The Ministry of Human Resources and Emiratisation (MoHRE) has warned companies against misleading advertisements, which do not represent available and real job opportunities or advertise unskilled job or include the government subsidy benefits and incentives related to Emiratis in the private sector in advertisements.
Under the the Ministerial Resolution No. 663 of 2022 regarding compliance with Emiratisation regulations in the private sector, companies must also not refer to the government’s Emiratisation policies or benefits, when advertising for Emiratisation jobs.
They can only do so, if they have obtained prior permission from the Ministry.
MoHRE said in a statement today: “Expanding Emiratisation in the country requires regulating all aspects and components. We are keen to specify the duties and obligations of all parties, set laws to regulate recently observed violations through intensifying inspection visits, define necessary measures and ensure that all parties follow them,” MoHRe said in statement on Sunday.
The move is part of the Ministry’s efforts to ensure proper compliance with Emiratisation systems, job advertisements, and employer obligations when hiring a UAE national, and in return, enabling the national to perform his/her work and obligations, MoHRE said.
UAE business owners must ensure Emiratis perform their duties by enabling an appropriate workplace, with the required tools “besides offering them the minimum on-the-job training and skills.”
Business owners are also prohibited from carrying out any deductions in Emiratis’ salaries under the pretext of benefiting from the government’s support programme.
Emirati employees are entitled to obtain a work permit from the Ministry through the employer, sign a contract and pay the salaries as per the defined regulations.
Employers are also obliged to register UAE nationals and pay monthly pension and social security contribution, as per the legislation within a month from the date of issuance of his/her work permit, MoHRE said.
In case the contractual relationship between the employer and Emirati is terminated, the employer must cancel the Emirati’s work permit and report any change to the employment contract in a way that affects the conditions related to the benefits of the Nafis program.
On the other hand, the resolution also specified the Emirati employees’ obligations when joining a private sector establishment, including his/her commitment to the relevant decrees, laws, and decisions related to the Nafis program, adherence to the conditions in the contract signed by him/her, including reporting any violations to the Ministry.
“The ministerial resolution defines fake Emiratisation as a forged employment of a UAE national by issuing a work permit under his/her name and registering the employee in the facility for a purpose other than the intended purpose of the permit, as well as the finalisation of a work contract with an objective to circumvent the laws and ministerial resolutions that regulate the work of Emiratis in the private sector aimed at unlawfully benefiting from the government support systems and incentives related to the employment of UAE nationals,” MoHRE added.
In addition, MoHRE also said the resolution also defines the violating establishment as one that has proven to not comply with the conditions of the resolution with an intention of benefiting from the government support and incentives related to the employment of UAE nationals
“It also defined the violating beneficiary as an Emirati who is proven to not adhering to the conditions of the Emiratisation resolutions with an intention to benefit by violating the contractual relationship.”
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