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英文版的阿联酋劳动法都很难找到,别说中文版的了。大家擦亮眼睛收了吧~
*几点注意
*本阿联酋劳动法为不完全版本,主要根据一些大家较为关注常规问题做了整理。目前站长也没有完全版本。
*由于不确定这个劳工法的年限和版本,或有部分条款不适用,仅作参考用。
*由于本版的不全,大家可配合之前的《木子政策专栏》一同阅读
*如有对此文的相关补充,请大家发送到我邮件:maoyiming8512@gmail.com
*下载: 阿联酋劳工法.doc

(一)简介
  阿联酋《劳动法》于1980年颁布实施,为”联邦法案 80年第8号”。阿联酋的劳动及社会事务部宣称此法在保护劳方权益方面可进入世界先进行列,并引以为荣。但同其它阿联酋法律一样,对本国公民都提供最多的权益和便利。
  劳动法》共分十二个部分,193个条款,即:
  第一部分 定义与总则 ( 条款 1-8 )
  第二部分 对工人、青少年和妇女的雇用条款 ( 条款 9-34 )
  第三部分 雇用合同与报酬 ( 条款 35-64 )
  第四部分 工作时间与休假 ( 条款 65-90 )
  第五部分 工业安全、预防措施、健康与社会保障 ( 条款91-101 )
  第六部分 处罚条例 ( 条款102-112)
  第七部分 解除雇用合同 ( 条款113-141)
  第八部分 有关补偿职业病与工伤事故的规定 ( 条款142-153)
  第九部分 劳方的集体质询 ( 条款154-165)
  第十部分 对劳方的监督管理 ( 条款166-180)
  第十一部分 处罚 ( 条款181-186)
  第十二部分 总结 ( 条款187-193)

(二)《劳动法》各部分内容概述:
第一部分:定义与总则
条款第1条:工资的定义是:根据劳动合同付给雇员的劳动报酬,可以付现金或实物,可按年、月、周、日、小时、计件或按生产任务计付。工资应包括生活补贴。如果劳动合同、内部规章制度或企业惯例规定对雇员的良好表现所给予的奖金包括在工资内,那么奖金应视作是工资的一部分而不是馈赠。基本工资是:劳动合同中规定的在合同有效期内的工资,不包括任何形式的生活补贴。

条款第2条:总则中规定,有关劳务登记、合同等文件都要用阿拉伯语为书面语。如附带其它语言的文本,则应以阿文文本为准。

条款第 3 条: 《劳动法》的有关条款不适用于:
    1.联邦、地方政府和公共机构的官员、工作人员和雇员;
    2.军队、警察与保安人员;
    3.私人雇用的佣人等;
    4.农业、种植业的雇员,但不包括从事农业品加工业和长期从事与农业有关的农机操作和维修的雇员。

条款第6条:本法涉及劳动争端的条款不带任何偏见。无论是雇主、雇员或任何其它方受益人的权益受到损害,他们都有权依据本法向有关劳动部门提出申诉。主管的劳动部门应召集发生争端的双方,采取必要措施,友好地解决争端。若友好协商不能解决,主管的劳动部门应在接到申诉后二周内提交有关法庭。在提交的文件中应有一份关于争端的备忘录,概述争端的情况、当事双方各自所持意见和主管部门的意见。法庭在收到申诉后三天内,应决定举行该案件听证的时间,并通知双方。法庭可传唤劳动部门的代表到庭解释所提交的备忘录。在任何情况下,依据本法索赔应在到期的一年内交付。所有的案件都应按本条款规定的程序处理。

第二部分:对工人、青少年和妇女的雇用条款

第一章:对工人的雇用规定
条款第9条:对于阿联酋公民,工作是一项固有的权力,而非本国公民只有符合《劳动法》的有关规定的才能在阿联酋工作。

条款第10条:没有适宜的本国公民可胜任的工作,应优先考虑别的阿拉伯国家的公民,其次是其它国籍的公民。

条款第13条:非本国公民必须经劳动部同意,发给工作许可证才能在阿联酋工作。

条款第 15条: 如果非本国公民有以下情况,劳动部有权取消其工作许可证
  1.连续三个月以上没有找到工作;
  2.不符合工作许可证中所规定的基本条件;
  3.如果有适合的阿联酋公民可以替代,那么在非阿联酋公民合同期满后或工作许可证到期后,劳动部有权终止其工作许可证。

条款第17条:任何个人或团体只有凭劳动和社会事务部颁发的许可证才能招募非阿联酋国籍的工人,而许可证只颁发给阿联酋公民或是被认为有必要的人。许可证有效期一年,持证人受到劳动和社会事务部的监督和管理。
第二章:对青少年的雇用
条款第20条: 雇用15周岁以下的少年儿童是违法行为。

