Labour Law

GCC Countries Gulf Cooperation Council Gulf countries

GCC Countries or gulf countries GCC (Gulf Cooperation Council)  also known as The Cooperation Council of the Arab States of the Gulf is a regional organization involving the six Arab Gulf states with many economic and social objectives in mind.

Organization Created on May 25, 1981, the Council is comprised of Bahrain, Kuwait, Oman, Qatar, Saudi Arabia and the United Arab Emirates. It should be noted that not all of countries neighboring the Persian Gulf are members of the council. Specifically, Iran (Persia) and Iraq are not members.

The common term “Persian Gulf” is not used in the name of the organization, as the governments of these Arab countries since the 1960s refer to the Persian Gulf as the “Arabian Gulf”

Gulf countries or GCC Countries

  • Bahrain
  • Kuwait
  • Oman
  • Qatar
  • Saudi Arabia
  • United Arab Emirates
Gulf countries or GCC Countries Details
  Bahrain Kuwait Oman Qatar Saudi Arabia UAE
Capital Manama Kuwait City Muscat Doha Riyadh Abu Dhabi
MAP Bahrain_map.png
Title, date King, since Mar 1999 Emir from Jun 2013 King from 23 Jan 2015 President, since Nov 2004
Population 1.3m 2.7m 3.2m 2.1m 27.3m 9.2m
Currency Bahraini Riyal Kuwaiti Dinar Omani Riyal Qatari Riyal Saudi Riyal UAE Dirham
Telephone Code +973 +965 +968 +974 +966 +971
Citizens Bahrainis Kuwaitis Omanis Qataris Saudis or Saudi Arabians Emiratis
Citizenship Father, not birthplace Father, not birthplace Father, not birthplace Father, not birthplace Father, not birthplace Father, not birthplace
Percentage expats 55% (UN, 2013) 70% (PACI, 2014) 30% (UN, 2013) 85% (2014, estimate) 30% (UN, 2013) 80-90%
Flag Oman flag Qatar flag Saudi arabia flag
Airlines Gulf Air Kuwait Airways Oman Air Qatar Airways Saudia Emirates and Etihad Airways


GCC Countries Official Website (The official website for the Cooperation Council of the Arab States of the Gulf)

GCC countries

GCC Countries or Gulf countries Objective
  • Formulating similar regulations in various fields such as economy, finance, trade, customs, tourism, legislations & administration.
  • Fostering scientific and technical progress in industry, mining, agriculture, water & animal resources.
  • Establishing scientific research centers
  • Setting up joint ventures
  • Encouraging cooperation of the private sector
  • Strengthening the ties between their peoples
  • Establishing a common currency


January 5, 2017 / 1 Comment / by / in , , , , , , , , , , , , , , , , , , , ,
Qatar new labour Law No two years Ban No Exit Permit Labor Law

In Qatar new labour law there will not be any ban to change jobs and not required exit permits while leaving country. Focusing to 2022 football world cup which will be hosted by Qatar lot of development are ongoing and great job opportunities are creating.

To boost opportunities and to attract expatriates, ministry of labour modifying Qatar law. As per current law employer required Exit permits to exit from country and if someone resigning they will get 2 year ban.

New Qatar labour law will implement on December 2016 below listed will be main updates in new Labor law

Two Year Ban Removal-Expatriates can come back any time

There will not be any ban for employer to search and get new jobs. As per new law employee can return back to country after three days of departure if he has new employment contract. Law has removed two year ban in Qatar required for expatriate employees to return to country after his departure. As per higher official press conference Kafala system (Sponsorship) will end with implementing new labor law

Exit permit not required to leave country

Here on wards not required exit permit to leave country. By old law exit permit required from Sponsor Company to leave country and the process is taking week to get approval. They have to apply online through Metrash 2 service to get Exit permit approval. This was highly affecting those who are leaving country in emergency situation.

By Qatar New labour law it is not required for employees to get Exit permit from employer or sponsor company to leave country. He only needs to inform employer that he is leaving. The employer has no right to stop employees from leaving.

Qatar new labour Law No two years Ban No Exit Permit required

Employer cannot hold Employee Passport Workers passport not for employers

Qatar labor law banning employer to hold workers passport .Qatar new labour law increase fine for holding expatriate workers passport from 10,000 QAR to 25,000 QAR. Employers do not have right to keep expatriate workers passport in their locker

Employee Employer relation in Job Contract and New contract to be signed

As per Qatar new law it is required to sign job contract between both parties to decide employee employer relation .contract period should be clearly specify whether it is two year contract or five year contract. New contract has to be signed by both parties and this contract will be different from one to be signed based on Kafala system.

