Know Your Labor Rights!

Know Your Labor Rights!
By Hassan Elhais

This write-up will elaborate on the obligations employer’s regarding registration of workers and the legal rights of employees after the termination of their labor contracts in the UAE.

In general terms, all expatriate staff members who want to operate in the UAE must be used by an appropriately certified and authorized company and needs to be released with an entry permit for work functions, a labor card (job authorization) and a home visa.

Some Workers do not know their civil liberties upon the discontinuation of their employment agreement, so the concern needs to be thoroughly considered.

Abide by the Regulation

Employment connections in the private sector in the UAE are regulated and regulated by Federal Law No. 8 on Guideline of Labor Relations for the year 1980. Utilizing international employees in the UAE requires adhering to certain registration procedures such as house visa. If an employee does not have work consent and/or company sponsorship, post 13 of the Labor Legislation obliges the company utilizing an immigrant to get approval and/or company sponsorship from the Ministry of Labor. The Labor Legislation is safety of staff members in general and supersedes contrasting contractual provisions concurred under another jurisdiction, unless they are beneficial to the employee. Moreover, this rule is applicable to the Free Areas considering that there is no work approval.

Probation Duration and seven civil liberties

It is very important to note that any provision of the labor agreement is invalid if it either opposes the UAE labor legislation or problems with the general public interest. These stipulations can relate to facility of probation period, gratuity, notice period, income or to any kind of charge applied to the employee. Inning accordance with the Federal Legislation No. 8 of the year 1980 probation duration can not go beyond 6 month.

The Labor Regulation provides the Employees with primarily 7 legal rights that need to be followed by the company upon the discontinuation of the labor agreement.

Inning accordance with the Labor Regulation, an employee terminating his contract has civil liberties to:

Get his/her unsettled salary
Get costs for added hrs of work
Have yearly leave
Get gratuity (21 days standard commission for every year of the first 5 years of service and 1 month any type of year after.).
Get an air ticket.
Notification period wage.
Obtain a compensation for unreasonable termination (with optimum 3 months, but this period could be even more if it is not discussed in the contract).

As well as these 7 rights, there can be extra rights which are consisted of in the agreement such as payment and bonus offers.

Nonetheless, if the termination happens within the probation duration, which could be 6 months or less depending upon contract, the employee will not have best to claim the civil liberties stated over. He will just be entitled to unpaid income, charges for added hrs of job and air ticket. Bench time on labor issues for Dubai based firms is 1 year from the moment of discontinuation of the labor agreement.

How you can assert the rights?

It is substantial that in order for an employee to be able to look for UAE Labor Authorities relating to any type of lawful issue, he/she needs to have or had a job authorization and/or company sponsorship. Or else UAE Labor Authorities will certainly not handle an issue.

The Ministry of Labor and Social Matters (the Ministry) is the text responsible for the regulation of workforce recruitment and it plays a significant function in clearing up labor distinctions between companies and workers. It needs to be kept in mind that all labor disputes should at first be sent to the Labor Department of the Ministry for amicable negotiation if the company is onshore.

The same law is applicable in the Free Areas. Nonetheless, Free Zones have their own Legal Division where lawyers need to not attend. Because of this prior to filing a case to the Court, one should take a letter of reply from Free Area Legal Division for his insurance claim.

In a situation if an employee works for Governmental Entity, he should apply to the ruler office initially and they have to release Non-Objection Certification (NOC).

The application is after that handed to the worried labor authority, who will arrange a conference in between the employee and the company. The objective of such meeting is to come to the negotiation of the problem.

One could question the factors of experiencing the above pointed out actions. Without a doubt, it is among the most essential requirements of Labor Code. Using with these labor authorities assist people to resolve a high rate of issues in between companies and employees. Moreover, such measures save time and lower the variety of instances before the courts. However the attorneys are unable to attend the meetings with the labor authorities. This step needs to be made directly by employee. The declaring of insurance claim to labor authorities does not cost anything, which can be counted as fringe benefit of this procedure.

Hassan Mohsen Elhais – senior partner of Al Rowaad Advocates.

After qualifying as a legal representative in his native Egypt within the fields of Offender and Public Law, Mr. Mohsen Elhais has actually been exercising in Dubai for the past 7 years.

Functioning solely with Al Rowaad Supporters, Hassan is a reliable leader of the company, the spokesperson and owning force. Hassan has a solid honest stance when it come to the place of the law office and its service part of the customer, from clarity on the lawful process through to the charge system.

Specialising in the preparing of all statement of insurance claim, memos and consultation when it come to all kind of lawsuits, Hassan has actually functioned his means through the rankings of Al Rowaad Supporters from joining as Lawful Expert to his current role as Managing Partner.