UAE LABOUR LAW 2014
FEDERAL LAW NO. (8) OF 1980
LABOUR LAW AND ITS AMENDMENTS
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DINING TABLE OF CONTENTS
* General and Meanings Provisions ……………………………………….. 1-5
Work of Employees, Juveniles and Women
Job of Workers …………………………………………………….. 5-8
Work of Juveniles …………………………………………………….. 8-9
Work of Ladies ……………………………………………………. 9-11
Common Provisions for Employment of Juveniles ………………………….. 11
Job – Contracts, – Records –
* Individual Job Contracts ……………………………………….. 12-13
Vocational Training Contract ……………………………………………… 13-16
* Files and Files ………………………………………………………….. 16-17
* Remuneration ……………………………………………………………… 18-20
Performing Hours and Leaves
Working Hours …………………………………………………………….. 20-22
* Leaves ………………………………………………………………………. 22-25
Protection, Coverage, and Their Health and Personal Care
of staff members ………………………………………………………………. 25-28
* Disciplinary Rules ………………………………………………………… 28-30
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Termination of Employment Contract and End of
* Termination of Work Contract ……………………………………. 31-38
* End of Service Remuneration …………………………………………….. 38-40
Indemnity For Labour
Accidents and Occupational Diseases …………………………………… 40-44
Collective Labour Disputes ………………………………………………. 44-47
Labour Inspection ………………………………………………………… 47-50
* Penalties …………………………………………………………………… 51-52
Concluding Provisions ……………………………………………………. 52-53
Occupational Conditions …………………………………………………….. 54-56
Permanent Impairment Compensation Assessment ……………………….. 57-58
Terms and arrangements regulating the circulation …………………………… 59
of this Death Compensation among the list of household people in the
FEDERAL LAW NO. (8) OF 1980
CONCERNING THE ORGANIZATION OF LABOUR RELATIONS
We, Zayed Bin Sultan Al Nahyan, President of this United Arab Emirates; After
perusal of the conditions of this provisional Constitution; and Law No. 1 of 1972
concerning the competence of Ministries, powers of Ministers and Laws bringing
amendments thereto; and
According to the suggestion associated with Minister of Labour and Social Affairs; the
endorsement for the Council of Minsters therefore the Federal National Council as ratified by
the Federal Supreme Council, decree as uses:
DEFINITIONS AND GENERAL PROVISIONS
for the implementation of the conditions of this Law, the following terms and
expressions shall have the meanings opposite thereto unless the framework requires
“Company” : Any normal or juridical person using one
or higher employees in consideration of a
remuneration of any sort at all.
“Employee” : Any male or female person who receives
remuneration of any type for work performed
thereby into the solutions of a manager and under
their control or management, no matter if the employee
is off employer’s sight. This definition shall also
utilize to officials and employees whom are in the
service of this company and are usually subject to the
“Establishment” : Any economic, manufacturing, technical or
commercial unit in which workers are employed
therefore the objectives of that are to create or
market products or to produce services of
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“Work Contract” : Any Agreement, whether for a restricted or for an
endless duration, concluded between an
an Employee and employer under which the
latter undertakes to function within the service of the
workplace and under their administration or control
against a remuneration payable to him by the
“Work” : Any human energy, be it specialized, intellectual or
physical, extended against a remuneration
if the said work is permanent or
“Temporary Work” : Work which is by nature to be performed or
finished within a particular period of time.
“Agricultural Work” : Work concerning dirt ploughing, cultivation, and
harvesting of any form of plants because well as
reproduction of cattle, chicken, silkworms, bees and
“Continuous Service” : continuous service with similar employer
or their lawful successor from the time of
commencement of this service.
: Remuneration is whatever is provided to the
employee in consideration of their services under
the work contract, whether in cash or in
type, payable yearly, once a week, month-to-month, each day,
hourly, or by piece-meal or pro rata to the
production or as a percentage.
The remuneration includes the high expense of
Amended by Federal Law No. (12) of 1986.
living allowance, and any advantage provided to the
worker in incentive for his honesty or
efficiency, supplied always that these amounts
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are given in the business bylaws or in the
employment agreement, or typically used or
issued to your workers, until they have been
regarded by these as an essential component of the
remuneration instead of a contribution.
It is the pay provided for in the employment
agreement during its legitimacy between both functions.
Allowances whatsoever are perhaps not included in this
“Employment Injury” : Any for the work-related diseases placed in the
schedule connected hereto or any other accident
suffered by the employee throughout the performance
or as a consequence of his work. Any accident
sustained by the employee on his way to or back
from his work shall be deemed an employment
injury provided that the travel to or from the place
of work is made right, without wait, default
or diversion from the normal course.
“Labour Department” : Branches associated to your Ministry of Labour,
having competence to seem into Labour Matters
in the Emirates, Members of this Federation.
2. GENERAL PROVISIONS
The Arabic Language is the one to be utilized in all files, contracts, documents, statements
along with other files as can be provided for in this Law or in every instructions or
regulations issued in utilization of the terms hereof. The application of Arabic shall
additionally be compulsory in circulares and instructions released by the employer to his
staff members. If an overseas vocabulary aside from the Arabic language can be used, the Arabic
vocabulary shall prevail over other texts.
Amended by Federal Law No. (12) of 1986.
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The arrangements of this Law are not applicable towards the next categories:
a) Officials, workers and employees for the Federal Government, Governmental
Departments for the Member Emirates of the State, Officials, workers and
workers of municipalities as well as various other officials, employees and workers,
involved in Federal and neighborhood general public divisions and companies, since well as
the workers, officials and workers appointed for political Federal and
b) people in the Armed Forces of Police and protection.
c) Domestic servants doing work in personal residences while the love.
d) Workers used in Agriculture or pastures, other than those persons
utilized within the farming corporations involved in processing their particular products
or those completely engaged in operating or repairing mechanical machines
necessary for Agriculture.
All amounts payable to the employee or his beneficiaries under this Law shall have
lien on all the employer’s movable and immovable properties. And payment thereof
shall be made immediately after payment of any legal costs, amounts because of to the
public Sharia and treasury alimony granted to wife and children.
Cases filed by employees or their beneficiaries under this Law shall be exempted from
court fees at all stages of litigation and execution and shall be expeditiously heard. In
the event of non-acceptance or dismissal associated with action, the judge may order the
Plaintiff to spend all or part of the expenditures.
Without prejudice to your terms regarding the collective labour disputes,
stipulated hereunder, in the event that manager, employee or any beneficiary thereof lodges claim
Amended by Federal Law No. (24) of 1981 and amended for the second time by Federal Law No. (12) of 1986.
Amended by Federal Law No. 12 of 1986.
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regarding any of this liberties occurring to any of these under this law, he is required to
use towards the worried Labour division, additionally the second shall call both functions and
will simply take whatever is considered necessary for settlement of dispute between them
amicably. However, if amicable settlement is not reached, the said division must
send the conflict to your skilled Court within a fortnight from the day of application
being submitted to it. The scenario so referred should be accompanied with a memo
giving a summary of this conflict, proof of both functions as well as the responses regarding the
Within 3 days from date of bill of this application the legal will repair a hearing
for the case, and a summon to this result is supposed to be offered upon both functions of the
dispute. The Court may request a representative to appear for the Department of
Labour to clarify the articles of the memo posted by it.
In all cases no claim for almost any liberties due based on the arrangements of the Law will be
heard after lapse of one year from date of its maturity, neither will the action be heard
if the procedures given to in this Article have not been complied with.
Terms inconsistent using the conditions of this Law including those whose effective
day may precede the administration of the Law shall, unless these are typically shown more
useful to the employee, be deemed null and gap.
Dates and times stipulated herein shall be construed based on the gregorian
schedule. In the program associated with conditions of the Law a calendar year is 365 days
and month is 30 days unless mentioned otherwise within the work agreement.
EMPLOYMENT OF EMPLOYEES, JUVENILES AND WOMEN
EMPLOYMENT OF WORKERS
Work is a right of this United Arab Emirates Nationals. Other individuals might not by employed
in the United Arab Emirates except as provided for in this Law and its executive
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Into the event of non-availability of national preference, employees shall be given to:
1.Arab employees who are nationals of an Arab Country.
2.Workers of various other nationalities.
a part during the Labour Department shall be created for the employment of nationals
and shall be vested because of the next functions:
a. Supply of suitable employment opportunities for nationals.
b. Giving support to employers to fulfill their needs of national
workers when needed.
c. Registering unemployed nationals and people who seek much better tasks in a special
register. The subscription shall be made as requested by the workers and
certificates of registration shall be awarded free of cost in the time of
publishing the applications. The registration certificate shall be provided with a serial
number and shall range from the applicant’s name, place, get older of house,
Career, qualifications and past knowledge.
Unemployed nationwide workers can be recruited by employers which must inform the
Labour division of the same in composing within fifteen days from time of
work. The notice shall range from the employee’s name, get older, the date on which he
assumes his obligations, the remuneration repaired for him, the variety of work assigned to your
as well as the serial wide range of the certification of enrollment.
Staff members who aren’t UAE nationals can be utilized into the United Arab Emirates
only after approval of this Labour Department and also the obtainment of a work license in
accordance with the treatments determined by Ministry of Labour and personal matters.
Work licenses may only be granted if the following circumstances are satisfied.
a. That the worker features the professional competence of educational
qualifications that are necessary by the State.
b. That the employee has lawfully entered the Country and complies with the
conditions stipulated by the home regulations in power in the State.
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The Labour Department may not accept the work of employees whom are not
UAE nationals unless its records reveal that not one for the unemployed national
staff members just who are registered utilizing the Labour Section is competent for the job.
The Ministry of Labour and Social Affairs may cancel work permits granted to nonnationals
If the employee continues to be unemployed for a duration exceeding three consecutive
b. If the staff member fails to satisfy one or more of the circumstances on basis of which
the license is given.
c. In the event that Ministry is satisfied that a certain national worker is competent to
replace the employee; in this case the employee shall continue to carry out his
work until the expiration of their agreement of employment or their work permit,
whichever happens earlier on.
A special part shall be founded during the Ministry of Labour and personal Affairs for
the work of non-nationals plus the functions of said area shall be regulated
by a Ministerial Resolution.
No all-natural body-corporate or person is permitted to work as supplier or broker of
non-national staff members unless he has a license to accomplish therefore.