Change of Job –easily can jump to new opportunities

New Qatar Labor law allows job seekers to search better new opportunities and to change jobs. By old Qatar labour law, Kafala system expatriates required approval from employer or sponsor and Ministry of labour and social affairs to change new jobs. By new law employee with fixed contract can leave job any time without permission of employer however it is required to get approval form Ministry of labour and social affairs to change employer.

December 9, 2016 / by / in , , , ,
UAE Labor Law Employment Of Children And Women Workers Maternity leave

United Arab Emirates Labour Law Employment Of Children And Women Workers Maternity leave. Here we we are discussing about united arab emirates labor law on empolyment of childrens minimum age limit, doument required, records to be filed, salary and working hours.we also discussing about employment of women working hours, wages,Maternity leaves, break hours after delivery etc.

Employment of Children in UAE labor law-Age limit, Document required, Record, working hours, type of job assigning and overtime wages

Article 20 –Employment of children Age limit

It shall not be allowed to employ children under the age of 15.

Article 21 – Employment of children Document required for employment

Before employing a child, an employer shall obtain the following documents and keep them in his personal file:

  1. A birth certificate, or an official extract thereof, or age estimation certificate, to be issued by a competent medical officer and authenticated by the competent health authorities.
  2. A certificate of medical fitness for the required work issued by a competent medical officer and duly authenticated.
  3. A written consent from the child’s guardian or trustee.

Article 22 Employment of children record to be filed by employer

The employer shall keep at the workplace a special register of children, showing each child’s name and age, full name of his guardian or trustee, the child’s place of residence and date of employment, and the job on which he is employed.

Article 23 Employment of children Night Work

No child shall be made to work at night in an industrial enterprise. The term “at night” refers to a period of not less than twelve consecutive hours, including the period from 8 p.m. to 6 a.m.

Article 24 Employment of children types of job assigning

No child shall be employed on any job that is hazardous or detrimental to health, as defined in a resolution by the Minister of Labour and Social Affairs, after consulting the concerned authorities.

Article 25 – Employment of children Maximum working hours

The maximum working hours for children shall be six a day, intercepted by one or more breaks for rest, food or prayer, which shall amount in aggregate to not less than a full hour. Such break(s) shall be so arranged that no child shall work for more than four successive hours. No child shall remain at the workplace for more than seven successive hours.

Article 26 Employment of children Overtime

Children shall under no circumstances be required to work overtime, or to remain at the workplace after their prescribed working hours, or be employed on a rest day.

UAE Labor Law Employment Of Children And Women Workers Maternity leave


Employment of Women

Article 27 Employment of Women and night shift work

No women shall be required to work at night. The term “at night” refers to a period of not less than eleven successive hours, including the period from 10 p.m. to 7 a.m.

Article 28 Employment of Women Prohibitions to work

The prohibition of night work for women shall not apply in the following circumstances:

  1. Where work in the firm is disrupted by a force majeure.
  2. Executive managerial and technical staff.
  3. Work in such health services and other business as may be specified in a resolution by the Minister of Labour and Social Affairs, if the female worker is not normally engaged in manual work.

Article 29 Employment of Women types of job assigning for women employee

No women shall be employed on any job that is hazardous, arduous or physically or morally detrimental or on any other work as may be specified in a resolution by the Minister of Labour and Social Affairs, after consulting the concerned authorities.

Article 30 Employment of Women Maternity Leave

A female worker shall be entitled to maternity leave with full pay for a period of forty five days, including both pre and post natal periods, provided that she has completed not less than one year of continuous service with her employer. A female worker who has not completed the aforesaid period of service shall be entitled to maternity leave with half pay. A female worker who has exhausted her maternity leave may be absent from work without pay for a maximum period of 100 consecutive or non-consecutive days if such absence is due to an illness preventing her from resuming her work. A medical certificate issued by a duly authorized medical institution or authenticated by the competent health authority confirming that the illness is a result of pregnancy or delivery shall document such illness. The leave provided for in the preceding two paragraphs shall not be deducted from other leave periods.

Article 31 Employment of Women work hour break after delivery

During the 18 months following her delivery, a female worker nursing her child shall, in addition to any prescribed rest period, be entitled to two additional breaks each day for this purpose, neither of which shall exceed half an hour. These two additional breaks shall be considered as part of the working hours and shall not entail any reduction of wage.

Article 32 Employment of Women Wages

A female wage shall be equal to that of a male if she performs the same work.

