The employee`s agreement is usually required before changing the main working and employment conditions. Changes to the main contractual conditions (e.g. B the details of the remuneration package) probably require formal changes to employment contracts registered with the Government Services Office. The MOHRE decision allows employers and workers to agree on a temporary reduction in wages. A permanent reduction in wages requires an additional agreement from MOHRE. To be effective, the salary reduction must be defined in an amendment filed with the MOHRE. Can binding arbitration/dispute settlement agreements be implemented? If you wish to respond formally to the consultation, you can send your comments directly to the DIFC authority in email@example.com in the prescribed form. As a prerequisite for issuing a UAE residence visa (and as part of the general visa sponsorship procedure), all DIFC expatriates must undergo a medical test at the difc Medical Testing Center. This test will be examined for certain infectious diseases (e.g.B. HIV/AIDS and tuberculosis). A residence visa for the United Arab Emirates is not issued if an expatriate does not pass this test. The directive allows employers to postpone the cancellation of terminated residence or sponsorship visas for workers and the employer must maintain health insurance for the worker until the visa is cancelled.
If the employer is active in retail, hospitality and services and provides accommodation to the worker as part of his employment contract, he must continue to provide this accommodation until the visa is cancelled. The employer may also attempt to make a voluntary dismissal, by offering increased severance pay (maximum three months` salary) and by providing for a composition agreement. As a temporary alternative, mohre and DIFC introduced the concept of the “virtual labour market”. The aim is to allow employers to record the data of workers who are under their employment/sponsorship, but who are otherwise at risk of losing their jobs. These workers may work for other employers, provided that despite the posting to a third party, their housing allowance and other benefits (without pay) continue to be paid by the original employer. Almost comparable to a secondment in which an employee can provide his services to a third party without severing his working relationship with his sponsor. Immigration and visas The employment regime in the United Arab Emirates is inseparable from the immigration regime. In the absence of a valid work permit and a residence visa issued by an authorized and registered local institution, it is not possible for expatriates to legally work at diFC. Nationals of the United Arab Emirates and other gulf cooperation council (GCC) nationals (i.e.
citizens of Bahrain, Kuwait, Oman, Qatar and Saudi Arabia) are treated differently, as they are not required to obtain or obtain a residence visa for the United Arab Emirates due to the concept of free movement in the different GCC member states. However, the condition remains to obtain a DIFC access card. The residence and work permit is three years renewable. The only notable exception is for Qatari nationals who are currently not allowed to enter the UAE due to the diplomatic crisis between the two countries. . . .