#uae labour law leave salary

[opspayroll]

Essential HR & Payroll Solutions: GOSI Compliance, Employee Benefits, and Contract Rules in UAE

For companies operating within Saudi Arabia and the UAE, efficient administration of payroll and HR is essential to ensure compliance with the local rules and regulations as well as effectively manage employee benefits. This guide provides the basis for the GOSI Compliance, HR payroll solutions as well as the regulations for contracts to help companies navigate the complexities of regulations and help their employees.

Understanding HR Payroll Management in Saudi Arabia & UAE

Effective payroll management system does more than processing salary payments; it also helps ensure the compliance of local laws, improves benefits administration, and enhances overall efficiency. Businesses operating in Saudi Arabia and the UAE are faced with unique challenges when it comes to payroll. These range from figuring out the GOSI system in Saudi Arabia to managing benefits for employees in the absence of limitless contracts for the UAE.

Key Components of Payroll Management Software

Employing payroll software for managing payroll has numerous benefits especially for companies with a variety of employees and complicated needs for payroll. Here are a few key aspects to be looking for:

Automatic Payroll Processing Automating payroll will help to reduce errors, speed up the process and increase accuracy.

Monitoring Compliance is a way to verify compliance with local laws governing labor, like GOSI, which is a requirement in Saudi as well as UAE contract regulations.

Self-Service Portals for Employees allows employees to check their pay details, benefits, as well as leave balances quickly.

Integration with other HR Systems seamless integration with HR systems to automate processes like leave and attendance tracking.

GOSI Compliance in Saudi Arabia

The General Organization for Social Insurance (GOSI) is the social insurance system that is mandatory for Saudi Arabia, covering various benefits for employees including disability and retirement. The compliance with GOSI is vital for all companies operating within the Kingdom.

What is GOSI?

GOSI offers social insurance benefits to Saudi citizens as well as expats who work for private companies. Employers and employees also contribute to GOSI which helps with the retirement benefits, workplace hazards as well as disability and retirement benefits.

Employer's Contribution Employers must contribute 12 percent of the salary of the employee to GOSI in Saudi.

employee contribution Employees can also contribute 10 percent of their wages to GOSI.

The reporting requirement Companies must be able to accurately pay their employees to GOSI each month to ensure that they are in compliance.

Importance of GOSI Compliance

For businesses in Saudi Arabia, maintaining GOSI compliance is not only an obligation of law but crucial to create an environment that is positive for employees.

Avoiding penalties Infractions to GOSI rules can result in sanctions and legal consequences.

Benefits for Employees: GOSI compliance ensures employees are provided with insurance and retirement benefits which improve job satisfaction.

Reputation Management Compliance with GOSI shows that your company is committed to ensuring the security of your employees as well as establishing a positive company image.

HR Payroll Management in the UAE: Limited and Unlimited Contracts

In the UAE the employment contracts are classified by their terms as only and unlimited and have distinct rules for each kind. Understanding these distinctions is essential for companies, particularly when it comes to the calculation of benefits at the end of the service and coordinating the payroll.

Limited Contracts

The limit contract with the UAE is generally a fixed-term contract, with a term of one to three years. It is terminated automatically at the expiration date unless it is renewed.

The End-of-Service Benefits Employees who have contracts with a limited duration can receive a gratuity contingent on the duration of their service.

End of Contract Rules A termination that occurs prior to the expiration date of the contract could result in penalties unless the parties have mutually agreed on.

Renewal Limits and Renewal Renewal Contracts with limited terms can be renewed, however they have stricter rules for renewal and termination.

Unlimited Contracts

A Unlimited contract with the UAE doesn't have an end date fixed and can be ended by either party upon giving notice.

Flexible termination Employers and employees are able to terminate an unlimited contract at any time with notice, which makes this contract flexible.

Gratuity Rights The employees have the right to receive a gratuity in accordance with the number of years they have worked since their termination.

is a common choice for roles that last a long time Unlimited contracts are typically utilized for long-term and indefinite tasks, making them an increasingly popular option for permanent jobs.

Using Payroll Management Software for Compliance and Efficiency

Installing payroll management software will simplify the complicated demands for payroll for Saudi Arabia and the UAE. Here's how:

Automated Compliance Management

Payroll software helps with compliance by staying up-to-date on rules and regulations like GOSI, which is a part of Saudi Arabia and UAE regulations on employment.

Automated Calculation of Contributions It ensures the accuracy of GOSI and employee contributions to employers as well as employees working in Saudi Arabia.

Calculation of the Contract-Specific Gratification Calculates gratuities according to the conditions of limited contracts in the UAE.

Reduces the risk of errors made by manual Automating reduces the possibility of mistakes while ensuring that payroll processing is accurate.

Efficient Employee Benefits Management

The management of the benefits of employees through payroll software enables the administration of benefits to be simplified and improves employee satisfaction and efficiency of HR.

Self-Service Portals for Employees Employees have the ability to see their benefits, balances on leave and pay slips, increasing the transparency of their benefits.

Benefits packages that can be customized Payroll software allows you to handle a variety of benefits for employees including retirement and health insurance.

The Leave Management: Monitors annual absences, sick days, and other absences in order to calculate entitlements with precision.

