Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations

 

Preamble

*  Repealed by Federal Decree-Law No. (33) of 2021 dated 20/09/2021

*  Amended by:

Federal Law No. (24) of 1981 dated 07/11/1981,

Federal Law No. (15) of 1985 dated 15/12/1985,

Federal Law No. (12) of 1986 dated 29/10/1986,

Federal Law No. (14) of 1999 dated 17/10/1999,

Federal Decree-Law No. (8) of 2007 dated 13/11/2007.

 

We, Zayed Bin Sultan Al Nahyan, President of the United Arab Emirates,

Pursuant to the perusal of the provisional Constitution; and

Federal Law No. (1) of 1972 Concerning the Jurisdiction of Ministries and the Powers of Ministers and the amending laws thereof; and

Acting upon the proposal of the Minister of Labor and Social Affairs, the approval of the Council of Ministers, and the Federal National Council and the ratification of the Federal Supreme Council,

Have promulgated the following Law:

 

 

CHAPTER 1. DEFINITIONS AND GENERAL PROVISIONS

 

1. Definitions

 

Article (1) 

For the implementation of the provisions of this Law, the following terms and expressions shall have the meanings opposite thereto unless the context requires otherwise: 

Employer: Any natural or juridical person employing one or more workers in consideration of a remuneration of any kind whatsoever.

Worker: Any male or female person who receives remuneration of any kind for work performed thereby in the services of an employer and under his management or control, even if the employee is out of employer's sight. This meaning shall also apply to officials and employees who are in the service of the employer and are subject to the provisions hereof.

Establishment: Any economic, technical, industrial or commercial unit in which workers are employed and the objectives of which are to produce or market commodities or to provide services of any kind.

Employment Contract: Any Agreement, whether for a limited or for an unlimited period, concluded between an employer and an employee under which the latter undertakes to work in the service of the employer and under his management or control against a remuneration payable to him by the employer.

Work: Any human effort, be it intellectual, technical or physical, extended against a remuneration whether the said work is permanent or temporary.

Temporary Work: Work which is by nature to be executed or completed within a specific period of time.

Agricultural Work: Work involving soil ploughing, cultivation, and harvesting of any kind of crops as well as breeding of cattle, poultry, silkworms, bees and the like.

Continuous Service: Uninterrupted service with the same employer or his lawful successor from the date of commencement of the service.

Remuneration*: Remuneration is whatever is given to the employee in consideration of his services under the employment contract, whether in cash or in kind, payable annually, monthly, weekly, daily, hourly, or by piece-meal or pro rata to the production or as a commission. 

The remuneration includes the high cost of living allowance, and any benefit given to the employee in reward for his honesty or efficiency, provided always that these amounts are prescribed in the Company bylaws or in the employment contract, or normally practiced or granted to the employees, until they have been regarded by these as an integral part of the remuneration rather than a donation.

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986. 

Basic Remuneration*: It is the pay provided for in the employment contract during its validity between both parties. Allowances whatsoever are not included in this remuneration.

*  Added by Federal Law No. (12) of 1986 dated 29/10/1986.

Employment Injury: Any of the occupational diseases listed in the schedule attached hereto or any other accident sustained by the worker during the performance or as a result of his work. Any accident sustained by the worker on his way to or back from his work shall be deemed an employment injury provided that the trip to or from the place of work is made directly, without delay, default or diversion from the normal route. 

Labour Department: Branches affiliated to the Ministry of Labour, having the competence to look into Labour Matters in the Emirates, Members of the Federation. 

 

 

2. General Provisions

 

Article (2) 

The Arabic Language is the one to be used in all records, contracts, files, statements and other documents as may be provided for in this Law or in any orders or regulations issued in implementation of the provisions hereof. The Use of Arabic shall also be compulsory in instructions and circulars issued by the employer to his employees. If a foreign language besides the Arabic language is used, the Arabic language shall prevail over other texts.

 

Article (3) 

*  As amended by Federal Law No. (24) of 1981 dated 07/11/1981 and Federal Law No. (12) of 1986 dated 29/10/1986. 

The provisions of this Law are not applicable to the following categories: 

a)  Officials, employees and workers of the Federal Government, Governmental Departments of the Member Emirates of the State, Officials, employees and workers of municipalities as well as other officials, employees and workers, working in Federal and local public Departments and organizations, as well as the officials, employees and workers appointed for Governmental Federal and Local Projects.

b)  Members of the Armed Forces of Police and Security.

c)  Domestic servants working in Private residences and the like.

d)  Workers employed in Agriculture or pastures, other than those persons employed in the agricultural corporations engaged in processing their products or those permanently engaged in operating or repairing mechanical machines required for Agriculture.

 

Article (4)

All amounts payable to the employee or his beneficiaries under this Law shall have a lien on all the employer's movable and immovable properties. And payment thereof shall be made immediately after payment of any legal expenses, sums due to the public treasury and Sharia alimony awarded to wife and children.

 

Article (5) 

Cases filed by employees or their beneficiaries under this Law shall be exempted from court fees at all stages of litigation and execution and shall be expeditiously heard. In the event of non-acceptance or dismissal of the action, the court may order the Plaintiff to pay all or part of the expenses.

 

Article (6)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

Without prejudice to the provisions concerning the collective labour disputes, stipulated hereunder, if the employer, worker or any beneficiary thereof lodges claim concerning any of the rights occurring to any of them under this law, he is required to apply to the concerned Labour Department, and the latter shall call both parties and will take whatever is considered necessary for settlement of dispute between them amicably. But if an amicable settlement has not been reached, the said department must refer the dispute to the competent Court within a fortnight from the date of the application being submitted to it. The case so referred should be accompanied by a memo giving a summary of the dispute, evidence of both parties and the comments of the Department. 

Within three days from the date of receipt of the application the Court will fix a hearing for the case, and a summon to this effect will be served upon both parties of the dispute. The Court may request a representative to appear for the Department of Labour to explain the contents of the memo submitted by it. 

In all cases no claim for any rights due according to the provisions of this Law will be heard after the lapse of one year from date of its maturity, neither will the action be heard if the procedures provided for in this Article have not been complied with. 

 

Article (7) 

Terms inconsistent with the provisions of this Law including those whose effective date may precede the enforcement of this Law shall, unless they are proved more beneficial to the worker, be deemed null and void.

 

Article (8) 

Dates and periods stipulated herein shall be construed according to the gregorian calendar. In the application of the provisions of this Law, a calendar year is 365 days and month is 30 days unless stated otherwise in the employment contract.

 

 

CHAPTER II. EMPLOYMENT OF WORKERS, JUVENILES AND WOMEN

 

Section 1: Employment of Workers

 

Article (9) 

Work is a right of the United Arab Emirates Nationals. Others may not by employed in the United Arab Emirates except as provided for in this Law and its executive orders. 

 

Article (10) 

In the event of non-availability of national workers, preference shall be given to:

1) Arab workers who are nationals of an Arab State.

2) Workers of other nationalities. 

 

Article (11) 

A Section at the Labour Department shall be created for the employment of nationals and shall be vested with the following functions: 

a) Supply of suitable employment opportunities for nationals.

b) Giving assistance to employers to satisfy their requirements of national workers when needed.

c) Registering unemployed nationals and those who seek better jobs in a special register. The registration shall be made as requested by the workers and certificates of registration shall be granted free of charge on the day of submitting the applications. The registration certificate shall be given a serial number and shall include the applicant's name, age, place of residence, occupation, qualifications and past experience.

 

Article (12)

Unemployed national employees may be recruited by employers who must notify the Labour Department of the same in writing within fifteen days from the date of employment. The notice shall include the employee's name, age, the date on which he assumes his duties, the remuneration fixed for him, the type of work assigned to him and the serial number of the certificate of registration. 

 

Article (13) 

Employees who are not UAE nationals may be employed in the United Arab Emirates only after approval of the Labour Department and the obtainment of a work permit in accordance with the procedures decided by Ministry of Labour and Social Affairs. Work permits may only be granted if the following conditions are fulfilled. 

a) That the employee has the professional competence of educational qualifications that are needed by the State.

b) That the employee has lawfully entered the Country and complies with the conditions stipulated by the residence regulations in force in the State.

 

Article (14)

The Labour Department may not approve the employment of employees who are not UAE nationals unless its records show that none of the unemployed national employees who are registered with the Labour Section is qualified for the job.

 

Article (15) 

The Ministry of Labour and Social Affairs may cancel work permits granted to non-nationals in any of the following cases: 

a) If the employee remains unemployed for a period exceeding three consecutive months.

b) If the employee fails to meet one or more of the conditions on the basis of which the permit is granted.

c) If the Ministry is satisfied that a certain national employee is qualified to replace the employee; in this case, the employee shall continue to carry out his work until the expiry of his contract of employment or his work permit, whichever occurs earlier.

 

Article (16)

A special Section shall be established at the Ministry of Labour and Social Affairs for the employment of non-nationals and the functions of said Section shall be regulated by a Ministerial Resolution.

 

Article (17) 

No natural person or corporate body is allowed to work as an agent or supplier of non-national employees unless he has a license to do so. 

However, such license may be issued if necessity so requires only to nationals by order of the Minister of Labour. A license shall be valid for one year subject of renewal, and the licensee shall be under the supervision and control of the Ministry. Said Licenses may not be granted if an Employment Office pertaining to the Ministry or to an authority approved by the Ministry is already operating in the area and is able to act as an intermediary to supply labour.

 

Article (18) 

It is not permissible for any licensed labour agent or supplier to demand or accept from any worker whether before or after his recruitment, any commission or material reward in consideration for arranging such recruitment, nor may he obtain from him any expenses except as may be decided or approved by the Ministry of Labour and Social Affairs. 

The persons supplied by a recruitment agent or a labour supplier shall, immediately upon joining the service of an employer, be considered employees of that employer and shall be entitled to all the rights enjoyed by the employees of the establishment in which they are employed. The relations between such employees and the employer shall be direct and without any interference from the labour agent whose task and relation with them shall cease to exist as soon as they are introduced to and employed by the employer.

