |
labour_law_2021:a48:struct:0 | The employment contracts in force shall remain valid in the event of a change in the
establishment’s form or legal status. The new employer shall be responsible for implementing
the provisions of those contracts, in addition to executing the provisions of this Decree-Law, its
Implementing Regulation and the resolutions... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 48 | Continuity of Employment Contracts | 18 | structural | 0 | 1 | |
labour_law_2021:a49:struct:0 | The worker may, in case of expiry of the employment contract in accordance with the provisions
hereof, move to work for another employer as per the conditions and procedures specified in
the Implementing Regulation hereof. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 49 | Transfer of the Worker after Expiry of the Employment Contract | 18 | structural | 0 | 1 | |
labour_law_2021:a50:struct:0 | 1. If the foreign worker leaves work, for an illegitimate reason, before the end of the contract
term, he shall not be granted another work permit to join another job in the State in
accordance with the provisions hereof, for a period of one year from the date of the absence
from work. It is also not permissible for an... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 50 | Unlawful Absence from Work | 18 | structural | 0 | 1 | |
labour_law_2021:a51:struct:0 | 1. 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.
2. The full-time foreign worker, who completed a year or more in continuous service,
shall be entitled to end of service benefits ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 51 | End of Service Benefits for Full-Time Workers | 19 | structural | 0 | 1 | |
labour_law_2021:a52:struct:0 | The Implementing Regulation hereof defines the mechanism for regulating end of service
benefits for foreign workers based on work patterns, other than the full-time basis, in a manner
that enhances the efficiency and attractiveness of the labour market and as required by the
interests of both parties to the employment ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 52 | End of Service Benefits for Workers in Other Work Patterns | 19 | structural | 0 | 1 | |
labour_law_2021:a53:struct:0 | The employer shall pay to the worker, within (14) fourteen days from the end date of the
contract term, his wages and all his other entitlements stipulated herein and resolutions issued
for its implementation, the contract or the establishment’s by-laws.
36 | en | labour_law_2021 | Federal Decree-Law 33/2021 | 53 | Paying the Workers’ Entitlements at the End of the Contract T erm | 19 | structural | 0 | 1 | |
labour_law_2021:a54:struct:0 | 1. In the event of a dispute between the Employer and the Employee or their beneficiaries
under the provisions of this Decree-Law, the dispute shall be submitted to the Ministry in
order to resolve the dispute amicably. 2. The Ministry may render a final judgment on any dispute submitted to it if the value of the
claim... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 54 | Individual Labour Disputes | 19 | structural | 0 | 2 | |
labour_law_2021:a54:struct:1 | Other administrative procedures or measures may be imposed on the establishment if the
Minister finds that the existing individual dispute has the potential to lead to a collective
labour dispute that is detrimental to the public interest. 7. The competent court must, within (3) three business days, convene a hearing, ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 54 | Individual Labour Disputes | 19 | structural | 1 | 2 | |
labour_law_2021:a55:struct:0 | 1. Labour claims shall be exempted from judicial fees at all stages of litigation and execution, as
well as the requests filed by workers or their heirs, whose amounts do not exceed (100,000)
one hundred thousand UAE Dirham.
2. The Cabinet may, based on the Minister of Justice’s proposal, amend the amount referred to
i... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 55 | Exemption from Judicial Fees | 20 | structural | 0 | 1 | |
labour_law_2021:a56:struct:0 | 1. If there is a dispute between the employer and all the workers of the establishment or a
group of them, and the amicable settlement is not possible, the employer or workers shall
submit a complaint to the Ministry as per the rules and procedures specified by the
Implementing Regulation hereof.