Ideal for Small Businesses

For payroll firms that cater to small businesses employing tools for managing payroll is crucial to manage benefits and payroll with a limited amount of resources.

Cost-effective Many payroll software choices are designed to be accessible to small-sized companies.

Scalability as the business grows, payroll software is able to be adapted to handle a larger number of employees and the more complicated payroll requirements.

Time-Saving Automates tedious tasks. This frees HR resources to concentrate upon strategic projects.

Employee Benefits in Saudi Arabia & UAE

The provision of extensive employees with a wide range of benefits is essential for employers to keep and attract top talent from Saudi Arabia and the UAE. Here's a list of the most common benefits that are offered:

Health Insurance

Insurance for health is a compulsory obligation to be covered in Saudi Arabia and the UAE, with employers required to offer coverage to their employees.

Saudi The requirement Employers must provide healthcare insurance coverage to employees as well as their families.

UAE Requirements Health insurance is compulsory in all UAE residents. Employers generally cover dependent and employee insurance.

End-of-Service Gratuity

The end-of-service bonus is an important incentive for employees who work in UAE in the UAE and Saudi Arabia, calculated based on the length of their employment.

UAE Gratuity In the case of gratuity entitlements, they differ depending on the type of contract, whether unlimited or limited..

Saudi Gratuity Like similar to UAE, Saudi Arabia mandates gratuity payments to employees upon the completion of at two years of employment.

Leave Entitlements

Each country has its own specific regulations for annual leave,maternity leave and sick leave law. They must be effectively managed by payroll systems.

annual leave Employees have the right to at least 21 days of annual paid time off in the UAE.

sick leave The two countries Saudi Arabia and the UAE provide sick leave paid with specific limitations dependent on the length of employment.

Maternity Leave Employers are obliged to offer Maternity leaves in each country, generally between 45 and 90 days.

Insuring compliance with Payroll and Benefits regulations

For businesses operating in Saudi Arabia and the UAE and the UAE, compliance with requirements for benefits and payroll is vital to avoid penalties and create a positive work environment.

Best Practices for Compliance

Stay Up-to-date Review and update policies in order to be in sync with changes to GOSI laws in Saudi Arabia and UAE labor laws.

Install Payroll Software Make sure you invest in dependable HR payroll software to handle payroll and benefits as well as compliance easily.

Inform employees Keep employees updated about their rights and benefits as well as ensuring transparency and confidence.

Conclusion

Controlling the payroll process, GOSI compliance and employee benefits, managing employee benefits, GOSI compliance, and payroll Saudi Arabia and the UAE requires a deep knowledge of local regulations as well as effective HR strategies. With the help of complete payroll management tools and staying current in terms of contract rules, businesses can simplify their operations and increase satisfaction of employees. Utilizing technology, like the HR payroll management software provided by OPS helps to be compliant and help the workforce efficiently, which is essential to the long-term success of these ever-changing markets.

OPS offers customized solutions to help companies operating in Saudi Arabia and the UAE adhere to the highest standards of compliance while offering the most efficient tools to manage the benefits of employees and payroll.

[rehasaleh]

Termination of Employment in the UAE: A Comprehensive Guide to Your Rights and Duties

Terminating an employment contract in the UAE is a common occurrence that can happen for various reasons. Whether you are the employee choosing to leave or the company deciding to end the contract, understanding the rights and duties of each party is crucial to ensure a smooth process without any legal disputes.

Reasons for Termination of Employment

By mutual consent: When both parties agree to terminate the contract, whether due to the employee's transfer to another job or personal reasons.

At the initiative of the employee: The employee may decide to terminate the contract for various reasons such as finding a better job opportunity or wishing to return to their home country.

At the initiative of the employer: The employer may decide to terminate the contract for reasons related to the employee's performance or for economic reasons.

Read More: Employee rights in uae

Employee's Rights Upon Termination of Employment

End-of-service gratuity: The employee is entitled to an end-of-service gratuity in accordance with the UAE Labor Law and the company's regulations. This gratuity is calculated based on the basic salary and length of service.

Outstanding wages: The employee is entitled to all outstanding wages up to the date of termination, including wages related to unused annual leave.

Compensation for termination of service: In some cases, the employee may be entitled to additional compensation for termination of service if the termination is in violation of the law.

Read More: Verbal Termination of Employment in UAE

Employee's Duties Upon Termination of Employment

Return of company property: The employee must return all company property, such as mobile devices and documents.

Notice to the company: The employee must notify the company of their intention to terminate the contract within the period specified in the contract.

Read More: non renewal of contract letter

Employer's Rights Upon Termination of Employment

Termination of the contract for a valid reason: The employer has the right to terminate the employee's contract for a valid reason, such as misconduct or poor performance.

Retention of company property: The employer has the right to retain any company property that has not been returned by the employee.

Read More: air ticket policy for employees in uae

Employer's Duties Upon Termination of Employment

Payment of dues: The employer must pay all financial dues to the employee, including end-of-service gratuity and outstanding wages.

Issuance of a certificate of service: The employer must issue a certificate of service to the employee indicating the length of their service and the type of work they performed.

Read More: salary change in labour contract

Important Tips

Read the employment contract carefully: Before signing an employment contract, carefully read all of its terms, especially those related to termination of the contract.