 

Article (19) 

The Minister of Labour and Social Affairs shall determine all rules, formalities and forms used by private and public labour offices as well as cooperation and coordination methods to be adopted between the various activities of these offices and the conditions under which licenses may be issued for the establishment of private employment offices or agencies or labour suppliers. Lists showing professional categories to be used as a basis for placement operation shall also be defined by the Minister of Labour and Social Affairs.

 

 

Section 2: Employment of Juveniles

 

Article (20) 

It is prohibited to employ a juvenile of either sex before he/she completes fifteen years of age.

 

Article (21) 

Before a juvenile is employed, the employer shall obtain the following documents from him/her and keep them in the juvenile's personal file: 

1) A birth certificate of an official extract thereof or an age estimation certificate issued by a competent medical officer and endorsed by the competent Health Authorities.

2) A certificate issued by a competent medical officer and duly attested to the effect that the juvenile concerned is medically fit for the job.

3) A written consent signed by the juvenile's guardian or custodian.

 

Article (22)

The Employer shall keep a special register for the juveniles at the work premises, showing the juvenile's name, the full name of juvenile's guardian or custodian, place of residence, date of employment and job title.

 

Article (23) 

Juveniles may not be employed at night in industrial projects. The term "night" shall mean a period of not less than twelve consecutive hours including the period from 8 pm to 6 am.

 

Article (24) 

Juveniles may not be employed in jobs which are considered hazardous, exhausting or detrimental to health as may be decided by the Minister of Labour after consulting with the competent authorities.

 

Article (25) 

The maximum number of actual working hours for juveniles shall be six hours per day. During working hours, one or more break times should be given for rest, meals or prayer purposes provided that such time should not be less than one hour. Such time or times have to be determined in a way that juveniles may not work consecutively over four hours. A juvenile may not remain continuously over seven hours at the place of work.

 

Article (26) 

Under no circumstances, may juveniles by instructed to work overtime, stay in the employment premises beyond the hours of work fixed for them or asked to work on holidays.

 

 

Section 3: Employment of Women

 

Article (27)

Women may not be required to work at night. The term "night" means a period of not less than eleven consecutive hours including the period from 10 pm to 7 am.

 

Article (28) 

The following cases shall be excepted from the clause prohibiting women from working at night. 

a) In the event where the work in the establishment is stopped due to force
majeure.

b) Work in responsible managerial and technical jobs.

c) Work in medical and other services as may be decided by the Minister of Labour and Social Affairs if the working woman does not normally carry out a manual job. 

 

Article (29) 

Women may not be employed where jobs are hazardous, harmful or detrimental to health or morals, and in such other jobs as may be decided by the Minister of Labour and Social Affairs after consulting with the competent authorities.

 

Article (30) 

A working woman is entitled to maternity leave with full pay for a period of forty-five days including the time before and after delivery, provided that her continuous period of service with the employer should not be less than a year, but if a working woman has not completed the said period, the maternity leave shall be with half pay. 

A working woman, on the expiry of the maternity leave, may discontinue work without pay for a maximum period of one hundred consecutive or intermittent days if such absence is due to illness which does not enable her to resume work. Such illness shall be evidenced by a medical certificate issued by a medical authority attested by the competent health authority or endorsed by such authorities to the effect that the illness resulted from pregnancy or delivery. 

Leave provided for in the preceding two paragraphs shall not be computed as part of other leaves.

 

Article (31) 

In addition to any prescribed rest period, a working woman nursing her child shall, during the eighteen months following the date of delivery, be entitled to two additional breaks each day for this purpose, neither of which shall exceed half an hour. 

These two additional periods shall be considered as working hours and shall not cause any reduction of remuneration.

 

Article (32) 

A working woman shall be entitled to the same wage as that of a working man if she does the same work. 

 

 

Section 4: Common Provisions for Employment of Juveniles & Women

 

Article (33) 

The Minister of Labour and Social Affairs may decide to exempt charity and educational organizations from all or part of the provisions stipulated in the two preceding sections of this Chapter if the objects of such organizations are to provide vocational rehabilitation or training to juveniles or women on condition that the by-laws of these organizations provide for the nature of the work to be carried out by juveniles and women, the working hours and conditions in a manner that commensurate with the actual potentiality of women and juveniles.

 

Article (34) 

Criminal liability in respect of the enforcement of the provisions provided for in Sections 2 and 3 of this Chapter shall be incurred by: 

a) Employers or their representatives. 

b) Guardians or trustees of juveniles, husbands, guardians or trustees of minor women if they have agreed to the employment of women and juveniles contrary to the provisions of the Law.

 

 

CHAPTER III. EMPLOYMENT CONTRACTS, RECORDS AND REMUNERATION 

 

Section 1: Individual Employment Contracts 

 

Article (35)   

Subject to the provisions of Article (2), the employment contract shall be made in duplicate, one copy to be given to the employee and the other to the employer. 

In the absence of a written contract, all of its conditions may be proved by all legal means of evidence.

 

Article (36) 

The employment contract shall, in particular, specify the date of its conclusion, the date on which work begins, nature and place of work, duration of the contract in the case of a contract for a limited period and the amount of the remuneration.

 

Article (37)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

The employee may be appointed for a probationary period not to exceed six months, and the employer may terminate the services of the employee during this period without giving a notice or end of service remuneration. Appointment of the employee on probation basis in the service of one particular employer may not be made more than once. However if the employee passed the probationary period satisfactorily, and remained in service, such period of service shall be computed in the period of his service.

 

Article (38) 

An employment contract may either be for a limited or an unlimited period. If it is for a limited period, such period shall not exceed four years and the contract may with mutual agreement be renewed one or more times for similar or shorter period/periods. 

In the event of a renewal of the contract, the new period/periods are deemed to be an extension of the original period and shall be added thereto in the calculation of the employee's total period of service.

 

Article (39) 

An employment contract is considered a contract for an unlimited period effective from the day of its commencement in any of the following cases: 

1) If it is not concluded in writing.

2) If it is made for an unlimited period. 

3) If it is made in writing for a limited period and continues to be applied by both parties after a lapse of its period without a written agreement between them. 

4) If it is concluded for the performance of a specific job for which no period is fixed, or if the job by its nature calls for renewal, and has remained in force despite the completion of work agreed to.

 

Article (40) 

If both parties have continued to apply the contract after the lapse of its original term or completion of work agreed to, without an express agreement, it should be understood that the original contract has been extended under the same conditions except for condition regarding its duration.

 

Article (41) 

If an employer entrusts another party with the performance of any of his basic works or any part thereof, this latter becomes solely responsible for any entitlement due to the workers executing the subsidiary work under the provisions of this Law.

 

 

Section 2: Vocational Training Contract

 

Article (42) 

A vocational training contract is a contract under which the proprietor of an establishment undertakes to equip an individual who attained, at least, twelve years of age with full vocational training in compliance with the vocation principles. The apprentice shall undertake to serve the employer during the training period under such terms and for such period as may be agreed. The training contract shall be made in writing, otherwise, it shall be null and void. Also, the employer or any person giving the training must be adequately qualified and experienced in the vocation or trade in which the employee is to be trained. Furthermore, technical facilities and conditions required for teaching the vocation or trade must be made available at the establishment itself.

 

Article (43) 

A trainee who attains legal age shall sign the contract himself. It is not permissible for anyone who did not attain 18 years of age to enter into training contract directly by himself, but shall be represented by his natural or legal guardian or trustee.

 

Article (44) 

1. A training contract shall be made in at least three copies, one of which shall be deposited with the competent labour department for registration and authentication purposes. Each of the two parties shall retain one authenticated company. 

2. If the training contract which must be registered contains any provisions contrary to the Law or the regulation and orders issued in implementation thereof, the competent labour department may require the parties thereof to remedy thereto.

3. If the competent labour department does not make any comment or objection within a period of one month from the date on which the training contract is deposited therewith, the contract shall be deemed de facto endorsed from the date of its deposit.

 

Article (45)

The training contract shall contain details on the identity of parties thereto and/or their representatives as the case may be together with the procedures, period, phases and the vocation subject of the training.

 

Article (46) 

The employer shall give the trainee sufficient time for theoretical education and shall throughout the period fixed in the contract train him on the proper methods and skills of the vocation for which he is employed; the employer shall also grant the trainee a certificate on completion of each phase of training in accordance with the provisions contained in this Section and a final certificate on completion of the training period. The final certificate shall be endorsable by the competent Labour Department in accordance with such rules and procedures as may be determined by the Minister of Labour and Social Affairs.

 

Article (47) 

The training contract may contain an undertaking by the employer to the effect that on completion of his training he shall work for the employer or at the establishment where he has been trained for a period not exceeding twice the training period. The employer may undertake in the training contract to employ the employee on completion of the latter's period of training.

 

Article (48) 

The Contract shall determine the remuneration to be paid for each phase of training, and the remuneration for the final phase shall not be less than the minimum salary prescribed for a similar work and shall not in any case whatsoever be fixed on the piece-meal basis or on a production basis.

 

Article (49) 

A trainee who is under 18 years of age shall before the commencement of training undergo a medical examination to ascertain his health condition and ability to carry out the duties of the vocation for which he wishes to be trained, should particular physical and health conditions be required. The medical report should certify that the trainee candidate satisfies the physical and health conditions required.

 

Article (50)

The Minister of Labour and Social Affairs can decide to regulate training for vocations and trades which require an apprenticeship and fix the period of training of such vocations and trades, theoretical and practical training programs, the conditions of examination and the certificate given on completion of the training period. 

The Minister shall give his decision in this respect after taking the opinion of the public establishments concerned. In all cases, the Minister may consult one or more experts in the profession or vacation where apprenticeship is required to be regulated.

 

Article (51) 

The Minister of Labour and Social Affairs may decide to establish vocational training centers independently or in co-operation with national, foreign or international vocational or charitable bodies. 

The decision to establish a center shall determine the vocation for which training is to be provided, condition for admission to the center, the theoretical and practical curricula, the rules of vocational examinations and certificates and any other matters necessary for the better performance of the center.

 

Article (52) 

The Minister of Labour and Social Affairs may impose upon such establishments, companies and proprietors of industries, vocations and trades as may be determined by him to accept a certain number or a certain percentage of national trainees for work under such terms and conditions and for such periods as may be decided by the Minister of Labour. Moreover, the Minister of Labour may require said establishments, companies, and proprietors of industries, vocations and trades as may be determined by him to accept for training purposes and additional practical experience a certain number of a certain percentage of students of industrial and vocational institutes and centers students under such terms and conditions and for such periods as may be agreed with the management of the establishment concerned.