条款第23条:青少年不能在夜间工作,”夜间”指不少于12个连续小时的一段时间,包括从晚八点到第二天清晨六点。

条款第25条:青少年一天最多工作六小时,包括一次以上的不少于1个小时的工休时间,雇主提供饮食或娱乐。青少年不得持续工作4个小时以上。
第三章:对妇女的雇用
条款第27条:妇女不得在夜间工作,”夜间”指不少于11个连续小时的一段时间,包括晚上十点到第二天清晨七点。

条款第30条:如果女职工在一个单位工作一年以上,就可有45天产假,产假期间工资照发。产后,如果有权威性的医疗或卫生部门证明因健康原因无法恢复工作,还可有停薪留职的 100天假期。

条款第31条:产后18个月的哺乳期内,女职工每天可增加两次工休时间,每次不超过半小时,不扣工资。

条款第 32条: 女职工与男职工同工则同酬。

第三部分:雇用合同与报酬

第一章:个人雇用合同
条款第 35条: 雇用合同需一式两份,分别由雇主与工人保存。

条款第36条:合同中需注明:合同订立日期、开始工作日、工作地点、合同期限(如果是有限期的)以及工资数额。

条款第37条:雇员的试用期不应超过6个月,在此期间雇主可不予通知而随时解雇雇员,而且雇员不享有解雇费。雇主对同一雇员的试用期只能有一次,若雇员成功地完成了试用期并获留任,则试用期‘应视作其服务时间的一部分。

条款第38条:雇用合同的期限为有限期与无限期两种。如果是有限期的,那么期限不得超过四年。
第二章:职业培训合同
条款第43条:达到合法年龄(18周岁)的被培训者可自己与雇主订立培训合同,不满18周岁的可由其有血缘关系的监护人或其合法的托管人代为订立。
第三章:记录与备案
条款第 53条: 雇用 5名以上 15名以下雇员的雇主应为每位雇员保存其档案,档案中注明其姓名、职业、年龄、国籍、居住地点、婚姻状况和聘用时间、工资及各种雇用过程中出现的情况:遭受的处罚、工伤、职业病及解雇的时间与原因;
1. 为每位雇员准备休假卡,假期分为三部分:年度休假、病假及其它休假。雇主或其代理人应在档案中记录雇员的休假情况以备查询。

条款第 54条: 雇用15名以上雇员的雇主应在各主要部门保存雇员记录和文件:
 1.工资记录:按雇员加入其单位的时间顺序列出雇员姓名,并注明其日薪或月薪、奖金、计件工资或佣金;其受雇时间和离职时间;
 2.工伤记录;
 3.工作条例:注明每日工作时间、每周假日和公共假期;预防工伤事故和火灾的规定,上述条例及其修改应在呈报劳动部30天内得到批准后,展示在工作场所,遵照执行;
 4.处罚条例:注明对违反规章制度的处理办法,此条例及其修改应在呈报劳动部30天内得到批准后,展示在工作场所,遵照执行。
第四章:报酬
条款第55条:在工作地点支付每个工作日的报酬,根据《劳动法》应支付本国可流通的货币。

条款第56条:对于支付年薪或月薪的雇员,应至少每月付一次;其它工人应至少每两周付一次。

条款第57条:对于每天按计件付工资的雇员,日薪应按其在试用期间所得的平均工资为基础计算。

条款第 59条: 不能强迫工人到指定商店购买雇主生产的商品。

条款第61条:若因雇员的失误或违反雇主的指示而造成雇主的或在其监护下的材料、机械或工具的损失、损坏或破坏,雇主有权从雇员的工资中扣除一部分,用于修理或恢复上述物品的原状。但每月扣除不得超过雇员五天的工资。若雇员有其它的收入或财产,有支付能力,雇主可以通过有关劳动部门向主管法庭提出要求,从雇员工资中扣除超过上述规定的数额。

第四部分:工作时间与休息

第一章:工作时间
条款第65条:成年工人每天最多工作8小时或一周最多工作48小时;对于商业机构、饭店和咖啡馆等经劳动部批准的单位每天工作可延长至9个小时,斋月期间的工作时间应减少2个小时。

条款第66条:工人不能每天连续工作5个小时以上,应安排工休时间、吃饭和娱乐的时间合计不少于1小时,工休时间不算在工作时间之内。

条款第70条:星期五是法定休息日,计时工人除外。如果要求工人在休息日加班,则工人除得到与平时一样的工资外,还要增加至少50%的加班费。

条款第 71条: 工人不能在连续两个以上的休息日里加班。
第二章:假期
条款第 74条: 阿联酋法定的公共假期,每个工人都有权休假:
  1.回历新年: 一天
  2.公历新年: 一天
  3.开斋节: 二天
  4.宰牲节: 三天
  5.先知诞辰: 一天
  6.先知升天: 一天
  7.国庆节: 一天