Contact the Ministry of Human Resources and Emiratization: In case of any dispute regarding the rights of employees, the employee can contact the Ministry of Human Resources and Emiratization for assistance.

Seek legal advice: In complex cases, it may be helpful to consult with a lawyer specializing in labor law.

Conclusion Termination of employment in the UAE is subject to specific laws and regulations. By understanding these laws and the rights and duties of each party, many legal problems can be avoided and the termination process can be carried out smoothly.

[hrblusky]

5 Tips for HR When Handling Redundancy 

Most HR departments will concede that one of the most stressful and complex challenges they face is handling redundancies amongst employees. Apart from the emotional stress this can cause for all parties involved, there are logistical and legal implications to consider. Also, the need to ensure that the employee is adequately supported during the leaving process – for their sake and for the organization's reputation. 

What is redundancy, and how is it managed in UAE Labour law? 

Redundancy refers to an employee’s dismissal because of a reduction in the business requirement for that employee’s services. 

According to the UAE Labour Law, redundancy regulations are covered under Ministerial Resolution 279 of 2020. Employers must provide their employees with sufficient notice (usually 30 days), notice pay (if the employee has completed probation), and the right to end of service payment (assuming one year of service). 

Employees also have the right to compensation for accrued and untaken annual leave, repatriation flights, and any other elements stipulated in the contract. The actual employee rights in each case are dependent on the fixed rules specified in their employment contract. 

Under the Resolution, employers must consider putting an employee on unpaid leave, on which both parties must agree. If an employee is made redundant, employers must continue to provide benefits (except salary), including housing, transport, and medical insurance, until the employee leaves the UAE or is employed elsewhere. 

This article provides you with five tips you can follow to help you manage the process effectively.  

1. Identify the criteria for selecting employees for redundancy 

It is vital that you put time into selecting which groups of employees are to be made redundant. There are several ways of grouping people depending on the reason for the redundancy, such as: 

Employees in similar roles; 

Employees in specific departments or sections; 

Employees based in a particular location; 

Employees whose work has stopped or been reduced (or is likely to stop soon). 

Some of the options listed are easier than others. If an entire department or physical location is closing, then everyone involved is impacted. However, if there are people in different departments or teams doing similar roles, it can be challenging to identify who should be selected. 

2. Determine whether you can offer voluntary redundancy 

It may make the process easier to offer voluntary redundancy rather than make the selection centrally. This approach will depend on circumstances but can enable employees to feel more of a sense of control and fairness in uncertain times. 

Often voluntary redundancies will be enough to manage the company’s issues. However, sometimes it will be necessary to make selections if the uptake has been too high or too low. Employees who volunteer for redundancy are considered legally redundant and have the same rights as anyone facing compulsory redundancy. 

3. Make sure you meet affected employees face to face 

Meeting employees to explain redundancies, outline the process to be followed, and discuss individual employee concerns is a critical element of handling redundancies effectively – but it is arguably the most difficult due to the emotions involved. 

This process has b for these meetings to be successful, the HR representative must be well prepared with facts and be ready to handle employees with empathy and care when they may be angry, hurt, or upset. Several meetings will likely take place during the process as the employee gets closer to leaving. Frequent meetings are likely in organizations with a large expatriate workforce, where issues such as end-of-service benefits, visa cancellation, repatriation and impact on family sponsorship are additional steps to consider. 

4. Support employees in looking for alternative internal or external roles 

If there is any possibility of reallocating the employee to another position within the organization, this should be explored. Issues can be faced in finding roles with similar grades and benefits packages. Still, most organizations widen the search to a grade below if feasible to give the best opportunity possible. 

In an expatriate labor market, benefits packages can be a deal-breaker in transferring internally, as elements such as education allowances can make reduced packages unworkable. 

It is essential that organizations also seek ways to support employees to find work in the broader external marketplace. Support may include various activities such as structuring CVs, providing training allowances for a period of skills development, providing paid time off for job search and interviewing, posting CVs on job boards and using contacts in other organizations, for example. 

5. Easing the Final Days 

No matter how well the process has been planned and executed, the final few days of leaving for any employee are fraught with emotions. They are losing tangible benefits such as their income, but they also lose their colleagues and the sense of belonging to an organization. These feelings can be exacerbated when there has been a long service duration. 

It is essential to show empathy and support the employee in whatever way they feel most comfortable. Some want a get together with colleagues, while others prefer to leave quietly with little public acknowledgement. 

become more challenging during the pandemic as meeting face to face has been severely constricted, but even if the meeting can only be done online, it should not be missed out in the process. 

As an organization, the more support you can give at this stage, the better the chance that the employee leaves with a positive experience and can adjust at their own pace to the new reality of being unemployed if this is the case. 

It is also crucial not to forget the employees who will remain with the organization as they may fear that they could be the next to be asked to leave or feel a sense of loss, both of which will reduce motivation and engagement. 

In Summary 

Redundancy creates a challenging time for HR and employees, so anything you can do to make the process fair, empathetic, and respectful will make a significant difference to all concerned. 

Taking time to plan and carry out the steps correctly will show respect to your employees and protect your reputation as an employer. 

Contact us at HRBluSky today to explore how we can support you in managing your workforce. 