 

 

Section 3: Records and Files

 

Article (53)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

Each employer employing five or more employees shall abide by the following: 

1) He shall keep a special file for each employee, showing his name, profession, age, nationality, place of residence, marital status, effective date of service, pay and whatever changes effected on the pay, penalties invoked against him, injuries and vocational diseases sustained by him, date of service termination and causes of that.

2) He shall prepare a card for each employee and keep it in his personal file. The card is to be divided into three parts, one for annual leaves, the second for sick leaves and the third for other leaves. The employer or whoever acts for him shall record in this card any leaves obtained by the employee, and it shall be referred to this card whenever the employee applies for leave.

 

Article (54)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

Each employer employing fifteen or more employees shall keep in each place of business or branch where he practices business, the following records and documents:

1) Register of wages: In this register names of employees are to be listed showing the dates for joining of service, and fixing the amount of daily, weekly or monthly pay, along with its benefits, or piece-meal pay, or the commission to each one of them, his working days, and the date for his final departure from work.

2) Register of work injuries: All work injuries accidents and vocational diseases sustained by the employees shall be recorded in this register as soon as they are brought to the knowledge of the employer. 

3) The Regulations of the Work: These regulations shall particularly define the daily working hours, weekly holiday, other holidays, necessary measures and precautions to be taken for avoiding work injuries, and fire hazards. They shall be displayed at a visible place in the premises of business. Such regulations and any amendments thereof, will not take effect unless they have been approved by the Labour Department within thirty days from the date they are submitted thereto.

4) Penalties Sheet: It has to be displayed at a visible place in the premises of business, listing the penalties that may be invoked on the defaulting employees, and citing the conditions and cases for putting them into operation. Enforcement of penalties and any amendments thereof should be subject to approval by the Ministry of Labour within thirty days from the date of submitting the same thereto.

 

 

Section 4: Remuneration

 

Article (55)

Remuneration shall be paid on a working day and at the place of work in the lawfully circulating national currency.

 

Article (56) 

Employees engaged on yearly or monthly remuneration shall be paid at least once a month. All other employees shall receive their remuneration at least once every two weeks.

 

Article (57) 

The daily remuneration of an employee on piece pay shall be computed on the basis of the average pay received for actual days of work during the period of six months prior to the termination of service.

 

Article (58) 

Settlement of the remuneration payable to employees irrespective of its amount or nature shall be evidenced only in writing, by declaration or oath. Any agreement to the contrary shall be null and void even if made before the effective date of this Law. 

 

Article (59) 

No worker shall be obliged to buy food or other commodities from specific shops or products manufactured by the employer.

 

Article (60) 

Any amounts of money may not be deducted from the employee's remuneration to recover particular rights, except in the following cases: 

a) Repayment of advances or amounts of money paid to the employee in excess of his entitlement provided that deduction, in this case, may not exceed 10% of the employee's periodic pay.

b) Installments which are payable by law by the employees from their remuneration, such as social security and insurance schemes.

c) Subscriptions of the employees in the saving fund or advances due for payment to the fund.

d) Installments in respect of any social scheme or other privileges or services provided by the employer and approved by the Labour Department.

e) Fines imposed upon the employee due to offenses committed by him.

f) Any debts payable in the execution of court judgment provided that not more than a quarter of the employee's pay shall be deducted. In the event of numerous debts or creditors, half of the remuneration at the most may be deducted and the sums of money attached shall be divided pro rata among beneficiaries after payment of any legal alimony amounting to one-quarter of the remuneration.

 

Article (61)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

If the employee has caused the loss, damage or destruction to any tools, machines, equipment or products owned by or kept in custody of the employer, to the extent that involvement of the employee was due to his fault or violation of the employer's instructions, then the employer has the option to cut from the employee's pay the amount required for rectifying error or restoring the item to its original condition, provided that the amount to be deducted shall not exceed five-day pay each month. 

The employer can apply to the competent court through the concerned Labour Department for authorizing him to deduct more than this amount if the employee is financially sound or has another source of money.

 

Article (62) 

The employer may not transfer an employee from the monthly pay to the daily, weekly, hourly or piece work pay except with the latter's written consent.

 

Article (63) 

The minimum salary and the cost of living allowances payable generally or with respect to a certain area or a particular profession shall be fixed by a Federal Decree issued pursuant to a proposal made by the Minister of Labour and Social Affairs and approved by the Council of Ministers. The Minister's proposal shall be made either for description or reconsideration of the minimum pay after consulting with the competent authorities and trade agencies if any for both employers and employees based on studies and schedules of the cost of living price fluctuations prepared by concerned authorities in the State. Such minimum pay shall in all cases be enough for the employee's basic needs and to secure means of living.

 

Article (64) 

Minimum salary and its amendments shall come into operation from the date of publication of the specific decree in the Official Gazette.

 

 

CHAPTER IV. WORKING HOURS AND LEAVES

 

Section 1: Working Hours

 

Article (65) 

The maximum normal working hours for adult employees shall be eight hours per day or forty-eight hours per week. However, working hours for the employees of commercial establishments, hotels, restaurants, watchmen and similar operations may be increased to nine hours per day as determined by the Minister of Labour. Likewise, working hours per day in respect of hazardous work or work detrimental to health may be decreased by the decision of the Minister of Labour and Social Affairs. During the month of Ramadan, normal working hours shall be reduced by two hours. 

Time spent by the employee in transport from his residence to the place of work shall not be included in the working hours.

 

Article (66) 

Daily working hours shall be regulated in a way that no employee shall work over five hours consecutively without break times for rest, food and prayer with a total not less than one hour, provided that such times shall not be counted in working hours. In factories and workshops where work is rotated on night and day shift basis, or in places of business where technical and economic reasons necessitate round the clock work, break times for rest, food and prayer shall be determined by the Minister. 

 

Article (67) 

If circumstances of work necessitate that an employee works more than the normal working hours, the extra time shall be considered overtime, for which the employee shall receive a remuneration equal to that corresponding to his normal working hours plus an extra of at least 25 percent of such remuneration.

 

Article (68) 

If circumstance of work necessitate that an employee works overtime between 9.00 pm and 4.00 am, he shall be entitled to normal working hours pay plus an increase equal to at least 50% of such pay.

 

Article (69) 

Actual overtime may not exceed two hours per day unless work in necessary to prevent substantial loss or serious accident or to eliminate or alleviate its effects. 

 

Article (70) 

Friday is the normal weekly holiday for all employees except for those on daily wage basis. 

If the employee is required to work on Friday he shall be granted one day off for rest or be paid the basic pay for normal working hours plus 50% increase at least of such pay.

 

Article (71) 

Except for labourers on daily wage an employee may not work on more than two Fridays successively. 

 

Article (72) 

The provisions of this Section shall not apply to the following categories: 

1) Persons holding responsible senior posts in the management or supervision if holders of such titles are vested with the authorities or employers over employees, and such category is to be determined by the Minister of Labour and
Social Affairs.

2) Ship crews and seamen who work under special service conditions due to the nature of their work, excluding Sea Port workers who are engaged in loading and off-loading and related works.

 

Article (73)

A Notice Board showing the weekly closing day, working hours and rest times for all categories of employees must be fixed at a conspicuous place on the main gate used as an entrance by employees and in the premises of work and a copy of the notice should be submitted to the competent Labour Department. 

If the weekly closure system is not applied in the place of business, a notice showing the weekly rest day for each category of employees shall be fixed by the employer at the places referred to in the preceding paragraph.

 

 

Section 2: Leaves

 

Article (74) 

Each employee is entitled to an official leave with full pay on the following occasions: 

a) Hijra New Year - One day;

b) Christian New Year - One day;

c) Eid Al Fitr - Two days;

d) Eid Al Adha and Arafat day - Three days;

e) Prophet Mohammed Birthday - One day;

f) Isra and Mi'raj (Ascension Day) - One day;

g) National Day - One day.

 

Article (75)

The employee must be granted an annual leave during each year of service which may not be less than: 

1) Two days per month in respect of any employee with more than six months and less than one year of service.

2) Thirty days per annum in respect of any employee whose period of service exceeds one year.

In the event of termination of an employee's service, he shall be entitled to an annual leave for the fractions of the last year of service.

 

Article (76) 

The employer may at his discretion determine the date for commencement of annual leaves and, when necessary, he may decide to divide the leave into two parts at the most, except in cases of juveniles where vacation may not be divided into parts.

 

Article (77)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

The annual leave period is deemed to include such holidays as prescribed by law or as agreed to, and any other periods of sickness occurred during this leave and is considered as part thereof.

 

Article (78)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

The employee shall receive his basic pay in addition to the housing allowance, if any, for the annual leave days. However if the exigencies of work necessitate that the employee works during his annual leave in whole or in part, and the period of leave during which he has worked, has not been carried forward to the next year, the employer ought to pay him his wage in addition to cash in lieu of leave for his working days based on his basic pay.

In all cases, the worker may not be required to work during the annual leave for more than once within two consecutive years.

 

Article (79) 

The employee is entitled to receive cash in lieu of annual leave days not availed by him, if he was dismissed or if he left the service, after the period of notice stipulated by law. Cash in lieu of leave is calculated on the basis of pay received by the employee at the time of maturity of such leave.

 

Article (80) 

Remuneration due to an employee plus that of the approved leave under this law shall be paid in full by the employer to the employee before the latter's departure on annual leave.

 

Article (81) 

If exigencies of work necessitate that the employee work on holidays or rest days against which he receives full or partial pay he shall be compensated in lieu thereof with increase in pay by 50% of his wage, but if he has not been compensated for the same with a leave, the employer shall pay him an increase to his basic wage equivalent to 150% of the days of work.

 

Article (82) 

If the employee falls sick for reasons other than labour injury he must report his illness within a period of two days at most and the employer must take necessary measures having him medically checked up to ascertain illness.

 

Article (83)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

1. During the probationary period, the employee is not entitled to any paid sick leave.

2. If the employee spends over three months after completion of the probationary period, in the continuous service of employer, and falls sick during this period, he becomes entitled to a sick leave not more than 90 days either continuous or intermittent per each year or service, computed as follows:

a) The first fifteen days with full pay;

b) The next thirty days, with half pay;

c) The subsequent period, without pay.

