UAE Archives - Page 26 of 96 - LexisNexis Middle East

Dubai: Amnesty for Residency Violators

12/09/202412/09/2024
by Hannah Gutang

Emaratalyoum, 5 September 2024: The Naturalisation and Residency Prosecution has announced an opportunity for individuals who have violated the residency system in the country and have pending cases or escape reports against them.

They must visit the settlement centres during the deadline set by the Federal Authority for Identity and Citizenship, Customs and Ports Security, which continues until 30 October 2024.

They can either amend their status by leaving the country or staying in it to work.

The Head of the Prosecution has confirmed that people with cases due to residency violations or escape reports will be allowed to settle their status and close their cases completely.

The initiative aims to implement human concepts and values, amend the status of violators, waive any outstanding fines, and provide job opportunities for those who wish to remain in the country.

For the full story, click here.

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News developments

Abu Dhabi: To Update Rental Index Every Quarter

12/09/202413/09/2024
by Hannah Gutang

The National, 5 September 2024: Abu Dhabi is set to improve transparency and attract more investment in the real estate sector by updating the rental index every quarter and providing rental values of individual buildings.

The next step in the rental index is to zoom into specific residential buildings, providing accurate rental readings for stand-alone buildings rather than just sectors.

This move aims to offer more precise rental values for major landmark residential buildings in the capital.

Last month, Abu Dhabi launched the emirate’s first residential rental index, highlighting rental rates for apartments and villas in Abu Dhabi City, Al Dhafra, and Al Ain.

The index, available on the real estate centre’s website, provides indicative rental values based on transacted contracts.

Currently, Abu Dhabi law limits rent increases to 5% when a contract is renewed with the tenant annually.

However, residents can approach the real estate centre’s call center or office to resolve disputes with landlords.

The UAE’s property market continues to rebound strongly from the COVID-19 pandemic, driven by government initiatives and growth in the non-oil economy.

In the second quarter, Abu Dhabi’s average apartment prices increased by 6.2% year-on-year, while average villa prices grew by 3.9%, according to CBRE.

Approximately 1,800 new residential units are expected to enter the market until the first quarter of 2025 in Yas Island, Saadiyat, and Al Reem islands, amid continued demand for property.

The real estate centre carefully monitors the supply situation to maintain a healthy occupancy rate, currently between 85% and 90%.

Developers continue to launch new projects, with one developer unveiling a project on Yas Island, featuring 151 canal-front villas.

Another developer has also begun the handover process of units in the first phase of a project in Abu Dhabi.

Being an easy city to set up business and do business plays a key role in positioning Abu Dhabi on the global footprint for potential investment and increasing the demand projections into the real estate sector.

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News developments

UAE: Circular Warns Against Violations in Marketing Calls for Securities and Commodities

06/09/202406/09/2024
by Hannah Gutang

Al-Ethihad, 3 September 2024: The Securities and Commodities Authority has urged the public to report marketing calls related to securities and commodities that violate the provisions and regulations outlined in Cabinet Decision No. 56/2024 on the regulation of telephone calls.

The Authority has outlined violations and practices that fall under the purview of the aforementioned resolution, including marketing of products not under the Authority’s supervision through unofficial channels without approval.

Using unjustified marketing pressures to convince individuals to accept a product or service.

Using false and misleading information when marketing a product or service.

Making marketing calls outside the authorised time frame of 9:00 AM to 6:00 PM.

Persisting after an initial rejection of a product or service.

Calling more than once a day or twice a week after no answer or call termination.

Not asking for consent before starting marketing, advertising, or promotion.

Not using registered local numbers issued by authorised telecommunications companies.

Making marketing calls from unregistered or non-company-owned numbers.

Receiving marketing calls from a company registered in the Non-Disclosure Register (DNCR).

Disclosing and trading personal data to third parties for marketing purposes.

Failure to indicate that the call is being recorded. Failure to disclose the company’s identity and purpose of the call at the beginning.

Additionally, any other violations of controls issued by the Authority.

The Authority has confirmed that companies approved for marketing securities and commodities via telephone can be verified on its website.

For the full story, click here.

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News developments

Dubai: Family Business Guiding Model Issued

05/09/202405/09/2024
by Hannah Gutang

The Dubai Family Business Centre, operating under Dubai Chambers, has issued a guiding model for family businesses.