November 12, 2016 / by / in , , , ,
UAE labor law Labour Law in Dubai, Abu dhabi, Sharjah, Ajman Description and Indexes

UAE labor law Articles -Labour Law in Dubai, Abu dhabi, Sharjah, Ajman Description and Indexes.United Arab Emirates labour Rules has been taken employment market to a new level. labor law in UAE has been developed to create strong and balanced relationship between employee and employer and on agreement and transparency in contracting to guarantee the rights of all parties. Labour law in UAE is common law in all seven emirates in United Arab Emirates like Dubai, Abu Dhabi, Sharjah, Ajman, Fujairah, Ras al Khaima and Umm al Quwain.

labor Rules in UAE clearly describe about below mentioned topics

  • uae labor law sick leave
  • uae labor law end of service
  • uae labor law resignation
  • uae labor law gratuity and Calculation of Gratuity
  • uae labor law basic salary percentage
  • uae labor law working hours
  • uae labor law termination
  • uae labor law maternity leave

 UAE labor law Labor Law in Dubai, Abu dhabi, Sharjah, Ajman Description and Indexes

Table of Contents Labour Law in UAE

Federal Law No 8, For 1980, On Regulation of Labour Relations

President of the United Arab Emirates

  • After having reference to the Constitution;
  • And to Law No. 1 for 1972, on the functions of the Ministries and the powers
  • of the Ministers, and amending laws thereof;
  • And based on the submission of the Minister of Labour and Social Affairs,
  • the approval of the Council of Ministers and the Federal National Council, and ratification by the Supreme Council; Issue the following law:

Chapter I: Definitions and General Provisions

  1. Definitions

Article 1 in labor law describe about Labour law definitions

  1. General Provisions

Article 2, Article 3, Article 4, Article 5, Article 6, Article 7, Article 8 describe about United Arab Emirates Labor Rules

Chapter II: Employment of Workers Children And Women

  1. Section I: Employment of Workers

Article 9, Article 10, Article 11, Article 12, Article 13, Article 14, Article 15, Article 17, Article 18, Article 19 describe about rules for National and non-nationals (Expatriates) workers responsibilities and benefits –Employment of Workers

  1. Section II: Employment of Children

Article 20, Article 21, Article 22, Article 23, Article 24, Article 25, Article 26 describe about Employment of children, minimum age to work in UAE, rules and regulation to recruit teen age employees and the benefits to be given to such employees and timing for child employees

  1. Section III: Employment of Women

Article 27, Article 28, Article 29, Article 30, Article 31, Article 32 describe about Employment of women. Timing for women employees, night shift for women, maternity leaves, female wages, and benefits and break time

  1. Section IV: Rules Common to Employment of Children and Women

Article 33, Article 34 describe about Rules Common to Employment of Children and women

Chapter III: Employment Contracts, Records and Wages

  1. Section I: Individual Employment Contracts

Article 35, Article 36, Article 37, Article 38, Article 39, Article 40, Article 41describe about Individual employment contract, difference between limited contract and unlimited contract, probationary periods, what are the things should be describe in employment contract

  1. Section II: Apprenticeship &Vocational Training Contracts

Article 42, Article 43, Article 44, Article 45, Article 46, Article 47, Article 48, Article 49, Article 50, Article 51, Article 52 describe about apprenticeship and vocational training contracts. How to recruit Apprentice or vocational trainees, benefits for trainees and timing for trainees are describe in this section

  1. Section III: Records and Files

Article 53 and Article 54 describe about Records and files. What are the records and files related to employees should keep by employer and what are information should include in this records are mentioned in this section

  1. Section IV: Wages

Article 55, Article 56, Article 57, Article 58, Article 59, Article 60, Article 61, Article 62, Article 63, Article 64 describe about wages or salary given employer. Minimum Salary in UAE, basic salary percentage are mentioned in this section

Chapter IV: Working Hours and Leaves

Article 64, Article 65, Article 66, Article 67, Article 68, Article 69, Article 70, Article 71, Article 72, Article 73 describe about working hours in UAE. Labour law describe about minimum and maximum working hours in United Arab Emirates, weekly off, and how to compensate weekly off. Overtime and overtime pay, vacation salry and sick leave payment

Article 74, Article 75, Article 76, Article 77, Article 78, Article 79, Article 80, Article 81, Article 82, Article 83, Article 84, Article 85, Article 86, Article 87, Article 88, Article 89, Article 90 describe about leaves in UAE. Public holiday in UAE and leaves, Annual leaves, vacation salary, Sick leaves and its salary, sick on vacation, final settlement and pending leave benefits mentioned in this section

Chapter V: Workers’ Safety, Protection, Health and Social Care

Article 91, Article 92, Article 93, Article 94, Article 95, Article 96, Article 97, Article 98, Article 99, Article 100, Article 101 describe about workers safety, Protection, Health and Social care. What are the safety measures should ensure to employee, Protections to employees, Health safety and Insurance provided to employees and social care of employee by employer are mentioned in this section

Chapter VI: Disciplinary Rules

Article 102, Article 103, Article 104, Article 105, Article 106, Article 107, Article 108, Article 109, Article 110, Article 111, Article 112 describe about Disciplinary rules. Steps of Disciplinary actions, warning, fines, suspension and other action than termination to be taken against employee by employer and in what are the reasons to take disciplinary action described in this section.

