UAE Federal Decree-Law No. (33) of 2021 Regarding the Regulation of Employment Relationship and its amendments

Federal Decree-Law No. (33) of 2021 Regarding the Regulation of Employment Relationships

Article (1) Definitions

State: United Arab Emirates.
Ministry: Ministry of Human Resources and Emiratisation.
Minister: Minister of Human Resources and Emiratisation.
Private Sector: Companies, institutions, establishments, or entities owned by individuals or in partnership with federal or local government.
Establishment: Economic, technical, industrial, or commercial unit licensed by competent authorities.
Employer: Natural or legal person employing one or more workers for a wage.
Worker: Natural person authorized by the Ministry to work for a licensed establishment under the employer's supervision.
Juvenile: Person aged 15 to 18 years old.
Work: Human, intellectual, technical, or physical effort performed.
Work Permit: Document issued by the Ministry allowing a person to work for a licensed establishment.
Employment Contract: Agreement between employer and worker, specifying the worker's commitment to work under the employer's supervision in return for a wage.
Probationary Period: Period for the employer to evaluate the worker's performance, not exceeding six months.
Notice Period: Period specified in the employment contract that both parties must adhere to when terminating the contract.
Basic Wage: Wage stipulated in the employment contract for the worker's service, excluding allowances or benefits-in-kind.
Wage: Basic wage plus cash allowances and benefits-in-kind.
- Includes benefits-in-kind, allowances for effort or risks, and allowances to meet the cost of living.
Working Day: Official working day defined by the implementing resolutions.
Workplace: Location agreed upon in the employment contract where the worker performs tasks.
Continuous Service: Uninterrupted service with the same employer.
Day Worker: Worker receiving a daily wage.
Work Injury: Exposure to occupational diseases or injuries during work, including commuting if the accident happened without deviation from the normal route.
Medical Entity: Government or private health establishment licensed to provide health services.
Worker’s Family: Spouse, sons, and daughters.
Individual Labour Disputes: Disputes between an employer and a single worker related to the Decree-Law.
Collective Labour Disputes: Disputes between an employer and a group of workers related to a common interest.

Article (2) Objectives

Ensuring the efficiency of the UAE labor market by attracting and retaining future skills and talents and providing an attractive business environment for employers.
Regulating employment relationships and defining the rights and obligations of the parties.
Enhancing the flexibility and sustainability of the UAE labor market through the protection of parties during developments and exceptional circumstances.
Improving and developing the capabilities and skills of workers in the private sector.
Providing protection to both parties and enabling them to obtain their rights.

Article (3) Scope of Application

Applies to all establishments, employers, and workers in the UAE private sector.
Exemptions:
- Employees of federal and local government entities.
- Employees of the armed forces, police, and security.
- Domestic workers.
The Cabinet may exclude any category upon the Minister’s proposal.

Article (4) Equality and Non-discrimination

Prohibits discrimination based on race, color, sex, religion, national or social origin, or disability.
- Ensures equal opportunity and treatment in employment.
Rules enhancing the participation of UAE citizens are not considered discrimination.
Provisions regulating employment apply to women without discrimination, with established rights for working women.
Ensures equal wage for women performing the same work or work of equal value as men.
- The Cabinet will issue procedures and standards for evaluating work of equal value.

Article (5) Employment of Juveniles

Prohibits employment of persons under 15 years old.
Conditions for employing juveniles:
- Written consent of the juvenile’s guardian.
- Medical certificate proving health fitness.
- Working hours not exceeding six hours per day, including breaks of at least one hour.
- Prohibition of work between 7 pm and 7 am.
- Prohibition of employment in dangerous or arduous works.
- Prohibition of overtime, working after prescribed hours, or working on weekends/official holidays.
The Implementing Regulation specifies juvenile employment procedures, prohibited works, and rules for excluding training entities.

Article (6) Recruitment and Employment of Workers

Work in the UAE requires a work permit from the Ministry.
The Implementing Regulation specifies work permit terms, conditions, types, and procedures.
Employment or mediation to recruit workers requires a license from the Ministry.
Employers are prohibited from charging workers for recruitment fees and costs.
The Minister, in coordination with concerned entities, shall issue resolutions regulating prohibited jobs.

Article (7) Work Patterns

Types of work patterns:
- Full-time: Working for one employer for full daily working hours.
- Part-time: Working for one or more employers for specified hours or days.
- Temporary work: Work for a specific period or task, ending upon completion.
- Flexible work: Variable hours or working days based on workload and employer's variables.
- Any other patterns specified by the Implementing Regulation.
The Implementing Regulation specifies conditions, rules, and obligations for each work pattern.

