Difc Sponsorship Agreement

The MOHRE decision allows employers and workers to temporarily agree on a reduction in wages. A sustainable wage reduction requires additional agreement from MOHRE. To be effective, the salary reduction must be fixed in an endorsement submitted to the MOHRE. Immigration and visa requirements The UAE`s employment system is inseparable from the immigration system. Without a valid work permit and visa sponsorship by a locally registered unit, expatriates are not able to work legally in the DIFC. VaEs and other Gulf Cooperation Council (GCC) nationals (i.e. citizens of Bahrain, Kuwait, Oman, Qatar and Saudi Arabia) are treated slightly differently, as they are not required to obtain or obtain a residence visa for the United Arab Arab Emirates because of the concept of free movement between the various GCC member states. However, the requirement to obtain a DIFC access card remains. The duration of the residence and work permit is three years and is renewable. The only notable exception concerns Qatari nationals who, due to the diplomatic crisis between the two countries, are currently not allowed to enter the United Arab Emirates. The employee`s agreement is usually required before changing the main conditions of employment. Changes to the terms of the basic contract (for example. B information on the remuneration package) will likely require formal changes to the employment contracts registered with the Public Utilities Office.

Are binding arbitration and dispute resolution agreements applicable? Alternatively, the employer may attempt to make a voluntary termination with an enhanced severance pay (maximum three months` salary) that could be offered and recorded in a settlement contract. As a temporary alternative, Mohre and DIFC introduced the concept of a “virtual labour market”. The objective is to allow employers to record data on workers who are under employment/sponsorship but who are at risk of losing their jobs. These workers may work for other employers, provided that their housing allowance and other benefits (excluding wages) continue to be paid by the original employer, despite the introduction into a third party.