UAE Employment Guidelines: MOHRE's Obligations for Private Sector Employers

The Ministry of Human Resources and Emiratisation (MOHRE) has outlined specific obligations for private sector employers in the UAE, aiming to protect workers’ rights and ensure fair treatment. These guidelines are crucial for fostering a balanced and professional work environment, compliant with the country’s labour laws.

 

Employer Obligations Under MOHRE

Private sector employers must adhere to the following regulations:

1. Worker Records and Files:
   Employers are required to maintain accurate records of their workers, following MOHRE’s guidelines. These records must be retained for at least two years after the worker’s employment ends.

    

2. Official Documents:
   Employers must not confiscate workers' official documents or force them to leave the country upon the termination of their employment.

    

3. Workplace Regulations:
   Establish clear work policies, including instructions, penalties, and rewards, in accordance with the law.

    

4. Housing Provisions:
   Employers must provide suitable, licensed housing for workers or pay a housing allowance as part of the worker's wage.

    

5. Skill Development:
   Invest in training and development programs to empower workers and enhance their skills.

    

6. Health and Safety:
   Provide a safe work environment by implementing measures to prevent occupational injuries and diseases. Employers must also offer training to avoid risks and conduct regular assessments to ensure compliance with health and safety standards.

    

7. Worker Awareness:
   Ensure workers are aware of their rights and responsibilities through appropriate tools and methods tailored to their job roles.

    

8. Medical Care:
   Cover the costs of workers’ medical care as per the country’s legislation.

    

9. Insurance and Guarantees:
   Bear expenses for insurance, subscriptions, and guarantees mandated by law.

    

10. Work Authorization:
    Do not allow workers to engage in employment for others unless it complies with the Labour Law.

     

11. Experience Certificate:
    Provide a free experience certificate upon request when the employment contract ends. The certificate must include employment dates, job role, last wage, and reason for termination without harming the worker’s reputation or future job opportunities.

     

12. Repatriation Expenses:
    Cover the cost of the worker’s return to their place of recruitment or any agreed location unless the worker joins another employer or the termination is due to the worker's fault, in which case the worker bears these expenses.

     

13. Safe Work Environment:
    Maintain a workplace that is safe and conducive to productivity.

     

Job Contracts and Offers

Before an employment relationship begins, the employer must issue a job offer to the worker using the MOHRE-approved contract form. The employment contract must match the job offer in terms of terms and benefits.

 

Additional Provisions:

• Employers may include additional benefits in the contract beyond those in the job offer, provided they comply with the Labour Law.

   

• Appendices can be added to the contract as long as they align with labour regulations and ministerial decisions.

   

Verification of Job Offers:

MOHRE-approved job offers forms feature a barcode for authenticity verification. Workers can confirm the legitimacy of these forms through MOHRE’s call centre at 600590000, its official website, or the smart application.

 

Conclusion

MOHRE’s comprehensive employment guidelines emphasize the UAE’s commitment to protecting workers’ rights while fostering a professional work culture. Employers must diligently adhere to these regulations, ensuring fair treatment and compliance with the Labour Law. By following these obligations, private companies contribute to a balanced and thriving workforce in the UAE.

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