However, such permit can be granted if need therefore needs just to nationals by
order of this Minister of Labour. A license shall be valid for one 12 months subject of
revival, therefore the licensee shall be under the supervision and control associated with the Ministry.
Stated Licenses might not be awarded if an Employment Office relating to the Ministry
or to an authority authorized by the Ministry has already been running in the location and it is able
to work as intermediary to supply labour.
It is maybe not permissible for any certified labour representative or supplier to need or accept
from any employee whether before or after his recruitment, any commission or material
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incentive in consideration for organizing such recruitment, nor may he get from him
any expenditures except as can be decided or approved by the Ministry of Labour and
The individuals provided by a recruitment representative or a labour provider shall, immediately
upon signing up for the solution of a company, be considered employees of that company
and shall be entitled to all of the liberties enjoyed by the staff members for the organization in
that they are used. The relations between such employees while the employer
shall be direct and without any disturbance from the labour broker whoever job and
relation with all of them shall stop to exist because quickly as these are typically introduced to and employed
by the boss.
The Minister of Labour and personal Affairs shall determine all guidelines, formalities and
kinds utilized by private and public labour workplaces because well as collaboration and
coordination ways to be used between the various tasks of the workplaces and
the problems under which permits may be issued for the establishment of private
employment offices or companies or labour suppliers. Listings showing professional
categories to be utilized as foundation for placement operation shall additionally be defined by the
Minister of Labour and Personal Affairs.
EMPLOYMENT OF JUVENILES
It is forbidden to use a juvenile of either intercourse before he/she finishes fifteen years
of get older.
Before a juvenile is utilized, the workplace shall acquire these documents
from him/her and keep them in the juvenile’s personal document:
1. A beginning certification of an official extract thereof or a get older estimation certificate
given by a skilled medical officer and endorsed by the skilled Health
2. A certification given by a skilled medical officer and duly attested to the
effect that the juvenile concerned is medically fit for the work.
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3. A penned consent finalized by the juvenile’s guardian, or custodian.
The company shall keep a special register for the juveniles during the work premises,
showing the juvenile’s name, full name of juvenile’s guardian, spot or custodian of
Date, residence of employment and task name.
Juveniles might not be utilized at night in manufacturing jobs. The term “night” shall
mean a time period of maybe not not as much as twelve successive hours such as the period from 8
p.m to 6 a.m.
Juveniles may not be used in tasks which are considered hazardous, exhausting or
harmful to health since may be determined by the Minister of Labour after consulting
utilizing the skilled authorities.
The maximum number of real doing work hours for juveniles shall be six hours per
time. During functioning hours one or more break times ought to be given for rest, meals
or prayer functions supplied that such time should never be lower than one hour. Such
Times or time need to be determined in a way that juveniles may not work
consecutively over four hours. A juvenile may not stay continuously over seven
hours during the place of work.
Under no circumstances, may juveniles by instructed to get results overtime, stay in the
employment properties beyond the hours of work repaired for all of them or asked to work on
WORK OF WOMEN
Ladies may not be necessary to work at evening. The expression “night” implies a time period of not
not as much as eleven consecutive many hours including the period from 10 p.m to 7 a.m.
The next situations shall be excepted through the clause prohibiting women to function at
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a. Into the event where in actuality the work with the institution is stopped because of to force
b. Work in responsible managerial and technical jobs.
c. Work in various other and medical solutions as can be decided by the Minister of
Labour and Social matters if the performing lady does perhaps not normally hold out a
Ladies may not be used where tasks are dangerous, dangerous or detrimental to
Morals or health, as well as in such other jobs as may be decided by the Minister of Labour
and personal Affairs after consulting because of the competent authorities.
A working woman is entitled to maternity leave with full pay for a period of forty five
days such as the time before and after delivery, supplied that her continuous period
of service with the manager should never be lower than a year, however if a performing woman
features maybe not finished the stated period, the pregnancy keep shall be with half pay.
an operating girl, on the expiration of this pregnancy leave, may cease work
without pay for an optimum period of one hundred consecutive or periodic days if
such absence is due to disease which does perhaps not enable the girl to resume work. Such illness
shall be evidenced by a medical certification given by a health expert attested by
the competent wellness expert or supported by such authorities towards the effect that the
illness resulted from maternity or distribution.
Keep given to in the preceding two paragraphs shall never be computed as component of
various other leaves.
In inclusion to virtually any recommended remainder duration, a functioning lady nursing the woman child shall,
throughout the eighteen months following the date of distribution, be entitled to two
additional breaks each day for this purpose, neither of which shall exceed half an
These two extra durations shall be considered as performing hours and shall perhaps not cause
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any decrease of remuneration.
A working lady shall be entitled towards the same wage as that of a functioning man, if she
does exactly the same work.
COMMON ARRANGEMENTS FOR WORK OF
The Minister of Labour and Social Affairs may decide to exempt charity and
informative companies from all or an element of the terms stipulated in the two
preceding sections of this Chapter if the items of these organizations are to provide
vocational rehab or training to juveniles or ladies on condition that the bylaws
among these organizations provide for the nature of this work to be held off by
The, juveniles and women, the working conditions and hours in a way that
commensurate with all the actual potentiality of females and juveniles.
Criminal liability in respect of this enforcement of the conditions provided for in
Areas 2 and 3 of this Chapter shall be sustained by:
a. The companies of the representative.
b. The trustees or Guardians of juveniles, husbands, guardians or trustees of
small females if they have agreed to the employment of females and juveniles
contrary to the conditions for the Law.
WORK CONTRACTS, RECORDS AND REMUNERATION
INDIVIDUAL EMPLOYMENT CONTRACTS
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Subject to the terms of Article 2, the employment agreement shall be made in
duplicate, on backup to be provided with to your staff member therefore the other to your company.
In absence of a written contract all of its problems can be shown by all legal means
The employment agreement shall in particular specify the day of its conclusion, the day
on which work starts, nature and place of work, duration regarding the agreement within the case
of contract with restricted period therefore the amount of the remuneration.
The worker can be appointed for a probationary duration not to ever meet or exceed six months,
and the workplace may end the services associated with the employee during this period
without providing notice or conclusion of solution remuneration. Appointment for the employee
on probation basis into the solution of one specific manager might not be made more
than when. However in the event that employee passed the probationary duration satisfactorily, and
remained in service, such duration of solution shall be computed within the period of his
An employment contract may often be for a limitless or limited duration. If it is for
a restricted period, such period shall maybe not exceed four years therefore the contract may with
mutual arrangement be restored one or more times for comparable or shorter period/periods.
Into the occasion of renewal of the agreement the brand new period/periods are considered to be an
extension for the initial duration and shall be added thereto in computation of the
employee’s total duration of service.
a work contract is considered an agreement for an unlimited period effective
from the time of its commencement in virtually any associated with the next situations:
1.If it is not concluded in writing .
Amended by Federal Law No. (12) of 1986.
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2. If it is designed for an endless duration.
3. If it is made in writing for a minimal duration and will continue to be used by both
functions after lapse of its period without a written arrangement among them.
4. If it is determined for the performance of a specific work which is why no period is
fixed, or if perhaps the task by its nature calls for revival, and has remained in force
despite the conclusion of work consented to.
If both events have continued to use the agreement after the lapse of its original term
or completion of work agreed to, without an express arrangement, it should be
comprehended that the original contract has been extended under the same conditions
except for problem regrading its duration.
If a boss entrusts another celebration because of the overall performance of any of his standard works
or any component thereof, this latter becomes exclusively accountable for any entitlement because of to
the workers doing the subsidiary work under the conditions of this Law.
VOCATIONAL TRAINING CONTRACT
A vocational training contract is an agreement under that the manager of an
institution undertakes to equip an individual who attained at least twelve many years of
age with full vocational education in compliance utilizing the vocation concepts. The
apprentice shall undertake to offer the company throughout the training period under such
terms and for such period as can be agreed. The training contract shall be made in
writing, otherwise it shall be null and gap. Additionally the any person or employer giving
the training needs to be properly experienced and competent in the trade or vocation in
which the employee is to be trained. Also, technical facilities and conditions
necessary for teaching the vocation or trade must be made available at the
organization it self.
A trainee whom attains appropriate age shall signal the contract himself. It is maybe not permissible for
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any one that failed to attain 18 years of get older to enter into training agreement straight by
himself, but shall be represented by his legal or natural trustee or guardian.
1. A training contract shall be built in at least three copies, one of which shall be
deposited utilizing the skilled labour department for subscription and
authentication purposes. Each one of the two parties shall keep one authenticated
2. If the education agreement which must be signed up includes any provisions
contrary to your Law or perhaps the legislation and purchases released in implementation
thereof, the competent labour division may require the functions thereof to
3. If the competent labour department does perhaps not make any opinion or objection
within a time period of one month through the date on which the training contract is
deposited therewith, the agreement shall be deemed de facto endorsed from date
of its deposit.
The education agreement shall include details in the identity of events thereto and/or their
representatives while the situation may be collectively using the procedures, levels, duration and
the vocation topic of this training.
The boss shall provide the trainee enough time for theoretical knowledge and shall
throughout the period fixed in the agreement teach him on the appropriate techniques and skills
associated with vocation which is why he is employed; the employer shall also grant the trainee a
certificate on completion of each stage of training according to the provisions
contained in this area and a final certification on completion for the training period.
The last certification shall be endorsable by the skilled Labour Department in
conformity with such processes and principles because may be determined by the Minister of
Labour and Social Matters.
The education contract may include an undertaking by the workplace towards the impact that on
conclusion of their education he shall work with the manager or during the establishment
where he has been trained for a period maybe not exceeding two times the training duration. The
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workplace may undertake in the education contract to use the employee on
completion of the latter’s period of education.
The Contract shall figure out remuneration to be compensated for each stage of education, and
the remuneration for the last phase shall not be less than the minimum salary
given for a similar work and shall perhaps not in any instance at all be repaired on piecemeal
A trainee that is under 18 several years of get older shall before commencement of training
undergo medical evaluation to ascertain their health condition and ability to carry out
the duties for the vocation for which he desires to be trained, should particular physical
and health conditions be necessary. The health report should certify that the trainee
prospect satisfies the real and health conditions needed.
The Minister of Labour
and investments which need apprenticeship and repair the duration of education of such
Trades and vocations, theoretical and practical training programs, the problems of
assessment and also the certificate given on completion associated with training period.
