Understanding Probation Periods in DIFC Employment Law.
Introduction
The Dubai International Financial Centre (DIFC) is a free zone located in Dubai, United Arab Emirates. It has its own legal system, including employment laws that govern the rights and obligations of employers and employees within the DIFC. One important aspect of employment law in the DIFC is the probation period, which allows employers to assess the suitability of new employees before confirming their employment.
Understanding the Purpose and Duration of Probation Periods in DIFC Employment Law
Employment Law in the DIFC: Probation Period
Understanding the Purpose and Duration of Probation Periods in DIFC Employment Law
In the dynamic and ever-evolving world of employment law, it is crucial for both employers and employees to have a clear understanding of their rights and obligations. One area that often raises questions is the probation period, a period of time during which an employer can assess an employee’s suitability for a particular role. In the Dubai International Financial Centre (DIFC), employment law provides specific guidelines regarding the purpose and duration of probation periods.
The purpose of a probation period is to allow employers to evaluate an employee’s performance, skills, and overall fit within the organization. During this time, employers can assess whether the employee meets the required standards and expectations set for the role. It also provides an opportunity for employees to familiarize themselves with the company’s culture, policies, and procedures. This period serves as a trial period for both parties, allowing them to determine if the employment relationship is a good fit.
According to DIFC employment law, the duration of a probation period depends on the nature of the employment contract. For fixed-term contracts of less than six months, the probation period cannot exceed one month. However, for fixed-term contracts of six months or more, or for indefinite contracts, the probation period can be up to six months. It is important to note that the probation period should be agreed upon in writing between the employer and the employee before the commencement of employment.
During the probation period, both the employer and the employee have certain rights and obligations. The employer must provide the necessary training, guidance, and support to enable the employee to perform their duties effectively. They should also provide regular feedback and performance evaluations to help the employee understand their strengths and areas for improvement. On the other hand, the employee is expected to demonstrate their skills, commitment, and willingness to learn and adapt to the requirements of the role.
If either party decides to terminate the employment contract during the probation period, there are specific procedures that must be followed. The party initiating the termination must provide written notice to the other party, stating the reasons for termination. The notice period depends on the length of the probation period. For probation periods of less than three months, a notice period of one day is required. For probation periods of three months or more, a notice period of one week is required.
It is important to note that during the probation period, both parties have the right to terminate the employment contract without notice or payment in lieu of notice. However, this right should not be abused, and termination should be based on valid reasons related to the employee’s performance or conduct.
In conclusion, understanding the purpose and duration of probation periods in DIFC employment law is essential for both employers and employees. It provides a valuable opportunity for employers to assess an employee’s suitability for a role and for employees to familiarize themselves with the company’s expectations. By following the guidelines set forth in DIFC employment law, both parties can navigate the probation period with clarity and fairness.
Rights and Obligations of Employers and Employees during the Probation Period in DIFC
Employment Law in the DIFC: Probation Period
The probation period is a crucial phase in any employment relationship. It allows both the employer and the employee to assess whether they are a good fit for each other. In the Dubai International Financial Centre (DIFC), the probation period is governed by specific rules and regulations that outline the rights and obligations of both parties.
During the probation period, employers have the right to evaluate the employee’s performance and suitability for the job. This evaluation can include assessing the employee’s skills, abilities, and overall work ethic. It is essential for employers to provide clear expectations and objectives to the employee during this period to ensure a fair assessment.
On the other hand, employees have the right to receive feedback and guidance from their employers during the probation period. This feedback should be constructive and aimed at helping the employee improve their performance. Employees should also be given the opportunity to address any concerns or issues that may arise during this period.
It is important to note that the probation period in the DIFC cannot exceed six months. This duration is set to ensure that employees are not kept in a state of uncertainty for an extended period. If the employer decides to terminate the employee’s contract during the probation period, they must provide notice or payment in lieu of notice as per the employment contract.
During the probation period, employees are entitled to the same benefits and protections as permanent employees. This includes the right to receive their agreed-upon salary, annual leave, and other benefits outlined in their employment contract. Employers must not discriminate against employees based on their probationary status and must treat them fairly and equally.
If an employee is terminated during the probation period, they have the right to challenge the decision if they believe it was unfair or unjust. They can do so by filing a complaint with the DIFC Employment Tribunal. The Tribunal will then assess the circumstances surrounding the termination and determine whether it was justified or not.
