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In the application of the provisions hereof, the following terms and expressions shall have the
meanings assigned toeach of them, unless the context requires otherwise:
State: United Arab Emirates
Ministry: Ministry of Human Resources and Emiratisation
Minister: Minister of Human Resources and Emiratisation
Private Sector: Companies, institutions, establishments or any other entities wholly owned
by individuals or in partnership with federal or local government, companies and institutions
wholly owned by the federal or local government, unless the laws of their establishment
stipulate that they shall be subject to the provisions of another law. Establishment: Every
economic, technical, industrial, commercial unit or other categories approved in the State,
employing workers and aiming at producing goods, marketing them or providing services
and licensed by the competent authorities.
Employer: Every natural or legal person, who employs one or more workers in return for a
Worker: Every natural person authorised by the Ministry to work for one of the licensed
establishments in the State, under supervision and direction of the employer.
Juvenile: Every person who has reached fifteen years old but has not yet exceeded eighteen
Work: Every human, intellectual, technical or physical eort performed according to
dierent types of work.
Work Permit: A document issued by the Ministry, according to which a natural person is
allowed to work for the licensed establishment.
Employment Contract: Every agreement concluded between the employer and worker,
under which the latter is committed to working for the service of the employer and under its
supervision and guidance, in consideration of a wage payable by the employer, in accordance
with the standard contract forms defined by the Implementing Regulation hereof.
Probationary Period: e period that may be required by the employer, which enables the
latter to evaluate the performance of the worker and allows the worker to become familiar
with his job duties and the work environment, according to which the employment contract
is either continued or terminated as per the provisions hereof.
Notice Period: e notice period specified in the employment contract, which requires both
parties to the contract to abide by it in case either of them wishes to terminate the
Basic Wage: e wage stipulated in the employment contract, which is paid to the worker in
consideration of his work under the employment contract, on a monthly, weekly, daily,
hourly or piecework basis, and which does not include any other allowances or benefits
02 Wage: e basic wage, in addition to the cash allowances and benefits in-kind allocated to
the worker under the employment contract or this Decree-Law, and which may include:
benefits in-kind that the employer shall grant to the worker or their cash equivalent, if
allocated as part of the wage in the employment contract or the establishment’s by- laws; the
allowances that the worker is entitled to obtain in return for his eort, the risks he is exposed
to while performing his work or for any other reasons; or the allowances granted to meet the
cost of living, a percentage of sales, or a percentage of the profits paid for what the worker
markets, produces or collects.
Working Day: e ocial working day defined by the implementing resolutions of this
Workplace: e work location agreed upon in the employment contract, or in which the
worker undertakes the agreed tasks and services for the employer.
Continuous Service: Uninterrupted service with the same employer or its legal successor,
from the date of commencement of work.
Day Worker: Each worker receiving a daily wage.
Work Injury: Being exposed to one of the occupational diseases specified in the table issued
by a resolution of the Cabinet, or any other injuries arising therefrom, due to or occurring in
the course of work. Any injury should be considered a work injury if it is proven that the
accident happened to the worker during the period of his commute to and from work,
without interruption or deviation from the normal route.
Medical Entity: Any federal or local government entity concerned with health aairs or any
private health establishment licensed to provide health services in the State.
Worker’s Family: Spouse, sons and daughters. Individual Labour Disputes: Every dispute
arising between an employer and worker alone, whose subject is related to this Decree-Law,
its Implementing Regulation and the resolutions issued for its implementation.
Collective Labour Disputes: Every dispute arising between an employer and its workers,
whose subject is related to a common interest of all workers or a group of them.
more than once at one employer, and if the worker successfully
passes the probationary period and continues to work, the
contract shall become valida cording to the agreed terms.is period shall be
counted within the term of service.
Probationary period, to leave the State, he shall notify the employer
Of the same in writing not less than fourteen (14) days from the
Date specified for the termination of the contract. If he wishes to return
to the State and obtain a new work permit within (3) three months
From the date of departure, the new employer shall pay the compensation
Stipulated in Clause (3) of this Article, unless in case of an
Agreement between the worker and the original employer to the contrary.
into consideration the provisions of this Article, it shall pay to the other party compensation equal to the worker’s wages for the notice period or the remaining period of the notice period.
The employer may outsource and assign the performance of any of its original works or part
thereof to another employer and the latter shall be solely liable in this case for the rights of
his workers who are undertaking this work, which accrue to them in accordance with the
provisions hereof, unless otherwise agreed by both parties.
The employer shall comply with the following:
As per the provisions of this Decree-Law and its Implementing Regulation;
Law, its Implementing Regulation and the legislation in force in this regard;
legislation in force in the State.
2. Sexual harassment, bullying or any verbal, physical or psychological violence committed againstthe worker by the employer, his superiors at work, colleagues or the persons who
work with him, are prohibited.
The worker shall abide by the following:
e maximum normal working hours for workers shall be (8) eight hours per day or (48)
forty-eight hours per week.
2. e Cabinet may, based on the Minister’s proposal and in coordination with the
concerned authorities, increase or reduce the daily working hours for some economic
sectors or some categories of workers, as well as the working hours, break and hours
during which it is prohibited to work for certain categories of workers, according to the
workers’ classification specified in the Implementing Regulation hereof.
3. e periods spent by the worker during the commute between his place of residence and
the workplace, shall not be counted in the working hours, except for some categories of
workers in accordance with the rules defined in the Implementing Regulation hereof.
4. e Implementing Regulation hereof specifies the working hours in Ramadan.
5. If the worker works based on a pattern other than the full- time pattern, the original
employer, or any other employer for which the worker works in accordance with the
provisions hereof, may not ask the worker to work for it more than the hours agreed upon
in the employment contract, except with the written consent of the worker.
6. If the worker wishes to perform his work remotely, whether inside or outside the State,
with the approval of the employer, the latter may require specific working hours.
The worker may not work for more than (5) five consecutive hours without a break or breaks
of not less than an hour in total, provided that these periods are not included in the working
hours. Working hours and breaks shall be arranged at an establishment working according to
shifts or for some job categories, as per their nature, such as field jobs, and according to the
workers’ classification specified in the Implementing Regulation hereof
The Implementing Regulation hereof defines the categories of workers who may be excluded
from the provisions stipulated regarding the working hours contained herein.
The Implementing Regulation hereof defines the categories of workers who may be excluded
from the provisions stipulated regarding the working hours contained herein.
The amount or type of wage shall be specified in the employment contract, and if it is not
specified, the competent court shall specify it as a labour dispute.
2. The employer shall pay the salaries or wages to its workers on their due dates in
accordance with the regulations approved in the Ministry, as well as the conditions, rules
and procedures specified by the Implementing Regulation hereof.
3. The salaries shall be paid in UAE Dirham and may be paid in another currency if it is
agreed upon between both parties in the employment contract.
The daily wage of workers who receive their wages on piecework basis shall be calculated
according to the average amount the worker received for the actual working days during the
(6) six months preceding the request or claim regarding any issue related to the wage.
A worker with a monthly wage may be transferred to the category of day workers or workers
hired for a weekly wage, per piecework or hour, if the worker agrees on the same in writing,
without prejudice to the rights acquired by the worker during the period he worked on a
No amount may be deducted or withheld from the worker’s wage except in the following
a. The redemption of loans granted to the worker, within the maximum limit of the monthly
deduction percentage from the worker’s wage stipulated in this Article, after obtaining the
worker’s written consent and without any interest;
b. The redemption of the amounts paid to the worker in excess of his entitlements, provided
that the amount deducted does not exceed (20%) twenty percent of the
c. The amounts deducted for the purposes of calculating the contributions in bonuses,
retirement pensions and insurances according to the legislation in force in the
d. The worker’s contributions to the Savings Fund at the establishment or the loans payable
to the Fund approved by the Ministry; Installments for any social project or any other benefits or services provided by the
employer and approved by the Ministry, provided that the worker agrees in writing
to participate in the project;
f. Amounts deducted from the worker due to violations he commits, according to the
regulation of penalties in force at the establishment and approved by the
Ministry, provided that they shall not exceed (5%) five percent of the wage;
g. Debts due pursuant toa judgment, without exceeding a quarter of the wage payable to the
worker, except for the awarded alimony debt, as more than a quarter of the wage may be
deducted. In case of several debts, the amounts to be paid shall be distributed as per the
h. Amounts necessary to rectify the damage caused by the worker, as a result of his mistake
or violation of the employer’s instructions, which led to the destruction, demolition or loss
of tools, machines, products or materials owned by the employer, provided that the
deducted amounts do not exceed the wage of (5) five days per month. It is not permissible
to deduct an amount greater than that except with the approval of the competent court.