 

Article (84) 

Pay during sick leave shall not be made if sickness resulted from the misbehavior of the employee such as consumption of alcohol or narcotics. 

    

Article (85) 

The employer may terminate the services of an employee who fails to resume his duties at the end of such leave as stipulated in Article (82), (83) and (84) hereof, and in such case, the employee shall be entitled to his gratuity in accordance with the provisions of this Law.

 

Article (86) 

If an employee resigns from service because of illness before the lapse of the first 45 days of the sick leave and the Government Medical Officer or the physician appointed by the employer justifies the causes of resignation, the employer must pay to the employee his remuneration due for the period remaining from the first 45 days referred to above.

 

Article (87) 

A special leave without pay may be granted for the performance of pilgrimage to the employee once throughout his service and shall not be counted among other leaves and may not exceed 30 days.

 

Article (88)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

During the annual leave or sick leave provided for hereunder, the employee may not work for another Employer; however, if the employer has established that the employee has done this, he shall have the right to terminate the service of the employee without notice, and to deprive him of the leave pay due to him.

 

Article (89) 

Subject to the provisions herein contained, every employee who does not report to duty immediately after the expiry of his vacation, he shall be deprived of his pay for the period of absence commencing from the day following to the date on which the leave has expired.

 

Article (90) 

Without prejudice to cases where the employer has the right to dismiss the employee without notice or gratuity as prescribed herein, the employer may not dismiss an employee or serve him with a notice of dismissal during his leave as is provided for in this Section.

 

 

CHAPTER V. SAFETY, PROTECTION, HEALTH AND SOCIAL CARE OF EMPLOYEES

 

Article (91) 

Every employer must provide adequate means of protection for the employee from the hazards of injuries and vocational diseases that may occur during work as well as the hazards of fire and other hazards arising from use of machines and other tools, and he must apply all other means of protection as approved by the Ministry of Labour and Social Affairs, and the employee must use protective equipment and clothing provided to him for such purpose and he must abide by all instructions of the employer aiming at his protection from dangers and must not act in a way that may obstruct the application of said instruction.

 

Article (92) 

Every employer must display at a conspicuous point in the place of business detailed instructions concerning methods to prevent fire and protect employees from dangers while they perform their duties. Said instructions shall read in Arabic and, if necessary, in another language understood by the employees.

 

Article (93) 

Each employee has to arrange for one medical aid box(s), supplied with medicines, bandages disinfectants and other relief aids, to be fixed in a conspicuous place within the reach of employees and to be used by a specialist in handling first aids, and every one hundred employees should be provided with an aid box. Each first-aid box shall be sufficient for every 100 employees.

 

Article (94) 

Without prejudice to the provisions of by-laws and regulations issued by concerned government authorities, the employer must provide proper cleanliness and ventilation in each place of business and must provide such places with adequate illumination, potable water and toilets.

 

Article (95) 

The employer must appoint one physicians(s) to do full medical checkup at least once each 6 months regularly for his employees who are exposed to the danger of infection with any of the occupational diseases reserved in the schedule attached hereto, and to record the results in his registers and in the personal files of such employees and the cases of occupational diseases must be reported instantly by the doctors to the employers and the Labour Department after these become certain through medical and laboratory analysis. The physician in charge of regular medical check up may ask for a second medical checkup for any employee who is exposed to occupational diseases before the lapse of the time limit stated in the para. under this article if the case of the employee so requires.

 

Article (96) 

The employer must provide employees with means of medical care according to the standards decided by the Minister of Labour and Social Affairs in collaboration with the Minister of Health. 

The Minister of Labour and Social Affairs has the capacity in consultation with the Ministry of Health, to determine the general Measures for health prevention applicable to all establishments having staff and in particular such measures relating to safety, illumination, ventilation and dining rooms, as well as supply of potable and cleaning water and measures relating to purification of atmosphere form dust and smoke and to stipulate precautionary measures against fire and electric current.

 

Article (97) 

The employer or his representative at the time of appointment must keep employees informed of the dangers related to their profession and preventive measures they have to take. Moreover, the employer must display detailed written instructions in this respect at places of business.

 

Article (98) 

The employer or his representative at the time of appointment must keep employees informed of the dangers related to their profession and preventive measures they have to take. Moreover, the employer must display detailed written instructions in this respect at places of business.

 

Article (99) 

Employers, agents of the employers or any other persons having authority to employees may not permit entry of any kind of alcoholic drinks into the places of business for consumption threat, and they may not permit entrance into or stay in the establishment or any intoxicated person.

 

Article (100) 

The employee shall abide by instructions and orders related to business safety and precautions, and adopt precautionary methods and pledge to care for items thereof in his possession. It is prohibited for an employee to act in any way that may contravene enforcement of said instructions or misuse methods placed for health and safety protection of employees or which may cause loss or damage to the same.

 

Article (101) 

Each employer who employs employees in areas that are remote from cities where there is no access to normal means of transportation shall provide employees with the following facilities: 

1) Adequate means of transport;

2) Adequate accommodation;

3) Drinking water;

4) Proper foodstuff;

5) Medical aid equipment;

6) Entertainment and sports amenities.

Areas to which all or part of the provisions of this Article apply shall be stated by a decision of the Minister of Labour and Social Affairs. 

With the exception of foodstuff, all services referred to in this Article shall be at the expense of the employer and nothing hereof is to be borne by the employee.

 

 

CHAPTER VI. DISCIPLINARY RULES

 

Article (102) 

Disciplinary penalties which may be imposed by the employer or its agent upon its employees are as follows: 

1) Warning.

2) Fine.

3) Suspension from work with reduced pay for a period not exceeding ten days.

4) Forfeiture of deferment of periodic increment in establishments where such increments system is applied.

5) Forfeiture or deferment of promotion in establishments where promotion system is applied.

6) Dismissal from service but reserving right to end of service benefits.

7) Dismissal from service together with forfeiture of all or part of the benefits, provided that penalties shall not be imposed for reasons other than those specifically prescribed in Article (120) of this Law.

 

Article (103) 

The disciplinary code determines the cases where each of the disciplinary penalties prescribed in the preceding Article may be imposed. The Mister of Labour and Social Affairs may issue by decision, a model penalty and benefits schedule to guide employers in setting up their respective regulations in this regard.

 

Article (104) 

A fine may be a certain amount of money or an amount equal to the remuneration of the employee for a certain period of time. A fine in respect of a single offence may not exceed remuneration payable for five days. It is not permissible to deduct within one month an amount equal to more than five days pay from the employee's remuneration in settlement of fines imposed upon him.

 

Article (105) 

A special register shall be kept where shall be entered all penalties imposed upon employees showing reason and occasion of penalty, employee's name and his pay. 

A special account shall be made for this purpose and monthly total thereof shall be allocated for employees' social welfare in accordance with a decision to be taken by the Minister of Labour and Social Affairs in this respect.

 

Article (106) 

The periodical increment may not be forfeited more than once in a year nor may the said increment be deferred for more than six months.

 

Article (107) 

No forfeiture of promotion may be made for more than one promotion step. The punished employee shall be promoted on the next immediate step when such employee becomes qualified for promotion.

 

Article (108) 

Financial proceeds collected by the employer as a result of the differences arising from forfeiture of increment or allowance or delay of the same shall be recorded in a special register with reasons thereof, the name of the employee and amount of his remuneration.

Monthly proceeds of such differences shall be allocated for spending on employees social welfare as may be decided by the Minister of Labour and Social Affairs in this regard.

 

Article (109) 

Disciplinary penalties may not be imposed on an employee who has committed an offence outside the place of business unless the said act is relevant to the business, the employer or its manager. Nor is it permitted to apply more than one penalty in respect of one offence or to combine between a disciplinary penalty and deducting part of the employee's pay in accordance with the provisions of Article (61) of this Law.

 

Article (110) 

Any of the penalties prescribed in Article (102) may not be applied to the employee unless he is notified in writing of the charge taken against him and unless his statement is heard and his defence is investigated and unless all that is recorded in a report kept in his personal file. 

The penalty shall be noted at the bottom of the said report. The employee shall be notified in writing of the kind, amount and reasons for penalties and the action taken against him in the case of repetition of the offence.

 

Article (111) 

An employee may not be charged with a disciplinary offence after the lapse of thirty days from disclosure of the same, nor may a disciplinary penalty be imposed after the lapse of sixty days from the closing of investigation on the offence and finding an evidence against the employee.

 

Article (112)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

If the employee has been charged with a premeditated crime, such as his involvement in a physical assault or robbery of property or other offenses such as the abuse of honesty, breach of trust or strikes, the said employee may be temporarily suspended from work. 

If a judgement releases the employee from standing a trial or acquits him he shall be reinstated to his work and his remuneration for the suspension period be paid to him in full in cases where his suspension was maliciously contrived by the employer. 

 

 

CHAPTER VII. TERMINATION OF EMPLOYMENT CONTRACT AND END OF SERVICE GRATUITY

 

Section 1: Termination of Employment Contract

 

Article (113) 

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

- In the event of mutual consent by both parties to terminate the contract provided that the employee's consent is made in writing;

- On expiry of the period specified in the contract unless the contract is expressly or implicitly extended in accordance with the provisions of this Law;

- At the option of either party in unlimited contracts provided that the provisions of this Law regarding warnings and acceptable causes for termination of the contract without abuse are fully complied with.

 

Article (114)

A contract of employment shall not expire by reason of the death of the employer unless the subject matter of the contract is related to him in person. However, the contract shall terminate by reason of the death of the employee or in the case of his total disability to perform duties established by a medical report approved by the competent State Medical Authority.

If partial disability of an employee permits him to perform different duties which conform with his health state, the employer shall transfer the employee, at the latter's request, to another job of such other duties and shall pay him the remuneration normally paid by the employer in similar cases without prejudice to entitlement and indemnity accrued to the employee in accordance with this Law.

 

Article (115)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

If the employer has terminated an employment contract with a limited period, for reasons other than those provided for under Article (120) hereof, he becomes liable for payment of compensation to the employee for damages sustained by him, provided that the sum of compensation in all cases, may not exceed the total pay due to him for a period of three months or for the remaining period of contract whichever is shorter, unless the terms of the contract provide otherwise.

