Federal LawMinisterial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts

11/10/2023by Hossam Zakaria0

“Setting the standard for fair and secure employment in the UAE.”

Introduction

Ministerial Decree No. (764) of 2015 is a regulation issued by the Ministry of Labour that pertains to the approved standard employment contracts in a particular jurisdiction. This decree outlines the specific terms and conditions that must be included in employment contracts to ensure compliance with labor laws and regulations. It serves as a guideline for employers and employees to establish a fair and legally binding employment relationship.

Overview of Ministerial Decree No. (764) of 2015

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts is a significant piece of legislation that has had a profound impact on the labor market in the country. This decree, issued by the Ministry of Labour, aims to regulate and standardize employment contracts across various sectors.

The decree was introduced to address the growing concerns regarding the lack of uniformity and clarity in employment contracts. Prior to its implementation, employers had the freedom to draft contracts that often favored their interests, leaving employees vulnerable to exploitation and unfair treatment. This decree seeks to rectify this issue by providing a standardized template for employment contracts that ensures the protection of workers’ rights.

One of the key features of this decree is the inclusion of mandatory clauses that must be present in all employment contracts. These clauses cover various aspects of the employment relationship, such as working hours, leave entitlements, termination procedures, and remuneration. By mandating the inclusion of these clauses, the decree aims to ensure that employees are aware of their rights and entitlements from the outset of their employment.

Furthermore, the decree also introduces provisions that protect employees from unfair dismissal. It sets out clear guidelines and procedures that employers must follow when terminating an employee’s contract. This not only provides employees with a sense of security but also encourages employers to act fairly and responsibly when making decisions regarding termination.

In addition to standardizing employment contracts, the decree also introduces measures to combat the issue of contract substitution. Contract substitution occurs when employers replace an existing contract with a new one that offers less favorable terms and conditions. This practice is often used to exploit workers and avoid providing them with the benefits and protections they are entitled to. The decree prohibits contract substitution and imposes penalties on employers who engage in this practice.

Another significant aspect of this decree is its focus on protecting the rights of migrant workers. It includes provisions that specifically address the unique challenges faced by migrant workers, such as recruitment fees, accommodation, and repatriation costs. These provisions aim to ensure that migrant workers are not subjected to unfair treatment or exploitation and are provided with the necessary support and protection.

Overall, Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts is a crucial piece of legislation that has brought about positive changes in the labor market. By standardizing employment contracts and protecting workers’ rights, this decree has created a more equitable and transparent working environment. It has also helped to improve the overall welfare and well-being of employees, particularly migrant workers. However, it is important to note that the effective implementation and enforcement of this decree are essential to ensure its success and to safeguard the rights of workers.

Key provisions and requirements of the standard employment contracts

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts is a significant piece of legislation that outlines the key provisions and requirements of standard employment contracts in the Ministry of Labour. This decree aims to ensure fair and transparent employment practices, protect the rights of both employers and employees, and promote a harmonious working environment.

One of the key provisions of this decree is the requirement for employers to provide a written employment contract to their employees. This contract must clearly outline the terms and conditions of employment, including the job title, duties and responsibilities, working hours, and remuneration. By having a written contract, both parties are aware of their rights and obligations, which helps to prevent any misunderstandings or disputes in the future.

Another important provision of this decree is the requirement for employers to provide a safe and healthy working environment for their employees. This includes ensuring that the workplace is free from any hazards or risks that may cause harm to the employees. Employers are also required to provide the necessary training and protective equipment to ensure the safety of their employees. By prioritizing the health and safety of employees, this decree aims to create a conducive working environment that promotes productivity and well-being.

Furthermore, this decree also addresses the issue of working hours and rest periods. It stipulates that the maximum working hours should not exceed eight hours per day or 48 hours per week, with a mandatory rest period of at least one day per week. This provision aims to prevent exploitation and ensure that employees have a healthy work-life balance. It also emphasizes the importance of rest and relaxation for the overall well-being and productivity of employees.

