The UAE’s New Labour Law

How will the most significant changes to UAE

labour laws impact you?

Where previously there was a choice between

The New Labour Law – unlimited and limited term (i.e. fixed-term)
Background contracts, now, unlimited employment
contracts are to be converted into limited term
The Ministry of Human Resources and
employment contracts. Additionally, the New
Emiratisation (“MOHRE”) has announced and
Labour Law places more stringent controls on
issued the UAE’s eagerly awaited new Labour
discrimination and harassment in the
Law, Federal Decree Law No. 33 of 2021 (the
workplace, especially in relation to women.
“New Labour Law”) which will take effect
from 2 February 2022. The New Labour Law will
apply to all onshore and free zone entities
How and when it will be
(excluding the DIFC and ADGM). It will replace implemented?
the current UAE Federal Law No. 8 of 1980
The New Labour Law will come into effect on 2
(“Current Labour Law”).
February 2022. The MOHRE is currently working
The UAE’s Current Labour Law was drafted in on the Executive Regulations that will govern
1980 and although there have been the implementation of the New Labour Law.
amendments, the New Labour Law represents These are not yet available.
the most significant change UAE employers and
employees will have seen in over 40 years. What are the key changes?
The New Labour Law was, in part, issued in The changes are substantial. We set out below
response to the drastic shift in the way UAE the most significant of these by reference to the
employees now work due to technological Current Labour Law.
advancements and the outbreak of COVID-19.
In addition, the New Labour Law seeks to Next steps and key
create a more flexible and competitive working
environment in the UAE as well as affording
considerations
employees additional protections in respect of Employers should familiarise themselves with
discrimination and harassment. the New Labour Law and be prepared to update
their employment documentation. Employers
A host of measures will be introduced to ensure
enjoy an initial grace period of one year
a safe, healthy and business-conducive
(subject to extension by MOHRE) to adjust their
environment for all employees in the private
contractual terms and convert their unlimited
sector. For example, new work models such as
term contracts to limited term contracts in line
temporary and flexible work arrangements will
with the New Labour Law.
be introduced, along with an increase in
provisions that ensure the protection of
workers’ rights and increased leave periods for
employees, including maternity leave.

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New employment law
Comparative table

Current Labour Law Position under New Labour Law

Limited term contracts and key terms

Limited term (i.e. fixed-term) or – Limited term contracts only, of 3 year term, which (unless
unlimited term contracts. terminated earlier – see below) end upon expiry, unless expressly
renewed on agreed terms or are implicitly extended on the same
terms if the parties continue to perform in accordance with the
original contract. Extensions can be for the same or shorter term.
– Within 1 year from 2 February 2022, employers are to convert their
unlimited contracts into limited contracts. New MOHRE contract
templates are to be issued within the forthcoming Executive
Regulations.

Discrimination and harassment

Equal pay protections. – Equal pay protections plus protection against sexual harassment,
bullying, use of verbal, physical, or psychological violence by
employers, superiors and colleagues. Prohibition against
discrimination on basis of race, colour, sex, religion, nationality or
ethnic origin or disability.
– Fines for violations: AED 5,000 - AED 1,000,000.

Models of work – part-time and flexible working

Limited options for part-time or flexible – Full-time: working for 1 employer for full-time working hours
working. – Part-time: working for 1 or more employers for specific number of
working hours
– Temporary: for a specific period/completion of specific task
– Flexible: variable timing/days
Executive Regulations will include further details.

Probation period

6 months during which employment – 6 months during which employment can be terminated by (i)
can be terminated by either party employer giving 14 days’ written notice; or (ii) employee giving (a)
1 month written notice if leaving to take up new employment in UAE
without notice.
(and new employer will compensate former employer’s recruitment
costs); or (b) 14 days’ written notice if leaving UAE (and if employee
takes up new employment in UAE within 3 months, new employer
will compensate former employer’s recruitment costs).

Termination of employment & compensation

Employment contracts may be Employment contracts may be terminated as follows:-

terminated as follows:- – mutual agreement;

– mutual agreement; – expiry of contract term;

– during probation; – with notice (N.B. all employees employed under limited term
contracts can be terminated on notice for a "legitimate reason");
– without notice in accordance with
Articles 88 and 120; – without notice under Article 44 (N.B. the grounds listed at Article 44
largely mirror the current Article 120 grounds);
– with notice for a valid reason
(where the contract is unlimited); – in the event of death or permanent disability;
or – if the employee is imprisoned for a term of 3 months or more;
– expiry of limited term. – in the event of permanent closure of an establishment; or
Employees can claim arbitrary – where the employer becomes bankrupt, insolvent or unable to
dismissal compensation if employment continue business for economic or exceptional reasons.
is terminated without a "valid" reason Rights on termination
or compensation in the event their – End of service gratuity will still be paid to employees even if
limited term contract is terminated terminated without notice.
before the expiry of the term. – Employees entitled to 1 day of unpaid leave per week to search for a
new job.
– Compensation of up to 3 months’ salary can be claimed where an
employee's employment was terminated because they filed a serious
complaint or they filed a case against their employer in which the
court held their termination was unlawful.

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New employment law
Comparative table

Notice period

30 days minimum and 3 months – 30 days minimum and 90 days maximum. If an employee's
maximum. contract has not been converted into an unlimited term by the
required period, statutory mutual notice periods apply, as follows:
– less than 5 years' service - 30 days' written notice
– more than 5 years' service - 60 days' written notice
– more than ten years' service - 90 days' written notice

Maternity and parental leave

– 45 days' paid maternity leave (if – 60 days’ maternity leave (45 days’ full pay plus 15 days’ half-pay)
employee has service of 1 year and no length of service requirements
or more; if not, half-pay)
– Post-maternity illness allowance of 45 unpaid days
– Post-maternity illness allowance
– Enhanced maternity entitlements where an infant is sick or has
of 100 unpaid days
special needs
– 2 nursing breaks per day, up to
– 1-2 nursing breaks per day, up to 1 hour total, for 6 months
30 mins, for 18 months
– 5 days’ 'parental leave' from the birth of their child to six months
– 5 days’ 'parental leave' from the
birth of child to six months

End of service gratuity (“ESG”)

Full ESG is paid to employees on – Employees will receive their full ESG regardless of whether their
termination with notice; no ESG is paid employment was terminated with or without notice or whether they
resigned.
on summary termination.
– ESG is to be paid within 14 days of date of termination.
Employees who resign with under 5
years’ service or mid-way through a
limited term contract receive either a
proportion of ESG or no ESG.

Compassionate leave

No entitlement. – 5 days’ leave for death of spouse

– 3 days’ leave for death of parent, child, sibling, grandchild, or
grandparent

Study leave

No entitlement. – Employees with 2 years’ service entitled to 10 day study leave per
year provided relevant course is with an UAE accredited institution.

Non-compete

Non-compete clauses permitted, – Non-compete clauses permitted unless termination by employer is in

maximum duration unspecified. breach of New Labour Law, maximum duration of 2 years.

Key contacts
Geraldine Ahern Sarah Anderson
Partner, Principal Associate,
Head of Employment, Middle East Co-Head of Employment, UAE

T: +971 2 494 3632 T: +971 4 389 7017

M: +971 50 220 5983 M: +971 50 649 4075
geraldineahern@ sarahanderson@
eversheds-sutherland.com eversheds-sutherland.com

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