7 strategic goals behind the new labor law

The Ministry of Human Resources confirmed that Federal Decree Law No. 33 of 2021 on the Regulation of Working Conditions, recently issued by His Highness Sheikh Khalifa bin Zayed Al Nahyan, President of the State, was drafted in consultation with all interested parties in the Federal and local government sector and the private sector, in an attempt to support the ambitions and future vision of the labor market in the country through seven strategic objectives, as the “strategic impact of the new labor law.”

The ministry stated on its official page on the social networking platform “Twitter” that the strategic goals of the new law, whose provisions apply to companies, employers and workers in the private sector in the country from 2 February 2022, i.a. “promote light business and labor market flexibility, attract better future competencies and skills, ensure both parties ‘rights to the employment relationship in a balanced way, invest local and global energy and talent, increase labor market productivity, in addition to increasing Emirati cadres’ participation and competitiveness in the labor market and, finally, flexibility and rapid response to changes in the labor market.

The ministry pointed out that the new law regulating working conditions strengthens the principle of equal opportunities, emphasizes equal access to jobs and enjoys their rights and prohibits all forms of discrimination, bullying, violence, harassment, coercion and threats to the working environment. pointing out that the law includes four main principles and human values, they are “prohibition of forced labor, prohibition of discrimination, prohibition of harassment, bullying and violence and support for women.”

She explained that the new law governing working conditions allows employers to meet their work needs and take advantage of their energy and productivity at the lowest operating costs through four types or contractual types of work, the first of which is “full-time” or full-time . -time, which is working with one employer in full-time working hours throughout the working days, and the other “part-time” working for the employer or employers for a specified number of working hours or working days.

She pointed out that the third type is “temporary work”, which is the work that the nature of its implementation requires a certain period, or focuses on a work in itself and ends with its completion, and finally “flexible work” , which is work whose hours or days change according to the size of the work and the economic and operational variables of the owner of the job.

And it established that the employee may work for the employer at changing times according to the circumstances and work requirements, in addition to any other patterns specified in the executive regulation of this Decree-Law.

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