It is important for both employers and employees to be aware of their rights and obligations during the probation period. Employers should ensure that they provide clear expectations and objectives to the employee, as well as regular feedback and guidance. Employees, on the other hand, should strive to meet these expectations and address any concerns or issues that may arise.
Transitional phrases such as “on the other hand,” “it is important to note,” and “if an employee is terminated” help guide the reader through the article and ensure a smooth flow of ideas. The formal writing tone and informative style provide the necessary clarity and authority on the topic of employment law in the DIFC probation period.
Common Issues and Challenges Faced by Employees during the Probation Period in DIFC
Employment Law in the DIFC: Probation Period
The probation period is a crucial phase for both employers and employees in the Dubai International Financial Centre (DIFC). It serves as a trial period during which employers can assess the suitability of new hires, while employees can evaluate whether the job meets their expectations. However, this period can also be challenging for employees, as they may face various issues and uncertainties. In this article, we will explore some common challenges faced by employees during the probation period in the DIFC and how employment law addresses these concerns.
One of the primary challenges faced by employees during the probation period is job security. Since the probation period is typically shorter than the notice period required for termination, employees may feel vulnerable and uncertain about their future. However, it is essential to note that employment law in the DIFC provides certain protections to employees even during this trial period. According to the DIFC Employment Law No. 2 of 2019, an employer cannot terminate an employee’s contract during the probation period without a valid reason. This provision ensures that employees are not unfairly dismissed without cause, providing them with some level of job security.
Another common issue faced by employees during the probation period is the lack of clarity regarding their rights and entitlements. Employees may be unsure about their leave entitlements, working hours, or other benefits during this period. To address this concern, the DIFC Employment Law stipulates that employees on probation are entitled to the same benefits and protections as permanent employees. This means that employees should receive their full salary, annual leave, and other benefits as per their employment contract, regardless of their probationary status. By ensuring equal treatment, the law aims to protect employees from any potential exploitation or discrimination during this critical phase.
Furthermore, employees on probation may face challenges related to performance evaluations and feedback. Employers often use the probation period to assess an employee’s performance and suitability for the role. However, employees may feel anxious about receiving constructive criticism or may not receive adequate feedback to improve their performance. To address this issue, the DIFC Employment Law requires employers to provide employees with regular feedback and guidance during the probation period. This provision ensures that employees have a fair opportunity to address any performance concerns and improve their skills.
Additionally, employees on probation may face challenges related to training and development opportunities. Employers may be hesitant to invest in training employees who are still under evaluation, leading to limited growth prospects during this period. However, the DIFC Employment Law emphasizes the importance of training and development for all employees, including those on probation. Employers are required to provide employees with appropriate training and development opportunities to enhance their skills and knowledge. This provision ensures that employees have a fair chance to develop their capabilities and contribute effectively to the organization, even during the probation period.
In conclusion, the probation period in the DIFC can be a challenging phase for employees. However, employment law in the DIFC provides certain protections and rights to employees during this period. By ensuring job security, equal treatment, regular feedback, and training opportunities, the law aims to address the common challenges faced by employees during the probation period. It is crucial for both employers and employees to be aware of these provisions to ensure a fair and transparent probationary period that benefits both parties involved.
Termination of Employment during the Probation Period: Legal Considerations in DIFC
Employment Law in the DIFC: Probation Period
Termination of Employment during the Probation Period: Legal Considerations in DIFC
When it comes to employment law in the Dubai International Financial Centre (DIFC), the probation period is an important aspect that both employers and employees need to understand. The probation period is a trial period during which the employer can assess the employee’s suitability for the job, and the employee can evaluate whether the job meets their expectations. However, there are legal considerations that both parties must be aware of when it comes to terminating employment during the probation period.
Firstly, it is important to note that the DIFC Employment Law allows for termination of employment during the probation period without notice or compensation. This means that either party can terminate the employment relationship without any legal consequences. However, it is crucial to ensure that the termination is not based on any discriminatory grounds, such as race, gender, religion, or disability. Discrimination in any form is strictly prohibited under the DIFC Employment Law.
Furthermore, employers must be cautious when terminating an employee during the probation period. While the law allows for termination without notice or compensation, it is advisable for employers to provide a written notice of termination to the employee. This not only helps maintain a professional and respectful relationship but also serves as evidence in case of any future disputes. It is recommended to clearly state the reasons for termination in the notice, ensuring that they are valid and non-discriminatory.
