Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 15 OCTOBER 2021

Summary Of Recent Employment Law Developments

L&E Global
Explore more from L&E Global

Abu Dhabi employers will still need to ensure they are compliant with Covid health and safety requirements. Consideration should also be given to employee concerns.

United Arab EmiratesEmployment and HR
Rebecca Ford (Clyde & Co)
Rebecca Ford (Clyde & Co)
Author LinkedIn connections

In the past month, there have been several employment and social law developments, chief among them: i) Circular 19 permits 100% attendance at the workplace for private sector companies commencing 7 September 2021; and ii) government entities have been mandated to undertake a number of workforce initiatives commencing 5 September 2021.

I. Abu Dhabi Circular No. 19 of 2021

Abu Dhabi Circular No. 19 of 2021 concerning employee attendance at private sector workplaces in Abu Dhabi, permits 100% attendance at the workplace for private sector companies commencing 7 September 2021.

Key Action Points for Human Resources and In-house Counsel

Abu Dhabi employers will still need to ensure they are compliant with Covid health and safety requirements.  Consideration should also be given to employee concerns.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Recruitment Obligations Under UAE Labour Law

Recruitment in the UAE is governed by Federal Decree-Law No. 33 of 2021, which establishes a comprehensive legal framework covering hiring practices, candidate selection, and employer obligations. This detailed analysis examines the principles of good faith recruitment, non-discrimination requirements, prohibition of forced labour, and the strict allocation of recruitment costs to employers, while exploring practical compliance challenges and risk points throughout the hiring process.
United Arab EmiratesEmployment and HR
HAS Law Firm
HAS Law Firm
Article

Dubai Court Of Cassation Confirms Employment Rights Without Formal MOHRE Contracts In UAE Labour Disputes

A Dubai Court of Cassation ruling confirms that UAE employers cannot escape labour law obligations simply because formal MOHRE employment contracts were never executed. In a dispute involving AED 688,000 in claims, the court held that employment relationships may be proven through all legally recognised evidence, and that regulatory non-compliance by employers does not eliminate employee rights under UAE labour law.
United Arab EmiratesEmployment and HR
LEADERS ADVOCATES
LEADERS ADVOCATES