The Dubai International Financial Centre (DIFC) has been reviewing and undertaking consultation on an entirely new Employment Law throughout most of 2018. The proposed amendments are likely to have a significant impact on key elements of the existing Employment Law and on employment relationships within the DIFC in general.
The gig economy is developing and expanding worldwide and has already had an impact on the UAE regulatory framework. Moreover, it is likely to become more central to the landscape of employee and workforce relationships within the next five to 10 years. It is certainly an area that in-house legal teams, HR professionals and senior managers should pay close attention to in the short to medium term.
Part-time and flexible working arrangements are a fundamental part of workforces in western jurisdictions and serve as a significant incentive that employers can use to recruit and retain their talented employees. While these arrangements are not currently offered by many employers in the United Arab Emirates, this may be about to change in light of a significant statutory development. This development is a win-win for all parties, and businesses should consider creating roles for part-time employees.
There is a huge amount of uncertainty and misunderstanding surrounding the legal approach to redundancies and restructures in the United Arab Emirates. Redundancies were particularly prevalent during the 2008-2009 crash and the more recent oil price slump in 2015-2016. During those periods, many UAE employers received judgments against their businesses after they failed to understand or comply with the legal position and expectations of the local courts when undertaking internal processes.