The Ministry of Human Resources and Emiratisation in the United Arab Emirates has announced 10 cases to allow the employer to terminate the worker’s contract.
In the Emirates, the announcement of ten new cases that will allow employers to get out of their workers' contracts.
The Ministry of Human Resources and Emiratisation in the United Arab Emirates has announced ten situations in which an employer is permitted to terminate a worker's contract without the worker's consent.
“Emiratisation” specifies 10 cases under which the employer has the right to terminate the worker’s contract
The phrase "nationalization" outlines ten circumstances under which an employer retains the legal authority to terminate an employee's contract, It has been determined by the Ministry of Human Resources and Emiratisation, through the Labor Relations Regulation Law and its executive regulations, that there are ten circumstances in which an establishment is permitted to terminate a worker's contract in accordance with the law and not consider him a violation of the law if it can be proven that the worker is guilty of committing one of these ten reasons for which the contract can be terminated.
Cases of termination of the employment contract in the Emirates
Instances in which the employment contract was ended prematurely in the Emirates, The employment contract must be terminated by the employer, employer, or company if the worker impersonates another person, submits forged certificates or documents, and also if the worker makes a mistake that results in serious material loss to the employer, or if the worker intentionally damages the employer's property and he acknowledges that he has done so. In addition, the employment contract must be terminated by the employer, employer, or company if the worker commits a mistake that results in serious material loss to the employer Also, if the worker does not perform his basic duties in accordance with the employment contract, and continues to violate them, despite conducting a written investigation with him for this reason, and warning him twice of dismissal, if he does this repeatedly, then the worker will be subject to termination. Also, if he is found to be under the influence of a psychoactive substance during working hours or if he commits an act that goes against public morals in the workplace, he may be terminated from his position. This is also the case if he reveals a work secret that is related to industrial or intellectual property, or if it results in losses to the employer, or the loss of an opportunity, or if it brings personal benefit to the employee. If a worker is absent without a valid reason or an excuse that is accepted by the employer for more than twenty intermittent days during one year or for more than seven consecutive days, the employer may terminate the worker's employment. This may occur if the worker assaults the employer, the responsible manager, one of his superiors, or one of his fellow employees while at work. In a similar vein, there are situations in which an employee improperly uses his position at work to make personal gains, in addition to situations in which the worker joins the workforce of another facility without adhering to the rules and procedures that have been created in this respect.
