DISPLAYING ITEMS BY TAG: Employment Contract

We would like to refer to the Decree by Federal Law No. (33) of 2021 on regulating labour relations, issued recently and highlight that it will supersede and replace the Federal Law No. (8) of 1980 on regulating labour relations. The provisions will take effect from February 2, 2022.

Therefore, kindly be informed that:

• Employment Contracts currently in force will be subject to the provisions and conditions included in the Decree by Federal Law No. (33) of 2021 on regulating labour relations.
• In addition, the Employment Contracts currently in force will be amended once the new Employment Contracts templates are approved and issued.
• The currently in force Unlimited Employment Contracts shall be amended within a maximum period of one year from the date of the law enforcement, in accordance with the instructions, procedures and requirements that are announced at the time.

Click here to review the English version of the decree by Federal Law as a reference.

We would like to refer to the Decree by Federal Law No. (33) of 2021 on regulating labour relations, issued recently and highlight that it will supersede and replace the Federal Law No. (8) of 1980 on regulating labour relations. The provisions will take effect from February 2, 2022.

Therefore, kindly be informed that:

• Employment Contracts currently in force will be subject to the provisions and conditions included in the Decree by Federal Law No. (33) of 2021 on regulating labour relations.
• In addition, the Employment Contracts currently in force will be amended once the new Employment Contracts templates are approved and issued.
• The currently in force Unlimited Employment Contracts shall be amended within a maximum period of one year from the date of the law enforcement, in accordance with the instructions, procedures and requirements that are announced at the time.

Click here to review the English version of the decree by Federal Law as a reference.

We would like to refer to the Decree by Federal Law No. (33) of 2021 on regulating labour relations, issued recently and highlight that it will supersede and replace the Federal Law No. (8) of 1980 on regulating labour relations. The provisions will take effect from February 2, 2022.

Therefore, kindly be informed that:

• Employment Contracts currently in force will be subject to the provisions and conditions included in the Decree by Federal Law No. (33) of 2021 on regulating labour relations.
• In addition, the Employment Contracts currently in force will be amended once the new Employment Contracts templates are approved and issued.
• The currently in force Unlimited Employment Contracts shall be amended within a maximum period of one year from the date of the law enforcement, in accordance with the instructions, procedures and requirements that are announced at the time.

Click here to review the English version of the decree by Federal Law as a reference.

Please be informed that:

• Employment Contracts have been amended and new templates are already in place in accordance with the provisions and conditions included in the Decree by Federal Law No. (33) of 2021 on regulating labour relations and its amendments.
• In addition, the limited Employment Contracts currently in force will be considered valid until their expiration and will be subject to the provisions and conditions included in the Decree by Federal Law No. (33) of 2021 on regulating labour relations and its amendments.
• And based on the Ministerial resolution No. 27 of 2023 recently issued, the deadline of the conversion for the unlimited employment contract to limited employment contract has been extended until 31-12-2023.

Please be informed that:

• Employment Contracts have been amended and new templates are already in place in accordance with the provisions and conditions included in the Decree by Federal Law No. (33) of 2021 on regulating labour relations and its amendments.
• In addition, the limited Employment Contracts currently in force will be considered valid until their expiration and will be subject to the provisions and conditions included in the Decree by Federal Law No. (33) of 2021 on regulating labour relations and its amendments.
• And based on the Ministerial resolution No. 27 of 2023 recently issued, the deadline of the conversion for the unlimited employment contract to limited employment contract has been extended until 31-12-2023.

Please be informed that:

• Employment Contracts have been amended and new templates are already in place in accordance with the provisions and conditions included in the Decree by Federal Law No. (33) of 2021 on regulating labour relations and its amendments.
• In addition, the limited Employment Contracts currently in force will be considered valid until their expiration and will be subject to the provisions and conditions included in the Decree by Federal Law No. (33) of 2021 on regulating labour relations and its amendments.
• And based on the Ministerial resolution No. 27 of 2023 recently issued, the deadline of the conversion for the unlimited employment contract to limited employment contract has been extended until 31-12-2023.

In line with our commitment to keeping you updated with all the latest enhancements, we’re excited to introduce a faster, easier way to sign Jafza employment contracts for Permanent Access Cards (PAC) for UAE and GCC nationals, as well as Permanent Identity Cards (PIC).

Starting from 26 August 2024, you can do the whole process online using DocuSign, a secure electronic signature platform.

How it Works:

1. Request Submission: Once your request for PAC or PIC application is verified by Jafza, the employee will receive an email notification with instructions on how to digitally sign the employment contract.
2. Employee Signature: The employee reviews and signs the contract electronically through DocuSign.
3. Employer Notification: Upon employee signature, the registered company email will receive a notification to proceed with the employer's digital signature.
4. Employer Signature: The employer reviews and signs the contract electronically.
5. Jafza Processing: Once both signatures are complete, the request is automatically forwarded to Jafza for processing.