UAE Labour Law Amendments: What Employers and Employees Need to Know in 2024

Table of Contents

“Stay informed, stay compliant: UAE Labour Law Amendments 2024 – Essential knowledge for employers and employees.”

Introduction

The UAE Labour Law Amendments in 2024 bring significant changes that both employers and employees need to be aware of. These amendments aim to enhance the rights and protections of workers, promote a fair and balanced work environment, and align with international labor standards. It is crucial for employers and employees to understand these changes to ensure compliance and maintain a harmonious working relationship.

Changes in Working Hours and Overtime Regulations

The United Arab Emirates (UAE) has recently made significant amendments to its labour laws, which will come into effect in 2024. These changes aim to enhance the rights and protections of both employers and employees in the country. One area that has seen notable revisions is the regulations surrounding working hours and overtime.

Under the new amendments, the standard working hours in the UAE will be reduced from eight hours per day to seven hours per day. This change is a positive development for employees, as it allows for a better work-life balance and promotes employee well-being. Additionally, it aligns the UAE with international standards, as many countries have already implemented shorter working hours.

However, it is important to note that this reduction in working hours does not mean a decrease in pay for employees. The UAE labour laws stipulate that employees must be paid the same salary for the reduced working hours. Employers are required to adjust the salaries accordingly to ensure that employees are not financially disadvantaged by the change.

Furthermore, the amendments also address the issue of overtime regulations. Previously, the UAE labour laws allowed employers to require employees to work up to two hours of overtime per day, with a maximum of 14 hours per week. However, the new amendments have introduced stricter regulations on overtime.

Under the revised labour laws, employees can only be required to work a maximum of two hours of overtime per day, with a cap of 12 hours per week. This change aims to protect employees from excessive working hours and ensure that they are adequately compensated for their additional efforts. Employers must also pay overtime wages to employees at a rate of 125% of their regular hourly wage for the first two hours of overtime and 150% for any additional hours.

It is worth noting that certain categories of employees are exempt from these overtime regulations. These include managerial and supervisory positions, as well as employees who hold positions of trust and those who work in roles that require continuous presence or urgent work. However, it is essential for employers to clearly define these exemptions and ensure that they are applied appropriately.

To comply with the new labour laws, employers need to review and update their employment contracts and policies to reflect the changes in working hours and overtime regulations. It is crucial for employers to communicate these changes effectively to their employees and provide them with the necessary information and support to understand their rights and entitlements.

In conclusion, the UAE labour law amendments regarding working hours and overtime regulations bring about positive changes for both employers and employees. The reduction in working hours promotes a better work-life balance and aligns the UAE with international standards. The stricter regulations on overtime protect employees from excessive working hours and ensure fair compensation. Employers must comply with these amendments by adjusting salaries and updating employment contracts and policies. By doing so, they can create a harmonious and productive work environment that respects the rights and well-being of their employees.

Updates on Annual Leave and Public Holidays

The United Arab Emirates (UAE) has recently made amendments to its labour laws, which will come into effect in 2024. These changes will have an impact on both employers and employees, particularly in terms of annual leave and public holidays. It is important for both parties to understand these amendments to ensure compliance with the law and to avoid any potential legal issues.

One of the key changes to the UAE labour law is the increase in annual leave entitlement for employees. Previously, employees were entitled to 30 days of annual leave after completing one year of service. However, under the new amendments, employees will now be entitled to 45 days of annual leave after completing one year of service. This increase in annual leave is a significant benefit for employees, as it allows them more time to rest and recharge.

In addition to the increase in annual leave, the UAE labour law amendments also address public holidays. Previously, employees were entitled to 10 public holidays per year. However, under the new amendments, this number has been increased to 14 public holidays per year. This means that employees will have more opportunities to spend time with their families and celebrate important occasions.

It is important for employers to be aware of these changes and to ensure that they are implemented correctly. Employers should update their policies and procedures to reflect the new annual leave entitlement and public holiday requirements. This includes updating employee contracts and informing employees of their updated rights and entitlements.

Employers should also be mindful of the potential impact these changes may have on their operations. With employees entitled to more annual leave and additional public holidays, employers may need to adjust their staffing levels and schedules to ensure that business operations continue smoothly. This may involve hiring additional staff or implementing flexible working arrangements to accommodate the increased time off for employees.

For employees, it is important to understand their rights and entitlements under the new amendments. Employees should familiarize themselves with the increased annual leave entitlement and ensure that they take advantage of this benefit. It is also important for employees to be aware of the additional public holidays and to plan their time off accordingly.

