Finding the right job in Dubai will offer its own set of unique challenges. The UAE has not been immune to the global economic crisis and competition for accessible jobs is stiff. Additionally, labor laws in the UAE can be confusing and seem to be in a constant flux. By educating themselves on the fundamentals of UAE labor law, employees can avoid several common pitfalls which will arise throughout their time operating in Dubai.
Rights that job seekers take with a pinch of salt in their home country might not necessarily apply in Dubai. As an example, there are not any anti-discrimination laws in impact and employers will request anything from a certain nationality or age group to a bound appearance. There's conjointly no minimum wage. An employee's nationality is usually a determining factor in the number of pay offered, with Europeans and Arabs on the higher end of the dimensions and Asians on the lower end. As a result of changing jobs in Dubai isn't a easy process, it's a standard (although illegal) apply for some employers to carry employee passports as security against absconding.
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An expatriate's right to live and work in the UAE is tied to their sponsor, in this case the employer. Once a job seeker is employed, an employment contract will be signed. The contract is either mounted term or unlimited term. A fastened term contract means that that there is a specified begin date and end date. The contract cannot exceed 3 years, but can be renewed. Unlimited term contracts list a begin date but are open-ended. They may be terminated by mutual consent or by either party giving 30 days notice. A replacement employee might endure a probationary amount of no more than six months. Throughout this time the employee can be dismissed without reason or notice and he or she will not be entitled to any end of service benefits. Contracts could additionally embody a competitive clause that states an employee cannot work for a competitor for up to two years.
Once a contract is signed the employee is legally bound to meet it. While laws regarding sponsorship have eased, allowing staff some movement between jobs if certain conditions are fulfilled, it still will be a difficult process. In most cases, in order to transfer to a replacement job the employee must complete one full year of service at their current position and get an NOC (No Objection Certificate) from their current employer. The NOC states that the employer releases the worker from any contractual obligations. If an employee's work permit is cancelled while not the NOC, a six month ban can be issued against the employee.
This means that whereas they will reenter the UAE on a visit visa throughout the ban, they can not be issued a new work allow for six months. There are certain categories of workers who are exempt from these rules, as well as employees of government departments and Free Zone areas (like Dubai Media Town, Knowledge Village, and Internet City). Free Zone staff are not below an individual company's sponsorship, but below the sponsorship of the complete Free Zone area itself. As such, they can transfer to a replacement job within the same Free Zone without an NOC. Employees sponsored by their spouses also have greater freedom of movement between jobs.
Whereas Dubai offers an exciting, multi-cultural work setting not to mention tax free income, staff do need to concentrate on how job laws will affect them. The govt of Dubai is currently reviewing labor laws, notably the six month ban rule, in light of this international economy. Changes giving workers a lot of rights and bigger flexibility to move from one job to a different might be on the horizon.
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Bob has been writing articles online for nearly 2 years now. Not only does this author specialize in Labor Law (Legal), you can also check out his latest website about:
