A new decision regarding the system of calculating the end-of-service gratuity for citizens and residents.. The end-of-service gratuity for the citizen according to pension legislation, and for the resident 21 days during the first five years
The Law of "Unified General Rules for Work in the UAE" stated that the termination of the service of the employee or worker shall be by the end of the work contract unless it is renewed in accordance with any of the reasons specified by the Human Resources Law in the Federal Government and the Decree-Law on regulating labor relations in the private sector. End of service for the employee or the citizen worker in accordance with the legislation regulating pension and social security affairs in the state. As for the non-national employee who has completed a year and continues to serve in a full-time mode, he is entitled to a reward paid to him at the end of his service and calculated on the basic wage with a minimum of 21 days for each year in the years of service The first five.
In detail, the Ministry of Human Resources and Emiratisation held a media briefing yesterday, to announce the details of the Federal Law Decree on the Unified General Rules for Work in the UAE, which was approved by His Highness Sheikh Khalifa bin Zayed Al Nahyan, President of the State, as part of the largest legislative changes in the history of the country by updating more than 40 laws In line with the vision of the leadership and the aspirations of the society, and at the same time, it meets the aspirations of pivotal and diversified sectors, and enhances the status of the state, its competitiveness, and its position on the map of the future.
The Minister of Human Resources and Emiratisation, Dr. Abdul Rahman Al-Awar, said: “The provisions of the new law, which will enter into force on the second of next February, apply to job occupants who are subject to the provisions of the Human Resources Law in the federal government, as well as to workers in the private sector in the state who are subject to the provisions of the Federal Decree-Law regarding The regulation of labor relations, which was recently issued.
Al-Awar explained that the new law is based on four main axes on the Law of “Unified General Rules of Labor in the UAE”, which are first: Enhancing the efficiency, sustainability and flexibility of the labor market by ensuring the protection of the parties to the labor relationship, as the law permitted contracting according to four work patterns or any patterns Others are specified in the Human Resources Law for Workers in the Federal Government, and the Law on Regulating Labor Relations, which regulate the cases in which it is permissible to combine more than one type of work with more than one entity, and these patterns are full-time, part-time work, flexible work and temporary work.
He stated that the multiplicity of work patterns comes within the framework of investing the existing competencies in the UAE and achieving benefit for federal or private government employers, by directing employment operations to meet their needs and ensure business continuity in the required manner, as well as achieving benefit for the employee or worker by providing him with the opportunity to work that suits aspirations and achieves a balance between his own requirements and his professional aspirations.
The second axis is to create balance and integration in the work environment between the federal government and the private sectors, where the decree-law specified vacations, holidays and working hours in a way that would create balance and integration with regard to the attractiveness of the work environment between the two sectors, as it specified eight working hours per day or a maximum of 48 hours. To work weekly, and seven types of leave have been identified for full-time models, with the unification of vacation leaves by a decision of the Council of Ministers, in addition to the fact that the worker in other types of work is entitled to annual leaves calculated on the basis of the percentage of hours or days of work, and the conditions of their entitlement and duration are determined in accordance with the Human Resources Law The Federal Government and the Private Sector Labor Relations Act.
The Labor Relations Law allowed the private sector the flexibility to determine the weekly rest (weekly holiday), and the number of its days to be no less than one day, as it can be increased by employers in the private sector, and there are successful models from private sector companies that have actually begun to implement work mechanisms in an unconventional way.
As for the third axis, it defines the rights of all employees working in the state in a balanced manner, in order to achieve the agreed wages in the work contract. It also stipulated that the termination of the service of the employee or worker shall be at the end of the work contract unless it is renewed in accordance with any of the reasons specified by the law. The human resources in the federal government and the decree-law regarding the regulation of labor relations in the private sector, and stipulated that the end-of-service gratuity for the employee or the citizen worker shall be in accordance with the legislation regulating the affairs of pensions and social security in the state. Continuing with full-time service, a reward is paid to him at the end of his service, and it is calculated on the basic wage, and its minimum is 21 days for each year in the first five years of service, and a wage of 30 days for each year for more than five years.
The end-of-service gratuity is for the employee or worker who works in any other type of work, in accordance with what is determined by the Human Resources Law of the Federal Government and the Federal Decree-Law on regulating labor relations in the private sector. Which authorized the adoption of other systems as alternatives to the end of service benefits, in accordance with what is determined by the Human Resources Law and a decree by law regulating labor relations, which allows the adoption of advanced patterns and systems for end of service benefits that keep pace with the aspirations of global and local talents that are intended to be brought into the labor market in the country.