Employees should communicate with their employers to ensure that their annual leave and public holiday requests are properly managed. This includes providing sufficient notice for time off requests and coordinating with colleagues to ensure that there is adequate coverage during their absence.

Overall, the amendments to the UAE labour law regarding annual leave and public holidays are significant changes that will benefit both employers and employees. Employers should ensure that they are aware of these changes and take the necessary steps to comply with the law. Employees should familiarize themselves with their updated rights and entitlements and communicate effectively with their employers to ensure a smooth transition. By understanding and adhering to these amendments, both employers and employees can ensure a fair and harmonious working environment.

Amendments to Employment Contracts and Termination Procedures

The United Arab Emirates (UAE) has recently made significant amendments to its labour laws, which will come into effect in 2024. These changes will have a profound impact on both employers and employees, particularly in the areas of employment contracts and termination procedures. It is crucial for all parties involved to understand these amendments to ensure compliance and avoid any legal complications.

One of the key amendments to employment contracts is the introduction of a maximum term limit. Previously, employment contracts in the UAE had no fixed duration, and employees could be employed indefinitely. However, under the new law, employment contracts will have a maximum term of two years. After this period, the contract will automatically terminate unless both parties agree to renew it. This change aims to provide more stability and predictability for both employers and employees.

Another significant amendment relates to the termination of employment contracts. Previously, employers had the authority to terminate contracts without providing any specific reasons. However, the new law now requires employers to provide a valid reason for termination. This change aims to protect employees from arbitrary dismissals and ensure that terminations are based on justifiable grounds. Employers must now provide written notice to employees, clearly stating the reasons for termination.

Additionally, the new law introduces a notice period for termination. Employers are now required to provide a minimum notice period of 30 days before terminating an employee’s contract. This notice period allows employees to prepare for the termination and seek alternative employment if necessary. However, it is important to note that the notice period can be longer if specified in the employment contract or if the employee holds a managerial position.

Furthermore, the amendments also address the issue of unfair dismissal. Under the new law, employees who believe they have been unfairly dismissed have the right to file a complaint with the Ministry of Human Resources and Emiratisation (MOHRE). The MOHRE will then investigate the complaint and, if deemed necessary, mediate between the employer and employee to reach a resolution. If a resolution cannot be reached, the case may be referred to the courts for further action.

It is worth noting that the new amendments also provide protection for employees in cases of constructive dismissal. Constructive dismissal occurs when an employer creates a hostile work environment or makes significant changes to an employee’s job without their consent, forcing them to resign. Under the new law, employees who can prove constructive dismissal may be entitled to compensation.

In conclusion, the recent amendments to the UAE labour laws bring significant changes to employment contracts and termination procedures. Employers and employees must familiarize themselves with these amendments to ensure compliance and avoid any legal complications. The introduction of a maximum term limit, the requirement for valid reasons for termination, the notice period for termination, and the protection against unfair and constructive dismissal are all crucial aspects that both parties need to be aware of. By understanding and adhering to these amendments, employers and employees can maintain a fair and harmonious working relationship in the UAE.

Implications of the New Minimum Wage Requirements

The United Arab Emirates (UAE) has recently made significant amendments to its labour laws, which will come into effect in 2024. These changes have far-reaching implications for both employers and employees in the country. One of the key areas that will be affected is the minimum wage requirements.

Under the new amendments, the UAE has introduced a standardized minimum wage across all sectors. This means that regardless of the industry or job role, there will be a minimum wage that employers must adhere to. This move is aimed at ensuring fair and equitable pay for all workers in the country.

The introduction of a minimum wage is a significant step towards improving the living standards of workers in the UAE. It will provide a safety net for those who are currently earning low wages and struggling to make ends meet. By setting a minimum wage, the government is sending a clear message that it values the contributions of all workers and wants to ensure their well-being.

For employers, the new minimum wage requirements mean that they will need to review and potentially adjust their current salary structures. It is important for employers to ensure that they are paying their employees at least the minimum wage, as failure to do so can result in penalties and legal consequences. Employers should also be aware that the minimum wage may vary depending on the emirate in which they operate, as each emirate has the authority to set its own minimum wage within a specified range.

In addition to the minimum wage, the amendments also introduce provisions for annual wage increases. Under the new laws, employers are required to review and adjust their employees’ salaries annually, taking into account factors such as inflation and the cost of living. This ensures that workers’ wages keep pace with the rising cost of living and helps to maintain their standard of living.