On the other hand, employees who wish to terminate their employment during the probation period must also follow certain procedures. It is essential for employees to provide a written notice of resignation to their employer. The notice period should be in accordance with the employment contract or the DIFC Employment Law, whichever is longer. Failure to provide a notice of resignation may result in the employee being liable for any damages caused to the employer.
Moreover, employees should be aware that termination during the probation period does not entitle them to any end-of-service gratuity or other benefits that are usually provided upon termination. The probation period is considered a trial period, and therefore, the employee is not entitled to the same benefits as a permanent employee. However, employees are still entitled to receive their salary for the period worked, as well as any accrued annual leave.
It is worth noting that the DIFC Employment Law also provides protection against unfair dismissal during the probation period. If an employee believes that their termination was unjust or based on discriminatory grounds, they have the right to file a complaint with the DIFC Courts. The courts will then assess the circumstances surrounding the termination and determine whether it was fair and lawful.
In conclusion, the probation period in the DIFC allows both employers and employees to assess their suitability for the job. However, there are legal considerations that must be taken into account when terminating employment during this period. Employers should ensure that termination is not based on discriminatory grounds and provide a written notice of termination. Employees, on the other hand, must provide a written notice of resignation and be aware that they are not entitled to certain benefits upon termination. Overall, understanding the legal aspects of termination during the probation period is crucial for both parties involved.
Probation Period Extension: Procedures and Legal Implications in DIFC
Employment Law in the DIFC: Probation Period
The probation period is a crucial phase in any employment relationship. It allows employers to assess the suitability of new employees and gives employees an opportunity to demonstrate their skills and capabilities. In the Dubai International Financial Centre (DIFC), the probation period is governed by specific regulations that both employers and employees need to be aware of.
In the DIFC, the probation period is typically set at six months, although it can be extended under certain circumstances. The extension of the probation period requires adherence to specific procedures and has legal implications that both parties should understand.
To extend the probation period, the employer must provide written notice to the employee before the initial probation period expires. This notice should clearly state the reasons for the extension and the duration of the extension. The employee then has the right to respond to the notice within a specified timeframe, usually five business days.
During this response period, the employee can either accept the extension or reject it. If the employee accepts the extension, they will continue to work under the terms and conditions of their employment contract. However, if the employee rejects the extension, they have the right to terminate their employment without notice or payment in lieu of notice.
It is important to note that the extension of the probation period does not affect the employee’s entitlement to statutory benefits, such as annual leave or sick leave. These benefits continue to accrue during the extended probation period, and the employee can avail themselves of them as per the applicable laws and regulations.
From a legal perspective, extending the probation period does not change the nature of the employment relationship. The employee remains entitled to the same rights and protections as any other employee, including protection against unfair dismissal. Therefore, if an employer terminates an employee during the extended probation period without valid reasons, it may be considered unfair dismissal and could lead to legal consequences.
Employers should exercise caution when extending the probation period and ensure that they have valid reasons for doing so. These reasons should be based on the employee’s performance and ability to meet the requirements of the role. It is advisable for employers to maintain proper documentation of the employee’s performance evaluations and any issues or concerns that arise during the probation period.
Employees, on the other hand, should carefully consider the implications of accepting or rejecting an extension of the probation period. If they believe that they need more time to prove themselves or address any concerns raised by the employer, accepting the extension may be beneficial. However, if they feel that the extension is unjustified or that they are being unfairly treated, rejecting the extension and seeking alternative employment may be the best course of action.
In conclusion, the probation period in the DIFC is an important phase in the employment relationship. Employers and employees should be aware of the procedures and legal implications surrounding the extension of the probation period. By understanding their rights and responsibilities, both parties can navigate this period effectively and ensure a fair and productive working environment.
Performance Evaluation and Feedback during the Probation Period in DIFC
Employment Law in the DIFC: Probation Period
Performance Evaluation and Feedback during the Probation Period in DIFC
In the Dubai International Financial Centre (DIFC), employment law plays a crucial role in protecting the rights of both employers and employees. One important aspect of employment law in the DIFC is the probation period, which allows employers to assess the performance of new employees before confirming their employment. During this probation period, it is essential for employers to provide regular performance evaluations and feedback to ensure a fair and transparent assessment process.
