Disciplinary penalties that may be applied by an employer in the private sector range from written notice and warning to temporary suspension or termination. Read about the conditions and procedures of disciplinary actions.
As per Article 39 of the Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector, the ‘UAE Labour Law’, the disciplinary penalties that may be applied by an employer or his/her representative on employees include:
Cabinet Resolution No. 1 of 2022 on the Implementation Regulation of Federal Decree law No. 33 of 2021 (PDF, 652 KB), spells out the rules for imposing disciplinary sanctions on the employees as follows:
Rules regarding the organisation of work
Article 14 of the above resolution provides that employers hiring 50 employees or more have to set rules regarding the organisation of work, including work instructions, penalties, promotions and rewards, and the procedures for terminating the employment relationship. The employer must inform the employees of the regulations stipulated in this Article 14 by any available means, and in a language they understand.
These rules must:
Additional rules for disciplinary sanctions in the UAE Labour Law
According to Article 41 of the Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector, the ‘UAE Labour Law’,
According to Article 40 the ‘UAE Labour Law’, the employee may be suspended from work temporarily
if the employee is charged with deliberate commission of a crime against life, property, honour, honesty or of carrying out a strike. The suspension shall begin since notification of the incident to the competent authorities until a decision is issued.
The employee shall not be entitled to his/her wages during the suspension period. If he/she is cleared of the accusation of the crime, or if it is decided to not prosecute him/her, he/she shall be reinstated and paid the full wages for the suspension period.
However, if the employer wants to conduct a disciplinary investigation, he/she may suspend the employee temporarily for a maximum period of 30 days. During the suspension, the employee will be entitled for a half of his/her wage. If no case was established against the employee, then the employer will have to pay him/her the wage in full for the suspension period.
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