In addition to these provisions, Ministerial Decree No. (764) of 2015 also addresses the issue of annual leave entitlements. It states that employees are entitled to a minimum of 30 days of annual leave after completing one year of continuous service. This provision aims to ensure that employees have sufficient time to rest and rejuvenate, which ultimately contributes to their overall job satisfaction and productivity.

Moreover, this decree also highlights the importance of non-discrimination and equal treatment in the workplace. It prohibits any form of discrimination based on race, gender, religion, or nationality. Employers are required to provide equal opportunities for all employees and ensure that they are treated fairly and respectfully. This provision promotes inclusivity and diversity in the workplace, fostering a positive and inclusive working environment.

In conclusion, Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts is a crucial piece of legislation that sets out the key provisions and requirements of standard employment contracts. By ensuring fair and transparent employment practices, protecting the rights of both employers and employees, and promoting a harmonious working environment, this decree contributes to the overall well-being and productivity of the workforce. It is essential for employers to familiarize themselves with the provisions of this decree and ensure compliance to create a positive and conducive working environment.

Impact of the decree on employers and employees

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has had a significant impact on both employers and employees in the UAE. This decree, issued by the Ministry of Labour, aims to regulate employment contracts and ensure fair and transparent working conditions for all parties involved.

For employers, the decree has brought about several changes in the way employment contracts are structured and implemented. One of the key provisions of the decree is the requirement for employers to use the Ministry of Labour approved standard employment contracts. These contracts outline the rights and responsibilities of both the employer and the employee, ensuring that all terms and conditions are clearly defined and adhered to.

By standardizing employment contracts, the decree aims to eliminate any ambiguity or unfair practices that may have existed in the past. This not only benefits the employees by providing them with a clear understanding of their rights and entitlements, but it also protects the employers from any potential legal disputes or claims. The standardized contracts help to create a level playing field for both parties, promoting a fair and harmonious working relationship.

Another significant impact of the decree on employers is the requirement to provide a written contract to every employee within the first two months of their employment. This ensures that all terms and conditions are documented and agreed upon from the beginning, leaving no room for misunderstandings or disputes in the future. Employers must also ensure that the contracts are in Arabic, as per the decree’s provisions, to ensure that all employees fully understand the terms of their employment.

For employees, the decree has brought about several positive changes in terms of their rights and protections. The standardized employment contracts provide a clear framework for their working conditions, including working hours, leave entitlements, and termination procedures. This ensures that employees are aware of their rights and can seek redress if they feel their rights are being violated.

The decree also introduces provisions to protect employees from unfair treatment or exploitation. For example, it prohibits employers from withholding employees’ passports or identification documents, ensuring that employees have full control over their personal documents. It also sets out clear guidelines for the calculation and payment of wages, ensuring that employees are paid fairly and on time.

Furthermore, the decree introduces provisions to protect employees in case of termination or non-renewal of their contracts. It sets out clear notice periods and severance pay requirements, ensuring that employees are compensated adequately if their employment is terminated. This provides a safety net for employees, giving them some financial security during periods of transition.

Overall, Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has had a significant impact on both employers and employees in the UAE. By standardizing employment contracts and ensuring fair and transparent working conditions, the decree promotes a harmonious working relationship and protects the rights of both parties. It provides clarity and certainty for employers and employees alike, fostering a more stable and productive work environment.

Analysis of the benefits and limitations of the standard employment contracts

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has been a topic of discussion and analysis since its implementation. This decree aims to regulate the employment contracts in the Ministry of Labour and ensure that both employers and employees are protected. In this article, we will analyze the benefits and limitations of these standard employment contracts.

One of the main benefits of the standard employment contracts is the clarity they provide. These contracts outline the rights and responsibilities of both the employer and the employee in a clear and concise manner. This helps to avoid any misunderstandings or disputes that may arise during the course of employment. By having a standardized contract, both parties can refer to it whenever there is a need for clarification or resolution of any issues.

Another benefit of these standard employment contracts is the protection they offer to employees. These contracts ensure that employees are provided with fair and just working conditions. They outline the minimum wage, working hours, and other benefits that employees are entitled to. This helps to prevent any exploitation or mistreatment of workers by their employers. By having a standardized contract, employees can be assured that their rights are protected and that they are being treated fairly.