2. If there are many reasons for deduction or withholding from the wage, in all cases the
percentage of deduction and/or withholding may not exceed (50%) fifty percent of
The wage is paid in exchange for work and the employer shall allow the worker to carry out
his work. Otherwise, it shall be obliged to pay the wage agreed upon.
2. The Implementing Regulation defines the procedures for the worker to quit work if he is
not allowed to perform the work agreed upon in the employment contract.
The Cabinet may, upon the proposal of the Minister and in coordination with the concerned
authorities, issue a resolution to determine the minimum wage for workers or any category
The worker shall be entitled to official days of with full pay on public holidays, which are
defined by a resolution of the Cabinet.
2. If work conditions require that the worker works during any of the public holidays, the
employer shall compensate him with another day of for each day, on which he works
during the holiday, or pay him the wage for that day according to the wage established for
the normal working days, plus an increase of not less than (50%) fifty percent of the basic
wage for that day.
Without prejudice to the worker’s acquired rights for the period preceding the date of
enforcement of the provisions of this Decree-Law, the worker shall be entitled to an annual
leave with full wage, of not less than:
a. thirty days for each year of extended service;
b. Two days for each month if his service term is more than six months and less than a year;
c. A leave for parts of the last year he spent at work if his service is ended before using his
annual leave balance.
2. The part-time worker shall be entitled to an annual leave according to the actual working
hours the worker spends working for the employer and its period shall be defined in
the employment contract, in accordance with what is stipulated in the Implementing
3. The employer may agree to grant the worker a leave from his annual leave balance during
the probationary period, while the worker shall reserve his right to be compensated
for the remainder of his annual leave balance in case he does not pass the probationary
4. The worker shall obtain his leave in its entitlement year and the employer may specify the
dates of these leaves according to work requirements and in agreement with the worker, or
grant them alternately among the establishment’s workers, in order to secure its work
progress. the employer shall notify the worker of the specified date for his leave within a
sufficient time of not less than a month.
5. The worker may, with the approval of his employer and in accordance with the applicable
regulations at the establishment, carry forward his annual leave balance or days thereof to
the following year.
6. The worker shall be entitled to the wage for the period of his annual leave.
7. The holidays prescribed by law or by agreement are included in the calculation of the
annual leave period if they fall within the annual leave of the worker and they form a part
thereof, unless the employment contract or the regulations in force at the establishment
provide for anything that is more useful for the worker. The employer may not prevent the worker from benefiting from his annual leave accrued
for more than two years, unless the worker wishes to carry it forward or receive a cash
allowance for it, in accordance with the regulations in force at the establishment and the
Implementing Regulation hereof.
9. e worker shall be entitled to a wage for the accrued leave days if he quits the work
before using them, regardless of the leave duration, with respect to the period for which
he did not obtain his leave. He shall also be entitled to receive leave wage for parts of the
year in proportion to the period he spent in work and it shall be calculated according to
the basic wage.
10. The Implementing Regulation hereof defines the rules and conditions for regulating leaves
and their compensation.
a. A bereavement leave of (5) five days, in case of death of the husband or wife and (3) three days in case of death of the mother, father, son, brother, sister, grandson, grandfather or grandmother, starting from the date of death;
b. A parental leave for a period of (5) five working days, for the worker (either the father or mother), who has a newly born child, in order to take care of his child and the worker is entitled to such leave for a continuous intermittent period, within (6) six months from the date of the childbirth;
c. Any other leaves specified by the Cabinet.
2. The worker may be granted a study leave for a period of (10) ten working daysper year for the worker who is enrolled or regularly studying at oneof the educational institutions approved in the State, in order to sit for exams, provided that the service term at the employer is not less than two years.
3. The national worker shall be entitled to a sabbatical paid leave to perform the national
service, in accordance with the legislation in force in the State.
4. In order to obtain the leaves referred to in this Article, proof of the same shall be provided from the concerned authorities.
5.. The Implementing Regulation specifies the provisions for granting and regulating the leaves mentioned in this Article.