[scribblesoul-20]

Job title: Fetal Medicine Consultant – Hospital Job Vacancy in Dubai Company: Envolve Recruitment Job description: We are currently recruiting for a Fetal Medicine Consultant to join our client's talented team at their state-of-the-art hospital in Abu Dhabi.This is an exciting and rewarding opportunity for the right individual, with an exceptional, tax-free monthly salary and amazing benefits.Benefits of working in Dubai:TAX Free monthly salary,45 days of annual leave per year,Sick Pay,Free malpractice insurance,Travel allowance,Free private health cover,Return paid flights,End of year additional 1 month salary (Gratuity) as per UAE labour law!Prestigious working conditions in established, reputable state of the art hospitals.Live in one of the most exciting, vibrant and safest cities in the world with all year-round sunny weather with beautiful beaches.Please note that all packages are tailored by the hospital on an individual basis by the hospital director based on experience, age and availability.Position RequirementsMust be western trained. Expected salary: 80000 per year Location: Dubai Job date: Fri, 23 Feb 2024 02:47:45 GMT Apply for the job now!

[awslegals]

Labor Law In Dubai

The labour law primarily dictates employee work hours, wages and salaries, vacation days, sick leave, workplace safety standards, and more. All employees are subject to the UAE labour law regardless of their status as citizens or residents

Furthermore, all commercial industries are subject to labour and employment laws. The UAE’s labour force is exceptionally diverse. As such, the details and specifications of said labour laws are considerate and protective of all employee backgrounds, nationalities, and religious views.

Labor Lawyers in Dubai

Employment laws in Dubai can be complex, and both employees and employers need to be aware of their rights and obligations. Our Labor Lawyers in Dubai are well-versed in the local labor laws and can provide expert guidance on matters such as employment contracts, workplace disputes, wrongful termination, and labor court representation.

[sunilc087]

What is the basic knowledge of UAE Labour law?

Having a basic knowledge of the UAE Labour Law is essential for both employers and employees. It covers various aspects such as employment contracts, working hours, leaves, termination, and end-of-service benefits. The law establishes guidelines for minimum wages, occupational health and safety, and protection against discrimination. Employers must adhere to the law's provisions, including proper documentation and timely payment of salaries. Employees have rights to fair treatment, timely payment, and safe working conditions. Understanding the basic principles of the UAE Labour Law helps maintain a harmonious working relationship and ensures compliance with legal obligations.

[simplysolvedagency]

Outsource HRM & Payroll Services For SMEs - HR.SimplySolved

HRM & Payroll Management Service

We provide a wide range of services. A comprehensive range of HRMS software is included in our packages. HR and Payrolls, Employee Self-Service, Recruitment Software, PA or Performance Appraisals, Human Resource Budgeting and Manpower, Planning and Training Management, as well as Software, are all included in this package, which also includes Service and Payroll Outsource Service. At HR Management Solution, our vision and goal has always been to understand and satisfactorily meet the needs and demands of our valued customers.

Our professional Payroll Services team, based in Dubai, UAE, and experts in the GCC payroll process, will work with you to understand your business and provide the best people and payroll results.

PAYROLL SERVICES

With HR Simply Solved fully outsourced payroll service, you may save up to 75%* on your payroll overhead costs. Our end-to-end payroll solution provides you with a professional payroll partner who will manage the processing and reporting needs for each pay run, allowing you to focus on what you do best: operating your business.

A well-defined payroll management system is a catalyst for an organization's seamless operation. It aids in maintaining confidentiality and complies with legal standards for performing basic payroll calculations in an efficient manner. From the outside, the payroll process appears straightforward, but it entails meticulous planning and computations on gross salary, leaves, advance loans, gratuity, and other factors. Outsourcing your payroll rather than relying on in-house financial teams is the ideal way to do this. Outsourced payroll services are available at a low cost, with better data security and control.

OUR PROCESS

Our cloud-based payroll services are so comprehensive that we take care of everything from start to finish, leaving you with nothing to worry about. We begin by gaining a thorough understanding of the relevant awards and pay rates for your sector and personnel.

VAT SERVICE In UAE

VAT (Value Added Tax) is an indirect tax applied at each point of sale on the use or consumption of goods and services. The end-user is ultimately responsible for the cost. The VAT is collected on behalf of the government by businesses and organisations. With the implementation of VAT in the UAE on January 1, 2018, consumers should expect to pay 5% more for the goods and services they use. You can easily handle the VAT components of your business by using the correct VAT services in Dubai, UAE. Your business must be registered under the UAE VAT law in order for the government to recognise it. Consulting a VAT service provider in the UAE simplifies all of your VAT-related processes, ensuring that your company follows Emirati VAT laws and regulations. CDA is a significant VAT service provider in Dubai and the United Arab Emirates, offering a variety of VAT services such as VAT registration, VAT deregistration, VAT return filing, VAT accounting, and more.

Accounting System Implement

We assist enterprises and companies in the UAE with the implementation of new accounting software or the upgrade of existing software. In exchange, you'll gain better financial data automation and a more effective accounting methodology. Additionally, the accounting system data can assist your administrative and management teams in making educated business decisions.

Government agencies, non-profit organisations, healthcare organisations, SMEs, and other organisations benefit from accounting system automation. But, above all, it is ideal for individuals who use bookkeeping and ledger accounting systems. However, getting used to the software can be difficult at first.