2. The Minister may im... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 56 | Collective Labour Disputes | 20 | structural | 0 | 1 | |
labour_law_2021:a57:struct:0 | 1. The Ministry’s officials, who are authorised by a resolution of the Minister of Justice in
agreement with the Minister, shall have the capacity of law enforcement officers to prove the
violations to the provisions of this Decree-Law, its Implementing Regulation and the
resolutions issued for its implementation. They... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 57 | Work Inspection | 20 | structural | 0 | 1 | |
labour_law_2021:a58:struct:0 | The imposition of the penalties stipulated herein shall not prejudice any severer penalty stated
in any other law. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 58 | 20 | structural | 0 | 1 | ||
labour_law_2021:a59:struct:0 | Any person who commits the following shall be punished by a fine of not less than (20,000)
twenty thousand UAE Dirham and not more than (100,000) one hundred thousand UAE
Dirham:
1. Submitting false information or documents in order to recruit a foreign worker to the State
to work therein.
2. Obstructing or preventing ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 59 | 20 | structural | 0 | 1 | ||
labour_law_2021:a60:struct:0 | 1. A fine of at least (100,000) one hundred thousand UAE Dirham and up to (1,000,000) one 1. A fine of at least (100,000) one hundred thousand UAE Dirham and up to (1,000,000) one
million UAE Dirham shall be imposed on those who commit the following violations:
a.Providing employment to an employee without obtaining a ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 60 | 20 | structural | 0 | 2 | ||
labour_law_2021:a60:struct:1 | (33) of 2021 Concerning Labour Relations
39
ministry, council, fund, authority or any other governmental body that has been granted one
or more powers to regulate the labour market or increase the competitiveness of the
workforce as a result of the law or decisions issued by the Cabinet, or if the employer helps
the em... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 60 | 20 | structural | 1 | 2 | ||
labour_law_2021:a61:struct:0 | Any person who exploits or misuses the electronic powers granted to him to have access to the
Ministry’s systems or enables others to do so, which would result in disruption in the work
procedures or relations, shall be punished by imprisonment for a period of not less than one year
and a fine of not less than (200,000... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 61 | 21 | structural | 0 | 1 | ||
labour_law_2021:a62:struct:0 | The fine imposed in accordance with the provisions hereof regarding the employers, would vary
according to the multiplicity of workers who committed violations, with a maximum of
(10,000,000) ten million UAE Dirham. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 62 | 21 | structural | 0 | 1 | ||
labour_law_2021:a63:struct:0 | Any person, who violates any other provision of this Decree-Law, its Implementing Regulation
and the resolutions issued for its implementation, shall be punished with a fine of not less than
(5,000) five thousand UAE Dirham and not more than (1,000,000) one million UAE Dirham. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 63 | 21 | structural | 0 | 1 | ||
labour_law_2021:a64:struct:0 | In case of repeating any of the violations mentioned in this Decree-Law, its Implementing
Regulation and the resolutions issued for its implementation, before the lapse of one year since
the perpetrator of a similar violation has been punished, then the perpetrator shall be punished
by imprisonment, along with doubling... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 64 | 21 | structural | 0 | 1 | ||
labour_law_2021:a65:struct:0 | 1. The rights stipulated herein shall represent the minimum rights for workers and the
provisions hereof shall not prejudice any of the rights granted to the worker under any other
legislation, agreement, acknowledgment, regulation or employment contract, which would
grant the worker rights that are more useful than th... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 65 | Final Provisions | 21 | structural | 0 | 2 | |
labour_law_2021:a65:struct:1 | The employer or worker may terminate the employment contract with an undefined term,
which was concluded before the enforcement of this Decree-Law, for a legitimate reason,
after notifying the other party in writing for a period of not less than (30) thirty days if the
service term is less than (5) five years, a period... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 65 | Final Provisions | 21 | structural | 1 | 2 | |
labour_law_2021:a66:struct:0 | 1. The Arabic language is the language approved in all records, files, data, forms and others that
are stipulated in this Decree-Law, its Implementing Regulation and the resolutions issued for
its implementation.