The worker, who does not return directly to his work without a legitimate reason after the
end of his leave, shall not be entitled to his wage for the absence period following the
If either party to the employment contract wishes to terminate the contract in accordance
with the provisions of this Decree- Law and its Implementing Regulation, while the worker is
on the leave, the validity of the notice period agreed upon in the employment contract shall
not begin, except from the day following the day scheduled for the worker’s return from the
leave, unless bothparties agree otherwise.
Establishments shall abide by the provisions contained in Federal Law No. (13) of 2020
regarding public health and all resolutions issued for the implementation thereof and any
other legislation issued in this regard. e Implementing Regulation hereof defines the role of
the Ministry and the provisions related to the safety, protection and health care of workers.
and the rules for its distribution and amount, shall be defined.
a. The employer shall, in case the worker has a work injury or an occupational disease:
b. Bear the expenses of the worker’s treatment until he recovers and isable to return to work or proves his disability, in accordance with the conditions, rules and procedures specifiedby the Implementing Regulation hereof.
3. If the work injury or occupational disease led to the death of the worker, his family shall be
entitled to compensation equal to the basic wage of the worker for (24) twenty four
months, provided that the compensation amount is not less than (AED 18,000) eighteen
thousand UAEDirham and not more than (AED 200,000) two hundred thousand UAE
Dirham. The compensation amount is calculated according to the basic wage that the
worker was receiving before his death and the compensation is distributed among the
eligible beneficiaries of the deceased worker according to the Implementing Regulation
hereof, while preserving the rights of the deceased’s family in the end of service benefits
and any other financial entitlements payable to the worker.
The worker shall not be entitled to work injury compensation if it is proven through the
investigations of the competent authorities that any of the following cases takes place:
1. The worker deliberately caused injury to himself for any reason.
2. The injury took place under the influence of alcohol, narcotics or other psychotropic
3. The injury took place as a result of a deliberate violation of the declared preventive
instructions at visible areas in the workplace, as defined by the Implementing Regulation
4. The injury took place as a result of willful misconduct by the worker.
5. The worker refused, without a serious reason, to be examined or follow the treatment
specified by the medical entity.
e employer or his representative may impose to the worker who violates the provisions
of this Decree-Law, its Implementing Regulation and resolutions issued for its
implementation, any of the following penalties:
a. Written notice;
b. Written warning;
c. Deduction of not less than (5) five days per month from the wage;
d. Suspension from work for a period not exceeding (14) fourteen days and non-payment of
wage for the suspension days;
e. Deprivation from the periodic bonus for a period not exceeding one year, regarding the
establishments that adopt the periodic bonus system and the worker is entitled to obtain
it according to the provisions of the employment contract or the establishment’s
f. Deprivation of promotion at the establishments having a promotion system for a period
not exceeding two years;
g. Termination of service while preserving the worker’s right of end of service benefits.
2. e Implementing Regulation defines the conditions, rules and procedures necessary for
the imposition of any of the penalties referred to in Clause (1) of this Article and the
mechanism of grievance thereof.
The employment contract is terminated in any of the following cases:
1. The written agreement of both parties upon its termination;
2. Expiry of the term specified in the contract, unless it is extended or renewed as per the
3. Based on the wish of either party, provided that the provisions hereof regarding
termination of the employment contract and the notice period agreed upon in the
contract are observed;
4. The employer’s death if the subject of the contract is related to its entity;
5. The worker’s death or full permanent inability to work, as proven by a certificate issued by
the medical entity;
6. A final judgment issued against the worker by a freedom- restricting penalty for a period
of not less than (3) three months;
7. Closing the establishment permanently, in accordance with the legislation in force in the
8. The bankruptcy or insolvency of the employer, or any economic or exceptional reasons
that prevent the continuation of the project, in accordance with the conditions, rules and
procedures specified by the Implementing Regulation and the legislation in force in the
9. The worker’s failure to fulfill the conditions for renewing the work permit for any reason
beyond the control of the Temployer.
Either party to the employment contract may terminate the contract for any legitimate
reason, provided that the other party is notified in writing and work shall be performed
during the notice period agreed upon in the contract, provided that such period is not less
than (30) thirty days and not more than (90) ninety days.