The Minister shall provide his decision in this respect after taking the viewpoint of the
public organizations concerned. In all instances the Minister may consult one or more
professionals within the occupation or holiday where apprenticeship is required to be controlled.
The Minister of Labour and personal Affairs may choose to establish vocational training
facilities on their own or in co-operation with nationwide, international or international
Vocational or non-profit bodies.
The decision to establish a center shall determine the vocation for which education is to
be provided, condition for entry towards the center, the theoretical and practical
curricula, the rules of vocational certificates and any and examinations and any other matters
necessary for much better performance associated with the center.
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The Minister of Labour and Social Affairs may impose upon such companies,
Businesses and proprietors of industries, vocations and trades as may be determined
by him to accept a certain number or a particular portion of nationwide students for
work under such terms and problems as well as for such times as may be determined by the
Minister of Labour. Additionally, the Minister of Labour might need said
Companies, businesses, and proprietors of sectors, vocations and trades because may
be decided by him to take for training purposes and additional practical
knowledge a specific wide range of a specific portion of pupils of manufacturing and
vocational facilities and institutes pupils under such terms and conditions and for such
periods since may be concurred because of the handling of the organization worried.
DOCUMENTS AND FILES
Each workplace utilizing five or higher staff members shall comply with the next :
1. He shall keep a special file for each worker, showing his career, title,
Nationality, age, location of house, marital standing, effective date of solution,
pay and whatever changes effected regarding the charges, pay invoked against him,
accidents and vocational conditions sustained by him, day of solution termination
and causes of that.
2. He shall prepare a card for each staff member and keep it in their personal file. The
card is to be split into three components, one for annual leaves, the next for
sick leaves therefore the third for any other leaves. The manager or whoever works for
him shall record in this card any actually leaves acquired by the worker, and it shall
be referred to this card anytime the staff member applies for leave.
Each boss employing fifteen or more staff members shall hold in each location of
Branch or company exactly where he methods company, these documents and files:
Amended by Federal Law No. (12) of 1986.
Amended by Federal Law No. 12 of 1986.
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1. Join of earnings: In this register names of employees are to be listed
showing the dates for signing up for of solution, and correcting the quantity of everyday,
Weekly or month-to-month pay, along featuring its benefits, or piece-meal pay, or the
percentage every single one of them, their business days, additionally the time for their final
deviation from work.
2. Join of work accidents: All work injuries accidents and vocational diseases
sustained by the staff members shall be recorded in this register because quickly as they
are brought to the knowledge of workplace.
3. The Regulations of this Work: These regulations shall especially determine the
each day working hours, once a week vacation, various other breaks, necessary steps and
precautions you need to take for avoiding work injuries, and fire dangers. They
shall be exhibited at noticeable destination into the premises of business. Such regulations
and any amendments thereof, will maybe not take impact, unless they have been
authorized by the Labour Department within thirty days from the time they are
4. Penalties Sheet: It has to be exhibited at a visible spot within the premises of
business, listing the charges that may be invoked regarding the defaulting
employees, and citing the cases and problems for putting them into operation.
Enforcement of penalties and any amendments thereof, should be subject to
acceptance by the Ministry of Labour within thirty day through the day of
submitting exactly the same thereto.
Remuneration shall be compensated on a working day and at the destination of work in the lawfully
circulating nationwide currency.
Workers involved on annual or month-to-month remuneration shall be compensated at least when a
month. All other employees shall get their remuneration at least as soon as every two
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The daily remuneration of a staff member on piece pay shall be computed on the basis of
the typical pay gotten for actual times of work during the period of six months prior
to the termination of service.
Settlement of the remuneration payable to employees irrespective of its quantity or
nature shall be evidenced just in writing, by statement or oath. Any contract to
the contrary shall be void and null even if made before the effective date of the Law.
No employee shall be obliged to buy meals or other commodities from particular shops or
products made by the boss.
Any quantities of cash may not be subtracted through the employee’s remuneration to
recuperate particular liberties, except into the next cases:
a. Repayment of advances or quantities of cash paid to the worker in excess
of their entitlement, supplied that deduction in this instance may not meet or exceed 10% of
the employee’s periodic pay.
b. Installments that are payable by law by the staff members from their
remuneration, such as social insurance and security schemes.
c. Subscriptions associated with workers into the saving investment or advances due for
payment to your investment.
d. Installments in respect of any social scheme or various other privileges or services
provided by the workplace and approved by the Labour division.
age. Fines enforced upon the employee because of to offenses dedicated by him.
f. Any debts payable in execution of judge judgment provided that maybe not even more than
an one-fourth associated with the employee’s pay shall be deducted. In the occasion of numerous
Debts, half or creditors associated with remuneration at the most may be deducted and
the sums of cash connected shall be split pro rata among beneficiaries after
payment of any legal alimony amounting to one quarter associated with the remuneration.
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If the worker has caused the loss, harm or damage to your tools, devices,
Products or equipment possessed by or stored in custody for the company, to the level that
participation for the employee ended up being because of to their fault or violation regarding the employer’s
instructions, after that the boss features the choice to reduce from the employee’s pay the
amount required for rectifying mistake or rebuilding the item to its initial problem,
provided that the amount to be deducted shall perhaps not exceed five day pay each month.
The employer can apply to your competent court through the worried Labour
Division for authorizing him to deduct more than this quantity in the event that worker is
economically sound or has another source of cash.
The company might not transfer a worker through the monthly pay to your daily,
Hourly, weekly or piece work pay except aided by the latter’s written consent.
The minimal the price and salary of living allowances payable usually or with
regard to a certain location or a specific career, shall be fixed by a Federal Decree
issued pursuant to proposal made by the Minister of Labour and personal matters and
authorized by the Council of Ministers. The Minister’s suggestion shall be made either
for reconsideration or information associated with the minimal pay after consulting with the
skilled authorities and trade agencies if any for both companies and employees
according to schedules and researches of the price of living price fluctuations ready by
concerned authorities in the State. Such minimum pay shall in all cases be enough for
the employee’s fundamental needs and also to secure means of living.
Minimum salary and its amendments shall come into operation from time of
publication associated with particular decree within the certified Gazette.
FUNCTIONING MANY HOURS AND LEAVES
Amended by Federal Law No. (12) of 1986.
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The max typical working hours for person staff members shall be eight hours per day
or forty eight many hours per week. However, working hours for the staff members of
commercial watchmen, restaurants, companies, accommodations and comparable functions may
be increased to nine many hours a day as determined by the Minister of Labour.
Likewise, functioning hours a day in respect of hazardous work or work harmful to
health, can be decreased by decision of this Minister of Labour and personal Affairs.
During the month of Ramadan, normal operating hours shall be decreased by a couple of hours.
Time spent by the employee in transportation form their house to your location of work shall
never be incorporated into the performing hours.
Daily working hours shall be controlled in a way that no staff member shall work over
five many hours consecutively without break times for remainder, food and prayer with a total not
not as much as one time, supplied that such occasions shall never be counted in operating hours. In
Factories and workshops in which work is rotated on day and night shift basis, or in
places of business where economic and technical factors necessitate round the clock
work, break times for rest, food and prayer shall be determined by the Minister.
If circumstances of work necessitate that a worker works more than the normal
operating many hours, the additional time shall be considered overtime, for that the employee
shall obtain a remuneration equal to that corresponding to his regular operating hours
plus an extra of at minimum 25 percent of such remuneration.
If scenario of work necessitate that a staff member works overtime between 9.00
p.m and 4.00 a.m., he shall be entitled to normal operating hours pay plus an increase
equal to at least 50% of such pay.
Actual overtime might not meet or exceed couple of hours a day unless work in essential to
stop considerable loss or serious collision or to get rid of or relieve its effects.
Friday is the typical weekly holiday for all staff members except for everyone on day-to-day wage
– 21 –
If the employee is needed to operate on Friday he shall be granted one day down for rest
or be compensated the fundamental pay for typical working hours plus 50% increase at least of such
Except for labourers on everyday wage a worker may not focus on even more than two
The conditions of the part shall perhaps not use to your next categories:
1. People keeping responsible senior articles in the management or supervision if
holders of these brands are vested with all the businesses or authorities over
employees, and such group is to be decided by the Minister of Labour
and personal Affairs.
2. Ship teams and ocean guys who function under unique solution circumstances due to the
nature of their work, excluding water Port employees who are engaged in loading
and associated and off-loading works.
A Notice Board showing the weekly finishing day, operating remainder and hours times for all
categories of staff members needs to be repaired at conspicuous location in the main gate used as
entry by employees as well as in the premises of work and a copy of the notice should be
submitted towards the skilled Labour division.
If the weekly closing system is not used by the spot of business, a notice showing
the once a week rest day for each category of staff members shall be repaired by the employer at
the locations referred to in the preceding section.
Each staff member is entitled to a recognized leave with complete pay on the following events:
– 22 –
– Hijra New 12 Months. One day
– Christian New Year. One day
– Eid Al Fitr Two days
– Eid Al Adha and Waqfa day Three days
– Birthday of the Prophet One day
– Ascension Day One day
– National Day One day
The staff member must be granted a yearly leave during each year of service which may
not be lower than:
1. Two days per month in respect of any employee with over six months
much less than one year of service.
2. Thirty days per annum in respect of any worker whose period of service
exceeds on year.
Into the occasion of termination of an employee’s service he shall be entitled to an annual
leave for the portions associated with last year of solution.
The workplace may in his discretion determine the date for commencement of annual
leaves and, when necessary, he might determine to divide the leave in two components at the
many, except in instances of juveniles in which holiday may not be split in components.
The annual leave duration is considered to add such holidays as given by law or as
agreed to, and virtually any periods of sickness, took place during this leave and is
considered as part thereof.
The worker shall receive his standard pay in inclusion to housing allowance, if any for
the yearly leave days. Nevertheless if the exigencies of work necessitate that the
worker works during his yearly leave in entire or in component, together with duration of leave
during which he has worked, is not carried forward to another year, the
Amended by Federal Law No. (12) of 1986.
– 23 –
workplace ought to pay him their wage in inclusion to cash in lieu of leave for their
working days based on his basic pay.
The staff member is entitled to obtain cash in lieu of yearly leave times perhaps not availed by
him, if he had been dismissed or if he remaining the service, after the period of notice stipulated
by law. Money in lieu of leave is computed on the basics of pay received by the
employee during the time of readiness of these leave.