Article (8) Employment Contract

Employers must conclude an employment contract with the worker.
- Two copies: one for the employer and one for the worker.
Workers can prove the employment contract and wage through all means of proof.
Employment contracts shall be concluded for a specified period of time, subject to renewal, in accordance with the agreement of both parties.
Extending or renewing the contract is considered an extension of the original term when calculating continuous service.
If both parties continue the contract after expiry without an express agreement, the original contract is considered implicitly extended.
The Implementing Regulation specifies employment contract forms according to skill levels and provisions for changing the work pattern and register them at the Ministry.

Article (9) Probationary Period

The probationary period cannot exceed six months.
- The employer may terminate the service after giving 14 days' written notice.
A worker cannot be appointed under a probationary period more than once at one employer.
- If the worker passes the probationary period, it counts towards the term of service.
If the worker wishes to move employers during the probationary period, they must provide one month's written notice.
- The new employer must compensate the original employer for recruitment costs unless otherwise agreed.
If a foreign worker terminates the contract during probation to leave the State, they must give 14 days' written notice.
- If they return within three months, the new employer must pay compensation unless agreed otherwise.
If either party terminates the contract without considering these provisions, they must pay compensation equal to the worker’s wages for the notice period.
If a foreign worker leaves the State without abiding by these provisions, they will not be granted a work permit for one year.
The Ministry may exclude some job categories from these conditions.

Article (10) Non-competition Clause

If the worker gains knowledge of the employer's clients or work secrets, a non-competition clause may be required.
- Must be specified in terms of time, place, and type of work.
- The non-competition period cannot exceed two years from the contract's expiry date.
This requirement is nullified if the employer terminates the contract in violation of the Decree-Law.
The employer’s claim for violation of this Article is not heard if one year has passed since discovering the violation.
The Implementing Regulation defines provisions and skill levels excluded from this clause.

Article (11) An Employer Outsourcing some of its Works to Another Employer

The original employer can outsource some or all of the original works to another employer, and the latter is solely liable for the rights of their workers.

Article (12) Assigning the Worker to Another Job

Workers cannot be assigned work fundamentally different from the agreed-upon work in the contract unless necessary to prevent an accident or rectify damages.
- The assignment must be temporary.
In cases other than those mentioned in Clause (1) of this Article, the employer may assign the worker to undertake work not agreed upon in the employment contract, provided that the worker provides his consent in writing.
If the worker has to change his place of residence, the employer bears all the financial costs.

Article (13) Employer’s Obligations

The employer shall comply with the following:

Maintaining workers' files and records for at least two years after the end of service.
Not withholding official documents or forcing the worker to leave the State at the end of employment.
Providing rules for work organization, penalties, promotions, rewards, and other by-laws.
Providing proper accommodation or paying an accommodation allowance.
Investing in the development of workers' skills and providing training and qualification programs.
Providing necessary prevention means to protect workers from occupational diseases and injuries.
Ensuring workers are aware of their rights and obligations.
Bearing the costs of the worker’s medical care.
Bearing expenses of insurances, contributions, and guarantees.
Not allowing the worker to work for others, except in accordance with the provisions hereof.
Giving the worker a certificate of experience upon expiry of the contract.
Bearing the repatriation expenses of the worker.
Providing a safe and appropriate work environment.
Any other obligations stipulated under the provisions of this Decree-Law.

Article (14) Prohibition of Forced Labour and Other Prohibitions

Prohibits forced labor through any means of coercion or threats.
Prohibits sexual harassment, bullying, or any form of violence against workers.

Article (15) Worker’s Entitlements at the Time of his Death

In case of death, the employer shall hand over the worker's wages and end-of-service benefits to the worker’s family within ten days.
The worker may specify the concerned person from his family to receive his rights in case of his death.
The employer shall bear the costs of preparing and transporting the corpse of the deceased worker to his home country.
The Ministry may set a mechanism to keep the worker’s entitlements if they cannot be handed over to the family.

Article (16) Worker’s Obligations

The worker shall abide by the following:

Performing work personally under the employer's supervision.
Being committed to good behavior and morals.
Preserving production means and work tools.
Keeping confidentiality of information.
Not keeping original papers or hard or soft copies of documents related to work secrets without the permission of the employer.
Implementing occupational safety and health instructions.
Working during the approved days and hours specified in the contract.
Continuously working to develop functional and professional skills.
Not working for others in violation of the provisions hereof.
Evacuating accommodation provided by the employer within 30 days of the end of service.
Any other obligations prescribed under the provisions of this Decree-Law.

