HZLegalFixed term contract under UAE new Labour law

18/09/2024by Hossam Zakaria0

Table of Contents

“Fixed term contracts: clarity and security under UAE’s new Labour law.”

Introduction

Under the new Labour law in the United Arab Emirates, fixed-term contracts are a common type of employment agreement. These contracts specify a set duration for the employment relationship, with a defined start and end date. Fixed-term contracts provide both employers and employees with clarity and certainty regarding the terms of employment for a specific period of time.

Benefits of Fixed Term Contracts in UAE

Fixed term contracts have become increasingly popular in the United Arab Emirates (UAE) under the new Labour law. These contracts offer a range of benefits for both employers and employees, providing a level of flexibility and security that is not always present in traditional open-ended contracts.

One of the key benefits of fixed term contracts is the clarity they provide for both parties. By specifying a set term for the employment relationship, both the employer and the employee know exactly how long the contract will last. This can help to avoid misunderstandings and disputes down the line, as the terms of the contract are clearly laid out from the beginning.

Fixed term contracts also offer employers the flexibility to hire employees for specific projects or periods of high demand. This can be particularly useful in industries where workloads fluctuate throughout the year, allowing employers to bring in additional staff when needed without committing to a long-term employment relationship.

For employees, fixed term contracts can provide a level of security that is not always present in temporary or freelance positions. Knowing that their employment is guaranteed for a set period of time can provide peace of mind and stability, allowing employees to focus on their work without worrying about their job security.

In addition to providing clarity and flexibility, fixed term contracts can also offer financial benefits for both employers and employees. Employers may be able to negotiate lower salaries or reduced benefits for employees on fixed term contracts, as the shorter duration of the contract may make up for the lower compensation. For employees, fixed term contracts can offer the opportunity to earn a higher salary for a shorter period of time, as employers may be willing to pay more for temporary or project-based work.

Another benefit of fixed term contracts is the ease of termination. Unlike open-ended contracts, which may require a lengthy notice period or severance pay in the event of termination, fixed term contracts typically come to an end at the specified date without the need for additional compensation. This can make it easier for employers to make changes to their workforce as needed, without incurring significant costs or legal complications.

Overall, fixed term contracts offer a range of benefits for both employers and employees in the UAE. From providing clarity and flexibility to offering financial advantages and ease of termination, these contracts can be a valuable tool for managing employment relationships in a dynamic and fast-paced business environment.

As the new Labour law in the UAE continues to evolve, fixed term contracts are likely to become even more common. By understanding the benefits of these contracts and how they can be used to advantage, employers and employees can make informed decisions about their employment relationships and ensure a positive and productive working environment for all parties involved.

Key Provisions of Fixed Term Contracts under UAE Labour Law

Fixed term contracts are a common practice in the United Arab Emirates (UAE) labor market, providing both employers and employees with a clear understanding of the terms and conditions of employment for a specified period of time. The new UAE Labor Law, which came into effect in 2021, has introduced several key provisions that govern fixed term contracts, ensuring that both parties are protected and their rights are upheld.

One of the key provisions of fixed term contracts under the new UAE Labor Law is the requirement for the contract to clearly specify the duration of employment. This means that both the employer and the employee must agree on the exact start and end dates of the contract, as well as any conditions for renewal or termination. By clearly outlining the duration of employment, fixed term contracts provide both parties with certainty and clarity regarding their rights and obligations.

Another important provision of fixed term contracts under the new UAE Labor Law is the requirement for employers to provide written notice to employees regarding the non-renewal of their contract. This notice period must be specified in the contract itself, and employers are required to adhere to it in order to avoid any legal repercussions. By providing employees with advance notice of the non-renewal of their contract, employers can ensure a smooth transition for both parties and avoid any misunderstandings or disputes.

Additionally, the new UAE Labor Law stipulates that fixed term contracts must include provisions for the payment of end-of-service benefits. These benefits are calculated based on the employee’s length of service and are designed to provide financial security for employees upon the termination of their contract. By including provisions for end-of-service benefits in fixed term contracts, employers can ensure that employees are fairly compensated for their contributions and loyalty to the company.

Furthermore, the new UAE Labor Law requires fixed term contracts to include provisions for annual leave and other benefits. Employers are required to provide employees with a specified number of days off each year, as well as any other benefits such as health insurance, housing allowances, and transportation allowances. By including these provisions in fixed term contracts, employers can attract and retain top talent, while also ensuring that employees are well taken care of during their employment.

