Arbitrary termination of employment under the new UAE Labour Law

The new UAE Labour Law (Federal Decree-Law No. 33 of 2021) came into effect on 2 February 2022. The new Labour Law replaced the previous 1980 statute (Federal Law No. 8 of 1980, as amended). The new Labour Law is generally applicable to employment relationships in the private sector in the UAE (excluding the DIFC and ADGM free zones).

 

Under the new Labour Law, either party may terminate an employment contract for any “legitimate reason” by giving a written notice to the other party. There was a similar provision in the old Labour Law. The meaning of “legitimate reason” was frequently debated and often gave rise to employment disputes in the UAE. Termination of an employment contract without notice or for other than a “legitimate reason” would lead to a claim for damages.

 

In addition, a claim for damages can arise in the event of “arbitrary” termination. The old Labour Law provided that termination by the employer would be arbitrary if done because the employee filed a complaint or court case. It also provided that termination by the employer would be arbitrary if the cause of termination is not related to work. The meaning of “not related to work” was frequently disputed. It was also unclear whether termination for a “legitimate reason” could nevertheless give rise to damages if it was found to be “not related to work.”

 

The new Labour Law amends the definition of what is considered as arbitrary termination. It retains the retaliatory element – termination of employment by the employer shall be arbitrary if due to (i) the employee filing a complaint with the Ministry of Human Resources and Emiratisation or (ii) the employee filing a valid lawsuit against the employer. In contrast, the new Labour Law discontinues the “not related to work” element. Accordingly, an employee may base a claim for arbitrary termination, and thereby claim three months’ salary as compensation, only when the retaliatory element is present.

 

Absent retaliation, the employee must argue that termination was done without notice or was done for other than a legitimate reason. This provides less scope than before for recovery by a disgruntled employee. The legislative authorities may have intended to reduce the number of employment disputes by narrowing the basis for a claim for arbitrary termination. But the change might not have this effect, given that the “legitimate reason” requirement has been preserved. The UAE courts are known to be hospitable venues for employee claims, and the issue of whether termination was legitimate in a particular case always turns on the specific facts. As before, an employer must be prepared to document its reasons when termination is contested. ■

UAE Labour Law: Implementing Regulations

As reported earlier, the new Labour Law of the UAE provides that many of the detailed rules on its implementation will be governed by Implementing Regulations. The first set of Implementing Regulations has been promulgated as Cabinet Resolution No. 1 of 2022. This measure took effect on 2 February 2022, the same effective date as the new Labour Law.

 

The new Cabinet Resolution provides some clarity in many respects, but it also leaves room for further regulations to address yet more aspects of the new Labour Law. This note discusses some of the more interesting features of the new Cabinet Resolution.

 

Non-competition clauses

The Implementing Regulations introduce new restrictions on the use by employers of non-competition clauses in their employment contracts. Like the new Labour Law, the regulations provide that a non-competition clause must be restricted in geographic scope, must be limited in duration to no more than two years, and must be limited to jobs where competition by an employee could harm the employer. The Implementing Regulations specify that the burden of proof of harm is on the employer if a non-competition clause is contested.

 

A non-competition clause cannot be enforced in cases where the cause for termination of services is attributable to the employer or to the employer’s breach of its statutory or contractual obligations. The employee may also be exempted from a non-competition clause if the employment contract is terminated during the probation period. There is also scope for either the employee or the new employer to render the non-competition clause unenforceable by paying compensation to the former employer in an amount not exceeding three months of salary, provided that the former employer agrees to the same. Moreover, a non-competition clause will not be enforceable in respect of specific job categories that will be determined by the Minister of Human Resources and Emiratisation.

 

In the absence of a non-competition clause, an employee is free to change jobs in the event that:

 

  • The term of the existing contract expires without renewal; or
  • The contract is properly terminated in accordance with the Labour Law; or
  • The employer terminates the contract for a reason other than fault of the employee.

 

Overtime

With a few minor adjustments, the new Labour Law continues the previous rules on an employee’s entitlement to overtime compensation for work in excess of normal working hours. At the same time, it states that the Implementing Regulations will determine which job categories are not covered by the rules on overtime. This led to an expectation that a broader set of employees would be exempt than before, especially given the general shift away from the 6-day, 48-hour work week that the Labour Law allows.