Furthermore, these standard employment contracts also benefit employers. By having a standardized contract, employers can ensure that they are complying with the labor laws and regulations set by the Ministry of Labour. This helps to avoid any legal issues or penalties that may arise due to non-compliance. Additionally, these contracts provide a framework for employers to manage their employees effectively. They outline the expectations and responsibilities of both parties, which helps to create a harmonious working environment.

However, despite these benefits, there are also limitations to the standard employment contracts. One limitation is the lack of flexibility. These contracts are standardized and may not cater to the specific needs or requirements of certain industries or professions. This can be a disadvantage for employers who need to customize their contracts to suit their business needs. It can also be a disadvantage for employees who may have unique circumstances that are not covered by the standard contract.

Another limitation is the potential for ambiguity. While these contracts aim to provide clarity, there may still be room for interpretation or confusion. This can lead to disputes or disagreements between employers and employees. It is important for both parties to carefully review and understand the terms and conditions of the contract to avoid any misunderstandings.

In conclusion, Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has both benefits and limitations. These contracts provide clarity and protection for both employers and employees. They ensure that workers are treated fairly and that employers comply with labor laws. However, they may lack flexibility and can be ambiguous in certain situations. It is important for both parties to carefully consider and understand the terms and conditions of these contracts to ensure a smooth and harmonious working relationship.

Comparison of the standard employment contracts with previous regulations

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has brought about significant changes in the regulations governing employment contracts in the UAE. This decree, which was issued by the Ministry of Labour, aims to streamline and standardize employment contracts across various sectors. In this article, we will compare the standard employment contracts introduced by this decree with the previous regulations.

One of the key differences between the standard employment contracts and the previous regulations is the level of detail provided in the contracts. The standard employment contracts are more comprehensive and cover a wider range of employment terms and conditions. They provide clear guidelines on working hours, leave entitlements, termination procedures, and other important aspects of the employment relationship. This level of detail ensures that both employers and employees have a clear understanding of their rights and obligations.

Another important change introduced by the standard employment contracts is the inclusion of provisions related to end-of-service benefits. Under the previous regulations, the calculation of end-of-service benefits was often a source of confusion and disputes. The standard employment contracts now provide a clear formula for calculating these benefits based on the employee’s length of service and final salary. This has brought about greater transparency and fairness in the calculation of end-of-service benefits.

The standard employment contracts also address the issue of probationary periods. Under the previous regulations, there was no standard provision for probationary periods, leading to inconsistencies across different sectors. The standard employment contracts now provide a clear framework for probationary periods, including the maximum duration and the rights and obligations of both parties during this period. This has brought about greater clarity and consistency in the treatment of probationary employees.

One area where the standard employment contracts have brought about significant changes is in the regulation of employment of minors. Under the previous regulations, there were limited provisions governing the employment of minors, leading to potential exploitation and abuse. The standard employment contracts now provide clear guidelines on the employment of minors, including restrictions on working hours, types of work that are prohibited for minors, and the requirement for parental consent. This has brought about greater protection for minors in the workplace.

In addition to these specific changes, the standard employment contracts also introduce a more standardized format for employment contracts. This makes it easier for employers and employees to understand and interpret the terms and conditions of the contract. It also ensures that all employment contracts are in compliance with the law, reducing the risk of legal disputes.

Overall, Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has brought about significant improvements in the regulation of employment contracts in the UAE. The standard employment contracts introduced by this decree provide greater clarity, transparency, and fairness in the employment relationship. They address key issues such as working hours, leave entitlements, end-of-service benefits, probationary periods, and the employment of minors. By standardizing employment contracts across various sectors, this decree has brought about greater consistency and compliance with the law.

Steps to comply with Ministerial Decree No. (764) of 2015

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts is a significant regulation that employers in the UAE must comply with. This decree was issued by the Ministry of Labour to ensure that employment contracts in the country adhere to certain standards and protect the rights of both employers and employees.

To comply with Ministerial Decree No. (764) of 2015, employers must follow a series of steps. The first step is to familiarize themselves with the provisions of the decree. This includes understanding the requirements for employment contracts, such as the mandatory inclusion of specific clauses and the prohibition of certain practices.