 

Article (116)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

If the contract has been terminated on part of the employee, for reasons other than those provided for under Article (121) hereof, the employee becomes liable for compensating the employer against losses incurred by him in consequence of contract termination, provided that the amount of compensation, may not exceed half a month's pay for a period of three months or for the remaining period of contract whichever is shorter, unless the terms of the contract provide otherwise.

 

Article (117)

1. The employer and employee may terminate the employment contract with the unlimited period, for a valid reason at any time after the conclusion of the contract by written notice duly given to another party, at least, thirty days prior to termination.

2. In respect of daily pay employees period of notice shall be as follows: 

a) One week in the employee has worked for more than six months but less than one year.

b) Two weeks if the employee has worked for at least one year.

c) One month if the employee has worked for at least five years.

 

Article (118)

The contract shall continue to be valid throughout the period of warning referred to in the preceding Article and shall expire with the expiry date of the warning. The employee shall be entitled to full pay during the notice period on the basis of last pay he earned, and he shall have to perform his duties during such period if so instructed by the employer. 

It may not be agreed to waive or reduce the period of warning but it may be agreed to increase such period.

 

Article (119) 

If the employer or the employee has failed to serve notice to the other party for termination of the contract or has reduced the notice period, the party obliged to serve the notice shall pay to the other party an indemnity called "Compensation in lieu of notice", and it is incurred by the other party as a result of failure to give notice or for reduction of said period, and the indemnity shall be equal to the employee's pay for the notice period in full or in proportion to the diminished part. In regard to employees on monthly, weekly, daily or per hour work pay the notice allowance shall be computed on the basis of last pay earned by them. With regard to employees paid on piece work basis, the allowance shall be calculated on the basis of the average daily pay provided for in Article (57) hereof.

 

Article (120) 

The employer may dismiss the employee without notice in the following cases: 

1) If the employee adopts a false identity or nationality or if he submits forged documents or certificates.

2) If the employee is appointed under a probationary period and dismissal occurred during or at the end of said period.

3) If he commits an error causing substantial material loss to the employer provided that the latter advises the labour department of the incident within 48 hours from having knowledge of the same.

4) If the employee violates instructions concerning safety of the place of business provided that such instructions are displayed in writing at conspicuous places and in case of an illiterate employee the latter be informed verbally of the same.

5) If he fails to perform his basic duties under the contract of employment and persists in violating them despite formal investigation with him in this respect and warning him of dismissal if the same is repeated.

6) If he divulges any secrets of the establishment where he is employed.

7) If he is awarded final judgement by the competent court in respect of an offence prejudicing honour, honesty or public morals.

8) If during working hours he is found drunk or under the influence of drugs.

9) If in the course of his work he commits an assault on the employer, the manager or any of his colleagues.

10) If he absents himself without lawful excuse for more that twenty intermittent days or for more than seven successive days during one year.

 

Article (121)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

The employee may leave the service without notice in the following cases:

a) If the employer does not fulfil his obligations towards the employee as provided for in the contract or in this Law. 

b) If the employer or his legal representative has committed an act of assault against the employee.

 

Article (122) 

Termination by the employer of an employee's service is considered arbitrary if the cause for such termination has nothing to do with the work. In particular, termination is considered arbitrary if the employee's service has been terminated on grounds of a reasonable complaint lodged by him to the competent authorities, or on grounds of a justifiable action brought by him against the employer.

 

Article (123)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

a) If the employee has been arbitrarily dismissed, the competent court has the jurisdiction to give judgement against the employer for payment of compensation to the employee.

The court shall determine the amount of this compensation, taking into consideration the nature of work sustained by the employee, period of service and after the investigation of dismissal circumstances. Provided that in all cases the amount of compensation should not exceed the employee's pay for a period of three months, to be worked out on the basis of last pay due to him.

b) The provisions of the preceding clause shall not prejudice to the employee's entitlement to the gratuity due to him and notice period provided for in this Law.

 

Article (124)

The employer may not terminate the service of an employee for his health deficiency before he avails himself of the leaves lawfully due to him. Any agreement to the contrary is deemed null and void even if it is made before this Law comes into operation.

 

Article (125) 

The employer shall provide the employee at the end of his service and at the latter's request with an end of service certificate free of charge. Said Certificate shall include the date of appointment and date of termination, the total period of service, nature of work performed by him and his last pay plus allowances, if any. Certificates or diplomas, papers and tools belonging to the employee shall be returned to him.

 

Article (126) 

If any change takes place in the form of the establishment or in its legal status, valid contracts at the time of change shall continue to exist so between the new employer and the employees of the establishment, and service shall be deemed to be continuous. Both the former and the new employers shall jointly be liable for a period of six months for the fulfillment of obligations arising from contracts of employment in the period prior to such change and after the lapse of the said period, the new employer shall be solely responsible.

 

Article (127) 

If work assigned to the employee allows to acquaint with the employer's clients or have access to the secrets of his work, the employer may oblige the employee that after termination of the contract he may not compete with him or take part in any business interest competitive to the employer's. Such agreement shall be valid only if the employee has reached the age of 21 years at the time of it's being executed and if the agreement is limited with respect to the place, time and nature of work to the extent as is necessary to safeguard the lawful interest of business.

 

Article (128) 

Any non-national employee who absents himself from work without lawful reasons prior to the end of the contract for a limited period, may not take up employment elsewhere even with the consent of the employer for one year after the date on which he absented himself from duties. And no other employer who is aware of that may employ or keep such employee in his service during such period.

 

Article (129) 

If the non-national employee has notified the employer of his desire to terminate the contract with unlimited period and has absented himself from work before the end of the legal notice period, he may not take up employment elsewhere before the lapse of one year from date of absence from work, even with consent of employer, and no other employer, who is aware of the case may recruit him or keep him in service till the end of such period.

 

Article (130) 

The provisions of Article (128) and (129) exempt non-national employee who obtains prior approval of the Minister of Labour and Social Affairs before taking up another employment with the approval of the original employer.

 

Article (131) 

Expenses for repatriation of an employee to his place of origin or any other place agreed upon by both parties shall be borne by the employer. If the employee after the end of his contract takes up employment somewhere else, repatriation expenses upon termination of his service shall be paid by the last employer subject to the provisions of the preceding clauses, and if the employer has failed to repatriate the employee and has not paid the repatriation expenses, the competent authorities shall do this at the employer's expense by way of attachment.

If the cause for termination of the contract is attributed to the employee, his repatriation will be arranged at his own expense if he has the mean to pay.

 

Article (131 bis)

*  Added by Federal Law No. (12) of 1986 dated 29/10/1986.

1. In application of the provisions stated in the preceding clause, the expenses of employer's repatriation shall mean the cost of his travel ticket and whatever is provided for in the employment contract or in the bylaws of the Establishment, such as the employee's entitlement to travel tickets for his family and costs for shipment of his luggage. 

2. In the cases where the employer provides the employee with accommodation, the employee shall be obliged to vacate the accommodation within a period not to exceed thirty days from the date of his service termination. 

3. The employee may not delay vacation of accommodation, thereafter, for any reason whatsoever, provided that the employer fulfills his obligation towards the employee with respect to the following: 

a) Expenses defined in Clause 1 under this Article.

b) End of service remuneration and any other dues assumed by the employer under the employment contract or the bylaws or the Law.

4. However, if the employer raised a dispute with respect to the amount of expenses and dues referred to above; the competent labour Department shall determine urgently the amount of such expenses and dues, within one week of a notification being sent to it, provided always that after such determination is made by the Labour Department, the employee must be informed forthwith. 

5. In such a case, the validity of the thirty days period referred to in Clause 2 under this Article, shall take effect from the date, the employer deposits the expenses and dues determined by the labour Department, with the treasury of Labour Department as a trust. 

If however the employee has failed to vacate the accommodation after the expiry of the said thirty days, the Labour Department, in cooperation with the competent authorities in the concerned Emirate, will take the necessary administrative action to secure vacation. 

6. No provisions of this Article is deemed to prejudice the right of an employee to litigate thereabout before the competent court.

 

Article (131 bis 1) 

*  Added by Federal Law No. (14) of 1999 dated 17/10/1999.

1. The employer shall undertake to submit a bank guarantee to the competent labour department. The type, amount, procedures and companies and establishments subject to this condition, as well, as other relevant provisions shall be defined by a Cabinet Resolution. Such guarantee shall be for the good performance of the employer's obligations stipulated in Articles (131) and (131 bis) hereof.

2. Deduction of amounts from the bank guarantee mentioned in paragraph 1 of present article shall be by virtue of a court judgement, except for the following: 

a) Return expenses of the employee to his home country or wherever as agreed with the employer.

b) Amounts acknowledged by the employer before the competent labour department as entitlements of the employee. 

In both cases, the Ministry may deduct such entitlements from the guarantee referred to in paragraph 1 hereof and pay the same to the employee to settle his dues.

 

 

Section 2: End of Service Gratuity

 

Article (132)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

The employee who has completed one year or more in the continuous service is entitled to the end of service gratuity at the end of his service. Days of absence from work without pay are not included in computing the period of service, and the gratuity is to be calculated as follows:

1) Twenty-one day's pay for each year of the first five years of service.

2) Thirty days pay for each additional year.

Provided that the entire total remuneration shall not exceed two year's pay.

 

Article (133) 

The employee shall be entitled to end of service remuneration in respect of fractions of the year payable pro rata to the time actually worked provided that he has completed one year of continuous service.

 

Article (134)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

Without prejudice to the provisions of some laws regarding the granting of pensions and gratuities to employees of some establishments, the end of service gratuity shall be computed on the basis of last wage which the employee was entitled to, in respect of those drawing their salary per month, week or day, and on the basis of average daily wage stipulated in Article (57) in respect of those drawing their wages on piece work basis. The wage which is considered as the basis for computation of the end of service gratuity shall not include anything that has been given to the labourer in kind, housing allowance, transport allowance, travel allowance, overtime allowance, representation allowance, cashier's allowance, children education allowance, recreation and social services allowance or any other allowances.