This model aims to review administrative structures, define specialisations and regulatory frameworks, and outline tasks and services for these businesses.

The centre has highlighted Dubai’s attractiveness to family businesses seeking to establish a regional headquarters.

This includes an advanced financial system providing access to diverse investment opportunities like hedge funds and real estate, a strategic location with advanced infrastructure enabling extensive global connectivity, and a high quality of life, creating an ideal environment for wealthy families.

The Family Office Guidance Model has confirmed Dubai’s position as a tax-efficient wealth management hub and a global destination for high-net-worth individuals to establish family offices.

This is due to the absence of personal income taxes, capital taxes, and inheritance taxes.

For the full story, click here.

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News developments

Abu Dhabi: Residency Violators Seeking Visa Amnesty Exempted From Insurance Fines

05/09/202405/09/2024
by Hannah Gutang

Khaleej Times, 31 August 2024: Abu Dhabi’s Health Department has announced Health insurance fines will be waived for violators of entry and residence rules who have applied to regularise their status during the UAE visa amnesty program.

The two-month amnesty program, set to start on 1 September, allows those staying illegally in the UAE to either regularise their residency status and remain in the country or leave without paying fines or facing entry bans.

The Federal Authority For Identity, Citizenship, Customs & Port Security (ICP) has clarified that the amnesty covers all types of visas, including tourist and expired residency visas.

Those born without documents can also avail of the amnesty and rectify their status.

The ICP has stated that there will be no overstay fines or exit fees collected, and those who opt to leave can return to the UAE anytime with the proper visa.

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News developments

UAE: Strengthens Labour Law Penalties to Protect Workers’ Rights

29/08/202429/08/2024
by Hannah Gutang

The UAE has announced stricter penalties for companies violating labour laws, highlighting its commitment to safeguarding workers’ rights and combating illegal employment practices.

The recent amendments to the ‘Regulation of the Employment Relationship’, commonly known as the UAE Labour Law, introduce increased monetary fines ranging from AED 100,000 to AED 1,000,000 for labour law violations, a significant increase from the previous AED 50,000 to AED 200,000 range.

Specific offences targeted by the new penalties include employing individuals without proper work permits, neglecting to provide legitimate job opportunities, abusing work authorisation rules, and disseminating false recruitment or Emiratisation data.

In cases where companies fabricate employment or Emiratisation statistics, the fines will be multiplied by the number of employees involved in the fictitious employment.

Moreover, companies found guilty of severe violations may face criminal penalties in addition to the substantial financial fines, depending on the severity and impact of the infringements.

The amendments also establish a new process allowing labour dispute cases to be brought before the Court of First Instance if dissatisfied with decisions made by the Human Resources Ministry and Emiratisation.

The UAE government’s move aims to deter employers from engaging in illegal hiring practices and ensure fair treatment of both UAE nationals and expatriate workers.

Companies found in violation risk substantial financial penalties and potential legal consequences, which could impact their ability to hire foreign talent in the future.

The amendments reinforce the UAE’s commitment to improving the regulatory framework and holding employers accountable for upholding labour rights and ethical employment practices.

Businesses operating in the UAE are advised to review their recruitment and employment processes to ensure full compliance with the updated regulations.

Professional advisory services are available to guide companies through the changes and mitigate risks associated with non-compliance.

For more news and content, try Lexis Middle East. Click on lexis.ae/demo to begin your free trial of Lexis® Middle East platform.

You can also explore the legal landscape by subscribing to our Weekly Newsletter.

Want to learn more about Lexis® Middle East? Visit https://www.lexis.ae/lexis-middle-east-law/.

News developments

Abu Dhabi: New 90-Day Maternity Leave For Some Private Sector Staff

29/08/202429/08/2024
by Hannah Gutang

Khaleej Times, 27 August 2024: Abu Dhabi has announced that the extended 90-day maternity leave for Emirati women working in the private sector will commence on 1 September 2024.

This extended leave, previously announced, will apply to mothers who give birth on or after that date, according to authorities.

Through this new initiative, Emirati mothers employed in the private sector can also apply for financial support complementary to their salary during their paid maternity leave, provided they have the approval of their private-sector employer.

