Federal Law No. 33/2021 on Regulation of Labour Relations, which will come into force on 2 February 2022, will repeal the current Federal Labour Law on the same issue (Law No. 8/1980). The new law refers to Implementing Regulations to be issued by the Ministry of Human Resources and Emiratisation, which will include additional explanatory provisions to the new law and also set out further frameworks.

Some key changes include:

• Recognition of non-traditional forms of employment, including; part-time, temporary and flexible employment relationships.
• Unlimited term contracts will be obsolete under the new law, with employees being required to engage on fixed term contracts not exceeding three years, which may be renewed by mutual agreement any number of times.
• Termination by either party whilst under probation will require service of 14 days’ notice.
• A number of new provisions introduced permitting assignment of different work to an employee in specific circumstances.
• Overtime hours have been overhauled with a cap of 144 hours of working time over a three-week period.
• Expanded list of permitted salary deductions.
• Notice period have been revised, with the minimum notice remaining 30 days but with a new maximum cap on notice of 90 days.
• Additional circumstances have been added as reasons for terminations of the employment contract, including; permanent closure of the employing establishment, the employer’s bankruptcy, insolvency or inability to continue the business for any...

Read Full Story: https://www.lexology.com/library/detail.aspx?g=4a7a402b-02c8-4e40-87a5-25e726...