 

Article (135) 

The employer may deduct any amounts due to him from the employee's end of service remuneration. 

 

Article (136) 

In fulfillment of the provisions of Article (132), cases of employment preceding the effective date of this Law shall not be considered as cases entitling the employee to end of service gratuity. Without prejudice to rights acquired by the employee under any repealed labour law or contracts of employment, agreements, by-laws or regulations of the establishment. In the event of his death, the employee's gratuity shall be paid to his legal heirs.

 

Article (137) 

If an employee under a contract with unlimited period has left his work at his own option after a continuous service of not less than one year and not more than three years, he shall be entitled to one-third of the end of service gratuity provided for in the previous Article. 

If the period of his continued service is more than 3 years and less than 5 years he becomes entitled to two-thirds of the said gratuity, but if his continued service exceeds 5 years, he becomes entitled to the entire gratuity.

 

Article (138) 

If an employee under a contract with limited period leaves his work at his own option before the end of the contract period he shall not be entitled to end of service gratuity unless the period of his continuous service exceeds five years.

 

Article (139) 

The employee shall be fully deprived of the end of service gratuity in any of the following cases: 

a) If he is dismissed from service for any reason in accordance with Article (120) of this Law or if he leaves his work to avoid dismissal in accordance with the provisions of this Article.

b) If he leaves his work willingly and without notice in cases other than those enumerated in Article (121) under this law with respect to unlimited period contracts or before he completes five years of continuous service with respect to limited period contracts.

 

Article (140) 

In any establishment where a saving fund is raised for employees and if the regulations of such fund provide that payments made by the employer to the fund for the account of the employee are a legal commitment against the end of service gratuity, the amount of savings or benefits due hereunder shall be paid whichever is greater. If the fund regulations have no provisions that amounts paid by employers is a legal commitment for the end of service gratuity, the employee shall collect the amount due to him from the saving fund in addition to the legal gratuity.

 

Article (141) 

In any establishment where a pension or security schemes or similar schemes are maintained, the employee who is entitled to retirement pension may select either this latter or the prescribed gratuity or whichever from both thus is more favourable to him. 

 

 

CHAPTER VIII. INDEMNITY FOR LABOUR ACCIDENTS AND OCCUPATIONAL DISEASES

 

Article (142) 

If the employee sustains a labour injury or occupational disease as enumerated in Schedule (1) and (2) attached to this Law, the employer or its representative must report the accident instantly to the Police and Labour Department or any of its branches having jurisdiction over the place of business. 

The report must include employee's name, age, vocation, address, and nationality in addition to a brief description of the accident, its circumstances and the arrangements made for the employee's medical aid or treatment. 

The police shall carry out necessary investigation, upon receipt of the report which contains statements of witnesses and employer or his representative and statement of injured if his condition so allows, and the report must indicate in particular if the accident is related to work, and whether it was deliberate or a result of gross misconduct on the part of the employee.

 

Article (143) 

Following the investigation, the police must send a copy of the report to the Labour Department and another to the employer. The Labour Department may request that the investigation has to be completed, or directly conduct such investigation itself, if necessary. 

 

Article (144) 

In cases of Labour accidents and occupational diseases the employer shall pay the employee's treatment expenses at government or private hospitals until he recovers or his disability is proven. Treatment includes admission in hospitals or sanatorium, and surgical operation, X-ray and laboratory fees in addition to medicines and rehabilitation equipment purchased, artificial limbs and apparatus provided to the disabled persons. Moreover, the employer must pay the transport expenses arising from the treatment of the employee.

 

Article (145) 

If the injury prevents the employee from carrying out his duties, the employer must pay him a financial subsidy equal to full pay throughout the period of treatment or for a period of six months, whichever is shorter. If treatment lasts from more than six months, said subsidy shall be reduced to the half for another period of six months or until the employee recovers from illness or his disability becomes certain or he dies whichever occurs first.

 

Article (146) 

Financial subsidy referred to in the preceding Article is calculated on the basis of last pay received by the employee in respect of employees who receive monthly, weekly, daily, hourly wages and on the basis of the daily average pay provided in Article (57) with respect to employees on piece work pay.

 

Article (147) 

The medical practitioner in charge shall at the end of treatment make a duplicate report, a copy of which shall be handed to the employee and the other to the employer, and shall defined in the report kind and cause of injury, date of accident, its relation to work and period of treatment and whether the employee has sustained permanent infirmity, or otherwise and degree of disability, if any, and whether such disability is total or partial as well as his ability to carry on duties with the existing disability.

 

Article (148) 

If a dispute arises in connection with the extent of employee's physical fitness for work or grade of disability or other matters related to injury or treatment, such question shall be referred to the Ministry of Health through the competent Labour Department. A medical board comprising three government physicians shall be formed by the Ministry of Health each time such dispute is referred to it to decide the extent of the employee's physical fitness for service or grade of his disability or any matter related to the injury and treatment. The board may consult with specialized experts and the decision of the board shall be final and forwarded to the Labour Department to take necessary steps for its execution.

 

Article (149) 

If the employee dies as a result of a labour accident or occupational disease, the employee's family members shall be entitled to an indemnity equal to the basic pay of the employee for a period of 24 months, provided that the amount of indemnity shall not be less than Eighteen Thousand Dirhams and not more than Thirty Five thousand Dirhams. The amount of indemnity shall be calculated on the basis of the last pay earned by the employee prior to his death. Such indemnity shall be distributed among the beneficiaries of the deceased employee in accordance with the provisions of the schedule attached hereto. 

In application of the provisions of this Article, the term "members of the deceased family" shall mean such persons who at the time of death of the employee used to be entirely or mainly supported by the income of deceased, that is:

a) Widow or widower.

b) Children, namely: 

1) Sons who have reached the age of 17 years and those who regularly attend schools and have not completed 24 years of age or those who mentally or physically are incapable of earning living.

The term "sons" includes sons of the husband or of the wife who were under the guardianship of the deceased at time of his death;

2) Unmarried daughters, including the daughters of the husband or wife who are not married and at the time of death, were under the guardianship of the deceased.

c) Parents.

d) Brothers and sisters according to terms provided for sons and daughters.

 

Article (150)

If labour accident or occupational disease results in a permanent partial disability of the employee, he shall be entitled to indemnity in accordance with rates enumerated in the two schedules attached to this Law multiplied by the amount of death indemnity prescribed in the first paragraph of the preceding Article, as the case may be.

 

Article (151) 

The amount of indemnity due to the employee in the event of a permanent total disability shall be equal to that due in the event of death.

 

Article (152) 

The Minister of Labour and Social Affairs may if necessary and in agreement with the Minister of Health, amend the occupational diseases in Schedule (1) and indemnity of disability in Schedule (2) attached to this Law.

 

Article (153) 

Neither the injured employee nor the members of his family shall be entitled to indemnity in respect of injury or disability if it has not caused death and if the investigations by the competent authorities have established that the employee has deliberately caused injury to himself with intention of committing suicide or to obtain indemnity or sick leave or otherwise, or if the employee was at the time of the incident under the influence of drug or alcoholic drinks, or if he has willfully violated safety instructions displayed conspicuously at the place of business or if his injury or disability resulted from serious premeditated misdemeanor on his part or if he has refused unreasonably the medical checkup or treatment as prescribed by the medical board formed in accordance with the provisions of Article (148). 

In any of the cases herein-above, the employer shall not be under obligation to provide treatment or any financial subsidy to the employee.

 

 

CHAPTER IX. COLLECTIVE LABOUR DISPUTES

 

Article (154) 

Collective labour dispute means any dispute between the employer and his employees, concerning common interests for all or part of the employees in an establishment or vocation or a certain profession or in any specific vocational sector. 

 

Article (155) 

If a dispute arises between an employer(s) and all or part of his/their employees and both parties fail to reach an amicable settlement, the following steps shall be taken: 

1) The employees shall submit their complaint in writing to the employer and simultaneously dispatch a copy thereof to the Labour Department.

2) The employer shall reply in writing to the complaint or claims of the employees within seven working days from the date of receipt of the complaint. A simultaneous copy thereof shall be submitted to the Labour Department at the same time.

3) If the employer fails to submit his reply to the complaint within the fixed period or if his reply does not result in settlement of the dispute, the competent Labour Department of its own motion or at a request of either party shall mediate to settle the dispute amicably.

4) If the complaint is made by the employer, he must submit the complaint directly to the Labour Department to mediate for an amicable settlement of the dispute.

 

Article (156)

If mediation efforts by the competent Labour Department have failed to reach a settlement on the dispute within 10 days from the date of the Department's knowledge thereof the Department must refer the dispute to the competent conciliation board for settlement and notify both parties of its decision in writing.

 

Article (157) 

In each Labour Department a board is to be set up and called the Conciliation Board, and for this purpose, a decision shall be taken by the Minister of Labour and Social Affair.

 

Article (158)

Each party to the dispute shall follow-up the matter before the Conciliation Board until a decision is awarded and the Board shall issue its decision by the majority within two weeks from the date on which the dispute was referred to it. 

The decision shall be binding on both parties only if they have agreed in writing before the Board to accept it decision. If such agreement is not made, either party or both parties may challenge the Board's decision before the Supreme Arbitration Committee within thirty days from the date on which decision was made, otherwise, the decision shall be deemed to be final and enforceable.

 

Article (159) 

Rescission of employment contract or dismissal of the employees' representatives who are members of the Conciliation Board shall not prevent the performance of their duties on the Board unless the employees elect other representatives.

 

Article (160) 

A Committee called the Supreme Arbitration Committee is to be formed for Settlement of collective Labour Dispute, at the Ministry of Labour and Social Affairs, composed as follows: 

1) The Minister of Labour as Chairman, and in his absence the Under Secretary or the Director General of the Ministry of Labour and Social Affairs shall replace him.

2) A judge of the Supreme Federal Court is nominated by the General Assembly of this Court as a member and appointed by order of the Minister of Justice.

3) A person with experience and knowledge in labour matters and known for his impartiality is appointed as a member by order of the Minister of Labour and Social Affairs. Two alternate members may be selected from the two categories of the two regular members to act for them in their absence. Appointment of regular and alternate members shall be valid for three renewable years, and renewal shall take place in the same manner as the appointment.