In conclusion, fixed term contracts under the new UAE Labor Law are governed by several key provisions that aim to protect the rights and interests of both employers and employees. By clearly specifying the duration of employment, providing written notice of non-renewal, including provisions for end-of-service benefits, and offering annual leave and other benefits, fixed term contracts ensure that both parties are treated fairly and equitably. Employers and employees alike can benefit from the clarity and certainty provided by fixed term contracts, allowing for a harmonious and productive working relationship.

Differences between Fixed Term and Unlimited Contracts in UAE

Fixed term contracts have long been a common practice in the United Arab Emirates (UAE) labor market. However, with the introduction of the new labor law, there have been some significant changes in how these contracts are regulated. Understanding the differences between fixed term and unlimited contracts is crucial for both employers and employees in the UAE.

One of the key distinctions between fixed term and unlimited contracts is the duration of the employment relationship. Fixed term contracts are for a specific period of time, whereas unlimited contracts have no set end date. This means that employees on fixed term contracts know exactly when their employment will come to an end, while those on unlimited contracts have a more indefinite relationship with their employer.

Another important difference between the two types of contracts is the termination process. Under the new labor law, fixed term contracts can only be terminated early if both parties agree to it. This provides more stability and security for employees on fixed term contracts, as they can be confident that their employment will not be terminated without their consent.

On the other hand, employees on unlimited contracts have more flexibility when it comes to termination. Employers can terminate unlimited contracts for a variety of reasons, as long as they provide the required notice period or compensation. This gives employers more control over their workforce and allows them to make changes as needed.

In terms of benefits and entitlements, employees on fixed term contracts are entitled to the same benefits as those on unlimited contracts. This includes things like annual leave, sick leave, and end of service gratuity. However, employees on fixed term contracts may not be eligible for certain benefits that are tied to length of service, such as long service leave or additional end of service gratuity.

From a legal perspective, fixed term contracts are subject to stricter regulations under the new labor law. Employers must ensure that fixed term contracts are in writing and clearly specify the terms and conditions of employment. Failure to comply with these requirements can result in penalties for the employer.

Overall, the differences between fixed term and unlimited contracts in the UAE are significant and have important implications for both employers and employees. Understanding these differences is essential for ensuring compliance with the new labor law and protecting the rights of all parties involved.

In conclusion, fixed term contracts under the new labor law in the UAE have undergone significant changes that impact both employers and employees. By understanding the differences between fixed term and unlimited contracts, both parties can ensure compliance with the law and protect their rights. Fixed term contracts provide more stability and security for employees, while unlimited contracts offer more flexibility for employers. It is important for all parties to be aware of these differences and to seek legal advice if needed to ensure compliance with the new regulations.

Renewal and Termination of Fixed Term Contracts in UAE

Fixed term contracts are a common practice in the United Arab Emirates (UAE) labor market, providing both employers and employees with a sense of security and predictability. Under the new UAE Labor Law, which came into effect in 2021, there are specific regulations governing the renewal and termination of fixed term contracts.

One of the key changes introduced by the new Labor Law is the requirement for employers to provide written notice to employees at least 30 days before the expiry of a fixed term contract. This notice must clearly state whether the contract will be renewed or terminated. This provision aims to ensure transparency and give employees sufficient time to make informed decisions about their future employment.

In cases where an employer wishes to renew a fixed term contract, they must negotiate the terms of the renewal with the employee. This includes discussing any changes to the contract, such as salary, benefits, or job responsibilities. It is important for both parties to reach a mutual agreement on the terms of the renewal to avoid any misunderstandings or disputes in the future.

If an employer decides not to renew a fixed term contract, they must provide the employee with a valid reason for the non-renewal. The new Labor Law specifies certain grounds for non-renewal, such as the completion of a specific project, a decrease in business activity, or the availability of a more qualified candidate for the position. Employers must ensure that their reasons for non-renewal are legitimate and not discriminatory in nature.

In the event that a fixed term contract is terminated before its expiry date, the new Labor Law requires employers to provide employees with a notice period or compensation in lieu of notice. The notice period must be at least 30 days, unless otherwise specified in the contract. Alternatively, employers can choose to pay employees a sum equivalent to their salary for the notice period.