Remuneration due to a staff member plus compared to the approved leave under this law shall
be compensated in complete by the employer to the staff member prior to the latter’s departure on annual
If exigencies of work necessitate that the worker work on breaks or remainder days
against which he receives full or partial pay he shall be paid in lieu thereof
with increase in pay by 50% of their wage, however if he is not paid for the
same with a leave, the company shall pay him an enhance to his fundamental wage
equal to 150% for the times of work.
If the worker drops unwell for explanations other than labour damage he must report his
illness within a period of two days at many as well as the boss must take necessary
measures having him medically examined up to ascertain disease.
1. Throughout the probationary duration, the worker is perhaps not entitled to your paid sick
2. If the worker spends over three months after conclusion associated with probationary
duration, within the constant solution of company, and falls sick during this
duration, he becomes entitled to a sick leave not much more than 90 times either
Continuous or intermittent per each year or service, computed as follows:-
Amended by Federal Law No. (12) of 1986.
– 24 –
A. The first fifteen times with full pay.
B. The next thirty times, with half pay.
c. The subsequent period, without pay.
Spend during sick leave shall never be made if illness resulted from mis-behaviour of the
staff member such as consumption of alcoholic beverages or narcotics.
The boss may end the solutions of a staff member that fails to resume his
tasks at the conclusion of such leave as stipulated in Article (82), (83) and (84) hereof, and
in such case the staff member shall be entitled to their gratuity according to the
terms of the Law.
If a staff member resigns from service because of illness prior to the lapse regarding the very first 45
times of the sick the federal government and leave Medical Officer or perhaps the doctor appointed
by the boss justifies the reasons of resignation, the manager must pay to the
employee his remuneration because of for the period remaining through the very first 45 days
referred to above.
An unique leave without pay can be granted for the overall performance of pilgrimage to the
worker once through-out their service and shall never be counted among various other leaves
and may perhaps not exceed 30 times.
Throughout the annual leave or unwell leave provided for hereunder, the staff member may not
work for another company; but, if the employer has established that the
employee has completed this, he shall have the right to end the solution of employee
without notice, and to deprive him associated with the leave pay because of to him.
Susceptible to the arrangements herein included, every worker whom does maybe not report to
responsibility immediately after expiry of their getaway, he shall be deprived of his pay for the
duration of lack commencing from the day following towards the date on which the leave
Amended by Federal Law No. (12) of 1986.
– 25 –
Without prejudice to instances when the workplace has the straight to discount the employee
without gratuity or notice as recommended herein, the boss might not discount an
worker or provide him with a notice of dismissal during his leave as is provided for in
SECURITY, PROTECTION, AND THEIR HEALTH
AND SOCIAL ATTENTION REGARDING THE EMPLOYEES
Every employer must supply adequate means of security for the staff member from the
dangers of accidents and vocational diseases that may happen during work as well as the
hazards of fire and other hazards arising from utilization of devices and other tools, and he
must apply all other means of protection as authorized by the Ministry of Labour
Personal matters, therefore the staff member must make use of protective gear and clothing provided
to him for such function and he must abide by all instructions of the company aiming
at their protection from threats and must perhaps not work in a way that may obstruct the
application of said instruction.
Every company must display at a conspicuous point into the spot of company detailed
guidelines concerning methods to stop fire and protect workers from dangers
while they do their duties. Said instructions shall read in Arabic and, if
essential, an additional language understood by the staff members.
Each worker has to arrange for one health aid box(s), supplied with medicines,
bandages disinfectants and other relief helps, to be repaired in a conspicuous spot within
the reach of staff members and also to be used by a specialist in handling very first helps, and every
one hundred employees ought to be supplied with an aid field. Each very first- aid field shall
be sufficient for every 100 workers.
Without prejudice towards the conditions of by-laws and regulations released by concerned
– 26 –
government authorities the manager must supply appropriate cleanliness and ventilation
in each destination of business and must offer such locations with sufficient lighting,
potable commodes and water.
The employer must appoint one physicians(s) to accomplish complete medical checkup at the very least once
each half a year frequently for their workers which are subjected to the danger of infection
with any for the occupational diseases reserved in the schedule connected hereto, and to
record the results in his registers as well as in the private files of these workers and the
cases of work-related diseases needs to be reported instantly by the physicians to the
The Labour and employers Department after these come to be particular through medical and
laboratory analysis. The physician in cost of regular health check up may ask for
an extra medical checkup for any worker that is subjected to occupational diseases
before the lapse regarding the time limitation reported into the para poder. under this article if the instance of the
staff member therefore calls for.
The employer must provide employees with method of medical treatment according to the
standards determined by the Minister of Labour and personal Affairs in collaboration with
the Minister of Wellness.
The Minister of Labour and Social matters has the capability in consultation with the
Ministry of wellness, to determine the basic Measures for health prevention
appropriate to all organizations having staff plus in particular such measures relating to
Illumination, safety, ventilation and dining rooms, since well as availability of potable and
cleansing measures and water relating to purification of atmosphere form dust and
smoke and to stipulate precautionary measures against fire and electric present.
The manager or his agent during the time of appointment must keep employees
informed associated with problems associated with their occupation and preventive measures they have
to simply take. Furthermore, the company must display detailed composed guidelines in this
respect at places of company.
The workplace or his representative during the time of visit must hold employees
informed for the hazards related to their particular occupation and preventive actions they have
to simply take. Furthermore, the boss must display detailed written guidelines in this
– 27 –
respect at places of business.
Agents, employers associated with the companies or some other persons having power on
employees may not allow entry of any type of alcoholic beverages into the locations of
company for consumption threat, plus they may not permit entrance into or remain at the
institution or any intoxicated individual.
The employee shall abide by purchases and guidelines pertaining to company safety and
safety measures, and follow preventive methods and pledge to care for things thereof in
their possession. It is prohibited for a worker to work in virtually any method that may contravene
enforcement of said abuse or instructions methods placed for health and safety
defense of employees or which may trigger damage or loss to the same.
Each boss that utilizes employees in areas that are remote from metropolitan areas where
there’s no accessibility to regular method of transportation shall provide workers with the
1. Sufficient method of transport
2. Adequate accommodation
3. Consuming water
4. Right foodstuff
5. Health aid equipment
6. Activity and sports facilities.
Areas to which all or an element of the terms of this Article apply shall be stated by
choice associated with the Minister of Labour
With exclusion of foodstuff, all solutions referred to in this Article shall be at the
expenditure for the workplace and absolutely nothing hereof is to be borne by the employee.
Disciplinary penalties which may be enforced by the manager or its broker upon its
– 28 –
workers are as employs:
3. Suspension system from work with decreased pay for a period perhaps not exceeding ten days.
4. Forfeiture of deferment of periodic increment in organizations in which such
increments system is used.
5. Deferment or forfeiture of advertising in establishments exactly where promotion
system is used.
6. Dismissal from service but reserving right to end of service advantages.
7. Dismissal from service collectively with forfeiture of all of the or an element of the benefits,
provided that charges shall never be enforced for reasons various other than those
particularly recommended in Article (120) of the Law.
The disciplinary signal decides the instances when each of the disciplinary penalties
prescribed into the preceding Article can be imposed. The Mister of Labour and Social
Matters may issue by choice, a model punishment and benefits schedule to guide
companies in establishing up their particular particular regulations in this respect.
A good can be a particular amount of money or an amount equivalent to your remuneration of
the employee for a certain time period. A fine in respect of a single offence may
not meet or exceed remuneration payable for five times. It is perhaps not permissible to subtract within
one month a sum equal to more than five times pay from the employee’s
remuneration in settlement of fines imposed upon him.
An unique register shall be kept in which shall be entered all charges imposed upon
employees showing reason and occasion of penalty, employee’s name along with his pay.
A special account shall be designed for this function and monthly total thereof shall be
allocated for staff members’ social welfare in accordance with a choice you need to take by
the Minister of Labour and Social matters in this respect.
Periodical increment may not be forfeited much more than when in a 12 months nor may the said
increment be deferred for over six months.
– 29 –
No forfeiture of promotion can be created for more than one advertising step. The
penalized employee shall be promoted in the next immediate step when such worker
becomes qualified for promotion.
Financial proceeds collected by the boss as a consequence of the distinctions arising
from forfeiture of increment or allowance or delay of the same shall be recorded in a
unique register with factors thereof, title for the staff member and quantity of his
remuneration. Monthly proceeds of these variations shall be allocated for spending on
workers social welfare because can be decided by the Minister of Labour and Social
Affairs in this aspect.
Disciplinary penalties might not be imposed on a worker that has committed an
offence outside the destination of company unless the said act is pertinent towards the business, the
workplace or its supervisor. Nor is it allowed to apply one or more punishment in respect
of one offence or to combine between disciplinary punishment and deducting component of the
employee’s pay in accordance with the provisions of Article (61) of the Law.
Any for the penalties recommended in Article 102 might not be used regarding the employee
unless he is notified in writing of this cost taken against him and unless his
declaration is heard and his defence is investigated and unless all that’s recorded in a
report kept in their individual document.
Penalty shall be noted during the base associated with said report. The employee shall be notified
in writing of the sort, amount and explanations of penalties additionally the action taken against
him in case of repetition associated with offence.
a worker might not be charged with a disciplinary offence after lapse of thirty days
from disclosure of the identical, nor may a disciplinary punishment be enforced following the lapse
of sixty times from closing of investigation in the offence and discovering an evidence
up against the staff member.
– 30 –
If the employee happens to be faced with premeditated crime, such as his involvement in
a physical robbery or assault of home or other offenses for instance the punishment of
Honesty, breach of trust or hits, the stated employee may be temporarily suspended
If a judgement releases the employee from standing up acquits or test him he shall be
reinstated to their work along with his remuneration for the suspension system duration be paid to him
in complete in instances when his suspension system had been maliciously contrived by the company.
TERMINATION OF EMPLOYMENT CONTRACT
END OF PROVIDER REMUNERATION
TERMINATION OF EMPLOYMENT CONTRACT
The work agreement is considered to be ended in any regarding the following situations:
– Within the event of mutual consent by both parties to terminate the contract
provided that the employee’s consent is built in writing.
– On expiry associated with duration specified in the agreement unless the agreement is
expressly or implicitly extended in accordance with the conditions of the Law.