 

A significant expansion of exempt categories has yet to occur, although the Implementing Regulations leave some room for a move in this direction. The new Implementing Regulations exempt from overtime the following categories of employees:

 

  • Chairmen and members of Boards of Directors.
  • Persons who exercise the authority of the employer by virtue of their supervisory positions.
  • Crew of marine vessels and employees who work at sea who enjoy special terms of service because of the nature of their work.
  • Tasks whose technical nature requires continuity of work through successive shifts, provided that average working hours do not exceed 56 hours per week.
  • Preparatory and supplementary tasks that must be performed outside of normal working hours.

 

Save for the fifth category noted above, all of these exemptions existed under prior law. However, the new Cabinet Resolution delegates to the Minister the authority to promulgate further rules on these categories of employees in accordance with the requirements of the labour market.

 

Leave

The Implementing Regulations contain new details on leaves. Previously, a part-time employee received the same entitlement to annual leave that was extended to a full-time employee. This has now been replaced with a fractional entitlement, based upon the actual hours worked by the part-time employee, subject to a minimum of five working days per year. The Implementing Regulations take a similar fractional approach to the end-of-service gratuity entitlement of an employee not serving under a full-time contract.

 

Unused annual leave may be carried forward, but no more than half of the entitlement may be carried forward from year to year. Unused leave may be cashed in at the rate of the employee’s salary. Upon termination of services, an employee is paid a cash allowance for any unused annual leave at the rate of the employee’s basic salary.

 

Workplace injury

As reported earlier, an employer is required to provide medical care for an employee who suffers a workplace injury or sickness. This includes treatment in a government or private treatment facility and includes the hospital stay, surgery, x-rays and tests, pharmaceuticals and rehabilitation equipment and protheses, and transportation required for the employee’s treatment. These costs must be covered until the employee recovers or until the employee’s permanent disability has been established.

 

Absenteeism

Under Article 44 of the new Labour Law, an employer is able to terminate the services of an employee without notice if the employee is improperly absent from work for more than seven consecutive days. In such case, the employer must be unaware of the employee’s whereabouts and unable to communicate with the employee. The employer is required to report the employee’s absence to the Ministry in accordance with procedures that will be promulgated by the Ministry.

 

An employee who is improperly absent from work may be denied another work permit for another employer for a period of up to one year. Exempted from this are employees whose visas are sponsored by family members, holders of golden visas, employees having a level of professional skill or knowledge required by the UAE, or employees in one of the categories that will be designated by the Ministry.

 

Employment models

The new Cabinet Resolution recognises that there are many different models for work other than full-time employment with a single employer. It contemplates that there will be arrangements for remote work (where the employee and employer are in different locations) and job sharing (where a task is assigned to multiple employees).

 

The new Cabinet Resolution also details many types of work permits, reflecting the multiple types of arrangements. The types of work permits that are addressed by the Implementing Regulations are:

 

  • A work permit for an employee recruited from outside the UAE.
  • A transfer work permit.
  • A work permit for a person whose residence visa is sponsored by a family member.
  • A temporary work permit.
  • A work permit for a specific task (similar to the “mission visas” that were available under prior law).
  • A part-time work permit, allowing an employee to work for multiple employers.
  • A juvenile work permit, for an employee between the ages of 15 and 18.
  • A student training permit.
  • A work permit for citizens of the GCC countries.
  • A work permit for a golden visa holder.
  • A work permit for a national trainee.
  • A self-employment work permit.

 

Additional types of work permits may be promulgated by resolution of the Minister. The Implementing Regulations also contain specific provisions on freelance work and on the activities of employment agencies.

 

End-of-service gratuity

A number of issues remain to be clarified by regulations. One of these concerns is the calculation of end-of-service gratuity, discussed in our inBrief dated 15 December 2021 and our Legal Alert dated 19 December 2021.

 

Article 51 of the new Labour Law states that an employee will receive end-of-service gratuity that is calculated on the basis of working days. This is inconsistent with the previous approach, which expressed end-of-service gratuity in terms of “days” as opposed to “working days”. Moreover, Federal Decree-Law No. 47 of 2021, on the uniform general rules of work in the UAE, which is supposed to harmonise the public and private sectors, refers to end-of-service gratuity based upon “days” and not “working days.”