2. e employment contract continues to be valid throughout the notice period referred to
in this Article and is terminated upon expiry of such period. e worker shall
be entitled to his full wage for that period according to the last wage he was obtaining and
he shall work during that period if the employer requests the same from him. It may be
agreed upon exemption from the notice period condition or reducing its period while
preserving all the rights of the worker for the notice period agreed upon in the
employment contract, provided that the notice period is the same for both parties unless
it serves the interests of the worker.
3. e party who did not abide by the notice period shall pay to the other party
compensation, which is called notice period allowance, even if the absence of notification
does not cause damage to the other party and the compensation shall be equal to the
worker’s wage for the full notice period or the remaining part thereof.
4. e notice period allowance is calculated according to the last wage received by the
worker for those who obtain their wages on a monthly, weekly, daily or hourly basis, and
according to the average daily wage referred to herein for those who obtain their wages on
a piecework basis.
5. If the employment contract is terminated by the employer, the worker shall have the right
to be absent during the notice period for one working day without pay per week, in
order to search for another job. e worker may specify the day of absence, provided that
he notifies the employerof the same (3) three days at least before the absence day.
The worker quit work without notice, while retaining his rights upon end of service in any of the following cases:
in the contract, this Decree-Law or the resolutions issued for its implementation, provided that the worker notifies the Ministry fourteen (14) working days before the date of quitting work and without the employer’s rectification and removal of the effects resulting from this breach despite being notified by the Ministry of the same.
The worker quit work without notice, while retaining his rights upon end of service in any of
the following cases:
1. e employer’s breach of his obligations towards the worker stipulated in the contract,
this Decree-Law or the resolutions issued for its implementation, provided that the worker
notifies the Ministry fourteen (14) working days before the date of quitting work and
without the employer’s rectification and removal of the eects resulting from this breach
despite being notified by the Ministry of the same.
2. It has been proven that the employer or its legal representative assaulted the worker,
committed violence or harassment against him at work, provided that he informs the
competent authorities and the Ministry within (5) five working days from the date on
which he was able to report.
3. If there is a grave danger at the workplace that threatens the worker’s safety or health,
provided that the employer is aware of its existence and does not take any actions that
indicate its removal. en, the Implementing Regulation hereof specifies the rules of
the grave danger.
4. e employer instructs the worker to perform a work fundamentally dierent from the
work agreed upon in the employment contract, without obtaining the worker’s
written consent on the same, except for the necessity cases as per the provisions of Article
The employer may not terminate the worker’s service due to his lack of health fitness before
using the legally accrued leaves. Each agreement to the contrary shall be null and void, even if
it is concluded prior to the enforcement of the provisions hereof.
The employment contracts in force shall remain valid in the event of a change in the establishment’s form or legal status. The new employer shall be responsible for implementing the provisions of those contracts, in addition to executing the provisions of this Decree- Law, its Implementing Regulation and the resolutions issued for its implementation, as of the date of amending the establishment data at the competent authorities.
The worker may, in case of expiry of the employment contract in accordance with theprovisions hereof, move to work for another employer as per the conditions and procedures specified in the Implementing Regulation hereof.
The worker may, in case of expiry of the employment contract in accordance with the
provisions hereof, move to work for another employer as per the conditions and procedures
specified in the Implementing Regulation hereof.
year in proportion to the period spent at work, provided that he completed
one year of continuous service.
The Implementing Regulation hereof defines the mechanism for regulating end of service
benefits for foreign workers based on work patterns, other than the full-time basis, in a
manner that enhances the efficiency and attractiveness of the labour market and as required
by the interests of both parties to the employment contract.
The employer shall pay to the worker, within (14) fourteen days from the end date of the
contract term, his wages and all his other entitlements stipulated herein and resolutions
issued for its implementation, the contract or the establishment’s by-laws.
Labour claims shall be exempted from judicial fees at all stages of litigation and execution,
as well as the requests filed by workers or their heirs, whose amounts do not exceed (AED
100,000) one hundred thousand UAE Dirham.
2. The Cabinet may, based on the Minister of Justices proposal, amend the amount referred
to in Clause (1) of this Article by increasing or decreasing it as required.
The Ministry’s officials, who are authorised by a resolution of the Minister of Justice in
agreement with the Minister, shall have the capacity of law enforcement officers to
prove the violations to the provisions of this Decree-Law, its Implementing Regulation and
the resolutions issued for its implementation. They shall have the right to enter the
relevant establishments, examine violations and write the necessary minutes and records.