Employees should be aware of their rights under the new amendments. They have the right to receive at least the minimum wage and should not hesitate to raise any concerns with their employers if they believe they are being paid below the minimum wage. Employees should also be proactive in discussing their salaries during annual reviews and negotiating for fair wage increases.

It is important to note that the new minimum wage requirements do not apply to certain categories of workers, such as domestic workers and those employed in the public sector. However, the government has stated that it is working towards extending the minimum wage provisions to these workers in the future.

Overall, the introduction of minimum wage requirements in the UAE is a positive step towards ensuring fair and equitable pay for all workers. It will help to improve the living standards of employees and provide them with a sense of financial security. Employers, on the other hand, will need to review their salary structures and ensure compliance with the new laws. By understanding and adhering to the minimum wage requirements, both employers and employees can contribute to a more just and inclusive labour market in the UAE.

Introduction of Remote Work Policies and Regulations

The year 2024 brings with it several amendments to the UAE Labour Law, and one of the significant changes is the introduction of remote work policies and regulations. This development comes in response to the changing dynamics of the modern workplace, where technology has made it possible for employees to work from anywhere. As employers and employees navigate this new landscape, it is crucial to understand the implications of these amendments.

Remote work, also known as telecommuting or teleworking, refers to a work arrangement where employees are not required to be physically present in the office. Instead, they can perform their duties from a location of their choice, such as their homes or co-working spaces. This flexibility offers numerous benefits for both employers and employees, including increased productivity, reduced commuting time, and improved work-life balance.

However, with the introduction of remote work policies and regulations, certain guidelines need to be followed to ensure a smooth transition. Employers must clearly define the terms and conditions of remote work, including the eligibility criteria, working hours, and communication protocols. It is essential to establish a clear understanding between employers and employees regarding expectations, deliverables, and performance evaluation.

One of the key aspects of remote work policies is the establishment of a remote work agreement. This agreement should outline the rights and responsibilities of both parties, including the provision of necessary equipment, data security measures, and reimbursement of expenses. Employers must also ensure that employees have access to the required technology and support systems to carry out their tasks effectively.

Another crucial consideration is the issue of work hours and overtime. With remote work, the boundaries between work and personal life can become blurred. Employers must establish clear guidelines regarding working hours and overtime compensation to prevent employee burnout and ensure a healthy work-life balance. It is important to strike a balance between flexibility and maintaining a structured work schedule.

Data security and confidentiality are also paramount in remote work arrangements. Employers must implement robust measures to protect sensitive information and ensure compliance with data protection regulations. This may include the use of secure networks, encrypted communication channels, and regular training on cybersecurity best practices. Employees, on the other hand, must adhere to the company’s data security policies and take necessary precautions to safeguard confidential information.

Communication and collaboration are vital for the success of remote work. Employers should establish effective channels for communication, such as video conferencing, instant messaging, and project management tools. Regular check-ins and team meetings can help maintain a sense of connection and foster collaboration among remote team members. Employers should also encourage open and transparent communication to address any challenges or concerns that may arise.

In conclusion, the introduction of remote work policies and regulations in the UAE Labour Law reflects the changing nature of work in the modern world. Employers and employees must adapt to this new paradigm by understanding and complying with the guidelines set forth. By establishing clear expectations, providing necessary support, and prioritizing communication and data security, both employers and employees can reap the benefits of remote work while maintaining a productive and harmonious work environment.

Updates on Maternity and Paternity Leave Entitlements

The United Arab Emirates (UAE) has recently made significant amendments to its labour laws, particularly in relation to maternity and paternity leave entitlements. These changes, which will come into effect in 2024, aim to provide better support and work-life balance for employees, while also ensuring that employers are aware of their obligations. It is important for both employers and employees to understand these amendments to ensure compliance and to take advantage of the benefits they offer.

One of the key changes in the UAE labour law amendments is the extension of maternity leave. Previously, female employees were entitled to 45 days of fully paid maternity leave. However, starting in 2024, this entitlement will be extended to 60 days. This additional time off will allow new mothers to recover from childbirth, bond with their newborns, and adjust to the demands of motherhood. It is a positive step towards recognizing the importance of supporting working mothers and promoting their well-being.

