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Audit and protection of labor relations in the UAE
— Labor and tax legislation in the UAE is attractive to employers because there is no payroll tax, as well as accruals to various funds: pension fund, medical insurance fund, social insurance fund and others.
Despite the fact that in many countries of the world the tax and other financial burden on salaries is 40-50%.
However, the labor rights of employees in the UAE are protected and employers have certain responsibilities, failure to comply with which may entail legal consequences.
Despite the fact that in many countries of the world the tax and other financial burden on salaries is 40-50%.
However, the labor rights of employees in the UAE are protected and employers have certain responsibilities, failure to comply with which may entail legal consequences.
Pay wages through the WPS (Wage Protection System).
If the employer did not pay the PO to employees through the WPS system, they will be required to re-pay the entire PO for the entire period, even if they have proof of the actual payment of the PO (for example, bank transfers or receipts from employees).
Apply for a resident work visa (Emirates ID). The employer is prohibited from collecting visa costs from employees.
Provide employees with health insurance.
Fulfilling the conditions of emiratisation — hiring UAE citizens.
A fine of 50,000 dirhams ($15,300) per employee.
Fine.
A fine of 500 dirhams for each month of absence of insurance.
Official employment: the employer is prohibited from admitting, and the employee is prohibited from starting work without signing an employment contract and obtaining a work permit from the Ministry of Labor.
Obligations of the employer:
Consequences in case of violation:
A fine of 50,000 dirhams ($15,300).
Violation of the labor rights of employees can also lead to the blocking of the company in the Ministry of Labor, which means that it is impossible to hire new employees.
Our services in the field of labor law for employers:
Due diligence audit of labor relations;
Development of employment contracts, amendments to them, and agreements on termination of employment relations;
Development of local regulations (labor regulations, regulations on personal data protection, regulations on trade secrets, etc.);
Analyzing and minimizing the risks of an employer when hiring and firing staff;
Advising on the protection of confidential information;
Advising on tax aspects of labor relations;
Consulting and development of documents on personal data protection issues (processing of personal data by third parties, cross-border transfer of personal data, etc.);
Advising on financial liability and compensation for damage.
Development of employment contracts, amendments to them, and agreements on termination of employment relations;
Development of local regulations (labor regulations, regulations on personal data protection, regulations on trade secrets, etc.);
Analyzing and minimizing the risks of an employer when hiring and firing staff;
Advising on the protection of confidential information;
Advising on tax aspects of labor relations;
Consulting and development of documents on personal data protection issues (processing of personal data by third parties, cross-border transfer of personal data, etc.);
Advising on financial liability and compensation for damage.
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