| 05 Sep 2010 |
|
UAE Workers Well Provided For By Statutory Notice Periods
- Text size
Employees in the UAE have a statutory notice period of 30 days, four times longer than the United Kingdom but half of that in Switzerland, according to data released by Mercer Consulting. The data, from Mercer's Global HR Factbook, outlines the minimum legal requirements for notice periods for employees across 43 countries.
"Employment law in the UAE provides a range of protection for workers in respect of their employment terms and conditions," commented Callum Burns-Green, Principal Mercer. "In some areas advancements are recognised as needed and are being addressed. For example Abu Dhabi has introduced compulsory medical insurance for employees and their families and similar requirements are expected in other Emirates in the near future. In other areas, however, such as notice periods, the UAE is already well placed when compared to other international employment locations."
The Mercer Global HR Factbook Multinational is used by employers as a comprehensive reference on key human resource issues, topics and trends providing important information needed to align HR policies with local, regional and global trends and practices.
Unsurprisingly, practices vary significantly around the world with the UAE falling in the middle of the range. Employees in Mexico are not legally required to serve notice before leaving their employment. In the US, there is also no statutory requirement, though two or more weeks' notice is customary. Laws in Hong Kong, Ireland, Singapore and the UK require employees with a year's service to give minimum notice of one week. At the other end of the spectrum, employees in Switzerland, Slovakia and the Czech Republic must give at least two months' notice.
Burns-Green continued, "In many countries, the actual notice period depends on the terms of the employment contract that an employee has agreed with his or her employer. It is interesting to note the lack of consistency, however, especially across regions like the European Union where in time we might expect a greater degree of uniformity."
The majority of countries require employees to give a month's notice on resignation.
These periods apply to employees with one year of service. In one in three countries, these periods will vary according to an employee's length of service. Also, individual contracts of employment may specify a longer period.
In general, the same statutory notice periods apply to employers, except in a number of countries where employers must give longer notice before terminating an employee. For employees with one year of service, longer notice is required in Austria, Belgium, Bolivia, Denmark, Finland, Luxembourg and the Ukraine. In the UK, employees can give only one week's notice where statutory requirements apply, while employers must give a week's notice for every complete year of service, up to a maximum of 12 weeks.
-Ends-
Mercer is the leading global provider of consulting, outsourcing and investment services. From its GCC headquarters in Dubai, Mercer teams work with clients across the region to solve their most complex benefit and human capital issues. Mercer is the world's largest HR consulting firm, with revenue of US$3.5B. It is the global market share leader in retirement, health & benefits and investment consulting. It is an advisor to nine out of ten Fortune 100 companies. It has been judged the most trusted HR consulting brand in the world. Mercer is a truly global firm serving clients in more than 40 countries and 180 cities worldwide. Mercer has been rated the most prestigious HR consulting firm to work for. The company is a wholly owned subsidiary of Marsh & McLennan Companies, Inc., which lists its stock (ticker symbol: MMC) on the New York, Chicago and London stock exchanges. For more information, visit www.mercer.com
Contacts:
Hasan Badwan
Hill and Knowlton
Hasan.badwan@hillandknowlton.com
050 708 2500
© Press Release 2010
Zawya is a distributor (and not a publisher) of content supplied by third parties and subscribers. Any opinions, advice, statements, services, offers, or other information or content expressed or made available by those third parties, including information providers, subscribers or other users of the Service, are those of the respective author(s) or distributor(s) and not of the Company. The Company neither endorses nor is responsible for the accuracy or reliability of any opinion, advice or statement made on the Service by anyone other than authorized Service employee spokespersons while acting in their official capacities. The Company is not responsible for any infringement of intellectual property rights or breach of any applicable law or regulation, including regulation in relation to financial services or the distribution of financial products, defamation, data protection, telecommunications (including regulations relating to excessive use, spamming or other abusive activities) or obscene, offensive or illegal content). Under no circumstances will the Company be liable for any loss or damage caused by a member's reliance on information obtained through the Service. It is the responsibility of member to evaluate the accuracy, completeness or usefulness of any information, opinion, advice or other content available through the Service. Please seek the advice of professionals, as appropriate, regarding the evaluation of any specific information, opinion, advice or other content.
Read the full Member Agreement
http://www.zawya.com/legal/NewsLetter.cfm?name=disclaimer
Loading ...
Post a Comment
1.1 Contain any material which is libelous or defamatory of any person, is obscene, offensive, hateful or inflammatory or causes damage to the reputation of any person or organisation.
1.2 Promote sexually explicit material, violence, discrimination based on race, sex, religion, nationality, disability, sexual orientation or age or any illegal activity.
1.3 Be made in breach of any legal duty owed to a third party, such as a contractual duty or a duty of confidence.
1.4 Be threatening, abuse or invade another's privacy, or cause annoyance, inconvenience or needless anxiety.
1.5 Be used to impersonate any person, to misrepresent your identity or affiliation with any person, or be likely to deceive any person.
1.6 Give the impression that they represent Zawya.
1.7 Advocate, promote or assist any unlawful act such as (by way of example only) copyright infringement or computer misuse.