 

A calculation based upon working days raises the issue of how that term is defined. This is not clarified by the Implementing Regulations. One approach is to calculate basic salary for a working day as equal to 22/30 of the employee’s basic salary for a month. An employer that has a five-day work week would have 22 working days in most months, because of the two-day weekends. However, an employee who works a six-day work week would have a working day basic salary equal to 26/30 of the employee’s basic salary for a month. Two similarly-positioned employees could receive end-of-service gratuity payments differing by as much as 14 per cent as a result of the employer’s work week.

 

Alternatively, a working day could be calculated as a fraction of annual calendar days as opposed to monthly calendar days, and the calculation could take account of official holidays as well as weekends. Perhaps the approved calculation will appear in further regulations.

 

Specified-term contracts

Another issue involves the treatment of specified-term contracts. Applied literally, a specified-term contract ends upon its expiration. No affirmative action by either the employer or the employee is required to bring the relationship to an end. Thus, immediately upon expiration of a specified-term contract, it would be the right of the employer to proceed with termination of the employee’s labour permit and residence visa, and it would likewise be the right of the employee to demand that the employer pay the applicable end-of-service package and to seek other employment.

 

In order for the relationship to continue, the parties must either continue to do so by conduct, in which case the contract would be deemed renewed for a similar period. It is not clear what length of conduct would have this effect. It would also be possible for the parties to reach express agreement on extension or renewal of a specified-term contract. Perhaps an employment contract should be drafted to contain a clause requiring the parties to provide advance notice of intent to renew or not to renew the contract. ■

The Inward Investment and International Taxation Review: Edition 12

This volume will prove to be a useful guide to the tax rules in the jurisdictions where clients conduct their businesses. This chapter provides topical and current insights on the tax issues and opportunities in the UAE. While specific tax advice is always essential, it is also necessary to have a broad understanding of the nature of the potential issues and advantages that lie ahead; this book provides a guide to these.

Lex Mundi Pro Bono Foundation Social Enterprise Report

Social enterprises have a vital role to play in bridging the gap between government and business efforts for social change. Although social enterprises can be found in all corners of the world, most jurisdictions suffer from a multitude of laws and policies that support them, and in some cases, requirements that may be an actual hindrance to their proliferation.

 

Afridi & Angell is proud to help contribute to a social enterprise law and policy report to identify legal structures and policies that nations can adopt to catalyze the advancement of social enterprises around the world. The Lex Mundi Pro Bono Foundation and Lex Mundi network’s unmatched global footprint make this report truly global in nature.

The Future is Fintech

What is Fintech?

The term fintech refers to the technologising of the financial industry. Fintech has become ever more recognized in the past few years, especially amidst COVID-19 in which demand for cashless payments and quick transactions have increased. Fintech exists in our daily lives from online banking to blockchain and to cryptocurrencies.

 

Start-up Fintech companies in the UAE

Dubai is one of the top ten fintech hubs in the world making it an ideal place for fintech companies, particularly start-ups. The Dubai International Financial Centre (DIFC) has stated that in the Middle East and North Africa alone, fintech start-ups raised over $100 million.

 

Additionally, free zones within the UAE are offering incentives to encourage fintech companies to set up. The DIFC, for example, has done this by offering a dedicated commercial license specifically developed for the industry with appealing schemes and licensing advantages.

 

Investments in Fintech

As well as being a great start-up opportunity, this developing industry is also highly appealing for venture capitalists and investors with a strategic interest in technology, finance and the financial industry. The global fintech market alone is estimated at $5 trillion and there are around 41 venture capitalist backed fintech companies worth a combined $154.1 billion.

 

Although fintech is a relatively new concept, it has quickly influenced well-established and traditional businesses such as banks, mortgage brokers, insurance companies, accountancy, and real estate firms.

 

Future of Fintech

The latest venture for fintech is the insurance industry. Many fintech companies have been partnering with traditional insurance companies to disrupt the traditional insurance model. One example is the development of InsurTech which aims to completely automate the insurance process.