条款第 75条: 每个职工每年应有一个年度假期:
  1.如果服务六个月以上一年以下的雇员,可享有不少于半个月的假期;
  2.如果服务一年以上,则有每年不少于30天的假期,基本工资照发。

条款第77条:年度假期应包括年度假内的法定假日、契约假日以及请过的病假。

条款第78条:雇员在年度假期内享有基本工资和住房津贴(若有的话),如果需要雇员在部分或全部年假期间继续工作,而且未在第二年补还,那么雇主除付给工资外,还应付给相当于其基本工资的休假补助。连续两年内,若让雇员利用年假工作超过两次,在任何情况下,都视作违法。

条款第 82条: 雇员生病,应在两天内报告雇主,雇主应及时提供诊治。

条款第 83条:雇员在试用期内,不享有病假工资;试用期满留用三个月后,雇员可在一年内连续或间断请病假90天始的15天照发工资,其次30天,给予半价工资,其余的不付工资。

条款第88条:雇员不能在休假和病假内为别的雇主工作,否则其原雇主有权不予通知而终止其雇用合同,并扣除其假期内的工资。

第五部分:工业安全、预防措施、健康与社会保障
条款第91条:每个雇主都应提供充分的安全保护装备,以防工人在工作过程中遇到危险、受到伤害,以及防止工作场所受到火灾及其它灾害的危胁。雇主应按照劳动部要求采取各种安全措施。每个工人应遵守劳动规则,穿工作服,以避免伤害事故的发生。

条款第96条:雇主应按照劳动部和卫生部联合制定的标准,为工人提供医疗设施。

条款第99条:任何雇主或其代理人都不能允许工人带任何酒精制品进入厂房;不能让喝醉的工人逗留于工厂内,否则是违法行为。

条款第101条:工人如在远离城市的地方工作,而且没有日常的各种交通工具与他们联系,则雇主应提供以下服务:
 1.运输工具
 2.适宜的住宿条件
 3.饮水
 4.适宜的食品
 5.急救设施
 6.娱乐与运动设施
 除食品外,其余各项均由雇主免费提供。

第六部分:处罚条例
条款第102条: 雇主及其代理人可对工人实行的处罚有:
 1.警告;
 2.罚款;
 3.不超过10天的停职减薪;
 4.如果公司有增加工资的规定,则可以延迟或处以罚金或不进行定期的提升;
 5.如果公司有提升职务的规定,则可以降职或不提升;
 6.解雇。解雇费没有区别,不分等级职务;
 7.解雇。解雇费中扣除一部分或全部作为罚金。此条款仅限于在触犯《劳动法》有关条款后才能实行。
    
条款第112条:若雇员被指控蓄意犯罪、侵犯他人人身、财产或参加非法罢工,雇主可暂停其工作。停职时间从案件上报主管当局之日起,直到作出决定之日止。停职期间雇员没有工资。如果主管当局决定不诉诸法庭或雇员被宣判无罪,则其应复职;如果是因雇主阴谋陷害,则雇主应赔偿其停职期间的全部工资。

第七部分:解除雇用合同

第一章:终止雇用合同
条款第113条: 有如下情况时可终止雇用合同:劳资双方都同意终止合同,劳方写出书面同意合同到期,除非《劳动法》中明文或默许可延长合同期限;如果所签无限期合同的任一方表示要终止合同,需符合《劳动法》有关规定:对期限的规定应是合法的,而且终止合同是经过对方同意的。

条款第115条:对于有限期劳务合同,除第120条款所列理由以外,雇主要取消合同应给予赔偿。除非合同内有具体规定,一般赔偿以雇员三个月的工资与合同剩余时间工资中比较少的一个为基准,不超过此金额。

条款第116条:除第121条款所列理由以外,雇员要取消合同应对雇主造成的损失给予赔偿,除非合同内有具体规定,一般赔偿以雇员三个月工资的一半与合同剩余时间工资的一半中比较少的一个为基准,不超过此金额。

条款第120条: 雇主在下列情况下,可不经劳方同意而解雇劳方:
 1.如果雇员提供伪造的国籍、身份、证明和文件等;
 2.在实习、试用期间;
 3.如果因雇员所犯错误而导致雇主大量物质损失;
 4.如果雇员在已知安全生产规则的情况下,违反安全生产条例;
 5.如果雇员不履行雇用合同所规定的基本义务,而且经警告不听;
 6.如果雇员泄露公司的机密;
 7.如果雇员被政府法庭判决违背了公共道德、信誉、诚实;
 8.如果雇员被发现喝醉酒或在工作时间喝醉酒;
 9.如果雇员威胁、殴打雇主、值班经理或同事;
 10.如果雇员在一年中无故连续旷工七天以上或不连续旷工二十天以上。