Article (17) Working Hours

Maximum normal working hours are eight hours per day or 48 hours per week.
The Cabinet may increase or reduce daily working hours for some sectors or categories of workers.
Commute time is not counted in the working hours.
The Implementing Regulation specifies working hours in Ramadan.
If the worker works based on a pattern other than the full-time pattern, the original employer may not ask the worker to work for it more than the hours agreed upon in the employment contract, except with the written consent of the worker.
If the worker wishes to perform his work remotely, whether inside or outside the State, with the approval of the employer, the latter may require specific working hours.

Article (18) Consecutive Working Hours

Workers cannot work more than five consecutive hours without a break of at least one hour.

Article (19) Overtime

Overtime should not exceed two hours per day.
- Total working hours should not exceed 144 hours every three weeks.
Overtime wage is the normal wage plus an increase of at least 25% of that wage.
Overtime between 10 pm and 4 am entitles the worker to the normal wage plus an increase of at least 50% of that wage.
Working on a weekend entitles the worker to another day off or the wage of that day plus an increase of at least 50% of the basic wage.
Workers should not be instructed to work more than two consecutive weekend days, except for day workers.

Article (20) Excluded Workers Categories

The Implementing Regulation defines the categories of workers who may be excluded from the provisions stipulated regarding the working hours contained herein.

Article (21) Weekend

Workers are granted a paid weekend of at least one day, according to the employment contract or work regulation.
The Cabinet can increase the weekend day.

Article (22) Defining the Amount or Type of Wage and its Payment

The amount or type of wage must be specified in the employment contract.
Employers must pay wages on their due dates.
Salaries shall be paid in UAE Dirham and may be paid in another currency if it is agreed upon between both parties in the employment contract.

Article (23) Method of Calculating the Wages of Workers on Piecework Basis

The daily wage of workers who receive their wages on piecework basis shall be calculated according to the average amount the worker received for the actual working days during the (6) six months preceding the request or claim regarding any issue related to the wage.

Article (24) Transferring the Worker with a Monthly Wage to other Categories

Workers with a monthly wage can be transferred to day workers or workers hired for a weekly wage, per piecework or hour, if they agree in writing.

Article (25) Cases of Deduction or Withhold from the Worker’s Wage

Deductions from the worker’s wage are only permitted in specific cases:
- Redemption of loans (with worker's written consent and no interest).
- Redemption of overpaid amounts (deduction not exceeding 20% of the wage).
- Contributions to bonuses, retirement pensions, and insurances.
- Worker’s contributions to the Savings Fund.
- Installments for social projects or benefits approved by the Ministry.
- Deductions for violations (not exceeding 5% of the wage).
- Debts due pursuant to a judgment (not exceeding a quarter of the wage, except for alimony).
- Amounts to rectify damages caused by the worker (not exceeding the wage of 5 days per month).
The total deductions should not exceed 50% of the wage.

Article (26) Enabling the Worker to Work

The wage is paid in exchange for work, and the employer must allow the worker to carry out his work.
The Implementing Regulation defines procedures for the worker to quit work if not allowed to perform the agreed-upon work.

Article (27) Minimum Wage

The Cabinet may determine the minimum wage for workers.

Article (28) Public Holidays and Worker’s Work during Holidays

Workers are entitled to official days off with full pay on public holidays.
If work conditions require working during public holidays, the employer should compensate with another day off or pay the wage plus an increase of at least 50% of the basic wage.

Article (29) Annual Leave

Workers are entitled to annual leave with full wage:
- 30 days for each year of extended service.
- Two days for each month if the service term is more than six months and less than a year.
- A leave for parts of the last year he spent at work if his service is ended before using his annual leave balance.
Part-time workers get annual leave according to actual working hours.
Employers may grant leave from the annual leave balance during the probationary period.
The worker should obtain leave in its entitlement year, and the employer may specify dates.
Workers may carry forward annual leave balance to the following year with the employer’s approval.
Workers are entitled to the wage for the annual leave period.
Holidays prescribed by law are included in the annual leave period.
Employers cannot prevent workers from benefiting from accrued annual leave for more than two years.
Workers are entitled to a wage for accrued leave days if they quit before using them.
The Implementing Regulation defines the rules and conditions for regulating leaves and their compensation.