 

Legal considerations of Fintech

Fintech, as a financial service, is mainly regulated through a UAE onshore regulatory framework, but there are also regulations within the DIFC and the Abu Dhabi Global Market. The Securities and Commodities Authority (SCA) and Central Bank are key UAE onshore financial regulators – the SCA has approved a fintech draft resolution which introduces a regulatory framework to pilot fintech licenses and allows license holders to operate in a ‘sandbox’ environment. In 2020-2021, the Central Bank has issued various regulations governing the fintech space, particularly relating to retail and large value payment systems, payment services and card schemes and stored value facilities. These regulations were issued with a one year transition period allowing businesses to align their activities in accordance with the applicable requirements.

 

Despite the appeal of fintech, there have also been concerns regarding cybersecurity (such as data protection and safeguarding personal financial information).

 

Conclusion

Fintech appears to be the natural evolution of certain financial services including banking. Setting up and operating a fintech company requires business savvy and compliance with applicable laws and regulations. Afridi & Angell has been and continues to provide innovative and informed legal advice to fintech companies in their financings/capital raises, operations, growth, acquisitions and sales. We provide a comprehensive legal offering in the financial technology space and have in-depth experience in related issues, regulations and industry agreements. ■

 

* * * *

 

If you require more detailed information, please do not hesitate to contact Shahram Safai at Afridi & Angell at ssafai@afridi-angell.com.

 

 

A Matter of Some Discretion: Controlling your Trust

Two common reasons for the use of trusts in estate planning are to achieve tax efficiencies and to protect assets from potential creditors and claims.  These are by no means the only reasons that trusts are utilized, but they are important benefits and are sometimes the primary focus of trust structure.  Generally speaking, trusts that provide tax and asset protection benefits need to be structured so as to grant the trustees very wide discretion as to when distributions are to be made, to which beneficiaries, in what amounts, and in which circumstances.  The language used in trust deeds usually gives trustees “absolute discretion” or “unfettered discretion” or similar.  Consider the following two examples of why discretion is important:

 

Example A (tax efficiency):  If a family trust is established with many family members as potential beneficiaries (e.g., “all of my issue”, which would include children, grandchildren, and you may include corporations owned by them, etc.), one of the goals of the trust is probably to take advantage of income splitting opportunities among the beneficiaries.  The trustee needs to be able to assess the individual tax brackets of the beneficiaries so they can “income sprinkle” across the beneficiaries in a tax efficient manner.  If the beneficiaries had fixed entitlements to a specified proportion of trust income or capital, the trustees could not achieve a tax efficient result.  Thus, discretion is needed.

 

Example B (asset protection):  Consider the same example again, but this time one of the beneficiaries has been successfully sued and his/her assets are subject to attachment by the judgment creditor.  If the beneficiary has a fixed entitlement under the terms of the trust, the creditors will be able to attach that interest as well and that beneficiary’s interest is effectively lost.  If the beneficiary’s entitlements are entirely subject to the trustee’s discretion, then the beneficiary has no vested interest at all unless and until the trustee declares each new distribution.  The trustee can confirm before making a distribution whether any beneficiary is subject to creditor claims, and if so, it can exercise its discretion in favour of another beneficiary (or none at all), until the claims are dealt with, keeping the trust assets out of the creditor’s hands.  Accordingly, discretion is again an essential component.[1]

 

With the necessity for a trustee to be granted such broad discretion, the question is often asked:  how do you know the trustee is going to exercise its discretion in the manner you would have intended?  There are essentially three approaches available:  include terms in the trust instrument itself, issue a letter of wishes, and/or the appointment of trust “protectors”.  We will briefly discuss each in turn.

 

(i) Terms of the Trust Deed

 

Some terms can be included in the trust deed itself without unduly constraining the trustee’s discretion.  These may include directions to the trustee not to make distributions to beneficiaries whose assets are subject to attachment; or a term which excludes the trust property from any beneficiary’s net family property to help protect it from being included in equalization payments upon marriage breakdown; or even a direction that requires certain minimum payments or expenses to be paid out of the trust so that the broad discretion only applies to the funds remaining after that.  A trust deed is a very flexible instrument and can be prepared with as many, or as few, specific constraints on a trustee as desired.  However, for the most part, if tax and asset protection benefits are to be maintained, the hard constraints need to be kept to a minimum.  It is more common to do the opposite; that is, explicitly oust duties that trustees would otherwise have as a matter of law that would potentially constrain them.