2. The employer shall use the Arabic language in concluding contracts with the workers, in
writing and publ... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 66 | Approved Language | 22 | structural | 0 | 1 | |
labour_law_2021:a67:struct:0 | The calculation of the periods and dates stipulated herein shall be based on the Gregorian
calendar. The Gregorian year in applying the provisions hereof shall include (365) three hundred
and sixty-five days, while the month represents (30) thirty days. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 67 | Calculation of Periods and Dates | 22 | structural | 0 | 1 | |
labour_law_2021:a68:struct:0 | 1. The provisions hereof shall apply to employment contracts of undefined terms, which are
concluded in accordance with Federal Law No. (8) of 1980 mentioned above.
2. The employers shall adjust their situations and convert employment contracts with
undefined terms to fixed-term employment contracts, as per the conditi... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 68 | Adjustment of Situations | 22 | structural | 0 | 1 | |
labour_law_2021:a69:struct:0 | Both parties to the employment relationship may file a grievance against the resolutions issued
by the Ministry in accordance with the procedures specified in the Implementing Regulation
hereof. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 69 | Grievance against the Ministry’s Resolutions | 22 | structural | 0 | 1 | |
labour_law_2021:a70:struct:0 | For the purposes hereof, the Cabinet shall be concerned with the following:
1. Approving the conditions, rules and procedures for classifying the establishments subject to
the provisions hereof, and the privileges offered for each category of these establishments.
2. Approving the conditions, rules and procedures for c... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 70 | Powers of the Cabinet | 22 | structural | 0 | 1 | |
labour_law_2021:a71:struct:0 | For the purposes hereof, the Ministry shall be concerned with the following:
1. Proposing the policies, strategies and legislation for the following:
a.Encouraging and motivating the establishments to invest in training and empowerment
of workers, as well as raising their level of skill, efficiency and productivity.
b.... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 71 | The Ministry’s Powers | 23 | structural | 0 | 1 | |
labour_law_2021:a72:struct:0 | 1. The Cabinet, based on the Minister’s proposal, issues the Implementing Regulation for the
provisions hereof. | en | labour_law_2021 | Federal Decree-Law 33/2021 | 72 | Implementing Regulation | 23 | structural | 0 | 1 | |
labour_law_2021:a73:struct:0 | 1. Federal Law No. (8) of 1980 regulating employment relationships shall be abrogated.
2. Each provision that violates or contradicts the provisions hereof shall be abrogated.
3. The resolutions, regulations and rules in force prior to the enforcement of the provisions
hereof shall remain in force, in a way not contrad... | en | labour_law_2021 | Federal Decree-Law 33/2021 | 73 | Abrogation | 23 | structural | 0 | 1 | |
labour_law_2021:a74:struct:0 | This Decree-Law shall be published in the Official Gazette and shall be enforced as of 2 February
2022.
His Highness Sheikh Khalifa bin Zayed Al Nahyan
President of the United Arab Emirates State
Issued by us at the Presidential Palace in Abu Dhabi:
On: 13 Safar 1443 AH
Corresponding to: 20 September 2021 AD
45 | en | labour_law_2021 | Federal Decree-Law 33/2021 | 74 | Publication and Enforcement of the Decree-Law | 23 | structural | 0 | 1 | |
implementing_regulation_2022:a1:struct:0 | The same definitions set out in the Decree-Law shall apply hereto. In addition, the following
terms and expressions shall have the meanings assigned to each, unless the context requires
otherwise:
Federal Decree-Law No. (33) of 2021 Regarding the Regulation of • Decree-Law :
Labour Relations.
• Legal Regulations : The ... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 1 | Definitions | 26 | structural | 0 | 1 | |
implementing_regulation_2022:a3:struct:0 | Subject to the provisions of Clause (2) of Article (70) of the Decree-Law:
1. Workers governed by the provisions of the Decree-Law shall be classified into categories
according to criteria that include skill, educational qualifications, productivity, professional
or salary levels, according to residency status.