Employees who believe that their fixed term contract has been unlawfully terminated have the right to file a complaint with the Ministry of Human Resources and Emiratisation (MOHRE). The MOHRE will investigate the matter and may order the employer to reinstate the employee or provide them with compensation for unfair dismissal. It is important for employees to be aware of their rights and seek legal advice if they believe they have been wrongfully terminated.

Overall, the new regulations governing the renewal and termination of fixed term contracts in the UAE aim to protect the rights of both employers and employees. By providing clear guidelines and procedures for contract renewal and termination, the new Labor Law seeks to promote fairness and transparency in the workplace. Employers and employees alike should familiarize themselves with these regulations to ensure compliance and avoid any potential disputes or legal issues.

Rights and Responsibilities of Employees on Fixed Term Contracts in UAE

Fixed term contract under UAE new Labour law
Fixed term contracts are a common practice in the United Arab Emirates (UAE) and are governed by the country’s new Labour law. These contracts are typically used for temporary or project-based work and have specific rights and responsibilities for both employers and employees. Understanding the terms and conditions of a fixed term contract is essential for both parties to ensure a smooth working relationship.

Under the new Labour law in the UAE, employees on fixed term contracts are entitled to certain rights and benefits. These include the right to receive a written contract outlining the terms of employment, including the duration of the contract, salary, benefits, and any other relevant terms. Employers are required to provide this contract to employees within the first two months of employment.

Employees on fixed term contracts are also entitled to receive the same benefits as permanent employees, including annual leave, sick leave, and end-of-service benefits. However, the calculation of these benefits may vary depending on the duration of the contract and the terms outlined in the employment contract.

It is important for employees on fixed term contracts to be aware of their rights and responsibilities under the new Labour law in the UAE. This includes understanding the terms of their contract, including the duration of employment, salary, benefits, and any other relevant terms. Employees should also be aware of their rights to annual leave, sick leave, and end-of-service benefits, and how these benefits are calculated.

Employers also have certain responsibilities when it comes to fixed term contracts in the UAE. They are required to provide employees with a written contract outlining the terms of employment, including the duration of the contract, salary, benefits, and any other relevant terms. Employers must also ensure that employees receive the same benefits as permanent employees, including annual leave, sick leave, and end-of-service benefits.

Transitional phrases such as “however,” “in addition,” and “furthermore” can help guide the reader through the article and connect ideas smoothly. By understanding the rights and responsibilities of employees on fixed term contracts in the UAE, both employers and employees can ensure a fair and transparent working relationship.

In conclusion, fixed term contracts are a common practice in the UAE and are governed by the country’s new Labour law. Employees on fixed term contracts are entitled to certain rights and benefits, including the right to receive a written contract outlining the terms of employment and the same benefits as permanent employees. Employers also have responsibilities when it comes to fixed term contracts, including providing employees with a written contract and ensuring they receive the same benefits as permanent employees. By understanding the terms and conditions of fixed term contracts, both employers and employees can ensure a smooth working relationship.

Legal Implications of Fixed Term Contracts in UAE

Fixed term contracts have long been a common practice in the United Arab Emirates (UAE) labor market. These contracts are typically used for temporary or project-based work, providing both employers and employees with a clear understanding of the terms and duration of employment. However, with the introduction of the new UAE Labor Law, there are some important legal implications that both parties should be aware of when entering into a fixed term contract.

One of the key changes introduced by the new Labor Law is the requirement for fixed term contracts to be in writing. This means that both the employer and the employee must have a clear written agreement outlining the terms and conditions of the employment, including the duration of the contract, the nature of the work, and any other relevant details. This written contract serves as a legal document that can be used to resolve any disputes that may arise during the course of employment.

Additionally, the new Labor Law stipulates that fixed term contracts cannot be renewed more than twice. This means that an employee can only be employed on a fixed term contract for a maximum of three consecutive terms. After this period, the employer must either offer the employee a permanent contract or terminate the employment. This provision is designed to prevent the abuse of fixed term contracts by employers who may seek to avoid providing employees with the benefits and protections afforded to permanent employees.

Another important legal implication of fixed term contracts under the new Labor Law is the entitlement to end of service benefits. In the past, employees on fixed term contracts were not entitled to end of service benefits, as these were typically reserved for permanent employees. However, the new Labor Law now requires employers to provide end of service benefits to employees on fixed term contracts, based on the length of their service and the terms of their contract. This ensures that employees are fairly compensated for their work, regardless of the type of contract they are on.