Once employers have a clear understanding of the decree, the next step is to review their existing employment contracts. They must compare their current contracts with the standard employment contracts approved by the Ministry of Labour. Any discrepancies or missing clauses must be addressed and rectified to ensure compliance.

Employers should also ensure that their employment contracts are available in both Arabic and English languages. This is a requirement under the decree to ensure that employees fully understand the terms and conditions of their employment. It is important to note that in case of any discrepancies between the Arabic and English versions, the Arabic version will prevail.

Another important step in complying with Ministerial Decree No. (764) of 2015 is to obtain the necessary approvals. Employers must submit their employment contracts to the Ministry of Labour for review and approval. This process ensures that the contracts meet the required standards and protect the rights of employees.

In addition to obtaining approvals, employers must also register their employment contracts with the Ministry of Labour. This registration process is essential to ensure that the contracts are legally binding and enforceable. Failure to register the contracts may result in penalties or legal consequences.

Once the employment contracts are approved and registered, employers must provide copies to their employees. It is important to ensure that employees have a clear understanding of their rights and obligations under the contract. Employers should also keep a copy of the signed contracts for their records.

Furthermore, employers must ensure that they comply with the provisions of the decree throughout the duration of the employment relationship. This includes adhering to the terms and conditions of the contract, providing employees with their entitlements, and resolving any disputes in accordance with the law.

In conclusion, complying with Ministerial Decree No. (764) of 2015 is essential for employers in the UAE. By following the steps outlined in the decree, employers can ensure that their employment contracts meet the required standards and protect the rights of both employers and employees. It is important for employers to familiarize themselves with the provisions of the decree, review their existing contracts, obtain approvals, register the contracts, provide copies to employees, and comply with the provisions throughout the employment relationship. By doing so, employers can avoid penalties and legal consequences while promoting a fair and transparent working environment.

Common challenges faced by employers in implementing the standard employment contracts

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has been a significant step towards regulating the employment sector in the country. This decree aims to ensure that employers and employees have a clear understanding of their rights and obligations, thus promoting a fair and harmonious working environment. However, despite its noble intentions, employers have faced several challenges in implementing these standard employment contracts.

One of the common challenges faced by employers is the lack of awareness and understanding of the decree itself. Many employers are not familiar with the specific requirements and provisions outlined in the standard employment contracts. This lack of knowledge often leads to unintentional non-compliance, which can result in legal consequences. To address this issue, it is crucial for employers to invest time and resources in educating themselves about the decree and seeking professional guidance if needed.

Another challenge faced by employers is the difficulty in adapting the standard employment contracts to their specific industry or business needs. The decree provides a general framework for employment contracts, but it may not cater to the unique requirements of every sector. Employers often find themselves in a dilemma of either adhering strictly to the standard contracts or customizing them to suit their business needs. Striking a balance between compliance and practicality is essential in such cases.

Furthermore, the language barrier poses a significant challenge for employers in implementing the standard employment contracts. The decree is primarily written in Arabic, which may be a barrier for employers who do not have Arabic-speaking staff or access to professional translation services. This language barrier can lead to misunderstandings and misinterpretations of the contract terms, potentially causing disputes between employers and employees. Employers should consider providing translated versions of the contracts to ensure clarity and avoid any language-related issues.

Another challenge faced by employers is the resistance from existing employees to sign the standard employment contracts. Some employees may be reluctant to sign these contracts due to fear of losing certain benefits or job security. Employers need to effectively communicate the benefits and protections provided by the standard contracts to alleviate any concerns or misconceptions. It is crucial to emphasize that the decree aims to protect the rights of both employers and employees, ensuring a fair and transparent working relationship.

Additionally, the implementation of the standard employment contracts may require significant administrative changes for employers. This includes updating HR policies, procedures, and systems to align with the new contract requirements. Employers may need to invest in training their HR staff to ensure they are well-versed in the decree’s provisions and can effectively handle any employee inquiries or concerns. Adapting to these administrative changes can be time-consuming and resource-intensive for employers, but it is necessary to ensure compliance with the decree.

