New UAE Labour Law in Sharjah:

The United Arab Emirates (UAE) has a greater influx of expatriates as it is low-tax country. Individuals leave their home countries to settle in one of the seven emirates to have a good living standard. If you see the multi-dynamic labour class in the UAE, people from Asia, Europe, and America are working in different industries. The rising number of expatriates has led the UAE to make new labour reforms, ensuring transparency, accountability, and equality among the working class. New labour reforms can be discussed with lawyers in Sharjah.

Mandatory Shift to Fixed-Term Contracts

The recent labour reform in the UAE has introduced fixed-term contracts. Under the new labour law, the employment contract will be for three years. However, it can be renewed with a mutual agreement, otherwise, the individual can switch to another job. Labour and employment lawyers also explain fixed term contracts.

Modern Work Models in Sharjah’s Employment Design

The new labour reforms are created to meet international labour standards and cater to a multi-dynamic workforce. The employers in Sharjah have flexibility with their employment contracts. They can obtain full-time employment, part-time roles, flexible working hours, work-from-home arrangements, temporary contracts, or even job-sharing structures. These kinds of employment opportunities allow individuals to have a work-life balance. However, every employment contract should have clarity on the type of employment the individual will seek and the compensation they will get. Employment lawyers there are also helpful in to understand UAE Labour Law complications. You can learn more with these lawyers.

New Entitlements for Leave

The labour law in the UAE is more flexible with its new reforms, especially when leave entitlements are expanded. In addition to the thirty days of annual leave, employees can also take parental leave, bereavement leave, study leave, or sick leave, ensuring that their family and personal needs are accommodated. The duration of these leaves varies, depending on the sensitivity of the leave:

Parental leave: It can be obtained for five days, but shall be taken within six months of the child’s birth. However, the employee must have served the company for at least a year.

Bereavement leave: Depending on the deceased’s relationship with the employee, at least three to five days leave is approved in Sharjah.

Study leave: Some employees are also studying while working, and so they need to leave for educational purposes. However, they can take ten annual leaves after serving for two years in the company.

Sick leave: The sick leave can be opted for 90 days a year. The pay for sick leave varies, whether unpaid, half-paid, or fully paid.  

The leaves from work ensure the employee’s well-being and help them in developing better mental and personal growth in Sharjah.

Probation Period in Sharjah

The probation period is the trial period whenever an individual is hired for a new job. The maximum probation duration is six months. While the employee is on probation period, they have the right to resign from the job with a one-month notice period. However, the employer can terminate the employment contract with a 14 days notice period. If the employee wants to leave the UAE, they can leave the job on 14 day’s notice period. The probation period is structured to ensure fairness for the employers and the employees in the UAE.

Managing Labour Disputes in Sharjah

The labour law in the UAE focuses on dispute resolution to give a fair chance to individuals. The Ministry of Human Resources and Emiratization is delegated to resolve issues based on the compensation amount. A claim of not more than fifty thousand dirhams should be resolved by the Ministry. Parties involved in the dispute have the right to appeal to the Ministry within fifteen business days to the Court of First Instance. Importantly, the employee will be paid throughout the dispute process, ensuring fair employment practices in the UAE.

Employment Termination and Gratuity Entitlement

The new labour reform ensures fair termination, based on the individual’s performance and code of conduct. The employers in Sharjah can terminate the employee with a one-month notice period or at least three month’s notice period. In addition, gratuity entitlement is based on 21 days of each year of the first five years and continues to 30 days from the sixth year. However, the gratuity is calculated after one year of continuous service.

Anti-Discrimination and Equal Opportunity Policies

The labour reform has also introduced equal pay for both genders while performing the same duties. There is serious legal action against workplace harassment. Everyone has the right to feel safe at work. Respect among employees and employers is mandatory.

Preparing for Legal Compliance

Legal compliance in employment laws is essential. Therefore, employers in Sharjah have to be proactive regarding the new labour laws, ensuring compliance. It means they must renew all the current employment contracts and make changes as per the new labour reforms. They will have to update the Human Resources policies to manage legal obligations. Every employer in Sharjah should follow the new labour reforms. They must hire employment lawyers in the company.