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Published: 2017-07-09   

UAE Labor Law 101: Know your rights

January 1, noong nakaraang taon, Filipinos in the UAE were so happy nang nabalitaan nilang nagpalabas ng reporma ang UAE Ministry of Labor (MoL) upang mas lalong mapabuti ang kalagayan at mas protekhan ang karapatan ng mga expats sa bansa.

January 1, noong nakaraang taon, Filipinos in the UAE were so happy nang nabalitaan nilang nagpalabas ng reporma ang UAE Ministry of Labor (MoL) upang mas lalong mapabuti ang kalagayan at mas protekhan ang karapatan ng mga expats sa bansa.

Pero marami pa ring expats ang hindi masyadong informed sa mga nilalaman ng UAE Labor Law.

Read through these few facts about the law, and feel more confident in your position as an expat:

Fact 1. On the issue of six-month ban.
In the amended law of 2016, if the work permit and employment are terminated in mutual agreement, hindi mapapatawan ng six-month labor ban ang isang empleyado.

Ayon din sa probisyon ng batas, kung degree holder ka with a salary of AED 12,000 and above, o may high school diploma ka with a salary of AED 7,000 and above, o kung ikaw ay certificate holder ng isang one-year course with a salary of AED 5,000, maari kang mag-request na ipa-lift ang iyong six-month mandatory ban.

Fact 2. On the issue of salary.
The law clearly states that employees must be paid their salaries at least once a month with a pay slip. Nothing can be deducted from the employee’s salary in relation to money owed to the employer in excess of 10 percent of the wage.

Ibig sabihin, karapatan ng bawat empleyado na matanggap ang karamptang sahod kada buwan. Kung may pagkakautang ang isang emplyedo sa kumpanya, maaaring kaltasan ang kanyang sahod ng halagang hindi hihigit sa sampung porsiyento ng kanyang sahod.

Fact 3. On the issue of probation.
The employee may be appointed for a probationary period not exceeding six months. Hindi maaaring lumagpas ng anim na buwan ang probation ng isang empleyado. Sa loob naman ng probationary period na ito, maaaring iterminate ng employer o ng employee ang employment contract anytime.

Fact 4. On the issue of termination of contract.
Ang employment contract ay maaaring materminate kung ang employer at employee ay magkasundo na iterminate ito.
Maaari ring iterminate ang employment contract kung tapos na ito, maliban na lamang kung napagkasunduan ng magkabilang panig na ito ay maextend.

Sa kaso ng unlimited contract, maaaring iterminate ito ng employer o empleyado basta’t may one-month notice.

Fact 5. On the issue of gratuity pay.
Ang calculation ng gratuity pay ay depende sa uri ng kontrata – Limited (Fixed Term) contract or Unlimited (Undefined) contract.

Ayon rin sa Article 139 ng UAE Labor Law, kung natanggal ang empleyado sa trabaho, entitled pa rin ito sa gratuity pay. Maliban na lamang kung ang kanyang pagkakatanggal ay dahilan ng isang violation o pagkakamali. Hindi rin entitled sa gratuity pay ang empleyadong nagresign bago matapos ang isang taon ng kanyang kontrata.

The gratuity pay is calculated based on the most recent salary paid into your account.

Limited Contract gratuity pay entitlement:

  • Less than 1 year of service – no gratuity pay
  • Between 1 year and 5 years of service – full gratuity pay based on a 21-day salary for each year of work
  • 5 or more years of service – full gratuity pay based on 30-day salary for each year of work

Unlimited Contract gratuity pay entitlement:

  • Less than 1 year of service – not entitled to any gratuity pay
  • Between 1 year and 3 years of service – one third (1/3) of the 21-day gratuity pay
  • Between 3 years and 5 years of service – two thirds (2/3) of the 21-day gratuity pay
  • 5 or more years of service – full 21-day gratuity pay

-END-

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