Article (30) Maternity Leave

Female workers are entitled to 60 days of maternity leave:
- 45 days with full wage.
- 15 days with half wage.
Female workers may be absent without a wage for up to 45 days after maternity leave due to sickness resulting from pregnancy or childbirth.
Female workers are entitled to maternity leave if the delivery took place six months or more after pregnancy.
If the female worker gives birth to a sick child or a child of determination, whose health condition requires a constant companion, she has the right to a leave of thirty (30) days with full pay and she the right to extend the leave for a period of (30) thirty days without pay.
Employers shall grant maternity leave upon request, starting from the last day of the month preceding the expected birth month.
Being on maternity leave does not prejudice the female worker’s right to other leaves.
If the female worker works for another employer during maternity leave, the original employer may deprive her of her wages for the leave period.
It is not permissible to terminate the service of the female worker or notify her of the same because of the pregnancy having a maternity leave, or her absence from work in accordance with the provisions of this Article.
For six months after returning from maternity leave, female workers are entitled to one or two breaks per day to breastfeed, not exceeding one hour.

Article (31) Sick Leave

Workers must inform the employer of sickness within three working days and submit a medical report.
Workers are not entitled to paid sick leave during the probationary period (may be granted unpaid leave).
After probation, workers may be entitled to up to 90 days of sick leave per year:
- 15 days with full pay.
- 30 days with half pay.
- The remaining period unpaid.
Workers are not entitled to wage for sick leave if the sickness resulted from misconduct.
Employers may terminate the worker’s service after finishing sick leave if they cannot return to work, provided that all financial entitlements are received.

Article (32) Various Leaves

Workers are entitled to paid leave in the following cases:
- Bereavement leave: 5 days for the death of a husband or wife; 3 days for the death of a parent, child, sibling, grandparent, or grandchild.
- Parental leave: 5 working days for a parent of a newborn child, taken within six months of birth.
- Any other leaves specified by the Cabinet.
Workers may be granted a study leave of 10 working days per year to sit for exams, provided that the service term at the employer is not less than two years.
National workers are entitled to sabbatical paid leave to perform national service.
Proof of the same shall be provided from the concerned authorities in order to obtain the leaves referred to in this Article.
The Implementing Regulation specifies the provisions for granting and regulating the leaves mentioned in this Article.

Article (33) Unpaid Leave

Workers may have an unpaid leave after obtaining the approval of the employer.
Unpaid leave is not included in the service term or the period of the contribution in the retirement scheme.

Article (34) Absence after the Leave

Workers who do not return to work without a legitimate reason after the end of their leave are not entitled to their wage for the absence period following the leave end.

Article (35) Validity of Notice Period in case of Termination of the Contract during the Leave

If either party to the employment contract wishes to terminate the contract while the worker is on leave, the validity of the notice period agreed upon in the employment contract shall not begin, except from the day following the day scheduled for the worker’s return from the leave, unless both parties agree otherwise.

Article (36) Care, Safety and Professionalism

Establishments must abide by the provisions contained in Federal Law No. (13) of 2020 regarding public health.

Article (37) Compensation for Work Injuries and Occupational Diseases

The Cabinet will define work injuries and occupational diseases, procedures, obligations, and compensation amounts.
The employer shall:
- Bear the expenses of the worker’s treatment until he recovers and is able to return to work or proves his disability.
- Pay the worker an amount equivalent of his full wage throughout the treatment period or for (6) six months, whichever is less.
If the work injury or occupational disease led to the death of the worker, his family shall be entitled to compensation equal to the basic wage of the worker for (24) twenty four months, provided that the compensation amount is between $AED 18,000$ and $AED 200,000$ .

Article (38) Cases of the Worker’s Non-entitlement of Work Injury Compensation

The worker shall not be entitled to work injury compensation if:

The worker deliberately caused injury to himself for any reason.
The injury took place under the influence of alcohol, narcotics or other psychotropic substances.
The injury took place as a result of a deliberate violation of the declared preventive instructions at visible areas in the workplace.
The injury took place as a result of willful misconduct by the worker.
The worker refused, without a serious reason, to be examined or follow the treatment specified by the medical entity.