– During the choice of either celebration in endless contracts offered that the provisions
of the Law with regards to warnings and appropriate causes for termination of the
contract without misuse are fully complied with.
an agreement of employment shall not expire by explanation of death of the manager unless
the subject matter associated with the agreement is associated with him in individual. Nevertheless, the contract
shall end by explanation of death of the employee or in the event of his total disability to
perform responsibilities established by a health report approved by the competent State
If partial disability of a staff member permits him to do different tasks which
Amended by Federal Law No. (12) of 1986.
– 31 –
conform with his health state, the workplace shall move the employee, during the latter’s
request, to another work of such other obligations and shall pay him the remuneration
normally compensated by the boss in comparable situations without bias to entitlement and
indemnity accrued to the staff member according to this Law.
In the event that workplace has terminated an employment contract with a restricted period, for
explanations other than those given to underneath Article (120) hereof, he becomes liable
for repayment of settlement to the employee against damages suffered by him,
offered that the sum of compensation in all events, may not surpass the complete pay due
to him for a time period of three months or for the remaining duration of contract whichever
is shorter, unless the terms of the contract provide otherwise.
In the event that agreement happens to be ended on part of the staff member, for reasons other that
those provided for underneath Article (121) hereof, the staff member becomes liable for
compensating the boss against losses sustained by him in consequence of contract
termination, supplied that the quantity of compensation, might not meet or exceed half a
month’s pay for a period of three months or even for the remaining duration of contract
whichever is faster, unless the terms of the agreement offer otherwise.
1. The staff member and boss may terminate the employment contract with
endless duration, for an appropriate explanation at any time after summary of the contract
by composed notice duly provided to other celebration, thirty days at the very least prior to
2. In regard of everyday pay staff members period of notice shall be as uses:
a. On week within the employee features struggled to obtain even more than six months but
lower than one 12 months.
b. Two weeks if the employee features worked for at minimum one 12 months.
c. One month in the event that worker has struggled to obtain at least 5 years.
The agreement shall keep on being legitimate throughout the duration of warning introduced to in
Amended by Federal Law No. (12) of 1986.
Amended by Federal Law No. (12) of 1986.
– 32 –
the preceding Article and shall expire utilizing the expiry time of the caution. The
employee shall be entitled to full pay during the notice duration on the basis of last pay
he attained, and he shall have to perform their obligations during such duration if that’s the case instructed
by the workplace.
It may not be concurred to waive or lower duration of warning but it can be concurred to
enhance such period.
In the event that the worker or boss has failed to provide notice to another celebration for
termination associated with agreement or has decreased the notice period, the celebration obliged to serve
the notice shall spend to the other party an indemnity known as “Compensation in lieu of
notice”, and it is sustained by the various other celebration as a result of failure to provide notice or for
decrease of said period, together with indemnity shall be equivalent towards the employee’s pay for
the notice period in complete or in percentage to the reduced part. In respect to
workers on daily, weekly or month-to-month or per hour work pay the notice allowance shall
be computed on the basis of finally pay made by all of them. With respect to staff members paid
on piece work basis, allowance shall be determined based on the normal daily
pay provided for in Article (57) hereof.
The employer may dismiss the employee without notice into the following instances:
1. If the employee adopts an untrue identity or nationality or if perhaps he submits forged
Files or certificates.
2. If the employee is appointed under a probationary period and dismissal
occurred during or at the conclusion of said duration.
3. If he commits an error causing significant product loss to the employer
offered that the latter suggests the labour department of the incident within 48
hours from having understanding of the identical.
4. In the event that staff member violates directions concerning safety for the place of business
offered that such directions are exhibited in writing at conspicuous places
plus in instance of an illiterate staff member the latter be informed verbally of the
5. If he fails to perform their basic duties under the agreement of employment and
continues in breaking all of them despite formal investigation with him in this respect
and caution him of dismissal in the event that exact same is duplicated.
6. If he divulges any secrets regarding the institution where he is utilized.
7. If he is awarded last judgement by the competent judge in regard of an
– 33 –
offence prejudicing honour, sincerity or general public morals.
8. If during working hours he is found intoxicated or under the influence of drug.
9. If in the course of their work he commits an attack on the company, the
manager or any of his peers.
10. If he absents himself without lawful excuse for lots more that twenty intermittent
times or even for more than seven successive day during one 12 months.
The employee may keep the solution without notice in the next cases:
a. If the manager does not fulfil his responsibilities towards the worker as
given to in the contract or in this Law.
b. If the manager of their appropriate regal representative has committed a work of
attack up against the staff member.
Termination by the company of an employee’s solution is considered arbitrary if the
reason for such termination has nothing to do with all the work. In certain, termination
is considered arbitrary if the employee’s service has been terminated on grounds, or a
reasonable issue lodged by him to the competent authorities, or on reasons of a
justifiable activity brought by him up against the boss.
a. If the staff member happens to be arbitrarily dismissed, the competent court has the
jurisdiction to give judgement against the employer for repayment of
settlement towards the employee.
The courtroom shall determine the quantity of this payment, taking into
consideration the nature of work sustained by the staff member, period of service
and after investigation of dismissal circumstances. Provided that in all cases
the amount of payment should maybe not surpass the employee’s pay for a
duration of three months, to be exercised on the basis of last pay due to him.
b. The provisions of this preceding clause shall not prejudice to your employee’s
entitlement to the gratuity due to him and observe period provided for in this
Amended by Federal Law No. (12) of 1986.
– 34 –
The employer may not terminate the service of a staff member for their wellness deficiency
before he avails himself of this leaves lawfully because of to him. Any agreement to the
contrary is deemed null and void even when it is made before this Law comes into
The company shall supply the worker at the conclusion of their service and also at the latter’s
demand with a conclusion of solution certificate free of charge. Stated Certificate shall include
day of session and date of termination, total period of solution, nature of work
carried out by him and his final pay plus allowances, if any. Certificates or diplomas,
Tools and papers belonging to your staff member shall be gone back to him.
If any modification takes spot by means of the establishment or with its legal condition, valid
agreements at the time of modification shall continue steadily to exist therefore between the latest employer
plus the workers of this establishment, and service shall be considered to be continuous.
Both the former as well as the brand-new employers shall jointly be liable for a period of six
months for the satisfaction of responsibilities arising from agreements of employment in the
duration prior to such change and after the lapse for the said duration the latest employer
shall be solely accountable.
If work assigned to your employee permits to acquaint because of the employer’s clients or
have access towards the secrets of his work, the boss may oblige the worker that
after termination of this contract he may maybe not participate with him and take component in any
company interest competitive to your employer’s. Such agreement shall be appropriate just if
the worker features achieved the age of 21 years during the time of its being performed and if
the agreement is restricted with regards to the place, nature and time of work to the
degree as is necessary to safeguard the legal interest of business.
Any non-national worker which absents himself from work without lawful reasons
just before the end associated with agreement for a limited period, may not just take up employment
elsewhere also with all the consent associated with boss for one 12 months following the time on which
he absented himself from tasks. With no various other company who is mindful of that may
– 35 –
use or hold such worker in his solution during such period.
In the event that non-national employee has informed the boss of their desire to terminate the
contract with unlimited period and has now absented himself from work prior to the end of
the legal notice duration, he might not just take up employment somewhere else before the lapse of
one year from time of absence from work, also with permission of employer, and no
other workplace, that is mindful of the instance may recruit him or hold him in service
prior to the end of such duration.
The terms of Article (128) and (129) exempt non-national employee whom obtains
previous acceptance of this Minister of Labour and personal Affairs prior to taking up another
employment with the endorsement of the original workplace.
Expenses for repatriation of a staff member to his destination of source or virtually any spot
decided upon by both events shall be borne by the employer. If the worker after the
conclusion of his agreement takes up employment someplace else, repatriation costs upon
termination of their service shall be paid by the very last workplace subject to the provisions
within the preceding conditions, and if the manager features failed to repatriate the staff member and
has not paid the repatriation expenses, the competent authorities shall do this at the
employer’s expense by way of accessory. If the cause for termination of agreement is
attributed to your employee, their repatriation would be organized at their very own cost if he
has the mean to spend.
ARTICLE (131) (REPEATED)
1. In program regarding the provisions stated within the preceding clause, the expenses of
employer’s repatriation shall suggest the price of his travel admission and whatever is
provided for into the employment agreement or in the bylaws of the
Establishment, such as the employee’s entitlement to travel seats for his
Costs and family for cargo of their luggage.
2. Into the cases where the workplace offers the worker with accommodation,
the staff member shall be obliged to vacate the accommodation within a period not
to meet or exceed thirty days through the time of his solution termination.
Added by Federal Law No. (12) of 1986.
– 36 –
3. The staff member might not wait getaway of accommodation, thereafter, for any
reason whatsoever, provided that the manager satisfies their responsibility towards
the staff member with respect to the followings:
a) expenditures defined in Clause (1) under this Article.
b) conclusion of solution remuneration and any other dues thought by the employer
under the work agreement or the bylaws or the Law.
4. Nevertheless, if the boss increased a conflict with regards to the amount of
Costs and dues referred to above; the competent labour division shall
determine urgently the quantity of such dues and costs, within one week of
a notification being sent to it, provided always that after such dedication is
made by the Labour Dept. the worker must be informed forthwith.
5. In such an instance, the credibility regarding the thirty days period referred to in Clause 2
under this Article, shall take impact through the date, the boss deposits the
Expenses and dues determined by the labour Department, utilizing the treasury of
Labour Dept. as a trust.
If however the worker features neglected to vacate the accommodation after expiry
for the stated thirty days, the Labour Department, in cooperation with the
skilled authorities into the concerned Emirate, will take the necessary
management activity to secure vacation.
6. No terms under this Article is deemed to prejudice the right of employee
to litigate thereabout prior to the competent courtroom.
1- Employer shall carry out to submit a lender guarantee to the competent labour
division. The kind, quantity, treatments and companies and establishments
subject to this condition, because well as various other pertinent provisions shall be defined
by a Cabinet Resolution. Such promise shall be for the good overall performance of
the employer’s requirements stipulated in Articles 131 and 131-a herein.
2.Deduction of amounts from the bank assurance pointed out in para (1) of
Included by Federal Law No. (14) of 1999.
– 37 –
current article shall be by virtue of a courtroom judgement, except for the
1. Return expenses of this employee to their home country or
anywhere since agreed with manager.
