UAE and Oman labour laws Essay Example | Topics and Well Written Essays - 1250 words

UAE and Oman labour laws - Essay ExampleUAE and Oman Labour justnesss UAE is the second biggest by population in the GCC and the second biggest economy of the region and transshipment hub. It is the largest artillery exporter in the world. On the other hand, Oman is relatively poor in the region and relies on the mineral industry. However, nationalization is highest in this country. The GCC countries have categorized employment visa into to maid visa, farming visa, and employment visa. A common feature in the region is that farmers and housemaids argon not part of the parturiency laws. Officials issue employment visa to establishments and companies and bases it on the size and the companys capital. Hire and fire is the underlying principle of GCC countries (Latham & Watkins, 2009). These countries have nevertheless failed in establishing standards for migrant workers that are intentionally acceptable. approximately of the GCC countries labor and immigration laws are famous for en hancing and validate inhuman treatment towards migrant workers. For instance, the Khiraj (exit permit) is a requirement for employees who want to leave the region. The employer must grant the employee permission to leave the country. This is a common practice in the region with the exception of UAE and Kuwait. The employees do not have freedom to change their jobs unless they receive permission from their hand over employers (Latham & Watkins, 2009). Comparison of the UAE and Oman Labor Laws Statutory Authority In the UAE Federal Law nary(prenominal) 8 of 1980, Regulatory Labour Law Relations govern labor matters, which are simply the Labour Laws. In this country, the Ministry of Labour is the one charged with the responsibility of dealing with labour matters. While in Oman, regulation of labour matters are by Sultans Decree No. 35/2003. The state recently amended the statute in October 2011 by Royal Decree No. 113/2011. Unlike the UAE, in Oman the Ministry of Manpower is in char ge of labor matters (Latham & Watkins, 2009). Working hours Under the UAE Labour Law, eight hours is the set maximum working hours per day for an braggart(a) employee. After louver consecutive hours of work, an employee gets to have a rest break. The working week is made of six days. On the other hand, for the Oman Labour Law provides for a five-day working week. The maximum working hours in a week are 45 hours (article 68 of the Oman Labour Law) as opposed to the 48 hours in the UAE (Latham & Watkins, 2009). The workaday working hours for each employee is nine hours. During the month of Ramadan, the set maximum working hours per week are 30 hours per week. This means that one has to work for only five hours per day. Contrary to this, the UAE Labour Law sets 36 hours per week as the maximum working hours during the month of Ramadan (Latham & Watkins, 2009). However, the maximum number of hours worked per day is the same for both countries. to the highest degree overtime, in acco rdance to the Oman Labour Law the maximum overtime per day is three hours. This is because an employee only receives a total of 12 hours to work per day. The UAE Labour Law provides that overtime hours should not exceed two hours per day. The exceptions for extended overtime hours include a case where the work to be done involves prevention of the occurrence of a serious loss or accident, or removal or