Chapter VII: Termination and Severance Pay

  1. Section I: Termination of Employment

Article 113, Article 114, Article 115, Article 116, Article 117, Article 118, Article 119, Article 120, Article 121, Article 122, Article 123, Article 124, Article 125, Article 125, Article 126, Article 127, Article 128, Article 130, Article 131 (a), Article 131 (b) Describe about Termination of Employment. Termination, resignation and end of service described in this section.  Article 120 describe about termination of employee and reason for termination. Salary and benefits to be paid in case of Termination, resignation and end of service of employee also mentioned in this section

  1. Section II: Severance Pay

Article 132, Article 133, Article 134, Article 135, Article 136, Article 137, Article 138, Article 139, Article 140, Article 141 describe about Severance pay to be paid to employee in his final settlement. Final settlements and benefits, Severance pay period, percentage of basic salary in severance pay, severance pay calculation, Allowances, provident funds, retirement pay and insurances described in this section

Chapter VIII: Compensation for Occupational Injuries

Article 142, Article 143, Article 144, Article 145, Article 146, Article 147, Article 148, Article 149, Article 150, Article 151, Article 152, Article 153 describe about compensation for occupational injuries. Procedure, guideline, refund for occupational injuries, medical insurance are furnished in detail in this section.

Chapter IX : Collective Labour Disputes

Article 154, Article 155, Article 156, Article 157, Article 158, Article 159, Article 160, Article 161, Article 162, Article 163, Article 164, Article 165 describe about Collective Labour Disputes. Collective disputes and definition and disputes in law are mentioned in this section.

Chapter X: Labour Inspection

Article 166, Article 167, Article 168, Article 169, Article 170, Article 171, Article 172, Article 173, Article 174, Article 175, Article 176, Article 177, Article 178, Article 179, Article 180 describe about Labour Inspection.

Chapter XI: Penalties

Article 181, Article 182, Article 183, Article 184, Article 185, Article 186 describe about Penalties in labour rules.

Chapter XII: Concluding Provisions

Article 187, Article 188, Article 189, Article 190, Article 191, Article 192, Article 193 mentioned regarding Concluding Provisions

If you have any queries related to Labour law Don’t forget to comment us.we are happy to assist you

November 12, 2016 / by / in , , , ,
Qatar labour Law Maternity leave Women emploment

Qatar labour Law Maternity leave Women emploment- Here we are discussing about Qatar labour law for maternity leave and women employment regulation like wages for women, working environment for women, nursing interval and termination of women employment contract conditions.

Article 93 Qatar labour Law Maternity leave Women emploment- Wages or salary for women

A working woman shall be paid a wage equivalent to the wage payable to a man if she performs the same work and shall be availed of the same opportunities of training and promotion.

Article 94 Qatar labour Law Maternity leave Women emploment- working environment

Women shall not be employed in dangerous arduous works, works detrimental to their health, morals or other works to be specified by a Decision of the Minister.

Article 95 Qatar labour Law Maternity leave Women emploment- permission from minisry

Women shall not be employed otherwise than in the times to be specified by a Decision of the Minister.

Qatar labour Law Maternity leave Women emploment

Article 96 Qatar labour Law Maternity leave Women emploment- maternity leave

A female worker who has been employed by an employer for a complete year shall be entitled to maternity leave with full pay for a period of fifty days. Such maternity leave shall include the period before and after the delivery provided that the period following the delivery shall not be less than thirty five days.

Maternity leave shall be granted subject to a medical certificate issued by a licensed physician stating the probable date of delivery. If the remaining period of the leave after delivery is less than thirty days the female worker may be granted a complementary leave from her annual leave. Otherwise the complementary period shall be deemed to be a leave without pay.

If the medical condition of the female worker prevents her from resuming her work after expiry of her maternity leave referred to in the preceding paragraphs the female worker shall be deemed to be on leave without pay provided that the period of her absence from works shall not exceed sixty consecutive or interrupted days and provided that a medical certificate of her medical condition shall be produced from a licensed physician.

The obtaining by the female worker of the delivery leave shall not prejudice her entitlement to her other leave.

Article 97 Qatar labour Law Maternity leave Women emploment- nursing interval

The nursing female worker shall be entitled in addition to her entitlement to the rest interval provided for in Article 73 of this law during the year following the year of delivery to a nursing interval which shall not be less than one hour per day. The fixing of the nursing times shall be made by the female worker.

The nursing interval shall be calculated as part of the working hours and shall not result in a deduction of wage.

Article 98 Qatar Labour Law Women employment termination regulation

The employer may not terminate the service contract of a female worker due to her marriage or obtaining the leave provided for in Article 96 of this Law.

The employer may not notify of the termination of her service contract during this leave and may not send her a notification which expires during the said leave.

October 12, 2016 / by / in , , , ,