Discipline Guidelines and UAE Labor Law

List of Articles under UAE Labor Law:

• Article 102: The following are the disciplinary guidelines that the employer or the representative may impose:
  • Warning
  • Fine
  • A ten-day maximum salary reduction for a period of suspension
  • Withholding or postponing periodic bonuses in businesses that have a mechanism for them
  • Refusal to promote in businesses using a system for such promotions
  • Termination of employment without affecting the end-of-service gratuity
  • Termination from employment and denial of all or a portion of the end-of-service gratuity.
• Article 103: Each disciplinary sanction outlined in the preceding Article’s situations must be applied in accordance with the norms of discipline.To assist employers in establishing their own rules in this respect, the Minister of Labour and Social Affairs shall issue, by way of a decision thereof, a model list of disciplinary rules and awards.
• Article 104: The fine could be a certain sum of money or the worker’s wage for a given time period. One violation is subject to a fine that cannot be greater than five days’ pay. Additionally, a maximum amount equal to five days’ worth of wages may be taken from the worker’s pay each month to pay the fines that have been imposed
• Article 105: Workers who receive fines must have their names and wages entered in a specific register along with the reason and circumstances for the fine’s imposition. According to the decisions made in this respect by the Minister of Labour and Social Affairs, a separate account shall be designated, and the monthly revenues thereof shall be used for the social welfare of the workers
• Article 106: Only once a year may the penalty of loss of the periodic allowance be enforced. It is not permitted to postpone this allowance for more than six months.
• Article 107: A promotion cannot be denied as a punishment for more than one promotional cycle. Should the penalized employee fulfill the requirements for such promotion, he will subsequently be promoted during the subsequent promotional cycle.
• Article 108: The financial consequences of forfeiting a promotion, allowance, or delay of receiving one, from which the employer will profit, must be recorded in a separate register together with the reason and conditions for the imposition, the worker’s name, and their wage. According to the decisions made in this respect by the Minister of Labour and Social Affairs, a separate account shall be designated, and the monthly revenues thereof shall be used for the social welfare of the workers.
• Article 109:A worker cannot be disciplined for an act committed by them outside of the workplace unless that behavior is related to their work, the employer, or the accountable manager. Additionally, it is prohibited to apply multiple sanctions or combine disciplinary measures with the withholding of any portion of the employee’s pay in accordance with the terms of this article’s Article 61.
• Article 110: Any of the sanctions listed in Article 102 cannot be imposed on the employee unless the charges against him have been notified to him in writing, the defense has been heard, and the situation has been documented in a set of minutes that is kept in his personal file. At the conclusion of these minutes, the sanction shall be stated.The worker must receive written notice of the sanctions imposed against them, including the type, amount, reasons for imposition, and the consequence that will be applied in the event of recidivism.
• Article 111: After thirty days of the offense’s discovery, the employee cannot be charged with it. In addition, no disciplinary action may be taken sixty days after the inquiry into the offense for which the worker was found guilty was completed.
• Article 112: Adapted by Federal Law No. 12 of October 29, 1986:If the employee is accused of committing a premeditated offense against life, property, honor, or honesty or of staging a strike, their employment may be temporarily suspended.The suspension period will start on the date the incident was reported to the appropriate authorities and will last until a decision is made in this regard. During the aforementioned suspension time, the employee will not be entitled to receive pay. Should the worker be found not guilty or acquitted, should the suspension be unjustified by the employer, they will be reinstated and awarded their entire wages for the suspension time.

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