 

(ii) Letter of Wishes

 

A letter of wishes is separate from the trust deed and is just what its name suggests:  a letter from the settlor to the trustee setting out guidance for the trustee as to how the settlor wishes the trustee to exercise its discretion.  The trustee is not legally bound by the letter of wishes, but in practice trustees do give effect to them, and if a beneficiary challenges the trustee’s choices a court will take letters of wishes into account as relevant context.  Letters of wishes are sometimes very brief and provide simply that the trustees should take into account the views of another person when exercising their discretion (and that person is sometimes the settlor).  This is a potentially acceptable approach in the short term, but it has its drawbacks:  a court may find that the settlor is the person who is “in fact” making trust decisions as a de facto trustee, a finding that would almost certainly have detrimental consequences for any plan for which the trust was needed; and, upon the settlor’s death (or to whomever the letter of wishes referred), the settlor obviously then loses whatever influence he/she had.  Thoughtful, detailed, foresightful letters of wishes are strongly recommended.  Note that the trust deed should oust any default duties that trustees must comply with as a matter of law which may prevent compliance with a letter of wishes (the obligation to treat all beneficiaries equally, for example, should be ousted in the trust deed, along with others).

 

(iii) Appointing a Protector

 

Finally, there is the role of the trust “protector”.  A protector is someone (or multiple persons) who is granted a number of key powers in the trust deed, but who is not a trustee and, typically, has no fiduciary duties to beneficiaries.[2] They are supposed to provide oversight of trust administration and decision making from the perspective of someone close to the settlor who presumably knows what the settlor would have wanted.  Protectors are often granted powers to approve certain decisions of the trustees, to veto certain decisions, to remove and replace the trustee, or to terminate the trust, among other key powers.  The protector provides a significant check on trustee discretion.  The choice of protector is therefore important:  not only should the protector be someone close to you and who understands your wishes, they should be trustworthy and reliable, and without a conflict of interest (e.g., a beneficiary, or a spouse of a beneficiary).  Care must be taken so as not to usurp the role of the trustees altogether, either in the trust deed or in practice, or there will be a risk that the protector will be found to be the de facto trustee, with potentially disastrous consequences.[3]

 

In addition to the above, where a trust is created as part of a plan intended to have specific tax consequences, it is common for trustees to obtain professional advice before making a distribution, to ensure that it is being made in a manner that will not upset the plan.  This is not a limit on the discretion of the trustees, per se, but it does function as one.  Sometimes, detailed tax-driven instructions are provided to the trustees by professional legal advisors when the trust is created, setting out guidelines for how distributions are to be made, when, and also to whom they must not be made.  Such advice has similar status to a letter of wishes, but is arguably even more likely to be adhered to as the trustees will not wish to be responsible for triggering negative tax consequences in the face of having received such advice.

 

The above tools to control the discretion of a trustee are very useful, but they still leave some discretion to the trustee, which is unavoidable if the structure is to be robust enough to withstand a challenge by tax authorities or disgruntled beneficiaries.[4]  On a practical level, these tools are quite effective as professional trustees are motivated to serve their clients (i.e., settlors) as best they can, and to avoid litigation that may arise from ignoring letters of wishes, or professional advice, or contravening a protector’s decision. ■

 

[1] For asset protection trusts, note that it is important that the beneficiary whose interest is being protected is not also the sole trustee (or ideally even one of multiple trustees), as a court may order the beneficiary/trustee to exercise its control over the trust to satisfy the creditor’s claim.  The beneficiary must not have any control over trust decisions.

[2] The issue of whether a protector does have, or should have, fiduciary obligations to beneficiaries similar to the obligations of trustees is an unresolved issue in Canadian law.  Care should be taken to specify the settlor’s intent in the trust deed as to the duties expected of a protector.

[3] Garron Family Trust v. Her Majesty the Queen (2012 SCC 14) is the leading case in Canada on trust residency.  In that case, the courts “looked through” the exercise of powers by a protector, where the protector was in turn subject to replacement by the beneficiaries, and this was one of the reasons that court found that the beneficiaries were effectively functioning as the trust decision makers, with negative consequences for the trust in that case.

[4] This note focussed on trustee discretion with respect to distributions of trust income and capital.  It is important to bear in mind that a trustee’s discretion with respect to managing the trust’s investments can be controlled as well, to a greater degree of certainty and detail than controlling discretion as to distributions.