Article (39) Disciplinary Sanctions

Employers may impose penalties for violations:
- Written notice.
- Written warning.
- Deduction of not less than (5) five days per month from the wage.
- Suspension from work (up to 14 days, without pay).
- Deprivation from the periodic bonus (up to one year).
- Deprivation of promotion (up to two years).
- Termination of service (with end-of-service benefits).
The Implementing Regulation defines the conditions, rules and procedures necessary for the imposition of any of the penalties referred to in Clause (1) of this Article and the mechanism of grievance thereof.

Article (40) Temporary Suspension from Work

The employer may suspend the worker temporarily from work for a period not exceeding (30) thirty days, in order to conduct a disciplinary investigation . If the investigation concluded keeping the case, non-violation the worker shall be paid the wage that was suspended during the suspension period.
The employer may temporarily suspend the worker from work when he is accused of committing a crime of assault on oneself, money, or crimes related to breach of honour or trust. If a judgment is issued for not putting the worker into trial, he was acquitted for absence of felony he shall be returned to work, along with paying his full suspended wage.

Article (41) Some Rules for Imposing Disciplinary Sanctions

Disciplinary sanctions cannot be imposed for actions outside the workplace unless related to work.
No more than one disciplinary sanction can be imposed for a single violation.

Article (42) Employment Contract Termination Cases

The employment contract is terminated in any of the following cases:

Written agreement of both parties.
Expiry of the term specified in the contract, unless it is extended or renewed.
Based on the wish of either party, provided that the provisions hereof regarding termination of the employment contract and the notice period agreed upon in the contract are observed.
The employer’s death if the subject of the contract is related to its entity.
The worker’s death or full permanent inability to work.
A final judgment issued against the worker by a freedom-restricting penalty for a period of not less than (3) three months.
Closing the establishment permanently.
The bankruptcy or insolvency of the employer, or any economic or exceptional reasons that prevent the continuation of the project.
The worker’s failure to fulfill the conditions for renewing the work permit.

Article (43) Employment Contract Termination Notice

Either party may terminate the contract for any legitimate reason with written notice of 30-90 days.
The contract remains valid throughout the notice period, and the worker is entitled to full wage.
The party who did not abide by the notice period shall pay compensation.
The notice period allowance is calculated according to the last wage received by the worker
If the worker is terminated by the employer, the worker shall have the right to be absent during the notice period for one working day without pay per week in order to search for another job.

Article (44) Cases of the Workers Dismissal without Notice

Employers may dismiss workers without notice in specific cases (after written investigation):

Impersonating another person or submitting forged documents.
Committing a mistake that resulted in gross physical losses to the employer or the he deliberately damaged the properties of the employer.
Violating safety instructions.
Not performing basic duties.
Disclosing work secrets.
Being drunk or under the influence of drugs or committing an action breaching the public morals at the workplace.
Assaulting the employer, manager, or colleagues.
Absent without a legitimate reason for more than 20 intermittent days or 7 consecutive days.
Exploiting position for illegal gains.
Joining another establishment without abiding by the rules and procedures prescribed in this regard.

Article (45) Cases where the Worker quits Work without Notice

Workers can quit without notice while retaining their rights in specific cases:

Employer’s breach of obligations.
Employer’s assault, violence, or harassment.
Grave danger at the workplace.
Employer instructing work fundamentally different from the agreed-upon work in the contract, without the worker’s consent.

Article (46) Termination of Service for Lack of Health Fitness

Employers cannot terminate service due to lack of health fitness before using legally accrued leaves.

Article (47) Illegitimate Termination of the Worker’s Service

Terminating a worker's service is unlawful if it's due to filing a complaint or lawsuit against the employer.
The employer shall pay fair compensation to the worker if the termination is unlawful.
The amount of compensation shall be defined by taking into account the work type and the amount of damage caused to the worker and his service term. It is required in all cases that the amount of compensation does not exceed the worker’s wage for a period of (3) three months.
The provisions of Clause (2) of this Article shall not prejudice the right of the worker to obtain a notice period allowance and end of service benefits payable to him, in accordance with the provisions hereof.

Article (48) Continuity of Employment Contracts

Employment contracts remain valid if there is a change in the establishment's form or legal status.

Article (49) Transfer of the Worker after Expiry of the Employment Contract

Workers may move to another employer after expiry of the contract as per the conditions and procedures specified in the Implementing Regulation.

Article (50) Unlawful Absence from Work

If the foreign worker leaves work, for an illegitimate reason, before the end of the contract term, he shall not be granted another work permit to join another job in the State in accordance with the provisions hereof, for a period of one year from the date of the absence from work.
The Ministry may exclude some job categories, skill levels or workers from the provision of Clause (1) of this Article.
The employer shall notify the Ministry of the incident of absence from work as per the procedures specified by the Implementing Regulation hereof.