The probation period in the DIFC typically lasts for a maximum of six months, although it can be shorter depending on the terms of the employment contract. During this period, employers have the opportunity to evaluate the employee’s performance and suitability for the role. It is important for employers to establish clear performance criteria and expectations from the outset, as this will provide a basis for the evaluation process.
Regular performance evaluations are a key component of the probation period in the DIFC. These evaluations should be conducted at regular intervals, such as monthly or quarterly, to provide ongoing feedback to the employee. The purpose of these evaluations is to assess the employee’s progress, identify areas for improvement, and provide guidance and support. It is important for employers to document these evaluations in writing to ensure transparency and accountability.
During the performance evaluation process, employers should provide constructive feedback to the employee. This feedback should be specific, objective, and focused on the employee’s performance in relation to the established criteria and expectations. It is important for employers to highlight both strengths and areas for improvement, as this will help the employee to understand their performance and make necessary adjustments.
In addition to regular performance evaluations, employers should also provide ongoing feedback to the employee throughout the probation period. This feedback can be informal and provided on an ad-hoc basis, such as during regular check-ins or meetings. The purpose of this feedback is to provide real-time guidance and support to the employee, helping them to improve their performance and meet the required standards.
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Furthermore, employers should ensure that the performance evaluation and feedback process is fair and unbiased. It is important to avoid any form of discrimination or favoritism during this process, as this can undermine the integrity of the probation period. Employers should base their evaluations and feedback on objective criteria and evidence, rather than personal opinions or biases.
In conclusion, performance evaluation and feedback are crucial components of the probation period in the DIFC. Employers should conduct regular evaluations, provide constructive feedback, and offer ongoing support to employees during this period. By following these guidelines, employers can ensure a fair and transparent assessment process, ultimately leading to the selection of the most suitable candidates for permanent employment.
Probation Period Disputes: Resolving Conflicts through Mediation and Arbitration in DIFC
Employment Law in the DIFC: Probation Period
The probation period is a crucial phase in any employment relationship. It allows employers to assess the suitability of new employees and gives employees an opportunity to familiarize themselves with their roles and responsibilities. However, disputes can arise during this period, and it is essential to have mechanisms in place to resolve conflicts effectively. In the Dubai International Financial Centre (DIFC), mediation and arbitration are commonly used methods for resolving probation period disputes.
Mediation is a voluntary and confidential process where a neutral third party, the mediator, assists the parties in reaching a mutually acceptable resolution. It is a flexible and informal process that allows the parties to express their concerns and interests openly. Mediation can be particularly useful in probation period disputes as it encourages open communication and can help preserve the employment relationship.
During mediation, the mediator facilitates discussions between the parties, helping them identify the underlying issues and explore potential solutions. The mediator does not impose a decision but instead guides the parties towards a resolution that meets their needs. Mediation can be a cost-effective and time-efficient way to resolve probation period disputes, as it avoids the need for formal legal proceedings.
If mediation fails to resolve the dispute, the parties can turn to arbitration. Arbitration is a more formal process where an impartial third party, the arbitrator, makes a binding decision on the dispute. Unlike mediation, arbitration is adversarial in nature, with each party presenting their case and supporting evidence. The arbitrator then evaluates the evidence and issues a decision that is legally binding on both parties.
Arbitration in the DIFC is governed by the DIFC Arbitration Law and the DIFC-LCIA Arbitration Rules. These rules provide a comprehensive framework for conducting arbitration proceedings, ensuring fairness and efficiency. Arbitration can be a suitable option for probation period disputes where the parties are unable to reach a resolution through mediation or where a more formal decision is required.
One of the advantages of arbitration is its enforceability. The DIFC is a signatory to the New York Convention on the Recognition and Enforcement of Foreign Arbitral Awards, which means that arbitration awards issued in the DIFC can be enforced in over 160 countries. This provides parties with the assurance that their rights will be protected and that any decision reached through arbitration will be upheld.
In conclusion, probation period disputes in the DIFC can be effectively resolved through mediation and arbitration. Mediation offers a flexible and informal process that encourages open communication and can help preserve the employment relationship. If mediation fails, arbitration provides a more formal and binding decision-making process. The enforceability of arbitration awards in the DIFC further strengthens the effectiveness of this method. Employers and employees in the DIFC should be aware of these mechanisms and consider them as viable options for resolving probation period disputes.