2. The Implementing Regulation hereof shall specify the procedures for work inspection.
2. The imposition of the penalties stipulated herein shall not prejudice any severer penalty
stated in any other law.
Any person who commits the following shall be punished by a fine of not less than (AED
20,000) twenty thousand UAE Dirham and not more than (AED 100,000) one hundred
thousand UAE Dirham:
1. Submitting false information or documents in order to recruit a foreign worker to the
State to work therein;
2. Obstructing or preventing an employee assigned to implement the provisions of this
Decree-Law, its Implementing Regulation and the resolutions issued for its
implementation, attempting or trying to prevent him from performing his job, whether by
using force, violence or threatening to use it;
3. Disclosing a work secret, to which he has access, by virtue of his job as a public ocer
charged with the implementation of the provisions of this Decree-Law, its Implementing
Regulation and the resolutions issued for its implementation, even after quitting work.
Any person who commits the following shall be punished by a fine of not less than (AED
50,000) fifty thousand UAE Dirham and not more than (AED 200,000) two hundred thousand
1. Employing a worker who is not permitted to work for him;
2. Recruiting or employing a worker and leaving him without work;
3. Using work permits for purposes other than those for which they were issued;
4. Closing an establishment or suspending its activity without taking actions for settling the
workers’ rights in violation of the provisions of this Decree-Law, its Implementing
Regulation and the resolutions issued for its implementation;
5. Employing a juvenile in violation of the provisions hereof;
6. Agreeing on employment of the juvenile in violation of the provisions hereof, by the
guardian or custodian of the juvenile.
Any person who exploits or misuses the electronic powers granted to him to have access to
the Ministry’s systems or enables others to do so, which would result in disruption in
the work procedures or relations, shall be punished by imprisonment for a period of not less
than one year and a fine of not less than (AED 200,000) two hundred thousand UAE Dirham
and not more than (AED 1,000,000) one million UAE Dirham, or one of these penalties.
The fine imposed in accordance with the provisions hereof regarding the employers, would
vary according to the multiplicity of workers who committed violations, with a maximum of
(AED 10,000,000) ten million UAE Dirham.
Any person, who violates any other provision o this Decree- Law, its Implementing Regulation
and the resolutions issued for its implementation, shall be punished with a fine of not
less than (AED 5,000) five thousand UAE Dirham and not more than (AED 1,000,000) one
million UAE Dirham.
In case of repeating any of the violations mentioned in this Decree-Law, its Implementing
Regulation and the resolutions issued for its implementation, before the lapse of one year
since the perpetrator of a similar violation has been punished, then the perpetrator shall be
punished by imprisonment, along with doubling the fine stipulated herein or one of these
The rights stipulated herein shall represent the minimum rights for workers and the
provisions hereof shall not prejudice any of the rights granted to the worker under
any other legislation, agreement, acknowledgment, regulation or employment contract,
which would grant the worker rights that are more useful than the rights established
under the provisions hereof.
2. e employer or worker may not misapply the provisions of this Decree-Law, its
Implementing Regulation and the resolutions issued for the implementation of its
provisions and they may not commit an action that would limit the freedom of others, the
freedom of other workers or employers to achieve any interest or viewpoint adopted,
which contradicts freedom of work or the competence of the authority concerned with
settling the disputes.
3. Each provision contradicting the provisions hereof, even if it was existing prior to its
enforcement, shall be deemed null and void, unless it is more beneficial to the worker.
Each discharge, reconciliation or waiver of the rights arising for the worker hereunder shall
be null and void if it violates its provisions.
4. e employer may develop and implement programmes or regulations at the
establishment, which are more beneficial to the worker than what is prescribed under the
provisions of this Decree-Law and its Implementing Regulation. If these programmes and
regulations conflict with the provisions hereof, the conditions more useful and
beneficial for the worker shall be applied.
5. e employer may not review the terms and conditions of the employment contract in
force with the worker before the issuance of this Decree-Law, in order to apply the
provisions hereof, unless those amendments are intended to achieve a greater advantage
and benefit for the worker. e employment contract can be updated after its expiry
as per the provisions hereof.
