In addition, the worker`s employment contract must contain the specific conditions set out in the work letter prior to the registration of the employment contract with MOHRE. This is in accordance with Article 4 of Ministerial Order 764 of 2015, which states that “the employer must use a standard contract from the ministerial system that specifically covers the terms of the offer of work and collects the employee`s signature on the contract before submitting it to the ministry for registration. No change or replacement of conditions may be made unless such a change or substitution benefits the worker and, after authorization for modification or replacement, either by the worker and by the ministry.” A fixed-term contract may be renewed with the agreement of both parties or the parties may agree, after the end of the contract, to convert the contract into an indeterminate contract. When an employer intends to terminate a fixed-term contract for reasons other than those covered by Sections 120 or 88, the employer is required to pay the worker compensation for up to three months of full pay or the remainder of the term of the contract, depending on the shorter period. 6. What is the trial period? The trial period is usually a maximum of six months, with the worker`s benefit subject to review. During this period, the employer will assess whether the worker is fit to work. The employment may be terminated at any time without notice or without compensation, except for wages earned. Labour laws in the United Arab Emirates (United Arab Emirates) are generally known to be employee-friendly. The relationship between an employer and a worker in the United Arab Emirates is governed by Federal Industrial Relations Act No. 8 of 1980 (UAE Labour Law). The Ministry of Human Resources and Emiratiization of the United Arab Emirates (formerly the Ministry of Labour and Social Affairs) has set up an employment service in all the UAE and the Uae to facilitate access to dispute resolution and other labour issues (Ministry of Labour). The UAE Labour Act does not apply to workers working in the public sector, domestic workers in households and, in some free zones, in the United Arab Emirates who have their own labour laws (for example.
B Dubai International Financial Centre (DIFC) and Abu Dhabi Global Markets (ADGM).). As in other countries, jobs in the United Arab Emirates are generally covered by two main categories: public and private jobs. The former include positions in public administration, while the latter include career openings in private companies and companies. If the termination is provided for in a fixed-term contract, it must be paid to the other party in addition to an early termination award due.