2. Amounts recognized by boss before the competent
labour department as entitlements of worker. In both cases,
the Ministry may deduct such entitlements through the guarantee
introduced to in Para (1) hereof and pay the same towards the employee
to settle their dues.
END OF SERVICE REMUNERATION
The staff member that has done one 12 months or more in the continuous service, is
entitled to your conclusion of solution remuneration at the conclusion of his solution. Days of absence
from work without pay are perhaps not incorporated into computing the duration of service, and the
remuneration is to be calculated as follows :-
1. Twenty one day’s pay for each year of the very first 5 years of service.
2. Thirty times spend for each extra year.
Offered that the whole total remuneration shall perhaps not exceed two year’s pay.
The staff member shall be entitled to end of service remuneration in respect of fractions
of the season payable pro rata to your time in fact worked offered which he has
finished one 12 months of continuous solution.
“Without bias to the terms of some guidelines with regards to the approving of pensions
Amended by Federal Law No. (12) of 1986
Amended by Federal Law No. (15) of 1985.
– 38 –
and gratuities to employees of some establishments, the end of solution gratuity shall
be computed based on finally wage that the staff member ended up being entitled to, in respect
of those drawing their wage per month, week or day, and on the basis of average
daily wage stipulated in Article (57) in respect of these drawing their wages on piece
work foundation. The wage which is considered as foundation for calculation for the end of
solution gratuity shall not feature everything given to the labourer in sort, housing
allowance, transport allowance, travel allowance, overtime allowance, representation
Allowance, cashier’s kids, allowance knowledge allowance, fun and social
services allowance or virtually any allowances”.
The manager may deduct any quantities due to him through the employee’s end of
In satisfaction of the terms of Article (132), situations of work preceding the
effective date of the Law shall never be considered as situations entitling the staff member to
conclusion of solution gratuity. Without bias to legal rights acquired by the employee under
any repealed labour law or agreements of employment, agreements, by-laws or
regulations for the establishment. Into the event of their demise, the employee’s gratuity
shall be compensated to their appropriate heirs.
If a worker under an agreement with limitless period has left his work at their own
choice after a constant service of not less than one 12 months and not more than three
many years, he shall be entitled to one third of this conclusion of service gratuity given to in
the previous Article.
In the event that duration of their continued service is even more than 3 years and less than 5 years he
becomes entitled to 2/3 of the said gratuity, however, if his continued solution exceeds 5
many years, he becomes entitled towards the entire gratuity.
If a staff member under a contract with restricted period departs his work on their own option
before the end of the contract duration he shall not be entitled to stop of solution gratuity
unless the period of his continuous service exceeds five years.
– 39 –
The employee shall be fully deprived for the conclusion of service gratuity in every of this
a. if he is dismissed from service for almost any reason in accordance with Article (120)
of this Law or if he renders his work to avoid dismissal in accordance with the
terms of the Article.
b. If he makes their work willingly and without notice in cases other than those
enumerated in Article (121) under this law with regards to unlimited period
agreements or before he finishes five years of continuous service with respect
to restricted duration agreements.
In any institution where a preserving fund is raised for workers and in case the
regulations of these investment offer that repayments made by the employer to the investment for
the account of worker is a legal commitment against the conclusion of solution gratuity, the
quantity of savings or advantages due hereunder shall be paid whichever is greater. If the
investment laws have actually no provisions that quantities compensated by businesses is a legal
commitment for the end of service gratuity, the staff member shall gather amount because of to
him from the saving fund in addition to your appropriate gratuity.
In virtually any institution in which retirement or security schemes or comparable schemes are
maintained, the employee who is entitled to retirement pension may pick both this
latter or the prescribed gratuity or whichever from both therefore is more favourable to
INDEMNITY FOR LABOUR ACCIDENTS
AND OCCUPATIONAL DISEASES
If the worker sustains a labour injury or work-related illness as enumerated in
Plan (1) and (2) affixed to this Law, the employer or its representative must
report the accident instantly towards the Police and Labour Department or any of its
branches having jurisdiction over the location of business.
– 40 –
The report must consist of employee’s vocation, title, get older, address, and nationality in
inclusion to a brief information associated with the accident, its conditions and the arrangements
made for the employee’s health therapy or help.
The authorities shall hold away required examination, upon receipt associated with report which
contains statements of witnesses and company or their representative and declaration of
injured if his condition so allows, therefore the report must suggest in certain if the
crash is associated with work, and whether it ended up being deliberate or an outcome of gross
misconduct regarding the part of the employee.
Following the investigation, the police must send a duplicate associated with report to your Labour
Department and another to the company. The Labour division may request that
the examination be done or perhaps it shall have the investigation directly
finished if it is deemed required.
In situations of Labour accidents and work-related diseases the manager shall spend the
employee’s treatment costs at federal government or personal hospitals until he recovers or
their impairment is proven. Treatment includes admission in hospitals or sanitorium, and
medical X-ray, procedure and laboratory charges in addition to medicines and
rehabilitation gear bought, man-made limbs and equipment supplied to the
handicapped people. Moreover, the workplace must pay the transport costs arising
from the treatment of staff member.
If the injury stops the worker from holding off his duties, the boss must
spend him an economic subsidy equal to full pay throughout the duration of treatment or for
a period of six months, whichever is faster. If treatment continues from more than six
months, stated subsidy shall be decreased to your half for another period of six months or
until the employee recovers from disease or his disability becomes certain or he dies
whichever happens first.
Financial subsidy referred to within the preceding Article is calculated based on last
pay received by the worker in regard of workers that receive once a week, month-to-month,
daily, hourly wages and on the basis of the day-to-day average pay offered in Article (57)
– 41 –
with respect to workers on piece work pay.
The health professional in charge shall at the end of therapy make a duplicate
report, a copy of which shall be handed to your staff member and the other to your
employer, and shall defined into the report type and cause of injury, day of crash,
its reference to work and period of treatment and or perhaps a worker features sustained
permanent infirmity, or perhaps and degree of impairment, if any, and whether such
disability is limited or total since well as their capability to hold on responsibilities utilizing the existing
If a dispute occurs in link utilizing the level of employee’s physical fitness for
Work or quality of disability or various other things related to damage or treatment, the question
needs to be referred to your Minister of wellness through the competent Labour Department.
A medical board comprising three federal government physicians shall be formed by the
Ministry of wellness each time such dispute is referred to it to decide the level of the
employee’s real physical fitness for service or quality of their impairment or any matter related
towards the therapy and damage. The board may consult with specialized experts and the
choice of the board shall be last and forwarded towards the Labour division to take
needed actions for its execution.
In the event that worker dies as a consequence of a labour collision or occupational disease, the
employee’s household users shall be entitled to an indemnity equivalent towards the basic pay of
the worker for a time period of 24 months, offered that the quantity of indemnity shall
not be less than eighteen thousand Dirhams rather than more than thirty five thousand
Dirhams. The quantity of indemnity shall be determined based on the last pay
won by the worker prior to his death. Such indemnity shall be distributed among
the beneficiaries for the dead worker in accordance with the conditions of this
routine connected hereto.
In application regarding the arrangements of this Article, the expression “members of the deceased
household” shall mean such persons whom at the time of loss of the staff member made use of to be
completely or mostly supported by the income of dead, that’s:
a. Widow or widower
– 42 –
b. Children, specifically:
1. Sons who have reached the age of 17 many years and people who regularly
attend schools and now have perhaps not done 24 several years of age, or those who
mentally or actually are incapable to earn living.
The term sons includes sons regarding the husband or of the spouse who were
under the guardianship regarding the dead at time of his demise;
2. Single daughters, including the daughters of this spouse or wife
who aren’t hitched as well as the time of death were under the
guardianship for the dead.
4. Sisters and brothers according to terms given to sons and
If labour accident or work-related condition leads to a permanent partial disability of
the staff member, he shall be entitled to indemnity in accordance with prices enumerated in
the 2 schedules connected to this Law multiplied by the amount of death indemnity
recommended in the very first part associated with the preceding Article, while the case may be.
The amount of indemnity as a result of the staff member into the event of a permanent total
disability shall be equal to that because of into the event of demise.
The Minister of Labour and Social Affairs may if necessary plus in arrangement with the
Minister of Health, amend the occupational conditions in Schedule (1) and indemnity of
disability in Plan (2) affixed to this Law.
Neither the injured employee nor the people in their family shall be entitled to
indemnity in regard of injury or impairment if it has maybe not caused demise and in case the
investigations by the skilled authorities have actually set up that the employee has
intentionally caused damage to himself with intention of committing suicide or to obtain
indemnity or sick leave or perhaps, or if perhaps the staff member was at the time of the
incident under the impact of drug or alcoholic beverages, or if he features wilfully violated
security instructions displayed conspicuously at the spot of business or if his damage or
impairment lead from really serious premeditated misdemeanor on their component or if perhaps he has
– 43 –
declined unreasonably the medical therapy or checkup as given by the medical
board established according to the terms of Article (148).
In any of the instances hereinabove, the workplace shall never be under obligation to provide
treatment or any economic subsidy towards the staff member.
COLLECTIVE LABOUR DISPUTES
Collective labour conflicts indicates any conflict between the manager and his
workers, regarding common interests for all or part of the workers in an
Establishment or vocation or a or a particular career or in almost any certain vocational industry.
If a conflict occurs between an employer(s) and all or part of his/their employees and
both events fail to attain an amicable settlement, the next actions shall be taken:
1. The staff members shall distribute their issue in composing to the employer and
at the same time dispatch a copy thereof to the Labour Department.
2. The manager shall respond in writing towards the issue or claims of the
workers within seven business days from time of receipt associated with complaint. A
multiple content thereof shall be submitted towards the Labour Department at the
exact same time.
3. In the event that employer fails to send his reply to the issue within the fixed
duration or if perhaps his reply does maybe not lead to settlement of this dispute, the competent
Labour division of its own motion or at request of either party shall
mediate to settle the dispute amicably.
4. If the complaint is made by the manager, he must send the problem
directly to the Labour division to mediate for an amicable settlement of the
If mediation attempts by the competent Labour division have failed to achieve a
– 44 –
settlement on the dispute within 10 times from time regarding the Department’s knowledge
thereof the division must refer the dispute towards the skilled conciliation board for
settlement and inform both parties of its decision in writing.
In each Labour Dept. a board is to be set up and called the Conciliation Board, and
for this purpose a decision shall be used by the Minister of Labour and Social Affair.