Employee Rights and Protections against Unfair Treatment during the Probation Period in DIFC
Employment Law in the DIFC: Probation Period
Employee Rights and Protections against Unfair Treatment during the Probation Period in DIFC
When it comes to employment law in the Dubai International Financial Centre (DIFC), it is essential for both employers and employees to understand their rights and obligations. One crucial aspect of employment law in the DIFC is the probation period, which provides an opportunity for employers to assess the suitability of new employees and for employees to evaluate their fit within the organization. However, it is important to note that during this probationary period, employees are entitled to certain rights and protections against unfair treatment.
The probation period in the DIFC can last for a maximum of six months, as stipulated by the DIFC Employment Law No. 2 of 2019. During this time, employers have the right to terminate an employee’s contract without notice or compensation if they find the employee unsuitable for the position. However, it is crucial for employers to exercise this right in a fair and reasonable manner, as employees are protected against unfair treatment during the probation period.
One of the key protections for employees during the probation period is the right to be treated fairly and without discrimination. Employers must not discriminate against employees based on their race, nationality, gender, religion, or any other protected characteristic. Any unfair treatment or discrimination during the probation period can be grounds for a complaint or legal action by the employee.
Additionally, employees are entitled to receive regular feedback and performance evaluations during the probation period. Employers must provide clear and constructive feedback to help employees understand their strengths and areas for improvement. This feedback should be documented and shared with the employee to ensure transparency and fairness. If an employee feels that they are not receiving adequate feedback or that their performance evaluations are biased, they have the right to raise their concerns with their employer or seek legal advice.
Furthermore, employees on probation are entitled to the same benefits and entitlements as permanent employees. This includes the right to receive their full salary, annual leave, sick leave, and any other benefits outlined in their employment contract. Employers must not withhold or reduce these benefits during the probation period, as doing so would be considered unfair treatment.
In the event that an employee is terminated during the probation period, they are entitled to receive notice or payment in lieu of notice. The notice period should be outlined in the employment contract and must be adhered to by the employer. If an employer fails to provide the required notice or payment, the employee may have grounds for a legal claim.
It is important for both employers and employees to be aware of their rights and obligations during the probation period in the DIFC. Employers must ensure that they treat employees fairly and without discrimination, provide regular feedback and evaluations, and uphold all entitlements and benefits. Employees, on the other hand, should familiarize themselves with their rights and seek legal advice if they believe they are being treated unfairly.
In conclusion, the probation period in the DIFC provides an opportunity for both employers and employees to assess their suitability for the position. However, it is crucial for employers to exercise their right to terminate an employee’s contract in a fair and reasonable manner. Employees, on the other hand, are entitled to certain rights and protections against unfair treatment during the probation period. By understanding and respecting these rights and obligations, both employers and employees can ensure a fair and harmonious working relationship in the DIFC.
Probation Period Policies and Best Practices for Employers in DIFC
Employment Law in the DIFC: Probation Period
The probation period is a crucial aspect of the employment relationship, allowing both employers and employees to assess whether the job is a good fit. In the Dubai International Financial Centre (DIFC), the probation period is governed by specific regulations that employers must adhere to. Understanding these regulations and implementing best practices during the probation period is essential for employers in the DIFC.
The DIFC Employment Law sets out the rules and regulations regarding probation periods. According to the law, the probation period cannot exceed six months. During this time, both the employer and the employee have the opportunity to evaluate each other’s performance and suitability for the role. If either party decides to terminate the employment contract during the probation period, they must provide notice in writing.
It is important for employers to establish clear probation period policies to ensure a smooth transition into the job. These policies should outline the expectations and responsibilities of both the employer and the employee during this period. By clearly communicating these expectations, employers can minimize misunderstandings and potential conflicts.
During the probation period, employers should provide regular feedback and performance evaluations to the employee. This feedback should be constructive and focused on areas of improvement. It is also important for employers to provide adequate training and support to help the employee succeed in their role. By investing in the employee’s development during the probation period, employers can increase the chances of a successful long-term employment relationship.
Employers should also be aware of the limitations imposed by the DIFC Employment Law during the probation period. For example, employers cannot terminate an employee’s contract based on discriminatory grounds, such as race, gender, or religion. It is essential for employers to comply with these anti-discrimination laws to avoid legal consequences.