条款第121条: 雇员可以在出现下列情况时,不经资方同意而离职:
 1.雇主不履行合同中或《劳动法》中所规定的应尽的义务;
 2.如果雇主或其代理人威胁、殴打雇员。

条款第123条:雇主任意解雇雇员,有关法庭可责成雇主对雇员给予赔偿。法庭将根据工作的性质,雇员所受的损失、工作时间的长短和工作情况而定赔偿的金额,但在任何情况下,赔偿的金额不得超过按雇员最后一次工资推算的三个月工资的总和。
第二章:遣返费
款第131条:在雇员结束工作合同时,雇主应支付雇员回其原籍或其它工作地的旅费。如果到其它雇主那里工作,则新雇主应在其结束工作合同时支付其旅费。根据上述规定,若雇主拒绝支付旅费,则主管当局出面负责,旅费及连带费用一律由雇主承担。如果因雇员的原因而终止合同,那么旅费有其自行承担。

条款第131条(附加款):
 1.上述条款中的雇员遣返费指雇员的旅费和劳务合同及现有规章中规定的雇员家属的旅费和家具等的运费;
 2.当雇主向雇员提供了住房时,雇员应在工作结束后的30天内搬出;
 3.当雇主已支付给雇员以下款项后,雇员不得以任何理由拖延搬出住处:
 (1)雇主已支付本条款”1”中所规定的款项;
 (2)根据劳务合同和现有规定应支付给雇员的各种津贴已付清;
 4.如果雇员对以上的权力和津贴持异议,有关的劳动部门应作为紧急事件处理。在接到通知后一周内对雇员提出的权力和津贴数量作出裁决,并在决定之后尽快地通知雇员;
 5.在上述的情况下,本条款”2”所指搬出房屋的30天期限从雇员收到法庭裁决的当天开始计算。若雇员不能在30天内搬出所占房屋,劳动部门和酋长国的有关当局应采取必要的措施强迫其搬出;
6.本条款中的规定并不剥夺雇员上诉有关法庭的权力。

条款第132条:连续工作一年或一年以上的雇员在终止合同时,应给予遣散费。遣散费应计算如下:
 1.开始五年服务期,按每年 21 天的工资计算;
 2.超过五年的部分,按每年30天的工资计算,但合计的遣散费不得超过两年的工资数。

第八部分   劳动补助、工伤及职业病
第142款 员工发生工伤和相关法律规定的职业病时,要及时报告警察和劳动主管部门以及本地司法裁决机构,且书面报告该员工的 姓名、年龄、职业等,以及事故简介。警察在收到报告后,要进行必要的询问和调查。

第143款 警察完成询问调查后,将其书面报告分两份,一份送到劳动主管部门;一份送到公司。劳动部门可以进行更详细的询问调查。

第144款 员工工伤或患有职业疾病时,公司负责支付全部医疗费用。

第145款 治疗期不超过6个月的员工,享有全部工资,超过6个月的治疗,公司支付他一半工资。

第146款 执行月薪、周薪和日薪工资的员工,治疗期享有全部工资,执行计件工资的员工,要支付他们的平均工资。

第147款 治疗结束,医院要出示两份治疗结果报告,一份归员工,另一份归公司。

第148款 工伤或职业病引起的双方争执要通过主管劳动部门到健康部进行裁决。

第149款 对工伤或职业病致死的员工的家属,公司要赔偿其24个月的员工工资,赔偿数量不少于18000DHS,不大于35000DHS。

第150款 工伤或职业病部分致残的员工的赔偿标准要参照相关法律规定。

第151款 工伤或职业病全部致残的员工的赔偿标准等同于致死的赔偿标准。

第152款 劳工部在必要的情况下征得健康部同意,可以对工伤或职业病致残的法律条款进行修订。

第153款 由于员工本身的原因如饮酒、吸毒等引起的工伤或职业病,经医疗机构确认后,其员工不将得到任何赔偿。

第十一部分  处罚
第181 款  在任何情况下,主管部门都不能无故实施严厉处罚,一个关押期不能超过6个月,罚款不少于3000DHS,但不能超过10000DHS,下列行为将得到处罚:
1、违反有关法律的人员;
2、妨碍执法人员正常公务的;
3、泄露公司机密的;

第182款 任何情况下,支付罚款不得被阻止。对于公司的违法行为要加倍处罚。

第183款 两次重复违反法律的人员要加倍处罚。

第184款 要对负有管理责任的领导,参照相关法律规定进行相应的处罚。

第185款 如果公司不能履行执行法律职责的,相关的劳动部门要提出警告,如果仍不执行的,公司要支付相关的执法费用。

第186款 劳动部门对法律宣贯不力,引起公司和员工违法的,法律部门要对劳动部门提出书面警告。

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