Each party to the dispute shall follow-up the matter prior to the Conciliation Board
until a decision is granted together with Board shall issue its decision by majority within
two months from day on that the dispute was called to it.
The choice shall be binding on both events only whether they have agreed in writing
prior to the Board to accept it decision. If such agreement is not made, either party or
both events may challenge the Board’s choice before the Supreme Arbitration
Committee within thirty times from time on which decision had been made, usually, the
decision shall be deemed to be enforceable and last.
Rescission of employment contract or dismissal for the staff members’ representatives who
are members of the Conciliation Board shall maybe not prevent overall performance of the duties
in the Board unless the staff members elect other representatives.
A Committee known as the Supreme Arbitration Committee is to be created for
Settlement of collective Labour Dispute, during the Ministry of Labour and personal matters,
composed as follows:
1. The Minister of Labour as Chairman, and in his absence the below Secretary
or the Director – General of the Ministry of Labour and personal matters shall
2. A judge of the Supreme Federal Court is nominated by the General Assembly
of the legal as an user and appointed by purchase associated with the Minister of Justice.
3. A person with knowledge and knowledge in labour matters and understood for his
impartiality is appointed as user by order regarding the Minister of Labour and
Personal Affairs. Two alternative people may be selected from the two
– 45 –
groups associated with the two regular users to act for all of them in their absence.
Appointment of regular and alternate members shall be good for three
renewable years, and restoration shall just take destination in the same manner as the
The Supreme Arbitration Committee for settlement of collective labour conflicts shall
have actually the abilities to issue final and conclusive judgements on all conflicts referred to it
by the worried functions. Choices of said Committee shall be used by majority the
grounds shall be mentioned.
According to a proposition from the Minister of Labour and personal Affairs, and in
consultation with all the Minister of Justice, a choice shall be used by the Council of
Ministers regulating litigation proceedings along with other principles essential for the good
progress of the work prior to the Conciliation Boards as well as the Supreme Arbitration
Committee for resolving Collective Labour disputes. For the function of performing
their particular functions these Boards and Committees may examine papers and documents,
files and other evidences and compel persons in control of the same to submit
these materials. They might additionally enter the organization to perform necessary
investigation and to take whatever measures that are deemed to be necessary for
settlement associated with the conflict.
Neither celebration towards the conflict my again raise the conflict regarding which a final
judgement has been given by any for the Boards referred to herein, unless with the
mutual arrangement of both parties to the conflict.
The Boards referred to herein, shall use the terms of this Law, the rules in
Energy therefore the rules of Islamic Sharia as well as virtually any customary rules, principles
of justice, relative and natural guidelines which are constant therewith.
The choices rendered by the Supreme Committee of Arbitration in settlement of
collective labour disputes shall be enforced with all the collaboration regarding the competent
Amended by Federal Law No. (12) of 1986.
– 46 –
authorities in each Emirate.
Labour examination shall be undertaken by specific inspectors connected to the
Ministry of Labour and personal Affairs, and achieving the prerogatives and powers
provided for in this law. Labour inspectors shall carry cards issued by the Ministry of
Labour and Social matters certifying their capacity.
Labour inspectors shall have these powers:
a. Control the proper utilization of the arrangements for the Labour Law
particularly in regard regarding the circumstances of work, remuneration and protection
and safety of workers during the overall performance of the obligations and such other
things pertaining to the security and health of workers and also the work of
Juveniles and ladies.
b. Supply employers and employees with info and specialized guidance to
enable them follow the greatest methods for the utilization of the provisions
of the law.
c. Report to competent authorities, any issues that the existing guidelines cannot
treatment and to propose whatever is required to this .
d. Make report of instances discovered in violation for the conditions of this Labour Law,
Decisions and regulations given with regards to their execution.
Before assuming their particular labour, functions inspectors shall just take an oath before the
Minister of Labour and personal Affairs that they’ll honour law, perform their duties
sincerely and seriously and that even after cessation from their particular present posts they shall
not reveal any secret or commercial trade mark or other secrets which may come to
their particular knowledge ex officio, and also to treat the grievances obtained by them in full
secrecy and shall perhaps not reveal to manager or to their representatives the articles of such
– 47 –
The businesses and their representatives must supply the inspectors designated to perform
labour evaluation, with , all such needed services and information for the
performance of their functions and to comply utilizing the summons to show up before
all of them and also to send their associates when they’re required to accomplish therefore.
The labour inspector shall have these powers:
1. Enter any establishment governed by the terms of this Law at any time of
the time or night without prior notice provided he carries out that during
2. Carry out any assessment or investigation as can be necessary to guarantee the
appropriate utilization of the Law, and in specific he shall :
a. Interrogate the boss or employees often alone or in presence of
witnesses in regard of any matter related to implementation of the
arrangements of the Law.
b. Inspect all files required to be kept according to the
conditions for the Labour Law and choices made in execution thereof
and also to get extracts and photocopies therefrom.
c. Just take one or more examples of materials associated or used to the industrial
functions or in various other functions susceptible to assessment if such materials
are believed to be bad for the wellness or safety of workers, in
purchase to have all of them reviewed in government laboratories to determine
the level of damage and notify the employer or their representative of the
results and also to simply take suitable actions in this regard.
d. Ensure that sees and magazines are exhibited conspicuously at the
destination of business according to the conditions associated with the Law.
The Minister of Labour and personal matters shall issue the needed regulations for
arranging examination steps stipulated into the preceding Article.
Without prejudice to your arrangements of Article 169 hereinabove, any person carrying
– 48 –
out assessment must inform the workplace or its agent of his existence unless he
thinks that the purpose of inspection requires usually.
A labour inspector may, in an effort to secure the conformity because of the provisions
concerning the security and wellness associated with employees, teach the companies or their
representatives to alter the machines and equipment used by them and also to perform this
within the time-limits recommended by him. Plus in the event in which an imminent danger
threatens the wellness and safety regarding the employees, he may enforce any necessary
measures intending at averting such risk right away.
If during an examination see, the inspector discovers any violation of the Law, regulations
or executive decisions, he shall report the violation in refer and writing exactly the same to
the skilled Labour division for needed activity against the offender.
The labour inspector may, if required , request the skilled administrative
Authorities and policemen to supply needed assistance.
In instances when inspection pertains to health aspects of the company the inspector must,
with all the consent for the manager of the worried Labour Department be accompanied
by a specialized doctor from the Ministry of Health or the doctor appointed for
The Chief Labour Inspector shall make a monthly report in the tasks of labour
Inspection, areas of evaluation, and organizations inspected, nature and number of
contraventions made and to make an annual report on examination within the area showing
Effects and results of examination and whatever remarks and proposals he may have
with a duplicate regarding the month-to-month and annual reports to be sent to the Labour Department.
The Ministry of Labour shall prepare an annual report on assessment into the State,
containing the role played by the Ministry in supervising the application associated with Labour
Law, plus in particular, the following matters:
1. A declaration regarding the arrangements regulating inspection.
2. A declaration on officials having the authority to examine.
3. Statistic in respect of inspected establishments, wide range of employees, number
of assessment and visits visits made by the inspectors, as well as violations
committed and penalties imposed labour accidents and cases of occupational
– 49 –
Types for violation reports, inspection registers, sees and warnings, as well as
suitable laws to utilize and keep all of them, are to be made and distributed by the
Ministry of Labour to labour Departments in different locations.
Susceptible to the top priority given to nationals and to the general pre-requisite conditions for
appointment of employees, the labour inspectors are necessary to :
1. Have actually the personality of full impartiality.
2. Do not have direct desire for the establishments they examine.
3. Pass a special test in behavior, after an education course of at the very least three
Special training classes for labour inspectors shall be arranged by the Ministry of
Labour, during which the inspectors shall in particular accept education on the
1. Concepts of company of assessment visits and connection with the employers
2. Methods of checking guides and registers.
3. Concepts of assistance associated with the businesses regarding the interpretation of as well as the results
gotten from the program for the Law provisions, and helping all of them in the
implementation of such arrangements.
4. Basic concepts of manufacturing technology and safety techniques against labour
accidents and occupational diseases.
5. Basic principles of self-sufficient production and its effect on maintaining
favorable conditions for the overall performance of this work.
Amended by Federal Law No. (12) of 1986.
– 50 –
Without bias to your severe penalty provided for in another law of imprisonment
for a period never to go beyond six months, and a fine not less than Dhs three thousand and
not more than Dhs. ten thousand or either associated with two charges shall be inflicted to:
1. Any person who violates any associated with the obligatory conditions of this Law or any
associated with the manager regulations or purchases issued thereunder.
2. Any individual who stops or hinders any regarding the official assigned to enforce the
conditions of this Law or any of is executive laws or resolutions, or
whoever efforts or begins to prevent him develop performing their task either by
Energy or violence or by threatening to use force or assault.
3. a formal entrusted with all the implementations regarding the arrangements hereof and
that disclose any private matter in regard of work, or any industrial
patent or every other tasks of work which could have come to their knowledge,
within the span of his task, also though he features remaining the work.
Execution of judgements to spend fines may not be remained. Fines imposed on the
manager shall differ according to the number of employees concerning whom the
infraction had been dedicated, offered that the total quantity of the punishment imposed shall
perhaps not meet or exceed three occasions the max limitation regarding the fine repaired . The conditions of this
Article shall use regarding the cases where a breach is dedicated up against the following
Principles and any laws and purchases granted in implementation thereto :
1. Infraction associated with the conditions of Article 13.
2. Infraction regarding the arrangements of part 2 and 3 of Chapter II.
3. Violation regarding the provisions of Chapter III.
4. Infraction for the provisions of Articles 114, 124, 125, 128 129, 142 and 144.
Into the event where an offense is dedicated again prior to the lapse of one year form
the work of a judgement being rendered against the perpetrator in regard of a similar
offence, the Court may cause the double for the punishment.
Subject to the arrangements stipulated in Articles 34, 41 and 126 unlawful proceedings
can be recorded up against the General Manager that is accountable for the administration of
the establishment and up against the workplace if situations give the notion which he was
perhaps not unaware of the details constituting the infraction.
If the workplace features not fulfilled his obligations hereunder the skilled Labour
– 51 –
Department may issue a choice showing the topic of violation, and instructing the
workplace to complete the work within a period to be fixed from day on which he has
been informed, usually the Department shall carry aside such work on the expenditure of
the harvest and boss expenses by way of sequestration.