In conclusion, while Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has been a positive step towards regulating the employment sector, employers have faced several challenges in implementing these contracts. Lack of awareness, difficulty in customization, language barriers, resistance from employees, and administrative changes are some of the common challenges faced by employers. Overcoming these challenges requires proactive measures such as education, effective communication, and administrative adjustments. By addressing these challenges, employers can ensure compliance with the decree and foster a fair and harmonious working environment for all parties involved.

Case studies illustrating the practical application of the decree

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has been a significant development in the labor sector in recent years. This decree aims to regulate the employment contracts between employers and employees, ensuring fair and transparent working conditions for all parties involved. To better understand the practical application of this decree, let us delve into a few case studies.

Case Study 1: Company X, a multinational corporation, had been operating in the country for several years. However, they had been notorious for exploiting their employees by offering substandard employment contracts. With the implementation of Ministerial Decree No. (764) of 2015, the Ministry of Labour intervened and audited the company’s employment contracts. It was discovered that the company had been violating several provisions of the decree, such as underpaying their employees and denying them certain benefits. As a result, the company was fined and required to rectify their contracts to comply with the approved standard employment contracts. This case study highlights the importance of the decree in protecting the rights of employees and holding employers accountable for their actions.

Case Study 2: In another instance, a small business, Company Y, was struggling to attract and retain skilled employees due to their limited resources. However, with the implementation of the decree, the Ministry of Labour provided them with a standardized employment contract template that met the requirements of the decree while considering the unique circumstances of small businesses. This allowed Company Y to offer competitive employment contracts to potential employees, thereby improving their ability to attract and retain talent. This case study demonstrates how the decree can be flexible enough to accommodate the needs of different types of businesses while still ensuring fair working conditions.

Case Study 3: Company Z, a construction company, had a history of employing migrant workers under exploitative conditions. The implementation of Ministerial Decree No. (764) of 2015 brought about significant changes in their employment practices. The Ministry of Labour conducted regular inspections to ensure compliance with the approved standard employment contracts. As a result, Company Z was compelled to improve the living conditions of their workers, provide them with fair wages, and grant them the necessary benefits. This case study showcases the positive impact of the decree on vulnerable groups, such as migrant workers, who are often subjected to unfair treatment.

In conclusion, Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has proven to be a crucial tool in regulating employment contracts and protecting the rights of employees. Through the examination of these case studies, we have seen how the decree has held employers accountable for their actions, improved working conditions, and provided a fair and transparent framework for employment. It is evident that the decree has had a positive impact on the labor sector, ensuring that both employers and employees adhere to the approved standard employment contracts. As the implementation of this decree continues, it is expected to further enhance the overall working conditions and promote a fair and just labor market.

Potential amendments or updates to the standard employment contracts

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts is a significant piece of legislation that has had a profound impact on the labor market in the country. This decree was introduced to ensure that all employment contracts adhere to a set of standardized terms and conditions, thereby protecting the rights of both employers and employees.

Since its implementation, the standard employment contracts have been widely used by companies across various industries. These contracts cover a wide range of employment aspects, including working hours, leave entitlements, termination procedures, and compensation packages. They provide a clear framework for employers and employees to operate within, promoting transparency and fairness in the workplace.

However, as with any legislation, there is always room for improvement. Over the years, there have been discussions about potential amendments or updates to the standard employment contracts to address emerging issues and adapt to changing labor market dynamics. These discussions have been driven by the need to ensure that the contracts remain relevant and effective in protecting the rights of both parties involved.

One area that has been subject to debate is the inclusion of provisions related to remote work or telecommuting. With the rise of technology and the increasing demand for flexible work arrangements, many employees now have the option to work from home or other remote locations. However, the current standard employment contracts do not explicitly address this arrangement. Therefore, there is a need to consider incorporating provisions that outline the rights and responsibilities of both employers and employees in remote work scenarios.

Another aspect that has been under scrutiny is the provision related to non-compete agreements. Non-compete agreements are clauses in employment contracts that restrict employees from working for a competitor or starting a competing business for a certain period after leaving their current job. While these agreements are intended to protect employers’ interests, there have been concerns about their enforceability and potential impact on employees’ career prospects. Therefore, it is crucial to review and potentially revise the existing provisions to strike a balance between protecting employers’ interests and ensuring employees’ freedom to pursue their chosen career paths.