In addition to the extension of maternity leave, the UAE labour law amendments also introduce a new provision for paternity leave. Under the new regulations, fathers will be entitled to five days of fully paid paternity leave. This is a significant development that acknowledges the role of fathers in the early stages of their child’s life and encourages them to actively participate in their child’s care. It also promotes gender equality by recognizing that both parents should have the opportunity to be involved in their child’s upbringing.

It is worth noting that these amendments apply to both private and public sector employees in the UAE. This means that all employers, regardless of their industry or size, will need to comply with the new regulations. Employers should familiarize themselves with the updated labour laws and ensure that their policies and procedures are in line with the new requirements. This may involve revising existing employment contracts, updating employee handbooks, and communicating the changes to their workforce.

For employees, it is important to be aware of their rights and entitlements under the amended labour laws. Pregnant employees should inform their employers of their pregnancy as soon as possible and provide the necessary documentation to support their maternity leave request. Fathers should also communicate their intention to take paternity leave in advance, allowing their employers to make the necessary arrangements. By understanding their rights and following the proper procedures, employees can ensure that they receive the benefits they are entitled to.

In conclusion, the UAE labour law amendments regarding maternity and paternity leave entitlements are a positive development for both employers and employees. The extension of maternity leave and the introduction of paternity leave reflect a growing recognition of the importance of work-life balance and the role of both parents in raising a child. Employers should familiarize themselves with the new regulations and ensure compliance, while employees should be aware of their rights and follow the proper procedures to access their entitlements. These changes will contribute to a more supportive and inclusive work environment in the UAE.

Changes in End of Service Benefits and Gratuity Payments

The United Arab Emirates (UAE) has recently made significant amendments to its labour laws, which will come into effect in 2024. These changes will have a direct impact on both employers and employees, particularly in terms of end of service benefits and gratuity payments. It is crucial for both parties to understand these amendments to ensure compliance and avoid any legal issues.

One of the key changes in the UAE labour law is the calculation of end of service benefits. Previously, the gratuity payment was calculated based on an employee’s last basic salary and the number of years of service. However, under the new amendments, the calculation will be based on an employee’s average salary over the last five years of service. This means that employees who have received regular salary increases over the years will benefit from a higher gratuity payment.

Another important change is the introduction of a mandatory savings scheme for end of service benefits. Employers will now be required to contribute a percentage of an employee’s salary to a savings account, which will be used to fund the end of service benefits. This scheme aims to ensure that employees receive their gratuity payments in full and on time, even if the employer faces financial difficulties. It also provides a level of security for employees, knowing that their end of service benefits are being saved and protected.

Furthermore, the new amendments also address the issue of unpaid gratuity payments. In the past, some employers have delayed or failed to pay gratuity to their employees, causing financial hardship and legal disputes. To address this issue, the UAE labour law now stipulates that gratuity payments must be made within 14 days of the end of the employment contract. Failure to comply with this requirement can result in penalties and legal consequences for the employer.

Additionally, the amendments also introduce a provision for early gratuity payments. Employees who have completed at least five years of service and wish to retire early can now request an early payment of their gratuity. However, this request must be approved by the employer, and the amount of the gratuity payment may be reduced based on the remaining years of service.

It is important for both employers and employees to be aware of these changes and understand their implications. Employers should review their payroll systems and ensure that they are able to calculate end of service benefits accurately based on the new requirements. They should also establish the mandatory savings scheme and allocate the required percentage of employees’ salaries to the savings account.

Employees, on the other hand, should familiarize themselves with the new calculation method for gratuity payments and understand how it may affect their end of service benefits. They should also be aware of their rights regarding timely payment of gratuity and the option for early retirement with reduced gratuity.

In conclusion, the recent amendments to the UAE labour law regarding end of service benefits and gratuity payments will have a significant impact on both employers and employees. It is crucial for both parties to understand these changes and ensure compliance to avoid any legal issues. Employers should update their payroll systems and establish the mandatory savings scheme, while employees should familiarize themselves with the new calculation method and their rights regarding gratuity payments. By doing so, both employers and employees can navigate these changes smoothly and ensure a fair and transparent employment relationship.

Impact of the New Anti-Discrimination Laws in the Workplace

The United Arab Emirates (UAE) has recently made significant amendments to its labour laws, which will come into effect in 2024. These changes aim to enhance the rights and protections of both employers and employees in the workplace. One area that has seen significant updates is the anti-discrimination laws.

Discrimination in the workplace has long been a concern in many countries, and the UAE is no exception. The new amendments to the labour laws aim to address this issue by providing clearer guidelines and stricter penalties for those found guilty of discrimination.