 

 

Introduction of Federal Corporate Tax in the UAE

The UAE Ministry of Finance announced on 31 January 2022 the introduction of Corporate Tax (CT) commencing from June 2023. In the latest UAE initiative to diversify government income, UAE CT will build upon the tax infrastructure established following the introduction of a Value Added Tax regime in 2018.

 

UAE CT is a Federal tax and will therefore apply across all Emirates, with the Federal Tax Authority responsible for administration and compliance of the UAE CT regime.

 

One CT return will need to be filed per financial period (generally 1 year) electronically. There will be no provisional or advance CT filings, nor any requirement to make advance UAE CT payments (i.e., no tax installment regime).

 

Many details pertaining to the UAE CT regime remain unknown at this time, and once promulgated, the UAE CT Law will provide the operational detail and guidance required.

 

How much?

Taxable income will be the accounting net profit of a business, after making adjustments for certain items to be specified under the UAE CT Law. The accounting net profit of a business will be the amount reported in the financial statements in accordance with internationally acceptable accounting standards.

 

The CT rates to be levied are:

 

  • Zero per cent for taxable income up to AED 375,000;
  • Nine per cent for taxable income above AED 375,000; and
  • A different tax rate for large multinationals that meet specific criteria set with reference to “Pillar Two” of the OECD Base Erosion and Profit Shifting project.

 

A multinational is defined as a corporation that operates in its home country, as well in other countries through a foreign subsidiary, branch or other form of presence or registration.

 

The UAE CT regime will allow a business to use losses incurred (as from the UAE CT effective date) to offset taxable income in subsequent financial periods, provided certain conditions are met.

 

When?

The UAE CT will commence for financial years starting on or after 1 June 2023.

 

For example:

 

  • If your business has a financial year starting on 1 July 2023 and ending on 30 June 2024, your business will become subject to UAE CT from 1 July 2023.
  • If your business has a financial year starting on 1 January 2023 and ending on 31 December 2023, your business will become subject to UAE CT from 1 January 2024 (which is the beginning of the first financial year that starts on or after 1 June 2023).

 

More information on the registration process and ongoing compliance obligations for businesses will be provided in the future.

 

Who?

UAE CT will apply to businesses that operate as corporate entities or as sole proprietorships. It will apply to UAE and non-UAE businesses.

 

All activities undertaken by a legal entity will be deemed “business activities” and hence be within the scope of UAE CT.

 

Dividends and capital gains earned by a UAE business from its qualifying shareholdings will be exempt from UAE CT. A qualifying shareholding refers to an ownership interest in a UAE or foreign company that meets certain conditions to be specified in the UAE CT law.

 

Certain qualifying intra-group transactions and corporate reorganisations will not be subject to UAE CT provided the necessary conditions are met.

 

As provided for by the UAE VAT regime, a UAE group of companies can elect to form a tax group and be treated as a single taxable person, provided certain conditions are met. Tax losses from one intra-group company may be used to offset taxable income of another intra-group company provided certain conditions are met.

 

A UAE tax group will be required to file only a single tax return for the entire group.

 

Businesses engaged in the extraction of natural resources will remain subject to Emirates level corporate taxation and be outside the scope of UAE CT.

 

Individuals deriving business income under (or being required to obtain) commercial licenses (e.g., sole proprietors and freelancers) will be within the scope of UAE CT.

 

An individual’s personal exertion income (i.e., salary) along with dividends, capital gains, investments in real estate and bank interest derived in a personal capacity should not be subject to UAE CT.

 

Free Zones

Free zone businesses will be subject to UAE CT, but the UAE CT regime will continue to honour the CT incentives currently being offered to free zone businesses that comply with all regulatory requirements and that do not conduct business with mainland UAE.

 

A business established in a free zone will be required to register and file a CT return. The UAE CT treatment that will apply to businesses in free zones will be the same across all free zones (i.e., no difference between financial and non-financial free zones).

 

Further details on the compliance obligations of free zone businesses will be provided in the future.

 

International Aspects

Foreign entities and individuals will be subject to UAE CT only if they conduct a trade or business in the UAE in an ongoing or regular manner. UAE CT will generally not be levied on a foreign investor’s income from dividends, capital gains, interest, royalties and other investment returns.