To qualify for the Maternity Leave Support for Women in the Private Sector Programme, Emirati mothers must apply within the first 30 days of their baby’s birth.

They must provide a valid salary certificate, complete bank account details including the IBAN, a family book issued in Abu Dhabi, and a no-objection certificate from their employer.

The Abu Dhabi Social Support Authority (SSA) aims to expand strategic partnerships with private sector entities to promote the adoption and implementation of the extended maternity leave initiative as part of corporate social responsibility.

This move is expected to encourage Emirati families to have children and raise them in a healthy and stable environment that supports the growth and development of Emirati families.

The extended maternity leave initiative is part of the Emirati Family Growth Support Programme, which will be implemented over a five-year period.

The SSA’s Social Support Applications Sector emphasizes a collaborative approach and partnership with private sector entities and companies, encouraging them to adopt this voluntary programme.

The objective is to fulfill the goals of the Emirati Family Growth Support Program in Abu Dhabi, enhancing family stability and strengthening its social role.

In July, authorities had announced that maternity leave for Emirati women working in the private sector in Abu Dhabi would be extended from 60 to 90 days.

While those in the public sector have always been entitled to three months of paid maternity leave, women in private firms are typically granted 60 days — 45 days fully paid and 15 days half paid, according to the UAE Labour Law.

Furthermore, the Abu Dhabi Early Childhood Authority will introduce a ‘home visit service’ to assist new mothers during the first weeks of motherhood, aiming to support parents’ well-being and monitor the baby’s growth and development.

In addition to the extended maternity leave and home visits, Emirati couples will also benefit from a range of other initiatives and financial relief packages, including marriage loans, loan deductions, and rental assistance.

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News developments

UAE: Strengthens Labour Law Penalties to Protect Workers’ Rights

27/08/202427/08/2024
by Tanya Jain

The UAE has announced stricter penalties for companies violating labour laws, highlighting its commitment to safeguarding workers’ rights and combating illegal employment practices.

The recent amendments to the ‘Regulation of the Employment Relationship’, commonly known as the UAE Labour Law, introduce increased monetary fines ranging from AED 100,000 to AED 1,000,000 for labour law violations, a significant increase from the previous AED 50,000 to AED 200,000 range.

Specific offences targeted by the new penalties include employing individuals without proper work permits, neglecting to provide legitimate job opportunities, abusing work authorisation rules, and disseminating false recruitment or Emiratisation data.

In cases where companies fabricate employment or Emiratisation statistics, the fines will be multiplied by the number of employees involved in the fictitious employment. Moreover, companies found guilty of severe violations may face criminal penalties in addition to the substantial financial fines, depending on the severity and impact of the infringements.

The amendments also establish a new process allowing labour dispute cases to be brought before the Court of First Instance if dissatisfied with decisions made by the Human Resources Ministry and Emiratisation.

The UAE government’s move aims to deter employers from engaging in illegal hiring practices and ensure fair treatment of both UAE nationals and expatriate workers.
Companies found in violation risk substantial financial penalties and potential legal consequences, which could impact their ability to hire foreign talent in the future.

The amendments reinforce the UAE’s commitment to improving the regulatory framework and holding employers accountable for upholding labour rights and ethical employment practices.
Businesses operating in the UAE are advised to review their recruitment and employment processes to ensure full compliance with the updated regulations.

Professional advisory services are available to guide companies through the changes and mitigate risks associated with non-compliance.

For more news and content, try Lexis Middle East. Click on lexis.ae/demo to begin your free trial of Lexis® Middle East platform.

You can also explore the legal landscape by subscribing to our Weekly Newsletter.

Want to learn more about Lexis® Middle East? Visit https://www.lexis.ae/lexis-middle-east-law/.

News developments

UAE: Part-time Work Permit Procedures

22/08/202422/08/2024
by Hannah Gutang

Khaleej Topics, 18 August 2024: The Ministry of Human Resources and Emiratisation (MOHRE) has listed seven procedures for the issuing of a part-time work permit.

The Ministry of Human Resources and Emiratisation (MOHRE) has listed seven procedures for the issuing of a new work permit and a part-time work permit. Part time permits allow registered establishments to employ a worker under a part-time employment contract, where the worker’s hours or working days are less than their those of full-time counterparts. The worker can work for more than one employer after obtaining a permit from the Ministry.