It is also worth noting that under the new Labor Law, employers are required to provide fixed term employees with the same benefits and protections as permanent employees. This includes entitlement to annual leave, sick leave, and other benefits as outlined in the Labor Law. Employers must also ensure that fixed term employees are treated fairly and in accordance with the law, to avoid any potential legal disputes or penalties.

In conclusion, the new UAE Labor Law has introduced several important legal implications for fixed term contracts. Employers and employees should be aware of these changes and ensure that they comply with the requirements set out in the law. By having a clear written contract, limiting the number of contract renewals, providing end of service benefits, and treating fixed term employees fairly, both parties can ensure a smooth and legally compliant employment relationship. It is important for employers to seek legal advice if they are unsure of their obligations under the new Labor Law, to avoid any potential legal issues in the future.

Impact of Fixed Term Contracts on End of Service Benefits in UAE

Fixed term contracts have long been a common practice in the United Arab Emirates (UAE) labor market. These contracts are typically used for temporary or project-based work, providing employers with flexibility in managing their workforce. However, the new labor law in the UAE has introduced changes that impact the way fixed term contracts are structured and their implications on end of service benefits.

Under the new labor law, fixed term contracts are now limited to a maximum duration of two years. This means that employers can no longer enter into indefinite fixed term contracts with their employees. Instead, they must specify a clear end date for the contract at the time of hiring. This change aims to provide more stability and predictability for both employers and employees, ensuring that contracts are not extended indefinitely without a clear end in sight.

One of the key implications of this change is its impact on end of service benefits. In the UAE, end of service benefits are a mandatory payment that employers must make to employees upon the termination of their employment. These benefits are calculated based on the employee’s length of service and final salary, providing a financial cushion for employees as they transition to a new job or retirement.

With the introduction of the two-year limit on fixed term contracts, employees may find themselves in a precarious position when it comes to their end of service benefits. If their contract is not renewed after two years, they may be entitled to a lower end of service payment than if they had been employed on an indefinite contract. This is because end of service benefits are typically calculated based on the employee’s total length of service, and a two-year fixed term contract may not be considered as continuous service for the purposes of calculating these benefits.

Employers must be mindful of this potential impact when entering into fixed term contracts with their employees. They should clearly communicate the terms of the contract, including the duration and any potential implications on end of service benefits, to ensure that employees are aware of their rights and entitlements. Employers should also consider the possibility of renewing fixed term contracts beyond the two-year limit, or transitioning employees to indefinite contracts if the relationship is expected to continue long-term.

Employees, on the other hand, should be proactive in understanding their rights and entitlements under the new labor law. They should seek clarification from their employers on the terms of their fixed term contracts, including any potential implications on end of service benefits. If employees believe that their rights are being infringed upon, they may seek legal advice or assistance from the Ministry of Human Resources and Emiratisation to ensure that their rights are protected.

In conclusion, the new labor law in the UAE has introduced changes that impact the way fixed term contracts are structured and their implications on end of service benefits. Employers and employees must be aware of these changes and take proactive steps to ensure that their rights are protected. By understanding the implications of fixed term contracts on end of service benefits, both employers and employees can navigate the new legal landscape with confidence and clarity.

Recent Changes in UAE Labour Law regarding Fixed Term Contracts

The United Arab Emirates (UAE) has recently made significant changes to its labor laws regarding fixed-term contracts. These changes have been implemented to provide more clarity and protection for both employers and employees. Understanding the new regulations surrounding fixed-term contracts is crucial for businesses operating in the UAE.

One of the key changes to the UAE labor law is the introduction of a maximum term limit for fixed-term contracts. Previously, there was no specific limit on the duration of fixed-term contracts, leading to uncertainty for both parties involved. The new law now stipulates that fixed-term contracts cannot exceed a duration of two years. This provides a clear timeframe for both employers and employees, ensuring that expectations are set from the beginning of the contract.

Additionally, the new labor law requires that fixed-term contracts must be in writing and registered with the Ministry of Human Resources and Emiratisation. This requirement aims to prevent any disputes or misunderstandings that may arise from verbal agreements. By having a written contract that is officially registered, both parties have a clear reference point for their rights and obligations.

Furthermore, the new regulations also address the issue of renewing fixed-term contracts. Under the previous law, there was no limit on the number of times a fixed-term contract could be renewed, leading to potential exploitation of employees. The new law now states that fixed-term contracts can only be renewed once upon their expiry. This limitation aims to prevent the continuous renewal of contracts without providing employees with the benefits and protections of permanent employment.

