10 ESSENTIAL INSIGHTS INTO THE UAE LABOUR LAW AMENDMENTS OF 2024: STRENGTHENING EMPLOYEE RIGHTS AND WORKPLACE EQUITY

Imagine you're a professional in the UAE, working in an environment that now offers more flexibility, greater job security, and improved family benefits. With the recent amendments to the UAE Labour Law, employees across sectors now enjoy work conditions aligned with global standards. These updates, part of Federal Decree-Law No. 33 of 2021 on Regulation of Labour Relations, took effect in 2022 and were further refined in 2024 to enhance both employer obligations and employee rights.

Whether you're looking for more flexible work options, concerned about fair pay, or focused on securing family leave, these labour reforms cover key areas to support a balanced, fair, and transparent workplace.

1. Diverse Models and Flexible Contracts

Picture a workplace that fits around your life, not the other way around. The 2024 updates to Federal Decree-Law No. 33, Articles 5 and 6, and reinforced by Cabinet Resolution No. 1 of 2022, now officially recognize various work models. These options include full-time, part-time, temporary, and flexible contracts. Employees gain the freedom to pursue remote work or freelance options, fostering work-life balance.

2.     Fixed-Term Contracts for All

Gone are the days of indefinite contracts. As of 2024, Article 8 of the UAE Labour Law mandates that all employment contracts be fixed-term, limited to three (3) years with the possibility of renewal. Backed by Cabinet Resolution No. 1 of 2022, this update offers clarity in employment terms and reduces the likelihood of disputes, ensuring employees know the conditions, duration, and renewal provisions of their contracts.

3. Equal Pay for Equal Work

Ensuring gender equality, the UAE’s commitment to equal pay has been reinforced by the 2024 Labour Law updates, building on Federal Decree-Law No. 6 of 2020. Employers must uphold pay equity for men and women performing the same role or equivalent work, establishing a fair standard across industries and requiring regular pay audits to avoid gender-based disparities.

4.     Probation Period Guidelines:

Clear provisions on the duration and notice period for probation have been introduced, ensuring transparency during the initial stages of employment. This reduces misunderstandings between employers and employees during the trial phase.

5. Annual Leave and Paid Time Off

Need time off for personal reasons? Federal Decree-Law No. 33, Article 29, supported by recent Cabinet Resolutions, guarantees 30 days of annual leave for employees after one year of service, as well as paid time off for public holidays and personal emergencies. For instance, employees can now take up to five days for bereavement or two days for marriage leave, allowing them to balance personal life without financial worry.

6. Extended Maternity and Parental Leave

Supporting family life, the UAE’s amendments to Articles 30 and 31 of Federal Decree-Law No. 33 of 2021 offer female employees 60 days of maternity leave, 45 days fully paid and 15 days at half pay. Fathers can take five days of paid leave within six months of their child’s birth. This focus on family rights fosters a more supportive work environment for new parents and aligns with international standards.

7. Protection Against Harassment and Discrimination

Every employee deserves a safe and respectful workplace. Article 14 of the 2024 amendments to Federal Decree-Law No. 33 mandates that employers provide protection against harassment, bullying, and discrimination. Employees now have legal recourse against any form of workplace misconduct, while employers must implement grievance mechanisms to ensure compliance and safety.

8. Gratuity and End-of-Service Benefits

Offering financial security at the end of employment, Article 51 of Federal Decree-Law No. 33 preserves end-of-service gratuity benefits, calculated based on length of service, and prohibits arbitrary withholding. The 2024 updates ensure that employees receive their gratuity promptly, adding another layer of protection for workers’ financial rights.

9. Protection Against Unlawful Termination

The latest amendments strengthen job security by prohibiting termination without legitimate cause, such as redundancy or poor performance. According to Article 47 of Federal Decree-Law No. 33, employees dismissed unlawfully may seek compensation, and employers could face penalties, ensuring a fairer dismissal process.

10.  Enhanced Dispute Resolution Mechanisms:

Articles 54 and 60 have been amended to streamline the handling of individual labor disputes. The reforms set clear time bars for raising claims, expediting the resolution process for workplace grievances.

These 2024 updates to the UAE Labour Law showcase the nation’s commitment to a fair, transparent, and family-friendly workplace. By offering flexible work models, enhancing gender equality, and ensuring stronger protection against unfair treatment, the UAE is empowering employees to thrive in a balanced, secure environment.