6. e employer or worker may terminate the employment contract with an undefined term,
which was concluded before the enforcement of this Decree-Law, for a
legitimate reason, after notifying the other party in writing for a period of not less than
(30) thirty days if the service term is less than (5) five years, a period of not less than (60)
sixty days if the service term is more than (5) five years and a period of not less than (90)
ninety days if the service term is more than (10) ten years.
7. e amounts payable to the worker or his family members in accordance with the
provisions hereof shall have a concession over all the funds of the employer and they
shall be paid immediately after settling the amounts due to the public treasury and the
legal alimony ruled to the wife and children.
The Arabic language is the language approved in all records, files, data, forms and others
that are stipulated in this Decree-Law, its Implementing Regulation and the resolutions
issued for its implementation.
2. e employer shall use the Arabic language in concluding contracts with the workers, in
writing and publishing instructions and circulars which it shall issue, provided that there
shall be another language, beside the Arabic, which is understood by the non-Arabic
speaking worker, taking into account that the text in the other language matches the
Arabic text. In case of dierence, the Arabic text shall prevail.
The calculation of the periods and dates stipulated herein shall be based on the Gregorian
calendar. e Gregorian year in applying the provisions hereof shall include (365) three
hundred and sixty-five days, while the month represents (30) thirty days.
The provisions hereof shall apply to employment contracts of undefined terms, which are
concluded in accordance with Federal Law No. (8) of 1980 mentioned above.
2. e employers shall adjust their situations and convert employment contracts with
undefined terms to fixed-term employment contracts, as per the conditions, rules and
procedures contained herein during one year from the date of its enforcement. e
Minister may extend this period for other periods as required by the public interest.
3. Subject to the provision of Clause (2) of this Article, the employer may calculate the end
of service benefits in accordance with the provisions of the employment contract with an
undefined term stated in Federal Law No. (8) of 1980 indicated above.
Both parties to the employment relationship may file a grievance against the resolutions
issued by the Ministry in accordance with the procedures specified in the Implementing
For the purposes hereof, the Cabinet shall be concerned with the following:
1. Approving the conditions, rules and procedures for classifying the establishments subject
to the provisions hereof, and the privileges oered for each category of these
2. Approving the conditions, rules and procedures for classifying the skill levels of workers in
the labour market subject to the provisions hereof and the privileges
provided for each level;
3. Approving the conditions, rules and procedures for employing the students of accredited
educational institutions in the State, in a way that enhances the eciency of the labour
market and the competitiveness of workers and allows the employers to benefit from
4. Adopting the conditions and procedures for employing persons with disabilities (people of
determination) in the State in the categories appropriate for them and their physical,
technical and intellectual capabilities, as well as defining their rights, duties and privileges
provided for them, in a way that contributes to empowering this category, allowing them
to participate in the development process and motivating the employers to employ them
and provide all means of support and empowerment for them;
5. Approving policies, legislation and regulations that organise the labour market in the
State, enhancing the participation of State nationals in the labour market and
motivating the employers to solicit and employ nationals;
6. Issuing resolutions that would limit the repercussions of any general exceptional
circumstances faced by the State in the work sector in the State;
7. Changing the periods, percentages, or values mentioned herein, according to the variables
and needs of the labour market and what is required by the public interest; and
8. Defining the fees necessary to implement the provisions of this Decree-Law and its
For the purposes hereof, the Ministry shall be concerned with the following:
1. Proposing the policies, strategies and legislation for the following:
a. Encouraging and motivating the establishments to invest in training and empowerment of
workers, as well as raising their level of skill, eciency and productivity;
b. Adopting modern and technological means and soliciting the best competencies
according to the requirements of the labour market in the State to increase productivity;
c. Training the students of public and higher education institutions accredited in the State.
2. Establishing unified forms for the regulations of employment relationships at the
establishments and issuing rules and mechanisms for their adoption, in order to serve the
interest of the worker and employer.
The Cabinet, based on the Minister’s proposal, issues the Implementing Regulation for the
Federal Law No. (8) of 1980 regulating employment relationships shall be abrogated.
2. Each provision that violates or contradicts the provisions hereof shall be abrogated.
3. e resolutions, regulations and rules in force prior to the enforcement of the provisions
hereof shall remain in force, in a way not contradicting its provisions, until they are
replaced in accordance with the provisions hereof.
This Decree-Law shall be published in the Ocial Gazette and shall be enforced as of2