 

Foreign CT paid on UAE taxable income will be allowed as a tax credit against the UAE CT liability. The Ministry of Finance will remain the “competent authority” for purposes of bilateral/multinational agreements and the international exchange of information for tax purposes.

 

Finally, UAE businesses will need to comply with transfer pricing rules and documentation requirements set with reference to the OECD Transfer Pricing Guidelines. ■

The treatment of ongoing criminal cases for bounced cheques in the Emirate of Dubai

It is now common knowledge that after January 2, 2022, issuing a cheque that is dishonoured for the lack of funds is no longer going to be a criminal offence in the UAE (for a primer on the changes made to the law, click here). But what of ongoing complaints and criminal cases regarding cheques that were dishonoured prior to January 2? Circular No. (9) of 2021, issued by the Dubai Public Prosecution Department on 19 December 2021, helpfully clarifies how such cases are to be handled.

 

Where the case is at the stage of a criminal complaint filed at a Dubai Police station: The police are required to dismiss the complaint and cancel any police orders (including travel bans) issued with respect to the complaint.

 

Where the case is at the stage of an investigation before the Dubai Public Prosecution: The prosecutor is required to administratively dismiss the case if the investigation procedures are yet to be commenced, or issue a decision to reject the case if the investigations have commenced, travel bans are to be revoked, and the files are to be closed.

 

Where the case is pending before the Dubai Court of First Instance: The prosecutor handling the matter is required to apply for the acquittal of the defendant.

 

Where the case is pending before the Dubai Court of Appeal or the Court of Cassation following a judgment convicting the defendant: The prosecutor handling the matter is required to apply for cancellation of the appealed judgment and seek an order acquitting the defendant.

 

Where a final judgment convicting the defendant has been issued: The Execution Division of the Dubai Court is required (in consultation with the Public Prosecutor’s department) to put in place a mechanism to cancel enforcement of the judgment, including cancelling orders for the arrest of the defendant and travel ban orders.

 

It is interesting to note that although Federal Decree No. 14 of 2020 (which decriminalised the act of issuing a cheque which is dishonoured for lack of funds) does not have retrospective application, the effect of Circular No.9 is to give it retrospective application. It is important to remember that not all cheque-related crimes have been decriminalised, and the Circular makes it clear that the remaining offences will continue to be prosecuted. It should be noted that Circular No. 9 only applies in the Emirate of Dubai. ■

Attachment of assets

Attachment of Assets is designed to give practical information and guidance to lawyers and businessmen who are interested in securing expected future judgments and in making strategic decisions concerning the deployment of moveable assets in the face of possible attachments of them. This chapter, discusses the requirements of the United Arab Emirates which is written by our (Afridi & Angell) lawyers who are experts in the field.

End-of-Service Gratuity – Clarified

As reported earlier, the new Labour Law, Federal-Decree Law No. 33 of 2021, is scheduled to take effect on 2 February 2022. The new Labour Law appeared to introduce a change to the calculation of the end-of-service gratuity, by stating that an employee’s end-of-service gratuity shall be equal to 21 Working Days of Basic Salary for each of the first five years of employment, and 30 Working Days of Basic Salary for each year thereafter. The effect of this, if applied literally to an employer with a five-day work week, would be to increase the end-of-service gratuity accrual of the workforce by approximately 29%.

 

However, it now appears that the baseline figure will be days of Basic Salary in lieu of Working Days of Basic Salary.

 

The clarification appears in the form of Federal-Decree Law No. 47 of 2021 on the Uniform Rules of Work in the UAE. This is a statute that is designed by its express terms to harmonise the terms and conditions of employment between the public and private sectors. It applies to all personnel who are subject to the Federal Civil Service Regulations (Federal-Decree Law No. 11 of 2008, as amended) or are subject to the new Labour Law. The new Law makes it clear that the provisions on non-discrimination, work schedules, specified term contracts, working hours, leaves, remuneration and end-of-service gratuity that were stated in the new Labour Law also apply generally in the UAE, in the public and private sectors.

 

Regarding the end-of-service gratuity, the new Decree-Law states that the end-of-service gratuity for those who do not work on a full-time basis will be addressed by separate regulatory measures, as will the treatment of other savings or pensions plans that might operate as alternatives to end-of-service gratuity.■