policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps
- CUD Faculty Handbook – Salary Scale
The advancement and protection of the rights of workers is a national priority. The UAE is considered a significant recipient of foreign labour due to the country's open policies and tolerant and cosmopolitan community. According to the World Bank, foreign workers in the UAE sent home more than USD 29 billion in 2014 – almost all of which went to developing countries – making the UAE the third-largest source of remittances globally. This income then benefits workers' families and home country economies.
In furtherance of its commitment to upholding labour rights, the UAE has ratified nine major International Labour Organization conventions related to workers' rights. Furthermore, it has adopted numerous laws to protect workers' rights, including recruitment, pay, housing, and health. In addition, the UAE has also signed multiple Memoranda of Understanding with workers' home countries to promote cooperation in protecting the rights of their workers in the UAE.
Domestically, the UAE is continuously working to strengthen worker protections. In 2017, the UAE implemented broad measures supporting overseas domestic workers (Federal Law Number 10 of 2017), guaranteeing individuals the right to retain personal documents and passports, change employers with greater ease, and receive mandated paid leave and insurance and accommodation. In addition, the reforms focus on improving the transparency of job terms and employment contracts and spell out how contracts can be terminated.
Under these policies, prospective workers are asked to sign a standard employment offer in their home country that will, in turn, be filed with the Ministry of Labor before a work permit is issued. That agreement is then registered as a legal contract once the worker arrives in the country. After that, no changes will be allowed unless they extend additional benefits to which the worker agrees. After that, either side can terminate the contract, after which the worker is free to change employers.
Furthermore, charging recruitment fees to prospective employees is illegal in the UAE, and steps have been taken to protect workers from unscrupulous recruiters. The confiscation of workers' passports is prohibited, and workers do not need their employer's permission to leave the country. All workers must be provided with comprehensive health insurance at the employer's cost, and strict rules govern the provision of proper accommodation. More than 3.2 million workers are paid through the Wage Protection System, an electronic transfer system that guarantees timely and full payment of agreed wages.
Should any worker have a conflict with their employer, the law also provides free, formal adjudication by the Ministry of Human Resources and Emiratization. Furthermore, a 24-hour toll-free hotline allows workers to file complaints. In addition, the UAE has established offices in courts to provide legal support to workers in labour disputes, and labour care units have been established across the UAE to provide protection for workers and raise awareness of their rights.
Safeguarding domestic workers
The Ministry of Human Resources and Emiratization has also licensed 37 centers called Tawjeeh. The centers inform workers about their rights and responsibilities and teach the UAE's culture and customs.
The Ministry of Human Resources and Emiratization has also established 39 service centers across the country. These centers, called Tadbeer, offer training for domestic workers to know their rights and responsibilities, and provide them with copies of their employment contracts.
Paying wages on the due date is the responsibility of every employer. Private sector employers should ensure to pay their staff’s salaries through the Wages Protection System to avoid penalties and fines.
When employers should pay salaries?
Payment must be in the national currency of the UAE and must be done on working days.
Article 63 of the Labour law mentions that the minimum wage and cost of living index is determined either in general or for a particular area or a particular profession by virtue of a decree and consent of the Cabinet.
Basic salary and total salary
Repayment of loans or money advances paid to the worker in excess of his entitlements, provided that the amount deducted in this case shall not exceed 10 per cent of his wage.
Contributions that the workers are required by law to make from their wages, towards social security and insurance schemes.
The worker’s contributions to a provident fund or repayment of loans due thereto.
Contributions towards any welfare scheme or in respect of any other privileges or services provided by the employer and approved by the labour department.
Fines imposed upon the worker for any offence he commits.
Any debt exacted in execution of a court ruling, provided, however, that the deduction made in execution thereof should not exceed one-quarter of the wage due to the worker. Where there are several debts or creditors, the maximum deduction shall be half the worker’s wage, which shall be divided pro rata among the creditors, after payment of any legal alimony to the extent of one quarter of the worker’s wage.
- Air Ticket
Article 131 (repeated 1)
A worker who is provided with accommodation by his employer shall vacate it within thirty days from the date of termination of his service.
The worker shall not overstay in the accommodation beyond the specified period for any reason, provided, however, that the employer pays the worker the following:
the expenses specified in paragraph 1 of this Article.
severance pay and any other entitlements the employee is bound to pay in accordance with the employment contract, the firm’s policies, or the law.
if the worker contests the amount of the expenses and entitlements referred to above, the Labour Department concerned shall urgently determine these expenses and entitlements within a week from notification, and shall promptly inform the worker accordingly.
In this case, the thirty-day grace period referred to in paragraph 2 of this Article shall be calculated to run from the date on which the employer deposits the value of the expenses and entitlements, as determined by the Labour Departments concerned, with the Ministry of Labour’s treasury. If the worker does not vacate the accommodation within the said thirty-day period, the Labour Department, with the assistance of the authorities concerned in the Emirate, shall take the necessary administrative measures for eviction.
The provisions of this Article shall not prejudice the worker’s right to contest its application before the competent court.
Article 131 (repeated 2)
Employer shall submit to the competent labour department a bank guarantee whose type, value, submission procedures, firms and companies to whom it is applicable, and other relevant terms shall be specified in a Council of Ministers’ resolution. This guarantee shall be used to ensure optimum fulfilment of employer’s obligations provided for under Articles 131 and 131 (repeated), of this Law. 2. Deduction of any amount from the bank guarantee referred to in paragraph 1 hereof shall be based on a court judgment, with the exception of the following:
Cost of a worker’s repatriation to his country of origin or the point agreed upon with the employer.
The amounts that the employer admits before the competent labour court that they are due to the worker. In these two cases, the Ministry reserves the right to deduct such entitlements from the guarantee referred to in paragraph 1 hereof and pay to the worker in fulfilment of his established dues.