 

Article (161)

The Supreme Arbitration Committee for settlement of collective labour disputes shall have the powers to issue final and conclusive judgements on all disputes referred to it by the concerned parties. Decisions of said Committee shall be taken by majority the grounds shall be stated.

 

Article (162) 

In accordance with a proposal from the Minister of Labour and Social Affairs, and in consultation with the Minister of Justice, a decision shall be taken by the Council of Ministers regulating litigation proceedings and other rules necessary for the good progress of the work before the Conciliation Boards and the Supreme Arbitration Committee for solving Collective Labour disputes. For the purpose of performing their functions, these Boards and Committees may inspect papers and documents, records and other pieces of evidence and compel persons in possession of the same to submit these materials. They may also enter the establishment to conduct necessary investigation and to take whatever measures that are deemed to be necessary for the settlement of the dispute.

 

Article (163)

*  As amended by Federal Law No. (12) of 1986 dated 29/10/1986.

Neither party to the dispute may again raise the conflict regarding which a final judgement has been given by any of the Boards referred to herein, unless with the mutual agreement of both parties to the dispute.

 

Article (164)

The Boards referred to herein, shall apply the provisions of this Law, the laws in force and the rules of Islamic Sharia as well as any other customary rules, principles of justice, natural and comparative laws which are consistent therewith.

 

Article (165) 

The decisions rendered by the Supreme Committee of Arbitration in settlement of collective labour disputes shall be enforced with the cooperation of the competent authorities in each Emirate.

 

 

CHAPTER X. LABOUR INSPECTION

 

Article (166) 

Labour inspection shall be undertaken by specialized inspectors attached to the Ministry of Labour and Social Affairs, and having the prerogatives and powers provided for in this law. Labour inspectors shall carry cards issued by the Ministry of labour and Social Affairs certifying their capacity.

 

Article (167) 

Labour inspectors shall have the following powers:

a) Control the proper implementation of the provisions of the Labour Law particularly in respect of the conditions of work, remuneration and protection and safety of employees during the performance of their duties and such other matters related to the health and safety of employees and the employment of juveniles and women.

b) Supply employers and employees with information and technical guidance to enable them to adopt the best methods for the implementation of the provisions of this law.

c) Report to competent authorities, any problems which the existing rules cannot remedy and to propose whatever is necessary to this.

d) Make a report of cases found in violation of the provisions of the Labour Law, regulations and decisions issued for their implementation.

 

Article (168)

Before assuming their functions, labour inspectors shall take an oath before the Minister of Labour and Social Affairs that they will honour law, perform their duties sincerely and honestly and that even after cessation from their present posts they shall not divulge any secret or industrial trademark or other secrets which may come to their knowledge ex officio, and to treat the complaints received by them in full secrecy and shall not disclose to employer or to his agents the contents of such complaints.

 

Article (169) 

The employers and their agents must provide the inspectors designated to perform labour inspection, with, all such necessary facilities and information for the performance of their functions and to comply with the summons to appear before them and to send their representatives when they are requested to do so.

 

Article (170) 

The labour inspector shall have the following powers:

1. Enter any establishment governed by the provisions of this Law at any time of the day or night without prior notice provided he performs that during working hours.

2. Carry out any inspection or investigation as may be necessary to ensure the proper implementation of the Law, and in particular, he shall:

a) Interrogate the employer or employees either alone or in a presence of witnesses in respect of any matter related to the implementation of the provisions of the Law.

b) Inspect all documents required to be kept in accordance with the provisions of the Labour Law and decisions made in execution thereof and to obtain photocopies and extracts therefrom.

c) Take one or more samples of materials used or related to the industrial operations or in other operations subject to inspection if such materials are believed to be harmful to the health or safety of employees, in order to have them analyzed in government laboratories to determine the extent of harm and inform the employer or his representative of the results and to take appropriate measures in this regard.

d) Ensure that notices and publications are displayed conspicuously at the place of business in accordance with the provisions of the Law.

 

Article (171)

The Minister of Labour and Social Affairs shall issue the necessary regulations for organizing inspection measures stipulated in the preceding Article.

 

Article (172) 

Without prejudice to the provisions of Article (169) herein-above, any person carrying out inspection must notify the employer or its representative of his presence unless he believes that the purpose of inspection requires otherwise.

 

Article (173) 

A labour inspector may, in order to secure the compliance with the provisions concerning the health and safety of the employees, instruct the employers or their representatives to alter the machines and equipment used by them and to perform this within the time-limits prescribed by him. And in the event where an imminent danger threatens the health and safety of the employees, he may impose any necessary measures aiming at averting such danger immediately.

 

Article (174) 

If during an inspection visit, the inspector finds any violation of this Law, regulations or executive decisions, he shall report the violation in writing and refer the same to the competent Labour Department for necessary action against the offender.

 

Article (175) 

The labour inspector may, if necessary, request the competent administrative authorities and policemen to provide necessary help. 

In cases where inspection relates to health aspects of the business, the inspector must, with the consent of the head of the concerned Labour Department be accompanied by a specialized physician from the Ministry of Health or the physician appointed for this purpose.

 

Article (176) 

The Chief Labour Inspector shall make a monthly report on the activities of labour inspection, areas of inspection, and organizations inspected, number and nature of contraventions made and to make an annual report on inspection in the area showing results and effects of inspection and whatever remarks and proposals he may have with a copy of the monthly and annual reports to be sent to the Labour Department.

 

Article (177) 

The Ministry of Labour shall prepare an annual report on inspection in the State, containing the role played by the Ministry in supervising the application of the Labour Law, and in particular, the following matters:

1) A statement on the provisions regulating inspection.

2) A statement on officials having the authority to inspect.

3) A statistic in respect of inspected establishments, a number of employees, number of visits and inspection visits made by the inspectors, as well as violations committed and penalties imposed labour accidents and cases of occupational diseases.

 

Article (178)

Forms for violation reports, inspection registers, notices and warnings, as well as appropriate regulations to maintain and use them, are to be made and circulated by the Ministry of Labour to labour Departments in different areas.

 

Article (179) 

Subject to the priority given to nationals and to the general pre-requisite conditions for appointment of employees, the labour inspectors are required to:

1) Have the character of complete impartiality.

2) Have no direct interest in the establishments they inspect.

3) Pass a special test of professional ethics after having completed a training course of at least three months.

 

Article (180)

Special training courses for labour inspectors shall be organized by the Ministry of Labour, during which the inspectors shall in particular receive training on the following:

1) Principles of organization of inspection visits and contact with the employers and employees.

2) Methods of checking registers and books.

3) Principles of guidance of the employers on the interpretation of and the results obtained from the application of the Law provisions and assisting them in the implementation of such provisions.

4) Basic principles of industrial technology and safety methods against labour accidents and occupational diseases.

5) Basic principles of self-sufficient production and its effect on maintaining favourable conditions for the performance of the work.

 

 

CHAPTER XI. PENALTIES

 

Article (181)

*  As amended by Federal Decree-Law No. (8) of 2007 dated 13/11/2007.

Without prejudice to any severer penalty provided for in any other law, shall be sentenced to imprisonment and to a fine amounting to Ten Thousand Dirhams at least, or to either penalty:

1) Whoever breaches any imperative provision hereof, or the executive regulations or decisions issued in application thereof.

2) Whoever hinders or prevents, or attempts to stop any official entrusted with the implementation of the provisions hereof or the executive regulations or decisions issued in application thereof, from performing his duties, whether through actual or threatened use of force or violence.

3) Every official entrusted with the implementation of the provisions hereof, who divulges, even after termination of his services, any work secret, patent right, or other work methods that came to his knowledge in his capacity as such official.

 

Article (181/1)

*  Added by Federal Decree-Law No. (8) of 2007 dated 13/11/2007.

1. Subject to the provisions mentioned in the law of entry and residence of foreigners, and without prejudice to any severer sanction imposed by any other law, shall be sentenced to a fine amounting to Fifty Thousand Dirhams:

a) Whoever employs a foreigner subject to the provisions of the Labor Law, without obtaining a work permit;

b) Whoever closes down or ceases the activity completely without the settlement of the insured persons.

2. The sentence shall be imprisonment and a fine amounting to Fifty Thousand Dirhams in a case of recidivism of any of the crimes provided for in the present Article.

3. The sponsor who notifies the fleeing of his sponsored shall receive a compensation amounting to Five Thousand Dirhams deducted from the fine imposed by court order. The price of the travel ticket of the sponsored shall also be deduced from the fine.

 

Article (181/2)

*  Added by Federal Decree-Law No. (8) of 2007 dated 13/11/2007.

1. Every owner of an establishment employing a foreigner not based on his guarantee, or leaves him without work, or makes him work for a third party without the commitment to conditions and situations set for the transfer of the sponsorship or without the receipt of the appropriate statement thereof shall be sentenced to a fine amounting to Fifty Thousand Dirhams.

The sentence shall be imprisonment and a fine amounting to Fifty Thousand Dirhams in a case of recidivism.

2. Every owner of an establishment employing or harboring a fugitive shall be sentenced to imprisonment for a period of two months at least and a fine amounting to One Hundred Thousand Dirhams.

3. The owner of the establishment shall be exempt form the set penalty should it be proven that he did not know of the incident of the crime. Whoever carries out the employment or harboring of the fugitive shall be punished by the decided incarceration penalty, and the establishment shall pay the determined fine.

4. The crimes stipulated in this Article shall be excepted from the provisions of the alternating circumstances provided for in the Penal Law.

 

Article (182)

*  As amended by Federal Decree-Law No. (8) of 2007 dated 13/11/2007.

A number of fines shall be imposed on the employer in accordance with the number of workers against whom and infringement is made, with a maximum of Five Million Dirhams.

 

Article (183) 

In the event where an offence is committed again before the lapse of one year from the act of a judgement being rendered against the perpetrator in respect of a similar offence, the Court may inflict the double of the penalty.

 

Article (184) 

Subject to the provisions stipulated in Articles (34), (41) and (126) criminal proceedings may be filed against the General Manager who is responsible for the management of the establishment and against the employer if circumstances give the belief that he was not aware of the facts constituting the violation.

