The UAE announces the new labor law, The new labour legislation in 2023 wants to relate wages to output in order to reassure domestic and global investors, as well as to maximize the role of consultative mechanisms, negotiation, and dialogue between the two parties to the work relationship. Also, one of the main labour law's goals is progress and modernism in the workplace, as well as alignment with economic and social changes, and we must understand the labour law's restrictions. The new private sector for 2023 will be introduced to you shortly.
The draught labour legislation attempts to make the investment environment more appealing by balancing the two sides of the production process and implementing a new economic policy approach in the field of employment.
And the fast resolution of labour conflicts and the attainment of justice. The draught law defines a number of controls, which are as follows:
- If the contract is not limited to a period and the term of the contract extends beyond reaching this age, the employer may terminate the contract if the worker reaches the age of sixty, and the contract does not end until its term expires.
- After reaching this age, the worker has the right to continue working in order to finish the required period for pension entitlement.
- After the age of sixty, the worker is entitled to his work time, and he is granted a reward of half a month's salary for each of his first five years of service, as well as the wages of each month of the following years, if he has no rights for this period. In compliance with the Social Insurance Law's requirements for old-age, disability, and death insurance.
- At the age of eighteen, the prize shall be for previous years of service, as well as that of the apprentice and worker upon attaining this age.
- The payment is calculated based on the worker's or apprentice's most recent wage.
- The bonus will be paid out in the event of death caused by the terms of social insurance.
Labor law in the Emirates
The private sector, the new labour legislation of 2023
The new labour law 2023 is expected to completely replace the labour legislation enacted in 2003. The implementation of the new labour law is seen as a solution to many issues that employees face, such as working hours, pay, and annual periodic bonuses.
We will learn the specifics later, but we must be aware of the prohibitions outlined by the new Labour Law 2023, which are as follows:
- The private sector establishment bans firing any employee without first notifying the labour court.
- The employee may not work more than 10 hours a day in a private sector establishment.
- The establishment also takes care not to discriminate against workers, whether in terms of rights or duties.
- Employed women should not be fired during childbirth, but instead be given three months of paid leave.
- Pregnant women are not compelled to work extra hours at the workplace. This limitation is in effect until six months following delivery.
- Children under the age of 15 are not permitted to work in private establishments.
- To terminate a worker's service, a decision recognising his resignation must be made and submitted to the Labour Court.
End of service in 2023 under the new labour law
The new labour legislation is regarded as one of the best services supplied to many employees, and there are numerous benefits offered to employees by the new labour law.
We will go over a few of these benefits, the most notable of which are:
- Workers receive an annual bonus of at least 3% of their basic wage.
- If the employee has a son or daughter, the employee is awarded one day off.
- A fund protects irregular employment.
- Form 6, which was utilised against the employee, is no longer valid.
- In the event of wrongful dismissal, the worker is entitled to compensation equal to two months' earnings. The two months are for each year of service, not just for one year.
- Employees are not allowed to be fired after childbirth, and she must be given a three-month paid leave.
- Before dismissing a worker, the labour court must be notified.
- The number of yearly leave days must be at least 21 days and may be greater.
- After four years, temporary contracts are converted to permanent ones.
What are the rights of private-sector employees?
In the private sector, various rights are provided, the most essential of which is the ability to earn a monthly pay.
What is the private sector's end-of-service benefit?
In the private sector, end-of-service rewards are computed by adding a full month of a year of the following years to the last half month of the first five years of work.
When does a worker have the right to a meal allowance?
In the event that employees are subjected to hazardous working circumstances.