Working with the appropriate partner can make a huge impact in the success of your company.

HR SimplySolved provides guidance and domain experience to ensure that your company's HRM and Payroll operations are running smoothly.

To support our services, we draw on our knowledge of labour law. Our strategy to ensure employee satisfaction includes extensive training and deployment.

Dedicated Support & Account Management

We keep thorough operating procedures and service levels on file, and we back them up with trained employees. Account Managers are allocated to each client and are in charge of meeting service KPIs.

Our ISO Quality processes guarantee that our services are both affordable and dependable.

[fiorick]

Human Resources Manager - Start Now

Human Resources Manager – Start Now

Job title: Human Resources Manager – Start Now Company: GEMS Education Job description: concession, 52 days yearly annual leave and other benefits in line with the UAE Labour Law. If you meet the criteria… Manager to join our amazing team at GEMS Group Holdings Limited in dubai, dubai. Growing your career as a Full Time Human… Expected salary: Location: Dubai Job date: Fri, 15 Jul 2022 07:58:57…

[opspayroll]

UAE Employment Contracts: Unlimited vs. Limited and Dubai Labor Laws

When working or hiring in the UAE, understanding the two main types of employment contracts—unlimited and limited—is crucial. Each contract type has its unique terms and conditions that affect everything from job security to termination rights. This blog will break down the differences, highlight the key aspects of Dubai labor contracts, and guide you on choosing the right contract type for your business or career in the UAE.

What is an Unlimited Contract in the UAE?

An unlimited contract in the UAE is an open-ended employment agreement. It does not specify a fixed duration of employment and provides flexibility for both the employer and employee. These contracts are popular for roles that are ongoing, where no clear end date is required.

Key features of an unlimited contract include:

No set end date.

Either party can terminate the contract, provided appropriate notice is given.

Commonly used for long-term employment relationships.

Termination of an Unlimited ContractIn an unlimited contract, either party can terminate the employment by providing notice, usually between 30 and 90 days. Employees under this type of contract are entitled to severance pay based on their length of service.

Tip: Unlimited contracts offer greater job security, making them attractive for employees seeking long-term stability.

What is a Limited Contract in the UAE?

A limited contract in the UAE is a fixed-term agreement where both the start and end dates of the employment are clearly stated. Typically lasting for two to three years, this contract type is ideal for specific project-based roles or positions with a clear end date.

Key features of a limited contract include:

Defined start and end dates.

Automatic expiration unless renewed.

Termination before the end of the contract term may result in penalties for either party.

Termination of a Limited ContractIf a limited contract is terminated before the agreed-upon end date, the party responsible for the termination may be required to compensate the other party. This compensation usually equals the salary for the remainder of the contract period or up to three months' salary.

Tip: Limited contracts are often used for projects or seasonal jobs and offer clearer terms of service duration.

Dubai Labor Contract: Key Insights

If you're working in or hiring for a position based in Dubai, it’s important to note that Dubai labor contracts adhere to the UAE's labor laws but may include specific guidelines due to the local legal framework. Whether you're dealing with a Dubai labor contract under a free zone or on the mainland, here are key points to consider:

Legal Framework: Dubai follows federal labor law but has specific rules under free zones such as DIFC and JAFZA.

Salary and Wages: Employers must comply with minimum wage laws and ensure timely salary payments.

Employee Rights: Dubai labor contracts must respect employee rights, including timely payments, end-of-service gratuity, and appropriate leave.

Note: Employers in Dubai should familiarize themselves with local regulations and ensure their employment contracts comply with both UAE labor laws and specific Dubai requirements.

Key Considerations for Employers and Employees

When deciding between an unlimited contract and a limited contract in the UAE, both employers and employees should consider the following:

Nature of the Job: Is the job project-based or long-term? For short-term projects, a limited contract is more appropriate, while for ongoing roles, an unlimited contract is often preferred.

Employee Rights: Understand the severance pay and end-of-service gratuity rules for each contract type. Unlimited contracts may offer more flexible severance pay, while limited contracts involve strict penalties for premature termination.

Job Security: Employees seeking long-term stability may prefer unlimited contracts. However, limited contracts offer clearly defined periods of employment, ideal for project-based roles.

Legal Obligations: Both contract types are governed by UAE labor laws, and it's crucial to adhere to these legal obligations to avoid disputes or penalties.

Benefits of Each Contract Type

Both unlimited contracts and limited contracts offer distinct advantages, depending on the employer's business needs and the employee's career goals.

Advantages of Unlimited Contracts:

Greater job security for employees.

Flexibility in termination, provided notice is given.

Well-suited for long-term roles and stable employment.

Advantages of Limited Contracts:

Clear terms of employment with defined start and end dates.

Ideal for project-based or seasonal roles.

Provides a structured employment relationship.

Summary: Choosing the right contract type involves balancing job security, flexibility, and the nature of the work. Employers and employees should assess their individual needs before committing to a contract type.

Final Thoughts on UAE Employment Contracts

The UAE offers a well-regulated employment system with both unlimited and limited contracts to meet diverse business needs. Employers must ensure compliance with UAE labor laws and select the contract type that aligns with their business requirements. Employees, on the other hand, should carefully review their contract terms to protect their rights and job security.