2. The ... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 3 | Classification of Workers | 26 | structural | 0 | 1 | |
implementing_regulation_2022:a4:struct:0 | 1. Subject to the provisions of Article (5) of the Decree-Law, the employment of juveniles is
prohibited in the following professions:
a.Work in hazardous or harmful industries.
b.Occupations, which by their nature or the circumstances in which they are carried out,
are likely to jeopardise their health and safety.
2. ... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 4 | Process for the Employment of Juveniles | 27 | structural | 0 | 1 | |
implementing_regulation_2022:a5:struct:0 | 1. Subject to the provisions of Article (7) of the Decree-Law, the contract between the worker
and employer shall be according to any of the work types set out therein, in addition to the
following types:
a.Remote work: All or part of the work is performed outside the workplace, with electronic
communication between th... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 5 | Work Types | 27 | structural | 0 | 1 | |
implementing_regulation_2022:a6:struct:0 | 1. Subject to the provisions of Article (6) of the Decree-Law, the types of work permits shall
be determined as follows:
a.Work permit (recruiting a worker from outside the State): This type of permit allows
establishments registered with the Ministry to recruit a worker from outside the State. b.Transfer work permit: ... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 6 | Types of Work Permits | 27 | structural | 0 | 2 | |
implementing_regulation_2022:a6:struct:1 | j.Golden visa holders permit: This type of permit is issued upon the request of an
establishment registered with the Ministry that wishes to employ a worker holding a
golden visa in the State. k.National trainee permit: This type of permit is issued upon the request of establishments
registered with the Ministry that w... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 6 | Types of Work Permits | 27 | structural | 1 | 2 | |
implementing_regulation_2022:a7:struct:0 | Renewing and Cancelling Work Permits
1.Conditions for issuing work permits:
a.Except for the juvenile permit and the student training or employment permit, the
worker should be at least 18 years old. b.The worker must meet the conditions stipulated in the applicable legislation in this
regard, including specialised pro... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 7 | Conditions, Rules and Procedures for Issuing, | 28 | structural | 0 | 2 | |
implementing_regulation_2022:a7:struct:1 | 4.The Ministry may refrain from issuing or renewing or may cancel work permits and
take necessary legal action in cases where any of the below is proven:
a. That any incorrect documents were submitted. b.That the establishment is fictitious or does not exercise its registered activity. c. That the Wage Protection Syste... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 7 | Conditions, Rules and Procedures for Issuing, | 28 | structural | 1 | 2 | |
implementing_regulation_2022:a8:struct:0 | 1. Freelance is an independent and flexible work arrangement, whereby the natural person
generates income by providing his services for a specified period of time or performing a task
or providing a specific service, whether for individuals or establishments, whereas this
natural person is in no way a worker for those ... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 8 | Freelance | 28 | structural | 0 | 1 | |
implementing_regulation_2022:a9:struct:0 | 1. Subject to the provisions of Article (6) of the Decree-Law, engaging in the activity of 1. Subject to the provisions of Article (6) of the Decree-Law, engaging in the activity of
mediation or temporary employment and outsourcing (singly or collectively) shall be
considered as engaging in the activity of employment a... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 9 | Activities of Recruitment Agencies | 28 | structural | 0 | 6 | |
implementing_regulation_2022:a9:struct:1 | The following conditions shall be met to obtain a licence to engage in any of the agency
activities:
a.The person in the sole proprietorship, or any of the partners in the legal entity, shall not
have been convicted of a crime involving moral turpitude or dishonesty, a crime of
human trafficking or the crimes set out i... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 9 | Activities of Recruitment Agencies | 28 | structural | 1 | 6 | |
implementing_regulation_2022:a9:struct:2 | The guarantee shall be automatically renewed or an insurance system shall be provided as an alternative thereto, and the Ministry may allocate all or some of the bank
provided as an alternative thereto, and the Ministry may allocate all or some of the bank guarantee or insurance to pay any amounts owed by the agency fo... | en | implementing_regulation_2022 | Cabinet Resolution 1/2022 (Implementing Regulation) | 9 | Activities of Recruitment Agencies | 28 | structural | 2 | 6 |
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