SHAMS Employment Regulations 2023chapter by chapter

Emp Regs 5.1-5.2Recruitment costs

For Authority-sponsored hires, the Employer must cover all recruitment costs without charging the Employee.

Emp Regs 5.3, 33.1(a)New hires

Employers must submit entry permit records, passports, and employment contracts for new hires to the Authority within five days.

Emp Regs 7.1-7.3, 7.5Employment contract

Employees must have a written employment contract detailing terms such as wages, leave, and duties, with all amendments documented.

Emp Regs 8.1-8.4Probation

Employers must provide at least 14 days' written notice when ending probation; employees must give notice when resigning, with specific compensation for failing to do so.

Emp Regs 10.1-10.2Wages

Wages must be paid in AED within seven calendar days after the end of a maximum one-month pay period.

Emp Regs 11.1-11.2Deductions

Employers cannot deduct wages or charge employees without authorization, written agreement, or if ordered by a competent authority.

Emp Regs 12Pay statements

Employers must provide each Employee with a written itemized pay statement evidencing wage payment regularly.

Emp Regs 13Leave

Employers must adhere to minimum leave entitlements, including annual, sick, maternity, and public holidays as specified by UAE Labour Law.

Emp Regs 14.1-14.3, 14.5-14.6Sponsorship

Employers must sign a Sponsorship Agreement with the Authority for employees and cannot use other employers' employees without permission.

Emp Regs 15Juveniles

Employers cannot hire individuals under 15; those aged 15-18 need guardian consent and medical certification, with specific work hour restrictions and protections.

Emp Regs 16, Annex 1 para 3Non-employees

An Employer may engage non-employees only with a temporary work permit approved by the Authority in advance.

Emp Regs 17Unapproved persons

No Employer may hire a person who is not approved by the Authority.

Emp Regs 18.1, 19ID cards and passports

Employees must display their Emirates ID card at all times, and Employers are prohibited from retaining Employee passports.

Emp Regs 20.2-20.4Termination

An Employer cannot terminate an Employee for health reasons until leave is exhausted and must provide 30 to 90 days' written notice after probation.

Emp Regs 22End of service gratuity

Employers must provide end-of-service gratuity to full-time employees with over one year of service, calculated based on years worked and capped at two years’ wages.

Emp Regs 23Non-competition

Non-compete clauses in contracts must be specific, protect legitimate interests, last no longer than two years, and are void if the Employer breaches regulations.

Emp Regs 25.2-25.3, 27Final payments

Employers must cover visa cancellation costs, pay final dues within 14 days after termination, and return employee documents by the end of notice.

Emp Regs 29Absconding

Employers must report an Employee's absence to the Authority within seven days if they are absent without lawful reason for seven consecutive days.

Emp Regs 30Health and safety

Employers must adhere to Health and Safety Regulations, ensure workplace safety, report accidents, and provide safety information and training to employees.

Emp Regs 31Insurance

Employers are required to maintain compulsory health insurance and liability coverage for employees and submit policy copies upon request.

Emp Regs 32Equality

Employers must prevent discrimination and workplace harassment based on various personal attributes.

Emp Regs 33.1Notifications

Employers must notify the Authority in writing within five days of various employment-related changes or incidents.

Emp Regs 33.2Records

Employers must keep employment records as required by Labour Law for the entire employment duration plus an additional five years.

Emp Regs Annex 2Fines

Fines are imposed for various employment violations, including recruiting unsponsored persons and failing to report absconding Employees.

Emp Regs 33.2-retRecord Retention — Employment records

Employers must retain employment records for five years following the termination or expiration of an employee.