It included 13 articles that focused on pay, vacations, and work patterns

The Unified Rules of Labor Law prohibits the employment of under 18 years of age

The law establishes controls for working hours and rest.

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The Federal Decree-Law on the “Unified General Rules of Work in the UAE”, the details of which were announced by the Ministry of Human Resources and Emiratisation, the day before yesterday, prohibits the appointment or employment of those under 18 years of age, and the employer may appoint or employ those who have completed 15 years in accordance with the rules and cases that It is determined by the regulating legislation in this regard. The law includes 13 articles, including determining working hours, wages, vacations, end-of-service benefits, work patterns, equality and non-discrimination.

The decree-law, which "Emirates Today" obtained a copy of, set four goals, which are to unify the general rules of work for all job occupants and workers in the state, and to enhance the efficiency, attractiveness and sustainability of the labor market, by ensuring the protection of the parties to the relationship and its developments, and determining the rights of all employees and workers in The state in a balanced manner, creating balance and integration with regard to the attractiveness and efficiency of the work environment between the public and private sectors.

The scope of the law’s application is to federal government employees and workers in the private sector, as the third article states that “it applies to job occupants subject to the provisions of the Human Resources Law in the Federal Government and its executive regulations, as well as workers in the private sector whose provisions are regulated by the law regulating labor relations, She explained that the Council of Ministers, based on the proposal of the Minister of Human Resources and Emiratisation, excludes any category from being subject to the provisions of this Decree-Law.

Article 4 stresses non-discrimination on the grounds of race, colour, sex, religion, national origin, social origin, or because of disability among persons, which impairs equal opportunities or affects equality in obtaining or continuing a job or work and enjoying its rights. Discrimination is also prohibited in Businesses with the same job duties, and the rules and procedures that would enhance the participation of the country’s citizens in the labor market are not considered discrimination in the provision of this article.

The fifth article focused on three general controls for work, first, regulating the relationship between the employer and the employee or worker under a specific article of employment contract, and the law defines the terms, controls and procedures for contracting and the obligations of the parties to the relationship, and secondly, it is prohibited to appoint or employ those under 18 years of age, and the employer may appoint Or employ someone who has completed 15 years of age, in accordance with the rules and cases determined by the legislation regulating in this regard, and third; The employer may appoint an employee or worker under a probationary period for a period not exceeding six months from the date of starting work, and the law shall specify the provisions related to this.

Article VI divided work patterns into two types. The first type is the types that may be contracted, which is firstly “full-time”, which is to work with one employer for the full daily working hours throughout the official working days, whether it is from the workplace, remotely, or the hybrid work pattern. , based on the work contract or what is agreed upon between the two parties to the relationship (the employer and the worker or the employee), and secondly, “part-time”, which is working for an entity or employers for a specified number of working hours or days scheduled for work, whether it is from the workplace or Remote or hybrid work style, based on the work contract or what is agreed upon between the two parties to the relationship (the employer and the worker or the employee), and thirdly “temporary work”, which is the nature of its implementation that requires a specific period or focuses on a work in itself, and ends with its completion, and fourth “Flexible work” is the work whose performance hours or working days change according to the volume of work and the economic and operational variables at the employer, and the employee or worker may work for the employerWith changing times according to work conditions and requirements, and fifth, any other patterns specified by law.

As for the second type of work pattern, the law regulates the cases in which it is permissible to combine more than one type of work with more than one entity.

The seventh article clarified that the maximum normal working hours shall be eight hours per day, or 48 hours per week. The employee is also given a paid weekly rest of no less than one day, and it may be increased in accordance with the law.

As for the eighth article on wages, it clarified that the employee and the worker have the right to receive the wage agreed upon in the work contract in accordance with the controls and standards determined by law, and the wage is paid in dirhams, and it may be paid in another currency, if it is agreed upon in the work contract.

Finally, the Ministry of Human Resources and Emiratisation announced the details of the Federal Law Decree on the "Unified General Rules of Work in the UAE", which was approved by His Highness Sheikh Khalifa bin Zayed Al Nahyan, President of the State, among the largest legislative changes in the history of the country, which included updating more than 40 laws in line with the vision of the leadership and the aspirations of society, and the law included 13 articles, focusing on the objectives of the decree-law, the scope of application, equality and non-discrimination, general regulations for work, and work patterns.

At the same time, the law meets the aspirations of pivotal and diversified sectors, and enhances the state's position, competitiveness and position on the map of the future.

Organizing work relationships

The decree-law will enter into force as of the second of next February, as its provisions apply to job occupants who are subject to the provisions of the Human Resources Law in the federal government, and workers in the private sector in the country, who are subject to the provisions of Federal Decree-Law No. 33 of 2021, regarding the regulation of labor relations to be applied in The second of February next.

• Decree-Law that meets the aspirations of pivotal and diversified sectors, and enhances the state's position and competitiveness, and its position on the map of the future.

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