First it is necessary to login to the electronic service their username or password or use their digital identity. The application must be through one of the service channels. The application must be electronically referred to the Ministry for verification the necessary conditions and documents are present.

If there are any issues the establishment will be notified of this.

If everything is correct, approval will be granted for issuing a part-time work permit. The contract will be approved electronically if the permit application is approved. Fees must be paid on issue of the approval.

The required documents include a clear coloured personal photograph with a white background, a copy of the passport including a valid residence visa, the approved job offer form issued by the Ministry and signed by the employer and the worker, an educational certificate (which is clear and bears the worker’s name; for skill levels 1 and 2, a university degree certified by the Ministry of Foreign Affairs for skill levels 3 and 4, a diploma or higher certified by the Ministry of Foreign Affairs for skill level 5, a general secondary school certificate certified by the Ministry of Foreign Affairs for skill levels 6 to 9, no certificate is required). The worker is not considered skilled if the monthly salary is less than AED 4,000, and they have an educational certificate.

Other required documents include a professional license issued by the competent authority, for occupations such as a doctor or nurse (professional license issued by the Ministry of Health and Health Authority), and for teachers, or teaching assistants, a professional license issued by the Ministry of Education, Knowledge Authority in Dubai, Abu Dhabi Department of Education and Knowledge, and Sharjah Private Education Authority).

The Ministry has set several conditions for obtaining a part-time work permit, including that the worker must be at least 18 years old, meet the requirements stipulated in the applicable legislation work in specialised professions or any other positions that require obtaining a professional license, the worker’s profession with the employer must be consistent with the establishment’s activity, the establishment’s license must be valid and have no violations that lead to the suspension of its activity according to legal regulations, the request for the permit must be submitted by the legally authorized signatory of the establishment, the worker must have a valid residence visa and a work permit issued by the Ministry. All skill levels and professions are allowed to obtain this type of permit based on the service’s specific conditions. Insurance or a bank guarantee is not required to issue the permit, and an electronic quota is not required to obtain a part-time work permit service.

The application process takes two working days, and the customer are notified of the result of the application upon completion. The customer can follow up on their application by accessing the inquiry services through one of these channels: the Ministry’s website, the MOHRE smart application, or the call centre 600590000. The permit is valid for one year.

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News developments

Dubai: RTA Update Rules for Outdoor Advertising

22/08/202422/08/2024
by Hannah Gutang

Khaleej Times, 15 August 2024: Dubai’s Roads and Transport Authority (RTA) has released an updated manual governing outdoor advertising across the city

The 112-page Out-of-Home (OOH) Advertising Manual which has been issued in collaboration with Dubai Municipality and Dubai’s Department of Economy and Tourism covers areas including the types of images, measurements, lighting, dimensions, locations, which can be used for outdoor advertising.

Signages must not obstruct building facilities and emergency exits. The required clearance area will be determined according to the type and capacity of escapes from exits.

Signs should be oriented in a way that does not create headlight reflections in a driver’s line of sight. It is advised advertisers angle a sign five degrees away from right angle to the driver’s line of sight to minimise headlight reflections.

Signage or signage structure must not protrude onto road carriageways or paved parking surfaces..

All freestanding signage within row must not overhang over the road carriageway, and should be setback from the carriageway at a reasonably safe distance. There must also be a reasonably safe vertical clearance from the level of the carriageway or footpath.

Certain freestanding signs must be setback at a reasonable distance from traffic signals.

Advertisements must not imitate a traffic control device such as traffic lights.

Certain freestanding large and medium advertisements (such as unipole or megacoms) must not have dominant colours that compete with the colour of large traffic signs (including directional, tourist and information signs)/ Advertisements must not contain reflectors, which could be mistaken for a traffic control device at night.

Advertisements should not contain messages that are distracting or otherwise inconsistent with road safety.

They should also be legible and a clear font of at least 150mm high is advisable.

Advertisements should not contain large areas of red display if they are illuminated as in wet, night-time conditions these could be confused with traffic lights or vehicle lights.

Finally, video and animated signs, including any signs which contain any portion of video and/or animated content, will not be approved on road reserves or if they are visible to drivers.

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