One of the key changes is the expansion of the protected characteristics under the anti-discrimination laws. Previously, the law only protected individuals from discrimination based on their race, nationality, religion, or gender. However, the amendments now include additional protected characteristics such as age, disability, and sexual orientation.

This expansion is a significant step forward in promoting equality and inclusivity in the workplace. It ensures that individuals are protected from discrimination based on factors beyond their control, such as their age or disability. Employers must now be mindful of these protected characteristics and ensure that their policies and practices do not discriminate against employees based on any of these factors.

The amendments also introduce stricter penalties for employers found guilty of discrimination. Previously, the penalties for discrimination were relatively lenient, often resulting in fines or warnings. However, the new amendments empower the Ministry of Human Resources and Emiratisation to impose more severe penalties, including fines, suspension of business activities, and even imprisonment in some cases.

These stricter penalties send a clear message that discrimination will not be tolerated in the UAE. Employers must now take proactive measures to prevent discrimination in the workplace, such as implementing anti-discrimination policies, providing training to employees, and establishing a fair and transparent complaint procedure.

Furthermore, the amendments also emphasize the importance of equal pay for equal work. Employers are now required to provide equal pay and benefits to employees who perform the same or similar work, regardless of their gender or any other protected characteristic. This provision aims to address the gender pay gap and ensure that all employees are fairly compensated for their work.

To comply with this requirement, employers may need to conduct a thorough review of their pay structures and make necessary adjustments to ensure equal pay for equal work. This may involve revising job descriptions, evaluating job roles and responsibilities, and implementing transparent pay scales.

In conclusion, the amendments to the UAE labour laws regarding anti-discrimination have significant implications for both employers and employees. The expansion of protected characteristics, stricter penalties, and emphasis on equal pay all contribute to creating a more inclusive and fair workplace. Employers must familiarize themselves with these changes and take proactive steps to ensure compliance with the new laws. By doing so, they can foster a positive work environment that values diversity and promotes equal opportunities for all.

Updates on Health and Safety Regulations for Employees

The United Arab Emirates (UAE) has recently made significant amendments to its labour laws, with several changes set to take effect in 2024. These changes aim to enhance the health and safety regulations for employees, ensuring a safer and more secure working environment for all. It is crucial for both employers and employees to be aware of these updates to ensure compliance and protect their rights.

One of the key amendments to the UAE labour law is the introduction of stricter regulations regarding workplace safety. Employers will now be required to conduct regular risk assessments and implement appropriate measures to mitigate any identified risks. This includes providing necessary safety equipment and training to employees, as well as maintaining a safe and healthy working environment. Failure to comply with these regulations can result in severe penalties for employers, including fines and potential legal action.

Additionally, the amendments emphasize the importance of employee welfare and well-being. Employers will be obligated to provide adequate rest periods and breaks to employees, ensuring they have sufficient time to recharge and maintain their physical and mental health. This is particularly important in industries that involve physically demanding work or long working hours. Employers must also take steps to prevent workplace harassment and discrimination, fostering a respectful and inclusive work environment.

Furthermore, the amendments introduce new provisions to protect employees’ rights in case of work-related injuries or illnesses. Employers will be required to provide appropriate medical treatment and compensation to employees who suffer from work-related health issues. This includes covering medical expenses, providing sick leave, and offering financial support during the recovery period. Employers will also be prohibited from terminating employees who are on sick leave, ensuring job security and stability for those facing health challenges.

To ensure compliance with these new regulations, employers must review and update their health and safety policies and procedures. This may involve conducting comprehensive risk assessments, implementing safety training programs, and establishing clear protocols for reporting and addressing workplace hazards. Employers should also communicate these changes to their employees, ensuring they are aware of their rights and responsibilities regarding health and safety.

Employees, on the other hand, should familiarize themselves with the updated labour laws and understand their entitlements. They should actively participate in workplace safety initiatives, reporting any hazards or concerns to their employers. Employees should also be aware of their rights in case of work-related injuries or illnesses, seeking appropriate medical attention and notifying their employers promptly. By being proactive and informed, employees can help create a safer and healthier working environment for themselves and their colleagues.

In conclusion, the UAE labour law amendments in 2024 bring significant updates to health and safety regulations for employees. Employers must ensure compliance with these changes, implementing necessary measures to protect their employees’ well-being. Employees, on the other hand, should be aware of their rights and actively participate in maintaining a safe working environment. By working together, employers and employees can create a workplace that prioritizes health and safety, fostering productivity and well-being for all.