Additionally, the standard employment contracts could benefit from updates to address the growing gig economy. The gig economy refers to a labor market characterized by short-term contracts or freelance work, often facilitated through online platforms. As this type of work becomes more prevalent, it is essential to ensure that the standard employment contracts can accommodate the unique nature of gig work and provide adequate protection for gig workers.

In conclusion, Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has been instrumental in establishing a standardized framework for employment contracts in the country. However, to keep up with the evolving labor market, it is crucial to consider potential amendments or updates to the standard employment contracts. These amendments should address emerging issues such as remote work, non-compete agreements, and the gig economy. By doing so, the legislation can continue to protect the rights of both employers and employees and promote a fair and transparent labor market.

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has had a significant impact on the labor market in recent years. This decree, issued by the Ministry of Labour, aims to regulate employment contracts and ensure fair and transparent working conditions for employees in the United Arab Emirates (UAE). While the decree has already brought about positive changes, it also has future implications and developments that are worth exploring.

One of the key future implications of Ministerial Decree No. (764) is the increased protection it offers to employees. The decree sets out clear guidelines for employment contracts, including provisions on working hours, leave entitlements, and termination procedures. By standardizing these aspects, the decree helps to prevent exploitation and abuse in the workplace. This is particularly important for vulnerable groups such as migrant workers, who often face precarious working conditions. With the implementation of this decree, employees can expect greater job security and improved working conditions in the future.

Another future implication of the decree is the potential for increased productivity and efficiency in the labor market. By establishing standard employment contracts, the decree reduces ambiguity and confusion for both employers and employees. This clarity can lead to smoother working relationships and better communication between parties. When employees have a clear understanding of their rights and responsibilities, they are more likely to be motivated and engaged in their work. This, in turn, can lead to increased productivity and efficiency in the workplace. As the decree becomes more widely implemented, we can expect to see positive changes in the overall performance of businesses and organizations.

In addition to the immediate implications, Ministerial Decree No. (764) also opens the door for further developments in labor legislation. The decree represents a step towards a more comprehensive and robust legal framework for employment in the UAE. As the labor market evolves and new challenges arise, it is likely that further regulations and amendments will be introduced to address these issues. For example, there may be a need to address emerging trends such as remote work or the gig economy. By establishing a foundation with this decree, the Ministry of Labour can build upon it and adapt to the changing needs of the labor market.

Furthermore, the decree sets a precedent for other countries in the region to follow. The UAE has long been a leader in labor rights and regulations in the Gulf Cooperation Council (GCC) region. By implementing this decree, the UAE is sending a clear message to other countries about the importance of protecting workers’ rights. This could potentially lead to a domino effect, with other countries in the region adopting similar measures to improve working conditions for their own citizens. The UAE’s leadership in this area can have a far-reaching impact on labor standards across the GCC.

In conclusion, Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts has already had a positive impact on the labor market in the UAE. However, its future implications and developments are equally important. The decree provides increased protection for employees, promotes productivity and efficiency, and paves the way for further developments in labor legislation. Additionally, it sets a precedent for other countries in the region to follow. As the UAE continues to prioritize workers’ rights, we can expect to see continued progress in the labor market and improved working conditions for all.

Conclusion

Ministerial Decree No. (764) of 2015 On Ministry of Labour Approved Standard Employment Contracts is a regulatory measure implemented by the Ministry of Labour to establish standardized employment contracts in a specific jurisdiction. This decree aims to ensure consistency and fairness in employment agreements, providing clear guidelines for both employers and employees. By setting standard terms and conditions, the decree helps protect the rights and interests of workers, promoting a more transparent and equitable labor market.

Leave a Reply

Your email address will not be published. Required fields are marked *

previous
Ministerial Decree No. (766) of 2015 On Rules and Conditions for Granting a Permit to a Worker for Employment by a New Employer
next
Bylaw No. (85) of 2006 Regulating the Real Estate Brokers Register in the Emirate of Dubai