 

Article (185) 

If the employer has not fulfilled his obligations hereunder the competent Labour Department may issue a decision showing the subject of violation, and instructing the employer to complete the work within a period to be fixed from date on which he has been notified, otherwise, the Department shall carry out such work at the expense of the employer and collect costs by way of sequestration.

 

Article (186) 

In application of the provisions of this Law, the regulations and decisions in execution thereof, the Labour Department shall not in as far as possible, resort to criminal proceedings except after advise and guidance ar given to the employers and employees involved in the violation and when necessary warning is given to them in writing to rectify their situation in accordance with the Law, before initiating any procedure.

 

 

CHAPTER XII. CONCLUDING PROVISIONS

 

Article (187) 

The Minister of Labour shall take a decision establishing Labour Departments and offices vested with powers to implement this law and determine their areas of jurisdiction.

 

Article (188)

The Directors of Labour Departments and Officials of the Inspection Section at the Ministry of Labour shall be vested with Judiciary capacity for the implementation of this Law, regulations, decisions and orders issued in execution thereof.

 

Article (189) 

Any provision inconsistent with the provisions of this Law is hereby repealed.

 

Article (190) 

Without prejudice to the cases under this Law regarding the exemption from fees, the Minister of Labour shall determine in a decision given by him the fees due for the issue of Labour recruitment offices licenses, employment visas, work permits, renewal and issue of copies thereof provided that such fee shall not exceed Five Hundred Dirhams.

 

Article (191)

According to a proposal by the Minister of Labour and Social Affairs the Council of Ministry may issue rules which are more beneficial to national employees.

 

Article (192)

The Ministry of Labour shall take the necessary decisions for the enforcement of the provisions of this law, and Ministers according to their areas of jurisdiction shall put such rules into effect.

 

Article (193) 

This Law shall be published in the Official Gazette and shall take effect sixty days after the date of its publication.

 

Promulgated by Us at the Presidential Palace in Abu Dhabi

On 20 April 1980

Corresponding to 6 Jumada Al Akhira 1400 H

 

Zayed Bin Sultan Al Nahyan

President of the United Arab Emirates

 

SCHEDULE (1) Occupational Diseases

No.	Disease	Work Causing the Disease
1	Poisoning by lead and its compounds	Any work requiring the use or the handling of lead and its compounds containing lead.
2	Poisoning by mercury and its compounds	Any work requiring the use or the handling of mercury and its compounds or materials containing mercury. And any work requiring the exposure to mercury dust or gases, or its compounds or materials containing mercury.
3	Poisoning by arsenic and its compounds	Any work requiring the use or the handling of arsenic and its compounds or materials containing arsenic. And any work requiring the exposure to arsenic dust or gases, or its compounds or materials containing arsenic.
4	Poisoning by antimony and its components	Any work requiring the use or the handling of antimony and its compounds or materials containing antimony. And any work requiring the exposure to antimony dust or gases or its compounds.
5	Poisoning by phosphor and its compounds	Any work requiring the use or the handling of phosphor and its compounds or materials containing phosphor. And any work requiring the exposure to phosphor dust or gases or its compounds.
6	Poisoning by petroleum, its products, compounds and by-products	Any work requiring the use or the handling of such products and any work requiring the exposure to the dust or gases.
7	Poisoning by manganese and its compounds	Any work requiring the use or the handling of manganese and its compounds or materials containing manganese. And any work requiring the exposure to manganese dust or gases, or its compounds or materials containing manganese.
8	Poisoning by sulphur minerals and its compounds	Any work requiring the use or the handling of sulphur minerals and its compounds or materials containing sulphur minerals. And any work requiring the exposure to sulphur minerals dust or gases, or its compounds or materials containing sulphur minerals.
9	Poisoning by petroleum, its gases, compounds and by-products	Any work requiring the use or the handling of petroleum or its gases or compounds, and any work requiring the exposure to such materials in a solid, liquid, or gaseous state.
10	Poisoning by chloroform and carbonic tetrachloride	Any work requiring the use or the handling of chloroform and carbonic tetrachloride. And any work requiring the exposure to its dust or gases
11	Disease arising from radium or radioactive substances (x-rays)	Any work requiring the exposure to radium or any other radioactive or x-ray material.
12	Chronic skin diseases, skin and eye burns	Any work requiring the use or transport of tar or carbon tar machines, mineral oil, kerosene (or cement, flour or similar dust, compounds, products or remnants of these materials).
13	Damage caused to the eye by reason of heat and light and the complications thereof	Any work requiring the recurrent or continuous exposure to light, heat or radiation emanating from melted glass or hot or melted glasses, or the exposure to intense light and heat which might cause damage to the eye or vision.
14	Lung diseases resulting from: 1 - Silica Dust 2 - Asbestos (Asbestos dust) 3 - Cotton dust	Any work requiring the exposure to newly generated silica dust or any other substance containing silica for a rate not exceeding 5% such as the work in a mining, quarrying, stone grinding or cutting, in a rock cement factory, metal sanding or any other work requiring a similar exposure thereto, as well as any other work requiring the exposure to asbestos dust or cotton dust to an extent that causes such diseases.
15	Anthrax	Any work requiring contact with animals affected with this disease, or their skins, and the animals affected with the tympanites, their horns and hair.
16	Edema	All works requiring contact with animals affected with this disease
17	Tuberculosis	Works in hospitals providing treatment for persons affected with such disease.
18	Typhoid Fever	Works in hospitals specialized in the treatment of typhoid fever

 

 

SCHEDULE (2) Permanent Disability Compensation Assessment

Disability Degree	No.	Type of Permanent Disability	Percentage
Total	1	Loss of both arms from the shoulder, or loss of two or more limbs	100
	2	Total loss of eyesight or loss of both eyes	100
	3	Total paralysis	100
	4	Dementia or complete mental derangement	100
	5	Wounds and injuries to the head or brain causing continuous headaches	100
	6	Complete deformation of the face	100
	7	Injuries and wounds to the chest and internal organs causing a permanent and complete deficiency in the function of such organs	100
Partial	8	Loss of both legs from the top	90
	9	Loss of hands from the elbow or above	85
	10	Severe deformation of the face	80
	11	Loss of both hands from the elbow	70
	12	Complete loss of the right arm from the shoulder cap or the elbow	70
	13	Loss of both legs from the knee or above	70
	14	Complete loss of the left arm from the shoulder cap or the elbow	60
	15	Loss of one leg from the knee or above	60
	16	Loss of the right arm from the elbow or below	60
	17	Loss of one leg from the top	60
	18	Loss of both legs from below the knee	60
	19	Loss of all fingers of the right hand including thumb	60
	20	Loss of the left arm from above or below the elbow	50
	21	Loss of fingers of the left hand including thumb	50
	22	Loss of one leg below the knee	50
	23	Complete and permanent loss of hearing	45
	24	Loss of the tongue or permanent dumbness	45
	25	Loss of both feet from the heel or below	45
	26	Loss of the sexual organ	45
	27	Loss of sight in one eye	45
	28	Loss of the right hand from the wrist	38
	29	Loss of the thumb or four fingers of the right hand	35
	30	Loss of the left hand from the wrist	34
	31	Loss of the thumb or four fingers of the left hand	25
	32	Loss of one foot from the heel or below	20
	33	Loss all toes in one foot including the big toe	20
	34	Loss of three fingers of the right hand excluding thumb	15
	35	Loss of the right-hand index finger	15
	36	Loss of the distal phalanx of the right-hand thumb	10
	37	Loss of the left-hand index finger	10
	38	Loss of three fingers of the left hand excluding thumb	10
	39	Loss of all toes in one foot excluding the big toe	10
	40	Loss of the big toe	10
	41	Loss of the distal phalanx of the left foot big toe	6
	42	Loss of the middle finger of the right hand	6
	43	Loss of the middle finger of the left hand	6
	44	Loss of the ring finger of the right hand	6
	45	Loss of the ring finger of the left hand	6
	46	Loss of the little finger of the right hand	6
	47	Loss of one finger of the left hand	6
	48	Loss of the distal phalanx of any finger excluding thumb	5
	49	Loss of the second phalanx of the index finger of the right hand	5
	50	Loss of the foot toes excluding the big toe	5
	51	Loss of one molar tooth	3
	52	Loss of a canine tooth	2

 

1. A total disability in the function of any organ or part of the body shall be equal to complete loss of such part or organ.

2. Should the injured person be left handed, all compensation of injuries of the left hand shall be considered as if they were for the right hand.

3. Should a deformation or an unnatural change to any organ or part of the body, or any of the senses not mentioned in the list occur, the disability degree shall be assessed by the medical committee provided for in article (148) hereof takes into account the most similar case mentioned in the list.

 

SCHEDULE (3) Terms and Provisions Governing the Distribution of the Death Compensation Among the Family Members of the Deceased Employee

1. In the presence of the widow/widower with parents and the child who were in the care of deceased, the compensation shall be distributed in such a way that the widower shall get one-eighth and the widows, if more than one, shall have one-eighth divided equally among them, the father shall have on third, and both parents shall have one-third equally between them, and the rest to the child. Should there be no child, the widower or widows, if more than one, shall get two-thirds of compensation, the father shall have the rest, and if both parents are alive, they shall have the rest to be divided equally between them.In the absence of the parents, the widow/widower shall have one-eighth provided it is divided equally among widows if more than one, and the child shall have the rest. In the absence of either a child or a father with the widower/widow, the latter shall have the full compensation provided it is divided equally between widows if more than one.

In the absence of the parents, the widow/widower shall have one-eighth provided it is divided equally among widows if more than one, and the child shall have the rest. In the absence of either a child or a father with the widower/widow, the latter shall have the full compensation provided it is divided equally between widows if more than one.

2.In the presence of a father and a child who were under the care of the deceased but in the absence of a widow, the child shall have two-thirds and the rest to the father or equally to both parents if they are still in existence.

3. In the presence of children used to be supported by the deceased employee, and in absence of the widower, widow, parent, or parents, or brothers or sisters who were supported by him, the compensation shall be distributed among the children equally, and if there is only one child he shall have the full amount of the compensation.

4. In the presence of parents who were supported by the deceased employee without children, widow or widower, the compensation shall be distributed among the parents equally. Unless only one parent exists he/she shall have the full compensation. Brothers and sisters supported by the employee prior to his death shall have the same share as parents in the absence of the latter.