Implications of the New Labor Dispute Resolution Mechanisms

The United Arab Emirates (UAE) has recently made significant amendments to its labor laws, which will come into effect in 2024. These changes have far-reaching implications for both employers and employees in the country. One of the key areas that has been addressed in the amendments is the labor dispute resolution mechanisms.

Under the new labor laws, the UAE has introduced a mandatory mediation process for labor disputes. This means that before a dispute can be taken to court, the parties involved must attempt to resolve it through mediation. This is a significant departure from the previous system, where disputes could be taken directly to court.

The introduction of mandatory mediation is aimed at reducing the burden on the court system and promoting a more amicable resolution of disputes. It is hoped that this will lead to faster and more cost-effective resolution of labor disputes, benefiting both employers and employees.

In addition to mandatory mediation, the UAE has also established specialized labor courts to handle labor disputes. These courts will have exclusive jurisdiction over labor-related matters, ensuring that cases are dealt with by judges who have expertise in this area. This is expected to result in more consistent and fair decisions in labor disputes.

Another important change introduced by the amendments is the establishment of a labor dispute resolution committee. This committee will be responsible for resolving disputes between employers and employees at an early stage, before they escalate into full-blown disputes. The committee will have the power to issue binding decisions, which can be enforced by the courts if necessary.

The establishment of the labor dispute resolution committee is a significant step towards providing a more efficient and accessible dispute resolution mechanism for both employers and employees. It is hoped that this will help to reduce the number of labor disputes that end up in court, saving time and resources for all parties involved.

Furthermore, the amendments also introduce stricter penalties for employers who violate labor laws. This includes fines and potential imprisonment for serious offenses. These penalties are aimed at deterring employers from engaging in unfair labor practices and ensuring that employees are protected.

Overall, the amendments to the UAE labor laws have significant implications for both employers and employees. The introduction of mandatory mediation, specialized labor courts, and the labor dispute resolution committee are all aimed at providing a more efficient and accessible dispute resolution mechanism. Additionally, the stricter penalties for employers who violate labor laws are intended to protect the rights of employees.

It is important for both employers and employees to familiarize themselves with these changes and understand their rights and obligations under the new labor laws. Employers should ensure that they have appropriate mechanisms in place to handle labor disputes and comply with the new requirements. Employees, on the other hand, should be aware of their rights and seek legal advice if they believe their rights have been violated.

In conclusion, the amendments to the UAE labor laws have introduced significant changes to the labor dispute resolution mechanisms. These changes aim to provide a more efficient and accessible system for resolving labor disputes, benefiting both employers and employees. It is important for all parties to familiarize themselves with these changes and ensure compliance with the new requirements.

Q&A

1. What are the major amendments to the UAE Labour Law in 2024?
The major amendments include changes to working hours, annual leave entitlement, and termination procedures.

2. How have working hours changed under the new amendments?
Working hours have been reduced to 48 hours per week, with a maximum of 8 hours per day.

3. What is the new annual leave entitlement for employees?
Employees are now entitled to 30 days of annual leave after completing one year of service.

4. Have there been any changes to termination procedures?
Yes, the new amendments introduce a mandatory notice period of 30 days for termination of employment contracts.

5. Are there any changes to end-of-service benefits?
End-of-service benefits remain unchanged under the new amendments.

6. Have maternity leave provisions been updated?
Yes, maternity leave has been extended to 90 days, with full pay for the first 45 days and half pay for the remaining period.

7. Are there any changes to sick leave entitlement?
Sick leave entitlement remains the same, with 15 days of fully paid sick leave per year.

8. Have there been any changes to the probation period?
The probation period remains at a maximum of 6 months.

9. Are there any new provisions for remote work or flexible working arrangements?
No specific provisions for remote work or flexible working arrangements have been introduced in the new amendments.

10. When do the new amendments come into effect?
The new amendments to the UAE Labour Law came into effect on January 1, 2024.

Conclusion

In conclusion, the UAE Labour Law Amendments in 2024 bring significant changes that both employers and employees need to be aware of. These amendments cover various aspects such as working hours, annual leave, termination, and end-of-service benefits. Employers should ensure compliance with the new regulations to avoid penalties and legal issues, while employees should familiarize themselves with their rights and entitlements under the amended law. It is crucial for both parties to stay informed and adapt to these changes to maintain a fair and harmonious working environment in the UAE.