In addition to complying with the law, employers should also consider best practices during the probation period. One such practice is to establish a clear timeline for performance evaluations. Regular evaluations allow both parties to track progress and address any concerns or issues that may arise. These evaluations should be documented to provide a record of the employee’s performance during the probation period.
Another best practice is to provide the employee with a mentor or a buddy system. This allows the employee to have someone to turn to for guidance and support during the probation period. A mentor can help the employee navigate the challenges of the new role and provide valuable insights and advice.
Employers should also consider providing additional training or resources to help the employee succeed. This could include workshops, seminars, or online courses that are relevant to the employee’s role. By investing in the employee’s development, employers can demonstrate their commitment to their success and increase the chances of a successful probation period.
In conclusion, the probation period is a critical phase in the employment relationship. Employers in the DIFC must adhere to the regulations set out in the DIFC Employment Law regarding probation periods. By establishing clear policies, providing regular feedback and evaluations, and investing in the employee’s development, employers can increase the chances of a successful probation period and lay the foundation for a long-term employment relationship.
Legal Remedies for Employees Wrongfully Dismissed during the Probation Period in DIFC
Employment Law in the DIFC: Probation Period
The probation period is a crucial phase in any employment relationship. It allows employers to assess the suitability of new employees and gives employees an opportunity to familiarize themselves with their roles and responsibilities. However, disputes can arise when an employee is wrongfully dismissed during the probation period. In the Dubai International Financial Centre (DIFC), employees have legal remedies available to them in such situations.
Under DIFC employment law, an employee who is wrongfully dismissed during the probation period may be entitled to compensation. The law recognizes that employees who have been wrongfully dismissed may suffer financial losses, and it aims to provide them with appropriate remedies. It is important to note that the DIFC employment law applies to all employees working within the DIFC, regardless of their nationality or the governing law of their employment contract.
To establish a claim for wrongful dismissal during the probation period, an employee must demonstrate that their dismissal was unjustified or in breach of their employment contract. This can be challenging, as employers often have broad discretion in terminating employees during the probation period. However, the DIFC employment law provides certain protections to employees.
One of the key protections is the requirement for employers to provide written notice of termination to employees during the probation period. The notice period must be at least seven calendar days for employees who have been employed for less than three months, and at least 30 calendar days for employees who have been employed for three months or more. This notice period gives employees an opportunity to address any concerns or issues raised by their employer before their employment is terminated.
If an employer fails to provide the required notice period or terminates an employee without justification, the employee may be entitled to compensation. The compensation awarded will depend on various factors, including the employee’s length of service, their salary, and the circumstances surrounding their dismissal. The DIFC employment law provides a formula for calculating the compensation, which takes into account these factors.
In addition to compensation, employees who have been wrongfully dismissed during the probation period may also be entitled to other remedies. These can include reinstatement, where the employee is reinstated to their previous position, or re-engagement, where the employee is offered a different position within the same organization. The availability of these remedies will depend on the circumstances of each case and the preferences of the employee.
It is important for employees who believe they have been wrongfully dismissed during the probation period to seek legal advice promptly. The DIFC employment law sets strict time limits for bringing a claim, and failure to comply with these time limits may result in the claim being dismissed. Legal professionals specializing in employment law can provide guidance and support throughout the process, ensuring that employees understand their rights and options.
In conclusion, employees in the DIFC have legal remedies available to them if they are wrongfully dismissed during the probation period. The DIFC employment law aims to protect employees from unjustified dismissals and provides compensation and other remedies to those who have been wrongfully dismissed. Seeking legal advice is crucial for employees who believe they have been wrongfully dismissed, as it ensures that their rights are protected and that they have the best chance of obtaining a favorable outcome.
Conclusion
In conclusion, Employment Law in the Dubai International Financial Centre (DIFC) allows for the inclusion of a probation period in employment contracts. During this period, employers have the opportunity to assess the suitability of the employee for the job, while employees can evaluate the work environment and conditions. The probation period should be clearly defined in the employment contract and cannot exceed six months. Both parties have the right to terminate the employment relationship during this period without notice or compensation. However, if the probation period is successfully completed, the employment contract becomes permanent, and the employee is entitled to all the rights and benefits as per the DIFC Employment Law.