Whether you're hiring in Dubai or working in the UAE, understanding the nuances of unlimited and limited contracts is crucial for making informed decisions. By choosing the right contract type, you can establish a productive and legally sound employment relationship.

For expert advice and assistance with your UAE employment contracts, OPS is here to help. As a trusted partner, OPS ensures that your business is compliant with UAE labor laws while providing tailored solutions for your employment needs. Contact OPS today for reliable support in navigating your labor contracts and ensuring your company’s success!

[hlbhamtca]

PAYROLL PROCESS IN UAE

HLB HAMT is a payroll outsourcing provider in the UAE that has been assisting clients manage their payroll cycle, with 100 percent accuracy and confidentiality. Payroll process is a mandatory function in any business that requires time and an eye for detail. Even though payroll laws and regulations vary from country to country, the basic principle remains the same; paying all the employees on time, without any error in calculations.

HLB HAMT Level 18 City Tower -2, Sheikh Zayed Road PO Box No 32665 Dubai – United Arab Emirates. T: +971 4 327 7775 E-mail: dubai@hlbhamt.com

In the UAE, payroll requirements are taken care of by the labour law. The new labour law, Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector, came into effect on 2nd February, 2022, replacing the previous Federal Law No. 8 of 1980. The new law intends to protect the rights of both employer and employee and it covers subjects connected to working hours, overtime, leaves, vacation and public holidays, employing juveniles, employee records, safety standards, minimum wage, termination of employment, end of service gratuity payments and work injuries. The law does not specify any minimum wage, but the salary provided to employees must be sufficient to fulfill their basic requirements.

It is the Ministry of Human Resources and Emiratisation (MoHRE) that is in charge of supervising the employer-employee relations and ensuring labour rights are maintained in the private sector.

Wages Protection System

For non-free zone companies and JAFZA free zone, payments are controlled as per the wages protection system. As per this system, employees’ wages will be transferred to their accounts in banks or financial organizations, which are authorized by the Central Bank of UAE. Unless a company registers with WPS, MoHRE does not involve in any kind of transactions or deals with them.

The payment can be made in the national currency of the country, Emirati Dirham or any other currency, provided it has been agreed upon by both the employer and employee in the employment contract.  The employees must be paid monthly or bi-weekly based on the type of contract.

Payroll is not subject to income tax in the UAE and as such there are no mandated tax deductions. But, UAE nationals will have to contribute towards national pension plans contributions.

Gratuity payment in UAE

Gratuity is a one-time payment made to employees following the end of their service, provided the employee has served in the company for more than a year. As the service period of the employee increases, gratuity sum also accrues. While calculating the end of service gratuity in UAE, the days of absence from work without payment are not considered. The gratuity amount is calculated as given below;

21 days pay for each year of the first five years of employment

30 days salary for each additional year

Outsourcing payroll in UAE

Companies usually find it bit difficult to manage payroll of multiple employees, when they have numerous other core business functions going on at a daily basis. In the case of larger enterprises, that has thousands of employees, the work increases. Moreover, when you do payroll on your own, the chances of error increase and the mistakes in the calculation of salaries can result in dissatisfied employees and can affect the work productivity.

Outsourcing the payroll function not just frees up the time of an entity, but also offers the assistance of a professional company that can provide accurate results, that is compliant with the laws and regulations. Another major advantage of outsourcing the payroll function in the UAE is the cost-effectiveness it provides. A company need not bear the cost of costly technology or skilled personnel as opposed to processing payroll internally.

UAE payroll is subject to numerous laws and regulations; hence the assistance of a professional squad who are well updated about the compliances and changes in the industry is mandatory. Outsourcing payroll also comes with additional data security as these consultancies will be equipped with highly updated resources and strategies to protect the sensitive information of employees.

READ MORE: hlbhamt.com/payroll-process-in-uae

[axolon-erp]

HR & Payroll Solutions Dubai

Top 3 Benefits of Implementing An Integrated Payroll & HR Software

ACCURATE PAYROLL REPORTING

With your HR software and payroll integrated on a single platform, customizing and generating payroll reports can easily be done with a few clicks. For instance, there may be times whereby you need to track expenses payments made to employees as part of internal auditing. Suppose your expenses tracking were made on your payroll software and you need to update these records manually on your payroll software. This may result in inaccurate data entries and risk incorrect calculations during salary calculations or tax filing.

By integrating key HR functions such as expense management and claims submission with your payroll software, it ensures real-time update of your payroll records. Concurrently, this data will be synchronized with your employees records and eliminates the risk of inaccurate payroll records.

ENSURES PAYROLL COMPLIANCE

Ensuring payroll compliance with the multiple labour laws can be stressful particularly when you are processing payroll for several countries. An integrated HR and payroll platform can help to take away that stress by ensuring accurate salary calculations and tax deductions based on each country’s labour laws. This can be done by configuring your payroll software to calculate salaries and tax deductions based on the individual employee’s profile that is extracted from your HR software. Not only does this ensure that your payroll is compliant with the respective country’s labour laws, it helps you to easily generate historical payroll data during internal or external audits.

IMPROVES COMMUNICATION AND DRIVES TRANSPARENCY

A unified HR and payroll software can empower your workforce, improve internal communications and drive transparency. Timely and accurate salary disbursements plays an important role in employee engagement. Concurrently, implementing an integrated HR platform that is equipped with self-service tools for employees further enhances the employee experience.

