Mondaq Middle East & Africa: Employment and HR
Qatar's population has more than doubled from around 600,000 in 2000 to in excess of 1,500,000 at the end of 2010.
Despite the on-going development of Qatar's health and safety regulation and policy tragically employees still die at work.
As Qatar's infrastructure continues to develop and expand in line with the National Development Strategy published in March 2011, the need for a robust health, safety and environment ("HSE") regime has become increasingly evident.
The Ministry of Labour in Saudi Arabia is currently targeting expatriates in Saudi Arabia that are working for businesses other than their visa sponsors.
In the past two months the Ministry of Labour in the Kingdom of Saudi Arabia (KSA) has announced the introduction of a new regulatory regime called the 'Nitaqat' programme.
Certain parts of the Western Cape's farming industry have been adversely impacted by a number of strikes during the latter portion of 2012 and the early part of 2013.
The Labour Relations Act, 66 of 1995, ("LRA") has been in the spotlight recently in regard to the recent communications from government that it is considering designating the education sector as an essential service.
As the country continues to count the costs of widespread industrial action including the loss of lives of mine workers and members of the security police, the long term socio-economic effects are incalculable.
The recent dismissal of a staff member at a daily newspaper in Johannesburg for making inappropriate comments on Twitter about the publication, poses new dilemmas for South African employers.
A recent debt summit in Midrand shows that there is still continued widespread abuse and exploitation of garnishee orders especially in impoverished communities.
The past year has been an eventful one for employers in the Middle East with the introduction of new legislation and a number of developments in practice and procedure.
The employment environment in the UAE has settled and the widespread terminations of a few years ago have passed.
It is mandatory for an expatriate employee to sign a labour contract in the format stipulated by the Ministry of Labour prior to commencing employment.
Employment relationships in the United Arab Emirates are governed by Federal Law No.8 of 1980 Regulating Labour Relations as amended by Federal Laws No.24 of 1981, No.15 of 1985 and No.12 of 1986 (the Labour Law).
The holy month of Ramadan is expected to start by the end of this week.
Where an employer fails to provide work for an employee who would normally be required to work in accordance with his contract of employment the employee is entitled to a statutory guaranteed payment.
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On July 26, 2012, the King of Bahrain issued new labour Law No. 36 of 2012. The New Law repeals and replaces the old labour law (No. 23 of 1976).
Employment relationships in the United Arab Emirates are governed by Federal Law No.8 of 1980 Regulating Labour Relations as amended by Federal Laws No.24 of 1981, No.15 of 1985 and No.12 of 1986 (the Labour Law).
As the name implies, end of service gratuity is an amount of money that every employee is entitled to receive, and every employer is liable to pay, upon termination of an employment relationship in the UAE, provided that the employee meets the conditions set out in the Labour Law (UAE Federal Law No.8 of 1980).
One of the most debated issues in an employment agreement is the legality of restrictive covenant provisions, such as a non-compete clause which prevents employees from working for a competitor upon termination of their employment agreement.
The following essay discusses briefly the important aspects of Labour Law in the UAE.
It is mandatory for an expatriate employee to sign a labour contract in the format stipulated by the Ministry of Labour prior to commencing employment.
The UAE has a high percentage of working women which statistics recognise as an important and productive workforce.
Finance Minister Pravin Gordhan revealed a proposal to change legislation governing retirement fund contributions in the 2012 Budget.
The Guidelines for refund claim under the ITF are cumbersome making it difficult for most employers to derive any benefit from the scheme.
South Africa, a country with over 50 million people, has the largest economy in Africa. Among its major sources of business are tourism, agriculture and mineral resources. Many U. S. and multi-national companies have locations in South Africa. This article will provide some basic information about employment law in South Africa for companies who already employ workers in South Africa or who are considering hiring employees in that country.
