The Ministry of Human Resources and Emiratisation stated that "the worker may be dismissed without prior notice, in accordance with Article 120 of the Federal Labor Law No. (8) of 1980, in 11 cases. It also identified three cases in which the relationship between the citizen and the work was considered closed.
In a response to a question by Al-Emarat Al-Youm on the cases of dismissing the worker without prior notice, the ministry stated that it included impersonation of the worker, a false personality or nationality or if he presented forged certificates or documents. If the worker was under trial, Or at the end thereof, and if the worker commits an error resulting in material loss to the employer, provided that he informs the Labor Department of the incident within 48 hours from the time of his knowledge of the occurrence thereof.
The Ministry added to the cases in which the worker may be dismissed without warning, in violation of the instructions for the safety of the work or his place, provided that such instructions are written and suspended in a conspicuous place and that he has been orally informed, if he is illiterate. And continued to violate them despite a written investigation with him for this reason, and to alert him to dismissal if repeated from him, and if disclosed secrets of the establishment in which he works.
Cases of dismissing the worker without warning were finally decided by the competent court in a crime involving honor, honesty or public morals or if he was found during the working hours in a state of drunkenness or was affected by a drug. If an act of aggression against the employer or the director The official, or a colleague, if absent from work without a legitimate reason for more than 20 intermittent days during one year, or more than seven consecutive days.
Concerning the regulation of the work of citizens in the private sector, the Ministry identified three cases in which the employment relationship was terminated. First, the employer's breach of his obligations was determined by law or agreement, such as non-payment of wages for more than 60 days. And the second is the labor complaint transmitted by the ministry to the court. In this case, a final judgment is required in favor of the worker, including entitlement to at least two months' wages, compensation for arbitrary dismissal, termination of the contract specified before the end of the contract or any other rights not given by the employer to the worker on his own without a reason recognized by the law, End of service. And thirdly, the complaint filed by the worker against the establishment in which he works because he is not attached to the work to close the facility. In this case, a report is required from the inspection sector in the ministry proving that the establishment has not been active for more than two months, provided that the worker reviews the ministry during this period.
The ministry affirmed its efforts through decisions, legislations, policies and initiatives to enhance the participation of national human resources in the private sector, which is considered the optimal sector for employing citizens, and the strategic partner of the ministry in implementing its vision regarding the file of Emiratisation in the private sector. .
• Impersonation of a worker, a false person or nationality, or the furnishing of false certificates that permit his dismissal from work without prior notice.