UAE has implemented changes in its employment labour law, which will take effect in 2024. The new labor law ensures dutiful and healthy employment relationships. It was adapted to guarantee the rights of all parties involved are protected. So, the law covers various topics, from including new work models to matters like leaves and vacations. 

As an HR manager in the UAE workforce, it is crucial to note these changes. Fortunately, this article explores ten things about the new employment labour law. From probation period notice to discrimination, here is what has changed in the UAE employment labor law for 2024: 

10 Things to Note About the New UAE Employment Labour Law in 2024 

1.  Fixed-term contracts only

There are no longer no more unlimited contracts in the UAE workplace. Instead, employers can only offer fixed-term contracts. These contracts typically span three years and can be renewed when both parties consent to the same span or less. 

•  Probation period notice

The new UAE labor law tweaks the required probation period. Although an employer can dismiss their employees at any time during probation, the new law insists they give a 14-day probationary notice. Similarly, the employee has to provide a 14-day written probationary notice before terminating the contract. 

• Part-Time and Flexible Working Arrangements

According to the new UAE employment law, there are now new working arrangements to improve flexibility and productivity in the labour market. As of writing, employees can opt for new working models: flexible work, part-time, and temporary work.  

•  Working Days and Hours

The new UAE employment labour law offers a shorter work week via a lesser working hours model. In Article 17 of the formal UAE labour law,  typical working hours for private businesses are 8 hours a day and 48 hours a week. In contrast, the new law states that employers should offer the option of 40 hours a week. This decree shortens the work week to 4 days with 10 hours daily.

• Annual Leave

UAE employment law stipulates that employees get annual leave. Aside from yearly leaves, there were several adjustments to leaves that UAE employees are entitled to. Here are the additional leaves that employees get according to the new UAE labour law: 

• A three-day leave after the death of close family members
• An intermittent or consecutive parental leave of five days for six months after the birth of a child
• A 10-day study leave for an employee who has to take exams, provided they have at least two years of work with that employer.

Note: UAE labour card is integral when it comes to annual leaves. They ensure the employers can sort employee’s benefits easily. It is impossible to get employee benefit systems without a UAE labour card. 

• End of Service Gratuity

The end-of-service gratuity is now calculated based on the number of working days. And the employees receive no reduction in gratuity if they resign. Another notable mention is unpaid maternity leaves aren’t included in end-of-service gratuity.  There is more information on calculating gratuity on Bayzat.

• Maternity Leave

The UAE employment law included a few tweaks to the leave section, which contained maternity leave. According to the new labour law, women in the workplace get longer maternity leave (60 days). For the first 45 days, the women get full pay. But they get half pay for the last 15 days of the maternity leave. Employees are also subject to an extra 45 days of unpaid leave if they suffer pregnancy-related illnesses. 

• Discrimination

According to Article 4 of the new UAE labour law, all employees are protected against discrimination. Regardless of sex, race, religion, social origin, or disability, prejudicing equal fair treatment is prohibited. Women and men get equal pay if they perform the same task or an alternative task of the same value. The same rules apply to other marginalized groups. 

If racial discrimination is proven in court, the party responsible is subject to offer financial compensation alongside facing a penalty. The rules governing discrimination against workers apply to all workers, typical or atypical (part-time, temporary, and flexible work.) 

• Harassment and Bullying

The new UAE employment labour law frowns at harassment and bullying. According to Article 14 of the labour law, 

“Sexual harassment, bullying or any verbal, physical or psychological violence committed against the worker by the employer, his superiors at work, colleagues or the persons who work with him, are prohibited.”

UAE has doubled down on harassment in the workplace. The Dubai labour law ensures that workplaces are free from prejudice and inequality.

• Forced Labour

The new UAE employment law abolishes forced labour based on discrimination. This change is embedded in Article 4 of the new Dubai labour law. Hence, managers can’t impose labor against the employee’s will backed by threats of any form. Also, under Article 30, the UAE prohibits terminating a woman’s contract based on getting pregnant. 

Frequently Asked Questions About UAE Employment Labour Law 

What Are the Significant Changes to the UAE Employment Labor Law? 

The UAE government updated its labour laws to ensure workplaces are no-discrimination zones. Also, the new adjustments enable a more flexible working environment. The last major tweak was abolishing unlimited contracts for fixed-term contracts of 3 years or less. 

What Is the Basic Salary As Per UAE Labour Law?

The new labor law doesn’t stipulate a minimum salary. However, it states that the salary covers all the employee’s basic needs. 

According to the New UAE Labour Law, How Long Is Maternity Leave? 

According to the new Dubai labour law, the new maternity leave is 60 days (or two months.) The first 45 days attract full pay. But the following 15 days attract only half-pay. If there are pregnancy complications, the woman gets an extra 45-day leave. However, it is unpaid. 

Key Takeaway 

The new UAE employment law has fully taken effect, redefining how many see the UAE workplace. UAE workers bid goodbye to shorter maternity, unlimited contracts, and discrimination. While not perfect, the law promises a labour environment that supports flexibility and equality. 

Navigating the new labour laws can be challenging. Luckily, Bayzat comes to the rescue. Bayzat is a reliable HR companion every UAE company needs. With a competent workforce and cutting-edge innovation, your HR is in safe hands. Contact Bayzat today for premium HR solutions and other important information concerning the UAE labour laws.