In application for the arrangements of the Law, the laws and choices in execution
thereof, the Labour Department shall not in as far as feasible, turn to criminal
procedures except after advise and guidance ar provided to the businesses and employees
active in the infraction and when needed caution is provided to all of them in writing to
rectify their scenario according to the Law, before initiating any procedure.
The Minister of Labour shall take a decision establishing Labour Departments and
offices vested with capabilities to put into action this law and discover their particular areas of
The administrators of Labour Departments and Officials associated with the Inspection area at the
Ministry of Labour shall be vested with Judiciary capacity for the implementation of
this Law, regulations, choices and orders granted in execution thereof.
Any provision inconsistent because of the terms of the Law is hereby repealed.
Without bias to your cases under this Law regarding the exemption from costs, the
Minister of Labour shall determine in a choice provided by him the charges due for the
issue of Labour recruitment workplaces permits, work visas, work permits,
Restoration and issue of copies thereof supplied that such fee shall perhaps not exceed Dh. 500
(five hundred just).
According to a proposition by the Minister of Labour and personal matters the Council of
Ministry may issue guidelines which are more beneficial to nationwide employees.
– 52 –
The Ministry of Labour shall take the needed decisions for the enforcement of the
arrangements of this law, and Ministers in accordance for their locations of jurisdiction shall put
such rules into effect.
This Law shall be posted within the Official Gazette and shall simply take result sixty days
after the date of its publication.
Zayed Bin Sultan Al- Nahyan
The United Arab Emirates
Presidential Court – Abu Dhabi
6 Jumadi Ul Thani 1400 Ah
Corresponding to 20 April, 1980 AD.
– 53 –
PLAN NO. 1
Sr. No. DISEASE CAREER CAUSING THE
1. Poisoning by lead and its
2. Poisoning by mercury and its
3. Poisoning by arsenic and its
4. Poisoning by antimony and its
5. Poisoning by phosphorus and its
6. Poisoning by products, benzene or
its homologues or any compounds
or types thereof.
7. Poisoning by manganese and its
Any career which calls for use
or handling of lead or its compounds
Any profession requiring use or
management of mercury or its
Substances or any things containing
Exposure or mercury to mercury
Gases or dust or its substances or
products containing mercury.
Any profession calling for use or
handling or arsenic or its
Any items or compounds containing
Exposure or arsenic to dust or gases
of arsenic or its substances or items
containing arsenic .
Any occupation calling for usage or
maneuvering of antimony or its
Any things or compounds containing
Exposure or antimony to dust or
gases of antimony or its compounds
or things containing antinomy.
Any occupation requiring usage or
control of phosphorus or its
Compounds or publicity towards the dust
or fumes of phosphorus or its
Substances or items containing
Any occupation needing use or
maneuvering of these items or any
work calling for contact with its dust
Any career calling for usage or
maneuvering of manganese or its
Any things or compounds containing
manganese or exposure to the dust
– 54 –
Sr. No. DISEASE OCCUPATION CAUSING THE
8. Poisoning by sulfuric steel and its
9. Poisoning by petroleum, its fumes,
Types or compounds.
10. Poisoning by chloroform or carbon
11. Diseases ensuing from Radium or
12. Chronic skin illness and burns of
the epidermis as well as the eye.
13. Eye affections through the temperature and
light, and the effects of such
or fumes of manganese or any other
products with manganese content.
Any profession needing use or
maneuvering of sulfuric metal or its
Any items or compounds having
sulfuric content or visibility to the
Dust and fumes of sulfuric metal and
its compounds or any things having
Any profession requiring use or
handling of benzene and its
derivatives or its substances or
contact with the dirt or vapors of
benzene whether in solid, liquid or
Any career requiring use or
handling of chloroform or carbon
Exposure or tetrachloride to the
fumes containing them.
Any occupation needing exposure
or radium or just about any radio-active
Substance or X=rays.
Any profession needing use or
control of tar or coal tar
gear, mineral oil or kerosene
(or cement, flour or similar dirt or
any of the substances, items or
Any career needing recurrent
or constant exposure to reflection
of light, radiation or heat emitted by
molten glass, molten or hot metals
or exposure to powerful light and
high temperature that could cause
harm to eye or picture.
14. Pneumoconioses resulting from :
1.Silicosis (Silicon dust)
2.Asbestosis (Asbestos dirt)
Any occupation needing exposure
to silicon dust or any products with
silicon content material in a focus of
– 55 –
Sr. No. DISEASE CAREER CAUSING THE
3.Byssinosis (cotton fiber dirt) even more than 5%, such as work in rock
cement production facilities, sandblasting of
metals or virtually any occupation
calling for an identical exposure, as well
as any work requiring coverage to
Asbestos or cotton fiber dirt to such an
degree as to result in such an illness.
15. Anthrax Any work needing contact with
animals affected by such an illness or
along with their hair, horns and skins.
16. Glanders Any works needing contact with
creatures impacted by this illness.
17. Pulmonary Tuberculosis Any work in hospitals providing
therapy customers impacted by this
18. Enteric Fever Any work with hospitals specialized in
the treatment of this disease.
– 56 –
PLAN NO. 2
EVERLASTING DISABILITY SETTLEMENT ASSESSMENT
IMPAIRMENT S/R NATURE OF LASTING DISABILITY PERCENTAGE
Complete 1Loss of both hands from the shoulder
or loss of any two or higher limbs 100
2 complete loss of picture or loss of both vision 100
3 complete paralysis 100
4 Imbecility or total psychological deficiency 100
5 accidents or Injuries to the mind or skull
causing continuous hassle 100
6 complete disfigurement of face. 100
7 accidents and Injuries to your upper body and
internal body organs causing permanent and
total failure to operate usually 100
Partial 8 Loss of both feet from the thigh 90
9 lack of both arms from shoulder or above 85
10 extreme disfigurement of the face 80
11 complete lack of both hands through the elbow
12 complete loss of right arm from shoulder joint or from the shoulder 70
13 Loss of both legs through the leg or above 70
14 Total lack of left arm through the shoulder
shared or through the elbow 60
15 Loss of one leg from the knee or above 60
16 Loss of correct supply through the elbow or the following. 60
17 lack of one leg from the leg 60
18 lack of both feet from below the knee 60
19 Total lack of tight hand including flash 60
20 lack of remaining supply from above or underneath the shoulder 50
21 lack of the left hand fingers including thumb 50
22 Loss of one knee underneath the leg 50
23 complete and permanent lack of hearing 50
24 lack of tongue or permanent dumbness 45
25 lack of both feet from the ankle or below 45
26 Loss of genital organ 45
27 Loss of picture of one attention 45
28 Loss of correct hand through the wrist 38
29 Loss of thumb or four fingers of the correct hand. 35
30 Loss of remaining hand from the wrist 34
31Loss of thumb or four associated with remaining hand fingers 25
– 57 –
IMPAIRMENT S/R NATURE OF LASTING IMPAIRMENT PERCENTAGE
Limited 32 lack of one foot from the ankle or below 20
33 Loss of all toes of one foot such as the big toe 20
34 Loss of three of this correct hand hands excluding the flash 15
35 Loss of the list finger of this right hand 15
36 lack of the phalanges joint for the right hand thumb 10
37 Loss of the list hand of the remaining hand 10
38 Loss of three regarding the remaining hand hands excluding the flash 10
39 Loss of all feet base of one excluding the top toe 10
40 lack of big toe of one foot 10
41 Loss of the last phalanges joint of this left foot great toe. 6
42 Loss of the correct hand middle finger 6
43 Loss of the left hand middle finger 6
44 Loss of the correct hand annular hand 6
45 lack of the left hand annular finger 6
46 lack of the right hand auricular hand 6
47 lack of one finger of this remaining hand 6
48 Loss of the phalanges joint of any finger
excluding the flash 5
49 lack of the correct hand index finger next joint 5
50 Loss of the base toes excluding the great toe 5
51 lack of one molar tooth 3
52 Loss of one canine tooth 2
1. Complete incapacity to utilize any organ for the human body or part thereof is considered equal to total loss of
such organ or part associated with the human anatomy.
2. If the person hurt is a left – handed the payment hereinabove given to the left hand
shall end up being the same as for the correct hand.
3. When it comes to marring, disfigurement or abnormal alternation of any organ or part of the human body or
any feeling not included in the preceding routine, the price of impairment shall be approximated, in instance of
dispute, by the health board referred to in Article 148 hereof which shall just take into consideration
closest comparable case within the preceding schedule.
– 58 –
PLAN NO. (3)
TERMS AND PROVISIONS GOVERNING THE DISTRIBUTION
FOR THE DEMISE PAYMENT AMONG THE LIST OF FAMILY MEMBERS
ASSOCIATED WITH THE DEAD EMPLOYEE
1. Within the existence regarding the widow/widower with parents therefore the child who were in
the care of dead, the settlement shall be distributed in a way that
the widower shall get one eighth as well as the widows, if more than one, shall have
one 8th split similarly among them, the dad shall have on 3rd, and both
parents shall get one third similarly among them, and the remainder to your child.
Should there be no youngster, widows or the widower, if more than one, shall get
two thirds of settlement, the father shall have the remainder, and if both parents are
live, they shall have the rest to be divided equally between them.
In the lack regarding the parents the widow/widower shall have one eighth provided
it is split similarly among widows if more than one, plus the kid shall have
the remainder . Within the lack of either a child or a father using the widower/widow,
the latter, shall have the full compensation offered it is split equally
between widows if one or more.
2. Into the existence of a dad and a kid who were under the attention associated with the deceased
but in absence of a widow, the child shall have two thirds while the sleep to the
father or similarly to both moms and dads if they are still in existence.
3. Within the presence of children had previously been supported by the deceased worker, and
in lack of this widower, widow, parent, or parents, or brothers or siblings who
were supported by him, the compensation shall be distributed among the
children equally, and if there’s only one kid he shall have the complete quantity of
4. In the existence of parents who were supported by the dead employee
without kids, widower, widow or perhaps the payment shall be distributed
between the parents similarly. Unless just one moms and dad exists he/she shall have the
full compensation. Brothers and sisters supported by the worker prior to his
death shall have a similar share as moms and dads into the lack for the latters.
I hope this UAE Labor Law 2014 copy is informative and it will help you.
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