In addition to the changes regarding the duration and renewal of fixed-term contracts, the new labor law also includes provisions for early termination. If either party wishes to terminate a fixed-term contract before its expiry, they must provide notice as per the terms of the contract. Failure to provide proper notice may result in penalties or compensation for the affected party. This provision ensures that both employers and employees adhere to the terms of the contract and respect each other’s rights.

Overall, the recent changes to the UAE labor law regarding fixed-term contracts aim to create a more transparent and fair working environment for all parties involved. By setting clear limits on the duration of contracts, requiring written agreements, and regulating the renewal and termination of contracts, the new regulations provide a framework for employers and employees to operate within.

It is essential for businesses operating in the UAE to familiarize themselves with these new regulations and ensure compliance with the law. By understanding the requirements and obligations surrounding fixed-term contracts, employers can avoid potential disputes and legal issues in the future. Additionally, employees can benefit from the protections and rights afforded to them under the new labor law.

In conclusion, the recent changes to the UAE labor law regarding fixed-term contracts represent a positive step towards creating a more equitable and transparent working environment. By adhering to the new regulations and understanding their implications, both employers and employees can ensure a mutually beneficial relationship based on respect and fairness.

Best Practices for Employers when Implementing Fixed Term Contracts in UAE

Fixed term contracts are a common practice in the United Arab Emirates (UAE) labor market, providing both employers and employees with a clear understanding of the terms and conditions of employment for a specified period of time. With the recent changes in the UAE labor law, it is important for employers to understand the best practices when implementing fixed term contracts to ensure compliance with the new regulations.

One of the key aspects of fixed term contracts under the new UAE labor law is the requirement for employers to clearly define the duration of the contract at the time of hiring. This means that employers must specify the start and end dates of the contract, as well as any conditions for renewal or termination. By clearly outlining these details in the contract, employers can avoid any misunderstandings or disputes with employees regarding the duration of their employment.

In addition to defining the duration of the contract, employers should also clearly outline the terms and conditions of employment, including the job responsibilities, working hours, salary, benefits, and any other relevant information. This will help ensure that both parties are aware of their rights and obligations under the contract, and can help prevent any potential conflicts or misunderstandings in the future.

When implementing fixed term contracts, employers should also be mindful of the provisions related to termination of the contract. Under the new UAE labor law, employers are required to provide employees with a notice period before terminating a fixed term contract, unless there is a valid reason for immediate termination. By following the proper procedures for termination, employers can avoid any legal repercussions and maintain a positive relationship with their employees.

Another important aspect of implementing fixed term contracts in the UAE is ensuring compliance with the regulations related to end of service benefits. Employers are required to provide employees with end of service benefits upon completion of a fixed term contract, based on the employee’s length of service and salary. By calculating and providing these benefits in accordance with the law, employers can demonstrate their commitment to fair and equitable treatment of their employees.

In conclusion, fixed term contracts are a valuable tool for employers in the UAE labor market, providing clarity and certainty for both parties regarding the terms and conditions of employment. By following best practices when implementing fixed term contracts, employers can ensure compliance with the new regulations and maintain positive relationships with their employees. By clearly defining the duration of the contract, outlining the terms and conditions of employment, following proper procedures for termination, and providing end of service benefits, employers can create a fair and transparent working environment that benefits both parties.

Case Studies on Fixed Term Contract Disputes in UAE

Fixed term contracts have become a common practice in the United Arab Emirates (UAE) as they provide employers with flexibility in managing their workforce. However, the new Labour law in the UAE has introduced several changes that impact the use of fixed term contracts. In this article, we will explore the implications of the new Labour law on fixed term contracts and discuss some case studies on fixed term contract disputes in the UAE.

One of the key changes introduced by the new Labour law is the requirement for fixed term contracts to be in writing. This means that employers must clearly outline the terms and conditions of the contract, including the duration of the contract, the nature of the work, and the rights and obligations of both parties. Failure to comply with this requirement can result in the contract being deemed invalid, which could lead to disputes between employers and employees.

In a recent case study, an employee in the UAE filed a complaint against his employer for terminating his fixed term contract without cause. The employee argued that the termination was unfair and in violation of the new Labour law, which requires employers to have a valid reason for terminating a fixed term contract. The employer, on the other hand, claimed that the termination was justified due to the employee’s poor performance.