Article (51) End of Service Benefits for Full-Time Workers

National workers receive end-of-service benefits according to pension and social security legislation.
Foreign workers who complete one year or more in continuous service shall be entitled to end of service benefits at the end of his service, calculated according to the basic wage:
- A wage of 21 days for each year of the first five years of service.
- A wage of 30 days for each year exceeding such period.
Foreign workers receive benefits for parts of the year in proportion to the period spent at work (if they completed one year of service).
Unpaid days of absence are not included in the calculation.
End-of-service benefits are calculated according to the last basic wage.
The end of service benefits for the foreign worker in its entirety does not exceed two years’ wage.
The employer may deduct from the end of service benefits any amounts payable under the law or a judgment, in accordance with the conditions and procedures specified in the Implementing Regulation hereof.
The Cabinet may approve other alternative schemes for the end of service benefits scheme.

Article (52) End of Service Benefits for Workers working in Other Work Patterns

The Implementing Regulation defines the mechanism for regulating end of service benefits for foreign workers based on work patterns, other than the full-time basis.

Article (53) Paying the Workers’ Entitlements at the End of the Contract Term

Employers must pay workers their wages and entitlements within 14 days of the contract's end date.

Article (54) Individual Labour Disputes

If there is a dispute between the employer and the worker or if any of them is entitled to obtain any of the resulting rights of them in accordance with the provisions hereof, he shall submit a request of the same to the Ministry.
If a friendly settlement is not possible, the Ministry shall refer the dispute to the competent court.
Individual labour disputes shall be addressed as if they were disputes between the establishment and the worker
It is permissible, by a resolution of the Minister, to impose other administrative actions or measures on the establishment, in order to avoid that the existing individual dispute would lead to the occurrence of a collective labour dispute causing damage to the public interest.
The competent court shall, within (3) three working days from the date of receiving the request, set a hearing to consider the claim
The competent court may reject the claim if the procedures referred to in Clause (1) of this Article have not been followed.
The claim shall not be considered regarding any of the rights arising under the provisions hereof after one year from the date of entitlement of the right, subject of claim.

Article (55) Exemption from Judicial Fees

Labour claims are exempted from judicial fees at all stages of litigation and execution, as well as the requests filed by workers or their heirs, whose amounts do not exceed AED 100,000.
The Cabinet may amend the amount referred to in Clause (1) of this Article by increasing or decreasing it as required.

Article (56) Collective Labour Disputes

If there is a dispute between the employer and all the workers of the establishment or a group of them, and the amicable settlement is not possible, the employer or workers shall submit a complaint to the Ministry.
The Minister may impose preventive procedures or measures on the establishment, in order to avoid that the existing collective dispute would cause damage to the public interest.
The Cabinet may form one committee or more called (Collective Labour Disputes Committee), so as to consider collective labour disputes that the Ministry is not able to settle amicably.

Article (57) Work Inspection

The Ministry’s officials, who are authorised by a resolution of the Minister of Justice in agreement with the Minister, shall have the capacity of law enforcement officers to prove the violations to the provisions of this Decree-Law
The Implementing Regulation hereof shall specify the procedures for work inspection.

Penalties

The penalties stipulated herein shall not prejudice any severer penalty stated in any other law.

Article (59)

Fine of AED 20,000 - AED 100,000 for:

Submitting false information.
Obstructing an employee.
Disclosing a work secret by a public officer.

Article (60)

Fine of AED 50,000 - AED 200,000 for:

Employing a worker without a permit.
Recruiting a worker and leaving him without work.
Using work permits for other purposes.
Closing an establishment without settling workers’ rights.
Employing a juvenile in violation of the provisions hereof.
Agreeing on employment of the juvenile in violation of the provisions hereof, by the guardian or custodian of the juvenile.

Article (61)

Imprisonment (at least 1 year) and/or fine of AED 200,000 - AED 1,000,000 for:
Exploiting electronic powers to access the Ministry’s systems causing disruption.

Article (62)

The fine imposed in accordance with the provisions hereof regarding the employers, would vary according to the multiplicity of workers who committed violations, with a maximum of AED 10,000,000.

Article (63)

Fine of AED 5,000 - AED 1,000,000 for violating other provisions of the Decree-Law.

Article (64)

Doubled fine and/or imprisonment for repeating violations within one year.