Tools such as e-payslips, online leave balance and applications, e-claims submission and reimbursements allow for seamless access to payroll and employee’s personal details without having the need to constantly go through the HR department. It also provides employees with a sense of ownership as they are able to take charge of their own HR needs.

An integrated payroll and HR software allows both HR and payroll teams to access the same information, sensitive payroll data and employee records, on a single platform. Not only does it help to drive internal efficiency and data accuracy, it helps with payroll compliance as well.

As HR and payroll gradually intertwine to play a more strategic role within the organization, it would make more sense to pool together the department’s resources and seek as much integration between HR and payroll where possible.

Also human resource personnel are answerable to employees’ queries about salary considerations, wage increase, payroll processes and tax deductions clearly and confidently to deliver convincing answers. Hence matters such as these which consume a lot of productive man hours of HR personnel is entrusted to payroll service providers externally.

HR & Payroll Solutions Dubai

Axolon has developed clients to reach digital maturity by concentrating on technology, customer-centricity, and exponential return on investment; by integrating excellent user interface and data-driven methodologies. We provide you with the best HR & Payroll Solutions Dubai, UAE , Saudi Arabia, Oman, Bahrain, etc. If you would like to know more about our services, please feel free to call us at 800 296566 or email us at info@axolon.com.

[dubaiadvocates]

Labour and Employment Lawyers in UAE

Labour and Employment Lawyers in UAE is a popular term for those who have few skills, capacities, capabilities, and knowledge. These attributes can be described as follows; Lawyer with professional education A lawyer with a court license to practise A lawyer with experience in Labour Law Cases A lawyer with experience in court cases Lawyer with experience in communication and languages Lawyer with experience in UAE Labour Law Lawyer with a passion to work and serve in Labour Law UAE The Labour and Employment Law matters a Labour Lawyer or Employment Lawyer has to deal with can also be described as false terminations, outstanding receivables, unpaid salaries, harassment, immigration issues, absconding, gratuity issues etc. These are only a few types mentioned here, it can be several otherwise. A labor and employment lawyer in the United Arab Emirates normally focuses on legal issues or predicaments that may arise from the employer and employees relationship. These disputes are inevitable and have to be produced where there is a business. Especially where the market is UAE and the entire world is gathered over there for taking advantage. They interpret and provide valuable advice and guidance on numerous different kinds of labor and employment laws including the wages and salaries, hour laws, health and safety at the workplace, rest breaks laws, disability leaves and compensation, workplace harassment, wrongful dismissals, or terminations. Some of these employment lawyers in dubai litigate cases in the court of law while others extend help to companies and individuals crafting company policies and employee handbooks. These Labour and Employment Lawyers in Dubai is an authority. The authority also tells us about the interest of UAE in promoting businesses in the region and managing the employment disputes for the ease of businessmen and the employee. Read More: https://dubaiadvocate.ae/labour-and-employment-lawyers-in-uae/

[ask-the-law]

Legal Knowledge by Lawyers

Are partners considered an employee in the Business? Obviously not. Federal Law No. 8 of 1980, covers and governs all the Labour & Employment Cases. It says that Partners are not the employees. They are investors and they should be treated as the investor. But, if you are also holding Employee Status means working as Employee, having Employment VISA etc, then you can be treated as Employee. Above situation is only for those who are just investing the money and they are not holding any position at all as an employee. Legal Consultants should be checked for the latest updates.

The Labour and Employment Lawyers

Limited Contract bounds employees to complete it, he can be given a labour ban otherwise as well as he has to pay 45 Days Salary. If there is a mutual agreement signed between two parties then it can be the exception. The employer can not terminate a worker when he is on leave. Well, Labour & Employment Lawyers should be consulted by both parties in case of any dispute or Court Case, or for the updates in Labour Law UAE. Shareholder of a business company called LLC Business Company is only responsible up to of his shares in the company’s capital. But if he makes a scam or fraud then he is also responsible or only responsible for the fraud, he has committed. Check with business lawyers to get the latest updates. There are many Law Firms in UAE offering experienced corporate lawyers. When a pregnant woman goes on her maternity leave, then she can not be terminated. If she is terminated then she might ask for wrongful termination compensation. Therefore it is recommended to consult the legal consultants before hiring or terminating the employees. When an employee completes his contract and he does not want to renew his contract then he should be paid with his End of Service and other unpaid amounts at the time of VISA Cancellation or before the VISA Cancellation. As per the Law, it can not be paid after the VISA cancellation. The employer should be very careful while paying end of service at the right time, it can provide the option to the employee to take necessary legal action. The employee should also not accept the condition that the end of service will be paid once the VISA is cancelled. The court does not accept this justification. It does go into the favour of the employee as well if he makes a mistake like this, though still, he has the option to take the matter to Court.

https://askthelaw.ae/legal-knowledge-lawyers/

[virtual-accountants]

How to Calculate Gratuity in Dubai

How to calculate your graduating if you are working as a domestic worker in the United Arab emirates

There are three types of employment regulation or law in the United Arab Emirates:

labour law

free zone employment law and the

domestic worker law

About 60 per cent of domestic workers and 40 per cent of the employers don't know there is a law and they have to comply with it. There are 20 categories of domestic worker in the United Arab emirates including house-maid, cook, driver and farmer etc.

