ADGM Employment Regulations 2019, consolidated June 2024chapter by chapter

Employment Regs s 1

Minimum hiring standards are mandated, and any waiver of these standards is void, except in signed settlement agreements.

Employment Regs s 2

Employers must not misrepresent job vacancies, job types, wages, or working conditions to potential employees.

Employment Regs s 3

Employers must not hire children under 15 and can only employ youth aged 15 to 18 with safe working conditions per Registrar's rules.

Employment Regs s 5

Employees must have a written contract in English, detailing terms of employment, provided within one month of starting work.

Employment Regs s 6

Any changes to an employee's contract must be in writing and signed unless the changes are favorable to the employee.

Employment Regs s 9

Probation periods may last up to 6 months, with contracts requiring one week's notice for termination without cause during this period.

Employment Regs s 11

Employers must maintain detailed records for each employee, including contractual details and financials, in English for at least two years post-employment.

Employment Regs ss 4, 14(2)

Employers are responsible for obtaining and covering the costs of employee work permits and residency visas without seeking reimbursement from employees.

Employment Regs ss 7-8

Employers must provide written pay statements detailing wages and deductions before or when wages are paid; short-term employment under 30 days is exempt.

Employment Regs ss 10, 53

Employees must perform duties responsibly, follow lawful orders, safeguard employer property, and maintain confidentiality, among other obligations.

Employment Regs s 12

Employers must pay basic wages within seven days of the pay period, which cannot exceed one month.

Employment Regs s 13

Employers must pay all wages and owed amounts to employees within 14 days of termination.

Employment Regs ss 14-15

Employers may deduct from wages or accept employee payments only under specific legal conditions, and cannot charge job-seekers for employment information.

Employment Regs ss 22-26

Employees are entitled to at least 20 days of paid vacation annually, with specific conditions on accrual, carry-over, and payout upon termination.

Employment Regs ss 27-28

Employees are entitled to national holidays on business days with paid daily wage, and may negotiate a day off or payment; Muslims with one year service can take up to 30 days unpaid leave for Haj.

Employment Regs ss 29-32

Employees are entitled to 60 days of sick leave annually with varying pay levels, must notify employers promptly, and provide medical opinions if required.

Employment Regs ss 16-17

Employers must ensure average working hours do not exceed 48 per week and maintain records for staff approaching overtime thresholds.

Employment Regs ss 18-21

Muslim employees fasting during Ramadan work 2 hours less daily without pay cut, and all employees have specific rest and prayer breaks.

Employment Regs ss 33-34, 36

Employees are entitled to at least 65 business days of maternity leave with wage entitlements subject to certain conditions, including prior notification to the employer.

Employment Regs ss 35-36

A new father is entitled to at least 5 business days of paternity leave, with full pay, to be taken within 2 months of the child's birth.

Employment Regs s 47

Employers cannot dismiss employees for safety-related tasks or refusing to return to dangerous situations unless negligence is proven.

Employment Regs s 50

Employers are required to obtain and maintain health insurance coverage for their employees under the ADGM Employment Regulations.

Employment Regs ss 37-38

Employers must ensure employee health, safety, and welfare, providing a harassment-free workplace and necessary safety measures and training.

Employment Regs ss 39-46

Employers must ensure workplaces have adequate ventilation, temperature control, lighting, cleanliness, and access to sanitary facilities and drinking water.

Employment Regs ss 48-49

Employers must provide immediate medical help for injured employees and pay compensation for negligence, with specific payments for work-related deaths.

Employment Regs ss 51-52

Pregnant employees are entitled to paid time off for antenatal appointments, with employers allowed to request medical certificates.

Employment Regs s 54

Employers must not discriminate against employees based on various factors and must make reasonable adjustments for disabilities.

Employment Regs s 55

Employers must provide written notice of up to 30 days for termination depending on service length, with exceptions for cause or probation periods.

Employment Regs s 58

Employers must enroll UAE and GCC national employees in the relevant pension scheme, with no end-of-service gratuity without proper pension authority approval.

Employment Regs s 59

Employees with over one year of service receive a gratuity upon termination, calculated based on their basic wage and years of service.

Employment Regs ss 56-57

Employers may dismiss employees without notice for just cause, while employees can leave without notice if the employer commits a serious breach.

Employment Regs s 61

Employees making Protected Disclosures are exempt from confidentiality breaches, and employers cannot retaliate; employees can seek legal recourse for employer defaults.

Employment Regs s 64

Employers must provide a one-way repatriation flight for terminated employees, unless they secure new employment or visa sponsorship in 30 days.

Employment Regs s 65

Federal Law 6 of 2014 on National and Reserve Service applies in ADGM, unless in conflict with the Employment Regulations.

Employment Regs s 11(2)(c)-ret

Employment records must be retained for at least two years from the date employment terminates, including details on contracts, wages, and gratuities.