The case was brought before the Ministry of Human Resources and Emiratisation (MOHRE), which is responsible for resolving labour disputes in the UAE. After reviewing the evidence presented by both parties, the MOHRE determined that the employer had failed to provide sufficient evidence to support their claim of poor performance. As a result, the MOHRE ruled in favour of the employee and ordered the employer to compensate the employee for wrongful termination.

This case highlights the importance of following the new Labour law requirements when entering into fixed term contracts in the UAE. Employers must ensure that their contracts are in writing and clearly outline the terms and conditions of the agreement to avoid disputes with employees. Additionally, employers must have valid reasons for terminating fixed term contracts to avoid potential legal consequences.

Another common issue that arises in fixed term contract disputes in the UAE is the calculation of end-of-service benefits. Under the new Labour law, employees are entitled to end-of-service benefits upon the completion of a fixed term contract, unless the contract is terminated for cause. However, disputes often arise over the calculation of these benefits, leading to disagreements between employers and employees.

In a recent case study, an employee in the UAE filed a complaint against his employer for underpaying his end-of-service benefits upon the completion of his fixed term contract. The employee argued that the employer had miscalculated his benefits, resulting in a significant loss of income. The employer, on the other hand, claimed that they had followed the correct calculation method and that the employee was not entitled to additional benefits.

Once again, the case was brought before the MOHRE for resolution. After reviewing the evidence presented by both parties, the MOHRE determined that the employer had indeed miscalculated the employee’s end-of-service benefits. As a result, the MOHRE ordered the employer to pay the employee the correct amount of benefits owed to him.

This case serves as a reminder to employers in the UAE to accurately calculate end-of-service benefits for employees upon the completion of fixed term contracts. Employers must ensure that they follow the correct calculation method outlined in the new Labour law to avoid disputes with employees and potential legal consequences.

In conclusion, the new Labour law in the UAE has introduced several changes that impact the use of fixed term contracts. Employers must ensure that their contracts are in writing and clearly outline the terms and conditions of the agreement to avoid disputes with employees. Additionally, employers must have valid reasons for terminating fixed term contracts and accurately calculate end-of-service benefits to comply with the new Labour law requirements. By following these guidelines, employers can mitigate the risk of fixed term contract disputes and maintain positive relationships with their employees.

Q&A

1. What is a fixed-term contract under UAE new Labour law?
A fixed-term contract is a type of employment agreement that specifies a start and end date for the employment relationship.

2. How long can a fixed-term contract last under UAE new Labour law?
A fixed-term contract can last for a maximum period of two years under UAE new Labour law.

3. Can a fixed-term contract be renewed under UAE new Labour law?
Yes, a fixed-term contract can be renewed for another term if both parties agree.

4. What happens if a fixed-term contract is terminated before the end date under UAE new Labour law?
If a fixed-term contract is terminated before the end date, the employer may be required to pay compensation to the employee.

5. Are there any restrictions on the use of fixed-term contracts under UAE new Labour law?
Yes, fixed-term contracts cannot be used to replace indefinite contracts or to avoid providing employees with their full rights and benefits.

6. Can an employee terminate a fixed-term contract early under UAE new Labour law?
An employee may terminate a fixed-term contract early if there is a valid reason, such as a breach of contract by the employer.

7. Are there any specific requirements for fixed-term contracts under UAE new Labour law?
Fixed-term contracts must be in writing and signed by both parties, and they must clearly specify the start and end dates of the contract.

8. Can an employer terminate a fixed-term contract early under UAE new Labour law?
An employer may terminate a fixed-term contract early if there is a valid reason, such as poor performance or misconduct by the employee.

9. What rights do employees have under a fixed-term contract under UAE new Labour law?
Employees under a fixed-term contract are entitled to the same rights and benefits as employees under indefinite contracts, including annual leave, sick leave, and end-of-service benefits.

10. How should disputes related to fixed-term contracts be resolved under UAE new Labour law?
Disputes related to fixed-term contracts can be resolved through the Ministry of Human Resources and Emiratisation or through the labour courts in the UAE.

Conclusion

The new UAE Labour Law allows for fixed-term contracts to be used for specific projects or temporary work. These contracts provide clarity and security for both employers and employees, outlining the terms and conditions of employment for a set period of time. Fixed-term contracts can help businesses manage their workforce more effectively and provide flexibility in hiring and staffing. Overall, the new Labour Law provisions regarding fixed-term contracts aim to create a more transparent and fair working environment for all parties involved.