Virtual Accountants LLC is Offering Consultants Feasibility study in Dubai for your Business plans and Our Experts also woking Accounting services in Dubai 

  if you are working as a domestic worker you should not forget That there is a law your employer has to comply with it and you also comply with that law if you breathe the law you should be accountable if your employer breaks the law he or she should be accountable that's why there is nobody is bigger than the law and the regulation of the country

now let's talk about what is the provision on the domestic worker law if you are working as a domestic worker you will work 12 hours a day and at our, you must get rest sixth day you will work and one day you will get rest every weekend 26th day you will work for a month every two years you will get an up down-ticket and the vacation when you are on the vacation

you will get a two-month salary if you work your rest day also the employer has to pay you and that will calculate as a overtimes medical insurance and the medical expenses will be provided by the employer every year you will get 40 days of medical leave

if you are working that day also you will be entitled to climb that when you terminate the contract the graduation is a prohibition on the domestic worker law in the United Arab Emirates okay how the graduate is calculated I will show you on my computer screen okay there is one calculator

which provide you with an accurate calculation of your graduating and the end service benefits according to the domestic worker laws years if you work one year and you are entitled to 14 days salary if you work for two years you are entitled to 28 days salary and this will go continuously until you work with your employers everything how should be calculated i'll show you on my computer screen

let's move onto calculate your graduating click here Gratuity Calculator UAE , 

[tasheelegal]

Everything You Need To Know About Labour Issues & Cases In UAE

People nowadays wish to work in other countries generally. But when they take this decision, it is important to know the complete information about working there. Especially, if you are thinking about getting a job in the UAE, then you must know everything about the labour issues & cases in UAE. This will help you understand the rights and issues that you may encounter while working in the UAE. When there is a business, there will be many labour issues which will arise during the period of working.

Most of the employees in Dubai do not know their rights which is the major reason why they face many challenges during their working period. When you understand about labour issues & cases in Dubai then you will be able to handle any issues properly with good support. When you find a job in UAE, first you must ensure that you will be employed in the approved licensed company. This is the main process of entry permit to employment purposes. You must also know the labour laws which will secure you during your working in the UAE.

What are the common labour issues & cases in UAE?

The basics are that the labour law is applicable for everyone working in the UAE despite their nationality. The only exceptions will be for the security forces, farmers, domestic servants and federal & local government employees. The common labour issues & cases in UAE which is faced by the employees here are basically about the working hours, employment contracts, medical or social security, employment termination and so on.

Some other rare labour issues & cases in Dubai are the redundancy issues, visa cancellation, unpaid salary, compensations and other human rights and equity issues. But the UAE government has many laws which will help the employees to handle these issues. If you think that you will get under any labour issues & cases in Dubai, then it is important to get proper support from the law firm, where the lawyers will help you in handling it.

Whether you need to get all the unpaid salaries, to be paid for the extra hours of hours, get a compensation, get gratuity, get annual leave or any other issues, you can get the consultation from the firms. The experienced lawyers will help in these issues so that you can get the rights you have. The lawyers will first understand your issues and make you understand all the possible ways through which you can get your rights.

They will also help you apply for your rights to the Dubai Labour Authorities regarding the employment matter if necessary. The lawyers will help you in handling all the issues properly and finally guide you to get your rights. Hence, if you are going to work or already working in UAE, then first understand about the labour issues & cases in UAE which will be very useful for you in the future.

[labourlawyersindubai]

Claiming the Women’s labour rights in UAE courts

Women's rights are governed by labour law in the UAE. Our associate labour lawyers in Dubai competently handle the employment cases. They are knowledgeable about the rights of women following UAE labour law.

They make sure that the company or business are capable of handling their transaction process without any safety concern. Under the following condition, an employee and manager should hire an employment lawyer in UAE.

Avail Decent environment for working Women in the UAE

Women are given separate section rights in labour law which are governed by UAE jurisdiction. Our associate labour lawyers in Dubai are knowledgeable about the rights of women and have full command of UAE labour law. 

Following are the facilities provided to women in the UAE according to labour law:

·         No Nightshift (they are not allowed to work after 10 pm)

·         Equal salaries for women and men

·         45 days maternity leave

·         Supplementary breaks

·         Playgroups in public offices 

·         Sanitation for women employees

Adequate services while working in remote areas, including safety, suitable, mobility, appropriate living place, drinking water, proper food and other eatables, first-aid facilities, leisure time and sports facilities

What women should do before filing a case in Dubai?

Women should be aware of their privileges and standards of Woking in a corporate. If in case of any issue occur, report urgently in any police station and consult labour lawyers in Dubai. You should keep the record of all the documents while working in any company. 

Moreover, sometimes you are suspected at the workplace of a crime that you are not accountable for. Henceforth, know your worth and protect your rights initially. Our associate labour Lawyers in Dubai have techniques that are economical and brief. They provide an expedient resolution of labour disputes possible for our female clients.

Wrapping Up

Whether you are in Sharjah, Ajman, or any other city our labour Lawyers in Dubai are always here to help you. We offer customized services within the UAE. Book your appointment session to avail of our services. Our associates are willing to address you in the best possible way.